Differs in that the employee works from home and sets their own work schedule.

Telecommuting can take place in any location other than the one organized by the employer, not just from home, uses only information and communication technology, and the work schedule is established by mutual agreement with the employer.

The employer has the obligation, before the commencement of activity, to conclude the individual employment contract and to hand over to the employee a copy of the contract.

The individual employment contract must be registered and transmitted in the General Register of Employees no later than the day before the start of activity, regardless of whether it is a working or non-working day.

90 calendar days for executive functions and 120 calendar days for management functions.

Yes, mandatory before starting the activity. The trial period is carried out within the individual employment contract and constitutes seniority at work.

Only one trial period, except when the employee starts with the same employer in a new position or profession, or is to perform the activity in a workplace with difficult, harmful, or dangerous conditions, in which cases they may be subject to a new trial period.

Yes, any employee has the right to work for different employers or for the same employer, based on individual employment contracts, benefiting from the corresponding salary for each of them.

An employee who has two individual employment contracts with the same employer must have different positions and work, based on both contracts, for a maximum of 12 hours/day.

The temporary employment contract is an individual employment contract that is concluded in writing between the temporary employment agency and the temporary employee, for the duration of a mission.

The conclusion of the temporary employment contract is ensured by the temporary employment agent.

The temporary employment contract must specify the conditions under which the assignment is to take place, the duration of the assignment, the identity and registered office of the user, as well as the amount and methods of remuneration of the temporary employee.

A.  The temporary employment agency can conclude with the temporary employee also an employment contract for an indefinite period,  in which case  in the period between two assignments, the temporary employee is at the disposal of the temporary employment agency.

All rights and obligations stipulated by labor legislation, Law 279/2005 and, where applicable, by the special laws governing the occupation in question.

Yes, you must receive compensation equal to at least 50% of the minimum gross basic salary guaranteed in payment and it is granted proportionally with the number of hours of activity performed (no more than 720 hours over 6 consecutive months).

Law no. 176/2018.

Now, it is an annex to the individual employment contract that is registered in Revisal.

However, the internship certificate/certification issued by the employer is endorsed by the territorial labor inspectorate in whose territorial area the employer has its headquarters.

36 months.

This implies 3 fixed-term individual labor contracts.

Fixed-term individual labor contracts concluded within 3 months of the termination of a fixed-term employment contract are considered successive contracts and cannot have a duration of more than 12 months each.

• Working hours and the distribution of the work schedule;

• The conditions under which the work schedule can be changed;

• The prohibition to work overtime, except in cases of force majeure or for other urgent work intended to prevent accidents or to eliminate their consequences.

The contract is considered to be concluded for the full standard.

The individual employment contract can be modified only by agreement of the parties, except in situations where such modification is expressly provided by law.

To any of the following elements:

• contract duration

• workplace

• type of work

• working conditions

• salary

• working time and rest time.

Yes, through the delegation or secondment of the employee to a workplace other than that stipulated in the individual employment contract.

The delegated/posted employee is entitled to the payment of transport and accommodation expenses, as well as a delegation/posting allowance, under the conditions stipulated by law or the applicable collective labor agreement.

As a rule, the rights due to the posted employee are granted by the employer to whom the posting was ordered. However, as an exception, the rights are paid to him by the employer who posted him if they are more favorable to him.

• The suspension of the individual employment contract has the effect of suspending the performance of work by the employee and the payment of salary rights by the employer.

• The suspension of all terms related to the conclusion, modification, execution or termination of the individual employment contract, except for situations in which the individual employment contract terminates by law.

Yes, in the event of a temporary reduction in activity for economic, technological, structural or similar reasons, for periods exceeding 30 working days, the employer may decide this, until the situation that caused the reduction in the program is remedied, after prior consultation with the representative union at the unit level or with the employees' representatives, as the case may be.

At least 75% of the basic salary corresponding to the job held.

Well, in the case of unpaid leave for studies or personal interests, the individual employment contract can be suspended by agreement of the parties.

Attention! Unpaid leave reduces the seniority at work!

Approximately 20 working days.

Within 45 calendar days from the date of dismissal.

Yes. The employer's refusal to register the resignation gives the employee the right to prove it by any means of evidence.

No more than 20 working days for employees with executive positions, and no more than 45 working days for employees who hold management positions.

Yes, if the employer does not fulfill the obligations assumed through the individual employment contract or if the employer waives the benefit of the notice period.

No. With the exception of judicial reorganization or bankruptcy, the employer cannot dismiss for 6 months the employee who permanently returns to the unit after the leave for raising and caring for the child or is in the payment of the insertion incentive. The prohibition applies only once.

No. The termination of the individual employment contract concluded for a fixed period is a termination by law and operates even if the contract is suspended.

The law does not specify the form, but only the employer's obligation to organize and keep at the workplaces records of the hours worked daily by each employee, highlighting the start and end times of the work program, and to submit this record to the labor inspectors' control whenever requested.

8 hours per day and 40 hours per week.

6 hours per day and 30 hours per week.

• This is capped at 48 hours per week.

• Exceptionally, the duration of working time, which also includes overtime, may be extended beyond 48 hours per week, provided that the average working hours, calculated over a reference period of 4 calendar months, does not exceed 48 hours per week.

Only if it is expressly specified in the individual employment contract.

Work performed outside the normal weekly working hours is considered overtime.

• Paid free time within the next 90 calendar days after it is performed.

• If compensation through paid free time is not possible within the above period, in the following month, the overtime will be paid to the employee by adding an allowance to the salary corresponding to its duration, which cannot be less than 75% of the base salary.

Work performed between the hours of 10:00 PM and 6:00 AM is considered night work.

25% of the base salary, if the time worked is at least 3 night hours of the normal working time.

Of.

No.

For at least 12 consecutive hours.

Exceptionally, in the case of shift work, this break may not be less than 8 hours between shifts.

From a salary increase established by the collective labor agreement or, as the case may be, by the individual employment contract.

Compensation is ensured with corresponding free time in the following 30 days or an increase to the base salary which cannot be less than 100% of the base salary corresponding to the work performed in the normal work schedule.

48 consecutive hours, usually Saturday and Sunday.

20 working days.

Only in the case of termination of the individual employment contract.

Daily average of wage rights composed of the basic salary, allowances and bonuses of a permanent nature due for the period, stipulated in the individual employment contract, from the last 3 months prior to the one in which the leave is taken, multiplied by the number of days of leave.

The holiday allowance is paid by the employer at least 5 working days before the start of the holiday.

For justified reasons, the employee cannot take, in full or in part, the annual leave to which he was entitled in the respective calendar year, with the agreement of the person concerned, the employer is obliged to grant the untaken leave within a period of 18 months from the year following the one in which the right to annual leave was born.

Now, except if you already had your vacation scheduled during that period. The refusal to grant vacation during the scheduled period must be well justified.

Well, the salary includes the basic salary, allowances, bonuses, as well as other additions.

Now, the minimum wage stipulated by government decision refers only to the basic (tariff) salary.

There is no law that stipulates the employer's obligation to issue pay slips.

Yes, the employer can pay the salary into an account by bank transfer.

File a complaint with the ITM at the employer's headquarters. If, even after the ITM orders the payment of the salary, the employer does not make the payment, you must sue him in court at the court in the locality where you live or have your workplace.

The respective dispute is exempt from judicial stamp and judicial stamp duty.

Attention! The right to claim payment of outstanding salaries is time-barred in 3 years!

Based on a final and irrevocable court decision.

Maximum of one third of the net salary (in hand) and no more than half of it if there are multiple garnishments.