LAW

Ñ L

ABO

UR C

OD

E*

TITLE I

Gen

era

l p

rovis

ion

s

CH

APTER I

Sc

op

e o

f a

pp

lic

ati

on

Article

1.

Ñ (1

) The present

code regula

tes all th

ein

div

idual

and collective la

bour

rela

tions, th

e m

anner

inw

hic

h th

e contr

ol

of

the im

ple

menta

tion of

labour

rela

tions regula

tions ta

kes pla

ce,

as w

ell as la

bour

juri

sdic

tion.

(2) The p

rese

nt code a

lso a

pplies

to the labour

rela

tions

regula

ted by sp

ecia

l la

ws, only

in

so

fa

r as

the la

tter

do

not conta

in d

ero

gato

ry s

pecific

pro

vis

ions.

Art

icle

2.

Ñ The pro

vis

ions

conta

ined in

th

e pre

sent

code a

pply

to:

a)

Rom

ania

n cit

izens w

ho are em

plo

yed under an

indiv

idual la

bour

contr

act and w

ho w

ork

in R

om

ania

;b)

Rom

ania

n citiz

ens

em

plo

yed under

an in

div

idual

labour

contr

act abro

ad, base

d o

n c

ontr

acts

conclu

ded w

ith

a R

om

ania

n e

mplo

yer, e

xcept

when t

he l

egis

lation o

f th

esta

te on th

e te

rritory of

whic

h th

e in

div

idual

labour

contr

act is

perf

orm

ed is

more

favoura

ble

;c)

foreig

n or sta

tele

ss citiz

ens em

plo

yed under an

indiv

idual

labour

contr

act, w

ho w

ork

fo

r a Rom

ania

nem

plo

yer

on the terr

itory

of Rom

ania

;

173

* Law

no. 53/2

003 w

as

publish

ed in t

he O

ffic

ial Gazette o

f Rom

ania

,Part

I, no. 72 o

f 5 F

ebru

ary

2003. The C

onst

itutional Court

gave D

ecis

ion

no. 24/2

003, publish

ed in t

he O

ffic

ial Gazette o

f Rom

ania

, Part

I, no. 72

of 5 F

ebru

ary

2003 o

n the c

onst

itutionality

of th

e law

.

(2)

Any dir

ect

or

indir

ect

dis

cri

min

ation again

st an

em

plo

yee, base

d o

n c

rite

ria s

uch a

s se

x, se

xual ori

enta

tion,

genetic c

hara

cte

rist

ics, a

ge, national ori

gin

, ra

ce, colo

ur

of

the sk

in,

eth

nic

ori

gin

, re

ligio

n,

political

options, so

cia

lori

gin

, dis

ability,

fam

ily conditio

ns

or

resp

onsi

bilitie

s,unio

n m

em

bers

hip

or

activity, sh

all b

e p

rohib

ited.

(3)

A dir

ect

dis

crim

ination sh

all be represe

nte

d by

actions

and fa

cts

of

exclu

sion,

diffe

rentiation,

rest

riction,

or

pre

fere

nce,

base

d on one or

severa

l of

the cri

teri

ast

ipula

ted under

para

gra

ph (2

), th

e purp

ose

or

effect

of

whic

h is

the failure

to g

rant, the r

est

riction o

r re

jection o

fth

e r

ecognitio

n, use

, or

exerc

ise o

f th

e r

ights

stipula

ted in

the labour

legis

lation.

(4)

An in

dir

ect

dis

cri

min

ation sh

all be re

pre

sente

d by

actions

and fa

cts

appare

ntly base

d on oth

er

cri

teri

a th

an

those

stipula

ted u

nder

para

gra

ph (2), b

ut

whic

h c

ause

the

effects

of a d

irect dis

cri

min

ation to take p

lace.

Art

icle

6.

Ñ (1

) Any em

plo

yee w

ho perf

orm

s a w

ork

shall benefi

t fr

om

adequate

w

ork condit

ions fo

r th

eactivity carrie

d out, so

cia

l se

curity,

labour sa

fety

and

health,

as

well as

the obse

rvance of

his

/her

dig

nity and

consc

ience, w

ithout any d

iscri

min

ation.

(2)

All em

plo

yees w

ho perfo

rm

a w

ork shall have

recognis

ed th

eir

ri

ght

to equal

paym

ent

for

equal

work

,th

eir

rig

ht to

collective n

egotiations, their

rig

ht to

pers

onal

data

pro

tection,

as

well as

their

ri

ght

to pro

tection fr

om

unla

wfu

l dis

mis

sal.

Art

icle

7.

Ñ Em

plo

yees

and em

plo

yers

can ass

ocia

tefr

eely

for

the d

efe

nce o

f th

eir

rig

hts

and the p

rom

otion o

fth

eir

vocational, e

conom

ic, and s

ocia

l in

tere

sts.

Article

8.

Ñ (1

) Labour rela

tions are based on th

epri

ncip

le o

f conse

nsu

s and g

ood faith.

(2) To e

nsu

re a

pro

per

pro

gre

ss o

f la

bour

rela

tions

the

part

icip

ants

in

la

bour

rela

tions

shall in

form

and co

nsu

ltone a

noth

er, in c

om

pliance w

ith the law

and the c

ollective

labour

contr

acts

.Article

9.

Ñ The Rom

ania

n cit

izens are fr

ee to

be

em

plo

yed in m

em

ber

countr

ies

of th

e E

uro

pean U

nio

n, as

well a

s in

any o

ther

state

, pro

vid

ed t

hey c

om

ply

with t

he

norm

s of

inte

rnati

onal

labour la

w and th

e bilate

ral

treaties

Rom

ania

is

a p

art

y to.

Law

no. 53/2

003

175

d)

pers

ons

who have acquir

ed th

e re

fugee st

atu

s and

are

em

plo

yed u

nder

an i

ndiv

idual

labour

contr

act

on t

he

terr

itory

of Rom

ania

, accord

ing to the law

;e)

apprenti

ces w

ho w

ork based on an on-the-job

appre

nticesh

ip c

ontr

act;

f) e

mplo

yers

who a

re n

atu

ral or

legal entities;

g) tr

ade u

nio

ns

or

em

plo

yers

Õ org

anis

ations.

CH

APTER I

I

Fu

nd

am

en

tal

prin

cip

les

Art

icle

3.

Ñ (1

) The fr

eedom

to

w

ork

is

guara

nte

ed by

the C

onst

itution. The r

ight to

work

shall n

ot be r

est

ricte

d.

(2) All p

ers

ons

shall b

e f

ree t

o c

hoose

their

work

pla

ce

and p

rofe

ssio

n, tr

ade, or

activity to c

arr

y o

ut.

(3) No o

ne c

an b

e o

bliged t

o w

ork

or

not

to w

ork

in a

cert

ain

work

pla

ce o

r pro

fess

ion, w

hate

ver

these

mig

ht be.

(4)

Any la

bour

contr

act

conclu

ded in

vio

lation of

the

pro

vis

ions

of para

gra

phs

(1)Ñ

(3) sh

all b

e n

ull d

e jure

.Art

icle

4.Ñ (1) Forc

ed labour

shall b

e p

rohib

ited.

(2)

The te

rm fo

rced la

bour

desi

gnate

s any w

ork

or

serv

ice im

pose

d o

n a

pers

on u

nder

thre

at or

for

whic

h the

pers

on in q

uest

ion h

as

not giv

en his

/her

free c

onse

nt.

(3)

The w

ork or acti

vit

y im

posed by th

e publi

cauth

ori

ties

shall n

ot be s

een a

s fo

rced labour:

a)

in com

pli

ance w

ith th

e la

w concernin

g th

em

andato

ry m

ilitary

serv

ice;

b) in

the d

ischarg

e o

f th

e c

ivic

obligations

set up b

y the

law

; c)

in accordance w

ith a fi

nal

judic

ial

decis

ion of

convic

tion;

d)

in case

of

abso

lute

necess

ity,

i.e.

in th

e event

of

aw

ar, cata

stro

phe or

risk

of

cata

stro

phe su

ch as: fire

s,fl

oods,

earth

quakes,

vio

lent

epid

em

ics or epiz

ooti

cs,

invasi

ons

of

anim

als o

r in

sects

, and, in

genera

l, u

nder

all

cir

cum

sta

nces je

opardis

ing life

or th

e norm

al

livin

gconditio

ns

of m

ost

of th

e p

opula

tion o

r of part

of it.

Art

icle

5.Ñ (1) W

ithin

the f

ram

ew

ork

of

work

rela

tions,

the p

rincip

le o

f th

e e

quality

of tr

eatm

ent fo

r all e

mplo

yees

and e

mplo

yers

shall a

pply

.

Labour

Code

174

(2)

A le

gal

enti

ty can conclu

de in

div

idual

labour

contr

acts

, as

an e

mplo

yer, a

fter

havin

g a

cquir

ed t

hat

legal

statu

s.(3

) A natu

ral

entity

can conclu

de in

div

idual

labour

contr

acts

, as an em

plo

yer,

aft

er havin

g acquir

ed th

ecapacity to e

xerc

ise.

Art

icle

15.Ñ I

t is

pro

hib

ited, under

penalty o

f abso

lute

nullity, to

conclu

de an in

div

idual

labour

contr

act

for

the

purpose

of

perfo

rm

ing an illicit or im

moral

work or

activity.

Art

icle

16.Ñ (

1)

An i

ndiv

idual

labour

contr

act

shall b

econclu

ded b

ase

d o

n t

he p

art

iesÕ c

onse

nt, i

n w

ritten f

orm

,in

Rom

ania

n. The e

mplo

yer

has

the o

bligation to c

onclu

de

the indiv

idual la

bour

contr

act in

wri

tten form

.(2

) If

th

e in

div

idual

labour contr

act

has not

been

conclu

ded i

n w

ritten f

orm

, th

e p

resu

mption i

s th

at

it h

as

been c

onclu

ded for

an indefinite term

, and the p

art

ies

can

giv

e pro

of

of

contr

act

pro

vis

ions

and w

ork

perf

orm

ed

thro

ugh a

ny o

ther

ele

ments

of pro

of.

(3) The w

ork

perf

orm

ed b

ase

d o

n a

n i

ndiv

idual

labour

contr

act giv

es

the e

mplo

yee length

of se

rvic

e.

Art

icle

17.Ñ (1) Pri

or

to t

he c

onclu

sion o

r am

endm

ent

of

an in

div

idual

labour contr

act, th

e em

plo

yer m

ust

info

rm

th

e person apply

ing fo

r em

plo

ym

ent

or th

eem

plo

yee, as

the c

ase

may b

e, about th

e g

enera

l cla

use

s he

inte

nds

to inclu

de in the c

ontr

act or

to a

mend.

(2) The info

rmation s

tipula

ted u

nder

para

gra

ph (1) sh

all

com

pri

se,

as

the case

m

ay be,

the fo

llow

ing ele

ments

at

least

:a) th

e identity

of th

e p

art

ies;

b)

the w

ork

pla

ce or, in

th

e abse

nce of

a st

able

w

ork

pla

ce,

the poss

ibility th

at

the em

plo

yee m

ay w

ork in

vari

ous

pla

ces;

c)

the em

plo

yerÕs

head offic

e or, as

the case

m

ay be,

resi

dence;

d) th

e d

uties

of th

e job;

e) th

e typic

al ri

sks

of th

e job;

f) the d

ate

fro

m w

hic

h the c

ontr

act is

to take e

ffect;

g) in

the e

vent

of

a labour

contr

act

for

a d

efinite t

erm

or

a tem

pora

ry labour

contr

act, the d

ura

tion there

of;

Law

no. 53/2

003

177

c. 12

TITLE II

Ind

ivid

ual la

bo

ur

co

ntr

act

CH

APTER I

Co

nc

lusio

n o

f th

e i

nd

ivid

ua

l la

bo

ur c

on

tra

ct

Art

icle

10.Ñ A

n indiv

idual la

bour

contr

act is

a c

ontr

act

based on w

hic

h a natu

ral

enti

ty,

call

ed em

plo

yee,

undert

akes

to perf

orm

w

ork

fo

r and under

the auth

ori

tyof

an e

mplo

yer, w

ho is

a n

atu

ral or

legal entity

, in

retu

rnfo

r a r

em

unera

tion, called w

ages.

Article

11.

Ñ The cla

uses of

the in

div

idual

labour

contr

act

cannot

conta

in contr

ary provis

ions or rig

hts

belo

w th

e m

inim

um

le

vel

set

up by la

ws

or

collective

labour

contr

acts

.Art

icle

12.Ñ (

1)

An i

ndiv

idual

labour

contr

act

shall b

econclu

ded for

an indefinite term

.(2

) As

an exception,

an in

div

idual

labour

contr

act

can

also b

e c

onclu

ded for

a d

efinite term

, under

the c

onditio

ns

expre

ssly

stipula

ted b

y the law

.Art

icle

13.

Ñ (1

) A natu

ral

entity

sh

all be allow

ed to

work

after

havin

g turn

ed 1

6 y

ears

of age.

(2) A legal entity

can a

lso c

onclu

de a

labour

contr

act, a

san em

plo

yee,

aft

er

turn

ing 15 years

of

age,

base

d on

his

/her parents

Õ or le

gal

representa

tivesÕ

consent, fo

ractivitie

s in

accord

ance w

ith h

is/h

er

physi

cal develo

pm

ent,

aptitu

des

and know

ledge,

unle

ss th

is pla

ces

under

risk

his

/her

health, develo

pm

ent, a

nd v

ocational tr

ain

ing.

(3)

Em

plo

ym

ent

of

perso

ns

under th

e age of

15 is

pro

hib

ited.

(4)

Em

plo

ym

ent

of

persons pla

ced under court

inte

rdic

tion is

pro

hib

ited.

(5)

Em

plo

ym

ent

in difficult,

harm

ful, or

dangero

us

work

pla

ces

shall only

ta

ke pla

ce after

the pers

on has

turned 18 years of

age;

such w

ork pla

ces shall

be

est

ablish

ed in a

Govern

ment decis

ion.

Art

icle

14.Ñ (1) For

the p

urp

ose

s of th

is c

ode, em

plo

yer

means

a n

atu

ral or

legal entity

who c

an e

mplo

y, acco

rdin

gto

th

e la

w,

labour

forc

e base

d on an in

div

idual

labour

contr

act.

Labour

Code

176

(2)

Specia

l la

ws

regula

ting th

e ty

pic

al

work

conditio

ns

abro

ad s

hall c

om

ple

ment

the p

rovis

ions

of

para

gra

ph (

1).

Art

icle

19.Ñ I

f th

e e

mplo

yer

does

not

com

ply

with h

isobligation to info

rm the e

mplo

yee w

ithin

15 d

ays

from

the

tim

e of

launchin

g th

e off

er fo

r th

e te

rm

inati

on or

am

endm

ent

of

the in

div

idual

labour

contr

act, or, as

the

case

may b

e, of th

e p

erf

orm

ance o

f th

e a

ctivity a

bro

ad, th

eem

plo

yee sh

all be entitled to

notify

, w

ithin

30 days, th

ecom

pete

nt

court

of

law

and ask fo

r com

pensati

on

corresp

ondin

g to

th

e dam

age cause

d to

him

/her as

aresult

of

the non-fulf

ilm

ent

by th

e em

plo

yer of

his

obligation to info

rm h

im/h

er.

Art

icle

20.

Ñ (1

) Besi

des

the genera

l cla

use

s st

ipula

ted

under

art

icle

17, th

e p

art

ies

can a

lso n

egotiate

and inclu

de

oth

er

specific

cla

use

s in

the indiv

idual la

bour

contr

act.

(2)

The fo

llow

ing are

re

gard

ed as

specific

cla

use

s, th

eenum

era

tion there

of not bein

g r

est

rictive:

a) th

e c

lause

on v

ocational fo

rmation;

b) th

e n

on-com

petition c

lause

;c) th

e m

obility c

lause

;d) th

e c

onfidentiality

cla

use

.Art

icle

21.Ñ (1) The n

on-com

petition c

lause

shall f

orc

eth

e e

mplo

yee n

ot

to p

erf

orm

, fo

r his

/her

ow

n i

nte

rest

or

that

of

a t

hir

d p

art

y, an a

ctivity w

hic

h i

s com

peting w

ith

the o

ne p

erf

orm

ed f

or

his

/her

em

plo

yer, o

r an a

ctivity f

or

the benefit

of

a t

hir

d p

art

y w

hic

h i

s in

com

petition w

ith

his

/her em

plo

yer and fo

rces th

e em

plo

yer to

pay a

month

ly a

llow

ance to the e

mplo

yee.

(2)

The n

on-com

petition c

lause

shall o

nly

take e

ffect

ifth

e in

div

idual

labour contr

act

cle

arly

sti

pula

tes th

eactivitie

s th

e e

mplo

yee i

s pro

hib

ited f

rom

perf

orm

ing f

or

the d

ura

tion o

f th

e c

ontr

act.

(3)

The all

ow

ance due to

th

e em

plo

yee shall

be

negotiate

d and sh

all be at

least

25 % of

the w

ages. The

allow

ance m

ust

be p

aid

in full a

nd in tim

e.

(4) The n

on-com

petition c

lause

shall n

ot opera

te d

uri

ng

the tri

al peri

od.

Art

icle

22.

Ñ (1

) The non-com

petition cla

use

sh

all no

longer

opera

te o

n the d

ate

of te

rmin

ation o

f th

e indiv

idual

labour

contr

act.

Law

no. 53/2

003

179

h)

the dura

tion of

the annual

leave th

e em

plo

yee is

entitled to;

i) th

e conditio

ns

under

whic

h th

e contr

acting part

ies

can g

ive n

otice a

nd the d

ura

tion there

of;

j) the b

asi

c w

ages, o

ther

ele

ments

of th

e e

arn

ed incom

e,

as

well as

the peri

odic

ity of

the paym

ent

of

wages

the

em

plo

yee is

entitled to;

k)

the n

orm

al

work

peri

od e

xpre

ssed i

n h

ours

per

day

and h

ours

per

week;

l) th

e m

enti

on of

the coll

ecti

ve la

bour contr

act

regula

ting the w

ork

conditio

ns

for

the e

mplo

yee;

m) th

e length

of th

e tri

al peri

od.

(3)

The ele

ments

in

th

e in

form

ation st

ipula

ted under

para

gra

ph (2

) sh

all also be fo

und in

th

e conte

nts

of

the

indiv

idual la

bour

contr

act.

(4) Any c

hange in a

ny o

f th

e e

lem

ents

stipula

ted u

nder

para

gra

ph (2

) duri

ng th

e perf

orm

ance of

the in

div

idual

labour

contr

act

shall re

quir

e th

e conclu

sion of

a ri

der

toth

e contr

act, w

ithin

15 days

from

th

e em

plo

yee bein

gnotified i

n w

riting, except

for

cir

cum

stances

when s

uch a

change is

m

ade poss

ible

by th

e la

w or

the applicable

collective labour

contr

act.

(5)

As regards th

e in

form

ati

on provid

ed to

th

eem

plo

yee, pri

or

to t

he c

onclu

sion o

f th

e indiv

idual la

bour

contr

act, th

e parti

es can ente

r in

to a confi

denti

ality

agre

em

ent.

Art

icle

18.Ñ (1) If t

he e

mplo

yee i

s to

carr

y o

ut

his

/her

activity abro

ad,

the em

plo

yer

shall pro

vid

e him

/her, in

due tim

e, w

ith the info

rmation s

tipula

ted u

nder

art

icle

17

(2), inclu

din

g info

rmation r

egard

ing:

a)

the dura

tion of

the w

ork

peri

od to

be perf

orm

ed

abro

ad;

b) th

e c

urr

ency i

n w

hic

h h

is/h

er

wages

are

to b

e p

aid

,as

well a

s th

e m

eth

ods

of paym

ent;

c) th

e p

aym

ents

in m

oney a

nd/o

r in

kin

d r

ela

ted to the

activity c

arr

ied o

ut abro

ad;

d) th

e c

lim

ate

conditio

ns;

e)

the m

ain

regula

tions in

th

at

countr

yÕs

la

bour

legis

lation;

f) t

he local cust

om

s th

e n

on-o

bse

rvance o

f w

hic

h m

ight

endanger

the e

mplo

yeeÕs life, fr

eedom

, or

pers

onal sa

fety

.

Labour

Code

178

Art

icle

27. Ñ (1) A p

ers

on s

hall o

nly

be e

mplo

yed b

ase

don a m

edic

al

cert

ific

ate

, w

hic

h finds

that

the pers

on in

quest

ion is

fit to

perf

orm

that w

ork

.(2

) The fa

ilure to

com

ply

w

ith th

e provis

ions of

para

gra

ph (1

) cause

s th

e in

div

idual

labour

contr

act

tobecom

e n

ull.

(3) If the e

mplo

yee s

ubm

its

the m

edic

al cert

ific

ate

after

the tim

e of

conclu

sion of

the in

div

idual

labour

contr

act,

and th

e conte

nts

of

the cert

ific

ate

pro

ve th

e pers

on in

question is

fi

t fo

r w

ork,

the contr

act

thus conclu

ded

rem

ain

s valid.

(4) The c

om

pete

nce for

and the p

rocedure

of is

suin

g the

medic

al

cert

ific

ate

, as

well as

the sa

nctions

applicable

to

the e

mplo

yer

for

em

plo

yin

g o

r changin

g the w

ork

pla

ce o

rty

pe of

work w

ithout

a m

edic

al

certi

ficate

shall be

stip

ula

ted b

y s

pecia

l la

ws.

(5) It is

pro

hib

ited t

o r

equir

e p

regnancy t

est

s on h

irin

ga p

ers

on.

(6)

When em

plo

yin

g a pers

on in

th

e field

s of

health,

public cate

ring,

education,

and oth

er

field

s st

ipula

ted by

the law

s, typic

al m

edic

al te

sts

may b

e r

equir

ed.

Art

icle

28.

Ñ A m

edic

al

cert

ific

ate

is

also com

pulsory

under

the follow

ing c

ircum

stances:

a) w

hen r

est

art

ing w

ork

after

an inte

rruption e

xceedin

g6 m

onth

s, f

or

jobs

with e

xposu

re t

o o

ccupational

noxio

us

facto

rs, and o

ne y

ear, in the o

ther

case

s;b) in

the e

vent

of

a s

econdm

ent

or

transf

er

to a

noth

er

work

pla

ce o

r activity;

c) w

hen b

egin

nin

g w

ork

, in

the c

ase

of em

plo

yees

hir

ed

under

a tem

pora

ry labour

contr

act;

d)

in th

e case

of

appre

ntices, pro

bationers

, and sc

hool

or

college s

tudents

, if they a

re to b

e tra

ined p

er

trades

and

pro

fess

ions, as

well as

when changin

g tr

ade duri

ng th

etr

ain

ing;

e) peri

odic

ally, in

the c

ase

of

pers

ons

who w

ork

under

exposu

re t

o o

ccupational noxio

us

facto

rs, accord

ing t

o t

he

regula

tions

of th

e M

inis

try o

f H

ealth a

nd F

am

ily;

f) peri

odic

ally,

in th

e case

of

pers

ons

who perf

orm

activitie

s sh

ow

ing a

ris

k o

f tr

ansm

itting d

isease

s and w

ho

work

in the f

ood a

nd a

nim

al-bre

edin

g s

ecto

rs, in

dri

nkin

g

Law

no. 53/2

003

181

(2)

As

an exception to

th

e pro

vis

ions

of

para

gra

ph (1

),th

e non-c

om

peti

tion cla

use can als

o apply

aft

er th

ete

rmin

ation o

f th

e indiv

idual la

bour

contr

act, f

or

a p

eri

od

of

6 m

onth

s at

the m

ost

, w

hen executive posi

tions

are

involv

ed, and 2

years

at th

e m

ost

, fo

r th

ose

havin

g b

een in

managem

ent posi

tions, if su

ch a

peri

od h

as

been e

xpre

ssly

agre

ed u

pon in the indiv

idual la

bour

contr

act.

(3) The p

rovis

ions

of para

gra

ph (2) sh

all n

ot apply

when

the te

rm

ination of

the in

div

idual

labour contr

act

has

taken pla

ce de ju

re

or base

d on th

e in

itia

tive of

the

em

plo

yer, fo

r re

aso

ns

whic

h cannot

be im

pute

d to

th

eem

plo

yee.

Art

icle

23.Ñ (1) The n

on-com

petition c

lause

cannot have

as eff

ect

the em

plo

yeeÕs

absolu

tely

prohib

itio

n fr

om

exerc

isin

g h

is/h

er

pro

fess

ion o

r sp

ecia

lity

.(2

) Base

d on a notification by th

e em

plo

yee or

the

terr

itori

al fa

cto

ry insp

ecto

rate

, th

e c

om

pete

nt court

of

law

can d

imin

ish the e

ffects

of th

e n

on-com

petition c

lause

.Article

24.

Ñ In

th

e event

of

the em

plo

yee havin

gw

rongly

vio

late

d th

e non-com

petition cla

use

, he/s

he can

be obliged to

re

turn

th

e allow

ance and,

as

the case

m

ay

be,

pay dam

ages

corresp

ondin

g to

th

e lo

ss cause

d by

him

/her

to the e

mplo

yer.

Art

icle

25.

Ñ In

th

e m

obility cla

use

, th

e part

ies

in th

ein

div

idual

labour

contr

act

stip

ula

te th

at, consi

deri

ng th

ety

pic

al

featu

res

of

the w

ork

, th

e perf

orm

ance of

the jo

bduties

by th

e em

plo

yee sh

all not

take pla

ce in

a st

able

work

pla

ce. In

th

is case

, th

e em

plo

yee sh

all benefit

from

additio

nal cash

paym

ents

or

paym

ents

in k

ind.

Art

icle

26. Ñ (1) In

the c

onfidentiality

cla

use

, th

e p

art

ies

shall

agree th

at,

th

roughout

the durati

on of

the

perf

orm

ance of

the in

div

idual

labour

contr

act

and after

the te

rmin

ation th

ere

of, th

ey sh

all not

transm

it data

or

info

rmation th

ey have le

arn

t duri

ng th

e perf

orm

ance of

the contr

act, under

the te

rms

set

by th

e com

panyÕs ru

les

and regula

tions,

in coll

ecti

ve la

bour contr

acts

or

indiv

idual la

bour

contr

acts

.(2

) The n

on-com

pliance w

ith this

cla

use

by e

ither

of th

epart

ies

enta

ils

the obligation of

the part

y at

fault to

pay

dam

ages.

Labour

Code

180

peri

od o

f 30 c

ale

ndar

days

at th

e m

ost

may b

e e

stablish

ed

for

executive p

osi

tions, a

nd 9

0 c

ale

ndar

days

at

the m

ost

for

managem

ent posi

tions.

(2)

The c

heck o

f pro

fess

ional

abilitie

s w

hen e

mplo

yin

gdis

able

d p

ers

ons

shall b

e b

ase

d o

nly

on a

tri

al peri

od o

f 50

cale

ndar

days

at th

e m

ost

.(3

) As

far

as

unsk

ille

d w

ork

ers

are

concern

ed, th

e t

rial

peri

od s

hall b

e e

xceptional and s

hall n

ot exceed 5

work

ing

days. (4) H

igher-education g

raduate

s sh

all b

e e

mplo

yed, at th

ebegin

nin

g o

f th

e e

mplo

ym

ent in

their

pro

fess

ion, base

d o

na tri

al peri

od o

f 3 to 6

month

s.(5

) Duri

ng t

he t

rial peri

od, th

e e

mplo

yee e

njo

ys

all t

he

rights

and h

as

all t

he o

bligations

stip

ula

ted i

n t

he l

abour

legis

lation,

the applicable

collective la

bour

contr

act, th

ecom

panyÕs r

ule

s and r

egula

tions, a

s w

ell a

s th

e indiv

idual

labour

contr

act.

Art

icle

32.

Ñ Duri

ng th

e perf

orm

ance of

an in

div

idual

labour

contr

act, there

can b

e o

nly

one tri

al peri

od.

(2) As

an e

xception, an e

mplo

yee c

an b

e s

ubje

cte

d t

o a

new

tr

ial

perio

d if

he/s

he sta

rts

a new

posit

ion or

profe

ssio

n w

ith th

e sa

me em

plo

yer,

or is

to

perfo

rm

his

/her

activity in

a w

ork

pla

ce under

difficult,

harm

ful,

or

dangero

us

conditio

ns.

(3)

The fa

ilure to

in

form

th

e em

plo

yee,

befo

re th

econclu

sio

n or am

endm

ent

of

the in

div

idual

labour

contr

act, a

bout

the t

rial peri

od, w

ithin

the t

erm

set

under

art

icle

14 (4), c

ause

s th

e e

mplo

yer

to b

e d

isqualified f

rom

checkin

g the e

mplo

yeeÕs a

bilitie

s by s

uch m

eans.

(4) The tri

al peri

od s

hall r

epre

sent le

ngth

of se

rvic

e.

Art

icle

33.

Ñ It

is

pro

hib

ited to

su

ccess

ively

em

plo

ym

ore

th

an th

ree pers

ons

for

tria

l peri

ods

for

the sa

me

posi

tion.

Art

icle

34. Ñ (1) Each e

mplo

yer

must

est

ablish

a g

enera

lbook o

f th

e e

mplo

yees.

(2)

The genera

l book of

the em

plo

yees

shall be firs

tre

gis

tere

d w

ith t

he c

om

pete

nt

public a

uth

ori

ty, accord

ing

to th

e la

w,

whic

h has

juri

sdic

tion over

the em

plo

yerÕs

resi

dence or

head offic

e, re

spectively

, after

whic

h date

it

becom

es

an o

ffic

ial docum

ent.

Law

no. 53/2

003

183

wate

r supply

unit

s,

in childrenÕs

collecti

vit

ies,

or in

medic

al

inst

itutions, accord

ing to

th

e re

gula

tions

of

the

Min

istr

y o

f H

ealth a

nd F

am

ily;

g)

peri

odic

ally,

in th

e case

of

pers

ons

who w

ork

in

inst

itutions

without

risk

fa

cto

rs,

by m

eans

of

medic

al

exam

inations

diffe

rentiate

d per

age,

gender, and health

conditio

n,

accord

ing to

th

e re

gula

tions

in th

e collective

labour

contr

acts

.Art

icle

29.Ñ (1) The indiv

idual la

bour

contr

act

shall b

econclu

ded after

a pre

lim

inary

check of

the pro

fess

ional

and pers

onal

abilitie

s of

the pers

on apply

ing fo

r th

e jo

b.

