{"id":62677,"date":"2024-02-19T14:27:52","date_gmt":"2024-02-19T05:27:52","guid":{"rendered":"https:\/\/monolith.law\/ro\/?p=62677"},"modified":"2024-03-03T17:34:55","modified_gmt":"2024-03-03T08:34:55","slug":"telecommuting-employee-salary-gap","status":"publish","type":"post","link":"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap","title":{"rendered":"Avansarea muncii de la distan\u021b\u0103: Este acceptabil\u0103 discrepan\u021ba salarial\u0103 \u00eentre angaja\u021bii care lucreaz\u0103 de acas\u0103 \u0219i cei care vin la birou?"},"content":{"rendered":"\n<p>\u00cen martie 2021, Tokyo, unde exist\u0103 mul\u021bi utilizatori de telemunc\u0103, a publicat &#8220;Studiul privind realitatea diverselor modalit\u0103\u021bi de munc\u0103&#8221;. \u00cen companiile cu mai mult de 30 de angaja\u021bi, procentul celor care au implementat telemunca a crescut de la 6,8% \u00een 2017 la 58,8% \u00een decembrie 2020.<\/p>\n\n\n\n<p class=\"has-vivid-cyan-blue-color has-text-color\"><a href=\"https:\/\/www.hataraku.metro.tokyo.lg.jp\/hatarakikata\/telework\/02report.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Studiul privind realitatea diverselor modalit\u0103\u021bi de munc\u0103[ja]<\/a><\/p>\n\n\n\n<p>De\u0219i telemunca are multe avantaje pentru angaja\u021bi odat\u0103 ce se obi\u0219nuiesc cu ea, exist\u0103 multe companii care se lupt\u0103 s\u0103 gestioneze prezen\u021ba la munc\u0103 \u0219i s\u0103 alinieze regulile de munc\u0103 cu aceasta.<\/p>\n\n\n\n<p>\u00cen plus, \u00een companiile ale c\u0103ror performan\u021be s-au \u00eenr\u0103ut\u0103\u021bit din cauza pandemiei de coronavirus, au ap\u0103rut cazuri \u00een care salariile difer\u0103 \u00eentre angaja\u021bii care lucreaz\u0103 de acas\u0103 \u0219i cei care se prezint\u0103 la birou.<\/p>\n\n\n\n<p>Prin urmare, \u00een acest articol vom explica \u00een mod clar, pe baza unor cazuri specifice, justi\u021bia diferen\u021bei de salariu \u00eentre &#8220;prezen\u021ba la birou&#8221; \u0219i &#8220;munca de la distan\u021b\u0103&#8221; \u00een timpul pandemiei de coronavirus.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_53 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Cele_trei_tipuri_de_telemunca\" title=\"Cele trei tipuri de telemunc\u0103\">Cele trei tipuri de telemunc\u0103<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Munca_de_acasa\" title=\"Munca de acas\u0103\">Munca de acas\u0103<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Munca_de_la_birourile_satelit\" title=\"Munca de la birourile satelit\">Munca de la birourile satelit<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Munca_mobila\" title=\"Munca mobil\u0103\">Munca mobil\u0103<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Reducerea_salariului_in_cazul_telemuncii_la_indicatia_companiei\" title=\"Reducerea salariului \u00een cazul telemuncii la indica\u021bia companiei\">Reducerea salariului \u00een cazul telemuncii la indica\u021bia companiei<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Reducerea_salariului_in_cazul_in_care_angajatii_isi_doresc_sa_lucreze_de_acasa\" title=\"Reducerea salariului \u00een cazul \u00een care angaja\u021bii \u00ee\u0219i doresc s\u0103 lucreze de acas\u0103\">Reducerea salariului \u00een cazul \u00een care angaja\u021bii \u00ee\u0219i doresc s\u0103 lucreze de acas\u0103<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Taierea_orelor_suplimentare_pe_motivul_%E2%80%9Cmuncii_in_afara_locului_de_munca%E2%80%9D\" title=\"T\u0103ierea orelor suplimentare pe motivul &#8220;muncii \u00een afara locului de munc\u0103&#8221;\">T\u0103ierea orelor suplimentare pe motivul &#8220;muncii \u00een afara locului de munc\u0103&#8221;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Reducerea_salariului_pe_motivul_timpului_de_absenta\" title=\"Reducerea