- GENERAL PROVISIONS
Art. 1. This regulation establishes the Internal (RI) provisions concerning the rules for the order and discipline of the labor Institute for the investigation of Communist crimes and the memory of the Romanian exile (1989 ROMANIAN REVOLUTION), in accordance with the provisions of:
- Labour Code-Act No.. 53/2003, reprinted with amendments by law No. 40/2010;
- G. nr. 1372/2009 concerning the establishment, organization and functioning of the Institute for the investigation of Communist crimes and the memory of the Romanian exile, as amended and supplemented;
- H.G. Nr. 250 of 8 May 1992, republished, regarding annual leave and other leave of employees in public administration, from the autonomous administrations and budgetary establishments;
- Law No. 467/2006 laying down a general framework for informing and consulting employees;
- Decree No. 218/2011 on the approval of criteria for assessing the performance of individual contractual personnel within the General Secretariat of the Government and of structures without legal personality within the work of the Government apparatus that is financed by the budget of the General Secretariat of the Government;
- U.G. 96/2003 on the protection of maternity at workplaces, with subsequent modifications and completions;
- The law 319/2006 concerning health and safety at work and the rules implementing the law. 319/2006 (G.d. 1425/2006);
- Law No. 346/2002 on insurance against accidents at work and occupational diseases;
- G. nr. 355/2007 concerning health surveillance of workers;
- G. 137/2000 on preventing and sanctioning all forms of discrimination, republished and law No. 48/2002 for the approval of the Government Ordinance. 137/2000 on preventing and sanctioning all forms of discrimination;
- Law No. 62/2011, law of social dialogue;
- U.G. 99/2000 concerning measures that may be applied in periods of extreme temperatures for the protection of persons placed in employment and the methodological norms (G.d. Nr. 580/2000);
- Law No. 202/2002 on equal opportunities between women and men, republished in the Official Gazette of Romania, part I, no. 150 of 1 March 2007;
- Law No. 349/2002 to prevent and combat the effects of the consumption of tobacco products, as amended and supplemented;
- Law No. 307/2006 defence against fire, as amended and supplemented;
- Law No. 571/2004 on the protection of the public authorities, public institutions and other units who report violations of the law, as amended and supplemented;
- Law No. 176/2010 on integrity in the exercise of public functions and dignities, for modification and completion of the law #. 144/2007 on the establishment, organization and functioning of the National Agency for integrity, as well as for the modification and completion of other normative acts, as amended and supplemented;
- The regulation for the organisation and functioning of the ROMANIAN EXILE (R.O.F.) issued by order of the President of Executive No. 26/02.06.2014.
Art. 2. The rules laid down in this Regulation shall apply to all persons placed in jobs at the Institute for the investigation of Communist crimes and the memory of the Romanian exile, regardless of function, throughout the duration of the individual labour contract.
Art. 3. The provisions of this Regulation shall also apply to all those who are working as seconded or are delegates at the Institute, as well as external collaborators working in the institution. This regulation will be respected and the pupils and students learn in practice or during the preparation of specific projects.
Art. 4. People in the leadership Institute will take the necessary measures for the proper organisation and conduct in full assurance of process work, to maintain order and discipline in the Institute and for the organisation of control service tasks by each employee.
Art. 5. In accordance with the provisions of article 5 paragraph 1 of H.G. Nr. 1372/2009, as amended, through the leadership Institute means Executive Chairman and Executive Board composed of persons occupying managerial positions within the Institute.
Art. 6. Amendment this regulation can only be made by decision of the President of the Executive Board of the Institute, in compliance with the law.
Art. 7. Internal rules, and any subsequent changes thereof shall be brought to its attention of employees under your signature of acknowledgement.
Art. 8. Non-discrimination policy
(1) the Institute, employment relationships are governed by the principle of non-discrimination and the Elimination of all forms of violations of the dignity of the human person and guaranteed principle of the Constitution. All collaborators, visitors, staff and partners, petenții would be treated equally, regardless of race, colour, ethnic origin, nationality, gender, civil status, degree of (in) validity, trade-union membership activity times.
(2) acts of discrimination, harassment or noncompliance with personnel this policy will lead to disciplinary measures.