(2)

The w

ays in

w

hic

h th

e check stipula

ted under

paragraph (1

) is

to

ta

ke pla

ce shall be set

up in

th

eapplicable

collective la

bour

contr

act, in

th

e pers

onnel

statu

s (p

rofe

ssio

nal or

dis

cip

linary

), a

nd i

n t

he c

om

panyÕs

rule

s and r

egula

tions, u

nle

ss t

he law

stipula

tes

oth

erw

ise.

(3)

The purp

ose

of

the in

form

ation re

quest

ed,

under

any form

, by the e

mplo

yer

from

the p

ers

on a

pply

ing for

ajo

b on th

e occasi

on of

the pre

lim

inary

check of

abilitie

scan only

be fo

r ass

ess

ing his

/her

capacity to

be in

th

at

posi

tion, as

well a

s his

/her

pro

fess

ional abilitie

s.(4

) The em

plo

yer

can re

quest

in

form

ation about

the

pers

on a

pply

ing f

or

a job f

rom

his

/her

form

er

em

plo

yers

,but

only

as

regard

s th

e d

uties

carr

ied o

ut

and t

he l

ength

of

that

em

plo

ym

ent, a

nd p

rovid

ed t

he p

ers

on i

n q

uest

ion

has

been info

rmed in a

dvance.

Art

icle

30.

Ñ (1

) In

public in

stitutions

and auth

ori

ties,

and oth

er

budgeta

ry in

stitutions, pers

onnel

em

plo

ym

ent

can o

nly

take p

lace b

ase

d o

n a

conte

st o

r exam

ination, as

the c

ase

may b

e.

(2)

Vacancie

s exis

ting in

th

e list

of

posi

tions

shall be

opened to

conte

st, dependin

g on th

e needs of

each

inst

itution s

tipula

ted u

nder

para

gra

ph (1).

(3)

If,

for

the conte

st org

anis

ed fo

r fillin

g a vacancy,

several

candid

ate

s have not

ente

red th

e conte

st, th

eem

plo

ym

ent sh

all b

e d

ecid

ed b

y a

n e

xam

ination.

(4) The t

erm

s fo

r org

anis

ing a

conte

st/e

xam

ination a

nd

the m

anner

in w

hic

h it ta

kes

pla

ce sh

all be se

t by th

ere

gula

tions

appro

ved in a

Govern

ment decis

ion.

Art

icle

31.Ñ (1) To c

heck t

he a

bilitie

s of

the e

mplo

yee,

on the c

onclu

sion o

f th

e indiv

idual la

bour

contr

act, a

tri

al

Labour

Code

182

shall b

e e

stablish

ed a

ccord

ing t

o t

he l

aw

, by n

egotiations,

wit

hin

th

e collecti

ve la

bour contr

acts

and in

div

idual

labour

contr

acts

.Article

38.

Ñ Em

plo

yees cannot

giv

e up th

e rig

hts

recognis

ed by th

e la

w.

Any tr

ansa

ction w

hose

aim

is

to

giv

e u

p t

he r

ights

recognis

ed b

y t

he l

aw

to e

mplo

yees

or

to lim

it s

uch r

ights

shall b

e r

endere

d v

oid

.Art

icle

39.

Ñ (1

) The em

plo

yeeÕs m

ain

ri

ghts

are

as

follow

s:a)

the ri

ght

to re

ceiv

e w

ages

for

the w

ork

perf

orm

ed;

b) th

e r

ight to

a d

aily a

nd w

eekly

rest

;c) th

e r

ight to

an a

nnual holiday;

d) th

e r

ight to

equal chances

and tre

atm

ent;

e) th

e r

ight to

dig

nity o

f la

bour;

f) the r

ight to

labour

safe

ty a

nd h

ealth;

g) th

e r

ight of access

to v

ocational tr

ain

ing;

h) th

e r

ight to

info

rmation a

nd c

onsu

ltation;

i) th

e rig

ht

to ta

ke part

in th

e dete

rm

ination and

impro

vem

ent of th

e w

ork

conditio

ns

and e

nvir

onm

ent;

j) th

e rig

ht

to prote

cti

on as fa

r as dis

mis

sal

isconcern

ed;

k) th

e r

ight to

collective a

nd indiv

idual negotiation;

l) the r

ight to

part

icip

ate

in c

ollective a

ctions;

m) th

e r

ight to

est

ablish

or

join

a tra

de u

nio

n.

(2) The e

mplo

yeeÕs m

ain

obligations

are

as

follow

s:a) th

e o

bligation to a

ccom

plish

his

/her

work

load o

r, a

sth

e case

m

ay be, to

m

eet

his

/her

duties

accord

ing to

th

ejo

b d

esc

ription;

b) th

e o

bligation to o

bse

rve w

ork

dis

cip

line;

c)

the obligati

on to

observe th

e provis

ions of

the

com

panyÕs

rule

s and regula

tions,

of

the appli

cable

collective la

bour

contr

act, as

well as

of

the in

div

idual

labour

contr

act;

d)

the obli

gati

on of

fideli

ty to

th

e em

plo

yer in

perf

orm

ing h

is/h

er

job d

uties;

e) th

e o

bligation t

o o

bse

rve labour

safe

ty a

nd h

ealth in

the c

om

pany;

f) the o

bligation to o

bse

rve the p

rofe

ssio

nal se

cre

cy.

Art

icle

40.

Ñ (1

) The em

plo

yerÕ

s m

ain

ri

ghts

are

as

follow

s:

Law

no. 53/2

003

185

(3) The g

enera

l book o

f th

e e

mplo

yees

shall b

e fille

d o

ut

in order of

em

plo

ym

ent

and shall

com

pris

e th

eid

entification ele

ments

of

all em

plo

yees, th

e ele

ments

chara

cterising their labour

contr

act

s, a

s w

ell a

s all s

ituations

whic

h occ

ur

during th

e perf

orm

ance

of

work

re

lations

inco

nnect

ion w

ith th

e execu

tion, am

endm

ent, su

spension or

term

ination o

f th

e indiv

idual la

bour

contr

act

.(4

) The g

enera

l book o

f th

e e

mplo

yees

shall b

e k

ept

at

the em

plo

yerÕs

resi

dence or

head offic

e, re

spectively

, and

it s

hall b

e p

laced a

t th

e d

isposa

l of th

e facto

ry insp

ecto

r or

any o

ther

auth

ori

ty r

equest

ing it, a

ccord

ing to the law

.(5

) At th

e e

mplo

yeeÕs r

equest

, th

e e

mplo

yer

must

iss

ue a

docum

ent

attest

ing t

he f

orm

erÕs

activity, le

ngth

of

serv

ice

in h

is/h

er

trade a

nd s

pecia

lity

.(6

) In

case

of te

rmin

ation o

f th

e e

mplo

yerÕs

activity, th

egenera

l book o

f th

e e

mplo

yees

shall b

e d

eposi

ted w

ith the

com

pete

nt

public auth

ori

ty,

accord

ing to

th

e la

w,

whic

hhas

juri

sdic

tion over

the em

plo

yerÕs

resi

dence or

head

offic

e, re

spectively

, as

the c

ase

may b

e.

(7) The m

eth

odolo

gy f

or

pre

pari

ng t

he g

enera

l book o

fth

e e

mplo

yees, t

he r

ecord

ings

to b

e m

ade, as

well a

s any

oth

er

ele

ments

rela

ted t

o m

akin

g t

hem

shall b

e s

tipula

ted

in a

Govern

ment decis

ion.

Art

icle

35.Ñ (1) Any e

mplo

yee s

hall b

e e

ntitled t

o h

old

concurr

ently s

evera

l posi

tions, b

ase

d o

n i

ndiv

idual la

bour

contr

acts

, w

ith the a

dequate

wages

for

each o

f th

em

.(2

) Exceptions

to th

e pro

vis

ions

of

para

gra

ph (1

) sh

all

be t

he c

ase

s w

hen t

he l

aw

stipula

tes

incom

patibilitie

s fo

rhold

ing c

oncurr

ently s

om

e p

osi

tions.

(3)

Em

plo

yees

who hold

concurr

ently se

vera

l posi

tions

shall have to

decla

re to

each em

plo

yer

the pla

ce w

here

he/s

he e

xerc

ises

the p

osi

tion h

e/s

he d

eem

s as

basi

c.

Article

36.

Ñ Foreig

n and sta

tele

ss citiz

ens can be

em

plo

yed under

an in

div

idual

labour

contr

act

base

d on

the w

ork

perm

it iss

ued a

ccord

ing to the law

.

CH

APTER I

I

Ex

ec

uti

on

of

the

in

div

idu

al

lab

ou

r c

on

tra

ct

Art

icle

37.Ñ T

he r

ights

and o

bligations

concern

ing t

he

work

re

lations

betw

een th

e em

plo

yer

and th

e em

plo

yee

Labour

Code

184

(2)

As

an exception,

the unilate

ral

am

endm

ent

of

the

indiv

idual

labour

contr

act

shall only

be poss

ible

in

th

ecase

s and under

the conditio

ns

stip

ula

ted by th

e pre

sent

code.

(3) Am

endm

ents

to t

he i

ndiv

idual la

bour

contr

act

shall

refe

r to

any o

f th

e follow

ing e

lem

ents

:a) le

ngth

of th

e c

ontr

act;

b) w

ork

pla

ce;

c) kin

d o

f w

ork

;d) w

ork

conditio

ns;

e) w

ages;

f) w

ork

ing tim

e a

nd r

est

tim

e.

Arti

cle

42.

Ñ (1

) The w

ork pla

ce can be m

odif

ied

unilate

rally b

y t

he e

mplo

yer

by d

ele

gating o

r te

mpora

rily

secondin

g th

e em

plo

yee to

a w

ork

pla

ce oth

er

than th

eone s

tipula

ted in the indiv

idual la

bour

contr

act.

(2)

Duri

ng th

e dele

gation or

secondm

ent, re

spectively

,th

e em

plo

yee sh

all pre

serv

e his

/her

posi

tion and all th

eoth

er

rights

st

ipula

ted in

th

e in

div

idual

labour

contr

act.

Art

icle

43.

Ñ The dele

gation re

pre

sents

th

e te

mpora

ryexerc

ise b

y t

he e

mplo

yee, base

d o

n t

he e

mplo

yerÕs

ord

er,

of

work

s or

ass

ignm

ents

corr

esp

ondin

g to

th

e jo

b duties,

outs

ide h

is/h

er

work

pla

ce.

Art

icle

44.

Ñ (1

) The dele

gation can be ord

ere

d fo

r a

peri

od n

ot

exceedin

g 6

0 d

ays, a

nd c

an b

e e

xte

nded, base

don the e

mplo

yeeÕs c

onse

nt, b

y 6

0 d

ays

at th

e m

ost

.(2

) The dele

gate

d em

plo

yee sh

all be entitled to

th

epaym

ent

of

travellin

g and accom

modation expense

s, as

well a

s of

a d

ele

gation a

llow

ance, under

the t

erm

s of

the

law

or

of th

e a

pplicable

collective labour

contr

act.

Art

icle

45.

Ñ The se

condm

ent

is th

e action w

here

by a

tem

pora

ry c

hange in the w

ork

pla

ce is

pro

vid

ed for, b

ase

don th

e em

plo

yerÕs

ord

er, w

ith anoth

er

em

plo

yer, fo

r th

epurp

ose

of

perf

orm

ing s

om

e w

ork

s in

the latterÕs

inte

rest

.In

th

is exceptional

case

, a se

condm

ent

can also m

ean a

change in

th

e kin

d of

work,

but

only

based on th

eem

plo

yeeÕs w

ritten c

onse

nt.

Art

icle

46.

Ñ (1

) A se

condm

ent

can be ord

ere

d fo

r a

peri

od n

ot exceedin

g o

ne y

ear.

(2)

In th

is excepti

onal

case,

the perio

d of

the

secondm

ent

can be exte

nded fo

r obje

cti

ve reasons

Law

no. 53/2

003

187

a)

to se

t up th

e organis

ation and operation of

the

com

pany;

b) to

est

ablish

the d

uties

of each e

mplo

yee, accord

ing to

the law

;c) to

iss

ue m

andato

ry o

rders

to t

he e

mplo

yee, pro

vid

ed

these

are

legal;

d) to

exert

contr

ol over

the w

ay in w

hic

h the job d

uties

are

carr

ied o

ut;

e)

to find w

heth

er

depart

ure

s fr

om

dis

cip

line have

taken pla

ce and to

in

flic

t th

e adequate

sancti

ons,

accordin

g to

th

e la

w,

the applicable

collective la

bour

contr

act, a

nd the c

om

panyÕs r

ule

s and r

egula

tions.

(2) The e

mplo

yerÕs

main

obligations

are

as

follow

s:a) to

info

rm the e

mplo

yees

on the w

ork

conditio

ns

and

ele

ments

regard

ing the p

rogre

ss o

f w

ork

rela

tions;

b)

to

provid

e

perm

anentl

y

the

technic

al

and

org

anisational

conditio

ns

envisaged w

hen th

e w

ork

lo

ads

had b

een d

evised, and the a

dequate

work

conditio

ns;

c)

to gra

nt

the em

plo

yees

all th

e ri

ghts

deri

vin

g fr

om

the l

aw

, th

e a

pplicable

collective l

abour

contr

act, a

nd t

he

indiv

idual la

bour

contr

acts

;d)

to in

form

perio

dic

ally th

e em

plo

yees about

the

com

panyÕs e

conom

ic a

nd fin

ancia

l posi

tion;

e)

to c

onsu

lt w

ith t

he t

rade u

nio

n o

r, a

s th

e c

ase

may

be, th

e em

plo

yeesÕ re

pre

senta

tives

on th

e decis

ions

likely

to a

ffect su

bst

antially their

rig

hts

and inte

rest

s;f) to p

ay a

ll the c

ontr

ibutions

and taxes

whic

h fall u

pon

him

, as

well a

s to

withhold

and t

ransf

er

the c

ontr

ibutions

and taxes

due b

y the e

mplo

yees, a

ccord

ing to the law

;g)

to est

ablish

th

e genera

l book of

the em

plo

yees

and

make the r

ecord

ings

stip

ula

ted b

y the law

;h)

to i

ssue, on r

equest

, all t

he d

ocum

ents

attest

ing t

he

petitionerÕs

em

plo

yee s

tatu

s;i) to

m

ake sure th

e em

plo

yeesÕ

personal

data

are

confidential.

CH

APTER I

II

Am

en

dm

en

ts t

o t

he

in

div

idu

al

lab

ou

r c

on

tra

ct

Art

icle

41. Ñ (1) The indiv

idual la

bour

contr

act can o

nly

be a

mended b

ase

d o

n the p

art

iesÕ c

onse

nt.

Labour

Code

186

CH

APTER I

V

Su

sp

en

sio

n o

f th

e i

nd

ivid

ua

l la

bo

ur c

on

tra

ct

Art

icle

49.Ñ (1) The s

usp

ensi

on o

f th

e indiv

idual la

bour

contr

act

can ta

ke pla

ce de ju

re,

base

d on th

e part

iesÕ

conse

nt, or

thro

ugh th

e unilate

ral

action of

one of

the

part

ies.

(2) The s

usp

ensi

on o

f th

e indiv

idual la

bour

contr

act has

as

an e

ffect th

e s

usp

ensi

on o

f th

e p

erf

orm

ance o

f w

ork

by

the e

mplo

yee a

nd o

f th

e p

aym

ent of th

e w

age e

ntitlem

ents

by the e

mplo

yer.

(3)

Throughout

the suspensio

n,

oth

er rig

hts

and

obligations

than t

hose

stipula

ted u

nder

para

gra

ph (

2)

can

go o

n e

xis

ting u

nle

ss o

therw

ise s

tipula

ted b

y s

pecia

l la

ws,

the a

pplicable

collective labour

contr

act, indiv

idual la

bour

contr

acts

, or

the c

om

panyÕs r

ule

s and r

egula

tions.

(4) In

the e

vent

of

the indiv

idual la

bour

contr

act

bein

gsu

spended because

of

a fa

ct

imputa

ble

to

th

e em

plo

yee,

thro

ughout th

e s

usp

ensi

on the latter

shall n

ot enjo

y a

ny o

fth

e r

ights

deri

vin

g fro

m h

is/h

er

posi

tion a

s em

plo

yee.

Art

icle

50.

Ñ The in

div

idual

labour

contr

act

shall be

susp

ended d

e jure

under

the follow

ing c

ircum

stances:

a) m

ate

rnity leave;

b) le

ave for

tem

pora

ry indust

rial dis

able

ment;

c) quara

ntine;

d) com

pulsory

military

serv

ice;

e) exerc

ise o

f m

anageri

al fu

nctions

within

an e

xecutive,

legis

lative,

or

court

auth

ori

ty,

thro

ughout

the te

rm of

offic

e;

f) hold

ing a paid

m

anagem

ent

positio

n in

a tr

ade

unio

n;

g) case

of abso

lute

necess

ity;

h)

if th

e em

plo

yee is

ta

ken in

to pre

ventive cust

ody

accord

ing to the r

ule

s of cri

min

al pro

cedure

;h) in

oth

er

case

s expre

ssly

stipula

ted b

y the law

.Art

icle

51.

Ñ The in

div

idual

labour

contr

act

can be

suspended on th

e em

plo

yeeÕs

in

itia

tive,

under th

efo

llow

ing c

ircum

stances:

a) le

ave for

rais

ing a

child u

p to the a

ge o

f 2, or, in c

ase

of a d

isable

d c

hild, up to the a

ge o

f 3;

Law

no. 53/2

003

189

requir

ing t

he e

mplo

yeeÕs p

rese

nce w

ith t

he e

mplo

yer

who

ord

ere

d th

e se

condm

ent, base

d on both

part

iesÕ conse

nt,

every

six

month

s.(3

) The em

plo

yee can decline th

e se

condm

ent

ord

ere

dby his

/her

em

plo

yer

only

in

exceptional

case

s, and fo

rgood p

ers

onal gro

unds.

(4)

The se

conded em

plo

yee sh

all be entitled to

th

epaym

ent

of

travellin

g and accom

modation expense

s, as

well a

s of a s

econdm

ent allow

ance, under

the term

s of th

ela

w o

r of th

e a

pplicable

collective labour

contr

act.

Arti

cle

47.

Ñ (1

) The em

plo

yer w

ith w

hom

th

ese

condm

ent has

been o

rdere

d s

hall g

rant th

e r

ights

due to

the s

econded e

mplo

yee.

(2)

For

the dura

tion of

the se

condm

ent, th

e em

plo

yee

shall enjo

y th

e m

ore fa

vourable

rig

hts

, eit

her th

ose

com

ing fr

om

th

e em

plo

yer

who ord

ere

d th

e se

condm

ent,

or

those

com

ing fr

om

th

e em

plo

yer

to w

hom

he w

as

seconded.

(3)

The em

plo

yer

ord

eri

ng th

e se

condm

ent

shall be

under

on o

bligation to take the n

ecess

ary

ste

ps

so that th

eem

plo

yer to

w

hom

th

e se

condm

ent

has

been ordered

meets

all th

e obligations

to th

e se

conded em

plo

yee fu

lly

and in d

ue tim

e.

(4)

If t

he e

mplo

yer

to w

hom

the s

econdm

ent

has

been

ord

ere

d d

oes

not

meet

all t

he o

bligations

to t

he s

econded

em

plo

yee f

ully a

nd i

n d

ue t

ime, su

ch o

bligations

shall b

em

et by the e

mplo

yer

havin

g o

rdere

d the s

econdm

ent.

(5) If t

here

is

dis

agre

em

ent

betw

een t

he t

wo e

mplo

yers

or

if n

one o

f th

em

meets

his

obligations

accord

ing t

o t

he

provis

ions of

paragraphs (1

) and (2

), th

e seconded

em

plo

yee i

s entitled t

o r

etu

rn t

o h

is/h

er

work

pla

ce w

ith

the em

plo

yer

havin

g se

conded him

/her, to

ta

ke action

again

st either

of

the tw

o em

plo

yers

, and to

ask

fo

r th

eenfo

rced fulfilm

ent of th

e o

bligations.

Art

icle

48. Ñ T

he e

mplo

yer

can t

em

pora

rily

change t

he

pla

ce and kin

d of

work

, w

ithout

the em

plo

yeeÕs conse

nt,

als

o in

case of

absolu

te necessit

y,

as a dis

cip

linary

sanction, or

as

a m

easu

re f

or

pro

tecting t

he e

mplo

yee, in

the case

s and under

the te

rms

stip

ula

ted by th

e pre

sent

code.

Labour

Code

188

Art

icle

54.

Ñ The in

div

idual

labour

contr

act

can be

suspended,

based on th

e parti

esÕ

consent, in

case of

unpaid

leave for

studie

s or

for

pers

onal in

tere

sts.

CH

APTER V

Te

rm

ina

tio

n o

f th

e i

nd

ivid

ua

l la

bo

ur c

on

tra

ct

Art

icle

55.

Ñ The in

div

idual

labour

contr

act

can be

term

inate

d a

s fo

llow

s:a) de jure

;b) base

d o

n the p

art

iesÕ c

onse

nt, o

n the d

ate

agre

ed u

pon;

c) as

a r

esu

lt o

f th

e u

nilate

ral w

ill of one o

f th

e p

art

ies,

in th

e case

s and under

the te

rms

lim

itedly

st

ipula

ted by

the law

.

Section 1

De ju

rete

rmin

ation o

f th

e indiv

idual la

bour

contr

act

Art

icle

56.

Ñ The in

div

idual

labour

contr

act

is de ju

rete

rmin

ate

d:

a)

on th

e date

of

the death

of

the em

plo

yee or

em

plo

yer, if he/s

he is

a n

atu

ral entity

;b)

on th

e date

a final

judgm

ent

is delivere

d, decla

ring

the death

or

pla

cin

g under

inte

rdic

tion of

the em

plo

yee

or

of th

e e

mplo

yer, if he/s

he is

a n

atu

ral entity

, and if th

iscause

s th

e b

usi

ness

liq

uid

ation;

c) a

s a r

esu

lt o

f th

e d

isso

lution o

f th

e e

mplo

yer, if th

is is

a legal entity

, fr

om

the d

ate

the legal entity

cease

s to

exist;

d)

on th

e date

th

e st

andard

age conditio

ns

and th

em

inim

um

peri

od o

f contr

ibution a

re c

um

ula

tively

met, o

r,as

the c

ase

may b

e, on the d

ate

the d

ecis

ion o

f re

tire

ment

for

age

lim

it

or

dis

abil

ity

of

the

em

plo

yee

iscom

munic

ate

d, accord

ing to the law

;e)

as

a re

sult of

findin

g th

e abso

lute

nullity of

the

indiv

idual

labour

contr

act, fr

om

th

e date

th

e nullity w

as

found b

ase

d o

n t

he p

art

iesÕ c

onse

nt, o

r a f

inal

judgm

ent;

f) as

a re

sult of

the adm

itta

nce of

the petition fo

rre

inst

ating in

th

e posi

tion occupie

d by th

e em

plo

yee a

pers

on dis

mis

sed unla

wfu

lly or

for

ill-fo

unded gro

unds,

from

the d

ate

the fin

al ju

dgm

ent is

delivere

d;

g) as

a r

esu

lt o

f a c

rim

inal se

nte

nce to b

e s

erv

ed o

n the

job, fr

om

the d

ate

of is

suance o

f th

e s

erv

ing w

arr

ant;

Law

no. 53/2

003

191

b) le

ave f

or

lookin

g a

fter

a s

ick c

hild u

p to the a

ge o

f 7

or, in c

ase

of a d

isable

d c

hild, fo

r in

terc

urr

ent dis

ease

s, u

pto

the a

ge o

f 18;

c) pate

rnal le

ave;

d) vocational tr

ain

ing leave;

e) exerc

ise o

f ele

cte

d p

osi

tions

within

vocational bodie

sest

ablish

ed a

t th

e c

entr

al or

local le

vel, for

the e

ntire

term

of offic

e;

f) p

art

icip

ation in a

str

ike;

g) abse

nces

without le

ave.

Art

icle

52.Ñ (1

) The in

div

idual

labour

contr

act

can be

suspended on th

e em

plo

yerÕs

in

itia

tive under th

efo

llow

ing c

ircum

stances:

a)

duri

ng a

pre

lim

inary

dis

cip

linary

inquir

y, accord

ing

to the law

;b) as

a d

iscip

linary

sanction;

c) if the e

mplo

yer

has

lodged a

penal com

pla

int again

stth

e em

plo

yee or th

e la

tter has

been se

nt

to tr

ial

for

cri

min

al actions

inconsi

stent w

ith h

is/h

er

posi

tion, until a

final ju

dgm

ent is

delivere

d;

d)

in th

e event

of

a te

mporary dis

conti

nuance of

busin

ess,

wit

hout

the te

rm

inati

on of

the la

bour

rela

tionship

, especia

lly fo

r econom

ic,

technolo

gic

al,

stru

ctu

ral re

aso

ns

and the lik

e;

e) fo

r th

e d

ura

tion o

f th

e s

econdm

ent.

(2) As

far

as

the c

ase

s st

ipula

ted u

nder

para

gra

ph (1) c)

are concerned,

if th

e person in

questi

on is

proved

innocent, th

e em

plo

yee sh

all re

sum

e his

/her

pre

vio

us

activity a

nd a

n i

ndem

nity s

hall b

e p

aid

to h

im/h

er

equal

to t

he w

ages

and o

ther

entitlem

ents

he/s

he w

as

depri

ved

of duri

ng the c

ontr

act su

spensi

on.

Art

icle

53.

Ñ (1

) For

the dura

tion of

the te

mpora

rydis

continuance o

f th

e e

mplo

yerÕs

busi

ness

, th

e e

mplo

yees

shall b

enefit fr

om

an a

llow

ance, paid

fro

m the w

age fund,

whic

h cannot

be le

ss th

an 75% of

the basic

w

age

corr

esp

ondin

g to that w

ork

pla

ce.

(2)

For

the dura

tion of

the te

mpora

ry dis

continuance

stip

ula

ted u

nder

para

gra

ph (

1), t

he e

mplo

yees

shall b

e a

tth

e d

isposa

l of th

e e

mplo

yer, w

ho c

an o

rder

the a

ctivity to

be r

esu

med a

t any tim

e.

Labour

Code

190

(2) The d

ism

issa

l can b

e o

rdere

d f

or

reaso

ns

rela

ted t

oth

e e

mplo

yeeÕs p

ers

on o

r fo

r re

aso

ns

whic

h a

re n

ot re

late

dto

the e

mplo

yeeÕs p

ers

on.

Art

icle

59.Ñ It sh

all b

e p

rohib

ited to d

ism

iss

em

plo

yees:

a)

base

d o

n c

rite

ria s

uch a

s gender, s

exual

ori

enta

tion,

genetic c

hara

cte

rist

ics, a

ge, national ori

gin

, ra

ce, colo

ur

of

the sk

in,

eth

nic

ori

gin

, re

ligio

n,

political

option,

socia

lori

gin

, dis

ability,

fam

ily st

atu

s or

resp

onsi

bility,

trade

unio

n m

em

bers

hip

or

activity;

b) fo

r th

e e

xerc

ise, under

the t

erm

s of

the law

, of

their

right to

str

ike a

nd tra

de u

nio

n r

ights

.Article

60.Ñ (1) Em

plo

yeesÕ d

ism

issa

l sh

all n

ot be o

rdere

d:

a)

for th

e durati

on of

the te

mporary in

dustr

ial

dis

able

ment, as esta

blished in

a m

edic

al

certi

ficate

accord

ing to the law

;b) fo

r th

e d

ura

tion o

f th

e q

uara

ntine leave;

c) fo

r th

e d

ura

tion a

n e

mplo

yed w

om

an i

s pre

gnant, i

fth

e e

mplo

yer

learn

t about th

is fact pri

or

to the iss

uance o

fth

e d

ism

issa

l decis

ion;

d) fo

r th

e d

ura

tion o

f th

e m

ate

rnity leave;

e) fo

r th

e d

ura

tion o

f th

e leave for ra

isin

g a

child u

p to the

age o

f 2, or, in c

ase

of a d

isable

d c

hild, up to the a

ge o

f 3;

f) leave f

or

lookin

g a

fter

a s

ick c

hild u

p t

o t

he a

ge o

f 7

or, in c

ase

of a d

isable

d c

hild, fo

r in

terc

urr

ent dis

ease

s, u

pto

the a

ge o

f 18;

g) fo

r th

e d

ura

tion o

f th

e m

ilitary

serv

ice;

h) fo

r th

e d

ura

tion o

f th

e e

xerc

ise o

f an e

lecte

d p

osi

tion

in a tr

ade unio

n body,

except

when th

e dis

mis

sal

isordered fo

r a serio

us in

fracti

on of

dis

cip

line or fo

rre

peate

d infr

actions

of dis

cip

line b

y that em

plo

yee;

i) for

the d

ura

tion o

f th

e leave.

(2)

The pro

visio

ns

of

para

gra

ph (1

) sh

all not

apply

in

case

s of dism

issa

l fo

r re

aso

ns

due to the e

mplo

yerÕs

judic

ial

reorg

anisation o

r bankru

ptc

y, acc

ord

ing to the law

.

Section 3

Dis

mis

sal fo

r re

asons r

ela

ted to the e

mplo

yeeÕs

pers

on

Art

icle

61.Ñ T

he e

mplo

yer

can o

rder

the d

ism

issa

l fo

rreasons rela

ted to

th

e em

plo

yeeÕs

person under th

efo

llow

ing c

ircum

stances:

Law

no. 53/2

003

193

c. 13

h)

from

th

e date

of

withdraw

al, by th

e com

pete

nt

auth

ori

ties

or

bodie

s, of

the appro

vals,

auth

ori

sations, or

cert

ific

ations

necess

ary

for

exerc

isin

g o

neÕs p

rofe

ssio

n;

i) a

s a r

esu

lt o

f th

e inte

rdic

tion to e

xerc

ise a

pro

fess

ion

or an off

ice,

as a safe

ty m

easure or com

ple

menta

ry

punis

hm

ent, fr

om

th

e date

th

e final

judgm

ent

ord

eri

ng

the inte

rdic

tion w

as

delivere

d;

j) o

n the e

xpir

y o

f th

e d

eadline o

f th

e indiv

idual la

bour

contr

act conclu

ded for

a d

efinite term

;k) fr

om

the d

ate

of

withdra

wal

of

the p

are

nts

Õ or

legal

repre

senta

tivesÕ conse

nt, fo

r em

plo

yees

whose

ages

range

betw

een 1

5 a

nd 1

6 y

ears

.Art

icle

57.Ñ (

1)

The f

ailure

to c

om

ply

with a

ny o

f th

enecess

ary

law

ful conditio

ns

for

the v

alid c

onclu

sion o

f th

ein

div

idual la

bour

contr

act enta

ils

its

nullity.