salariului pe motivul timpului de absen\u021b\u0103\">Reducerea salariului pe motivul timpului de absen\u021b\u0103<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#In_cazul_in_care_se_evita_infectia_cu_noul_coronavirus\" title=\"\u00cen cazul \u00een care se evit\u0103 infec\u021bia cu noul coronavirus\">\u00cen cazul \u00een care se evit\u0103 infec\u021bia cu noul coronavirus<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Rezumat\" title=\"Rezumat\">Rezumat<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/monolith.law\/ro\/general-corporate\/telecommuting-employee-salary-gap\/#Orientari_privind_masurile_luate_de_catre_firma_noastra\" title=\"Orient\u0103ri privind m\u0103surile luate de c\u0103tre firma noastr\u0103\">Orient\u0103ri privind m\u0103surile luate de c\u0103tre firma noastr\u0103<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Cele_trei_tipuri_de_telemunca\"><\/span>Cele trei tipuri de telemunc\u0103<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Chiar dac\u0103 vorbim \u00een general despre telemunc\u0103, aceasta poate fi clasificat\u0103 \u00een trei tipuri principale, \u00een func\u021bie de locul \u00een care se desf\u0103\u0219oar\u0103 activitatea.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Munca_de_acasa\"><\/span>Munca de acas\u0103<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Acest tip de munc\u0103 implic\u0103 desf\u0103\u0219urarea activit\u0103\u021bilor de la domiciliu, f\u0103r\u0103 a fi necesar\u0103 prezen\u021ba la birou. Pentru angaja\u021bi, acest lucru reduce stresul navetei \u0219i riscul de infectare cu noul coronavirus, oferind \u00een acela\u0219i timp avantajul de a avea timp pentru treburile casnice, \u00eengrijirea copiilor sau a persoanelor \u00een v\u00e2rst\u0103.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Munca_de_la_birourile_satelit\"><\/span>Munca de la birourile satelit<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Acest tip de munc\u0103 implic\u0103 desf\u0103\u0219urarea activit\u0103\u021bilor la un birou satelit, f\u0103r\u0103 a fi necesar\u0103 prezen\u021ba la biroul principal. Dac\u0103 biroul satelit este aproape de cas\u0103, timpul de navet\u0103 poate fi redus, iar mediul de lucru poate fi la fel de eficient ca cel de la biroul principal.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Munca_mobila\"><\/span>Munca mobil\u0103<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Acest tip de munc\u0103 implic\u0103 utilizarea unui laptop, tablet\u0103 sau telefon mobil pentru a lucra \u00een locuri precum hoteluri, trenuri de mare vitez\u0103 sau cafenele. At\u00e2ta timp c\u00e2t exist\u0103 o conexiune la internet, se poate alege liber locul de munc\u0103, ceea ce poate reduce timpul de deplasare \u0219i poate \u00eembun\u0103t\u0103\u021bi productivitatea.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/monolith.law\/wp-content\/uploads\/2021\/12\/telecommuting-employee-salary-gap-i.jpg\" alt=\"\" class=\"wp-image-40733\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Reducerea_salariului_in_cazul_telemuncii_la_indicatia_companiei\"><\/span>Reducerea salariului \u00een cazul telemuncii la indica\u021bia companiei<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Conform Legii muncii japoneze (Japanese Labor Standards Act), atunci c\u00e2nd o companie \u00eencheie un contract de munc\u0103, are obliga\u021bia de a clarifica condi\u021biile de munc\u0103 pentru angaja\u021bi.