Moldovan parliament votes in first reading more amendments, supplements to Labour Code

Chisinau, 06 July /MOLDPRES/ – The employers will be required to provide employees with at least 14 calendar days in their annual work holiday account, the remainder being granted until the end of the following year. The Plenary of the Parliament examined and approved, in the first reading, a number of amendments and completions to the Labour Code of the Republic of Moldova today, the parliament’s communication and public relations department has reported.
According to the new provisions, in exceptional cases, if the full granting of annual leave to the employee may have a negative impact on the good functioning of the unit, part of the leave, with the written consent of the employee, may be postponed to the next year of work.
The supplements also provide for guarantees in the event of unit reorganization, a change in the type of ownership or its owner and provisions which do not allow less favourable treatment of part-time employees of full-time employees.
Other additions refer to work that is forbidden to use work for some women. It is forbidden to use the work of pregnant women, women who recently gave birth and nursing mothers in underground work in mines, as well as any other activities that pose a risk to their safety or health or may have repercussions on pregnancy or breastfeeding. In case of certain risks, the employer will take the necessary measures to exclude the influence of the risk factors on them by a temporary change in working conditions.
Similarly, the duration of the technical unemployment was reduced from 6 months to 4 months during a calendar year. At the same time, during the technical unemployment period, employees will benefit from an allowance that can not be less than 50 per cent of their basic salary, compared to 75 per cent, as currently.
Other additions stipulate that the suspension of the individual labour contract and resumption of the work activity is done by the employer’s order, which is notified to the employee, for signature, at the latest on the date of suspension of the individual labour contract or resumption of the work activity.
Also, the employees who registered on their own initiative in the higher education institutions or in the specialty environment, in the evening and non-attending and successfully studying sections, may be given certain guarantees and compensations in the way stipulated in the collective or the individual contract for work.
According to the authors, some of the amendments and additions transpose four EU Directives into labour law, while others provide flexibility to legal requirements to market economy requirements.
All changes are to be voted on in final reading.