Source: https://www.iiccr.ro/en/about-us/transparency/roi/
Timestamp: 2019-04-19 06:38:02+00:00

Document:
The regulation for the organisation and functioning of the ROMANIAN EXILE (R.O.F.) issued by order of the President of Executive No. 26/02.06.2014.
Art. 2. The rules laid down in this Regulation shall apply to all persons placed in jobs at the Institute for the investigation of Communist crimes and the memory of the Romanian exile, regardless of function, throughout the duration of the individual labour contract.
Art. 3. The provisions of this Regulation shall also apply to all those who are working as seconded or are delegates at the Institute, as well as external collaborators working in the institution. This regulation will be respected and the pupils and students learn in practice or during the preparation of specific projects.
Art. 4. People in the leadership Institute will take the necessary measures for the proper organisation and conduct in full assurance of process work, to maintain order and discipline in the Institute and for the organisation of control service tasks by each employee.
Art. 5. In accordance with the provisions of article 5 paragraph 1 of H.G. Nr. 1372/2009, as amended, through the leadership Institute means Executive Chairman and Executive Board composed of persons occupying managerial positions within the Institute.
Art. 6. Amendment this regulation can only be made by decision of the President of the Executive Board of the Institute, in compliance with the law.
Art. 7. Internal rules, and any subsequent changes thereof shall be brought to its attention of employees under your signature of acknowledgement.
(1) the Institute, employment relationships are governed by the principle of non-discrimination and the Elimination of all forms of violations of the dignity of the human person and guaranteed principle of the Constitution. All collaborators, visitors, staff and partners, petenții would be treated equally, regardless of race, colour, ethnic origin, nationality, gender, civil status, degree of (in) validity, trade-union membership activity times.
(2) acts of discrimination, harassment or noncompliance with personnel this policy will lead to disciplinary measures.
(3) conduct that, through the effects it generates, best disfavor or favor the unjustified treatment at times subject to unjust or degrading an employee with respect to other persons, groups of persons or communities, attracts liability according to the legal provisions.
(4) are deemed to be discriminatory provisions, criteria or practices that disadvantage some employees over other employees, except in cases where such provisions, criteria or practices are justified by a legitimate aim, goal, and methods of achieving that aim are appropriate and necessary.
All employees who performs work we are recognized the right to equal pay for equal work and the right to protection of personal data, the right to form and join unions, and the right to protection against unlawful dismissals.
(1) Employees of the Institute have the obligation to secrecy and confidentiality in relation to facts, information and documents to their knowledge in the exercise of the function of the occupation, except in times of information of public interest.
(2) the duration of any of the business Institute, employees may have access to confidential information and documents concerning the Institute, the possible collaborators, petenți, other officials or institutions concerned. All information and documents which employees aware of any of the work shall be presumed to be confidential, unless it is information in the public interest.
(3) misuse, in their own interest or to third parties, information and confidential documents of the Institute and other institutions involved will result in disciplinary or, where appropriate, material in accordance with the provisions of this regulation and with the laws in force.
(4) the failure, destruction, Concealment of correspondence, documents, documents, addresses, and other information, committed by employees of the Institute, constitutes misconduct and disciplinary action will be dealt with.
(5) the management and dissemination of information obtained from research projects of the structures of the 1989 ROMANIAN REVOLUTION is done only on the basis of indications received from hierarchical superiors and reported to the duties of the Institute. Any dispute/disagreement of a scientific nature that cannot be resolved within the Department in which the researcher will be brought to the attention of the leadership Institute. Where does not reach an agreement, it will appeal to an external scientific reviewer for mediation, agreed upon by mutual agreement. Censorship of any kind is prohibited.
Art. 11. People with management and supervisory functions of the Institute are required to submit declarations of assets and interests in order to ensure the fulfilment of these functions under conditions of fairness, integrity and transparency.
Art. 12. Are required to submit these declarations and the staff of the Institute, including staff with individual contract of employment, as well as those who manage or implement programs times externally funded projects or from budgetary funds.
Art. 13. Persons who are required to file statements will fill order forms provided by the employee designated by decision of the President of the Executive Board.
Art. 14. Statements of wealth and interest are recorded, where, in special registers kept at the headquarters of the Institute.
HIRING AND PROMOTING STAFF I.I.C.C.M.E.R.
