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Codul Muncii » TITLUL IV
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TITLUL IV

SALARIZAREA 

 

Capitolul 1. Dispozitii generale

 

        Art. 154. (Salariul: notiune si acordare)

(1) Salariul reprezinta contraprestatia muncii depuse de salariat in baza contractului individual de munca.

(2) Pentru munca prestata in baza contractului individual de munca fiecare salariat are dreptul la un salariu exprimat in bani.

(3) La stabilirea si la acordarea salariului este interzisa orice discriminare pe criterii de sex, orientare sexuala, caracteristici genetice, varsta, apartenenta nationala, rasa, culoare, etnie, religie, optiune politica, origine sociala, handicap, situatie sau responsabilitate familiala, apartenenta ori activitate sindicala.

        Art. 155. (Componentele salariului)

Salariul cuprinde salariul de baza, indemnizatiile, sporurile, precum si alte adaosuri.

        Art. 156. (Prioritatea platii salariilor)

Salariile se platesc inaintea oricaror alte obligatii banesti ale angajatorilor.

        Art. 157. (Stabilirea salariului)

(1) Salariile se stabilesc prin negocieri individuale sau/si colective intre angajator si salariati sau reprezentanti ai acestora.

(2) Sistemul de salarizare a personalului din autoritatile si institutiile publice finantate integral sau in majoritate de la bugetul de stat, bugetul asigurarilor sociale de stat, bugetele locale si bugetele fondurilor speciale se stabileste prin lege, cu consultarea organizatiilor sindicale reprezentative.

        Art. 158. (Confidentialitatea salariului)

(1) Salariul este confidential, angajatorul avand obligatia de a lua masurile necesare pentru asigurarea confidentialitatii.

(2) In scopul promovarii intereselor si apararii drepturilor salariatilor, confidentialitatea salariilor nu poate fi opusa sindicatelor sau, dupa caz, reprezentantilor salariatilor, in stricta legatura cu interesele acestora si in relatia lor directa cu angajatorul.

       

Capitolul 2. Salariul de baza minim brut pe tara garantat in plata

 

        Art. 159. (Stabilirea si calcularea)

(1) Salariul de baza minim brut pe tara garantat in plata, corespunzator programului normal de munca, se stabileste prin hotarare a Guvernului, dupa consultarea sindicatelor si a patronatelor. In cazul in care programul normal de munca este, potrivit legii, mai mic de 8 ore zilnic, salariul de baza minim brut orar se calculeaza prin raportarea salariului de baza minim brut pe tara la numarul mediu de ore lunar potrivit programului legal de lucru aprobat.

(2) Angajatorul nu poate negocia si stabili salarii de baza prin contractul individual de munca sub salariul de baza minim brut orar pe tara.

(3) Angajatorul este obligat sa garanteze in plata un salariu brut lunar cel putin egal cu salariul de baza minim brut pe tara. Aceste dispozitii se aplica si in cazul in care salariatul este prezent la lucru, in cadrul programului, dar nu poate sa isi desfasoare activitatea din motive neimputabile acestuia, cu exceptia grevei.

(4) Salariul de baza minim brut pe tara garantat in plata este adus la cunostinta salariatilor prin grija angajatorului.

       Nota: 1. Potrivit dispozitiilor H.G. nr. 1825/2006 pentru stabilirea salariului de baza minim brut pe tara garantat in plata (M.Of. nr. 1025 din 22 decembrie 2006):

       ”Art. 1. Incepand cu data de 1 ianuarie 2007, salariul de baza minim brut pe tara garantat in plata se stabileste la 390 lei lunar, pentru un program complet de lucru de 170 ore in medie pe luna in anul 2007, reprezentand 20294 lei/ora.

        Art. 2. (1) Pentru personalul din sectorul bugetar, nivelul salariului de baza, potrivit incadrarii, nu poate fi inferior nivelului salariului de baza minim brut pe tara garantat in plata, prevazut la art. 1.

        (2) In aplicarea prevederilor alin. (1), salariul de bvaza, sau, dupa caz, coeficientii de ierarhizare in baza carora se stabilesc salariile de baza pentru functiile in care este incadrat personalul respectiv se majoreaza in mod corespunzator.