<\/p>\n\n\n\n<p class=\"has-very-light-gray-background-color has-background\">Articolul 15 (Clarificarea condi\u021biilor de munc\u0103)<br> Angajatorul trebuie s\u0103 clarifice salariul, orele de munc\u0103 \u0219i alte condi\u021bii de munc\u0103 atunci c\u00e2nd \u00eencheie un contract de munc\u0103 cu un angajat. \u00cen acest caz, aspectele legate de salariu \u0219i orele de munc\u0103, precum \u0219i alte aspecte stabilite prin ordinul Ministerului S\u0103n\u0103t\u0103\u021bii, Muncii \u0219i Bun\u0103st\u0103rii trebuie clarificate \u00een modul stabilit prin acela\u0219i ordin.<\/p>\n\n\n\n<p>Con\u021binutul &#8220;salariului, orele de munc\u0103 \u0219i alte condi\u021bii de munc\u0103&#8221; este reglementat \u00een Regulamentul de aplicare a Legii muncii japoneze, iar urm\u0103toarele aspecte legate de telemunc\u0103 trebuie neap\u0103rat clarificate:<\/p>\n\n\n\n<ul>\n<li>Aspecte legate de locul de munc\u0103 \u0219i sarcinile care trebuie \u00eendeplinite<\/li>\n\n\n\n<li>Ora de \u00eenceput \u0219i de sf\u00e2r\u0219it a muncii, existen\u021ba sau nu a muncii peste orele de munc\u0103 stabilite, pauzele, zilele libere, concediile \u0219i aspecte legate de schimbarea momentului de munc\u0103 \u00een cazul \u00een care angaja\u021bii sunt \u00eemp\u0103r\u021bi\u021bi \u00een dou\u0103 sau mai multe grupuri<\/li>\n\n\n\n<li>Modul de stabilire, calcul \u0219i plat\u0103 a salariului (excluz\u00e2nd indemniza\u021biile de pensionare \u0219i salariile pl\u0103tite temporar), termenul de plat\u0103 a salariului \u0219i momentul pl\u0103\u021bii, precum \u0219i aspecte legate de cre\u0219terea salarial\u0103<\/li>\n<\/ul>\n\n\n\n<p>Pentru a schimba aceste &#8220;condi\u021bii de munc\u0103&#8221;, Legea contractelor de munc\u0103 japoneze (Japanese Labor Contract Act) prevede ca principiu acordul individual \u00eentre angajat \u0219i angajator. Cu toate acestea, chiar \u0219i \u00een cazul unei schimb\u0103ri prin acord, nu se poate submina condi\u021biile de munc\u0103 stabilite \u00een regulamentul de munc\u0103.<\/p>\n\n\n\n<p>Schimbarea condi\u021biilor de munc\u0103 poate fi realizat\u0103 \u0219i prin modificarea regulamentului de munc\u0103, dar \u00een acest caz trebuie \u00eendeplinite urm\u0103toarele condi\u021bii:<\/p>\n\n\n\n<ul>\n<li>Angaja\u021bii trebuie s\u0103 fie informa\u021bi despre regulamentul de munc\u0103 modificat<\/li>\n\n\n\n<li>Gradul de dezavantaj pe care \u00eel sufer\u0103 angaja\u021bii prin modificarea regulamentului de munc\u0103 \u0219i necesitatea schimb\u0103rii trebuie s\u0103 fie rezonabile<\/li>\n<\/ul>\n\n\n\n<p>Lu\u00e2nd \u00een considerare cele de mai sus, \u00een cazul \u00een care telemunca este efectuat\u0103 la indica\u021bia companiei, se consider\u0103 c\u0103, cu excep\u021bia cazului \u00een care regulamentul de munc\u0103 prevede &#8220;munca de la distan\u021b\u0103&#8221;, \u00een principiu, nu se poate reduce salariul f\u0103r\u0103 acordul angaja\u021bilor.<\/p>\n\n\n\n<p>Dac\u0103 dori\u021bi s\u0103 afla\u021bi mai multe despre contractele de munc\u0103 (contractele de munc\u0103), v\u0103 rug\u0103m s\u0103 consulta\u021bi articolul de mai jos \u00eempreun\u0103 cu acest articol.<\/p>\n\n\n\n<p><a href=\"https:\/\/monolith.law\/corporate\/checkpoints-of-employment-agreement\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/monolith.law\/corporate\/checkpoints-of-employment-agreement[ja]<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/monolith.law\/wp-content\/uploads\/2021\/12\/telecommuting-employee-salary-gap-2.jpg\" alt=\"\" class=\"wp-image-40735\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Reducerea_salariului_in_cazul_in_care_angajatii_isi_doresc_sa_lucreze_de_acasa\"><\/span>Reducerea salariului \u00een cazul \u00een care angaja\u021bii \u00ee\u0219i doresc s\u0103 lucreze de acas\u0103<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Dac\u0103 compania aprob\u0103 solicitarea angajatului, este posibil\u0103 modificarea condi\u021biilor de munc\u0103 \u00een conformitate cu articolul 8 din Legea japonez\u0103 a contractului de munc\u0103. Cu toate acestea, \u00een astfel de cazuri, pe l\u00e2ng\u0103 &#8220;locul de munc\u0103&#8221;, se iau \u00een considerare \u0219i alte condi\u021bii de munc\u0103, cum ar fi &#8220;con\u021binutul muncii&#8221;, &#8220;orele de munc\u0103&#8221; \u0219i &#8220;salariul&#8221;.