Facultatea de Drept / Faculty of Law
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Item СОВЕРШЕНСТВОВАНИЕ ПРАВОВОГО РЕГУЛИРОВАНИЯ ОТВЕТСТВЕННОСТИ РАБОТОДАТЕЛЯ ЗА УЩЕРБ, ПРИЧИНЕННЫЙ РАБОТНИКУ(Tipografia "Foxtrot",Bălți, 2016-09-29) Сосна, Александр; Бережнов, АндрейThe authors of the submission addresses the legal regulation of the employer's liability for damage caused by the employee. At the same time, identifying gaps and conflicts in the existing rules. The most important thing is that this offers significant additions to the legislation governing the employer's liability for damage caused by the employee.Item ПОРЯДОК УВОЛЬНЕНИЯ В СВЯЗИ С СОКРАЩЕНИЕМ ЧИСЛЕННОСТИ ШТАТА РАБОТНИКОВ, А ТАКЖЕ ЛИКВИДАЦИЕЙ ПРЕПДПРИЯТИЯ(Tipografia "A&V" Poligraf, Comrat, 2019-02-15) Сосна, Александр; Константинов, ОлегThe submission examines the features of reducing the number and staff of the enterprise as an institution of the branch of labor law, the legal basis for terminating the individual labor contract on the initiative of the employer and preventing their abuse, discloses the concepts used in the process of studying this institute, discloses the prohibition of the reduction employer, as well as guarantees and compensation provided to persons dismissed by the employer He doesn’t need to reduce the number and staff of the enterprise and liquidate the enterprise or terminate the activity of the individual employer.Item REGLEMENTĂRI PRIVIND CARACTERELE JURIDICE ALE INSTITUȚIEI DISCIPLINEI DE MUNCĂ ȘI RĂSPUNDERII DISCIPLINARE A SALARIAȚILOR(2019) Romandaș, Nicolae; Gurin, EduardThe content of this article is dedicated to matters concerning the legal character of the institution of the work discipline and the disciplinary responsibility of the employees. On the basis of the doctrine and legislation the following issues were investigated: the legal (contractual or conventional) character of the disciplinary responsibility of the employees; the delimitation between the disciplinary and the contractual responsibility, highlighting their differences. The article also referred the technological discipline; the production discipline and the psychological aspect of the work discipline.Item REGLEMENTĂRI PRIVIND PROGRAMELE DE DEZVOLTARE PROFESIONALĂ A FUNCȚIONARILOR PUBLICI(2018) Romandaș, Nicolae; Goriuc, TeodorinaÎntr-un mediu schimbător, un sistem eficient de dezvoltare profesională este absolut necesar pentru obţinerea şi menţinerea unui nivel adecvat de performanţă. Din aceste considerente atât pentru beneficiul organizaţiei, care reprezintă interesele cetăţenilor, cât şi pentru propriul beneficiu al colaboratorilor, conducerea acesteia trebuie să lucreze permanent, şi în orice mod posibil, la sporirea potenţialului personalului săuItem UNELE REFLECŢII JURIDICE PRIVIND DREPTUL ANGAJATORULUI DE A-ŞI REVOCA ORDINUL DE CONCEDIERE A SALARIATULUI(2017) Boișteanu, Eduard; Romandaș, NicolaeThe idea of cancellation of the employer’s unilateral legal acts has been advanced in the specialty literature. This article clarifies the legal status of cancellation of the dismissal order (command, decision, act) by the employer. In addition, there have been highlighted the conditions to be cumulatively met in order to validate such a cancellation act. Based on the research performed, the authors concluded that the employer can cancel the order (command, decision, act) of dismissal of the employee only after obtaining the written agreement of the former employee as the unilateral cancellation cannot produce legal effects.Item CONTRACTUL INDIVIDUAL DE MUNCĂ – CONDIȚIE FUNDAMENTALĂ A REGLEMENTĂRII RAPORTURILOR JURIDICE DE MUNCĂ(2017) Romandaș, Nicolae; Gamureac, AlexandruThis article contains the description and analysis of the most important institution of labour law – the individual employment contract. At the same time, we analyze the nature of the individual employment contract, the instruments that should be concluded by employers according to the labour law. Also, the article describes the main doctrinal opinions that ware used to elucidate the concept of the individual employment contract.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 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 SALARIATUL – SUBIECT AL DREPTULUI MUNCII(2016) Macovei, TatianaSalariatul este persoana fizică, care îndeplinește o muncă într-o anumită specialitate, calificare sau meserie, în schimbul unui salariu bazat pe un contract individual de muncă. Persoana fizică dobândește capacitate generală de muncă la vârsta de 16 ani. De asemenea, persoana fizică poate dobândi capacitatea de muncă la vârsta de 15 ani, cu condiția că are acordul părinților sau al reprezentanților legali, munca nu este dăunătoare sănătății și nu influențează școlarizarea.Item SUBIECȚII LITIGIILOR DE MUNCĂ(2016) Macovei, TatianaLitigiile de muncă reprezintă acele divergențe care nu au fost soluționate de către subiecții raportului material litigios și pentru a cărui soluționare legea prevede o anumită procedură de urmat. Potrivit legislației în vigoare, subiecți ai litigiilor de muncă sunt: salariații, sau orice alte persoane titulare ale unor drepturi şi/sau obligaţii, în temeiul prezentului cod; angajatorii persoane fizice şi juridice; sindicatele şi alţi reprezentanţi ai salariaţilor; patronatele; autorităţile publice centrale şi locale, după caz; procurorul, conform legislaţiei în vigoare. În prezentul articol științific ne propunem a cerceta particularitățile subiecților litigiilor de muncă prin prisma categoriilor acestora, calitatea acestora (reclamant, pârât, intervenient, modul de reprezentare în judecată etc.