(3) conduct that, through the effects it generates, best disfavor or favor the unjustified treatment at times subject to unjust or degrading an employee with respect to other persons, groups of persons or communities, attracts liability according to the legal provisions.
(4) are deemed to be discriminatory provisions, criteria or practices that disadvantage some employees over other employees, except in cases where such provisions, criteria or practices are justified by a legitimate aim, goal, and methods of achieving that aim are appropriate and necessary.
Art. 9. Equal rights
All employees who performs work we are recognized the right to equal pay for equal work and the right to protection of personal data, the right to form and join unions, and the right to protection against unlawful dismissals.
Art. 10. Confidentiality
(1) Employees of the Institute have the obligation to secrecy and confidentiality in relation to facts, information and documents to their knowledge in the exercise of the function of the occupation, except in times of information of public interest.
(2) the duration of any of the business Institute, employees may have access to confidential information and documents concerning the Institute, the possible collaborators, petenți, other officials or institutions concerned. All information and documents which employees aware of any of the work shall be presumed to be confidential, unless it is information in the public interest.
(3) misuse, in their own interest or to third parties, information and confidential documents of the Institute and other institutions involved will result in disciplinary or, where appropriate, material in accordance with the provisions of this regulation and with the laws in force.
(4) the failure, destruction, Concealment of correspondence, documents, documents, addresses, and other information, committed by employees of the Institute, constitutes misconduct and disciplinary action will be dealt with.
(5) the management and dissemination of information obtained from research projects of the structures of the 1989 ROMANIAN REVOLUTION is done only on the basis of indications received from hierarchical superiors and reported to the duties of the Institute. Any dispute/disagreement of a scientific nature that cannot be resolved within the Department in which the researcher will be brought to the attention of the leadership Institute. Where does not reach an agreement, it will appeal to an external scientific reviewer for mediation, agreed upon by mutual agreement. Censorship of any kind is prohibited.
III. RULES FOR DECLARING THE PROPERTY, DECLARING THE INTERESTS AND INCOMPATIBILITIES
Art. 11. People with management and supervisory functions of the Institute are required to submit declarations of assets and interests in order to ensure the fulfilment of these functions under conditions of fairness, integrity and transparency.
Art. 12. Are required to submit these declarations and the staff of the Institute, including staff with individual contract of employment, as well as those who manage or implement programs times externally funded projects or from budgetary funds.
Art. 13. Persons who are required to file statements will fill order forms provided by the employee designated by decision of the President of the Executive Board.
Art. 14. Statements of wealth and interest are recorded, where, in special registers kept at the headquarters of the Institute.
- HIRING AND PROMOTING STAFF I.I.C.C.M.E.R.
Article 15. (1) Engaging employees of ROMANIAN EXILE will only be made on the basis of competition or examination as appropriate. In special situations, for a specified period or for meeting certain specific activities can engage people through the deployment, subject to vacancies. The heads of the structures within the ROMANIAN EXILE are appointed by order of the President of the Executive Board, on a proposal from the President of the Scientific Council.
(2) the conditions for organizing and conducting of each competition/examination are laid down in the framework regulation issued by the Chief authorising officer shall, in compliance with the law.
(3) the competition commissions Compositions/exam will be established by decision of the President of the Executive Board of the Institute.
Art. 16. The individual labour contract
(1) Engaging employees I.I.C.C.M.E.R. is made on the basis of the individual labour contract concluded for an indefinite period or, where applicable.
(2) individual employment contracts shall be concluded in compliance with the provisions of law No. 53/2003-labour code, collective labour agreement at the level of the institution or, failing that, at the national level and on the basis of the rules of procedure.
Art. 17. Rights and obligations of employees
(1) In accordance with the provisions of labour legislation, the employees of the Institute have, in principle, the following rights:
- the right to salary for their work;
- the right to daily and weekly rest periods;
- the right to annual leave;
- the right to equal opportunities and treatment;
- the right to dignity at work;
- the right to safety and health at work;
- the right to access to vocational training;
- the right to information and consultation;
- right to take part in the determination and improvement of working conditions and the working environment;
- the right to protection in case of dismissal;
- the right to establish or join a Trade Union and the right to participate in the events organised by it;
- the right to collective action that do not involve violations of the law or which do not affect the public image of the Institute;
- the right to collective bargaining or individual.