        Art. 3. Nivelul salariului de baza minim brut pe tara garantat in plata, stabilit potrivit art. 1, nu modifica cuantumul drepturilor salariale existente la data intrarii in vigoare a prezentei hotarari, stabilite prin contractele colective de munca, contractele individuale de munca sau prin alte acte normative, in functie de nivelul salariului de baza minim brut pe tara garantat in plata.

        Art. 4. (1) Stabilirea pentru personalul incadrat prin incheierea unui contract individual de munca, de salarii de baza sub nivelul celui prevazut la art. 1, constituie contraventie si se sanctioneaza cu amenda de la 1000 lei la 2000 lei.

        (2) Constatarea contraventiei si aplicarea sanctiunii prevazute la alin. (1) se fac de catre personalul Ministerului Muncii, Solidaritatii Sociale si Familiei, al Inspectiei Muncii, prin inspectoratele teritoriale de munca judetene si al municipiului Bucuresti, imputernicit, dupa caz, prin ordin al ministrului muncii, solidaritatii sociale si familiei.

        (3) Prevederile alin. (1) si (2) se completeaza cu dispozitiile Ordonantei Guvernului nr. 2/2001 privind regimul juridic al contraventiilor, aprobata cu modificari si completari prin Legea nr.180/2002, cu modificarile si completarile ulterioare.”

        2. A se vedea, de asemenea, si dispozitiile art. 40 alin. 4 din Contractul colectiv de munca unic la nivel national pe anii 2007-2010, potrivit carora: “Salariul de baza minim brut negociat pentru un program complet de lucru de 170 de ore, in medie, este de 440 lei, adica 2.59le/ora, incepand cu 1 ianuarie 2007.”

        Mentionam ca prevederile referitoare la salariul de baza minim brut negociat din contractul colectiv de munca unic la nivel national se aplica tuturor salariatilor ale caror salarii sunt stabilite prin negociere.

        In acord cu dispozitiile art. 25 alin. (3) din Legea nr. 130/1996 republicata, in cazul contractului colectiv de munca unic la nivel national pe anii 2007-2010, inregistrat la MMSSF in data de 29.12.2006, partenerii sociali au convenit ca data a aplicarii contractului colectiv de munca data de 01.01.2007.

        Art. 160. (Acordarea in natura)

Pentru salariatii carora angajatorul, conform contractului colectiv sau individual de munca, le asigura hrana, cazare sau alte facilitati, suma in bani cuvenita pentru munca prestata nu poate fi mai mica decat salariul minim brut pe tara prevazut de lege.

 

Capitolul 3. Plata salariului

 

        Art. 161. (Data si modalitatile de plata)

(1) Salariul se plateste in bani cel putin o data pe luna, la data stabilita in contractul individual de munca, in contractul colectiv de munca aplicabil sau in regulamentul intern, dupa caz.

(2) Plata salariului se poate efectua prin virament intr-un cont bancar, in cazul in care aceasta modalitate este prevazuta in contractul colectiv de munca aplicabil.

(3) Plata in natura a unei parti din salariu, in conditiile stabilite la art. 160, este posibila numai daca este prevazuta expres in contractul colectiv de munca aplicabil sau in contractul individual de munca.

(4) Intarzierea nejustificata a platii salariului sau neplata acestuia poate determina obligarea angajatorului la plata de daune-interese pentru repararea prejudiciului produs salariatului.

        Art. 162. (Persoana indreptatita la plata salariului)

(1) Salariul se plateste direct titularului sau persoanei imputernicite de acesta.

(2) In caz de deces al salariatului, drepturile salariale datorate pana la data decesului sunt platite, in ordine, sotului supravietuitor, copiilor majori ai defunctului sau parintilor acestuia. Daca nu exista nici una dintre aceste categorii de persoane, drepturile salariale sunt platite altor mostenitori, in conditiile dreptului comun.

        Art. 163. (Dovada platii salariului)

(1) Plata salariului se dovedeste prin semnarea statelor de plata, precum si prin orice alte documente justificative care demonstreaza efectuarea platii catre salariatul indreptatit.

(2) Statele de plata, precum si celelalte documente justificative se pastreaza si se arhiveaza de catre angajator in aceleasi conditii si termene ca in cazul actelor contabile, conform legii.