(2)

The findin

g of

the nullity of

the in

div

idual

labour

contr

act sh

all h

ave e

ffects

in the futu

re.

(3) The n

ullity o

f th

e i

ndiv

idual la

bour

contr

act

can b

eannulled by th

e su

bse

quent

obse

rvance of

the conditio

ns

impose

d b

y the law

.(4

) If a

cla

use

is

vitia

ted b

y n

ullity, si

nce i

t est

ablish

es

rights

or

obligations

for

the e

mplo

yees, w

hic

h c

ontr

avene

to so

me im

pera

tive la

wfu

l norm

s or

applicable

collective

labour

contr

acts

th

is sh

all be re

pla

ced de ju

reby th

eapplicable

la

wfu

l or conventional

provis

ions,

and th

eem

plo

yee s

hall b

e e

ntitled to indem

nitie

s.(5

) A pers

on w

ho has

work

ed w

ithin

a null in

div

idual

labour

contr

act is

entitled to its

paym

ent in

rela

tion to the

way in w

hic

h job a

ssig

nm

ents

have b

een a

ccom

plish

ed.

(6)

The findin

g of

nullity and th

e se

ttin

g up of

the

effects

there

of can b

e d

one b

y c

onse

nt of th

e p

art

ies.

(7)

If th

e part

ies

do not

com

e to

an agre

em

ent, th

enullity s

hall b

e d

elivere

d b

y the judic

ial auth

ori

ty.

Section 2

Dis

mis

sal

Arti

cle

58.

Ñ (1

) The dis

mis

sal

represents

th

ete

rm

ination of

the in

div

idual

labour contr

act

on th

eem

plo

yerÕs

initia

tive.

Labour

Code

192

(2) If the e

mplo

yer

has

no v

acant posi

tions

accord

ing to

para

gra

ph (1

), he sh

all ask

th

e te

rritori

al

em

plo

ym

ent

agency fo

r su

pport

in

th

e re

deplo

ym

ent

of

the em

plo

yee

accord

ing to

his

/her

pro

fess

ional

train

ing or, as

the case

may be,

to his

/her w

ork capabil

ity assessed by th

ecom

pany docto

r,

and shall subsequentl

y in

form

th

eem

plo

yee a

bout th

e s

olu

tions

pro

pose

d b

y the a

gency.

(3) The e

mplo

yee s

hall h

ave a

t his

/her

dis

posa

l a p

eri

od

of

3 w

ork

ing days

from

th

e em

plo

yerÕs

com

munic

ation

accord

ing to

th

e pro

vis

ions

of

para

gra

phs

(1)

and (2

) to

state

expre

ssly

his

/her

conse

nt

concern

ing th

e new

jo

boffere

d.

(4)

If th

e em

plo

yee does

not

state

expre

ssly

his

/her

conse

nt

within

the p

eri

od s

tipula

ted u

nder

para

gra

ph (3),

as

well as

if th

e te

rritori

al

em

plo

ym

ent

agency cannot

meet

its

obligation st

ipula

ted under

para

gra

ph (2

), th

eem

plo

yer

can o

rder

the e

mplo

yeeÕs d

ism

issa

l.(5

) In

th

e case

of

a dis

mis

sal

for

the re

aso

n st

ipula

ted

under

art

icle

61 c), th

e em

plo

yee sh

all benefit

from

a

com

pensati

on,

under th

e te

rm

s set

in th

e applicable

collective la

bour contr

act

or in

th

e in

div

idual

labour

contr

act, a

s th

e c

ase

may b

e.

Section 4

Dis

mis

sal fo

r re

asons n

ot re

late

d to the e

mplo

yeeÕs

pers

on

Art

icle

65.Ñ (1) The d

ism

issa

l fo

r re

aso

ns

not re

late

d to

the em

plo

yeeÕs pers

on sh

all re

pre

sent

the te

rmin

ation of

the i

ndiv

idual

labour

contr

act, c

ause

d b

y t

he s

uppre

ssio

nof

that

em

plo

yeeÕs posi

tion due to

econom

ic difficultie

s,te

chnolo

gic

al changes, o

r activity r

eorg

anis

ation.

(2) The s

uppre

ssio

n o

f a p

osi

tion m

ust

be e

ffective a

nd

have a

n a

ctu

al se

rious

cause

, one o

f th

ose

stipula

ted u

nder

para

gra

ph (1).

Art

icle

66.Ñ T

he d

ism

issa

l fo

r re

aso

ns

not re

late

d to the

em

plo

yeeÕs p

ers

on c

an b

e indiv

idual or

collective.

Article

67.

Ñ The em

plo

yees dis

mis

sed fo

r reasons

whic

h are

not

rela

ted to

th

eir

pers

ons

shall benefit

from

active m

easu

res

to c

ontr

ol unem

plo

ym

ent and c

an b

enefit

from

com

pensa

tions

under

the term

s st

ipula

ted b

y the law

and the a

pplicable

collective labour

contr

act.

Law

no. 53/2

003

195

a)

if t

he e

mplo

yee h

as

perp

etr

ate

d a

seri

ous

infr

action

or

repeate

d in

fractions

of

the w

ork

dis

cip

line re

gula

tions

or th

ose set

by th

e in

div

idual

labour contr

act, th

eapplicable

collective contr

act, or

the com

panyÕs ru

les

and

regula

tions, a

s a d

iscip

linary

sanction;

b) if the e

mplo

yee is

taken into

pre

ventive c

ust

ody for

aperi

od exceedin

g 60 days, under

the ru

les

of

cri

min

al

pro

cedure

;c)

if,

follow

ing a decis

ion of

the com

pete

nt

medic

al

invest

igation auth

ori

ties, it is

est

ablish

ed th

e physi

cal

unfitn

ess

and/o

r m

enta

l in

capacity o

f th

e e

mplo

yee, w

hic

hpre

vents

th

e la

tter

from

accom

plish

ing th

e duties

rela

ted

to h

is/h

er

work

pla

ce;

d)

if th

e em

plo

yee is

not

pro

fess

ionally fit

for

his

/her

job. Art

icle

62.Ñ (

1)

If t

he d

ism

issa

l ta

kes

pla

ce f

or

one o

fth

e r

easo

ns

stip

ula

ted u

nder

art

icle

61 b

)Ñd), the e

mplo

yer

shall iss

ue the d

ism

issa

l w

ithin

30 c

ale

ndar

days

from

the

date

of est

ablish

ing the d

ism

issa

l cause

.(2

) The decis

ion sh

all be is

sued in

w

riting and, under

penalty of

bein

g decla

red void

, it m

ust

be m

otivate

d de

facto

and de ju

reand com

pri

se deta

ils

about

the peri

od

within

whic

h it

can b

e c

onte

sted a

nd t

he c

ourt

where

the

com

pla

int is

lodged.

Art

icle

63.

Ñ (

1)

The d

ism

issa

l fo

r a s

eri

ous

infr

action

or

repeate

d in

fraction of

the w

ork

dis

cip

line re

gula

tions

can only

be ord

ere

d after

the em

plo

yer

has

com

ple

ted a

pre

lim

inary

dis

cip

linary

in

quir

y,

and w

ithin

th

e peri

ods

set by the p

rese

nt code.

(2)

The pro

cedure

of

the pre

lim

inary

in

quir

y is

als

om

andato

ry in c

ase

s of dis

mis

sal due to the e

mplo

yee b

ein

gpro

fess

ionally u

nfit. T

he term

s and p

eriods of th

e p

relim

inary

inquiry a

re those

stipula

ted for

the d

isciplinary

inquiry.

Art

icle

64.

Ñ (1

) If

th

e dis

mis

sal

is ord

ere

d fo

r th

ere

aso

ns

stip

ula

ted u

nder

art

icle

61 c

) and d

), a

s w

ell a

s if

the in

div

idual

labour

contr

act

has

cease

d de ju

reunder

art

icle

56 f),

the em

plo

yer

must

su

ggest

to

th

e em

plo

yee

oth

er

vacant

posi

tions

in th

e com

pany,

consi

stent

with

his

/her profe

ssio

nal

train

ing or,

as th

e case m

ay be,

his

/her

work

capability a

ssess

ed b

y the facto

ry d

oct

or.

Labour

Code

194

a) th

e tota

l num

ber

and c

ate

gori

es

of em

plo

yees;

b) th

e r

easo

ns

for

the d

ism

issa

l;c)

the num

ber and cate

gorie

s of

em

plo

yees to

be

affecte

d b

y the d

ism

issa

l;d)

the cri

teri

a envis

aged,

accord

ing to

th

e la

w and/o

rcollective la

bour

contr

acts

, fo

r est

ablish

ing th

e dis

mis

sal

pri

ori

ty s

equence;

e)

the st

eps

consi

dere

d fo

r lim

itin

g th

e num

ber

of

dis

mis

sals;

f) th

e st

eps

for

mitig

ating th

e conse

quences

of

the

dis

mis

sal

and th

e com

pensa

tions

to be gra

nte

d to

th

eem

plo

yees

dis

mis

sed,

accord

ing to

th

e pro

vis

ions

of

the

law

and the a

pplicable

collective labour

contr

act;

g)

the date

on w

hic

h or

the peri

od duri

ng w

hic

h th

edis

mis

sals s

hall take p

lace;

h)

the p

eri

od i

n w

hic

h t

he t

rade u

nio

n o

r, a

s th

e c

ase

may be,

the em

plo

yeesÕ

representa

tives can m

ake

proposals

fo

r avoid

ing dis

mis

sals

or dim

inis

hin

g th

enum

ber

of em

plo

yees

dis

mis

sed.

(3)

The em

plo

yer

shall notify

th

e dis

mis

sal

pro

ject

toth

e te

rrit

oria

l la

bour in

specto

rate

and th

e te

rrit

oria

lem

plo

ym

ent agency o

n the s

am

e d

ate

the n

otification w

as

sent

to th

e tr

ade unio

n or, as

the case

m

ay be,

to th

eem

plo

yeesÕ r

epre

senta

tives.

Art

icle

71.Ñ T

he tra

de u

nio

n o

r, a

s th

e c

ase

may b

e, th

eem

plo

yeesÕ re

pre

senta

tives

may pro

pose

to

th

e em

plo

yer

ste

ps fo

r avoid

ing th

e dis

mis

sals

or dim

inis

hin

g th

enum

ber

of

em

plo

yees

dis

mis

sed, w

ithin

20 c

ale

ndar

days

of th

e d

ate

of re

ceip

t of th

e d

ism

issa

l pro

ject.

(2)

The em

plo

yer

shall re

ply

, in

w

riting and st

ating

good r

easo

ns, to the p

roposa

ls form

ula

ted a

ccord

ing to the

pro

vis

ions

of para

gra

ph (1), w

ithin

10 d

ays

of th

eir

receip

t.(3

) If

th

e asp

ects

re

late

d to

th

e collective dis

mis

sal

under

consi

dera

tion cannot

be so

lved w

ithin

45 days, as

stip

ula

ted under

art

icle

70 (1

), at

the re

quest

of

either

part

y,

the te

rritori

al

facto

ry in

specto

rate

m

ay ord

er

the

exte

nsi

on b

y 1

5 c

ale

ndar

days

at th

e m

ost

.Art

icle

72.

Ñ (1

) The em

plo

yer

who ord

ere

d collective

dis

mis

sals c

annot

em

plo

y n

ew

people

for

the p

osi

tions

of

the e

mplo

yees

dis

mis

sed f

or

a p

eri

od o

f 12 m

onth

s fr

om

the d

ate

of th

eir

dis

mis

sal.

Law

no. 53/2

003

197

Section 5

Collective d

ism

issal

Art

icle

68.

Ñ Collective dis

mis

sal

means

the dis

mis

sal,

within

30 c

ale

ndar

days, o

rdere

d f

or

one o

r m

ore

reaso

ns

of th

ose

stipula

ted u

nder

art

icle

65 (1), o

f:a)

at

least

5 em

plo

yees,

if th

e em

plo

yer w

ho is

dis

mis

sing th

em

has

more

th

an 20 em

plo

yees

and le

ssth

an 1

00 e

mplo

yees;

b) at le

ast

10% o

f th

e e

mplo

yees, if

the e

mplo

yer

who is

dis

mis

sing t

hem

has

at

least

100 e

mplo

yees

but

less

than

300 e

mplo

yees;

c)

at

least

30 em

plo

yees,

if th

e em

plo

yer w

ho is

dis

mis

sing them

has

at le

ast

300 e

mplo

yees.

Arti

cle

69.

Ñ As fa

r as coll

ecti

ve dis

mis

sals

are

concern

ed, th

e e

mplo

yer

has

the follow

ing o

bligations:

a)

to dra

w up a pla

n of

socia

l m

easu

res

or

of

anoth

er

type st

ipula

ted by th

e la

w or

the applicable

collective

contr

acts

, after

havin

g consu

lted th

e tr

ade unio

n or

the

em

plo

yees

repre

senta

tives;

b)

to pro

pose

vocational

train

ing pro

gra

mm

es

to th

eem

plo

yees;

c) to

pla

ce a

t th

e d

isposa

l of

the tra

de u

nio

n w

hic

h h

as

mem

bers

in

th

at

com

pany or, as

the case

m

ay be, to

th

eem

plo

yeesÕ re

pre

senta

tives

all th

e re

levant

info

rmation

about

the collective dis

mis

sal, w

ith a vie

w to

re

ceiv

ing

pro

posa

ls fro

m them

;d) w

ith a

vie

w t

o r

eachin

g a

com

mon p

oin

t of

vie

w, to

start

in d

ue tim

e c

onsu

ltations

with the tra

de u

nio

n o

r, a

sth

e case m

ay be,

the em

plo

yeesÕ

representa

tives,

concern

ing the m

eth

ods

and m

eans

for

avoid

ing c

ollective

dis

mis

sals

or dim

inis

hin

g th

e num

ber of

em

plo

yees

affecte

d a

nd m

itig

ating the c

onse

quences.

Art

icle

70.Ñ (1) The e

mplo

yer

shall n

otify

in w

riting the

trade unio

n or,

as th

e case m

ay be,

the em

plo

yeesÕ

repre

senta

tives

of his

inte

nt of collective d

ism

issa

l, a

t le

ast

45 cale

ndar

days

befo

re th

e is

suance of

the dis

mis

sal

decis

ions.

(2)

The notification of

the collective dis

mis

sal

inte

nt

shall take the f

orm

of

a c

ollective d

ism

issa

l pro

ject, w

hic

hsh

all c

om

pri

se:

Labour

Code

196

Art

icle

77.Ñ I

n t

he e

vent

of

an i

ndust

rial

conflic

t, t

he

em

plo

yer

cannot put fo

rward

in c

ourt

oth

er

de facto

or

de

jure

reaso

ns

than the o

nes

state

d in the d

ism

issa

l decis

ion.

Art

icle

78.Ñ (

1)

If t

he d

ism

issa

l w

as

not

well-g

rounded

or

was

unfa

ir, th

e c

ourt

shall r

ule

its

cance

llation a

nd forc

eth

e em

plo

yer

to pay an in

dem

nity equal

to th

e in

dexed,

incr

ease

d o

r update

d w

ages

and the o

ther

entitlem

ents

the

em

plo

yee w

ould

have o

therw

ise b

enefite

d fro

m.

(2) At th

e e

mplo

yeeÕs r

equest

, th

e c

ourt

whic

h r

ule

d the

cancellation of

the dis

mis

sal

shall re

store

th

e part

ies

toth

eir

sta

tus prio

r to

th

e is

suance of

the dis

mis

sal

docum

ent.

Section 8

Resig

nation

Art

icle

79.Ñ (1) Resi

gnation

means

the u

nilate

ral act of

wil

l of

the em

plo

yee w

ho,

by m

eans of

a w

rit

ten

noti

ficati

on,

shall

in

form

th

e em

plo

yer about

the

term

ination of

the in

div

idual

labour

contr

act, after

the

term

of notice h

as

ela

pse

d.

(2)

The em

plo

yerÕs

refu

sal

to re

gis

ter

the re

signation

shall giv

e th

e em

plo

yee th

e rig

ht

to prove it by any

ele

ments

of pro

of.

(3)

An em

plo

yee sh

all have th

e ri

ght

not

to m

otivate

his

/her

resi

gnation.

(4) The t

erm

of

notice s

hall b

e t

he o

ne a

gre

ed u

pon b

yth

e p

art

ies

in the indiv

idual la

bour

contr

act or, a

s th

e c

ase

may be,

the one st

ipula

ted in

th

e applicable

collective

labour

contr

acts

, and s

hall n

ot exceed 1

5 c

ale

ndar

days

for

em

plo

yees

in e

xecutive p

osi

tions, o

r 30 c

ale

ndar

days

for

em

plo

yees

in m

anagem

ent posi

tions, r

esp

ectively

.(5

) For

the d

ura

tion o

f th

e n

otice t

he indiv

idual la

bour

contr

act sh

all c

ontinue to take full e

ffects

.(6

) If, duri

ng t

he n

otice, th

e i

ndiv

idual

labour

contr

act

is suspended,

the te

rm

of

noti

ce shall be suspended

accord

ingly

.(7

) The in

div

idual

labour

contr

act

shall te

rmin

ate

on

the d

ate

of

expir

y o

f th

e term

of

notice o

r on the d

ate

the

em

plo

yer

giv

es

up that te

rm e

ntire

ly o

r part

ially.

Law

no. 53/2

003

199

(2)

If,

duri

ng th

is peri

od,

the em

plo

yer

resu

mes

the

activitie

s th

e te

rmin

ation of

whic

h had le

d to

collective

dis

mis

sals

, th

e em

plo

yees

havin

g been dis

mis

sed sh

all

have the r

ight to

be r

e-em

plo

yed in the p

osi

tions

they h

ad

had pre

vio

usly,

without

an exam

ination,

conte

st,

or

tria

lperi

od.

(3)

If th

e em

plo

yees

bein

g entitled to

be re

-em

plo

yed

accordin

g to

paragraph (2

) do not

apply

fo

r re-

em

plo

ym

ent, the e

mplo

yer

shall b

e e

ntitled to e

mplo

y n

ew

people

for

the v

acant posi

tions.

Section 6

Rig

ht to

notice

Art

icle

73.Ñ (

1)

The p

ers

ons

dism

isse

d b

ase

d o

n a

rtic

le61 c

) and d

), a

nd a

rtic

les

65 a

nd 6

6 s

hall b

enefit

from

the

right to

a n

otice

whic

h c

annot be less

than 1

5 w

ork

ing d

ays.

(2)

The exception to

th

e pro

vis

ions

of

para

gra

ph (1

) is

repre

sente

d b

y t

he p

ers

ons

dis

mis

sed b

ase

d o

n a

rtic

le 6

1d), w

ho a

re o

n a

tri

al peri

od.

Arti

cle

74.

Ñ (1

) The dis

mis

sal

decis

ion shall

be

com

munic

ate

d to

th

e em

plo

yee in

w

rit

ing and shall

com

pulsori

ly c

onta

in:

a) th

e r

easo

ns

for

the d

ism

issa

l;b) th

e term

of notice;

c)

the cri

teri

a fo

r est

ablish

ing th

e pri

ori

ty se

quence,

accord

ing to a

rtic

le 7

0 (2) d);

d) th

e lis

t of

all a

vailable

posi

tions

in the c

om

pany a

nd

the p

eri

od in w

hic

h the e

mplo

yees

must

choose

for

takin

ga v

acant posi

tion, under

art

icle

64.

(2)

If,

duri

ng th

e notice peri

od,

the in

div

idual

labour

contr

act

is suspended,

the te

rm

of

noti

ce shall

be

susp

ended a

ccord

ingly

.Art

icle

75.

Ñ The dis

mis

sal

decis

ion sh

all ta

ke effects

from

the d

ate

it is

notified to the e

mplo

yee.

Section 7

Contr

ol and s

anction o

f unfa

ir d

ism

issals

Art

icle

76.

Ñ The dis

mis

sal

ord

ere

d in

non-com

pliance

with the p

rocedure

stipula

ted b

y the law

shall b

e r

endere

dvoid

.

Labour

Code

198

Art

icle

83.

Ñ An em

plo

yee hir

ed under

an in

div

idual

labour

contr

act

for

a definite te

rm can be su

bje

cte

d to

a

tria

l peri

od, w

hic

h s

hall n

ot exceed:

a)

5 w

ork

ing days, fo

r a te

rm of

the in

div

idual

labour

contr

act le

ss than 3

month

s;b) 15 w

ork

ing d

ays, f

or

a t

erm

of

the indiv

idual la

bour

contr

act betw

een 3

and 6

month

s;c) 30 w

ork

ing d

ays, f

or

a t

erm

of

the indiv

idual la

bour

contr

act exceedin

g 6

month

s;d)

45 w

ork

ing days, in

th

e case

of

em

plo

yees

hold

ing

managem

ent posi

tions, for

a term

of th

e indiv

idual la

bour

contr

act exceedin

g 6

month

s.Art

icle

84.Ñ (1) O

n t

he e

xpir

y o

f th

e i

ndiv

idual la

bour

contr

act fo

r a d

efinite term

, an e

mplo

yee s

hall b

e h

ired for

that

posi

tion under

an in

div

idual

labour

contr

act

for

an

indefinite term

.(2

) The p

rovis

ions

of para

gra

ph (1) sh

all n

ot apply

:a) if the indiv

idual la

bour

contr

act fo

r a d

efinite term

is

conclu

ded w

ith a

vie

w t

o t

em

pora

rily

repla

cin

g a

mis

sing

em

plo

yee, if a

new

cause

for

susp

endin

g h

is/h

er

contr

act

occurs

;b)

if a new

in

div

idual

labour

contr

act

for

a definite

term

is

conclu

ded w

ith a vie

w to

doin

g so

me urg

ent,

exceptional w

ork

s;c) if t

he c

onclu

sion o

f a n

ew

indiv

idual la

bour

contr

act

for a defi

nit

e te

rm

proves necessary fo

r th

e reasons

stip

ula

ted u

nder

art

icle

81 e

);d)

if t

he i

ndiv

idual

labour

contr

act

for

a d

efinite t

erm

has

been te

rmin

ate

d on th

e em

plo

yeeÕs in

itia

tive or

the

em

plo

yerÕs

in

itia

tive,

for a serio

us m

isconduct

and

repeate

d m

isconduct by the e

mplo

yee.

Art

icle

85.Ñ T

he e

mplo

yers

shall info

rm the e

mplo

yees

em

plo

yed u

nder

indiv

idual la

bour

contr

acts

for

a d

efinite

term

about th

e v

acant posi

tions

or

those

to b

ecom

e v

acant,

whic

h are

in

com

pliance w

ith th

eir

vocational

train

ing,

and s

hall g

rant th

em

access

to s

uch p

osi

tions

under

equal

term

s as

the e

mplo

yees

em

plo

yed u

nder

indiv

idual la

bour

contr

acts

for

an indefinite term

. This

info

rmation s

hall b

em

ade p

ublic in a

n a

nnouncem

ent post

ed a

t th

e e

mplo

yerÕs

head o

ffic

e.

Law

no. 53/2

003

201

(8)

An em

plo

yee can resig

n w

ithout

noti

ce if

th

eem

plo

yer

has

not

met

his

obligations

accord

ing to

th

ein

div

idual la

bour

contr

act.

CH

APTER V

I

Ind

ivid

ua

l la

bo

ur c

on

tra

ct

for a

de

fin

ite

te

rm

Art

icle

80.Ñ (1

) As

an exception to

th

e ru

le st

ipula

ted

under

art

icle

12 (1), the e

mplo

yers

are

allow

ed to em

plo

y,

for

the p

urp

ose

and u

nder

the t

erm

s of

the p

rese

nt

code,

pers

onnel under

indiv

idual la

bour

contr

acts

for

a d

efinite

term

.(2

) An indiv

idual la

bour

contr

act fo

r a d

efinite term

can

only

be c

onclu

ded in a

wri

tten f

orm

, expre

ssly

sta

ting t

he

term

for

whic

h it is

conclu

ded.

(3) An indiv

idual la

bour

contr

act fo

r a d

efinite term

can

be e

xte

nded e

ven a

fter

the e

xpir

y o

f th

e initia

l te

rm, base

don t

he p

art

iesÕ w

ritten c

onse

nt, b

ut

only

within

the t

erm

stip

ula

ted under

art

icle

82 and tw

o conse

cutive tim

es

at

the m

ost

.Art

icle

81.Ñ A

n indiv

idual la

bour

contr

act fo

r a d

efinite

term

can o

nly

be c

onclu

ded in the follow

ing inst

ances:

a)

repla

cem

ent

of

an em

plo

yee in

th

e event

his

/her

labour

contr

act

is su

spended, except

when th

at

em

plo

yee

part

icip

ate

s in

a s

trik

e;

b) a tem

pora

ry incre

ase

in the e

mplo

yerÕs

activity;

c) se

aso

nal activitie

s;d)

if it is

conclu

ded base

d on la

wfu

l pro

vis

ions

made

with a

vie

w t

o t

em

pora

rily

favouri

ng c

ert

ain

cate

gori

es

of

unem

plo

yed p

ers

ons;

e)

in oth

er

inst

ances

expre

ssly

st

ipula

ted by sp

ecia

lla

ws. Art

icle

82.

Ñ (1

) The in

div

idual

labour

contr

act

for

adefinite term

cannot be c

onclu

ded f

or

a p

eri

od e

xceedin

g18 m

onth

s.(2

) If t

he i

ndiv

idual la

bour

contr

act

for

a d

efinite t

erm

is c

onclu

ded w

ith a

vie

w t

o r

epla

cin

g a

n e

mplo

yee w

hose

indiv

idual

labour

contr

act

has

been su

spended,

the te

rmof

the contr

act

shall expir

e w

hen th

e reaso

ns

havin

gcause

d the s

usp

ensi

on o

f th

e indiv

idual la

bour

contr

act of

the tenure

d e

mplo

yee h

ave c

ease

d to e

xis

t.

Labour

Code

200

(2) The d

ura

tion o

f a tem

pora

ry w

ork

ass

ignm

ent ca

n b

eexte

nded o

nly

once

for

a p

eriod w

hic

h, added to the initia

ldura

tion o

f th

e a

ssig

nm

ent, c

annot exce

ed 1

8 m

onth

s.(3

) The term

s under

whic

h the d

ura

tion o

f a tem

pora

ryw

ork

ass

ignm

ent

can be exte

nded are

st

ipula

ted in

th

ete

mpora

ry la

bour

contr

act

or

can m

ake th

e su

bje

ct

of

ari

der

to that contr

act.

Art

icle

90.Ñ (1) The tem

pora

ry labour

agent sh

all p

lace

at

the use

rÕs

dis

posa

l an em

plo

yee em

plo

yed under

ate

mpora

ry la

bour

contr

act, on th

e basi

s of

an availability

contr

act conclu

ded in w

riting.

(2) The a

vailability c

ontr

act sh

all c

om

pri

se:

a)

the r

easo

n w

hy t

he u

se o

f a t

em

pora

ry e

mplo

yee i

snecess

ary

;b)

the te

rm of

the ass

ignm

ent

and,

if th

e case

ari

ses,

pro

vis

ions

for

am

endin

g the term

of th

e a

ssig

nm

ent;

c)

the ty

pic

al

chara

cte

rist

ics

of

the posi

tion,

esp

ecia

lly

the n

ecess

ary

skills, th

e p

lace w

here

the a

ssig

nm

ent

shall

be c

arr

ied o

ut, a

nd the w

ork

schedule

;d) th

e a

ctu

al w

ork

conditio

ns;

e)

the in

div

idual

pro

tective and w

ork

equip

ment

the

tem

pora

ry e

mplo

yee m

ust

use

;f) a

ny o

ther

serv

ices

and f

acilitie

s fo

r th

e b

enefit of

the

tem

pora

ry e

mplo

yee;

g)

the valu

e of

the co

ntract

th

e te

mpora

ry la

bour

agent

benefits fro

m, as w

ell a

s th

e w

ages th

e e

mplo

yee is entitled to.

(3)

Any cla

use

th

at

pro

hib

its

the use

r fr

om

hir

ing th

ete

mporary em

plo

yee aft

er th

e assig

nm

ent

has been

com

ple

ted is

null a

nd v

oid

.Art

icle

91.Ñ (1) Tem

pora

ry e

mplo

yees

shall h

ave a

ccess

to all th

e se

rvic

es

and fa

cilitie

s pro

vid

ed by th

e use

r,under

the s

am

e term

s as

the latterÕs

oth

er

em

plo

yees.

(2) The u

ser

shall p

rovid

e the tem

pora

ry e

mplo

yee w

ith

indiv

idual

pro

tective and w

ork

equip

ment

except

when,

base

d o

n the a

vailability c

ontr

act, this

is

the r

esp

onsi

bility

of th

e tem

pora

ry labour

agent.

Art

icle

92.

Ñ The use

r sh

all not

be allow

ed to

benefit

from

the s

erv

ices

of a tem

pora

ry e

mplo

yee, if h

is g

oal is

to

repla

ce th

us

one of

his

em

plo

yees

whose

la

bour

contr

act

has

been s

usp

ended a

s a r

esu

lt o

f his

/her

part

icip

ation in

a s

trik

e.

Law

no. 53/2

003

203

Art

icle

86.Ñ U

nle

ss o

therw

ise s

tipula

ted in t

he p

rese

nt

code,

the pro

vis

ions

of

the la

w,

as

well as

those

of

the

coll

ecti

ve la

bour contr

acts

appli

cable

to

em

plo

yees

em

plo

yed under in

div

idual

labour contr

acts

fo

r an

indefinite term

shall e

qually a

pply

to e

mplo

yees

em

plo

yed

under

indiv

idual la

bour

contr

acts

for

a d

efinite term

.

CH

APTER V

II

Wo

rk

th

ro

ug

h a

te

mp

ora

ry l

ab

ou

r a

ge

nt

Art

icle

87.

Ñ (1

) W

ork th

rough a te

mporary la

bour

agent, here

inaft

er

called te

mpora

ry w

ork

,is

th

e w

ork

perf

orm

ed b

y a

tem

pora

ry e

mplo

yee w

ho, by o

rder

of

the

tem

pora

ry la

bour

agent, perf

orm

s w

ork

in

fa

vour

of

ause

r. (2)

A te

mpora

ry e

mplo

yee

is a

pers

on e

mplo

yed b

y a

nem

plo

yer

who i

s a t

em

pora

ry labour

agent, a

nd p

laced a

tth

e dis

posa

l of

a use

r fo

r th

e duration necess

ary fo

rcarr

yin

g o

ut cert

ain

pre

cis

e a

nd tem

pora

ry d

uties.

