The internal regulation is an essential document for any organization, being an instrument that establishes the way of carrying out activities, the rights and obligations of employees and employer, as well as the rules of conduct within a company.
It is a mandatory document in most of the European Union Member States and, of course, in Romania, aiming at clarifying labor relations and ensuring a transparent and fair framework for all employees.
Importance of the internal regulation
The internal regulation serves as a guide for employees and employers regarding the rules and procedures to be followed within the organization. They cover a wide range of issues, from working hours, leave policy, disciplinary sanctions, to health and safety measures.
In Romania, labor law requires every company to draw up and make its internal rules known to employees. According to the Labor Code, the internal rules must be drawn up by the employer in consultation with employee representatives or the trade union, where it exists. Once finalized, the document must be brought to the attention of each employee, who must confirm by signature that he/she is aware of its contents.
The Internal Regulations is an essential document in any organization, regulating labour relations and setting out the rules and regulations to be followed by employers and employees. These rules are drawn up by the employer in consultation with the trade union or employee representatives, as appropriate.
Structure of the Internal Regulation
According to Romanian law, the Internal Regulations must include at least the following elements:
1.Rules regarding protection, hygiene and safety at work: These are aimed at ensuring a safe working environment for all employees, preventing work accidents and promoting health at work.
2.Respect for the principle of non-discrimination and protection of dignity: The regulations must contain clear provisions against all forms of discrimination and promote respect for the dignity of each employee.
- Rights and obligations of employer and employees: These include the specific responsibilities of each party to the employment relationship, as well as the benefits to be available to employees.
- Procedure for settling individual labor disputes: The rules must provide a framework for the amicable settlement of any disputes or complaints by employees.
5.Concrete rules on work discipline: These rules establish acceptable behavior and sanctions in case of disciplinary offenses.
- Rules regarding notice: The terms and conditions under which employees may be given notice of termination of employment are established.
- General employee training policy: If any, the regulations must provide information about the professional development opportunities offered to employees.
The employer is obliged to inform each employee of the provisions of the internal regulations from the first day of employment. This can be done either on paper or in electronic format, provided that the document is accessible and storable by the employee. The rules become applicable as soon as the employee is made aware of them.
Any subsequent changes to the rules must be communicated to the employees, and they have the right to complain to the employer if they consider that their rights have been infringed. In cases of dispute, the legality of the provisions of the internal rules may be challenged in court, which will consider the case within 30 days of the date of notification of the complaint.
Implementation and Efficiency
The drafting of internal rules must be completed within 60 days of the date of establishment of the employer. If the rules are not brought to the employees’ attention or are not followed, the employer can be held legally liable.
It is essential that the rules are well structured and clear to avoid misunderstandings and to ensure a fair and efficient working environment.
Internal rules are a fundamental tool for managing employment relations, ensuring transparency and fairness within the organization. It is crucial for employers to ensure that this document not only meets legal requirements, but also reflects the organizational culture and company values.