Facultatea de Drept / Faculty of Law
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Item PRINCIPIUL REMUNERĂRII EGALE PENTRU O MUNCĂ DE VALOARE EGALĂ(„Garamont-Studio” SRL, 2012-05-22) Macovei, TatianaInternational standards of labor and gender equality in the payroll employees by the principle „equal pay for equal work or work of equal value”, means that work must be assessed according to objective criteria, regardless of who performs it - a man or a woman. Equal pay is not exclusively wages. The pay includes the basic salary and different supplements, such as premiums, overtime work, payment for sick leave, etc.Item INTERZICEREA DISCRIMINĂRII DE GEN LA FORMAREA ŞI PERFECŢIONAREA PROFESIONALĂ A SALARIATELOR(Academia de Administrație Publică, 2014) Macovei, TatianaThe concept of the glass ceiling has been used as a metaphor for twenty years now to describe the apparently invisible barriers that prevent more than a few women from reaching the top levels of management. Compared to formal barriers to career advancement such as education, the glass ceiling refers to less tangible hindrances – frequently anchored in culture, society and psychological factors – that impede women’s advancement to upper management or other senior positions.Item STOP VIOLENŢEI PSIHICE LA LOCUL DE MUNCĂ!(Elan-Poligraf SRL, 2013-05-20) Macovei, TatianaAccording to the international labor rules mobbing phenomene are qualified as severe attacks to the fundamental principles of equality and dignity respect at work.http://www.e-legislatie.ro/ Mobbing in the context of human beings means bullying of an individual by a group in any context, such as a family, school, workplace, neighborhood, or community. When it occurs as emotional abuse in the workplace, such as „ganging up” by co-workers, subordinates or superiors, to force someone out of the workplace through rumor, intimidation, humiliation, discrediting, and isolation, it is also referred to as malicious, nonsexual, nonracial, general harassment Workplace harassment takes the form of repeated behavior, unjustifiably against an employee or group of employees which aims victimizing, humiliating, undermining or threatening the person harassed.Item CĂILE DE ASIGURARE A DISCIPLINEI MUNCII ÎN CADRUL UNITĂȚII(Academia de Administrație Publică, 2019-03-01) Macovei, Tatiana,,Disciplinary action” can take many forms. It should be seen primarily as a corrective measure, aimed at preventing further misconduct or poor performance. Sometimes, an employer might need to raise more serious concerns with an employee. In these cases, the employer may wish to commence “disciplinary action”. To be lawful, disciplinary action must be fair and reasonable in all the circumstances. There are two aspects to this: the employermust have good reason for the dismissal or disciplinary action, and the employer must follow a fair process in reaching and implementing its decision.Item CONTROVERSE PRIVIND MUNCA DE NOAPTE A SALARIATELOR(Elan-Poligraf, 2014-05-23) Macovei, TatianaToday, social progress together with economic development and technological advancement have not only proved too „protective” laws to be wrong, but have seen women enter the workforce in massive numbers around the world. Yet debate still rages in many countries over the benefits or liabilities of special protective labour legislation for women. Evidence of the impact of night work on female reproductive health as presented in the current literature is inconclusive. Moreover, available evidence needs to be interpreted with caution, given the various limitations and inconsistencies among the studies in the measurement of night-work exposure and shift-work patterns. Studies that focus specifically on night work are needed to facilitate an understanding of the impact of circadian disruption on the reproductive health of women undertaking night work.Item PROTECŢIA VIEŢII PRIVATE A SALARIATULUI LA LOCUL DE MUNCĂ(CEP USM, 2019-05-17) Macovei, TatianaAll employers will collect and use personal data belonging to job applicants, employees or workers and, as a result, are required to comply with laws which are designed to protect the processing of this data in the Republic of Moldova. By having an employee