Article 15. (1) Engaging employees of ROMANIAN EXILE will only be made on the basis of competition or examination as appropriate. In special situations, for a specified period or for meeting certain specific activities can engage people through the deployment, subject to vacancies. The heads of the structures within the ROMANIAN EXILE are appointed by order of the President of the Executive Board, on a proposal from the President of the Scientific Council.
(2) the conditions for organizing and conducting of each competition/examination are laid down in the framework regulation issued by the Chief authorising officer shall, in compliance with the law.
(3) the competition commissions Compositions/exam will be established by decision of the President of the Executive Board of the Institute.
(1) Engaging employees I.I.C.C.M.E.R. is made on the basis of the individual labour contract concluded for an indefinite period or, where applicable.
(2) individual employment contracts shall be concluded in compliance with the provisions of law No. 53/2003-labour code, collective labour agreement at the level of the institution or, failing that, at the national level and on the basis of the rules of procedure.
the right to collective bargaining or individual.
to know the head upwards as soon as they became aware of the existence of irregularities in connection with the work of the Institute.
to establish individual performance goals, as well as the assessment criteria for achieving them.
to ensure the confidentiality of personal data of employees.
to organize the work (work, equipment and safety equipment) according to the safety standards of health and hygiene in the workplace for the protection of life and health of employees.
Art. 19. Employees have an obligation to respect and to use with maximum efficiency the programme of work, using in full time work for the fulfilment of all obligations of service.
Art. 20. (1) the programme of work for the Institute's employees is 8 hours per day, between 9.00-17.00, Monday to Friday inclusive.
(2) depending on the nature of their duties, employees of the Institute may, at their request, tailored work programme, respecting the time of 40 hours per week. The responsibility of keeping office hours work rests the head of hierarchically (director, Head Office, Head Office, if applicable).
(3) in the case of employees with short-time working, their schedule is determined by the Chief.
(4) flexible scheduling does not affect the rights provided for in the contract of employment.
Art. 21. (1) overtime incurred can be compensated with time off in accordance with the legislation in force. Grant of holidays on behalf of hours worked across the normal work schedule shall be made by written request of the employee, with the approval of management, without exceeding 30 days after the date. Hierarchical superiors will also be making overtime by the employee.
(2) the Institute's employees cannot be forced to work overtime without their consent.
Art. 22. (1) the presence of employees at work is highlighted by the great book of attendance. Employees are required to inform their hierarchical superiors on the activity.
(2) under conditions of attendance at the end of each month, but no later than three of the following month, Department managers will prepare, for the subordinate employees, collective attendance sheets (time sheets). They will be submitted to the legal and human resource Compartment.
(3) investigation and documentation Activity at other institutions will be made following prior approval given by the institution concerned and on the basis of the approved research project, either individually or collectively. The investigator will inform you in advance about the hierarchical institution where he will learn in the course of their work.
(4) any delegation, travel service and within the programme of work shall be carried out only with the agreement of the management, on the basis of an application accompanied by supporting documents, if any, submitted at least 5 working days prior to departure. The application will be accompanied by an order of delegation/motion which will be registered, after approval, the Secretariat communication Compartment.
Art. 23. Performance evaluation of individual professional employees of ROMANIAN EXILE aims at an objective appreciation of the work of the staff, by comparing the degree of achievement of objectives and assessment criteria established with the results effectively, based on tasks from descriptions. As a result of the evaluation of the work of employees, hierarchical superiors may make proposals relating to the change of duties or even termination.
Art. 24. Evaluation of employees is carried out according to the rules adopted by the Chief authorising officer by order No. 218/2011 on the approval of criteria for assessing the performance of individual contractual personnel within the General Secretariat of the Government and of structures without legal personality within the work of the Government apparatus that is financed by the budget of the General Secretariat of the Government.
Art. 25. (1) the assessor is the person within the institution with leadership duties of the structure within which operates employee assessed or, where appropriate, which coordinates the activity of that employee.
(2) the procedure for assessment of the performance of each employee shall apply in relation to the requirements of the post.
(3) professional activities shall be assessed annually through individual performance appraisal.
(5) may be subject to annual assessment workers who took at least 6 months activity during the period assessed.
