Transposition of the Acquis communautaire on information and consultation of employees into the legislation of the Republic of Moldova

Teodorina Goriuc

doi:10.52327/1857-4440.2021.2(20).24

Abstract

Informing and consulting employees, either on the general situation of the community within the work unit, or on the particular requirements and circumstances of the execution of work by the individual is an indispensable guarantee of the proper realization of the right to work. The normative changes made in recent years, following the signing of the Association Agreement and the establishment of harmonization priorities in the acquis communautaire, serve indispensable to create a formal and procedural climate sufficient for the proper exercise of the fundamental right to work and association in labor interests. Considerably the normative gaps capable of limiting their exercise.

Highlights

European Union policies approved over the last decade actively promote transparency and security of employment relations and the need to establish appropriate regulatory safeguards to ensure unrestricted access by employees to any information concerning individual and collective employment relations within the organization
From the perspective of the European regulatory framework, employee information and consultation can be approached in two ways:
In order to ensure the alignment of the regulatory framework with the above-mentioned EU requirements, as well as to implement the National Action Plan for the implementation of the Association Agreement between the Republic of Moldova and the European Union for the period 2017-2019 [6], in 2017 the Parliament of the Republic of Moldova adopted Law No 155 of 20 July 2017 amending and supplementing the Labour Code of the Republic of Moldova, which, among other provisions, introduces new requirements and mandatory mechanisms for informing and consulting employees in the establishment

Summary

Introduction

In order to ensure the alignment of the regulatory framework with the above-mentioned EU requirements, as well as to implement the National Action Plan for the implementation of the Association Agreement between the Republic of Moldova and the European Union for the period 2017-2019 [6], in 2017 the Parliament of the Republic of Moldova adopted Law No 155 of 20 July 2017 amending and supplementing the Labour Code of the Republic of Moldova, which, among other provisions, introduces new requirements and mandatory mechanisms for informing and consulting employees in the establishment.

Results

Conclusion