(3)

A te

mpora

ry la

bour

agent

is a tr

adin

g com

pany

auth

ori

sed b

y the M

inis

try o

f Labour

and S

ocia

l Solidari

ty,

whic

h te

mpora

rily

pla

ces

at

the dis

posa

l of

a use

r th

esk

ille

d and/o

r unsk

ille

d pers

onnel

em

plo

yed and paid

to

that

effect. The te

rms

for

the te

mpora

ry la

bour

agentÕs

est

ablish

ment

and opera

tion, as

well as

the auth

ori

sation

pro

cedure

, sh

all b

e s

et by G

overn

ment decis

ion.

(4)

A user

is an em

plo

yer at

whose dis

posal

the

tem

pora

ry la

bour

agent

pla

ces

a te

mpora

ry em

plo

yee in

vie

w o

f carr

yin

g o

ut cert

ain

pre

cis

e a

nd tem

pora

ry d

uties.

Art

icle

88.

Ñ A use

r can call on th

e te

mpora

ry la

bour

agents

only

for

carr

yin

g o

ut a p

recis

e a

nd tem

pora

ry d

uty

,called te

mporary w

ork assig

nm

ent, and only

in

th

efo

llow

ing inst

ances:

a)

to repla

ce an em

plo

yee w

hose

in

div

idual

labour

contr

act

has

been su

spended,

for th

e duration of

the

susp

ensi

on;

b) to

perf

orm

som

e s

easo

nal activitie

s;c)

to perf

orm

so

me sp

ecia

lise

d or

occasi

onal

activitie

s.Art

icle

89.Ñ (1) A t

em

pora

ry w

ork

ass

ignm

ent

shall b

eest

ablish

ed fo

r a peri

od w

hic

h cannot

exceed 12 m

onth

s.

Labour

Code

202

those

concern

ing contr

ibutions

and ta

xes

have fa

llen due

and exig

ible

, and th

e te

mpora

ry la

bour

agent

does

not

execute

them

, th

ey s

hall b

e p

aid

by the u

ser, b

ase

d o

n the

request

of th

e tem

pora

ry e

mplo

yee.

(6)

The use

r w

ho has

paid

th

e am

ounts

due accord

ing

to p

ara

gra

ph (5) is

subro

gate

d, fo

r th

e a

mounts

paid

in the

rights

of

the te

mpora

ry em

plo

yee again

st th

e te

mpora

ryla

bour

agent.

Art

icle

96.Ñ In the tem

pora

ry labour

contr

act th

ere

can

be s

et up a

tri

al peri

od for

carr

ing o

ut th

e a

ssig

nm

ent, the

dura

tion o

f w

hic

h s

hall b

e f

ixed d

ependin

g o

n t

he u

serÕs

request

, but it s

hall n

ot exceed:

a) tw

o w

ork

ing d

ays, if th

e tem

pora

ry labour

contr

act is

conclu

ded f

or

a p

eri

od s

hort

er

than o

r equal

to a

month

;b) th

ree w

ork

ing d

ays, if

the t

em

pora

ry labour

contr

act

is conclu

ded fo

r a peri

od betw

een one and tw

o m

onth

s;c) five w

ork

ing d

ays, if th

e tem

pora

ry labour

contr

act is

conclu

ded for

a p

eri

od e

xceedin

g tw

o m

onth

s.Art

icle

97.

Ñ (1

) Thro

ughout

the ass

ignm

ent, th

e use

rsh

all be re

sponsi

ble

fo

r pro

vid

ing th

e w

ork

conditio

ns

toth

e te

mporary em

plo

yee,

in com

pli

ance w

ith th

ele

gis

lation in forc

e.

(2)

The use

r sh

all notify

at

once th

e te

mpora

ry la

bour

agent

about

any occupational

inju

ry or

dis

ease

he has

learnt

about

and th

e vic

tim

of

whic

h has been a

tem

porary em

plo

yee pla

ced at

his

dis

posal

by th

ete

mpora

ry labour

agent.

Art

icle

98.

Ñ (1

) At

the end of

the ass

ignm

ent, th

ete

mpora

ry em

plo

yee can conclu

de an in

div

idual

labour

contr

act w

ith the u

ser.

(2)

If th

e user em

plo

ys,

aft

er an assig

nm

ent,

a

tem

pora

ry e

mplo

yee, th

e d

ura

tion o

f th

e a

ssig

nm

ent

shall

be taken into

consi

dera

tion w

hen c

alc

ula

ting the w

ages, a

sw

ell as

the oth

er

entitlem

ents

st

ipula

ted by th

e la

bour

legis

lation.

(3) If t

he u

ser

continues

to b

enefit

from

the t

em

pora

ryem

plo

yeeÕs w

ork

without

conclu

din

g a

n i

ndiv

idual la

bour

contr

act, or

without

exte

ndin

g th

e availability contr

act, it

is deem

ed th

at

an in

div

idual

labour contr

act

for an

indefi

nit

e te

rm

has been conclu

ded betw

een th

at

tem

pora

ry e

mplo

yee a

nd the u

ser.

Law

no. 53/2

003

205

Art

icle

93.

Ñ (1

) The te

mpora

ry la

bour

contr

act

is a

labour contr

act

whic

h shall be conclu

ded in

w

rit

ing

betw

een th

e te

mpora

ry la

bour

agent

and th

e te

mpora

ryem

plo

yee, as

a r

ule

for

the d

ura

tion o

f an a

ssig

nm

ent.

(2)

A t

em

pora

ry l

abour

contr

act

shall s

tate

, besi

des

the

ele

ments

stipula

ted u

nder

art

icle

s 17 a

nd 1

8 (1), the term

sunder w

hic

h th

e assig

nm

ent

is to

ta

ke pla

ce,

the

ass

ignm

ent

dura

tion,

the use

rÕs

identity

and head offic

e,

as w

ell as th

e m

odaliti

es fo

r payin

g th

e te

mporary

em

plo

yee.

Art

icle

94.Ñ (1) A tem

pora

ry labour

contr

act can a

lso b

econclu

ded fo

r se

vera

l ass

ignm

ents

, pro

vid

ed th

e te

rmst

ipula

ted u

nder

art

icle

89 (2) is

obse

rved.

(2)

Betw

een tw

o ass

ignm

ents

, a te

mpora

ry em

plo

yee

shall b

e a

t th

e d

isposa

l of

the tem

pora

ry labour

agent and

shall b

enefit

from

wages

paid

by t

he a

gent, w

hic

h c

annot

be low

er

than the m

inim

um

gro

ss n

ational w

ages.

(3) For

each n

ew

ass

ignm

ent, the p

art

ies

shall c

onclu

de

a ri

der

to th

e te

mpora

ry la

bour

contr

act, st

ating all th

eele

ments

stipula

ted u

nder

art

icle

93 (2).

(4)

The t

em

pora

ry l

abour

contr

act

cease

s at

the e

nd o

fth

e last

ass

ignm

ent it h

as

been c

onclu

ded for.

Arti

cle

95.

Ñ (1

) Throughout

the durati

on of

the

ass

ignm

ent, th

e te

mpora

ry em

plo

yee sh

all benefit

from

the w

ages

paid

by the tem

pora

ry labour

agent.

(2)

The w

ages

receiv

ed b

y t

he t

em

pora

ry e

mplo

yee f

or

each assig

nm

ent

shall not

be lo

wer th

an th

e w

ages

receiv

ed by th

e use

rÕs

em

plo

yee w

ho perf

orm

s th

e sa

me

work

or

one s

imilar

to the o

ne o

f th

e tem

pora

ry e

mplo

yee.

(3) If the u

ser

has

no s

uch e

mplo

yee, th

e w

ages

receiv

ed

by th

e te

mporary em

plo

yee shall be esta

bli

shed by

consi

deri

ng th

e w

ages

of

a pers

on em

plo

yed under

an

indiv

idual

labour

contr

act

and w

ho perf

orm

s th

e sa

me

work

or

a s

imilar

one, as

stip

ula

ted in the c

ollective labour

contr

act applicable

to the u

ser.

(4)

The te

mpora

ry la

bour

agent

shall be th

e one w

ho

deducts

and t

ransf

ers

all t

he c

ontr

ibutions

and t

axes

due

by t

he t

em

pora

ry e

mplo

yee t

o s

tate

budgets

and p

ays

for

him

all the c

ontr

ibutions

due a

ccord

ing to the law

.(5

) If

, w

ithin

15 cale

ndar days fr

om

th

e date

th

eobligations

concern

ing th

e paym

ent

of

the w

ages

and

Labour

Code

204

c) th

e inte

rdic

tion to w

ork

overt

ime, except fo

r a c

ase

of

abso

lute

necess

ity o

r oth

er

urg

ent w

ork

s m

eant to

pre

vent

accid

ents

or

rem

ove the c

onse

quences

there

of.

(2)

If,

in a part

-tim

e in

div

idual

labour

contr

act, th

eele

ments

stipula

ted u

nder

para

gra

ph (1) are

not st

ate

d, th

econtr

act sh

all b

e d

eem

ed a

full-tim

e c

ontr

act.

Art

icle

103.Ñ (1)

An e

mplo

yee e

mplo

yed u

nder

a p

art

-tim

e l

abour

contr

act

shall e

njo

y a

ll t

he r

ights

of

full-tim

eem

plo

yees, u

nder

the t

erm

s st

ipula

ted b

y t

he law

and t

he

applicable

collective labour

contr

acts

.(2

) The w

age e

ntitlem

ents

shall b

e g

rante

d p

roport

ional

to the a

ctu

al hours

work

ed, in

rela

tion to the e

ntitlem

ents

est

ablish

ed for

a n

orm

al w

ork

schedule

.(3

) In

the c

ase

of

an e

mplo

yee w

ho c

arr

ies

out

his

/her

activity base

d on a part

-tim

e in

div

idual

labour

contr

act,

the contr

ibution peri

od to

th

e so

cia

l in

sura

nce public

syst

em

sh

all be pro

port

ional

to th

e actu

al

hours

w

ork

ed

accord

ing to the law

.Arti

cle

104.

Ñ (1

) The em

plo

yer shall

ta

ke in

toconsi

dera

tion, as

far

as

poss

ible

, th

e e

mplo

yeesÕ d

em

ands

to b

e tra

nsf

err

ed e

ither

from

a f

ull-tim

e job to a

part

-tim

ejo

b, or

from

a p

art

-tim

e j

ob t

o a

full-tim

e j

ob, or

to h

ave

an in

creased w

ork schedule

, should

th

is opportu

nit

yoccur.

(2) The e

mplo

yer

shall n

otify

the e

mplo

yees

in d

ue tim

eas

regard

s th

e a

vailability o

f part

-tim

e o

r fu

ll-tim

e jobs, in

ord

er

to facilitate

tra

nsf

ers

fro

m p

art

-tim

e to full-tim

e jobs

and v

ice v

ers

a. This

notification s

hall b

e d

one b

y m

eans

of

an a

nnouncem

ent post

ed u

p a

t th

e e

mplo

yerÕs

head o

ffic

e.

(3) The e

mplo

yer

shall p

rovid

e, as

far

as

poss

ible

, access

to p

art

-tim

e jobs

at all levels.

CH

APTER I

X

Ho

me

wo

rk

Art

icle

105.

Ñ (1

) H

om

ew

ork

ers

are

th

ose

em

plo

yees

who carr

y out, at

their

hom

e,

the ass

ignm

ents

ty

pic

al

of

their

posi

tions.

(2) W

ith a

vie

w to p

erf

orm

ing their

job task

s, the h

om

e-

work

ers

shall s

et up their

ow

n w

ork

schedule

.

Law

no. 53/2

003

207

Art

icle

99.Ñ T

he tem

pora

ry labour

agent w

ho d

ism

isse

sth

e tem

pora

ry e

mplo

yee b

efo

re the tim

e lim

it p

rovid

ed for

in th

e te

mpora

ry la

bour

contr

act, fo

r oth

er

reaso

ns

than

the d

iscip

linary

ones, s

hall c

om

ply

with t

he p

rovis

ions

of

the la

w on th

e te

rm

inati

on of

the in

div

idual

labour

contr

act

for reasons w

hic

h are not

rela

ted to

th

eem

plo

yeeÕs p

ers

on.

Art

icle

100.Ñ U

nle

ss s

pecia

l pro

vis

ions

are

made to the

contr

ary

, in

this

chapte

r, t

he p

rovis

ions

of

the law

and o

fth

e collective la

bour

contr

acts

applicable

to

em

plo

yees

em

plo

yed under in

div

idual

labour contr

acts

fo

r an

indefinite term

with the u

ser

shall a

lso a

pply

to tem

pora

ryem

plo

yees

for

the d

ura

tion o

f th

eir

ass

ignm

ent

with h

im.

CH

APTER V

III

Pa

rt-

tim

e i

nd

ivid

ua

l la

bo

ur c

on

tra

ct

Art

icle

101.Ñ (1) An e

mplo

yer

can h

ire e

mplo

yees

with

a w

ork

schedule

corr

esp

ondin

g t

o a

work

load f

raction o

fat

least

tw

o hours

a day,

by m

eans

of

indiv

idual

labour

contr

acts

fo

r an in

definite te

rm or

for

a definite te

rm,

called p

art

-tim

e indiv

idual la

bour

contr

acts

.(2

) A p

art

-tim

e i

ndiv

idual

labour

contr

act

shall o

nly

be

conclu

ded in w

riting.

(3) The w

eekly

work

peri

od f

or

an e

mplo

yee e

mplo

yed

under

a p

art

-tim

e indiv

idual la

bour

contr

act sh

all b

e low

er

than that of

a c

om

para

ble

full-tim

e e

mplo

yee, but not le

ssth

an 1

0 h

ours

.(4

) A com

para

ble

em

plo

yee is

a fu

ll-tim

e em

plo

yee of

the s

am

e e

mplo

yer, w

ho p

erf

orm

s th

e s

am

e a

ctivity o

r one

sim

ilar

to th

at

of

the em

plo

yee em

plo

yed under

a part

-tim

e in

div

idual

labour

contr

act. W

hen no com

para

ble

em

plo

yee exis

ts,

there

sh

all be ta

ken in

to account

the

pro

vis

ions

of

the collective la

bour

contr

act

applica

ble

to

that

em

plo

yer

or

the p

rovis

ions

of

the legis

lation in f

orc

e.

Arti

cle

102.

Ñ (1

) The part-ti

me in

div

idual

labour

contr

act

shall com

pri

se,

besi

des

the ele

ments

st

ipula

ted

under

art

icle

17 (2), the follow

ing:

a)

the w

ork

peri

od and dis

trib

ution of

work

sc

hedule

;b)

the te

rms

under

whic

h th

e w

ork

sc

hedule

can be

modifie

d;

Labour

Code

206

Art

icle

110.Ñ (

1)

The d

istr

ibution o

f th

e w

ork

ing t

ime

thro

ughout

the w

eek sh

all, as

a ru

le, be uniform

, w

ith 8

hours

per

day for

5 d

ays, a

nd w

ith tw

o d

ays

of re

st.

(2) Dependin

g o

n t

he t

ypic

al fe

atu

res

of

the c

om

pany o

rof

the w

ork

perf

orm

ed,

one ca

n also ch

oose

an unequal

distr

ibution o

f th

e w

ork

ing tim

e, pro

vid

ed the n

orm

al le

ngth

of th

e w

ork

ing tim

e o

f 40 h

ours

per

week is

obse

rved.

Art

icle

111.

Ñ (1

) The m

axim

um

le

gal

length

of

the

workin

g ti

me shall

not

exceed 48 hours per w

eek,

inclu

din

g o

vert

ime w

ork

.(2

) W

hen w

ork

is done in shifts, th

e length

of th

e w

ork

ing

tim

e c

an b

e e

xte

nded t

o o

ver

8 h

ours

per

day a

nd o

ver

48

hours

per

week, pro

vid

ed th

e avera

ge num

ber

of

work

ing

hours

, as

calcula

ted for

a m

axim

um

period o

f 3 w

eeks, d

oes

not exce

ed 8

hours

per

day o

r 48 h

ours

per

week.

(3)

The pro

vis

ions

of

para

gra

phs

(1)

and (2

) sh

all not

apply

to

young people

w

ho have not

turn

ed 18 years

of

age y

et.

Arti

cle

112.

Ñ (1

) For certa

in secto

rs of

acti

vit

y,

com

panie

s, or

pro

fess

ions, th

ere

can be est

ablish

ed,

by

means

of

collective or

indiv

idual

negotiations, or

specific

law

s, a

length

of

the w

ork

ing d

ay a

bove o

r belo

w 8

hours

.(2

) The length

of

the w

ork

ing d

ay o

f 12 h

ours

shall b

efo

llow

ed b

y a

peri

od o

f re

st o

f 24 h

ours

.Art

icle

113.Ñ (1) The a

ctu

al m

anner

for

est

ablish

ing a

nunequal

work

ing sc

hedule

w

ithin

th

e 40-h

our

work

ing

week, as

well a

s duri

ng the s

hort

er

work

ing w

eek, sh

all b

enegotiate

d by m

eans

of

the collective la

bour

contr

act

at

the le

vel

of

the em

plo

yer, or, in

his

abse

nce,

it sh

all be

stip

ula

ted in the c

om

panyÕs r

ule

s and r

egula

tions.

(2) An u

nequal w

ork

schedule

shall o

pera

te o

nly

if

it is

expre

ssly

sta

ted in the indiv

idual la

bour

contr

act.

Art

icle

114.

Ñ The w

ork

sc

hedule

and its

dis

trib

ution

shall b

e b

rought to

the e

mplo

yeesÕ a

ttention a

nd p

ost

ed u

pat th

e e

mplo

yerÕs

head o

ffic

e.

Art

icle

115.

Ñ (1

) An em

plo

yer

can est

ablish

flexib

lew

ork

ing hours

, w

ith th

e conse

nt

or

at

the re

quest

of

the

em

plo

yee in q

uest

ion, if s

uch a

poss

ibility is

laid

dow

n in

the c

ollective labour

contr

acts

applicable

at th

e level of th

eem

plo

yer, or, in

his

abse

nce, in

th

e com

panyÕs ru

les

and

regula

tions.

Law

no. 53/2

003

209

c. 14

(3) The e

mplo

yer

shall b

e e

ntitled t

o c

heck t

he a

ctivity

of

hom

ew

ork

er, under

the te

rms

set

by th

e in

div

idual

labour

contr

act.

Art

icle

106.

Ñ An in

div

idual

hom

ew

ork

contr

act

shall

only

be conclu

ded in

a w

ritten fo

rm and sh

all com

pri

se,

besi

des

the ele

ments

st

ipula

ted under

art

icle

17 (2

), th

efo

llow

ing:

a) th

e e

xpre

ss m

ention t

hat

the e

mplo

yee s

hall w

ork

at

hom

e;

b)

the sc

hedule

duri

ng w

hic

h th

e em

plo

yer

shall be

entitled to

check his

em

plo

yeeÕs activity,

and th

e actu

al

manner

of m

akin

g s

uch a

contr

ol;

c) th

e e

mplo

yerÕs

obligation t

o e

nsu

re t

ransp

ort

, to

and

from

the e

mplo

yeeÕs d

om

icile, as

the c

ase

may b

e, of

the

raw

mate

rials a

nd m

ate

rials, w

hic

h h

e/s

he u

ses

in h

is/h

er

activity, as

well a

s th

e fin

ished p

roducts

made b

y h

im/h

er.

Art

icle

107.

Ñ (1

) A hom

ew

ork

er

shall enjo

y all th

eri

ghts

st

ipula

ted by th

e la

w and th

e collective la

bour

contr

acts

applicable

to

em

plo

yees

whose

w

ork

pla

ce is

at

the e

mplo

yerÕs

head o

ffic

e.

(2)

Thro

ugh th

e collective la

bour

contr

acts

th

ere

can

also b

e e

stablish

ed o

ther

typic

al te

rms

for

hom

ew

ork

.

TITLE III

Wo

rkin

g t

ime a

nd

rest

tim

e

CH

APTER I

Wo

rk

ing

tim

e

Section 1

Length

of w

ork

ing tim

e

Arti

cle

108.

Ñ The w

orkin

g ti

me is

th

e ti

me an

em

plo

yee u

ses

to c

arr

y o

ut his

/her

task

s.Art

icle

109.

Ñ (1

) For

full-tim

e em

plo

yees, th

e norm

al

length

of th

e w

ork

ing tim

e s

hall b

e o

f 8 h

ours

per

day a

nd

40 h

ours

per

week.

(2) As

far

as

young p

eople

are

involv

ed w

ho a

re n

ot

18

years

of age y

et, the length

of th

e w

ork

ing tim

e s

hall b

e o

f6 h

ours

per

day a

nd 3

0 h

ours

per

week.

Labour

Code

208

(2)

The su

pple

menta

ry w

age fo

r extr

a w

ork

, gra

nte

dunder

the te

rms

stip

ula

ted by para

gra

ph (1

), sh

all be

est

ablish

ed by negotiation,

within

th

e collective la

bour

contr

act

or, as

the case

m

ay be,

the in

div

idual

labour

contr

act, and sh

all not

be lo

wer

than 75% of

the basi

cw

ages.

Art

icle

121.Ñ Y

oung p

eople

under

18 y

ears

of

age s

hall

not perf

orm

extr

a w

ork

.

Section 3

Nig

ht w

ork

Art

icle

122.Ñ (1) The w

ork

perf

orm

ed b

etw

een 1

0 p

.m.

and 6

a.m

. sh

all b

e d

eem

ed n

ight w

ork

. (2

) The norm

al

nig

ht

work

peri

od sh

all not

exceed 8

hours

over

a 2

4-h

our

peri

od.

(3)

An em

plo

yer

who fr

equently use

s nig

ht

work

sh

all

notify

this

to the terr

itori

al fa

cto

ry insp

ecto

rate

. Art

icle

123.

Ñ The em

plo

yees

who perf

orm

at

least

3

hours

of

nig

ht

work

sh

all benefit

either

from

a w

ork

schedule

an hour

short

er

than th

e norm

al

length

of

the

work

ing day,

without

this

le

adin

g to

a decre

ase

in

th

ebasi

c w

ages, or

a su

pple

menta

ry w

age of

at

least

15% of

the b

asi

c w

ages

for

each n

ight w

ork

hour

perf

orm

ed.

Art

icle

124.Ñ (1) The e

mplo

yees

who a

re t

o p

erf

orm

at

least

3 hours

of

nig

ht

work

sh

all be su

bje

ct

to a fr

ee

medic

al

exam

inati

on befo

re sta

rti

ng acti

vit

y and

afterw

ard

s, p

eri

odic

ally.

(2)

The te

rm

s of

the m

edic

al

exam

inati

on and it

speri

odic

ity sh

all be se

t by th

e re

gula

tions

appro

ved by

join

t ord

er

of

the m

inis

ter

of

labour

and s

ocia

l so

lidari

ty,

and the m

inis

ter

of health a

nd fam

ily.

(3)

The em

plo

yees

who perf

orm

nig

ht

work

and have

health pro

ble

ms

recogniz

ed as

bein

g connecte

d w

ith th

ew

ork

shall b

e tra

nsf

err

ed to a

day w

ork

they a

re fit for.

Art

icle

125.Ñ (1) Young p

eople

who h

ave n

ot tu

rned 1

8years

of age s

hall n

ot perf

orm

nig

ht w

ork

. (2

) Pre

gnant w

om

en, w

om

en a

fter

childbir

th, or

nurs

ing

wom

en s

hall n

ot be o

bliged to p

erf

orm

nig

ht w

ork

.

Law

no. 53/2

003

211

(2)

The flexib

le w

ork

ing hours

pre

suppose

a flexib

leorg

anis

ation o

f th

e w

ork

ing tim

e.

(3) The length

of

the w

ork

ing d

ay s

hall b

e d

ivid

ed into

two p

eri

ods: a

fix

ed p

eri

od d

uri

ng w

hic

h a

ll the e

mplo

yees

are

at

their

work

pla

ces, a

nd a

vari

able

, m

obile p

eri

od i

nw

hic

h th

e em

plo

yee choose

s th

e tim

es

of

arriv

al

and

depart

ure

, pro

vid

ed the w

ork

ing tim

e is

obse

rved.

(4)

The flexib

le w

ork

ing hours

can only

opera

te in

com

pliance w

ith the p

rovis

ions

of art

icle

s 109 a

nd 1

11.

Art

icle

116.

Ñ The em

plo

yer

shall keep re

cord

s of

the

num

ber

of

work

ing hours

perf

orm

ed by each em

plo

yee

and s

hall s

ubm

it s

uch r

ecord

s to

the c

ontr

ol of th

e facto

ryin

specto

rate

whenever

requir

ed.

Section 2

Extr

a w

ork

Article

117.

Ñ (1

) The w

ork perfo

rm

ed outs

ide th

enorm

al

length

of

the w

ork

ing w

eek,

as

stip

ula

ted under

art

icle

109, sh

all b

e c

onsi

dere

d e

xtr

a w

ork

.(2

) The extr

a w

ork

cannot

be perf

orm

ed w

ithout

the

em

plo

yeeÕs c

onse

nt, e

xcept fo

r a c

ase

of

abso

lute

necess

ity

or

urg

ent w

ork

s m

eant to

pre

vent accid

ents

or

rem

ove the

conse

quences

of an a

ccid

ent.

Arti

cle

118.

Ñ (1

) At

the em

plo

yerÕs

request, th

eem

plo

yees can perfo

rm

extr

a w

ork,

provid

ed th

epro

vis

ions

of art

icle

111 a

re o

bse

rved.

(2)

Perfo

rm

ance of

extr

a w

ork above th

e lim

it set

accord

ing t

o t

he p

rovis

ions

of

para

gra

ph (1) is

pro

hib

ited.

Art

icle

119.Ñ (1) The e

xtr

a w

ork

shall b

e c

om

pensa

ted

for

with t

ime o

ff p

aid

in t

he n

ext

30 d

ays

after

the w

ork

has

been p

erf

orm

ed.

(2)

Under

these

te

rms, an em

plo

yee sh

all benefit

from

the adequate

w

ages

for

the hours

perf

orm

ed beyond th

enorm

al w

ork

schedule

.Art

icle

120.Ñ (1) If the c

om

pensa

tion w

ith p

aid

tim

e o

ffis

not

poss

ible

w

ithin

th

e tim

e lim

it st

ipula

ted under

art

icle

119 (1) duri

ng the n

ext m

onth

, th

e e

xtr

a w

ork

shall

be p

aid

to t

he e

mplo

yee b

y a

ddin

g a

supple

menta

ry w

age

corr

esp

ondin

g to the d

ura

tion o

f th

e w

ork

perf

orm

ed.

Labour

Code

210

(2)

Young people

under

18 years

of

age sh

all benefit

from

a lunch b

reak o

f at le

ast

30 m

inute

s, if

the length

of

the w

ork

ing d

ay e

xceeds

4 a

nd a

half h

ours

. (3

) U

nle

ss oth

erw

ise sti

pula

ted in

th

e appli

cable

collective la

bour

contr

act

and th

e com

panyÕs ru

les

and

regula

tions, the b

reaks

shall n

ot be inclu

ded in the n

orm

al

length

of th

e w

ork

ing d

ay.

Art

icle

131.Ñ (1

) Em

plo

yees

shall be entitled, betw

een

two w

ork

ing d

ays, t

o a

rest

, w

hic

h c

annot

be less

than 1

2conse

cutive h

ours

. (2

) As an excepti

on,

as fa

r as w

ork in

shif

ts is

concern

ed, th

is r

est

cannot

be l

ess

than 8

hours

betw

een

shifts

.

Section 2

Weekly

rest

Art

icle

132.

Ñ (1

) The w

eekly

re

st is

gra

nte

d over

two

conse

cutive d

ays, u

sually o

n S

atu

rday a

nd S

unday.

(2)

If th

e rest

on Satu

rday and Sunday w

ould

be

detr

imenta

l to

the p

ublic inte

rest

or

the n

orm

al evolu

tion

of

the activity,

the w

eekly

re

st can als

o be gra

nte

d on

oth

er

days

laid

dow

n in

th

e applicable

collective la

bour

contr

act or

the c

om

panyÕs r

ule

s and r

egula

tions.

(3)

For

the purp

ose

of

para

gra

ph (2

), th

e em

plo

yees

shall benefi

t fr

om

a w

age benefi

t la

id dow

n in

th

ecollective la

bour

contr

act

or, as

the case

m

ay be,

the

com

panyÕs r

ule

s and r

egula

tions.

(4) Under

exceptional cir

cum

stances, the d

ays

of w

eekly

rest

shall b

e g

rante

d o

n a

cum

ula

tive b

asi

s, after

a p

eri

od

of

continuous

activity w

hic

h s

hall n

ot

exceed 1

5 c

ale

ndar

days,

with th

e auth

oris

ation of

the te

rritoria

l fa

cto

ry

insp

ecto

rate

and t

he c

onse

nt

of

the t

rade u

nio

n o

r, a

s th

ecase

may b

e, th

e e

mplo

yeesÕ r

epre

senta

tives.

(5)

The em

plo

yees

whose

w

eekly

re

st is

gra

nte

d under

the t

erm

s of

para

gra

ph (4) sh

all b

e e

ntitled t

o t

he d

ouble

of th

e c

om

pensa

tion d

ue a

ccord

ing to a

rtic

le 1

20 (2).

Art

icle

133.

Ñ (1

) In

th

e event

of

urg

ent

work

s, th

eim

media

te perf

orm

ance of

whic

h is

necess

ary

fo

r th

eorg

anis

ation o

f re

scue m

easu

res

for

pers

ons

or

salv

age o

fgoods

of

the e

mplo

yer, f

or

pre

venting im

min

ent accid

ents

Law

no. 53/2

003

213

Section 4

Work

load

Art

icle

126.

