{"id":1143,"date":"2022-07-17T15:17:16","date_gmt":"2022-07-17T15:17:16","guid":{"rendered":"https:\/\/candealawoffice.com\/?p=1143"},"modified":"2023-11-12T11:08:37","modified_gmt":"2023-11-12T09:08:37","slug":"contestatie-decizie-de-concediere","status":"publish","type":"post","link":"https:\/\/candealawoffice.ro\/articole\/contestatie-decizie-de-concediere\/","title":{"rendered":"Contesta\u021bie deciziei de concediere \u00een temeiul art. 80 din Codul Muncii"},"content":{"rendered":"\r\n<h2 class=\"wp-block-heading\">Contesta\u021bie \u00eempotriva deciziei de concediere &#8211; remediu procesual pe cale judec\u0103toreasc\u0103<\/h2>\r\n\r\n\r\n\r\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\r\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"848\" height=\"565\" data-id=\"1079\" class=\"wp-image-1079\" src=\"https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2022\/01\/rezolutiune-reziliere-contract-noul-cod-civil_-large.jpg\" alt=\"\" srcset=\"https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2022\/01\/rezolutiune-reziliere-contract-noul-cod-civil_-large.jpg 848w, https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2022\/01\/rezolutiune-reziliere-contract-noul-cod-civil_-large-300x200.jpg 300w, https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2022\/01\/rezolutiune-reziliere-contract-noul-cod-civil_-large-768x512.jpg 768w\" sizes=\"auto, (max-width: 848px) 100vw, 848px\" \/><\/figure>\r\n<\/figure>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">\u00cempotriva concedierii nelegale sau netemeinice fostul salariat poate introduce contesta\u021bie la instan\u021ba judec\u0103toreasc\u0103 competent\u0103 \u00een termen de 45 de zile de la comunicarea deciziei de concediere (\u00eencetarea contractului individual de munc\u0103). Cu privire la decizia de concediere, aceasta trebuie s\u0103 \u00eendeplineasc\u0103 condi\u021biile din <a href=\"https:\/\/lege5.ro\/gratuit\/gi2tknjxgq\/art-62-concedierea-pentru-motive-care-tin-de-persoana-salariatului-codul-muncii?dp=gu3dmmjygi3dg\" target=\"_blank\" rel=\"noreferrer noopener\">art. 62 alin. (3) din Codul Muncii,<\/a> respectiv : <em>\u201eDecizia se emite in scris si, sub sanctiunea nulitatii absolute, trebuie sa fie motivata <\/em><strong><em><strong><em>in fapt<\/em><\/strong><\/em><\/strong><em>\u00a0si in drept si sa cuprinda precizari cu privire la termenul in care poate fi contestata si la instanta judecatoreasca la care se contesta.&#8221;<\/em><\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">Astfel, \u00een m\u0103sura \u00een care decizia de concediere nu \u00eendepline\u0219te aceste condi\u021bii, concedierea este dispus\u0103 \u00een mod nelegal, practic cu \u00eenc\u0103lcarea dispozi\u021biilor legale enun\u021bate, conduc\u00e2nd astfel la pronun\u021barea de c\u0103tre instan\u021b\u0103 a unei solu\u021bii de anulare a concedierii nelegale. \u00cen m\u0103sura \u00een care decizia de concediere \u00eendepline\u0219te aceste condi\u021bii legale, se analizeaz\u0103 de c\u0103tre instan\u021ba de judecat\u0103 temeinicia (justificarea) deciziei de concediere.<\/p>\r\n\r\n\r\n\r\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-2 is-layout-flex wp-block-gallery-is-layout-flex\">\r\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1920\" height=\"1281\" data-id=\"357\" class=\"wp-image-357\" src=\"https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2021\/10\/dreptul-muncii-cover-scaled-1.jpg\" alt=\"\" srcset=\"https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2021\/10\/dreptul-muncii-cover-scaled-1.jpg 1920w, https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2021\/10\/dreptul-muncii-cover-scaled-1-300x200.jpg 300w, https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2021\/10\/dreptul-muncii-cover-scaled-1-1024x683.jpg 1024w, https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2021\/10\/dreptul-muncii-cover-scaled-1-768x512.jpg 768w, https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2021\/10\/dreptul-muncii-cover-scaled-1-1536x1025.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/figure>\r\n<\/figure>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\">Contesta\u021bie \u00eempotriva deciziei de concediere &#8211; motive<\/h2>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">\u00cen sistemul de drept rom\u00e2nesc, angajatorul are dreptul legal de a emite decizia de concediere doar raportat la unul dintre urm\u0103toarele motive de drept:<\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n<li>pentru motive ce nu \u021bin de persoana salariatului, acesta fiind desfiin\u021barea locului de munc\u0103, av\u00e2nd la baz\u0103 o cauz\u0103 real\u0103 \u0219i serioas\u0103<\/li>\r\n<li>pentru motive ce \u021bin de persoana salariatului, aceste fiind reprezentate de:<\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">a)\u00een cazul \u00een care salariatul a s\u0103v\u00e2r\u015fit o abatere grav\u0103 sau abateri repetate de la regulile de disciplin\u0103 a muncii ori de la cele stabilite prin contractul individual de munc\u0103, contractul colectiv de munc\u0103 aplicabil sau regulamentul intern, ca sanc\u0163iune disciplinar\u0103;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">b)\u00een cazul \u00een care salariatul este arestat preventiv sau arestat la domiciliu pentru o perioad\u0103 mai mare de 30 de zile, \u00een condi\u0163iile Codului de procedur\u0103 penal\u0103;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">c)\u00een cazul \u00een care, prin decizie a organelor competente de expertiz\u0103 medical\u0103, se constat\u0103 inaptitudinea fizic\u0103 \u015fi\/sau psihic\u0103 a salariatului, fapt ce nu permite acestuia s\u0103 \u00ee\u015fi \u00eendeplineasc\u0103 atribu\u0163iile corespunz\u0103toare locului de munc\u0103 ocupat;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">d)\u00een cazul \u00een care salariatul nu corespunde profesional locului de munc\u0103 \u00een care este \u00eencadrat.