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Analyzing the jurisdiction of the courts as it is regulated by the new (Romanian) Civil Procedure Code (Law No 134/2010, republished, entered into force on 15 February 2013), the author comes to the conclusion that this Code regulates a single case of alternative jurisdiction of public order, that is Article 113 (1) point 1 („Besides the courts provided in Articles 107–112, there shall also be competent: 1. the court having jurisdiction over plaintiff’s domicile, in the applications concerning the determination of filiation;...”). -
Environment protection represents a more and more important issue in terms of multiplication of the risk factors for the ecological balance, necessary for the normal course of life, so that it is required to act with more determination in this field, by increasing the weight and the severity of the repressive means against those who significantly prejudice the specific values. As such, the author shows that it is necessary that the role of the criminal law be amplified in order to sanction the deeds that seriously damage the environment, with negative consequences for the quality of life of the human beings and of the other living beings.
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Pursuant to Article 65 of the (Romanian) Labour Code, the dismissal of the employee due to the dissolution of his workplace, for one or more reasons not related to this employee, involves, according to paragraph (2) of this text, that such a dissolution „be effective and have a real and serious cause”. Having a view that in the case law there is a difference of opinions on the above-mentioned phrase, the author makes an exhaustive analysis of the text of Article 65 and comes to the firm conclusion that, in case of dispute, the court must determine whether, in this case: – the dissolution of the workplace has occurred due to a real cause, therefore the cause was objective, of an undeniable nature; – the cause is serious, so it has a certain degree of gravity, with harmful consequences for the employer, thus requiring the dismissal of the employee; – if, following the principle of good faith, the employer has used, prior to dismissal, all the other possible legal remedies, so that the dismissal had only been a last resort.
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The right to protection of personal data is essential for the respect for some fundamental rights of the citizen, including in his capacity of employee, in particular the right to private life. The labour legislation contains some provisions that can guarantee respect for this right, which they explicitly establish, however they can not be considered separately from the Law No 677/2001. The reasons that justify the processing of personal data of employees are those expressly and restrictively provided by the Law No 677/2001 on the protection of individuals with regard to the processing of personal data and the free movement of such data, and the employees have the rights regulated by this law: the right to be informed, the right of access to processed data, the right of intervention upon the data, the right to object and the right to take legal action.
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This article aims to analyze a wage increase for people who traditionally have a PhD title and are working in the field in which they obtained this title. Up to the adoption of the legislation on uniform remuneration in budgetary system, all those who had obtained a PhD title received, without distinction, a wage increase for PhD. The current legislation has provided the inclusion of this increase, as a transitional compensatory amount, in the base salary, the basic pay/salary or monthly allowance, for the employees that had it to be paid on 31 December 2009, but not for those who have won the PhD title after this date. That legislation created a discriminatory situation, on which the National Council for Combating Discrimination was notified, and this has expressed a specialised opinion, which advocated for the competent authorities of the State, Parliament and the Government to proceed to eliminate the difference in legal treatment, so additional salary entitlement to be recognized by the legislature to all employees, regardless of the date on which it was awarded a PhD title. To this end we propose the appropriate modification of the law.
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The Romanian Labour Code (Article 80) provides that, in case the dismissal was made groundlessly or unlawfully, the court will decide its cancellation and will order the employer to pay a compensation in cash. If the employee expressly requests it, in addition, the court will restore the parties to the situation prior to the issuance of the act of dismissal (therefore it will decide the reinstatement of the employee to the position held). If the employee does not request to be reinstated to the position held, the individual labour contract will cease de jure on the date when the judgment remains final. Whereas the regulation of the Labour Code in the matter (the reinstatement to the position held, if the employee so requests) is, in the author’s opinion, overly rigid, a series of de lege ferenda proposals are made in this study, in the sense of promoting a more pliable (flexible) solution, as regards the mandatory reinstatement to the position, if the employee so requests, in a given case.
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In this study, the author explains the concepts of: structure of the registered capital; general pledge of the creditors; registered capital; difference between the registered capital and the patrimony of the company; difference between the registered capital and the equity capital (net assets); difference between the registered capital and the value of the company, as well as the problems of the legal regime of social contributions after payments, as all of the above follow from the Law No 31/1990 (republished) on companies.
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The article analyzes the advantages which the settlement of disputes by means of arbitration has to offer. Arbitration is an exception from the principle that administration of justice is done by the courts and represents that effective legal mechanism, designed to ensure a fair, faster and less formal, confidential trial finalized by judgments subject to enforcement. Most patrimonial and non-patrimonial causes may be settled by way of arbitration, so that this method of settlement of disputes can be chosen by parties, instead of the common law justice. The conclusion that can be drawn is that, in order to relieve the courts of their role, arbitration is a viable alternative of settlement of disputes.
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Law No 78/2014 regarding the regulation of volunteering in Romania provides that a volunteer agreement can be concluded by any natural person „who has acquired capacity to work according to the legislation in the field of labour.” Whereas this phrasing is likely to generate controversies and discussions (the Law No 78/2014 being a law in the field of civil law, and not in the field of the labour law), the author examines precisely at what age minors may conclude volunteer agreements. The author’s conclusion, resulting from the corroboration of Articles 41–42 of the Civil Code with Article 13 of the Labour Code, is that: minors may conclude volunteer agreements after they turned 14, but between 14–16 years of age the consent of their parents, guardians, etc., is also required and, after the minor turned 16, he may conclude such an agreement himself, without the above-mentioned consent.
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In this study, the author, having regard to the provisions of Directive 98/5/EC of the European Parliament and of the Council of 16 February 1998, as well as to the jurisprudential situations in this matter of the Court of Justice of the European Union, in the end comes to the conclusion that, in case a Romanian citizen obtains the professional qualification in one of the Member States of EU (or of the European Economic Area or of Switzerland), other than Romania, and he wants to practise in Romania, under the professional title thus acquired, the Romanian legal regulations referring to this legal classification (in this case, of Chapter VIII of the Law No 51/1995 on the organization and practice of the profession of lawyer) will become applicable.
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This paper presents a brief analysis of the problems raised by the offence of theft. The authors emphasize, on the one hand, the close connection between these problems and some errors occurred in the civil theory of possession, and, on the other hand, some shortcomings of the current definition of the offence of theft. Similarly, there are presented some possible corrections, both at theoretical level and at legislative level.
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This study raises for discussion the condition of full recognition of facts and changing the legal classification within the trial procedure in case of recognition of accusation. A deed, which the defendant must recognize, means the act of conduct committed under both its sides, objective and subjective, as well as all the circumstances surrounding this act, regardless of their nature and of the moment when they occur in relation to the act itself. The defendant may contest the legal classification established by the public prosecutor and may benefit from the settlement of the case in simplified procedure only when the contestation against the legal classification is not based on a change of the state of facts.