Ñ A w

ork

lo

ad expre

sses

the am

ount

of

work

needed f

or

opera

tions

or

work

s bein

g p

erf

orm

ed b

yan a

dequate

ly s

kille

d p

ers

on, w

ho w

ork

s at a n

orm

al pace,

under

the conditio

ns

of

dete

rmin

ed opera

ting and w

ork

pro

cess

es. The w

ork

lo

ad com

pri

ses

the pro

duction tim

e,

the t

ime f

or

inte

rruptions

cause

d b

y t

he e

volu

tion o

f th

eopera

ting pro

cess

, and th

e tim

e fo

r la

wfu

l bre

aks

duri

ng

the w

ork

schedule

. Art

icle

127.Ñ T

he w

ork

load is

expre

ssed, dependin

g o

nth

e characte

ris

tics of

the operati

ng process or oth

er

activitie

s, as

rate

s of

tim

e,

rate

s of

pro

duction,

rate

s of

personnel, sphere of

att

rib

uti

ons or oth

er fo

rm

scorr

esp

ondin

g to the featu

res

of each a

ctivity.

Art

icle

128.Ñ W

ork

loadin

g s

hall a

pply

to a

ll e

mplo

yee

cate

gori

es.

Article

129.

Ñ (1

) W

ork lo

ads are prepared by th

eem

plo

yer

with th

e conse

nt

of

the tr

ade unio

n or, as

the

case

may b

e, th

e e

mplo

yeesÕ r

epre

senta

tives.

(2)

If w

ork lo

ads no lo

nger m

eet

the te

chnic

al

conditio

ns

under

whic

h th

ey w

ere

adopte

d, or

no lo

nger

pro

vid

e a

full o

ccupancy o

f th

e n

orm

al w

ork

peri

od, th

ey

shall b

e s

ubje

ct to

re-exam

ination.

(3) The r

e-exam

ination p

rocedure

, as

well a

s th

e a

ctu

al

condit

ions under w

hic

h it

can in

tervene shall

be

est

ablish

ed in

th

e applicable

collective la

bour

contr

act

or

in the c

om

panyÕs r

ule

s and r

egula

tions.

CH

APTER I

I

Pe

rio

dic

al

re

sts

Section 1

Lunch b

reak a

nd d

aily r

est

Art

icle

130.

Ñ (1

) If

th

e le

ngth

of

the w

ork

ing day

exceeds

6 hours

, th

e em

plo

yees

shall have th

e ri

ght

to a

lunch b

reak a

nd o

ther

bre

aks, u

nder

the t

erm

s la

id d

ow

nin

th

e appli

cable

coll

ecti

ve la

bour contr

act

or th

ecom

panyÕs r

ule

s and r

egula

tions.

Labour

Code

212

Art

icle

138.Ñ Thro

ugh th

e applicable

collective la

bour

contr

act th

e c

an a

lso b

e e

stablish

ed o

ther

days

off.

CH

APTER I

II

Ho

lid

ays

Section 1

Annual holiday a

nd e

mplo

yeesÕ oth

er

holidays

Arti

cle

139.

Ñ (1

) The enti

tlem

ent

to annual

paid

holiday is

guara

nte

ed to a

ll e

mplo

yees.

(2)

The entitlem

ent

to annual

holiday sh

all not

be th

eobje

ct of any tra

nsf

er, w

aiv

er, o

r lim

itation.

Art

icle

140.

Ñ (1

) The m

inim

um

le

ngth

of

the annual

holiday is

of 20 w

ork

ing d

ays.

(2)

The actu

al

length

of

the annual

holi

day is

est

ablish

ed in

th

e applicable

collective la

bour

contr

act, is

stip

ula

ted in the indiv

idual la

bour

contr

act, a

nd is

gra

nte

din

pro

port

ion to the a

ctivity p

erf

orm

ed in a

cale

ndar

year.

(3) The legal holiday o

n w

hic

h n

o w

ork

is

perf

orm

ed, as

well as

the paid

days

off

est

ablish

ed in

th

e applicable

collective la

bour

contr

act

shall not

be in

clu

ded in

th

ele

ngth

of th

e a

nnual holiday.

(4)

The le

ngth

of

the annual

holiday fo

r em

plo

yees

work

ing u

nder

a p

art

-tim

e indiv

idual la

bour

contr

act

shall

be gra

nte

d in

pro

port

ion to

th

e actu

al

length

of

work

perf

orm

ed.

Art

icle

141.

Ñ (1

) The annual

holiday sh

all be ta

ken

each y

ear.

(2)

As

an exception to

th

e pro

vis

ions

of

para

gra

ph (1

),ta

kin

g o

neÕs h

oliday t

he n

ext

year

shall o

nly

be p

erm

itte

din

th

e case

s express

ly st

ipula

ted by th

e la

w or th

ose

stip

ula

ted in the a

pplicable

collective labour

contr

act.

(3) An e

mplo

yer

shall b

e o

bliged to g

rant holiday, by the

end of

the next

year, to

all em

plo

yees

who,

duri

ng a

cale

ndar

year, h

ave n

ot ta

ken the e

ntire

holiday they w

ere

entitled to.

(4)

The cash

com

pensa

tion of

the holiday not

taken

shall o

nly

be p

erm

itte

d in t

he e

vent

of

term

ination o

f th

ein

div

idual la

bour

contr

act.

Law

no. 53/2

003

215

or

for

rem

ovin

g th

e eff

ects

of

such accid

ents

over

the

com

panyÕs m

ate

rials, equip

ment

or

buildin

gs, th

e w

eekly

rest

can be suspended fo

r th

e personnel

requir

ed to

perf

orm

such w

ork

s.

(2)

The em

plo

yees w

hose w

eekly

rest

has been

susp

ended under th

e te

rm

s of

paragraph (1

) sh

all be

entitled t

o t

he d

ouble

of

the c

om

pensa

tion d

ue a

ccord

ing

to a

rtic

le 1

20 (2).

Section 3

Legal holidays

Art

icle

134.Ñ (1) The l

egal

holidays

on w

hic

h n

o w

ork

is p

erf

orm

ed s

hall b

e:

Ñth

e 1

st a

nd 2

nd o

f Ja

nuary

; Ñ the fir

st a

nd s

econd E

ast

er

days;

Ñ the 1

st o

f M

ay;

Ñ the 1

st o

f Decem

ber;

Ñ the fir

st a

nd s

econd C

hri

stm

as

days;

Ñ tw

o days fo

r each of

the tw

o annual

reli

gio

us

holidays, d

ecla

red a

s su

ch b

y the legal re

ligio

ns

oth

er

than

Chri

stia

n, fo

r pers

ons

belo

ngin

g to s

uch r

eligio

ns.

(2) The d

ays

off s

hall b

e g

rante

d b

y the e

mplo

yer.

Art

icle

135.Ñ A

Govern

ment decis

ion s

hall e

stablish

the

adequate

w

ork schedule

s fo

r healt

h and cate

rin

gin

stitutions, w

ith a vie

w to

pro

vid

ing m

edic

al

care

and

supply

ing people

w

ith th

e essenti

al

food stu

ffs;

the

imple

menta

tion o

f su

ch s

chedule

s sh

all b

e m

andato

ry.

Art

icle

136.

ÑThe pro

vis

ions

of

art

icle

134 sh

all not

apply

at

work

pla

ces

where

activity c

annot

be inte

rrupte

ddue to the n

atu

re o

f th

e o

pera

ting p

rocess

or

to the type o

factivity.

Article

137.

Ñ (1

) The em

plo

yees w

ho w

ork in

th

ein

stitutions

stip

ula

ted u

nder

art

icle

135, as

well a

s at

the

work

pla

ces

stip

ula

ted under

art

icle

136 sh

all be gra

nte

dtim

e o

ff in

lie

u d

uri

ng the n

ext 30 d

ays.

(2) If, fo

r ju

stifie

d r

easo

ns, n

o d

ays

off a

re g

rante

d, th

eem

plo

yees

shall benefit, fo

r th

e w

ork

perf

orm

ed on le

gal

holidays, f

rom

a r

ise i

n t

he b

asi

c w

ages

whic

h c

annot

be

less

th

an 100 % of

the basi

c w

ages

corr

esp

ondin

g to

th

ew

ork

perf

orm

ed d

uri

ng the n

orm

al w

ork

schedule

.

Labour

Code

214

(3)

The annual

holiday allow

ance sh

all be paid

by th

eem

plo

yer

at

least

5 w

ork

ing d

ays

befo

re t

he b

egin

nin

g o

fth

e h

oliday.

Arti

cle

146.

Ñ (1

) The annual

holi

day can be

inte

rrupte

d,

at

the em

plo

yeeÕs

request, fo

r obje

cti

ve

reaso

ns.

(2)

The em

plo

yer can call back th

e em

plo

yee fr

om

his

/her

annual holiday in c

ase

of

abso

lute

necess

ity o

r fo

rurg

ent

inte

rest

s callin

g fo

r th

e em

plo

yeeÕs pre

sence at

his

/her

work

pla

ce. In

th

is case

, th

e em

plo

yer

shall bear

all e

xpense

s in

curr

ed b

y t

he e

mplo

yee a

nd h

is/h

er

fam

ily

because

of

com

ing back to

th

e w

ork

pla

ce, as

well as

all

possib

le lo

sses caused to

him

/her as a result

of

the

inte

rruption o

f th

e a

nnual holiday.

Art

icle

147.

Ñ (1

) As

far

as

specia

l fa

mily events

are

conce

rned, em

plo

yees sh

all b

e e

ntitled to p

aid

days

off, w

hich

shall n

ot be included in the length

of th

e a

nnual holiday.

(2) The speci

al fa

mily e

vents a

nd the n

um

ber

of paid

days

off s

hall b

e e

stablish

ed b

y t

he law

, th

e a

pplica

ble

collect

ive

labour

contr

act

, or

the c

om

panyÕs r

ule

s and r

egula

tions.

Art

icle

148.Ñ (1) For

solv

ing c

ert

ain

pers

onal pro

ble

ms,

em

plo

yees

shall b

e e

ntitled to u

npaid

holiday.

(2)

The applicable

collective la

bour contr

act

or th

ecom

panyÕs r

ule

s and r

egula

tions

shall e

stablish

the length

of th

e u

npaid

holiday.

Section 2

Vocational tr

ain

ing leaves

Art

icle

149.

Ñ (1

) The em

plo

yees

shall be entitled to

benefit, o

n r

equest

, fr

om

vocational tr

ain

ing leaves.

(2) Vocational tr

ain

ing leaves

can b

e p

aid

or

unpaid

. Art

icle

150.Ñ (1) The u

npaid

vocational tr

ain

ing leaves

shall be grante

d,

at

the em

plo

yeeÕs

request, fo

r th

edurati

on of

the vocati

onal

train

ing th

e em

plo

yee is

attendin

g o

n h

is/h

er

initia

tive.

(2) The e

mplo

yer

can o

nly

reje

ct th

e e

mplo

yeeÕs r

equest

base

d on th

e conse

nt

of

the tr

ade unio

n or, as

the case

may b

e, of

the e

mplo

yeesÕ r

epre

senta

tives

and o

nly

if

the

em

plo

yeeÕs

absence w

ould

cause serio

us harm

to

th

eactivity.

Law

no. 53/2

003

217

Art

icle

142.Ñ T

he e

mplo

yees

who w

ork

under

difficult,

dangero

us, or

harm

ful

conditio

ns, blind pers

ons, oth

er

dis

able

d p

eople

, and y

oung p

eople

, w

ho a

r not 18 y

ears

of

age sh

all benefit

from

an additio

nal

holiday of

at

least

3

work

ing d

ays.

Art

icle

143.Ñ (1) Takin

g o

neÕs h

oliday s

hall b

e b

ase

d o

na collective or in

div

idual

schedule

draw

n up by th

eem

plo

yer

after

havin

g c

onsu

lted the tra

de u

nio

n, or, a

s th

ecase

m

ay be,

the em

plo

yeesÕ re

pre

senta

tives, as

far

as

collective s

cheduling is

concern

ed, or

the e

mplo

yee, as

far

as

indiv

idual

scheduling is

concern

ed.

The sc

heduling

shall be done by th

e end of

the cale

ndar

year, fo

r th

ecom

ing y

ear.

(2)

Through th

e collective scheduling th

ere can be

est

ablish

ed h

oliday p

eri

ods, w

hic

h sh

all n

ot be less

than 3

month

s per

cate

gori

es

of pers

onnel or

work

pla

ces.

(3)

Thro

ugh th

e in

div

idual

scheduling th

ere

can be

est

ablish

ed t

he d

ate

of

the a

nnual

holiday o

r, a

s th

e c

ase

may b

e, th

e p

eri

od d

uri

ng w

hic

h t

he e

mplo

yee is

entitled

to annual

holiday,

whic

h perio

d shall not

exceed 3

month

s.

(4)

Within

th

e annual

holiday peri

ods

set

accord

ing to

para

gra

phs

(2) and (3), a

n e

mplo

yee c

an a

sk for

the a

nnual

holiday a

t le

ast

60 d

ays

befo

re the b

egin

nin

g there

of.

(5)

If th

e annual

holiday sc

heduling is

div

ided up, th

eem

plo

yer

is obliged to

do th

e sc

heduling so

th

at

each

em

plo

yee can ta

ke,

in one cale

ndar year,

at

least

15

work

ing d

ays

of unin

terr

upte

d a

nnual holiday.

Art

icle

144.

Ñ The em

plo

yee is

obliged to

th

e annual

holiday in

kin

d, duri

ng th

e peri

od he/s

he w

as

schedule

dfo

r, except

for

the si

tuations

expre

ssly

st

ipula

ted by th

ela

w,

or

when,

for

obje

ctive re

aso

ns, th

e annual

holiday

cannot be taken.

Arti

cle

145.

Ñ (1

) For th

e durati

on of

the annual

holiday,

the em

plo

yee shall benefi

t fr

om

an annual

holiday a

llow

ance, w

hic

h s

hall n

ot be low

er

than the tota

lvalu

e o

f th

e w

ages

due for

that peri

od.

(2)

The annual

holiday allow

ance re

pre

sents

th

e daily

avera

ge incom

e in the m

onth

(s) w

hen the h

oliday is

taken,

multip

lied b

y the n

um

ber

of days

off.

Labour

Code

216

(2)

For

the w

ork

perf

orm

ed base

d on th

e in

div

idual

labour

contr

act, e

ach e

mplo

yee s

hall b

e e

ntitled t

o w

ages

expre

ssed in m

oney.

(3)

When est

ablish

ing and granting th

e w

ages, any

dis

cri

min

ation is

pro

hib

ited fo

r cri

teri

a su

ch as

gender,

sexual

ori

enta

tion,

genetic chara

cte

rist

ics, age,

national

ori

gin

, ra

ce, colo

ur

of sk

in, eth

nic

ori

gin

, re

ligio

n, political

opti

ons,

socia

l orig

in,

dis

abilit

y,

fam

ily sit

uati

on or

resp

onsi

bility, tr

ade u

nio

n m

em

bers

hip

or

activity.

Art

icle

155.Ñ T

he w

ages

shall c

om

pri

se the b

asi

c w

ages,

allow

ances, b

enefits

, as

well a

s oth

er

additio

nal paym

ents

. Art

icle

156. Ñ T

he e

mplo

yers

shall p

ay the w

ages

befo

reany o

ther

cash

obligations.

Art

icle

157.Ñ (1) The w

ages

are

est

ablish

ed b

y m

eans

of

indiv

idual

and/o

r collective negotiations betw

een th

eem

plo

yer

and the e

mplo

yees

or

their

repre

senta

tives.

(2)

The w

age pla

n fo

r th

e personnel

of

the public

auth

ori

ties

and inst

itutions

financed e

ntire

ly o

r m

ost

ly b

yth

e s

tate

budget, t

he b

udget

of

socia

l st

ate

insu

rance, th

elo

cal

budgets

, and th

e budgets

of

the sp

ecia

l fu

nds, sh

all

be

set

by

the

law

, aft

er

consult

ati

on

wit

h

the

repre

senta

tive tra

de u

nio

ns.

Art

icle

158.

Ñ (1

) The w

ages

are

confidential, and th

eem

plo

yer

shall h

ave t

he o

bligation t

o t

ake n

ecess

ary

ste

ps

to k

eep c

onfidentiality

. (2

) W

ith a

vie

w to p

rom

oting the e

mplo

yeesÕ inte

rest

s and

defe

ndin

g their r

ights, th

e c

onfidentiality

of w

ages

shall n

ot

be oppose

d to

tr

ade unio

ns

or, as

the ca

se m

ay be, to

th

eem

plo

yeesÕ re

pre

senta

tives, in

st

rict

co

nnect

ion w

ith th

eir

inte

rests

and in their d

irect

rela

tion w

ith the e

mplo

yer.

CH

APTER I

I

Min

imu

m g

ua

ra

nte

ed

wa

ge

s

Art

icle

159.

Ñ (1

) The gro

ss national

min

imum

basi

cw

ages

guara

nte

ed to

be paid

, accord

ing to

th

e norm

al

work schedule

, shall be esta

blished by G

overnm

ent

decis

ion aft

er

consu

ltation w

ith th

e tr

ade unio

ns

and

em

plo

yers

Õ org

anis

ations. I

f th

e n

orm

al

work

schedule

is,

accord

ing to the law

, le

ss than 8

hours

per

day, th

e h

ourly

gro

ss m

inim

um

basi

c w

ages

shall b

e c

alc

ula

ted b

y r

ela

ting

Law

no. 53/2

003

219

Art

icle

151.Ñ (1) The a

pplication for

vocational tr

ain

ing

unpaid

leave s

hall b

e s

ubm

itte

d t

o

the e

mplo

yer

at

least

one m

onth

befo

re its

com

mencem

ent and it sh

all s

tate

the

date

of

com

mencem

ent

of

the vocational

train

ing te

rmand its

duration,

as

well as

the denom

ination of

the

vocational tr

ain

ing inst

itution.

(2)

The vocational

train

ing unpaid

le

ave can als

o be

taken in f

ractions

in the c

ours

e o

f one c

ale

ndar

year, w

ith

a vie

w to

ta

kin

g th

e exam

inations

for

gra

duating so

me

education in

stitutions

or

takin

g exam

inations

for

pass

ing

in th

e next

year of

hig

her educati

on in

sti

tuti

ons,

incom

pliance w

ith the term

s st

ipula

ted u

nder

para

gra

ph (1).

Art

icle

152.

Ñ (1

) If

, duri

ng one cale

ndar

year

Ñ fo

rem

plo

yees

aged up to

25 years

Ñ and tw

o conse

cutive

cale

ndar

years

Ñ fo

r em

plo

yees

aged over

25 years

Ñ,

resp

ect

ively

, th

e p

art

icip

ation in v

oca

tional tr

ain

ing h

as

not

been p

rovid

ed a

t th

e e

mplo

yerÕs

expense

, th

e e

mplo

yee in

quest

ion sh

all be entitled to

a vocational

train

ing le

ave,

paid

by the e

mplo

yer, o

f up to 1

0 w

ork

ing d

ays.

(2)

In th

e in

stance

st

ipula

ted under

para

gra

ph (1

), th

ele

ave a

llow

ance

shall b

e e

stablish

ed a

ccord

ing to a

rtic

le 1

45.

(3) The p

eriod d

uring w

hic

h a

n e

mplo

yee b

enefits

fro

mth

e paid

le

ave st

ipula

ted under

para

gra

ph (1

) sh

all be

mutu

ally a

gre

ed u

pon w

ith t

he e

mplo

yer. T

he a

pplica

tion

for

voca

tional tra

inin

g p

aid

leave s

hall b

e s

ubm

itte

d to the

em

plo

yer

under

the t

erm

s st

ipula

ted u

nder

art

icle

151 (1).

Art

icle

153.

Ñ The le

ngth

of

the vocational

train

ing

leave s

hall n

ot

be d

educte

d f

rom

the length

of

the a

nnual

holiday, and s

hall b

e c

onsi

dere

d a

n a

ctu

al w

ork

peri

od a

sre

gard

s th

e entitlem

ents

due to

th

e em

plo

yee oth

er

than

the w

ages.

TITLE IV

Wag

e p

lan

CH

APTER I

Ge

ne

ra

l p

ro

vis

ion

s

Art

icle

154.

Ñ (1

) The w

ages

are

th

e equiv

ale

nt

of

the

work

perf

orm

ed b

y t

he e

mplo

yee b

ase

d o

n t

he indiv

idual

labour

contr

act.

Labour

Code

218

Art

icle

162. Ñ (1) The w

ages

shall b

e p

aid

dir

ectly to the

incum

bent or

his

/her

repre

senta

tive.

(2) In

the e

vent of

the e

mplo

yeeÕs d

eath

, th

e w

ages

due

up to the d

ate

of

his

/her

death

shall b

e p

aid

, in

sequence,

to th

e su

rviv

ing sp

ouse

, th

e decease

d em

plo

yeeÕs m

ajo

rchildre

n, or

pare

nts

. If n

one o

f th

ese

cate

gori

es

of pers

ons

exis

ts,

the w

ages shall

be paid

to

oth

er heir

s,

incom

pliance w

ith the c

om

mon law

. Art

icle

163.

Ñ (1

) The paym

ent

of

the w

ages

shall be

pro

ved b

y the e

mplo

yee s

ignin

g the p

ayro

ll, as

well a

s any

oth

er

docum

enta

ry evid

ence pro

vin

g th

e paym

ent

has

been m

ade to the e

ntitled e

mplo

yee.

(2)

The payroll,

as w

ell as th

e oth

er docum

enta

ry

evid

ence,

shall be kept

and arc

hiv

ed by th

e em

plo

yer

under

the s

am

e c

onditio

ns

and f

or

the s

am

e t

erm

s as

the

accounting d

ocum

ents

, accord

ing to the law

. Art

icle

164.Ñ (1) No a

mount sh

all b

e w

ithheld

fro

m the

wages, except

for

the case

s and under

the cir

cum

stances

stip

ula

ted b

y the law

. (2

) No a

mounts

shall b

e w

ithheld

as

dam

ages

cause

d to

the e

mplo

yer

unle

ss the e

mplo

yeeÕs d

ebt is

due, liquid

and

exig

ible

, and h

as

been found a

s su

ch b

y a

judgm

ent w

hic

his

fin

al and irr

evocable

. (3

) If

several

credit

ors of

the em

plo

yee exis

t, th

efo

llow

ing s

equence s

hall b

e o

bse

rved:

a) child s

upport

, accord

ing to the F

am

ily L

aw

; b) contr

ibutions

and taxes

due to the s

tate

; c) dam

ages

cause

d to p

ublic p

ropert

y b

y m

eans

of illicit

actions;

d) to

cover

oth

er

debts

. (4

) The cum

ula

ted am

ounts

w

ithheld

fr

om

th

e w

ages

per

month

shall n

ot exceed h

alf o

f th

e n

et w

ages.

Art

icle

165.Ñ T

he a

ccepta

nce w

ithout re

serv

e o

f part

of

the w

ages

or

the si

gnatu

re of

the paym

ent

docum

ents

under

such cir

cum

stances

shall not

be const

rued as

aw

aiv

er by th

e em

plo

yee to

th

e enti

re w

ages due to

him

/her, a

ccord

ing t

o t

he p

rovis

ions

of

the l

aw

or

of

the

contr

act.

Art

icle

166.Ñ (1) The r

ight to

take a

ction a

s re

gard

s th

ew

age r

ights

, as

well a

s re

gard

s th

e d

am

ages

resu

ltin

g fro

mth

e fa

ilure to

com

ply

, enti

rely

or parti

ally,

wit

h th

e

Law

no. 53/2

003

221

the gro

ss national

min

imum

basi

c w

ages

to th

e m

onth

lyavera

ge num

ber

of

hours

accord

ing to

th

e la

wfu

l w

ork

schedule

appro

ved.

(2)

An em

plo

yer

shall not

negotiate

or

est

ablish

basi

cw

ages

by m

eans

of

the in

div

idual

labour

contr

act

belo

wth

e n

ational hourly g

ross

min

imum

basi

c w

ages.

(3)

The em

plo

yer

shall be obliged to

guara

nte

e th

epaym

ent of m

onth

ly g

ross

wages

at le

ast

equal to

the g

ross

national m

inim

um

basi

c w

ages. T

hese

pro

vis

ions

shall a

lso

apply

if th

e e

mplo

yee is

pre

sent fo

r w

ork

, accord

ing to the

schedule

, but

he/s

he c

annot

carr

y o

ut

his

/her

activity d

ue

to r

easo

ns

not im

puta

ble

to h

im/h

er, e

xcept fo

r st

rikes.

(4)

The em

plo

yer shall see th

at

the gross national

min

imum

basi

c w

ages

guara

nte

ed t

o b

e p

aid

are

notified

to the e

mplo

yees.

Art

icle

160.Ñ F

or

em

plo

yees

to w

hom

the e

mplo

yer, in

com

pliance w

ith th

e collecti

ve or in

div

idual

labour

contr

act, pro

vid

ed fo

od,

housi

ng or

oth

er

facilitie

s, th

eam

ount of m

oney d

ue for

the w

ork

perf

orm

ed s

hall n

ot be

low

er

than th

e gro

ss national

min

imum

w

ages

stip

ula

ted

by the law

.

CH

APTER I

II

Pa

ym

en

t o

f w

ag

es

Art

icle

161.

Ñ (1

) The w

ages

shall be paid

in

cash

at

least

once a m

onth

, on th

e date

sti

pula

ted in

th

ein

div

idual

labour

contr

act, in

th

e applicable

collective

labour

contr

act, o

r in

the c

om

panyÕs r

ule

s and r

egula

tions,

as

the c

ase

may b

e.

(2) The p

aym

ent

of

the w

ages

can b

e m

ade b

y t

ransf

er

to a

bank a

ccount, i

f su

ch a

modality

is

stip

ula

ted i

n t

he

applicable

collective labour

contr

act.

(3) The p

aym

ent in

kin

d o

f part

of th

e w

ages, a

ccord

ing

to th

e te

rms

stip

ula

ted under

art

icle

160,

shall only

be

poss

ible

if

expre

ssly

stipula

ted i

n t

he a

pplicable

collective

labour

contr

act or

the indiv

idual la

bour

contr

act.

(4) The u

nju

stifie

d d

ela

y in the p

aym

ent of th

e w

ages

or

the failure

to p

ay it ca

n c

ause

the e

mplo

yer

to b

e o

bliged to

pay d

am

ages

to c

over

the loss

cause

d to the e

mplo

yee.

Labour

Code

220

(3) The tra

nsf

er

of

the c

om

pany, of

the u

nit, or

of

part

sth

ere

of

shall n

ot

const

itute

the g

rounds

for

the indiv

idual

or

collective dis

mis

sal

of

the em

plo

yees

by th

e tr

ansf

ere

ror

the tra

nsf

ere

e.

Art

icle

170.

Ñ The tr

ansf

ere

r and th

e tr

ansf

ere

e m

ust

info

rm a

nd c

onsu

lt, pri

or

to t

he t

ransf

er, t

he t

rade u

nio

nor, as

the case

m

ay be, th

e em

plo

yeesÕ re

pre

senta

tives

as

regard

s th

e le

gal, econom

ic,

and so

cia

l conse

quences

for

the em

plo

yees

deri

vin

g fr

om

th

e tr

ansf

er

of

the pro

pert

yri

ght.

TITLE V

Lab

ou

r h

ealt

h a

nd

safe

ty

CH

APTER I

Ge

ne

ra

l ru

les

Arti

cle

171.

Ñ (1

) The em

plo

yer shall ta

ke all th

enecess

ary

ste

ps

to p

rote

ct

the e

mplo

yeesÕ liv

es

and h

ealth.

(2) The e

mplo

yer

must

ensu

re the e

mplo

yeesÕ s

afe

ty a

nd

health in a

ll w

ork

-rela

ted a

spects

.(3

) If a

n e

mplo

yer

turn

s to

outs

ide p

ers

ons

or

serv

ices,

this

shall n

ot

exonera

te h

im f

rom

lia

bility in t

his

dom

ain

.(4

) The e

mplo

yeesÕ o

bligations

as

regard

s la

bour

safe

tyand h

ealth s

hall n

ot affect th

e e

mplo

yerÕs

liability.

(5) The s

teps

concern

ing labour

safe

ty a

nd h

ealth s

hall,

by n

o m

eans, c

ause

fin

ancia

l obligations

to the e

mplo

yees.

Art

icle

172.

Ñ (1

) The pro

vis

ions

of

the pre

sent

title

shall b

e c

om

ple

ted b

y the p

rovis

ions

of th

e s

pecia

l la

w, th

eapplicable

collective la

bour

contr

acts

, as

well as

by th

ela

bour

safe

ty n

orm

s and r

egula

tions.

(2) The labour

safe

ty n

orm

s and r

egula

tions

can s

et up:

a)

general

labour safe

ty m

easures fo

r preventi

ng

industr

ial

accid

ents

and dis

eases,

appli

cable

to

all

em

plo

yers

;b) la

bour

safe

ty m

easu

res

typic

al of

cert

ain

pro

fess

ions

or

activitie

s;c)

typic

al

safe

ty m

easures appli

cable

to

certa

incate

gori

es

of pers

onnel;

d) pro

vis

ions

concern

ing the o

rganis

ation a

nd o

pera

tion

of sp

ecia

l bodie

s ensu

ring labour

safe

ty a

nd h

ealth.

Law

no. 53/2

003

223

obligations

concern

ing w

age p

aym

ent, s

hall b

e p

resc

ribed

within

3 years

fr

om

th

e date

on w

hic

h su

ch ri

ghts

w

ere

due. (2) The term

of pre

scri

ption s

tipula

ted u

nder

para

gra

ph

(1)

shall be dis

continued if th

e debto

r adm

its

the w

age

rights

or

deri

vin

g fro

m the p

aym

ent of th

e w

ages.

CH

APTER I

V

Gu

ara

nte

e f

un

d f

or

the

pa

ym

en

t o

f w

ag

e d

eb

ts

Art

icle

167.Ñ (1) The e

mplo

yer

shall h

ave to c

ontr

ibute

to th

e guara

nte

e fu

nd fo

r th

e paym

ent

of

wage debts

resu

ltin

g fr

om

th

e in

div

idual

labour

contr

acts

, accord

ing

to the law

.(2

) The g

uara

nte

e f

und f

or

the p

aym

ent

of

wage d

ebts

shall u

nderw

rite

the p

aym

ent th

ere

of.

Arti

cle

168.

Ñ W

hen esta

bli

shin

g and usin

g th

eguarante

e fu

nd fo

r th

e paym

ent

of

wage debts

, th

efo

llow

ing p

rincip

les

shall b

e o

bse

rved:

a) th

e p

atr

imony o

f th

e fund a

dm

inis

tration inst

itutions

must

be in

dependent

from

th

e w

ork

ing capital

of

the

com

panie

s and m

ust

be est

ablish

ed so

th

at

it cannot

be

seiz

ed d

uri

ng a

n inso

lvency p

rocedure

;b) th

e e

mplo

yers

shall c

ontr

ibute

to the fin

ancin

g if th

isis

not fu

lly c

overe

d b

y the p

ublic a

uth

ori

ties;

c)

the paym

ent

obligation of

the fu

nd adm

inis

tration

auth

ori

ties

shall exis

t in

dependently fr

om

m

eeting th

eobligation to c

ontr

ibute

to the fin

ancin

g.