<\/p>\n\n\n\n<p>De exemplu, dac\u0103 regulamentul de munc\u0103 prevede munca la birou, nu exist\u0103 nicio problem\u0103 dac\u0103 salariul este redus prin acord, deoarece angaja\u021bii pot ob\u021bine timp pentru \u00eengrijirea copiilor sau a persoanelor \u00een v\u00e2rst\u0103 prin munca de acas\u0103. Cu toate acestea, este necesar\u0103 precau\u021bie \u00een cazurile pe care le vom prezenta mai jos.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Taierea_orelor_suplimentare_pe_motivul_%E2%80%9Cmuncii_in_afara_locului_de_munca%E2%80%9D\"><\/span>T\u0103ierea orelor suplimentare pe motivul &#8220;muncii \u00een afara locului de munc\u0103&#8221;<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Atunci c\u00e2nd angaja\u021bii lucreaz\u0103 \u00een afara biroului prin telemunc\u0103, dac\u0103 se \u00eendeplinesc anumite condi\u021bii, se aplic\u0103 &#8220;sistemul de ore de munc\u0103 presupuse pentru munca \u00een afara locului de munc\u0103&#8221; stabilit de Legea japonez\u0103 a standardelor muncii, \u0219i se consider\u0103 c\u0103 au lucrat orele de munc\u0103 stabilite \u00een regulamentul de munc\u0103 sau \u00een alte documente similare.<\/p>\n\n\n\n<p class=\"has-very-light-gray-background-color has-background\">Articolul 38, alineatul 2, paragraful 1 <br> \u00cen cazul \u00een care angajatul a lucrat \u00een afara locului de munc\u0103 pentru toate sau o parte din orele de munc\u0103, dac\u0103 este dificil de calculat orele de munc\u0103, se consider\u0103 c\u0103 a lucrat orele de munc\u0103 stabilite. Cu toate acestea, \u00een cazul \u00een care este necesar s\u0103 se lucreze peste orele de munc\u0103 stabilite pentru a \u00eendeplini aceast\u0103 sarcin\u0103, se consider\u0103 c\u0103 a lucrat timpul necesar pentru a \u00eendeplini aceast\u0103 sarcin\u0103, conform prevederilor Ministerului S\u0103n\u0103t\u0103\u021bii, Muncii \u0219i Bun\u0103st\u0103rii.<\/p>\n\n\n\n<p>C\u00e2nd se aplic\u0103 &#8220;sistemul de ore de munc\u0103 presupuse pentru munca \u00een afara locului de munc\u0103&#8221;, nu se pl\u0103tesc ore suplimentare, cu excep\u021bia cazurilor speciale \u00een care este necesar s\u0103 se lucreze peste orele de munc\u0103 stabilite.<\/p>\n\n\n\n<p> Cu toate acestea, este important s\u0103 se \u021bin\u0103 cont de faptul c\u0103 &#8220;sistemul de ore de munc\u0103 presupuse pentru munca \u00een afara locului de munc\u0103&#8221; nu se aplic\u0103 dac\u0103 nu sunt \u00eendeplinite urm\u0103toarele dou\u0103 condi\u021bii:<\/p>\n\n\n\n<ul>\n<li>Echipamentul de comunica\u021bii nu este setat s\u0103 fie \u00eentotdeauna capabil s\u0103 comunice la indica\u021bia companiei.<\/li>\n\n\n\n<li>Nu se lucreaz\u0103 \u00een func\u021bie de instruc\u021biunile specifice ale angajatorului \u00een orice moment.<\/li>\n<\/ul>\n\n\n\n<p>Prin urmare, dac\u0103 1. angaja\u021bii sunt liberi s\u0103 deconecteze comunica\u021biile sau s\u0103 se \u00eendep\u0103rteze de echipamentul de comunica\u021bii, 2. nu sunt obliga\u021bi s\u0103 r\u0103spund\u0103 imediat la instruc\u021biunile companiei \u0219i 3. nu lucreaz\u0103 \u00een func\u021bie de instruc\u021biunile specifice ale companiei, nu se consider\u0103 c\u0103 este dificil de calculat orele de munc\u0103.