(2) employees have the following obligations:
- to perform the duties delegated to them under the station's certificate;
- to put at the disposal of internal control bodies requested documentation to clarify inquiries;
- to abide by discipline;
- to comply with the provisions contained in the rules of procedure, the code of ethics and in the contract of employment;
- to prove fidelity to the employer for the performance of the tasks of the service;
- to comply with health and safety measures at work in unity;
- to judiciously and effectively managing assets materials entrusted to them towards administration and use, as well as those of common use improper use, in terms of purpose and destination, drawing upon the professional liability of the employee, proportional to the damage it has brought;
- to observe the rules of professional conduct prescribed by the civic and the legislation in force, in relations with other employees of the Institute, or any other person with whom they have contact during working hours;
- to have a dignified, civilized language held and a decent outfit;
- to prove honesty and integrity in behavior in relation to members of the Scientific Council and the Executive Board, in relation to the partners and employees of the Institute and public institutions;
- secrecy and secret service and confidentiality in relation to facts, information or documents that are aware in the exercise of the tasks of the service according to the law, with the exception of information of public interest;
- not to transmit or use, directly or indirectly, in order to obtain personal gains or advantages or for third parties, the information to which they gain access as a result of carrying out the work of the Institute;
- not to solicit or accept, directly or indirectly, for themselves or others, gifts or other advantages;
- to inform the leadership of the Institute with regard to any other activities carried out or to be carried out if they could lead to the emergence of conflicts of interest;
- not to hire legal or financial Institute, beyond the limits of competence specified in writing by the management of the 1989 ROMANIAN REVOLUTION and the conditions of the law;
- not to organize and participate in political activities within the Institute and/or during working hours;
- to not consume alcohol during the service or not to be present at work under the influence of alcohol;
- not to smoke in places other than those specially designed;
- to comply with safety rules, those relating to the use of equipment and protection, fire prevention, to avoid situations that could be jeopardized, bodily integrity Institute assets and/or health of persons; announce the first firefighters and/or save, and then to announce the leadership of the Institute, when the occurrence of a fire, accident or other events that endanger the personal integrity of employees or assets of the Institute;
- to inform in advance the head upwards, or leadership Institute whenever they leave their workplace during the program;
- not to go on a vacation without the written approval of the hierarchical superiors;
- to know the head upwards as soon as they became aware of the existence of irregularities in connection with the work of the Institute.
Art. 18. Rights and obligations of the employer
(1) as an employer, the Institute has the following rights:
- to lay down the organisation and functioning of the institution;
- to determine the appropriate powers for each employee, in accordance with the law;
- to give binding provisions for employees subject to the legality thereof;
- to exercise control over how the tasks;
- to find committing irregularities and apply disciplinary sanctions, according to the law and the rules of procedure;
- to establish individual performance goals, as well as the assessment criteria for achieving them.
(2) the Institute shall have the following obligations:
- to inform employees of the conditions of employment and the elements relating to the conduct of employment relationship;
- to ensure the permanent technical and organisational conditions contemplated in drafting rules and appropriate conditions of work;
- to grant employees all rights arising from the law and from individual employment contracts;
- to consult with employees ' representatives through their authorised persons, with regard to decisions likely to affect substantially the rights and interests of communities;
- to pay all the taxes and contributions contained in its task, as well as to retain and to transfer the contributions and taxes due from employees under the law;
- to establish the general register of employees and operating records as provided by law;
- to release, upon request, all the documents certifying the quality of employee of the applicant;
- to ensure the confidentiality of personal data of employees.
- to organize the work (work, equipment and safety equipment) according to the safety standards of health and hygiene in the workplace for the protection of life and health of employees.
- THE PROGRAMME OF WORK
Art. 19. Employees have an obligation to respect and to use with maximum efficiency the programme of work, using in full time work for the fulfilment of all obligations of service.
Art. 20. (1) the programme of work for the Institute's employees is 8 hours per day, between 9.00-17.00, Monday to Friday inclusive.
(2) depending on the nature of their duties, employees of the Institute may, at their request, tailored work programme, respecting the time of 40 hours per week. The responsibility of keeping office hours work rests the head of hierarchically (director, Head Office, Head Office, if applicable).
