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Codul Muncii » TITLUL I
Codul Muncii din Romania

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TITLUL I

DISPOZITII GENERALE 

 

Capitolul 1.  Domeniul de aplicare

        Art. 1. (Obiectul reglementarii)

(1) Prezentul cod reglementeaza totalitatea raporturilor individuale si colective de munca, modul in care se efectueaza controlul aplicarii reglementarilor din domeniul raporturilor de munca, precum si jurisdictia muncii.

(2) Prezentul cod se aplica si raporturilor de munca reglementate prin legi speciale, numai in masura in care acestea nu contin dispozitii specifice derogatorii.

        Art. 2. (Subiectele reglementarii)

Dispozitiile cuprinse in prezentul cod se aplica:

a) cetatenilor romani incadrati cu contract individual de munca, care presteaza munca in Romania;

b) (OUG 65/2005) cetatenilor români incadrati cu contract individual de munca si care presteaza activitatea in strainatate, in baza unor contracte incheiate cu un angajator român, cu exceptia cazului in care legislatia statului pe al carui teritoriu se executa contractul individual de munca este mai favorabila ;

c) cetatenilor straini sau apatrizi incadrati cu contract individual de munca, care presteaza munca pentru un angajator roman pe teritoriul Romaniei;

d) persoanelor care au dobandit statutul de refugiat si se incadreaza cu contract individual de munca pe teritoriul Romaniei, in conditiile legii;

        Nota: A se vedea, cu referire la lit. c) si d) ale art. 2, si dispozitiile O.U.G.nr. 194/2002 privind regimul strainilor in Romania, republicata, cu modificarile ulterioare, precum si art. 16 alin. (3) din Constitutia Romaniei.

e) ucenicilor care presteaza munca in baza unui contract de ucenicie la locul de munca;

f) angajatorilor, persoane fizice si juridice;

g) organizatiilor sindicale si patronale.

 

Capitolul 2. Principii fundamentale

 

        Art. 3. (Libertatea muncii)

(1) Libertatea muncii este garantata prin Constitutie. Dreptul la munca nu poate fi ingradit.

(2) Orice persoana este libera in alegerea locului de munca si a profesiei, meseriei sau activitatii pe care urmeaza sa o presteze.

(3) Nimeni nu poate fi obligat sa munceasca sau sa nu munceasca intr-un anumit loc de munca ori intr-o anumita profesie, oricare ar fi acestea.

(4) Orice contract de munca incheiat cu nerespectarea dispozitiilor alin. (1)-(3) este nul de drept.

        Art. 4.  (Interzicerea muncii fortate)

(1) Munca fortata este interzisa.

(2) Termenul munca fortata desemneaza orice munca sau serviciu impus unei persoane sub amenintare ori pentru care persoana nu si-a exprimat consimtamantul in mod liber.

(3) Nu constituie munca fortata munca sau activitatea impusa de autoritatile publice:
a) in temeiul legii privind serviciul militar obligatoriu;
b) pentru indeplinirea obligatiilor civice stabilite prin lege;
c) in baza unei hotarari judecatoresti de condamnare, ramasa definitiva, in conditiile legii;
d) in caz de forta majora, respectiv in caz de razboi, catastrofe sau pericol de catastrofe precum: incendii, inundatii, cutremure, epidemii sau epizootii violente, invazii de animale sau insecte si, in general, in toate circumstantele care pun in pericol viata sau conditiile normale de existenta ale ansamblului populatiei ori ale unei parti a acesteia.

        Nota: Serviciul militar obligatoriu a fost suspendat, incepand cu 1 ianuarie 2007, prin intrarea in vigoare a Legii nr. 395/2005 privind suspendarea pe timp de pace a serviciului militar obligatoriu si trecerea la serviciul militar pe baza de voluntariat.

       Art. 5. (Principiul nediscriminarii)

(1) In cadrul relatiilor de munca functioneaza principiul egalitatii de tratament fata de toti salariatii si angajatorii.

(2) Orice discriminare directa sau indirecta fata de un salariat, bazata 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, este interzisa.