data protection policy, an employer can reduce the risk of claims for failing to comply with these laws and give itself greater flexibility to monitor an employee’s use of email, the internet and other devices where necessary. Employees’ personal data should be kept safe, secure and up to date by an employer. Data an employer can keep about an employee includes: name, address, date of birth, sex, education and qualifications, work experience, national insurance number, tax code, details of any known disability, emergency contact details.Item PROCEDURA DE SOLUŢIONARE A LITIGIILOR INDIVIDUALE DE MUNCĂ DE CĂTRE INSTANŢA DE JUDECATĂ(Garamont SRL, 2016-05-20) Macovei, TatianaLabor disputes represent those divergences that have not been solved by the subjects of the litigious material relationship, while the law prescribes a certain previous procedure to be followed. According the in force legislation, the labor disputes subjects are: the employee or any other right holders or persons bounded by obligations under the present code; the employers physical persons or legal entities; trade unions and other employee’s representatives; employer’s representatives; central and local public authorities, depending on situation; the prosecutor, according to the in force legislation.Item ASIGURAREA EXERCITĂRII DREPTULUI LA MUNCĂ AL FEMEILOR PRIN INTERMEDIUL ACȚIUNILOR AFIRMATIVE(Elan-Poligraf, 2017-05-19) Macovei, TatianaIn order to reduce discrimination a series of strategies meant to ensure equality of chances have been developed, in the areas where women have been systemically underrepresented. Historically, women are parts of the groups which are usually prone to discrimination. The necessity of adopting affirmative measures in the favour of women in the labour field, is the result of the movement for promoting women’s rights which emphasized the inequality of chances between men and women in labor field.Item CE ESTE MOBBING-UL ORGANIZAȚIONAL(2014) Macovei, TatianaMobbing-ul este o formă generalizată de abuz la locul de muncă. Teroarea psihologică sau mobbing-ul în viața profesională implică o comunicare ostilă și lipsită de etică, care este direcționată într-un mod sistematic de către una sau mai multe persoane, în special față de un individ, care, ca urmare a mobbing-ului, este împins într-o poziție neajutorată și fără apărare și ținut acolo prin intermediul activității de mobbing. Mobbing este un termen folosit pentru a descrie o varietate de comportamente la locul de muncă, care implică un abuz emoțional asupra unui salariat sau a mai multora. Termenul este utilizat atunci când un grup de salariați, mai degrabă decât un singur salariat, se angajează în acest comportament ostil, făcând viața dificilă pentru cineva la locul de muncă pentru victima mobbing-ului. Actorii care exercită acțiunea de mobbing pot fi colegii, superiorii sau subordonații, iar acest comportament poate afecta lucrătorii din întreprinderile de toate mărimile, inclusiv din companiile mai mici..Item STUDIU COMPARAT PRIVIND CONCEDIUL PARENTAL ÎN LEGISLAȚIA REPUBLICII MOLDOVA ȘI ÎN CEA EUROPEANĂ(2016) Macovei, TatianaGrija faţă de copilul nou-născut nu se reduce doar la concediul de maternitate acordat exclusiv femeilor, ci continuă prin concediul parțial plătit de îngrijire a copilului. Potrivit legislației naționale, durata concediului parțial plătit de îngrijire a copilului este până la atingerea de către copil a vârstei de trei ani, iar potrivit reglementărilor europene în materie, concediul de creștere a copilului se poate acorda până la împlinirea de către copil a vârstei de 8 ani. În cadrul articolului, urmează să fie cercetate, în mod comparativ, legislația națională și cea europeană privind concediul de creștere a copilului, abordând următoarele aspecte: noțiunea, durata, titularii concediului de creștere a copilului, condițiile de acces la primirea indemnizațiilor pe parcursul concediului de creștere a copilului, garanțiile juridice de care beneficiază salariații aflați în concediu de creștere a copilului. Cele expuse mai sus, precum și tendința de conciliere a vieții profesionale cu cea de familie a femeilor și a bărbaților, în condiții de egalitate juridică determină actualitatea temei de cercetare.