(3) in the case of employees with short-time working, their schedule is determined by the Chief.
(4) flexible scheduling does not affect the rights provided for in the contract of employment.
Art. 21. (1) overtime incurred can be compensated with time off in accordance with the legislation in force. Grant of holidays on behalf of hours worked across the normal work schedule shall be made by written request of the employee, with the approval of management, without exceeding 30 days after the date. Hierarchical superiors will also be making overtime by the employee.
(2) the Institute's employees cannot be forced to work overtime without their consent.
Art. 22. (1) the presence of employees at work is highlighted by the great book of attendance. Employees are required to inform their hierarchical superiors on the activity.
(2) under conditions of attendance at the end of each month, but no later than three of the following month, Department managers will prepare, for the subordinate employees, collective attendance sheets (time sheets). They will be submitted to the legal and human resource Compartment.
(3) investigation and documentation Activity at other institutions will be made following prior approval given by the institution concerned and on the basis of the approved research project, either individually or collectively. The investigator will inform you in advance about the hierarchical institution where he will learn in the course of their work.
(4) any delegation, travel service and within the programme of work shall be carried out only with the agreement of the management, on the basis of an application accompanied by supporting documents, if any, submitted at least 5 working days prior to departure. The application will be accompanied by an order of delegation/motion which will be registered, after approval, the Secretariat communication Compartment.
- PROMOTION CRITERIA AND EVALUATION OF EMPLOYEES
Art. 23. Performance evaluation of individual professional employees of ROMANIAN EXILE aims at an objective appreciation of the work of the staff, by comparing the degree of achievement of objectives and assessment criteria established with the results effectively, based on tasks from descriptions. As a result of the evaluation of the work of employees, hierarchical superiors may make proposals relating to the change of duties or even termination.
Art. 24. Evaluation of employees is carried out according to the rules adopted by the Chief authorising officer by order No. 218/2011 on the approval of criteria for assessing the performance of individual contractual personnel within the General Secretariat of the Government and of structures without legal personality within the work of the Government apparatus that is financed by the budget of the General Secretariat of the Government.
Art. 25. (1) the assessor is the person within the institution with leadership duties of the structure within which operates employee assessed or, where appropriate, which coordinates the activity of that employee.
(2) the procedure for assessment of the performance of each employee shall apply in relation to the requirements of the post.
(3) professional activities shall be assessed annually through individual performance appraisal.
(4) the procedure of the evaluation shall be performed in the following stages:
- completing the evaluation) by the assessor;
- b) interview;
- c assessment sheet) countersignature.
(5) may be subject to annual assessment workers who took at least 6 months activity during the period assessed.
Art. 26. (1) general criteria for the assessment of performance of the 1989 ROMANIAN REVOLUTION staff occupying posts are:
- knowledge and experience;
- the complexity, diversity and creativity;
- judgment and the impact of decisions;
- contacts and communication;
- working conditions;
- the degree of accomplishment of the tasks;
- incompatibilities and special arrangements.
(2) the general criteria for the assessment of performance of the 1989 ROMANIAN REVOLUTION staff occupying leadership positions are:
- knowledge and experience;
- the complexity, diversity and creativity;
- judgment and the impact of decisions;
- influence, coordination and supervision;
- contacts and communication;
- working conditions;
- the degree of accomplishment of the tasks;
- incompatibilities and special arrangements.
(3) for the establishment of our objectives, the evaluator will note and evaluation criteria by providing for each objective and criterion has a note from 1 (low) to 5 (maximum), expressing appreciation of the degree of compliance with. To get the final note of the evaluator is done the arithmetic mean of the notes.
(4) the final assessment Rating is determined based on a final note, as follows:
- a) between 1.00 and 2.00-unsatisfactory. Performance is far below standard. In this case, it will assess whether the employee concerned perspective cannot be maintained;
- b) between 3.00-2.01 and satisfactory. The performance is at the minimum level of standards or slightly above them. This is the minimum acceptable level of performance to be achieved and employees less proficient or inexperienced;
- c) between 4.00 and 3.01-well. Performance lies within the superior standards and performance achieved by other employees;
- d) between 4.01 and 5.00-very well. The person requires a special appreciation of its performance ranks whereas beyond the limits of the performance standards and other employees.