CH

APTER V

Pro

tec

tio

n o

f e

mp

loye

esÕ

rig

hts

in

th

e e

ve

nt

of

a t

ra

nsfe

r o

f th

e c

om

pa

ny,

of

the

un

it,

or o

f p

arts

the

re

of

Art

icle

169.Ñ (1) The e

mplo

yees

shall b

enefit

from

the

pro

tection of

their

ri

ghts

in

th

e event

a tr

ansf

er

of

the

com

pany,

of

the unit,

or

of

part

s th

ere

of

takes

pla

ce to

anoth

er

em

plo

yer, a

ccord

ing to the law

.(2

) The tra

nsf

ere

rÕs

rights

and o

bligations, w

hic

h d

eri

ve

from

a labour

contr

act or

rela

tionsh

ip e

xis

ting o

n the d

ate

of

the tra

nsf

er, s

hall b

e f

ully tra

nsf

err

ed to the tra

nsf

ere

e.

Labour

Code

222

the labour

safe

ty a

nd h

ealth c

om

mitte

e a

nd the tra

de u

nio

nor, a

s th

e c

ase

may b

e, th

e e

mplo

yeesÕ r

epre

senta

tives.

(3) The inst

ruction s

tipula

ted u

nder

para

gra

ph (2) sh

all

be m

andato

ry in the c

ase

of

new

em

plo

yees, o

f th

ose

who

change t

he w

ork

pla

ce o

r th

e k

ind o

f w

ork

, and o

f th

ose

who re

sum

e activity aft

er

an in

terr

uption exceedin

g 6

month

s. I

n a

ll t

hese

case

s, t

he inst

ruction s

hall b

e c

arr

ied

out befo

re the a

ctu

al com

mencem

ent of w

ork

.(4

) The in

str

ucti

on shall

als

o be m

andato

ry if

am

endm

ents

to the a

pplicable

legis

lation o

ccur.

Art

icle

177.Ñ (1) W

ork

pla

ces

shall b

e o

rganis

ed s

o a

s to

guara

nte

e e

mplo

yeesÕ s

afe

ty a

nd h

ealth.

(2) The e

mplo

yer

shall o

rganis

e a

perm

anent

contr

ol of

the conditio

n of

mate

rials

, equip

ment, and su

bst

ances

used in

th

e w

ork process,

wit

h a vie

w to

prote

cti

ng

em

plo

yeesÕ h

ealth a

nd s

afe

ty.

(3)

The em

plo

yer

shall be re

sponsible

fo

r ensu

ring th

econditio

ns

for provid

ing th

e fi

rst

aid

in

th

e event

of

indust

rial acc

idents

, fo

r cr

eating fire p

revention c

onditio

ns,

as

well as

for

evacuating th

e em

plo

yees

under

specia

lco

nditio

ns

and in the e

vent of an im

min

ent danger.

Art

icle

178.

Ñ (1

) To ensu

re la

bour

safe

ty and health,

the in

sti

tuti

on auth

oris

ed by th

e la

w can order th

elim

itati

on or prohib

itio

n of

manufa

ctu

rin

g,

sellin

g,

importi

ng,

or usin

g under any ti

tle substa

nces and

pre

para

tions

whic

h a

re h

azard

ous

for

the e

mplo

yees.

(2)

Base

d on th

e appro

val

by th

e fa

cto

ry docto

r, th

efa

cto

ry in

specto

r can oblige th

e em

plo

yer

to re

quest

th

ecom

pete

nt

bodie

s to

perfo

rm

, fo

r a charge,

test

s and

exam

inations

of

products

, su

bst

ances, or preparations

whic

h are

deem

ed hazard

ous, in

ord

er

to know

th

eir

com

posi

tion and th

e effects

th

ey could

have on hum

an

body.

CH

APTER I

I

La

bo

ur s

afe

ty a

nd

he

alt

h c

om

mit

tee

Art

icle

179.Ñ (1) At th

e level of each e

mplo

yer, a

labour

safe

ty and health com

mitte

e sh

all be est

ablish

ed fo

r th

epurp

ose

of m

akin

g s

ure

the e

mplo

yees

are

involv

ed in the

dra

win

g u

p a

nd im

ple

menta

tion o

f la

bour

safe

ty d

ecis

ions.

Law

no. 53/2

003

225

c. 15

Art

icle

173.

Ñ (1

) W

ithin

his

ow

n re

sponsi

bilitie

s, an

em

plo

yer

shall t

ake a

ll t

he n

ecess

ary

ste

ps

with a

vie

w t

opro

tecting th

e sa

fety

and health of

em

plo

yees, in

clu

din

gth

e a

ctivitie

s of occupational ri

sks

pre

vention, to

pro

vid

ing

info

rmation a

nd t

rain

ing, as

well a

s to

im

ple

menting t

he

org

anis

ation o

f la

bour

safe

ty a

nd t

he n

ecess

ary

means

for

this

. (2)

In adopting and im

ple

menting th

e st

eps

stip

ula

ted

under

para

gra

ph (1

), th

e fo

llow

ing genera

l pre

vention

pri

ncip

les

shall b

e taken into

consi

dera

tion:

a) avoid

ing r

isks;

b) ass

ess

ing r

isks

whic

h c

annot be a

void

ed;

c) so

urc

e c

ontr

ol of ri

sks;

d)

adju

stin

g w

ork

to e

ach p

ers

on, esp

ecia

lly a

s re

gard

sth

e desi

gn of

work

pla

ces

and th

e choic

e of

work

and

producti

on equip

ment

and m

eth

ods,

wit

h specia

lem

phasi

s on le

ssenin

g m

onoto

nous

work

and re

petitive

work

, as

well as

the re

duction of

their

effects

on health;

e) ta

kin

g into

consi

dera

tion the technic

al pro

gre

ss;

f) r

epla

cin

g d

angero

us

item

s w

ith s

afe

or

less

dangero

us

ones; g) pla

nnin

g the p

revention;

h)

adopting collective sa

fety

m

easu

res

with pri

ori

ty as

again

st the indiv

idual sa

fety

measu

res;

i) in

form

ing th

e em

plo

yees about

the adequate

inst

ructions.

Art

icle

174.Ñ (1) The e

mplo

yer

shall b

e r

esp

onsi

ble

for

the org

anis

ation of

the la

bour

health and sa

fety

act

ivity.

(2)

The c

om

panyÕs r

ule

s and r

egula

tions

shall s

tipula

tein

a m

andato

ry m

anner

rule

s fo

r la

bour

safe

ty a

nd h

ealth.

(3)

In dra

win

g up th

e sa

fety

and health m

easu

res, th

eem

plo

yer

shall c

onsu

lt the tra

de u

nio

n o

r, a

s th

e c

ase

may

be,

the em

plo

yeesÕ re

pre

senta

tives, as

well as

the la

bour

safe

ty a

nd h

ealth c

om

mitte

e.

Arti

cle

175.

Ñ The em

plo

yer shall provid

e all th

eem

plo

yees

with in

sura

nces

for

indust

rial

accid

ents

and

dis

ease

s, a

ccord

ing to the law

.Article

176.

Ñ (1

) The em

plo

yer shall organis

e th

ein

stru

ction of

his

em

plo

yees

in la

bour

safe

ty and health.

(2)

The in

stru

ction sh

all be peri

odic

al, usi

ng sp

ecific

means

mutu

ally a

gre

ed u

pon b

y the e

mplo

yer

togeth

er

with

Labour

Code

224

Arti

cle

184.

Ñ (1

) The fa

cto

ry docto

r shall be an

em

plo

yee, cert

ifie

d i

n h

is/h

er

pro

fess

ion a

ccord

ing t

o t

he

law

, hold

er of

a la

bour contr

act

conclu

ded w

ith an

em

plo

yer

or

an e

mplo

yers

Õ org

anis

ation.

(2)

The fa

cto

ry docto

r shall

be in

dependent

inexerc

isin

g h

is/h

er

pro

fess

ion.

Art

icle

185.Ñ (1) The m

ain

duties

of

the f

acto

ry d

octo

rsh

all c

onsi

st o

f:a) pre

venting indust

rial accid

ents

and d

isease

s;b)

actu

ally m

onitori

ng th

e la

bour

hygie

ne and health

standard

s;c)

pro

vid

ing th

e em

plo

yeesÕ m

edic

al

check both

w

hen

com

mencin

g e

mplo

ym

ent and thro

ughout th

e e

xecution o

fth

e indiv

idual la

bour

contr

act.

(2)

With a vie

w to

accom

plish

ing his

/her

duties, th

efa

cto

ry docto

r can su

ggest

th

e em

plo

yer

to change th

ew

ork

pla

ce o

r th

e k

ind o

f w

ork

for

cert

ain

em

plo

yees, d

ue

to their

health c

onditio

n.

(3) The f

acto

ry d

octo

r sh

all b

e a

de jure

mem

ber

of

the

labour

safe

ty a

nd h

ealth c

om

mitte

e.

Art

icle

186.Ñ (1

) The fa

cto

ry docto

r sh

all se

t up, each

year, a pro

gra

mm

e of

activitie

s aim

ed at

impro

vin

g th

ew

ork

envir

onm

ent as

far

as

labour

health is

concern

ed for

each e

mplo

yer.

(2)

The ele

ments

of

such a pro

gra

mm

e are

ty

pic

al

of

each em

plo

yer

and su

bje

ct

to th

e appro

val

by th

e la

bour

safe

ty a

nd h

ealth c

om

mitte

e.

Art

icle

187.

Ñ A sp

ecia

l la

w sh

all re

gula

te th

e ty

pic

al

duties, th

e m

anner

of

activity org

anis

ation,

the contr

ol

bodie

s, as

well as

the ty

pic

al

pro

fess

ional

statu

s of

the

facto

ry d

octo

rs.

TITLE VI

Vo

cati

on

al tr

ain

ing

CH

APTER I

Ge

ne

ra

l p

ro

vis

ion

s

Art

icle

188.Ñ (

1)

The v

ocational

train

ing o

f em

plo

yees

shall h

ave the follow

ing m

ain

obje

ctives:

Law

no. 53/2

003

227

(2)

The la

bour

safe

ty and health com

mitte

e sh

all be

esta

blished am

ongst

the le

gal

enti

ties in

th

e public,

pri

vate

, and co-o

pera

tive se

cto

r, in

clu

din

g th

ose

havin

gfo

reig

n c

apital, w

hic

h c

arr

y o

ut activitie

s on the R

om

ania

nte

rritory

.Arti

cle

180.

Ñ (1

) The la

bour safe

ty and healt

hcom

mitte

e s

hall b

e e

stablish

ed b

y e

mplo

yers

who a

re legal

entities

and h

ave a

t le

ast

50 e

mplo

yees.

(2)

If th

e w

ork

conditio

ns

are

difficult,

harm

ful

or

dangerous,

the fa

cto

ry in

specto

r can request

the

est

ablish

ment of su

ch c

om

mitte

es

even for

em

plo

yers

who

have less

than 5

0 e

mplo

yees.

(3)

If th

e activity ta

kes

pla

ce in

units

spre

ad in

th

ete

rritory

, se

vera

l la

bour

safe

ty a

nd h

ealth c

om

mitte

es

can

be est

ablish

ed.

Their

num

ber sh

all be decid

ed in

th

eapplicable

collective labour

contr

act.

(4)

The la

bour

safe

ty and health com

mitte

e als

o co-

ord

inate

s th

e l

abour

safe

ty a

nd h

ealth m

easu

res

as

far

as

acti

vit

ies w

hic

h ta

ke pla

ce on a te

mporary basis

are

concern

ed, fo

r a d

ura

tion e

xceedin

g 3

month

s.(5

) In

case

the s

ettin

g u

p o

f a labour

safe

ty a

nd h

ealth

com

mitte

e is

not necess

ary

, th

e p

ers

on in c

harg

e o

f la

bour

safe

ty a

ppoin

ted b

y the e

mplo

yer

shall c

arr

y o

ut its

typic

al

duties.

Art

icle

181.

Ñ The com

posi

tion,

typic

al

duties, and

opera

tion o

f th

e labour

safe

ty a

nd h

ealth c

om

mitte

e s

hall

be r

egula

ted b

y o

rder

of

the m

inis

ter

of

labour

and s

ocia

lso

lidari

ty.

CH

APTER I

II

Em

plo

ye

esÕ

pro

tec

tio

n b

y m

ea

ns o

f m

ed

ica

l se

rv

ice

s

Art

icle

182.Ñ T

he e

mplo

yers

shall e

nsu

re the e

mplo

yeesÕ

acc

ess

to the m

edic

al se

rvic

e o

f in

dust

rial m

edic

ine.

Art

icle

183.

Ñ (1

) The m

edic

al

serv

ice of

indust

rial

medic

ine c

an b

e a

n a

uto

nom

ous

serv

ice o

rganis

ed b

y t

he

em

plo

yer or a servic

e provid

ed by an em

plo

yersÕ

org

anis

ation.

(2)

The le

ngth

of

the w

ork

perf

orm

ed by th

e fa

cto

rydocto

r sh

all be calc

ula

ted dependin

g on th

e num

ber

of

em

plo

yees

of th

at em

plo

yer, a

ccord

ing to the law

.

Labour

Code

226

quest

ion, ta

kin

g i

nto

consi

dera

tion t

he c

rite

ria c

onsi

dere

dfo

r th

e a

nnual vocational tr

ain

ing p

lan a

nd the c

onditio

ns

of activity a

t th

e w

ork

pla

ce.

Art

icle

193.

Ñ The actu

al

vocational

train

ing m

odality

,th

e parti

esÕ

rig

hts

and obligati

ons,

the le

ngth

of

the

vocational tr

ain

ing, as

well a

s any o

ther

asp

ects

rela

ted t

oth

e vocational

train

ing sh

all m

ake th

e obje

ct

of

som

eri

ders

to the indiv

idual la

bour

contr

acts

.Art

icle

194.

Ñ (1

) If

th

e particip

ation in

vocational

train

ing c

ours

es

or

peri

ods

is initia

ted b

y the e

mplo

yer, a

llth

e expenses in

curred fo

r th

at

particip

ation shall be

covere

d b

y h

im.

(2)

If, under

the te

rms

stip

ula

ted under

para

gra

ph (1

),th

e p

art

icip

ation i

n v

ocational tr

ain

ing c

ours

es

or

peri

ods

involv

es

a p

art

ial in

terr

uption o

f activity, th

e p

art

icip

ating

em

plo

yee s

hall b

enefit

from

wage e

ntitlem

ents

as

follow

s:a)

if th

e part

icip

ation in

volv

es

the in

terr

uption of

the

em

plo

yeeÕs a

ctivity f

or

a p

eri

od n

ot

exceedin

g 2

5% o

f th

enorm

al le

ngth

of th

e w

ork

ing d

ay, he/s

he s

hall b

enefit, for

the e

ntire

dura

tion o

f th

e v

ocational tr

ain

ing, fr

om

the full

wages

corr

esp

ondin

g to

his

/her

posi

tion and offic

e,

with

all a

llow

ances, b

enefits

and a

dditio

ns

to them

;b)

if t

he p

art

icip

ation i

nvolv

es

the i

nte

rruption o

f t

he

em

plo

yeeÕs activity fo

r a peri

od exceedin

g 25 % of

the

norm

al

length

of

the w

ork

ing day,

he/s

he sh

all benefit

from

the b

asi

c w

ages

and, as

the c

ase

may b

e, th

e s

enio

rity

bonus.

(3) If t

he p

art

icip

ation in v

ocational tr

ain

ing c

ours

es

or

perio

ds in

volv

es a fu

ll in

terrupti

on of

acti

vit

y,

the

indiv

idual

labour contr

act

of

that

em

plo

yee shall be

susp

ended,

and he/s

he sh

all benefit

from

an allow

ance

paid

by th

e em

plo

yer,

as

stip

ula

ted in

th

e applicable

collective la

bour contr

act

or in

th

e in

div

idual

labour

contr

act, a

s th

e c

ase

may b

e.

(4)

For th

e perio

d of

indiv

idual

labour contr

act

susp

ensi

on accord

ing to

th

e pro

vis

ions

stip

ula

ted under

para

gra

ph (3), t

he e

mplo

yee s

hall b

enefit

from

senio

rity

in

that

job,

that

perio

d bein

g consi

dered as

a perio

d of

contr

ibution to the s

yst

em

of so

cial st

ate

insu

rance

.

Law

no. 53/2

003

229

a) th

e e

mplo

yeeÕs a

dju

stm

ent to

the r

equir

em

ents

of th

eposi

tion o

r w

ork

pla

ce;

b)

the em

plo

yee obta

inin

g pro

fess

ional

qualifications;

c)

the updating of

the know

ledge and sk

ills ty

pic

al

of

the p

osi

tion a

nd w

ork

pla

ce a

nd t

he i

mpro

vem

ent

of

the

vocational tr

ain

ing for

the b

asi

c o

ccupation;

d)

the vocational

retr

ain

ing cause

d by so

cia

l-econom

icre

stru

ctu

ring;

e)

the acquis

itio

n of

advanced know

ledge,

modern

meth

ods

and pro

cedure

s, needed fo

r accom

plish

ing th

evocational activitie

s;f) the p

revention o

f th

e r

isk o

f unem

plo

ym

ent;

g) th

e c

are

er

advancem

ent and d

evelo

pm

ent.

(2)

The vocational

train

ing and know

ledge ass

ess

ment

shall take p

lace b

ase

d o

n o

ccupational st

andard

s.Art

icle

189.Ñ The em

plo

yeesÕ vocational

train

ing sh

all

be a

chie

ved thro

ugh the follow

ing form

s:a) part

icip

ation in c

ours

es

org

anis

ed b

y the e

mplo

yer

or

by th

e provid

ers of

vocati

onal

train

ing servic

es in

Rom

ania

or

abro

ad;

b) peri

ods

of vocational adju

stm

ent to

the r

equir

em

ents

of th

e p

osi

tion o

r w

ork

pla

ce;

c) peri

ods

of pra

ctice a

nd s

pecia

lisa

tion in R

om

ania

and

abro

ad;

d) on-the-job a

ppre

nticesh

ip;

e) in

div

idual tr

ain

ing;

f) oth

er

train

ing fo

rms

agre

ed upon by th

e em

plo

yer

and the e

mplo

yee.

Art

icle

190.Ñ T

he e

mplo

yer

shall p

rovid

e the e

mplo

yees

with p

eri

odic

al access

to v

ocational tr

ain

ing.

Art

icle

191.

Ñ (1

) The em

plo

yer

who is

a le

gal

entity

shall prepare annual

vocati

onal

train

ing pla

ns,

aft

er

consu

ltin

g th

e tr

ade unio

n or, as

the case

m

ay be,

the

em

plo

yeesÕ r

epre

senta

tives.

(2) The v

ocational tr

ain

ing p

lan s

hall b

e a

n inte

gra

l part

of th

e a

pplicable

collective labour

contr

act.

(3)

The em

plo

yees

shall have th

e ri

ght

to be in

form

ed

about th

e c

onte

nts

of th

e v

ocational tr

ain

ing p

lan.

Art

icle

192.

Ñ The in

div

idual

vocational

train

ing sh

all

be s

et

up b

y t

he e

mplo

yer

togeth

er

with t

he e

mplo

yee i

n

Labour

Code

228

Art

icle

197.

Ñ The em

plo

yees

who have conclu

ded a

rider

to t

he indiv

idual la

bour

contr

act

in c

onnection w

ith

vocational

train

ing can re

ceiv

e,

apart

fr

om

th

e w

ages

corr

esp

ondin

g to

th

eir

jo

b,

oth

er

advanta

ges

in kin

d fo

rvocational tr

ain

ing.

CH

APTER I

I

Sp

ec

ial

co

ntr

ac

ts f

or v

oc

ati

on

al

tra

inin

g o

rg

an

ise

d b

yth

e e

mp

loye

r

Art

icle

198.

Ñ Specia

l contr

acts

fo

r vocational

train

ing

are

deem

ed the p

rofe

ssio

nal qualification c

ontr

act and the

vocational adju

stm

ent contr

act.

Art

icle

199.Ñ (1) A p

rofe

ssio

nal qualification c

ontr

act is

a contr

act

base

d on w

hic

h an em

plo

yee undert

akes

toattend th

e tr

ain

ing cours

es

org

anis

ed by th

e em

plo

yer

with a

vie

w to a

cquir

ing p

rofe

ssio

nal qualifications.

(2) Pro

fess

ional qualification c

ontr

acts

can b

e c

onclu

ded

by e

mplo

yees

over

16 y

ears

old

, w

ho h

ave n

ot

acquir

ed a

qualification or

have acquir

ed a qualification w

hic

h does

not allow

them

to k

eep their

job w

ith that em

plo

yer.

(3)

A profe

ssio

nal

quali

ficati

on contr

act

shall be

conclu

ded for

a p

eri

od o

f 6 m

onth

s to

2 y

ears

.Art

icle

200.Ñ (1) Pro

fess

ional qualification c

ontr

acts

can

only

be c

onclu

ded b

y e

mplo

yers

lic

ense

d t

o t

his

effect

by

the M

inis

try of

Labour and Socia

l Solidarity and th

eM

inis

try o

f Education a

nd R

ese

arc

h.

(2) The l

icensi

ng p

rocedure

, as

well a

s th

e c

ert

ific

ation

of

the pro

fess

ional

qualification sh

all be st

ipula

ted in

a

specia

l la

w.

Art

icle

201.Ñ A

vocational adju

stm

ent

contr

act

shall b

econclu

ded i

n v

iew

of

the b

egin

ners

Õ adju

stm

ent

to a

new

posi

tion, a n

ew

work

pla

ce, or

a n

ew

team

.(2

) A v

ocational adju

stm

ent

contr

act

shall b

e c

onclu

ded

at

the sa

me tim

e as

the in

div

idual

labour

contr

act

or, as

the c

ase

may b

e, w

hen t

he e

mplo

yee c

om

mences

work

in

the new

posi

tion,

the new

w

ork

pla

ce,

or

the new

te

am

,accord

ing to the law

.Art

icle

202.Ñ (1) The v

ocational adju

stm

ent

contr

act

isa contr

act

conclu

ded fo

r a lim

ited dura

tion,

whic

h sh

all

not exceed o

ne y

ear.

Law

no. 53/2

003

231

Art

icle

195.

Ñ (1

) The em

plo

yees

who have benefite

dfr

om

a vocational

train

ing cours

e or

peri

od exceedin

g 60

days

under

the term

s of

art

icle

194 (2) b) and (3) sh

all n

ot

be allow

ed to

re

quest

th

e te

rmin

ation of

the in

div

idual

labour

contr

act

for

a peri

od of

at

least

3 years

fr

om

th

edate

of

gra

duation of

the vocational

train

ing cours

es

or

peri

od.

(2)

The dura

tion of

the em

plo

yeeÕs obligation to

w

ork

for

the em

plo

yer

who covere

d th

e expense

s in

curr

ed fo

rth

e v

ocational tr

ain

ing, as

well a

s any o

ther

asp

ect

s re

late

dto

the e

mplo

yeeÕs o

bligations, s

ubse

quent to

the v

ocational

train

ing, sh

all b

e s

et up in a

rid

er

to the indiv

idual la

bour

contr

act.

(3)

The fa

ilure

by th

e em

plo

yee to

com

ply

w

ith th

eprovis

ion sti

pula

ted under paragraph (1

) shall cause

him

/her

to cover

all th

e expense

s in

curr

ed fo

r his

/her

vocati

onal

train

ing,

in proporti

on to

th

e perio

d not

work

ed f

rom

the p

eri

od e

stablish

ed a

ccord

ing to the r

ider

to the indiv

idual la

bour

contr

act.

(4)

The obligation st

ipula

ted under

para

gra

ph (3

) sh

all

also a

pply

to e

mplo

yees

who h

ave b

een d

ism

isse

d d

uri

ng

the perio

d esta

blished in

th

e rid

er,

for dis

cip

linary

reaso

ns, or

whose

in

div

idual

labour

contr

act

has

cease

ddue to

th

em

bein

g ta

ken in

to pre

ventive cust

ody fo

r a

peri

od e

xceedin

g 6

0 d

ays, b

ein

g s

ente

nced b

y m

eans

of

aju

dgm

ent, w

hic

h w

as

final, f

or

an o

ffence r

ela

ted t

o t

heir

job, as

well a

s if a

cri

min

al court

has

pla

ced o

n h

im/h

er

ate

mpora

ry or

perm

anent

inte

rdic

tion to

exerc

ise his

/her

pro

fess

ion.

Art

icle

196.

Ñ (1

) If th

e em

plo

yee has

the in

itia

tive of

part

icip

ating in a

n o

ff-the-job v

ocational tr

ain

ing form

, th

eem

plo

yer

shall re

vie

w th

e em

plo

yeeÕs re

quest

to

geth

er

wit

h th

e tr

ade unio

n or,

as th

e case m

ay be,

the

em

plo

yeesÕ r

epre

senta

tives.

(2)

The em

plo

yer

shall decid

e on th

e re

quest

file

d by

the em

plo

yee accord

ing to

para

gra

ph (1

) w

ithin

15 days

from

th

e re

ceip

t of

the re

quest

. At

the sa

me tim

e,

the

em

plo

yer

shall decid

e on th

e te

rms

under

whic

h he w

ill

allow

th

e em

plo

yee to

parti

cip

ate

in

th

e vocati

onal

train

ing f

orm

, in

clu

din

g w

heth

er

he w

ill cover

the c

ost

of

this

entire

ly o

r part

ially.

Labour

Code

230

Art

icle

206.Ñ T

he e

mplo

yer

license

d b

y the M

inis

try o

fLabour

and S

ocia

l Solidari

ty s

hall c

onclu

de t

he o

n-the-job

appre

nticesh

ip c

ontr

act.

Arti

cle

207.

Ñ (1

) There can be em

plo

yed as an

appre

ntice any young pers

on w

ho hold

s no pro

fess

ional

quali

ficati

on and w

ho,

by th

e begin

nin

g of

the

appre

nticesh

ip p

eri

od, has

not tu

rned 2

5 y

ears

of age.

(2)

An appre

ntice sh

all benefit

from

th

e pro

vis

ions

applicable

to the o

ther

em

plo

yees

unle

ss they a

re c

ontr

ary

to those

typic

al of th

e a

ppre

nticeÕs s

tatu

s.Art

icle

208.

Ñ The tim

e needed by th

e appre

ntice to

particip

ate

in theore

tica

l act

ivitie

s re

late

d to h

is/h

er voca

tional

train

ing s

hall b

e included in the n

orm

al w

ork

sch

edule

.Article

209.Ñ A

ppre

ntice

s are

pro

hib

ited fro

m p

erf

orm

ing:

a)

work under dif

ficult

, harm

ful, or dangerous

conditio

ns;

b) overt

ime;

c) nig

ht w

ork

.Art

icle

210.

Ñ The on-the-job appre

nticesh

ip contr

act

shall

com

pris

e,

besid

es th

e m

andato

ry provis

ions

stip

ula

ted in t

he indiv

idual la

bour

contr

act, t

he f

ollow

ing:

a) th

e m

ention o

f th

e p

ers

on w

ho is

to t

ake c

are

of

the

appre

nticeÕs tr

ain

ing,

called appre

nticesh

ip fo

rem

an,

and

the q

ualification there

of;

b)

the dura

tion needed fo

r obta

inin

g th

e qualification

in that tr

ade;

c) th

e b

enefits

in k

ind g

rante

d to the a

ppre

ntice in v

iew

of th

e p

rofe

ssio

nal qualification.

Art

icle

211.Ñ (1

) The appre

nticesh

ip fo

rem

an sh

all be

an em

plo

yee of

the em

plo

yer,

bein

g certi

fied fo

rappre

nticesÕ tra

inin

g.

(2)

The M

inis

try of

Labour

and Socia

l Solidari

ty sh

all

cert

ify the a

ppre

nticesh

ip fore

man.

Arti

cle

212.

Ñ (1

) The apprenti

ceÕs

abil

itie

s of

perfo

rm

ing th

e tr

ade fo

r w

hic

h he is

bein

g tr

ain

ed

thro

ugh t

he o

n-the-job a

ppre

nticesh

ip c

ontr

act

shall m

ake

the o

bje

ct of a fin

al check b

y the e

mplo

yer.

(2)

The e

mplo

yees

whose

vocational

train

ing h

as

made

the obje

ct

of

an on-the-job appre

nticesh

ip contr

act

shall

not

be o

bliged t

o c

over

the t

rain

ing e

xpense

s in

curr

ed b

yth

e e

mplo

yer.

Law

no. 53/2

003

233

(2) O

n t

he e

xpir

y o

f th

e v

ocational adju

stm

ent

contr

act

tim

e l

imit, th

e e

mplo

yee c

an b

e s

ubje

ct

to a

n a

ssess

ment

with a

vie

w to s

eein

g to w

hat exte

nt he/s

he c

an c

ope w

ith

the new

posi

tion,

new

w

ork

pla

ce,

or

new

te

am

w

here

he/s

he is

to w

ork

.Art

icle

203.Ñ (1) A tra

iner

shall c

arr

y o

ut th

e v

ocational

train

ing at

the em

plo

yerÕs

le

vel

by m

eans of

specia

lcontr

acts

.(2

) The tra

iner

shall b

e a

ppoin

ted b

y the e

mplo

yer

from

am

ongst

the qualifi

ed em

plo

yees,

wit

h a vocati

onal

experi

ence of

at

least

2 years

in

th

e field

in

w

hic

h th

evocational tr

ain

ing is

to take p

lace.

(3) A tra

iner

can p

rovid

e tra

inin

g, at th

e s

am

e tim

e, to

3em

plo

yees

at th

e m

ost

.(4

) The e

xerc

ise o

f th

e v

ocational tr

ain

ing a

ctivity s

hall

be inclu

ded in the tra

inerÕs

norm

al w

ork

schedule

.Art

icle

204.Ñ (1) The tra

iner

must

receiv

e, help

, in

form

,and guid

e th

e em

plo

yee th

roughout

the dura

tion of

the

specia

l vocational

train

ing contr

act, and su

perv

ise th

ecom

pliance w

ith th

e jo

b duties correspondin

g to

th

eposi

tion o

f th

e tra

inee.

