General grounds for termination of Employment contract
In compliance with art.325
from the Labour code a contract of employment shall be terminated
without notice due from either party in the following cases:
- By mutual consent of the parties, expressed in writing.
The party to which the proposal is addressed shall inform
the other party of its position within 7 days of receipt
of the proposal. Failure to do so shall be deemed refusal
to accept the proposal;
- When the dismissal of an employee is found unlawful,
or he is reinstated to his previous job by ruling of
the court, but he does not report to work within the
term stipulated under Article 345, para 1: “Following
the reinstatement of the employee to his previous position
by the employer or a court he may assume the position
provided he reports to work within 2 weeks of receipt
of the reinstatement notice, unless this term be exceeded
for valid reasons only”;
- Upon expiry of the contractual term;
- Until the completion of some specified work;
- Upon return of the substituted employee to work;
- When a position is listed to be occupied by a pregnant
employee or an employee reassigned for rehabilitation,
and a candidate entitled to that position appears;
- Upon the appointment of an employee who has been elected
or has passed a competitive examination for the position;
- In case of inability of the employee to perform the
assigned job because of illness resulting in permanent
disability (invalidism), or because of health contraindications
established by an expert medical commission. In such
a case the contract of employment shall not be terminated
whenever the employer can provide another job, suitable
to the employee's health status, and he consents to
perform it;
- Upon the death of the person with whom the employee
has concluded a contract of employment with consideration
to his personality;
- Upon the death of the employee;
- When a position is listed to be occupied by a state
employee.