(5) Promote the professional degrees or steps of the ROMANIAN EXILE staff is done through examination, on a vacancy/vacant temporarily or, where it does not exist, through the station's transformation from State functions in one of the immediate superior level. To participate in the contest, the candidate must have obtained the rating "very good" to the individual performance appraisal at least twice in the last three years.
(6) General principles for filling a vacancy/vacant temporarily appropriate functions in the framework of the 1989 ROMANIAN REVOLUTION and the criteria for promotion to the professional degrees or steps immediately above personnel shall be determined by the framework Regulation issued by the Chief authorising officer shall, in compliance with the law.
Training of employees has the following main objectives, within the limits of available budgetary funds and by decision of the Executive Board, in consultation with the employees, in order to ensure the consistency of the scientific policy of the Institute:
- adapt to the requirements of the employee's job description or employment;
- obtaining professional qualifications;
- updating knowledge and skills specific to the station and to the workplace and the improvement of vocational training for the occupation;
- Re-training caused by socio-economic restructuring;
- acquiring advanced knowledge of modern methods and techniques required to achieve professional activities;
- risk prevention of unemployment;
- promoting employment and professional career development.
Art. 28 (1) Leadership Institute will provide employees access to regular training through participation in training, refresher courses and/or abroad, in accordance with the legislation in force.
(2) the Institute shall draw up an annual Leadership training plans, in consultation with employees and inform employees about training opportunities.
(3) where the employee is the one who takes the initiative to participate in a form of formal training with removal from activity, the Institute will consider the request of the employee. On the request of the employee, the leadership Institute would decide the conditions which will allow the employee participation in the form of training, including whether it will bear all or part of the cost of part of it.
(4) legal and human resource Compartment will keep track of employees ' participation in training courses.
VIII. ANNUAL LEAVE ANNUAL LEAVE AND OTHER EMPLOYEES
Art. 29. Annual leave. Days off
(1) the Leave and holidays are determined by the individual labour contract, and where it does not provide, the provisions of law No. 53/2003-labour code and other laws.
(2) planning the rest of your holidays is made in December for the following year.
(3) the order of carrying out of holidays resting is determined in sequence throughout the year, taking account of the proper conduct of the work of the Institute as well as the interests of the staff.
(4) Employees are entitled to paid holidays, which are not included in annual leave, for family events, as follows:
- the employee's marriage-5 days
- the marriage of a child-2 days
- childbirth-3 days
- the death of the husband/wife or of a relative of grade II-3 days
(5) the leave shall be granted on the basis of a request made by an employee which will be approved by the head of the hierarchy and approved by the President of the Executive Board.
Art. 30. 1989 ROMANIAN REVOLUTION employees have the right, in each and every calendar year, to an annual leave paid out over a period of between 21 and 25 working days, in relation to their length of service, as follows:
Length of sick leave
-up to 5 years 21 days
-between 5 and 15 years of age 23 working days
over 15 years-25 working days
Art. 31. The request for the grant of leave, as scheduled, will submit for approval at least 3 working days before the beginning of maternity, except in situations of force majeure.
Art. 32. (1) annual leave may be interrupted at the request of the employee and/or the order of leadership, in duly justified circumstances, according to the law.
(2) Recalling the employee annual leave from the service by the management of the Institute shall be made in the event of force majeure or for urgent interests which require the presence of the employee at work, available only through prior written management.
Art. 33. (1) Employees of the Institute shall be eligible for sick leave, in accordance with the law.
(2) Employees in receipt of sick leave are required to notify within 24 hours the situation of the institution and to submit the medical certificate at secretarialul institution no later than the 5th of the following month, it was approved by the management.
Art. 34. (1) Employees shall be entitled to the 1989 ROMANIAN REVOLUTION on leave without pay, upon request, in the following cases:
- a) training-vocational training, which employed a following from his own initiative;
- b) for solving personal problems-maximum 2 years.
(2) an application for leave referred to in paragraph 1. (1) must be submitted for an opinion to the approval of Chief and the President in a hierarchical structure, with at least 1 month in advance of performing it. The request will include, by way of the starting date of the leave and its duration. In the case referred to in paragraph 1. (1) (a). the annex) will be supporting documents.