(2)

The tr

ain

er

shall fa

cilitate

th

e co-o

pera

tion w

ith

oth

er

train

ing b

odie

s, a

nd p

art

icip

ate

in the a

ssess

ment of

the em

plo

yee havin

g benefite

d fr

om

vocational

train

ing.

CH

APTER I

II

On

-th

e-j

ob

ap

pre

nti

ce

sh

ip c

on

tra

ct

Art

icle

205. Ñ (

1)

An o

n-the-job a

ppre

nticesh

ip c

ontr

act

is a

part

icula

r ty

pe o

f in

div

idual la

bour

contr

act, b

ase

d o

nw

hic

h:

a)

the em

plo

yer,

as

a le

gal

or natu

ral

entity

, sh

all

underta

ke to

provid

e th

e apprenti

ce w

ith vocati

onal

train

ing in a

cert

ain

tra

de, besi

des

the p

aym

ent

of

wages;

b)

the appre

ntice undert

akes

to attend th

e vocational

train

ing cours

es

and to

w

ork

as

a su

bord

inate

of

that

em

plo

yer.

(2)

The on-the-job apprenticeship

contr

act

shall be

conclu

ded fo

r a lim

ited dura

tion, w

hic

h cannot

exceed 3

years

.

Labour

Code

232

adopte

d b

y m

eans

of a d

em

ocra

tic p

rocedure

, accord

ing to

the law

.Art

icle

218.

Ñ The tr

ade unio

ns

shall part

icip

ate

by

means

of

their

ow

n r

epre

senta

tives, a

ccord

ing t

o t

he l

aw

,in

negotiations

and th

e conclu

sion of

collective la

bour

contr

acts

, in

ta

lks or agreem

ents

w

ith th

e publi

cauth

ori

ties

and t

he e

mplo

yers

Õ org

anis

ations, a

s w

ell a

s in

the s

tructu

res

typic

al of th

e s

ocia

l dia

logue.

Art

icle

219.Ñ T

he t

rade u

nio

ns

can b

ecom

e a

ssocia

ted

freely

, accord

ing to the law

, in

federa

tions, c

onfe

dera

tions,

or

terr

itori

al unio

ns.

Art

icle

220.Ñ T

he e

xerc

ise o

f th

e t

rade u

nio

n r

ight

by

the em

plo

yees shall be recognis

ed at

the le

vel

of

all

em

plo

yers

, obse

rvin

g t

he r

ights

and f

reedom

s guara

nte

ed

in t

he C

onst

itution a

nd in c

om

pliance w

ith t

he p

rovis

ions

of th

e p

rese

nt code a

nd o

f th

e s

pecia

l la

ws.

Arti

cle

221.

Ñ (1

) Any in

terventi

on by th

e public

auth

ori

ties

liable

to

lim

it th

e tr

ade unio

n ri

ghts

or

topre

vent th

eir

law

ful exerc

ise s

hall b

e p

rohib

ited.

(2) Also, all inte

rfere

nce b

y the e

mplo

yers

or

em

plo

yers

Õorganis

ati

ons,

eit

her dir

ectl

y or by m

eans of

their

repre

senta

tives

or

mem

bers

, in

the e

stablish

ment

of

trade

unio

ns or in

th

e exercis

e of

their

rig

hts

shall

be

pro

hib

ited.

Art

icle

222.

Ñ At

the re

quest

of

their

m

em

bers

, th

etr

ade u

nio

ns

can r

epre

sent th

em

in c

onflic

ts o

f ri

ghts

.Art

icle

223.

Ñ (1

) The re

pre

senta

tives

ele

cte

d in

th

em

anagem

ent bodie

s of

the tra

de u

nio

ns

shall b

e p

rote

cte

dby t

he law

again

st a

ll f

orm

s of

conditio

nin

g, const

rain

t or

lim

itation o

f th

e e

xerc

ise o

f th

eir

functions.

(2) For

the d

ura

tion o

f th

eir

offic

e, as

well a

s fo

r 2 y

ears

after

its

term

ination,

the re

pre

senta

tives

ele

cte

d in

th

etr

ade unio

n m

anagem

ent

bodie

s cannot

be dis

mis

sed fo

rre

aso

ns

not

connecte

d w

ith th

e em

plo

yeeÕs pers

on,

for

bein

g pro

fess

ionally unfit, or

for

reaso

ns

rela

ted to

th

eoffic

e r

eceiv

ed fro

m the e

mplo

yees

in the c

om

pany.

(3)

Oth

er

steps

for

pro

tecting th

e pers

ons

ele

cte

d in

trade unio

n m

anagem

ent

bodie

s sh

all be provid

ed in

specia

l la

ws and in

th

e applicable

collecti

ve la

bour

contr

act.

Law

no. 53/2

003

235

Artic

le 2

13.Ñ T

he c

ontr

ol of th

e o

n-the-job a

ppre

ntice

ship

act

ivity, th

e a

ppre

ntice

Õs sta

tus, the c

onclusion a

nd e

xecu

tion

of

the on-the-job appre

ntice

ship

co

ntr

act

, th

e lice

nsing of

em

plo

yers fo

r conclu

din

g on-the-job apprenti

ceship

contr

act

s, th

e ce

rtific

ation of

the appre

ntice

ship

fo

rem

an,

the final

check

of

the appre

ntice

Õs abilitie

s, as

well as

any

oth

er aspects

rela

ted to

th

e on-the-job apprenticesh

ipco

ntr

act

shall b

e r

egula

ted b

y a

speci

al la

w.

TITLEVII

So

cia

l d

ialo

gu

e

CH

APTER I

Ge

ne

ra

l p

ro

vis

ion

s

Art

icle

214.Ñ T

o e

nsu

re the c

lim

ate

of st

ability a

nd s

oci

al

peace

, th

e law

shall r

egula

te the m

odalities

of co

nsu

ltations

and p

erm

anent dia

logue b

etw

een the s

oci

al part

ners

.Art

icle

215.

Ñ The Econom

ic and Socia

l Council is

a

trip

arti

te,

auto

nom

ous public in

sti

tuti

on of

nati

onal

inte

rest

, est

ablish

ed f

or

the p

urp

ose

of

facilitating n

ation-

wid

e s

ocia

l dia

logue.

Art

icle

216.

Ñ W

ithin

m

inis

trie

s and pre

fectÕs

offic

es,

accordin

g to

th

e la

w,

consult

ati

ve socia

l-dia

logue

com

mis

sio

ns

shall

operate

am

ong

the

publi

cadm

inis

tration, tr

ade u

nio

ns, a

nd e

mplo

yers

Õ org

anis

ation.

CH

APTER I

I

Tra

de

un

ion

s

Art

icle

217.

Ñ (1

) The tr

ade unio

ns

are

in

dependent

legal entities, w

ithout a p

atr

imony p

urp

ose

, est

ablish

ed for

the p

urp

ose

of defe

ndin

g a

nd p

rom

oting the c

ollective a

nd

indiv

idual

rights

, as

well as

the pro

fess

ional, econom

ic,

socia

l, cultura

l, and sp

ort

ing in

tere

sts

of

their

m

em

bers

.(2

) A specia

l la

w shall regula

te th

e te

rm

s and th

epro

cedure

for

trade u

nio

ns

acquir

ing legal st

atu

s.(3

) The t

rade u

nio

ns

shall h

ave t

he r

ight

to r

egula

te, in

their

ow

n sta

tute

s,

their

m

anner of

organis

ati

on,

ass

ocia

tion and adm

inis

tration,

pro

vid

ed th

e st

atu

tes

are

Labour

Code

234

d)

to notify

th

e la

bour

insp

ecto

rate

about

the non-

obse

rvance o

f th

e p

rovis

ions

of

the law

and the a

pplicable

collective labour

contr

act.

Arti

cle

227.

Ñ

The

duti

es

of

the

em

plo

yeesÕ

repre

senta

tive, th

e w

ay these

are

met, a

s w

ell a

s th

e length

and lim

its

of

their

te

rm of

off

ice sh

all be est

ablish

ed

duri

ng t

he e

mplo

yeesÕ g

enera

l m

eetings, a

ccord

ing t

o t

he

law

. Article

228.

Ñ The tim

e devote

d to

th

e em

plo

yeesÕ

repre

senta

tives

in v

iew

of

carr

yin

g o

ut

the t

erm

of

offic

esh

all be 20 hours

per

month

and sh

all be deem

ed as

actu

al w

ork

ing tim

e, bein

g p

aid

accord

ingly

.Art

icle

229.

Ñ D

uri

ng th

e exerc

ise of

their

te

rm of

off

ice,

the em

plo

yeesÕ

representa

tives shall

not

be

dis

mis

sed fo

r re

aso

ns

not

connecte

d w

ith th

e em

plo

yeeÕs

person,

for bein

g profe

ssio

nally unfi

t, or fo

r reaso

ns

rela

ted to the c

arr

yin

g o

ut of th

e term

of offic

e.

CH

APTER I

V

Em

plo

ye

rsÕ

org

an

isa

tio

ns

Arti

cle

230.

Ñ The ow

ner,

called em

plo

yer

in th

epre

sent code, is

a r

egis

tere

d legal entity

or

a n

atu

ral entity

cert

ifie

d a

ccord

ing t

o t

he law

, w

ho m

anages

and u

ses

the

capit

al, ir

respecti

ve of

its kin

d,

for th

e purpose of

obta

inin

g a pro

fit

under

conditio

ns

of

com

petition,

and

who e

mplo

ys

paid

work

.Art

icle

231.

Ñ (1

) The em

plo

yersÕ

organis

ations

are

auto

nom

ous organis

ati

ons of

the ow

ners,

wit

hout

apolitical chara

cte

r, e

stablish

ed a

s pri

vate

law

legal entities,

without a p

atr

imony p

urp

ose

.(2

) The em

plo

yerÕs

organis

ati

ons can consti

tute

em

plo

yers

Õ unio

ns, fe

dera

tions, confe

dera

tions, or

oth

er

ass

ocia

tive s

tructu

res.

Art

icle

232.Ñ (1) The e

mplo

yers

Õ org

anisations

repre

sent,

support

, and d

efe

nd the inte

rest

s of th

eir m

em

bers

in their

rela

tionsh

ips

with t

he p

ublic

auth

orities, t

rade u

nio

ns

and

oth

er

legal and n

atu

ral entities, d

ependin

g o

n the o

ject

and

purp

ose

of

their act

ivity,

acc

ord

ing to

th

eir ow

n st

atu

tes

and the p

rovisio

ns

of th

e law

.

Law

no. 53/2

003

237

CH

APTER I

II

Em

plo

ye

esÕ

re

pre

se

nta

tiv

es

Art

icle

224.Ñ (

1)

With e

mplo

yers

where

no m

ore

than

20 em

plo

yees

exis

t and if none of

them

is

a tr

ade unio

nm

em

ber, their

inte

rest

s can b

e p

rom

ote

d a

nd d

efe

nded b

yth

eir

re

pre

senta

tives, sp

ecia

lly ele

cte

d and auth

ori

sed fo

rth

is p

urp

ose

.(2

) The em

plo

yeesÕ re

pre

senta

tives

shall be ele

cte

d in

the em

plo

yeesÕ genera

l m

eeting,

base

d on th

e vote

by at

least

half o

f th

e tota

l num

ber

of em

plo

yees.

(3)

The em

plo

yeesÕ re

pre

senta

tives

shall not

carr

y out

activitie

s w

hic

h are

, accord

ing to

th

e la

w,

exclu

sive to

trade u

nio

ns.

Art

icle

225.

Ñ (1

) As

em

plo

yeesÕ re

pre

senta

tives

there

can b

e e

lecte

d the e

mplo

yees

who h

ave turn

ed 2

1 y

ears

of

age and have w

ork

ed w

ith th

e em

plo

yer

for

at

least

one

year

without in

terr

uptions.

(2)

The conditio

n of

the le

ngth

of

serv

ice st

ipula

ted

under

para

gra

ph (1) is

not

requir

ed t

o t

he e

lection o

f th

eem

plo

yeesÕ

representa

tives

in

new

ly

esta

bli

shed

com

panie

s.(3

) The num

ber

of

ele

cte

d em

plo

yeesÕ re

pre

senta

tives

shall be m

utu

ally agre

ed upon w

ith th

e em

plo

yer, in

rela

tion to the n

um

ber

of his

em

plo

yees.

(4)

The le

ngth

of

the te

rm of

offic

e of

the em

plo

yeesÕ

repre

senta

tives

shall n

ot exceed 2

years

.Art

icle

226. Ñ T

he e

mplo

yeesÕ r

epre

senta

tives

shall h

ave

the follow

ing m

ain

duties:

a)

to s

ee t

hat

the e

mplo

yeesÕ r

ights

are

com

plied w

ith,

in a

ccord

ance w

ith t

he l

egis

lation i

n f

orc

e, th

e a

pplicable

collective l

abour

contr

act, t

he i

ndiv

idual

labour

contr

acts

,and the c

om

panyÕs r

ule

s and r

egula

tions;

b)

to part

icip

ate

in

th

e dra

win

g up of

the com

panyÕs

rule

s and r

egula

tions;

c)

to prom

ote

th

e em

plo

yeesÕ

inte

rests

concernin

gw

ages,

work conditio

ns,

workin

g tim

e and rest

tim

e,

labour sta

bil

ity,

as w

ell

as any oth

er profe

ssio

nal,

econom

ic

and

socia

l in

terests

rela

ted

to

labour

rela

tionsh

ips;

Labour

Code

236

(3)

When negotiating th

e cla

use

s and conclu

din

g th

ecollective la

bour

contr

acts

, th

e part

ies

shall be equal

and

free.

(4)

The coll

ecti

ve la

bour contr

acts

, conclu

ded in

com

pliance w

ith the p

rovis

ions

of

the law

, sh

all c

onst

itute

the law

of th

e p

art

ies.

Art

icle

237.Ñ T

he p

art

ies, t

heir

repre

senta

tion, and t

he

pro

cedure

fo

r negotiating and conclu

din

g th

e collective

labour

contr

acts

, sh

all b

e e

stablish

ed a

ccord

ing to the law

.Art

icle

238.

Ñ (1

) The collective la

bour

contr

acts

sh

all

not

conta

in cla

use

s w

hic

h se

t up ri

ghts

at

a lo

wer

level

than th

e one se

t up in

th

e collective la

bour

contr

acts

conclu

ded a

t a h

igher

level.

(2)

The in

div

idual

labour

contr

acts

sh

all not

conta

incla

use

s se

ttin

g u

p r

ights

at

a low

er

level th

an t

he o

ne s

et

up in the c

ollective labour

contr

acts

.(3

) W

hen c

onclu

din

g t

he c

ollective l

abour

contr

act, t

he

pro

vis

ions

of

the la

w concern

ing th

e em

plo

yeesÕ ri

ghts

shall h

ave a

min

imum

level.

Art

icle

239.

Ñ The pro

vis

ions

of

the collective la

bour

contr

act

shall cause

effects

fo

r all em

plo

yees, ir

resp

ective

of th

eir

date

of em

plo

ym

ent or

affilia

tion to a

tra

de u

nio

n.

Art

icle

240.Ñ (1) The c

ollective labour

contr

acts

can b

econclu

ded at

the le

vel

of

the em

plo

yers,

branches of

activity, or

at a n

ational le

vel.

(2) The c

ollective labour

contr

acts

can a

lso b

e c

onclu

ded

at

the le

vel

of

gro

ups

of

em

plo

yers

, here

inaft

er

called

gro

ups

of em

plo

yers

.Art

icle

241.

Ñ (1

) The cla

use

s of

the collective la

bour

contr

acts

shall c

ause

effects

as

follow

s:a)

for all em

plo

yerÕs

em

plo

yees, in

th

e case

of

the

collective labour

contr

acts

conclu

ded a

t su

ch level;

b) fo

r all e

mplo

yees

hir

ed b

y e

mplo

yers

who b

elo

ng t

oth

e gro

up of

em

plo

yers

fo

r w

hic

h th

e collective la

bour

contr

act has

been c

onclu

ded a

t th

is level;

c)

for

all em

plo

yees

hir

ed by all th

e em

plo

yers

in

th

ebra

nch o

f activity f

or

whic

h t

he c

ollective labour

contr

act

has

been c

onclu

ded a

t th

is level;

d)

for

all em

plo

yees

hir

ed by all th

e em

plo

yers

in

th

ecountr

y, in

th

e case

of

the collective la

bour

contr

act

at

anational le

vel.

Law

no. 53/2

003

239

(2)

At

the re

quest

of

their

m

em

bers

, th

e em

plo

yers

Õorg

anis

ations

can r

epre

sent

them

in t

he e

vent

of

conflic

tsof ri

ghts

.Arti

cle

233.

Ñ

The

law

again

st

all

fo

rm

s

of

dis

cri

min

ation,

conditio

nin

g,

const

rain

t or

lim

itation of

the exerc

ise of

their

fu

nctions

shall pro

tect

the m

em

bers

of

the ele

cte

d m

anagem

ent

bodie

s of

the em

plo

yersÕ

org

anis

ations.

Art

icle

234.

Ñ The em

plo

yers

Õ org

anis

ations

shall be

socia

l partn

ers in

coll

ecti

ve la

bour rela

tionship

s,

part

icip

ating,

by m

eans

of

their

ow

n re

pre

senta

tives, in

the negoti

ati

on and conclu

din

g of

collecti

ve la

bour

contr

acts

, in

ta

lks and agreem

ents

w

ith th

e publi

cauth

orit

ies and th

e tr

ade unio

ns,

as w

ell as in

th

est

ructu

res

typic

al of th

e s

ocia

l dia

logue.

Art

icle

235.

Ñ (1

) The est

ablish

ment

and opera

tion of

em

plo

yers

Õ ass

ocia

tions, as

well as

the exerc

ise of

their

rights

and o

bligations, s

hall b

e r

egula

ted b

y the law

.(2

) Any i

nte

rvention b

y t

he p

ublic a

uth

ori

ties, w

hic

h i

slikely

to

lim

it th

e exercis

e of

em

plo

yersÕ

rig

hts

or to

pre

vent th

eir

law

ful exerc

ise, sh

all b

e p

rohib

ited.

(3)

Any in

terf

ere

nce by th

e em

plo

yees

or

the tr

ade

unio

n,

dir

ectly or

by m

eans

of

their

re

pre

senta

tives

or

trade u

nio

n m

em

bers

, in

the e

stablish

ment

of

em

plo

yers

Õass

ocia

tions

or

in t

he e

xerc

ise o

f th

eir

rig

hts

shall a

lso b

epro

hib

ited.

TITLE VIII

Co

llecti

ve lab

ou

r co

ntr

acts

Art

icle

236.

Ñ (1

) The collective la

bour

contr

act

is th

eagreem

ent

conclu

ded in

a w

rit

ten fo

rm

betw

een th

eem

plo

yer

or

the e

mplo

yers

Õ org

anis

ation, on the o

ne h

and,

and t

he e

mplo

yees, r

epre

sente

d b

y t

he t

rade u

nio

ns

or

inany o

ther

manner

stip

ula

ted b

y t

he l

aw

, on t

he o

ther, b

ym

eans

of

whic

h cla

use

s are

se

t up concern

ing th

e w

ork

conditio

ns, the w

ages, a

s w

ell a

s oth

er

rights

and lia

bilitie

sderi

vin

g fro

m the labour

rela

tionsh

ips.

(2) The c

ollective n

egotiation is

mandato

ry, except w

hen

the e

mplo

yer

has

less

than 2

1 e

mplo

yees.

Labour

Code

238

the negotiations

for

the collective la

bour

contr

acts

are

conflic

ts re

ferr

ing to

em

plo

yeesÕ pro

fess

ional, so

cia

l, or

econom

ic inte

rest

s, c

alled c

onflic

ts o

f in

tere

sts.

(3)

The i

ndust

rial

conflic

ts w

hose

obje

ct

is t

he e

xerc

ise

of

som

e rig

hts

or th

e m

eeti

ng of

certa

in obligati

ons

deri

vin

g fr

om

la

ws

or

oth

er

regula

tions, as

well as

from

the collective or

indiv

idual

labour

contr

acts

are

co

nflic

tsre

ferr

ing to the e

mplo

yeesÕ r

ights

, called c

onflic

ts o

f ri

ghts

.Art

icle

249.

Ñ The pro

cedure

fo

r re

solv

ing in

dust

rial

conflic

ts s

hall b

e s

et by a

specia

l la

w.

CH

APTER I

I

Str

ike

Art

icle

250.

Ñ The em

plo

yees

shall have th

e ri

ght

tostr

ike w

ith a vie

w to

defe

ndin

g th

eir

profe

ssio

nal,

econom

ic, and s

ocia

l in

tere

sts.

Arti

cle

251.

Ñ (1

) A str

ike m

eans a volu

nta

ry or

collective c

ess

ation o

f w

ork

by the e

mplo

yees.

(2) The e

mplo

yeesÕ p

art

icip

ation in the s

trik

e is

free. No

em

plo

yee s

hall b

e c

onst

rain

ed t

o p

art

icip

ate

in a

str

ike o

rnot. (3

) The lim

itation or

pro

hib

itio

n of

the ri

ght

to st

rike

can only

ta

ke pla

ce in

th

e case

s and fo

r th

e em

plo

yee

cate

gori

es

expre

ssly

stipula

ted b

y the law

.Art

icle

252.Ñ T

he p

art

icip

ation in a

str

ike, as

well a

s its

org

anis

ation in a

ccord

ance w

ith t

he law

, sh

all n

ot m

ean a

vio

lation o

f th

e e

mplo

yeesÕ o

bligations

and c

annot have a

sa consequence dis

cip

linary sancti

ons again

st

the

em

plo

yees

on s

trik

e o

r th

e o

rganis

ers

of th

e s

trik

e.

Art

icle

253.Ñ T

he m

anner

in w

hic

h t

he r

ight

to s

trik

eis

exerc

ised, th

e o

rganis

ation, th

e s

tart

and the p

rogre

ss o

fth

e st

rike, th

e pro

cedure

s pri

or

to th

e st

art

of

the st

rike,

the su

spensi

on and te

rmin

ation of

the st

rike,

as

well as

oth

er

asp

ects

rela

ted t

o t

he s

trik

e s

hall b

e r

egula

ted b

y a

specia

l la

w.

TITLE X

Facto

ry In

sp

ecto

rate

Art

icle

254.

Ñ The im

ple

menta

tion of

the genera

l and

specia

l re

gula

tions

in th

e field

of

labour

rela

tionsh

ips,

Law

no. 53/2

003

241

c. 16

(2)

At

each o

f th

e l

evels s

tipula

ted u

nder

art

icle

240, a

single

collective labour

contr

act sh

all b

e c

onclu

ded.

Art

icle

242.

Ñ The collective la

bour

contr

act

shall be

conclu

ded fo

r a lim

ited peri

od,

whic

h cannot

be of

less

than 1

2 m

onth

s, o

r fo

r th

e d

ura

tion o

f a c

ert

ain

work

.Art

icle

243.Ñ (1) The e

xecution o

f th

e c

ollective labour

contr

act sh

all b

e m

andato

ry for

the p

art

ies.

(2)

The fa

ilure

to

m

eet

the obligations

ass

um

ed in

th

ecollective labour

contr

act enta

ils

the lia

bility o

f th

e p

art

ies

whic

h a

re to b

lam

e for

this

.Article

244.

Ñ The cla

uses of

the collective la

bour

contr

act

can be am

ended th

roughout

its executi

on,

accord

ing to

th

e la

w,

whenever

the part

ies

agre

e to

do

this

. Art

icle

245.

Ñ The collective la

bour

contr

act

shall be

term

inate

d:

a) at th

e e

nd o

f th

e tim

e lim

it o

r w

ork

for

whic

h it has

been conclu

ded,

unle

ss th

e part

ies

agre

e to

exte

nd th

eperi

od for

its

imple

menta

tion;

b)

on th

e date

of

the em

plo

yerÕs

dis

solu

tion or

legal

liquid

ation;

c) base

d o

n the p

art

iesÕ c

onse

nt.

Art

icle

246.

Ñ The im

ple

menta

tion of

the collective

labour

contr

act

can be su

spended base

d on th

e part

iesÕ

wilfu

l agre

em

ent or

in c

ase

of abso

lute

necess

ity.

Art

icle

247.Ñ I

f, a

t th

e l

evel

of

an e

mplo

yer, g

roup o

fem

plo

yers

, or

at

the bra

nch le

vel, th

ere

is

no collective

labour

contr

act, the c

ollective labour

contr

act conclu

ded a

ta h

igher

level sh

all a

pply

. TITLE IX

Ind

ustr

ial co

nfl

icts

CH

APTER I

Ge

ne

ra

l p

ro

vis

ion

s

Art

icle

248.

Ñ (1

) An in

dust

ria

l conflic

t m

eans

any

dis

agre

em

ent

betw

een th

e so

cia

l part

ners

, in

th

eir

w

ork

rela

tionsh

ips.

(2)

The in

dustr

ial

confl

icts

w

hose obje

ct

is th

eest

ablish

ment

of

the w

ork

conditio

ns

on th

e occasi

on of

Labour

Code

240

(3)

The actu

al

manner in

w

hic

h each em

plo

yee is

info

rmed about

the conte

nts

of

the com

panyÕs ru

les

and

regula

tions

shall b

e s

et in

the c

ollective labour

contr

act or,

as

the c

ase

may b

e, in

the c

onte

nts

of th

e c

om

panyÕs r

ule

sand r

egula

tions.

(4)

The com

panyÕs

rule

s and regula

tions shall be

dis

pla

yed a

t th

e e

mplo

yerÕs

head o

ffic

e.

Art

icle

260.

Ñ Any am

endm

ent

in th

e conte

nts

of

the

com

panyÕs ru

les

and re

gula

tions

shall be su

bje

ct

to th

enotification p

rocedure

s st

ipula

ted u

nder

art

icle

259.

Art

icle

261.

Ñ (1

) Any in

tere

sted em

plo

yee can notify

the e

mplo

yer

about

the p

rovis

ions

of

the c

om

panyÕs r

ule

sand re

gula

tions

as

far

as

it is

m

ade th

e pro

of

of

the

vio

lation o

f one o

f his

/her

rights

.(2

) The c

heck

of

the law

fuln

ess

of

the p

rovisio

ns

of

the

com

panyÕs r

ule

s and r

egula

tions

shall b

e in the jurisd

iction

of th

e c

ourt

s of la

w, w

hic

h s

hall b

e n

otified w

ithin

30 d

ays

from

th

e date

of

the em

plo

yerÕs

answ

er

concern

ing th

eso

lution to the n

otifica

tion filed u

nder

para

gra

ph (1).

Art

icle

262.

Ñ (1

) The dra

win

g up of

the com

panyÕs

rule

s and re

gula

tions

at

the le

vel

of

each em

plo

yer

shall

be d

one w

ithin

60 d

ays

from

the d

ate

of com

ing into

forc

eof th

e p

rese

nt code.

(2)

In th

e case of

em

plo

yers esta

blished aft

er th

ecom

ing in

to fo

rce of

the pre

sent

code,

the 60-d

ay tim

elim

it s

tipula

ted u

nder

para

gra

ph (1) sh

all s

tart

on t

he d

ay

when they a

cquir

e legal pers

onality

.

CH

APTER I

I

Dis

cip

lin

ary l

iab

ilit

y

Art

icle

263.Ñ (1) The e

mplo

yer

shall h

ave a

dis

cip

linary

pre

rogative, bein

g e

ntitled t

o a

pply

, accord

ing t

o t

he l

aw

,dis

cip

linary

sa

nctions

onto

his

em

plo

yees

whenever

he

finds

they h

ave c

om

mitte

d a

n infr

action o

f dis

cip

line.

(2) An infr

action o

f dis

cip

line is

a d

eed r

ela

ted to w

ork

,w

hic

h consis

ts of

an acti

on or non-a

cti

on guil

tily

perf

orm

ed by an em

plo

yee,

who has

thus

vio

late

d th

epro

vis

ions

of th

e law

, th

e c

om

panyÕs r

ule

s and r

egula

tions,

the indiv

idual la

bour

contr

act or

the a

pplicable

indiv

idual

labour

contr

act, the law

ful ord

ers

and d

ecis

ions

of

his

/her

superi

ors

.

Law

no. 53/2

003

243

labour

safe

ty and health is

su

bje

ct

to th

e contr

ol

of

the

Facto

ry In

specto

rate

, as

a sp

ecia

lise

d body of

the centr

al

public adm

inis

tration,

havin

g a le

gal

statu

s, under

the

Min

istr

y o

f Labour

and S

ocia

l Solidari

ty.

Arti

cle

255.

Ñ Territ

oria

l fa

cto

ry in

specto

rate

s,

org

anis

ed in

each county

and in

Buchare

st m

unic

ipality

,sh

all b

e s

ubord

inate

d to the F

acto

ry I

nsp

ecto

rate

.Arti

cle

256.

Ñ A specia

l la

w shall

regula

te th

eest

ablish

ment and o

rganisation o

f th

e F

act

ory

Insp

ect

ora

te.

TITLE XI

Leg

al liab

ilit

y

CH

APTER I

Co

mp

an

yÕs

ru

les a

nd

re

gu

lati

on

s

Art

icle

257. Ñ T

he e

mplo

yer

shall d

raw

up the c

om

panyÕs

rule

s and re

gula

tions

after

consu

ltations

with th

e tr

ade

unio

n o

r th

e e

mplo

yeesÕ r

epre

senta

tives, a

s th

e c

ase

may b

e.

Art

icle

258.Ñ T

he inte

rnal re

gula

tions

shall c

om

pri

se a

tle

ast

the follow

ing c

ate

gori

es

of pro

vis

ions:

a) ru

les

on labour

pro

tection, hygie

ne, and s

afe

ty w

ithin

the c

om

pany;

b)

rule

s on th

e obse

rvance of

the pri

ncip

le of

non-

dis

crim

inati

on and rem

oval

of

all fo

rm

s of

dig

nit

yvio

lation;

c)

rig

hts

and obli

gati

ons of

the em

plo

yer and

em

plo

yees;

d)

the pro

cedure

fo

r so

lvin

g th

e em

plo

yeesÕ in

div

idual

request

s or

com

pla

ints

;e) actu

al ru

les

on labour

dis

cip

line in the c

om

pany;

f) m

isbehavio

ur

and a

pplicable

sanctions;

g) ru

les

concern

ing the d

iscip

linary

pro

cedure

;h) m

odalities

for

imple

menting o

ther

typic

al pro

vis

ions

of th

e law

or

contr

act.

