In the realm of employment, transparency plays a crucial role in fostering trust and understanding between employers and employees. Romanian labor law acknowledges the significance of this and mandates that employers must provide essential information to prospective employees before entering into an individual employment contract. This legal obligation, as specified in Article 17 of the Romanian Labor Code, aims to empower individuals by ensuring they are well-informed about the terms and conditions of their employment. In this comprehensive guide, we will delve into the specifics of Article 17 and Article 18, offering insights to both employers and employees regarding their rights and responsibilities.
Article 17: Pre-Contractual Information Obligations
Identity of the Parties
Prior to signing an individual employment contract, it is of utmost importance for the employer to confirm that both parties involved—the employer themselves and the soon-to-be employee—are fully informed about each other’s identities. This ensures transparency and clarity in the contractual agreement.
Place of Work
It is important for the essential clause to clearly indicate the job’s location in the employment contract or, if there is no fixed workplace, notify the employee about the potential for working in various places. Additionally, the employer should provide clarity on whether transportation between these locations will be given or reimbursed.
Address or Domicile of the Employer
Employers must provide their official address or domicile information in the employment contract to ensure that employees have access to the necessary contact details for communication or assistance.
Job Title and Description
The job title or occupation should be in accordance with the Classification of Occupations in Romania or other relevant normative acts. Furthermore, the job description should clearly outline the responsibilities and tasks that are expected from the employee. It is important to ensure that the job title and description accurately reflect the nature of the role.
Criteria for Professional Evaluation
In the employment contract, employees have the right to be informed about the specific criteria used by the employer to appraise their professional performance. This information plays a crucial role in defining clear performance standards and expectations.
Risks Specific to the Position
Each occupation involves specific risks that employers must inform employees about to guarantee their safety and overall welfare while at work. Effective communication of these risks is crucial for ensuring a safe and secure working environment.
Effective Date of the Contract
The intended start date of the contract should be explicitly mentioned, providing clarity to both parties about the commencement of the employment relationship. It is important for both parties to be aware of this information for effective planning and coordination.
Duration of Fixed-Term Contracts
For fixed-term employment contracts, it’s essential to specify their duration, ensuring that employees are aware of the temporary nature of their engagement.
Annual Leave Duration
Employees are entitled to annual leave, and its duration should be communicated as part of the pre-contractual information.
Conditions for Notice
The conditions under which either party can give notice and the duration of the notice period should be outlined, promoting transparency in contract termination procedures.
Salary Details
Employers must provide a breakdown of the employee’s salary, including the basic salary and any additional components. Information regarding payment frequency and method is also crucial.
Working Hours
Normal working hours, expressed in hours per day and/or hours per week, should be communicated, along with details on overtime hours, compensation, and shift work arrangements, if applicable.
Collective Labor Agreement Reference
If applicable, the contract should reference the collective labor agreement that regulates the employee’s working conditions.
Probationary Period
In cases where a probationary period applies, its duration and conditions should be transparently communicated.
Electronic Signatures and Seals
The procedures for using advanced electronic signatures, qualified electronic signatures accompanied by electronic time stamps, or the qualified electronic seal of the employer should be explained.
Professional Training Opportunities
Employers must inform employees about their right to professional training offered by the employer.
Additional Benefits
If the employer provides private medical insurance, contributes to optional pensions or occupational pensions, or offers any other benefits resulting from professional activity, these should be communicated as well.
It’s important to note that the above elements must also be included in the content of the individual employment contract, except for information regarding professional training, additional benefits, and the procedures for electronic signatures and seals.
Article 18: Information for Employees Working Abroad
Article 18 of the Romanian Labor Code pertains to employees who will carry out their activities abroad. Employers are required to provide specific information before departure, ensuring that employees are well-prepared for international assignments. This includes:
Country and Duration of Work Abroad
Details about the country or countries where the employee will work abroad and the expected duration of the assignment should be communicated.
Currency and Payment Methods
The details regarding the currency in which the salary will be paid and the available methods of payment need to be explicitly communicated. It is essential to provide clear information on these aspects, ensuring that employees are aware and informed.
Benefits Related to Working Abroad
Employees who work abroad should be provided with clear and open communication about the cash and/or in-kind benefits they are entitled to. This ensures transparency and allows employees to fully understand the benefits they will receive while working in a different country.
Climate and Labor Laws
It is imperative for employers to furnish employees with essential details regarding climate conditions and key labor law regulations prevailing in the host country. This is vital to ensure a safe and compliant work environment.
Local Customs and Safety Measures
It is essential for employees working abroad to have a clear understanding of local customs and safety measures. Employers play a vital role in ensuring their well-being by effectively communicating these aspects to them. This knowledge contributes to a safe and culturally sensitive working environment.
Repatriation Conditions
The content of the individual employment contract should incorporate all the information outlined in Article 18. This ensures that all relevant details are properly documented and agreed upon by both the employer and the employee.
Ensuring Compliance and Seeking Redress
If an employer fails to provide the required information mentioned in Article 17 or Article 18, employees have recourse. They can contact the Labor Inspection to report non-compliance with the information obligation. Additionally, employees have the option to file a lawsuit within 30 days from the date of non-compliance with the information obligation. In such cases, they can request compensation for any damages suffered due to the failure to provide essential information.
In conclusion, Article 17 and Article 18 of the Romanian Labor Code underscore the significance of transparency and communication in the employment relationship. Employers must fulfill their obligations to ensure that prospective employees are fully informed about the terms and conditions of their employment. Conversely, employees should be proactive in seeking redress if they believe their rights under these articles have been violated. A transparent employment process benefits both parties and fosters a harmonious and productive work environment.
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