- DISCIPLINE AND PUNISH DEVIATIONS
Art. 35. Disciplinary prerogative belongs to the employer, only the right to apply disciplinary sanctions under the law, employees, whenever it finds committing a misconduct. The penalties which may be imposed, depending on the seriousness of the irregularity, are:
- written warning;
- the demotion, with the granting of salary corresponding to the function in which it was decided to demote for a period which cannot exceed 60 days;
- the reduction of the basic salary for a period of 1-3 months with 5-10%;
- basic salary reduction and/or, as appropriate, and to lay leadership over a period of 1-3 months with 5-10%;
- disposal of disciplinary individual labour contract.
Art. 36. (1) Constitute disciplinary any facts in connection with the work and that the actions or non-actions committed with guilt by employees, through which they have violated the legal norms, the rules of organization and operation, rules of procedure, code of ethics, sheet, contract of employment or collective labour Contract, the applicable laws and orders of the rulers (orders, hierarchical decision internal notes).
(2) also constitute disciplinary and sanctions corresponding to the following facts:
- the provision of services or the execution of works during working hours, other than those provided for in service or tasks using resources without the consent of the Management Institute;
- use the appliance for any purpose other than in the course of their work;
- intentional misconduct causing material damage;
- evading material assets belonging to the Institute;
- irreverent attitude towards members of the Scientific Council, to members of the Executive Board or to the employees of the Institute;
- violation of legislation on the promotion of equal opportunities and treatment between women and men, through discriminatory practices and/or sexual harassment;
- publication of material relating to the work done, giving interviews about the work of the Institute or disclosing information about its contributors without prior approval of the Institute;
- complaints baseless libelous and/or outside the Institute, which harm the image and its materials. In this case, will be charged and the expenses incurred by the Institute for researching, analyzing and drafting replies in law enforcement, as well as damages, if applicable;
- unjustified absences from work more than five consecutive days or, where appropriate, unfilled, attainment of faulty materials teaching refusal times research and documentation, for projects of the Institute, for a period of more than 30 consecutive days.
- any kind of public behavior defined as violent, vulgar, xenophobia, prejudice to principles of human dignity and respect for family life, intimate and private;
(3) the disciplinary Sanction irregularities in section 2 shall apply to employees performing illegal ROMANIAN EXILE, against regulations and internal orders during business hours or who express themselves publicly, without the consent of the management of the Institute, as employees of the ROMANIAN EXILE. The Institute does not hinder the freedom of expression of employees if this is not done on behalf of or as an employee of the ROMANIAN EXILE and never during normal working hours.
Art. 37. Theft, destruction or intentional degradation of assets or property belonging to the Institute staff draw together with referral for criminal prosecution, and termination of employment of the person convicted shall, within 3 working days from the date of establishment, in accordance with the legal provisions.
Art. 38. The establishment of disciplinary sanction applicable in relation to the seriousness of the irregularity committed by an employee, disciplinary action will take account of the following:
- the circumstances in which the deed) has been committed;
- (b) the degree of guilt) employed;
- c) disciplinary consequences of the offence;
- (d) General Service) behavior of the employee;
- e) disciplinary sanctions, if any, sustained by him previously.
Art. 39. The leadership Institute will call through the decision, a permanent Commission of disciplinary research irregularities referred to in article 1. 36. Two members are appointed by the President of the Executive Board of the Institute, and the third member is appointed by the employees. For each Member of the Disciplinary Committee shall be appointed by an alternative member. The decisions of the Disciplinary Committee shall be taken by a majority of the number of votes.
Art. 40. The Commission will convene multi-disciplinary research in writing the employee stating the subject, date, time and place of the meeting, and in the course of research will consign all defence as formulated and sustained by the employee, as well as all the evidence and the reasons for which it considers to be necessary.
Art. 41. The leadership Institute is entitled to order the punishment of an employee without prior disciplinary research where the latter without some objective reasons, has not been presented at the convocation submitted according to the provisions of art. 40 of this regulation.
Art. 42. Reprimanding the employee does not preclude the hiring of its patrimonial or criminal if committed by this deviation could lead to such liability.
Art. 43. (1) the leadership Institute features the application of disciplinary sanction by a decision issued in written form within 30 calendar days from the date of the referral to disciplinary knowledge of irregularity, but not later than six months from the date of Commission of the offence.