Art

icle

259.Ñ (1

) The com

panyÕs ru

les

and re

gula

tions

shall b

e n

otified to the e

mplo

yeesÕ k

now

ledge thro

ugh the

good o

ffic

es

of

the e

mplo

yer

and s

hall s

tart

its

effects

on

the e

mplo

yees

from

the tim

e o

f su

ch n

otification.

(2) The e

mplo

yer

shall h

ave the o

bligation to info

rm the

em

plo

yees

about

the c

onte

nts

of

the c

om

panyÕs r

ule

s and

regula

tions.

Labour

Code

242

(3)

The em

plo

yeeÕs

fa

ilure to

com

e to

th

e m

eeting

sum

moned under paragraph (2

) w

ithout

an obje

ctive

reason shall entitle th

e em

plo

yer to

order sanctions,

without th

e p

relim

inary

dis

cip

linary

inquir

y.

(4)

Duri

ng th

e pre

lim

inary

dis

cip

linary

in

quir

y,

the

em

plo

yee s

hall h

ave the r

ight to

form

ula

te a

nd s

upport

all

evid

ence in

his

/her

defe

nce,

and to

offer

the pers

on in

charg

e of

the in

quir

y all th

e evid

ence and m

otivations

he/s

he d

eem

s necess

ary

, as

well a

s th

e r

ight to

be a

ssis

ted,

at

his

/her

request

, by a

repre

senta

tive o

f th

e t

rade u

nio

nw

hose

mem

ber

he/s

he is.

Arti

cle

268.

Ñ (1

) The em

plo

yer shall

order th

eim

ple

menta

tion o

f th

e d

iscip

linary

sanction b

y m

eans

of a

wri

tten ord

er, w

ithin

30 cale

ndar

days

from

th

e date

of

learn

ing about

the in

fraction of

dis

cip

line,

but

no la

ter

than 6

month

s fr

om

the d

ate

the d

eed w

as

com

mitte

d.

(2)

Under

the s

anction o

f abso

lute

nullity, th

e d

ecis

ion

shall c

om

pri

se in a

mandato

ry m

anner:

a) th

e d

esc

ription o

f th

e d

eed r

epre

senting a

n infr

action

of dis

cip

line;

b)

the m

ention of

the provis

ions of

the personnel

statu

te, th

e c

om

panyÕs r

ule

s and r

egula

tions, o

r applicable

collective labour

contr

act, w

hic

h h

ave b

een v

iola

ted b

y the

em

plo

yee;

c)

the reasons fo

r w

hic

h th

e defe

ndin

g argum

ents

subm

itte

d by th

e em

plo

yee durin

g th

e preli

min

ary

dis

cip

linary

inquir

y h

ave b

een d

isre

gard

ed, or

the r

easo

ns

for

whic

h,

under

the te

rms

of

art

icle

267 (3

), no su

ch

inquir

y h

as

been c

arr

ied o

ut;

d)

the de ju

regro

unds

of

the dis

cip

linary

sa

nction

applied;

e)

the te

rm

w

ithin

w

hic

h th

e sancti

on can be

challenged;

f) the c

om

pete

nt court

of la

w b

efo

re w

hic

h the s

anction

can b

e c

hallenged.

(3)

The sancti

on decis

ion shall be noti

fied to

th

eem

plo

yee w

ithin

5 cale

ndar

days

at

the la

test

fr

om

th

edate

of its

issu

ance a

nd s

hall c

ause

effects

fro

m the d

ate

of

notification.

(4)

The noti

ficati

on shall

be handed over to

th

eem

plo

yee him

self/h

ers

elf,

again

st si

gnatu

re of

receip

t, or

Law

no. 53/2

003

245

Art

icle

264.

Ñ (1

) The dis

cip

linary

sa

nctions

that

the

em

plo

yer

can a

pply

if th

e e

mplo

yee c

om

mits

an infr

action

of dis

cip

line s

hall b

e:

a) a w

ritten w

arn

ing;

b) th

e s

usp

ensi

on o

f th

e indiv

idual la

bour

contr

act fo

r a

peri

od w

hic

h c

annot exceed 1

0 w

ork

ing d

ays;

c)

dem

otion, w

ith w

ages

corr

esp

ondin

g to

th

e posi

tion

to w

hic

h th

e dem

otion has

taken pla

ce,

for

a dura

tion

whic

h c

annot exceed 6

0 d

ays;

d) a r

eduction in the b

asi

c w

ages

for

a d

ura

tion o

f 1 to

3 m

onth

s, b

y 5

Ñ10%;

e)

a re

duction in

th

e basi

c w

ages

and/o

r, as

the case

may b

e, in

the m

anagem

ent allow

ance for

a p

eri

od o

f 1 to

3 m

onth

s, b

y 5

Ñ10%;

f) te

rmin

ation of

the in

div

idual

labour

contr

act

for

dis

cip

linary

reaso

ns.

(2)

If,

by m

eans

of

vocational

statu

tes

appro

ved in

a

specia

l la

w,

anoth

er

sanction re

gim

e is

est

ablish

ed,

the

latter

shall a

pply

.Art

icle

265.Ñ (1) Dis

cip

linary

fin

es

are

pro

hib

ited.

(2)

Only

one sa

nction can be applied fo

r th

e sa

me

infr

action o

f dis

cip

line.

Arti

cle

266.

Ñ The em

plo

yer shall

esta

bli

sh th

eapplicable

dis

cip

linary

sanction i

n r

ela

tion t

o t

he s

everi

tyof

the infr

action o

f dis

cip

line c

om

mitte

d b

y the e

mplo

yee,

takin

g into

account:

a)

the c

ircum

stances

under

whic

h t

he d

eed t

ook p

lace;

b) th

e e

mplo

yeeÕs g

uilt degre

e;

c) th

e c

onse

quences

of th

e infr

action o

f dis

cip

line;

d) th

e e

mplo

yeeÕs g

enera

l behavio

ur

at w

ork

;e)

poss

ible

dis

cip

linary

sanctions

pre

vio

usly u

nderg

one

by h

im/h

er.

Art

icle

267.Ñ (1) Under

the s

anction o

f abso

lute

nullity,

no s

tep, except fo

r th

e o

ne s

tipula

ted u

nder

art

icle

264 (1),

a), sh

all be ordered befo

re a prelim

inary dis

cip

linary

inquir

y is

carr

ied o

ut.

(2)

In v

iew

of

the p

relim

inary

dis

cip

linary

inquir

y, th

epers

on auth

ori

sed by th

e em

plo

yer

to m

ake th

e in

quir

ysh

all s

um

mon t

he e

mplo

yee in w

riting, st

ating t

he o

bje

ct,

date

, tim

e, and p

lace o

f th

e m

eeting.

Labour

Code

244

Art

icle

272.Ñ (1) An e

mplo

yee w

ho h

as

cash

ed in f

rom

the e

mplo

yer

an a

mount not due to h

im/h

er

shall h

ave to

retu

rn it.

(2) If t

he e

mplo

yee h

as

receiv

ed g

oods

whic

h w

ere

not

due to

him

/her

and w

hic

h can no lo

nger

be re

turn

ed in

kin

d o

r if s

erv

ices

have b

een p

rovid

ed t

o h

im/h

er

he/s

he

was

not entitled to, he/s

he s

hall h

ave to c

over

their

valu

e.

The valu

e of

the goods

or

serv

ices

in quest

ion sh

all be

est

ablish

ed base

d on th

eir

valu

e on th

e date

of

paym

ent.

Art

icle

273.

Ñ (1

) The am

ount

est

ablish

ed fo

r coveri

ng

the d

am

age s

hall b

e r

eta

ined in m

onth

ly inst

alm

ents

fro

mth

e w

ages due to

th

e person in

questi

on by his

/her

em

plo

yer.

(2)

Inst

alm

ents

sh

all not

exceed one th

ird of

the net

month

ly w

ages, a

nd s

hall n

ot exceed, alo

ng, w

ith the o

ther

poss

ible

am

ounts

re

tain

ed fr

om

th

e pers

on in

quest

ion,

one h

alf o

f th

at w

ages.

Art

icle

274.

Ñ (1

) If th

e in

div

idual

labour

contr

act

iste

rm

inate

d befo

re th

e em

plo

yee has in

dem

nif

ied th

eem

plo

yer and he/s

he becom

es em

plo

yed by anoth

er

em

plo

yer

or

becom

es

a civ

il se

rvant, th

e due am

ounts

shall b

e r

eta

ined fro

m h

is/h

er

wages

by the n

ew

em

plo

yer

or

new

inst

itution o

f public a

uth

ori

ty, as

the c

ase

may b

e,

base

d on th

e executo

ry title tr

ansm

itte

d to

th

is effect

by

the e

mplo

yer

havin

g u

nderg

one the d

am

age.

(2)

If th

e pers

on in

quest

ion has

not

been hir

ed by

anoth

er

em

plo

yer, b

ase

d o

n a

n i

ndiv

idual la

bour

contr

act

or

as

a civ

il se

rvant, th

e dam

age sh

all be covere

d by

fore

clo

sure

of

his

/her

ass

ets

, under

the Civ

il Pro

cedure

Code.

Art

icle

275.

Ñ If

th

e dam

age cannot

be covere

d by

means

of

am

ounts

reta

ined f

rom

the w

ages

within

a term

of

3 years at

most

from

th

e date

th

e fi

rst

reta

ined

inst

alm

ent w

as

made, th

e e

mplo

yer

shall b

e e

ntitled to c

all

on a

court

executo

r under

the C

ivil P

rocedure

Code.

CH

APTER I

V

Co

ntr

av

en

tio

na

l li

ab

ilit

y

Art

icle

276. Ñ (1) The f

ollow

ing a

ctions

shall b

e s

een a

scontr

aventions

and s

anctioned a

s fo

llow

s:

Law

no. 53/2

003

247

in c

ase

of

refu

sal

by r

egis

tere

d m

ail, se

nt

to t

he d

om

icile

or

resi

dence c

om

munic

ate

d b

y h

im/h

er.

(5)

The em

plo

yee can challenge th

e sa

nction decis

ion

befo

re th

e com

pete

nt

court

s of

law

w

ithin

30 cale

ndar

days

from

the d

ate

of notification.

CH

APTER I

II

Pro

pe

rty

lia

bil

ity

Art

icle

269.Ñ (1) Base

d o

n t

he n

orm

s and p

rincip

les

of

contr

actu

al civ

il lia

bility, th

e e

mplo

yer

shall indem

nify the

em

plo

yee if

the latter

has

underg

one a

mate

rial pre

judic

ebecause

of

the e

mplo

yerÕs

fault w

hen m

eeting h

is/h

er

job

duties

or

in r

ela

tion to the job.

(2) If t

he e

mplo

yer

refu

ses

to i

ndem

nify t

he e

mplo

yee,

the la

tter

shall be entitled to

file

a com

pla

int

with th

ecom

pete

nt court

s of la

w.

(3)

An em

plo

yer w

ho has

paid

th

e in

dem

nity sh

all

recover

the r

esp

ective a

mount fr

om

the e

mplo

yee w

ho w

as

to bla

me fo

r th

e dam

age, under

the te

rms

of

art

icle

270

and the s

ubse

quent ones.

Arti

cle

270.

Ñ (1

) The em

plo

yees shall be li

able

,accord

ing t

o t

he n

orm

s and p

rincip

les

of

contr

actu

al civ

illiability, fo

r th

e m

ate

rial dam

ages

cause

d t

o t

he e

mplo

yer

because

of th

eir

fault a

nd in r

ela

tion to their

work

.(2

) The em

plo

yees shall not

be liable

fo

r dam

ages

caused by a case of

absolu

te necessit

y or oth

er

unpredic

table

causes w

hic

h could

not

have been

pre

vente

d, or

dam

ages

inclu

ded in t

he n

orm

al ri

sk o

f th

ejo

b. Art

icle

271.Ñ (1) W

hen the d

am

age h

as

been c

ause

d b

yse

vera

l em

plo

yees, th

e am

ount

of

liability fo

r each one

shall b

e e

stablish

ed in r

ela

tion to the e

xte

nt to

whic

h they

have c

ontr

ibute

d to the d

am

age.

(2)

If t

he e

xte

nt

to w

hic

h t

hey h

ave c

ontr

ibute

d t

o t

he

dam

age cannot

be est

ablish

ed,

the liability of

each one

shall b

e in p

roport

ion t

o h

is/h

er

net

wages

on t

he d

ate

of

findin

g the d

am

age a

nd, if n

eed b

e, also d

ependin

g o

n the

tim

e of

work

actu

ally com

ple

ted si

nce its

last

in

vento

ry.

Labour

Code

246

Art

icle

279. Ñ (1) In

the c

ase

of th

e c

rim

es

stip

ula

ted b

yart

icle

s 277 and 278, th

e cri

min

al

action sh

all be st

art

ed

by a

com

pla

int fr

om

the inju

red p

art

y.

(2)

An agre

em

ent

reached by th

e part

ies

shall re

move

the c

rim

inal liability.

Art

icle

280.

Ñ The fa

ilure

by th

e em

plo

yer

to deposi

t,w

ithin

15 days, in

th

e est

ablish

ed accounts

, th

e am

ounts

cash

ed in

fr

om

th

e em

plo

yees

as

contr

ibutions

to th

esocia

l securit

y public syste

m,

to th

e unem

plo

ym

ent

insu

rance budget

or

the so

cia

l health in

sura

nce budget

shall c

onst

itute

a c

rim

e p

unis

hable

by p

riso

n f

rom

3 t

o 6

month

s or

a fin

e.

TITLE XII

Lab

ou

r ju

risd

icti

on

CH

APTER I

Ge

ne

ra

l p

ro

vis

ion

s

Art

icle

281. Ñ T

he o

bje

ct of

the labour

juri

sdic

tion is

tosolv

e in

dustr

ial

confl

icts

concernin

g th

e conclu

sio

n,

execution, am

endm

ent, s

usp

ensi

on, and term

ination o

f th

ein

div

idual

or,

as th

e case m

ay be,

collecti

ve la

bour

contr

acts

st

ipula

ted in

th

e pre

sent

code,

as

well as

the

request

s concern

ing t

he legal re

lationsh

ips

betw

een s

ocia

lpart

ners

, est

ablish

ed a

ccord

ing to the p

rese

nt code.

Art

icle

282.Ñ P

art

ies

in i

ndust

rial

conflic

ts c

an b

e t

he

follow

ing:

a) th

e e

mplo

yees, a

s w

ell a

s any o

ther

pers

on h

avin

g a

right

or

obligation u

nder

the p

rese

nt

code, oth

er

law

s, o

rth

e c

ollective labour

contr

acts

;b)

the em

plo

yers

Ñ natu

ral

and/o

r le

gal

entities

Ñ,

tem

pora

ry labour

agents

, use

rs, as

well a

s any o

ther

pers

on

benefiting fr

om

w

ork

perf

orm

ed under

the pre

sent

code;

c) th

e tra

de u

nio

ns

and e

mplo

yers

Õ org

anis

ations;

d)

oth

er

legal

or

natu

ral

entities

havin

g th

is vocation

base

d o

n s

pecia

l la

ws

or

the C

ivil P

rocedure

Code.

Art

icle

283.

Ñ (1

) The petitions

for

the so

lution of

an

indust

rial contr

act sh

all b

e filed:

a) w

ithin

30 c

ale

ndar

days

from

the d

ate

the e

mplo

yerÕs

unilate

ral

decis

ion concern

ing th

e conclu

sion,

execution,

Law

no. 53/2

003

249

a)

the non-com

pliance w

ith th

e pro

vis

ions

concern

ing

the paym

ent

guara

nte

e of

the national

gro

ss m

inim

um

wages

Ñ a

fin

e fro

m R

OL 3

000 0

00 to R

OL 2

0 0

00 0

00;

b) th

e v

iola

tion b

y the e

mplo

yer of th

e p

rovisio

ns of article

34 (5) Ñ a

fin

e fro

m R

OL 3

000 0

00 to R

OL 1

0 0

00 0

00;

c) pre

venting a

n e

mplo

yee o

r gro

up o

f em

plo

yees

from

part

icip

ating in a

str

ike o

r obligin

g them

to w

ork

duri

ng a

stri

ke, by m

eans

of

thre

ats

or

vio

lence Ñ

a f

ine f

rom

RO

L15 0

00 0

00 to R

OL 3

0 0

00 0

00;

d)

accepti

ng to

w

ork of

a person fo

r w

hom

no

indiv

idual

labour contr

act

has been conclu

ded or

stip

ula

ting c

lause

s contr

ary

to the p

rovis

ions

of

the law

in

the indiv

idual la

bour

contr

act

Ñ a

fin

e fro

m R

OL 2

0000

000

to R

OL 5

0000

000;

e)

em

plo

yin

g m

inors

w

ith th

e fa

ilure

to

com

ply

w

ith

the p

rovis

ions

of

the law

as

regard

s th

e a

ge o

r th

e u

se o

fsu

ch p

ers

ons

for

perf

orm

ing c

ert

ain

activitie

s in

vio

lation

of th

e p

rovis

ions

of th

e law

on the w

ork

regim

e o

f m

inors

Ñ a

fin

e fro

m R

OL 5

0000

000 to R

OL 1

00

000

000;

f) th

e vio

lation by th

e em

plo

yer

of

the pro

vis

ions

of

art

icle

s 134 and 137 Ñ a fine fr

om

RO

L 50

000

000 to

RO

L100

000

000;

g) th

e v

iola

tion o

f th

e o

bligation s

tipula

ted u

nder

art

icle

135 Ñ

a f

ine f

rom

RO

L 1

00

000

000 t

o R

OL 2

00

000

000;

(2) The fin

din

g o

f th

e c

ontr

aventions

and the a

pplica

tion

of sa

nct

ions

shall b

e d

one b

y the fact

ory

insp

ect

ors

.(3

) The p

rovis

ions

of th

e law

s in

forc

e s

hall a

pply

to the

contr

aventions

stip

ula

ted u

nder

para

gra

ph (1).

CH

APTER V

Crim

ina

l li

ab

ilit

y

Art

icle

277.

Ñ The fa

ilure

to

im

ple

ment

a final

court

decre

e o

n t

he p

aym

ent

of

the w

ages

within

15 d

ays

from

the date

of

the im

ple

menta

tion request

sent

to th

eem

plo

yer

by th

e in

tere

sted part

y sh

all const

itute

a cri

me

punis

hable

by p

riso

n fro

m 3

to 6

month

s or

a fin

e.

Art

icle

278.Ñ T

he failure

to e

nfo

rce a

fin

al ju

dgm

ent on

an em

plo

yeeÕs

reem

plo

ym

ent

shall const

itute

a crim

epunis

hable

by pri

son fr

om

6 m

onth

s to

1 year

or

a fine.

Labour

Code

248

Art

icle

287.

Ñ The em

plo

yer

shall be re

sponsi

ble

fo

rprovid

ing th

e evid

ence in

in

dustr

ial

confl

icts

, bein

gobliged t

o s

ubm

it e

vid

ence in h

is d

efe

nce b

y t

he f

irst

day

of tr

ial.

Art

icle

288.

Ñ The evid

ence sh

all be pro

duced as

am

atter

of

urg

ency, and t

he c

ourt

shall b

e e

ntitled t

o d

eny

the benefi

t of

the adm

issib

le evid

ence to

th

e party

dela

yin

g its

subm

itta

l w

ithout good g

rounds.

Art

icle

289. Ñ T

he judgm

ent delivere

d in a

court

of firs

tin

stance s

hall b

e fin

al and e

nfo

rceable

by r

ight.

Art

icle

290.

Ñ The procedure fo

r so

lvin

g in

dust

ria

lconflic

ts s

hall b

e r

egula

ted b

y a

specia

l la

w.

Art

icle

291.

Ñ The pro

vis

ions

of

the Civ

il Pro

cedure

Code s

hall c

om

ple

te the p

rovis

ions

of th

e p

rese

nt title.

TITLE XIII

Tra

nsit

ory

an

d f

inal p

rovis

ion

sArt

icle

292.

Ñ In

com

pliance w

ith th

e in

tern

ational

obligations

ass

um

ed by Rom

ania

, th

e la

bour

legis

lation

shall b

e k

ept

perm

anently in h

arm

ony w

ith t

he E

uro

pean

Unio

n norm

s, th

e agre

em

ents

and re

com

mendations

of

the In

tern

ational

Labour

Org

anis

ation,

and th

e norm

s of

the inte

rnational la

bour

law

.Art

icle

293.Ñ R

om

ania

shall a

ccom

plish

, by the d

ate

of

its

access

ion to the E

uro

pean U

nio

n, th

e tra

nsp

osi

tion into

the national

legis

lation of

the com

munity pro

vis

ions

on

the European com

pany com

mitte

e in

com

munity-siz

eunit

s,

as such com

panie

s appear and develo

p in

th

eeconom

y, as

well a

s th

ose

on the s

econdm

ent of em

plo

yers

to s

erv

ice p

rovid

ing a

ctivitie

s.

Art

icle

294.

Ñ For

the purp

ose

of

the pre

sent

code,

em

plo

yees in

a m

anagem

ent

positio

nshall m

ean th

em

anagers

sa

lari

ed em

plo

yers

, in

clu

din

g th

e chair

man of

the board

of

dir

ecto

rs if he is

also a sa

lari

ed em

plo

yee,

genera

l dir

ecto

rs a

nd d

irecto

rs, ass

ista

nt

genera

l dir

ecto

rsand ass

ista

nt

dir

ecto

rs,

heads

of

work

com

part

ments

Ñ

div

isio

ns,

departm

ents

, secti

ons,

workshops,

servic

es,

offic

es

Ñ, as

well as

those

si

milar

to th

em

, as

set

by th

ela

w o

r th

e c

ollective l

abour

contr

acts

or, a

s th

e c

ase

may

be, th

e c

om

panyÕs r

ule

s and r

egula

tions.

Law

no. 53/2

003

251

am

endm

ent, s

usp

ensi

on, or

term

ination o

f th

e i

ndiv

idual

labour

contr

act has

been n

otified;

b)

wit

hin

30 cale

ndar days fr

om

th

e date

th

edis

cip

linary

sanction d

ecis

ion h

as

been n

otified;

c)

within

3 years

fr

om

th

e date

of

onse

t of

the action

right, if th

e o

bje

ct of th

e indiv

idual la

bour

conflic

t consi

sts

of

the paym

ent

of

unpaid

w

ages or dam

ages to

th

eem

plo

yee, as

well a

s w

ell a

s in

the c

ase

of

the e

mplo

yeesÕ

patr

imony lia

bility to the e

mplo

yer;

d)

throughout

the exis

tence of

the contr

act, if

th

ere

quest

is

m

ade to

find th

e nullity of

an in

div

idual

or

collective labour

contr

act or

of th

e c

lause

s th

ere

of;

e)

within

6 days

from

th

e date

of

onse

t of

the action

right, in

th

e event

of

the non-execution of

the collective

labour

contr

act or

of cla

use

s th

ere

of.

(2)

In all cir

cum

stances

oth

er

than th

e ones

stip

ula

ted

under

para

gra

ph (

1), t

he t

erm

is

3 y

ears

fro

m t

he s

ettin

gon d

ate

of th

e r

ight.

CH

APTER I

I

Ma

teria

l a

nd

te

rrit

oria

l c

om

pe

ten

ce

Art

icle

284.Ñ (1) The c

om

pete

nce for

judgin

g indust

rial

conflic

ts s

hall b

elo

ng to the c

ourt

s est

ablish

ed a

ccord

ing to

the C

ivil P

rocedure

Code.

(2) The p

etitions

concern

ing the c

ause

s st

ipula

ted u

nder

para

gra

ph (1

) sh

all be file

d w

ith th

e com

pete

nt

court

havin

g ju

ris

dic

tion over th

e peti

tionerÕs

dom

icile or

resi

dence o

r, a

s th

e c

ase

may b

e, head o

ffic

e.

CH

APTER I

II

Sp

ec

ial

pro

ce

du

re

ru

les

Art

icle

285.

Ñ The cause

s st

ipula

ted under

art

icle

281

shall b

e e

xem

pte

d f

rom

the legal fe

e a

nd t

he legal st

am

p.

Art

icle

286.Ñ (1) The p

etitions

concern

ing t

he s

olu

tion

to indust

rial conflic

ts s

hall b

e judged a

s em

erg

encie

s.(2

) The tri

al te

rms

shall n

ot exceed 1

5 d

ays.

(3)

The p

rocedure

for

the p

art

iesÕ s

um

monin

g s

hall be

deem

ed a

s la

wfu

lly a

ccom

plish

ed i

f com

ple

ted a

t le

ast

24

hours

befo

re the tri

al deadline.

Labour

Code

250

Ñ D

ecree no.

63/1

981 on th

e recovery of

dam

ages

cause

d to p

ublic w

ealth, publish

ed in the O

ffic

ial Bulletin,

Part

I, no. 17 o

f 25 M

arc

h 1

981;

Ñ L

aw

no. 30/1

990 o

n h

irin

g e

mplo

yees

base

d o

n t

heir

com

pete

nce, publish

ed in the O

ffic

ial Gazette o

f Rom

ania

,Part

I, no. 125 o

f 16 N

ovem

ber

1990;

Ñ L

aw

no. 2/1

991 o

n t

he p

lura

lity

of

offic

es, p

ublish

ed

in th

e O

ffic

ial

Gazette of

Rom

ania

, Part

I, no.

1 of

8Ja

nuary

1991;

Ñ T

he law

of

the s

ala

ry s

chem

e n

o. 14/1

991, publish

ed

in th

e O

ffic

ial

Gazette of

Rom

ania

, Part

I, no.

32 of

9February 1991,

wit

h subsequent

am

endm

ents

and

additio

ns;

Ñ Law

no.

6/1

992 on th

e annual

holiday and oth

er

holidays

of em

plo

yees, p

ublish

ed in the O

ffic

ial Gazette o

fRom

ania

, Part

I, no. 16 o

f 10 F

ebru

ary

1992;

Ñ Law

no. 68/1

993 on th

e guara

nte

ed paym

ent

of

the

min

imum

w

ages, publish

ed in

th

e O

ffic

ial

Gazett

e of

Rom

ania

, Part

I, no. 246 o

f 15 O

cto

ber

1993;

Ñ Law

no.

75/1

996 on est

ablish

ing th

e le

gal

holidays,

when no w

ork

is

perf

orm

ed,

publish

ed in

th

e O

ffic

ial

Gazette o

f Rom

ania

, Part

I, no. 150 o

f 17 J

uly

1996, w

ith

subse

quent am

endm

ents

and a

dditio

ns;

Ñ arti

cle

s 34 and 35 of

Law

no.

130/1

996 on th

ecollective la

bour contr

act, republished in

th

e O

ffic

ial

Gazette o

f Rom

ania

, Part

I, no. 184 o

f 19 M

ay 1

998;

Ñ a

ny o

ther

pro

vis

ions

to the c

ontr

ary

.(3

) Sta

rtin

g o

n 1

January

2004, th

e p

rovis

ions

of

Decre

eno. 92/1

976 o

n the e

mplo

ym

ent re

cord

book, publish

ed in

the O

ffic

ial

Bulletin, Part

I, no. 37 o

f 26 A

pri

l 1976, sh

all

be r

epeale

d.

Law

no. 53/2

003

253

Art

icle

295.

Ñ (1

) The pro

vis

ions

of

the pre

sent

code

shall be com

ple

ted by th

e oth

er

pro

vis

ions

in th

e la

bour

legis

lation a

nd, unle

ss inconsi

stent w

ith the typic

al la

bour

rela

tionsh

ips

stip

ula

ted in the p

rese

nt code, th

e p

rovis

ions

of th

e c

ivil legis

lation.

(2)

The pro

vis

ions

of

the pre

sent

code sh

all also apply

as

com

mon la

w to

th

ose

le

gal

labour

rela

tionsh

ips

not

base

d o

n a

n i

ndiv

idual la

bour

contr

act, u

nle

ss t

he s

pecia

lre

gula

tions

are

com

ple

te,

and th

eir

im

ple

menta

tion is

inconsi

stent w

ith s

uch typic

al la

bour

rela

tionsh

ips.

Art

icle

296.

Ñ (1

) The em

plo

ym

ent

record

book sh

all

pro

ve t

he length

of

serv

ice e

xis

ting b

y 3

1 D

ecem

ber

2003.

If a pers

on does

not

have an em

plo

ym

ent

record

book,

his

/her

length

of

serv

ice s

hall b

e r

econst

itute

d o

n r

equest

by t

he c

om

pete

nt

court

of

law

solv

ing indust

rial conflic

ts,

base

d on re

cord

s or

oth

er

evid

ence pro

vin

g th

e pre

sence

of la

bour

rela

tionsh

ips.

(2)

By th

e date

st

ipula

ted under

para

gra

ph (1

), th

eem

plo

yers

or, as

the case

m

ay be,

the te

rritori

al

facto

ryin

specto

rate

s w

hic

h hold

th

e em

plo

yeesÕ

em

plo

ym

ent

record

books

shall gra

dually deliver

those

books

to th

eir

hold

ers

, base

d o

n indiv

idual hand-o

ver/

receip

t re

port

s.

Art

icle

297. Ñ O

n t

he d

ate

of

the p

rese

nt

code c

om

ing

into

fo

rce,

the causes concernin

g in

dustr

ial

confl

icts

appeari

ng in

th

e list

s of

case

s of

the court

s of

law

sh

all

conti

nue to

be tr

ied based on th

e tr

ial

provis

ions

applicable

on the d

ate

the c

ourt

s of la

w w

ere

notified.

Art

icle

298.Ñ (1) The p

rese

nt code s

hall c

om

e into

forc

eon 1

Marc

h 2

003.

(2)

On t

he d

ate

the p

rese

nt

code c

om

es

into

forc

e, th

efo

llow

ing d

ocum

ents

shall b

e r

epeale

d:

Ñ The Labour Code of

the Socia

list

Republi

c of

Rom

ania

, Law

no.

10/1

972,

published in

th

e O

ffic

ial

Bulleti

n,

Part

I, no.

140 of

1 D

ecem

ber 1972,

wit

hsu

bse

quent am

endm

ents

and a

dditio

ns;

Ñ Law

no.

1/1

970 Ñ Law

of

labour

org

anis

ation and

dis

cip

line in s

ocia

list

com

panie

s, p

ublish

ed in t

he O

ffic

ial

Bulletin, Part

I, no. 27 o

f 27 M

arc

h 1

970, w

ith s

ubse

quent

am

endm

ents

and a

dditio

ns;

Labour

Code

252