(3) for the establishment of our objectives, the evaluator will note and evaluation criteria by providing for each objective and criterion has a note from 1 (low) to 5 (maximum), expressing appreciation of the degree of compliance with. To get the final note of the evaluator is done the arithmetic mean of the notes.
d) between 4.01 and 5.00-very well. The person requires a special appreciation of its performance ranks whereas beyond the limits of the performance standards and other employees.
(5) Promote the professional degrees or steps of the ROMANIAN EXILE staff is done through examination, on a vacancy/vacant temporarily or, where it does not exist, through the station's transformation from State functions in one of the immediate superior level. To participate in the contest, the candidate must have obtained the rating "very good" to the individual performance appraisal at least twice in the last three years.
(6) General principles for filling a vacancy/vacant temporarily appropriate functions in the framework of the 1989 ROMANIAN REVOLUTION and the criteria for promotion to the professional degrees or steps immediately above personnel shall be determined by the framework Regulation issued by the Chief authorising officer shall, in compliance with the law.
promoting employment and professional career development.
Art. 28 (1) Leadership Institute will provide employees access to regular training through participation in training, refresher courses and/or abroad, in accordance with the legislation in force.
(2) the Institute shall draw up an annual Leadership training plans, in consultation with employees and inform employees about training opportunities.
(3) where the employee is the one who takes the initiative to participate in a form of formal training with removal from activity, the Institute will consider the request of the employee. On the request of the employee, the leadership Institute would decide the conditions which will allow the employee participation in the form of training, including whether it will bear all or part of the cost of part of it.
(4) legal and human resource Compartment will keep track of employees ' participation in training courses.
(1) the Leave and holidays are determined by the individual labour contract, and where it does not provide, the provisions of law No. 53/2003-labour code and other laws.
(2) planning the rest of your holidays is made in December for the following year.
(3) the order of carrying out of holidays resting is determined in sequence throughout the year, taking account of the proper conduct of the work of the Institute as well as the interests of the staff.
(5) the leave shall be granted on the basis of a request made by an employee which will be approved by the head of the hierarchy and approved by the President of the Executive Board.
Art. 31. The request for the grant of leave, as scheduled, will submit for approval at least 3 working days before the beginning of maternity, except in situations of force majeure.
Art. 32. (1) annual leave may be interrupted at the request of the employee and/or the order of leadership, in duly justified circumstances, according to the law.
(2) Recalling the employee annual leave from the service by the management of the Institute shall be made in the event of force majeure or for urgent interests which require the presence of the employee at work, available only through prior written management.
Art. 33. (1) Employees of the Institute shall be eligible for sick leave, in accordance with the law.
(2) Employees in receipt of sick leave are required to notify within 24 hours the situation of the institution and to submit the medical certificate at secretarialul institution no later than the 5th of the following month, it was approved by the management.
b) for solving personal problems-maximum 2 years.
(2) an application for leave referred to in paragraph 1. (1) must be submitted for an opinion to the approval of Chief and the President in a hierarchical structure, with at least 1 month in advance of performing it. The request will include, by way of the starting date of the leave and its duration. In the case referred to in paragraph 1. (1) (a). the annex) will be supporting documents.
disposal of disciplinary individual labour contract.
Art. 36. (1) Constitute disciplinary any facts in connection with the work and that the actions or non-actions committed with guilt by employees, through which they have violated the legal norms, the rules of organization and operation, rules of procedure, code of ethics, sheet, contract of employment or collective labour Contract, the applicable laws and orders of the rulers (orders, hierarchical decision internal notes).
unjustified absences from work more than five consecutive days or, where appropriate, unfilled, attainment of faulty materials teaching refusal times research and documentation, for projects of the Institute, for a period of more than 30 consecutive days.
(3) the disciplinary Sanction irregularities in section 2 shall apply to employees performing illegal ROMANIAN EXILE, against regulations and internal orders during business hours or who express themselves publicly, without the consent of the management of the Institute, as employees of the ROMANIAN EXILE. The Institute does not hinder the freedom of expression of employees if this is not done on behalf of or as an employee of the ROMANIAN EXILE and never during normal working hours.
Art. 37. Theft, destruction or intentional degradation of assets or property belonging to the Institute staff draw together with referral for criminal prosecution, and termination of employment of the person convicted shall, within 3 working days from the date of establishment, in accordance with the legal provisions.