(2) the decision on sanctions will be communicated to the employee no later than 5 calendar days from the date of issue and shall be effective from the date of communication. Sanctions against the decision of the employee can make opposition to the courts powers within 30 calendar days from the date of communication.
(3) the disciplinary Sanction of law shall be deleted within 12 months of the application, if the employee does not apply a new disciplinary sanction within that period. Cancellation of disciplinary penalty is established by decision of the President of the Executive Board, issued in written form.
- CLAIMS OF EMPLOYEES
Art. 44. All notices, requests, internal memos, etc. the current activity of the Institute are formulated by the employees in writing is addressed to the President of the Executive Board and the Secretariat shall be recorded at the compartment-communication.
Art. 45. Applications relating to the issuance of document adeverințe times stating the work done by employees, duration of work, salary, length of service, in trade and in the specialty, as they result from the general register and of the staff shall be addressed to the specialized compartments.
Art. 46. Requests referred to in article 1. and article 44. 45 shall be handled within a period not exceeding 15 calendar days from the date of registration.
Art. 47. (1) where the employee has not received a response within the period specified in article 7. 46 or is dissatisfied with the response received, notice of opposition may be made to the President of the Executive Board, within 15 calendar days from the date of communication.
(2) Opposition shall be handled within 5 calendar days from the date of registration.
- HEALTH AND SAFETY IN THE WORK
Art. 48. Leadership Institute has an obligation to take all necessary measures to protect the life and health of employees, to ensure the safety and health of employees in all aspects of employment, including for the activities of prevention of occupational risks, information and training, as well as for the implementation of the Organization of labour protection and the necessary means, without thereby determining the financial obligations owed to employees.
Art. 49. The leadership Institute will call through the decision, a person responsible for their safety, health and safety at work.
Art. 50. The Institute's leadership in this area has the following obligations:
- the insurance activity) the Organization of safety and health at work;
- b) ensure all employees to the risk of accidents at work and occupational diseases according to law;
- c to organise periodic training) to its employees in the field of safety and health at work and the mandatory prior to the start of the activity in the following circumstances:
-in the case of employees new employees;
-in the case of employees who change their place of work or labour;
-in the case of employees who take up their activity after an interruption of more than six months.
- d) to organize workplaces and the continuous monitoring of the condition of the goods used by employees in their professional activity so as to ensure the safety and health of employees;
- e) ensuring the conditions for grant of first aid in case of accidents at work;
- f) to create the conditions for warning of the fire and the evacuation of employees in special circumstances and in the event of imminent danger.
Art. 51. The Institute has a legal obligation to ensure access to medical services to employees of Labour Medicine, in order to:
- the prevention of accidents at work) and occupational diseases;
- (b) effective supervision of conditions) for hygiene and health in the workplace;
- c medical control) ensure employees both to employment and during the execution of the individual labour contract.
Art. 52. Employees are required to perform medical control in the following circumstances:
- of the activity is resumed) after an interruption of more than six months for workplaces having professional exposure to harmful factors, and one year, in other cases;
- b) in the case of the posting or the transition to another job or in other activity;
- c) periodically, annual/biannual basis, respectively, through medical exams differentiated according to age, gender and health status, according to the rules of the collective labour contract.
Before the employee engagement is required to conduct health surveillance.
XII. RULES ON PREVENTION AND FIREFIGHTING
Art. 53. Leadership Institute has an obligation to take all necessary measures to protect the life of employees by identifying and applying standards, rules, recommendations and General measures need to be taken into account for the purpose of defence against fire.
In this area, the Institute has the following obligations:
- employment training and periodic training of employees concerning the norms, rules and specific measures for prevention and firefighting, as well as the tasks delegated to them from contingency plans;
- participation of employees in training and drills on preventing and extinguishing fires;
- the fulfilment of measures of defense against fire, established according to the law.
XIII. FINAL PROVISIONS
Art. 54. 1. this Regulation shall enter into force with its approval by decision of the President of the Executive Board.
(2) this Regulation as well as any subsequent changes thereof shall be brought to the attention of employees, under the signature of acknowledgement.
(3) the date of entry into force of this regulation, the provisions of the regulation are repealed previous intern.