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Reducerea_salariului_pe_motivul_timpului_de_absenta\"><\/span>Reducerea salariului pe motivul timpului de absen\u021b\u0103<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>\u00cen cazul telemuncii, cum ar fi munca de acas\u0103, timpul \u00een care angaja\u021bii se \u00eendep\u0103rteaz\u0103 de munc\u0103 pentru o anumit\u0103 perioad\u0103 de timp este numit &#8220;timp de absen\u021b\u0103&#8221;.<\/p>\n\n\n\n<p>De la intrarea \u00een vigoare a &#8220;Legii japoneze de revizuire a securit\u0103\u021bii \u0219i s\u0103n\u0103t\u0103\u021bii \u00een munc\u0103&#8221; la 1 aprilie 2019 (anul 31 al erei Heisei), companiile sunt obligate s\u0103 &#8220;\u00een\u021beleag\u0103 obiectiv orele de munc\u0103&#8221; \u0219i trebuie s\u0103 \u00eenregistreze corect orele de \u00eenceput \u0219i de sf\u00e2r\u0219it ale zilei de munc\u0103.<\/p>\n\n\n\n<p>Prin urmare, dac\u0103 orele normale de munc\u0103 \u00eencep la 9:00, se termin\u0103 la 18:00, cu o pauz\u0103 de o or\u0103, \u0219i exist\u0103 &#8220;timp de absen\u021b\u0103&#8221;, se poate lua \u00een considerare 1. reducerea orelor de munc\u0103, 2. luarea concediului anual pl\u0103tit pe or\u0103, 3. reducerea salariului.<\/p>\n\n\n\n<p> Cu toate acestea, \u00een cazul 1 \u0219i 2, este necesar\u0103 modificarea regulamentului de munc\u0103 sau \u00eencheierea unui acord de munc\u0103, iar \u00een cazul 3, este necesar un acord individual \u00eentre companie \u0219i angajat sau modificarea regulamentului de munc\u0103.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"In_cazul_in_care_se_evita_infectia_cu_noul_coronavirus\"><\/span>\u00cen cazul \u00een care se evit\u0103 infec\u021bia cu noul coronavirus<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Dac\u0103 un angajat solicit\u0103 permisiunea de a lucra de acas\u0103 la acela\u0219i salariu pentru a evita infec\u021bia cu noul coronavirus, se va evalua dac\u0103 exist\u0103 ra\u021bionalitate, lu\u00e2nd \u00een considerare urm\u0103toarele puncte:<\/p>\n\n\n\n<ul>\n<li>Este evident obiectiv c\u0103 exist\u0103 un risc mare de infectare cu noul coronavirus dac\u0103 se merge la birou, deoarece m\u0103surile de prevenire a infec\u021biilor ale companiei sunt insuficiente.<\/li>\n\n\n\n<li>Se poate ob\u021bine un mediu de securitate echivalent cu cel al biroului \u0219i nu exist\u0103 nicio problem\u0103 \u00een \u00eendeplinirea sarcinilor de munc\u0103.<\/li>\n<\/ul>\n\n\n\n<p>Dac\u0103 nu sunt \u00eendeplinite condi\u021biile de mai sus, cum ar fi faptul c\u0103 compania a luat m\u0103suri de prevenire a infec\u021biilor care sunt considerate normale, este posibil s\u0103 se ordone angaja\u021bilor s\u0103 se prezinte la birou, iar dac\u0103 refuz\u0103, este posibil s\u0103 se ia m\u0103suri, cum ar fi sanc\u021biuni disciplinare, inclusiv reducerea salariului, sau concedierea, \u00een conformitate cu regulamentul de munc\u0103.<\/p>\n\n\n\n<p> Cu toate acestea, \u00een timpul st\u0103rii de urgen\u021b\u0103, chiar dac\u0103 nu sunt \u00eendeplinite complet condi\u021biile pentru telemunc\u0103, siguran\u021ba vie\u021bii \u0219i a corpului este prioritar\u0103, \u0219i este posibil ca sanc\u021biunile disciplinare sau concedierea \u00eempotriva angaja\u021bilor care au ales s\u0103 lucreze de acas\u0103 s\u0103 fie considerate nevalide, deci este necesar\u0103 precau\u021bie.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/monolith.law\/wp-content\/uploads\/2021\/12\/telecommuting-employee-salary-gap-3.jpg\" alt=\"\" class=\"wp-image-40734\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Rezumat\"><\/span>Rezumat<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>P\u00e2n\u0103 acum, am explicat despre posibilele cazuri \u0219i legile relevante \u00een leg\u0103tur\u0103 cu diferen\u021ba de salarizare \u00een timpul pandemiei de coronavirus, \u00eentre muncitorii care lucreaz\u0103 la birou \u0219i cei care lucreaz\u0103 de acas\u0103.