e) disciplinary sanctions, if any, sustained by him previously.
Art. 39. The leadership Institute will call through the decision, a permanent Commission of disciplinary research irregularities referred to in article 1. 36. Two members are appointed by the President of the Executive Board of the Institute, and the third member is appointed by the employees. For each Member of the Disciplinary Committee shall be appointed by an alternative member. The decisions of the Disciplinary Committee shall be taken by a majority of the number of votes.
Art. 40. The Commission will convene multi-disciplinary research in writing the employee stating the subject, date, time and place of the meeting, and in the course of research will consign all defence as formulated and sustained by the employee, as well as all the evidence and the reasons for which it considers to be necessary.
Art. 41. The leadership Institute is entitled to order the punishment of an employee without prior disciplinary research where the latter without some objective reasons, has not been presented at the convocation submitted according to the provisions of art. 40 of this regulation.
Art. 42. Reprimanding the employee does not preclude the hiring of its patrimonial or criminal if committed by this deviation could lead to such liability.
Art. 43. (1) the leadership Institute features the application of disciplinary sanction by a decision issued in written form within 30 calendar days from the date of the referral to disciplinary knowledge of irregularity, but not later than six months from the date of Commission of the offence.
(2) the decision on sanctions will be communicated to the employee no later than 5 calendar days from the date of issue and shall be effective from the date of communication. Sanctions against the decision of the employee can make opposition to the courts powers within 30 calendar days from the date of communication.
(3) the disciplinary Sanction of law shall be deleted within 12 months of the application, if the employee does not apply a new disciplinary sanction within that period. Cancellation of disciplinary penalty is established by decision of the President of the Executive Board, issued in written form.
Art. 44. All notices, requests, internal memos, etc. the current activity of the Institute are formulated by the employees in writing is addressed to the President of the Executive Board and the Secretariat shall be recorded at the compartment-communication.
Art. 45. Applications relating to the issuance of document adeverințe times stating the work done by employees, duration of work, salary, length of service, in trade and in the specialty, as they result from the general register and of the staff shall be addressed to the specialized compartments.
Art. 46. Requests referred to in article 1. and article 44. 45 shall be handled within a period not exceeding 15 calendar days from the date of registration.
Art. 47. (1) where the employee has not received a response within the period specified in article 7. 46 or is dissatisfied with the response received, notice of opposition may be made to the President of the Executive Board, within 15 calendar days from the date of communication.
(2) Opposition shall be handled within 5 calendar days from the date of registration.
Art. 48. Leadership Institute has an obligation to take all necessary measures to protect the life and health of employees, to ensure the safety and health of employees in all aspects of employment, including for the activities of prevention of occupational risks, information and training, as well as for the implementation of the Organization of labour protection and the necessary means, without thereby determining the financial obligations owed to employees.
Art. 49. The leadership Institute will call through the decision, a person responsible for their safety, health and safety at work.
-in the case of employees who take up their activity after an interruption of more than six months.
f) to create the conditions for warning of the fire and the evacuation of employees in special circumstances and in the event of imminent danger.
c medical control) ensure employees both to employment and during the execution of the individual labour contract.
c) periodically, annual/biannual basis, respectively, through medical exams differentiated according to age, gender and health status, according to the rules of the collective labour contract.
Before the employee engagement is required to conduct health surveillance.
Art. 53. Leadership Institute has an obligation to take all necessary measures to protect the life of employees by identifying and applying standards, rules, recommendations and General measures need to be taken into account for the purpose of defence against fire.
the fulfilment of measures of defense against fire, established according to the law.
Art. 54. 1. this Regulation shall enter into force with its approval by decision of the President of the Executive Board.
(2) this Regulation as well as any subsequent changes thereof shall be brought to the attention of employees, under the signature of acknowledgement.
(3) the date of entry into force of this regulation, the provisions of the regulation are repealed previous intern.

References: Art. 2

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Art. 4

Art. 5

Art. 6

Art. 7

Art. 11

Art. 12

Art. 13

Art. 14

Art. 19

Art. 20

Art. 21

Art. 22

Art. 23

Art. 24

Art. 25

Art. 28

Art. 31

Art. 32

Art. 33

Art. 36

Art. 37

Art. 39

Art. 40

Art. 41
 art. 40

Art. 42

Art. 43

Art. 44

Art. 45

Art. 46

Art. 47

Art. 48

Art. 49

Art. 53

Art. 54