(3) Constituie discriminare directa actele si faptele de excludere, deosebire, restrictie sau preferinta, intemeiate pe unul sau mai multe dintre criteriile prevazute la alin. (2), care au ca scop sau ca efect neacordarea, restrangerea ori inlaturarea recunoasterii, folosintei sau exercitarii drepturilor prevazute in legislatia muncii.

(4) Constituie discriminare indirecta actele si faptele intemeiate in mod aparent pe alte criterii decat cele prevazute la alin. (2), dar care produc efectele unei discriminari directe.

        Nota: 1. A se vedea si dispozitiile referitoare la egalitatea in activitatea economica si in materie de angajare si profesie cuprinse in art. 5-9 din O.G. nr. 137/2000 privind prevenirea si sanctionarea tuturor formelor de discriminare, republicata (M. Of. nr. 99 din 8 februarie 2007). Potrivit art. 3 lit. a) O.G. nr. 137/2000: “Dispozitiile prezentei ordonante se aplica tuturor persoanelor fizice sau juridice, publice sau private, precum si institutiilor publice cu atributii in ceea ce priveste: (…) a) conditiile de incadrare in munca, criteriile si conditiile de recrutare, selectare si promovare, accesul la toate formele si nivelurile de orientare, formare si perfectionare profesionala”;

2. De asemenea, a se vedea si art. 2 alin. (3)-(4) din Contractul colectiv de munca unic la nivel national pe anii 2007-2010, infra, Anexa.

        Art. 6. (Protectia salariatilor)

(1) Orice salariat care presteaza o munca beneficiaza de conditii de munca adecvate activitatii desfasurate, de protectie sociala, de securitate si sanatate in munca, precum si de respectarea demnitatii si a constiintei sale, fara nici o discriminare.

(2) (modificat de OUG 55/2006) Tuturor salariatilor care presteaza o munca le sunt recunoscute dreptul la negocieri colective, dreptul la protectia datelor cu caracter personal, precum si dreptul la protectie impotriva concedierilor nelegale

        Nota: 1. A se vedea si dispozitiile art. 7 alin. (2) din Legea nr. 677/2001 pentru protectia persoanelor cu privire la prelucrarea datelor cu caracter personal si  libera circulatie a acestor date, care prevad o exceptie a aplicarii interzicerii prelucrarii anumitor date cu caracter personal in anumite situatii din domeniul dreptului muncii.

2. A se vedea infra si art. 58-78  din Codul Muncii, care reglementeaza concedierea.

(3) (introdus de OUG 55/2006) Pentru munca egala sau de valoare egala este interzisa orice discriminare bazata pe criteriul de sex cu privire la toate elementele si conditiile de remunerare.

        Nota: A se vedea dispozitiile art. 7-14 (Capitolul II. Egalitatea de sanse si de tratament intre femei si barbati in domeniul muncii) din Legea nr. 202/2002 privind egalitatea de sanse intre femei si barbati, republicata in M. Of. nr. 150 din 1 martie 2007, precum si art. 141 din Tratatul Consiliului Comunitatilor Europene (CEE) care consacra principiul platii egale pentru munca egala (Jurnal Oficial C 321 E din 29 decembrie 2006, p. 110).

        Art. 7. (Libertatea de asociere)

Salariatii si angajatorii se pot asocia liber pentru apararea drepturilor si promovarea intereselor lor profesionale, economice si sociale.

        Art. 8. (Principiul concensualitatii si al bunei-credinte)

(1) Relatiile de munca se bazeaza pe principiul consensualitatii si al bunei-credinte.

(2) Pentru buna desfasurare a relatiilor de munca, participantii la raporturile de munca se vor informa si se vor consulta reciproc, in conditiile legii si ale contractelor colective de munca.

        Art. 9. (Libertatea muncii in strainatate)

Cetatenii romani sunt liberi sa se incadreze in munca in statele membre ale Uniunii Europene, precum si in oricare alt stat, cu respectarea normelor dreptului international al muncii si a tratatelor bilaterale la care Romania este parte.

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