<\/p>\n\n\n\n<p>Dac\u0103 exist\u0103 diferen\u021be \u00een orele de munc\u0103 \u0219i alte condi\u021bii de munc\u0103 \u00eentre munca la birou \u0219i munca de acas\u0103, este necesar s\u0103 ad\u0103uga\u021bi o prevedere referitoare la munca de acas\u0103 \u00een regulamentul de munc\u0103.<\/p>\n\n\n\n<p>De asemenea, atunci c\u00e2nd introduce\u021bi &#8220;sistemul de timp flexibil&#8221; sau &#8220;sistemul de ore de munc\u0103 presupuse \u00een afara locului de munc\u0103&#8221; \u00een leg\u0103tur\u0103 cu introducerea muncii de acas\u0103, nu numai c\u0103 este necesar\u0103 modificarea regulamentului de munc\u0103, dar \u00een unele cazuri este necesar \u0219i un acord \u00eentre angajator \u0219i angaja\u021bi. Prin urmare, v\u0103 recomand\u0103m s\u0103 consulta\u021bi \u00een prealabil un avocat cu cuno\u0219tin\u021be \u0219i experien\u021b\u0103 bogat\u0103 \u00een legile \u0219i reglement\u0103rile privind standardele de munc\u0103, \u00een loc s\u0103 judeca\u021bi singur.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Orientari_privind_masurile_luate_de_catre_firma_noastra\"><\/span>Orient\u0103ri privind m\u0103surile luate de c\u0103tre firma noastr\u0103<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Cabinetul nostru de avocatur\u0103, Monolis, este specializat \u00een IT, \u00een special \u00een aspectele legale ale internetului. \u00cen contextul pandemiei de coronavirus, utilitatea muncii la distan\u021b\u0103 va continua s\u0103 fie sub lumina reflectoarelor. Pe de alt\u0103 parte, multe companii sunt \u00eenc\u0103 \u00een procesul de a-\u0219i organiza mediul de lucru \u0219i rela\u021biile contractuale asociate cu munca la distan\u021b\u0103. Cabinetul nostru analizeaz\u0103 riscurile legale asociate cu afacerile pe care le-a\u021bi \u00eenceput sau pe care inten\u021biona\u021bi s\u0103 le \u00eencepe\u021bi, lu\u00e2nd \u00een considerare diversele reglement\u0103ri legale. Ne str\u0103duim s\u0103 legaliz\u0103m afacerea dvs. f\u0103r\u0103 a o opri, pe c\u00e2t posibil. Detalii suplimentare sunt furnizate \u00een articolul de mai jos.<\/p>\n\n\n\n<p><a href=\"https:\/\/monolith.law\/practices\/corporate\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/monolith.law\/practices\/corporate[ja]<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00cen martie 2021, Tokyo, unde exist\u0103 mul\u021bi utilizatori de telemunc\u0103, a publicat &#8220;Studiul privind realitatea diverselor modalit\u0103\u021bi de munc\u0103&#8221;. \u00cen companiile cu mai mult de 30 de angaja\u021bi, proc [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":65214,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18],"tags":[25,24],"acf":[],"_links":{"self":[{"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/posts\/62677"}],"collection":[{"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/users\/32"}],"replies":[{"embeddable":true,"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/comments?post=62677"}],"version-history":[{"count":2,"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/posts\/62677\/revisions"}],"predecessor-version":[{"id":65215,"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/posts\/62677\/revisions\/65215"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/media\/65214"}],"wp:attachment":[{"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/media?parent=62677"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/categories?post=62677"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monolith.law\/ro\/wp-json\/wp\/v2\/tags?post=62677"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}