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 ПРЕКРАЩЕНИЕ ИНДИВИДУАЛЬНОГО ТРУДОВОГО ДОГОВОРА ПО ОБСТОЯТЕЛЬСТВАМ, НЕ ЗАВИСЯЩИМ ОТ ВОЛИ СТОРОН(2019) Сосна, АлександрАвтор анализирует основания прекращения индивидуального трудового договора по обстоятельствам, не за- висящим от воли сторон (работодателя и работника), и обращает внимание на противоречивые нормы и пробелы, которые следует устранить законодателю.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 TRIMITEREA ÎN DEPLASARE ÎN INTERES DE SERVICIU(2016) Macovei, TatianaTravelling for work purpose is one of the cases of unilateral modification of the labor contract by the employer. The employees who are sent on a trip with work purpose benefit of several legal guarantees. In this regard, present scientific article aims to research the next aspects of travelling with work purpose: the notion, the procedure, the duration and the legal guarantees of the employees who are travelling with work purpose.Item CONDIȚII DE FOND ȘI DE FORMĂ PRIVIND ÎNCHEIEREA CONTRACTULUI INDIVIDUAL DE MUNCĂ(2015) Macovei, TatianaOamenii pot să lucreze în baza diferitelor aranjamente legale, iar contractul individual de muncă reprezintă acel contract care se folosește pe piața muncii în vederea stabilirii drepturilor și obligațiilor părților raportului juridic de muncă. Contractul individual de muncă întruchipează un raport care implică o subordonare economică a salariatului față de angajator, salariatul fiind acea persoană care prestează munca sa sub supravegherea, coordonarea și controlul angajatorului. Un principiu fundamental al dreptului muncii este libertatea părților unui contract individual de muncă de a decide conținutul viitorului contract. Acest articol vizează condițiile privind încheierea contractului individual de muncă, cum ar fi: condițiile pentru a obține calitatea de salariat și angajator, consimțământul părților, condiții de studii, clauzele contractului individual de muncă, forma contractului individual de muncă etc.