        Art. 164. (Retinerile din salariu)

(1) Nici o retinere din salariu nu poate fi operata, in afara cazurilor si conditiilor prevazute de lege.

(2) Retinerile cu titlu de daune cauzate angajatorului nu pot fi efectuate decat daca datoria salariatului este scadenta, lichida si exigibila si a fost constatata ca atare printr-o hotarare judecatoreasca definitiva si irevocabila.

(3) In cazul pluralitatii de creditori ai salariatului va fi respectata urmatoarea ordine:
a) obligatiile de intretinere, conform Codului familiei;
b) contributiile si impozitele datorate catre stat;
c) daunele cauzate proprietatii publice prin fapte ilicite;
d) acoperirea altor datorii.

(4) Retinerile din salariu cumulate nu pot depasi in fiecare luna jumatate din salariul net.

        Art. 165. (Inadmisibilitatea renuntarii la drepturile salariale)

Acceptarea fara rezerve a unei parti din drepturile salariale sau semnarea actelor de plata in astfel de situatii nu poate avea semnificatia unei renuntari din partea salariatului la drepturile salariale ce i se cuvin in integralitatea lor, potrivit dispozitiilor legale sau contractuale.

        Art. 166. (Prescriptia actiunii pentru plata salariului)

(1) Dreptul la actiune cu privire la drepturile salariale, precum si cu privire la daunele rezultate din neexecutarea in totalitate sau in parte a obligatiilor privind plata salariilor se prescrie in termen de 3 ani de la data la care drepturile respective erau datorate.

(2) Termenul de prescriptie prevazut la alin. (1) este intrerupt in cazul in care intervine o recunoastere din partea debitorului cu privire la drepturile salariale sau derivand din plata salariului.

 

Capitolul 4. Fondul de garantare pentru plata creantelor salariale

 

        Art. 167. (Reglementari speciale)

(OUG 65/2005) Constituirea si utilizarea fondului de garantare pentru plata creantelor salariale se vor reglementa prin lege speciala.

        Nota: A se vedea Legea nr. 200/2006 privind constituirea si utilizarea Fondului de garantare pentru plata creantelor salariale, astfel cum a fost rectificata, precum si Normele metodologice de aplicare a acestei legi, aprobate prin H.G. nr. 1850/2006.

        Art. 168. (Principii de constituire si utilizare a fondului)

(abrogat prin OUG 65/2005) La constituirea si la utilizarea fondului de garantare pentru plata creantelor salariale se vor respecta urmatoarele principii:

a) patrimoniul institutiilor de administrare a fondurilor trebuie sa fie independent de capitalul de exploatare al unitatilor si trebuie sa fie constituit astfel incat asupra acestuia sa nu poata fi pus sechestru in cursul procedurii in caz de insolvabilitate;

b) angajatorii trebuie sa contribuie la finantare in masura in care aceasta nu este acoperita integral de catre autoritatile publice;

c) obligatia de plata a institutiilor de administrare a fondurilor va exista independent de indeplinirea obligatiei de contributie la finantare.

Capitolul 5. Protectia drepturilor salariatilor in cazul transferului intreprinderii,

al unitatii sau al unor parti ale acesteia 

 

        Art. 169. (Protectia salariatilor)

(1) Salariatii beneficiaza de protectia drepturilor lor in cazul in care se produce un transfer al intreprinderii, al unitatii sau al unor parti ale acesteia catre un alt angajator, potrivit legii.

(2) Drepturile si obligatiile cedentului, care decurg dintr-un contract sau raport de munca existent la data transferului, vor fi transferate integral cesionarului.

(3) Transferul intreprinderii, al unitatii sau al unor parti ale acesteia nu poate constitui motiv de concediere individuala sau colectiva a salariatilor de catre cedent ori de catre cesionar.

        Art. 170. (Obligatia de informare si consultare)

Cedentul si cesionarul au obligatia de a informa si de a consulta, anterior transferului, sindicatul sau, dupa caz, reprezentantii salariatilor cu privire la implicatiile juridice, economice si sociale asupra salariatilor, decurgand din transferul dreptului de proprietate.

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