<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">Totodat\u0103, cu privire la concediere legea ofer\u0103 o protec\u021bie angaja\u021bilor prin care sunt enumerate o serie de cazuri \u00een care concedierea nu poate fi dispus\u0103. Aceste cazuri sunt expres prev\u0103zute de articolul 61 din Codul Muncii, respectiv:<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">a)pe durata incapacit\u0103\u0163ii temporare de munc\u0103, stabilit\u0103 prin certificat medical conform legii;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">b)pe durata suspend\u0103rii activit\u0103\u0163ii ca urmare a instituirii carantinei;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">c)pe durata \u00een care femeia salariat\u0103 este gravid\u0103, \u00een m\u0103sura \u00een care angajatorul a luat cuno\u015ftin\u0163\u0103 de acest fapt anterior emiterii deciziei de <em>concediere<\/em>;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">d)pe durata concediului de maternitate;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">e)pe durata concediului pentru cre\u015fterea copilului \u00een v\u00e2rst\u0103 de p\u00e2n\u0103 la 2 ani sau, \u00een cazul copilului cu handicap, p\u00e2n\u0103 la \u00eemplinirea v\u00e2rstei de 3 ani;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">f)pe durata concediului pentru \u00eengrijirea copilului bolnav \u00een v\u00e2rst\u0103 de p\u00e2n\u0103 la 7 ani sau, \u00een cazul copilului cu handicap, pentru afec\u0163iuni intercurente, p\u00e2n\u0103 la \u00eemplinirea v\u00e2rstei de 18 ani;<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">g)[abrogat]<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">h)pe durata efectu\u0103rii concediului de odihn\u0103.<\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">Astfel, \u00een m\u0103sura \u00een care angajatorul dispune concedierea salariatul care se afl\u0103 \u00een cazurile enumerate \u00een cele de mai sus, concediere este nelegal\u0103, fiind lovit\u0103 de nulitate absolut\u0103 \u00een fa\u021ba instan\u021bei de judecat\u0103. Important de men\u021bionat este faptul c\u0103 concedierea nelegal\u0103 sau netemeinic\u0103 d\u0103 dreptul de a solicita plata drepturilor salariale de la momentul dispunerii concedierii \u0219i p\u00e2n\u0103 la r\u0103m\u00e2nerea definitiv\u0103 a hot\u0103r\u00e2ri, sau dup\u0103 caz a reintegr\u0103ri pe postul de\u021binut anterior.<\/p>\r\n\r\n\r\n\r\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-3 is-layout-flex wp-block-gallery-is-layout-flex\">\r\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"750\" height=\"421\" data-id=\"1073\" class=\"wp-image-1073\" src=\"https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2022\/01\/sigla-logo.jpeg\" alt=\"\" srcset=\"https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2022\/01\/sigla-logo.jpeg 750w, https:\/\/candealawoffice.ro\/articole\/wp-content\/uploads\/2022\/01\/sigla-logo-300x168.jpeg 300w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/figure>\r\n<\/figure>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\">Contesta\u021bia deciziei de concediere &#8211; Asisten\u021b\u0103 \u0219i reprezentare de c\u0103tre avoca\u021bii specializa\u021bi pe dreptul muncii din cadrul Cabinetului individual de avocat C\u00e2ndea Law Office<\/h2>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/candealawoffice.ro\/dreptul-muncii\/\" target=\"_blank\" rel=\"noreferrer noopener\">Cabinetul individual de avocat C\u00e2ndea Law Office ofer\u0103 asisten\u021b\u0103 \u0219i reprezentare \u00een fa\u021ba autorit\u0103\u021bilor publice \u0219i a instan\u021belor de judecat\u0103 prin avoca\u021bii specializa\u021bi din cadrul biroului. \u00cen m\u0103sura \u00een care aprecia\u021bi c\u0103 v\u0103 afla\u021bi \u00een fa\u021ba unei concedieri nelegale, abuziv\u0103 nu ezita\u021bi s\u0103 solicita\u021bi asisten\u021b\u0103 juridic\u0103 din partea avoca\u021bilor specializa\u021bi. <\/a><\/p>\r\n","protected":false},"excerpt":{"rendered":"<p>Contesta\u021bie \u00eempotriva deciziei de concediere &#8211; remediu procesual pe cale judec\u0103toreasc\u0103 \u00cempotriva concedierii nelegale sau netemeinice fostul salariat poate introduce contesta\u021bie la instan\u021ba judec\u0103toreasc\u0103 competent\u0103 \u00een termen de 45 de zile de la comunicarea deciziei de concediere (\u00eencetarea contractului individual de munc\u0103). Cu privire la decizia de concediere, aceasta trebuie s\u0103 \u00eendeplineasc\u0103 condi\u021biile din art. [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":904,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[30,19],"tags":[],"class_list":["post-1143","post","type-post","status-publish","format-standard","has-post-thumbnail","category-contestatie-decizie-concediere","category-dreptul-muncii","entry"],"_links":{"self":[{"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/posts\/1143","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/comments?post=1143"}],"version-history":[{"count":2,"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/posts\/1143\/revisions"}],"predecessor-version":[{"id":1741,"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/posts\/1143\/revisions\/1741"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/media\/904"}],"wp:attachment":[{"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/media?parent=1143"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/categories?post=1143"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/candealawoffice.ro\/articole\/wp-json\/wp\/v2\/tags?post=1143"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}