Facultatea de Drept / Faculty of Law

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    Domeniul de aplicare a legii securităţii şi sănătăţii în muncă şi rolul acestui factor la cercetarea accidentelor în câmpul muncii în Republica Moldova
    (CEP USM, 2024-09-20) Postica, Ruslan
    In the working relationship, employees may be exposed to the effects of dangerous risk factors in the workplace. Consequently, if these factors interact with the employee's working environment, the employee is liable to suffer physical damage (injury, psychological stress, electrocution, burns, frostbite, asphyxiation, acute poisoning, physical damages caused by insects and animals, natural disasters, etc. ), as a result of the action of a risk factor (habit, state, process, phenomenon, behavior) specific to an element of the work system (performer, work tasks, means of production, work environment) and which may lead to temporary or permanent loss of working capacity or death of the employee. This event is referred to as an accident at work. As a result, according to legal norms, when an accident at work occurs, it is to be investigated in order to determine whether it is an accident at work or outside work, as well as other particularities that are relevant for examining the causes that favoured the occurrence of the event and identifying the persons responsible. Thus, this paper will focus on the significant role of the application field of occupational health and safety law in the investigation of work accidents using general research methods - observation, inductive, deductive reasoning, generalization, systematization, analyzing, synthesizing, applying the principles of logical thinking, as well as scientific methods of research - the synthetic, axiomatic and systematic methods.
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    Aspecte de drept comparat privind reglementarea juridică a clauzei de neconcurenţă în contractele de muncă
    (CEP USM, 2024-11-07) Mihailov, Tatiana
    Although the express regulation of the non-competition clause is a relatively recent one, it is certain that such a specific clause was found in individual employment contracts concluded between employees and employers until 2022. At the same time, as the conditions for the validity of such a clause were not expressly predetermined, most often employers were committing abuses and interpreting it as their exclusive right, without the need for them to comply with any correlative obligations, such as for example the payment of an allowance in favor of the employee or the geographical and temporary limitation of the action of such a clause. In these cases, of course, the insertion of such a non-competition clause in individual employment contracts with the exclusive limitation of the right to carry out any activity by the former employee was in obvious contradiction with the constitutional right to work, established by art. 43 of the Constitution of the Republic of Moldova.
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    Aspectele practice referitoare la soluţionarea litigiilor de muncă de către instanţa de judecată
    (CEP USM, 2024-11-07) Macovei, Tatiana; Macovei, Gheorghe
    Labor disputes that have not been settled amicably by the employer and the employee can be settled by the court if the employee applies for a summons. in this communication we propose to address the most important aspects that refer to the resolution of individual labor disputes by the court. In the vast majority of cases, employees have the status of plaintiff when examining individual labor disputes, employers have the status of employee only in one category of litigation - bringing employees to material liability.
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    Libertatea conștiinței, religiei și gândirii la locul de muncă
    (CEP USM, 2024) Pîslariuc, Maria
    Diversitatea concepțiilor pe care indivizii le au în raport cu anumite aspecte ale vieții, impune necesitatea asigurării unui echilibru între interese, care uneori pot fi diametral opuse. Locul de muncă unește într-un spațiu comun, fie fizic, fie virtual, salariați cu diferite idei, concepții, religii, care trebuie să coexiste și să genereze un rezultat. Modul de gândire, credința, tradițiile, convingerile, etc. exprimate de către salariat la locul de muncă, indiscutabil determină anumite efecte în raport cu alți subiecți a raportului juridic de muncă, fiind necesară conturarea unor reguli sau evidențierea anumitor limite, pentru a asigura respectarea drepturilor și libertăților fundamentale a tuturor persoanelor.
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    Contractul individual de muncă cu zero ore de muncă
    (CEP USM, 2024) Mihailov, Tatiana
    The individual employment contract with zero working hours is a very atypical form of contract that is characterized, in particular, by the fact that the employment contract concluded between the parties does not specify a minimum number of hours that the employee should work for his employer, nor does is guarantee the existence of a specific salary. As a rule, the work duties are to be performed only after a prior request from the employer, and the employee’s remuneration depends on the number of hours actually worked by the employee. Therefore, in this case, the daily presence of the employee at work is not necessary.
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    Reglementări privind caracterele juridice ale instituției disciplinei de muncă și răspunderii disciplinare a salariaților [Articol]
    (2019) Romandaș, Nicolae; Gurin, Eduard
    The 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.
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    Reglementări privind programele de dezvoltare profesională a funcționarilor publici [Articol]
    (2018) Romandaș, Nicolae; Goriuc, Teodorina
    Într-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 său.
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    Reflecții juridice privind dreptul angajatorului de a-și revoca ordinul de concediere [Articol]
    (2017) Boișteanu, Eduard; Romandaș, Nicolae
    The 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.
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    Contractul individual de muncă – condiție fundamentală a reglementării raporturilor juridice de muncă [Articol]
    (2017) Romandaș, Nicolae; Gamureac, Alexandru
    This 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.
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    Salariatul – subiect al dreptului muncii [Articol]
    (2016) Macovei, Tatiana
    Salariatul 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.