Research & Development Branch Collective

Agreement (2010-2015)




Research & Development Branch Collective Agreement (2010-
2015)

Table oI contents

1.
Chapter 1 - Preamble
2.
Chapter 2 - General provisions
3.
Chapter 3 - Conclusion, execution, change and termination oI the Collective
Labor Agreement
4.
Chapter 4 - Labor conditions and health and saIety regulations
5.
Chapter 5 - Salary and other entitlements
6.
Chapter 6 - Working hours, leave, holidays and days oII
7.
Chapter 7 - Other measures to protect employees and entitlements
8.
Chapter 8 - ProIessional, economic and union training
9.
Chapter 9 - Rights oI the Union as an organization and as employees`
representative
10.
Chapter 10 - Employees and employers` obligations
11.
Chapter 11- Final provisions
12.
Appendix 1 - Rules Ior the organization and operation oI the Branch Parity
Committee
13.
Appendix 2 - Rules Ior the organization and operation oI the Establishment Parity
Committee
14.
Appendix 3 - Contract
15.
Appendix 4a - CoeIIicients Ior the division oI the minimal basic salaries into
value groups and categories oI employees with general, secondary or Ioreman
education
16.
Appendix 4b - CoeIIicients Ior the division oI the minimal basic salaries into
value groups and categories oI employees with higher education
17.
Appendix 5 Criteria based on which the activity oI the employee shall be
assessed with a view to bargain Ior the salary entitlement (Iormat)
18.
Appendix 5A Grid with points Ior each subcriterion (Iormat)
19.
Appendix 5B Division into value groups based on the total points Iollowing the
activity assessment
20.
Appendix 6 Cases when paid days oII are granted and the number oI such paid
days oII
21.
Appendix 7 Table with the contributions that are to be paid by the employees
who get vouchers to go to spa treatment or to go on holiday
22.
Appendix 8 Individual Labor Contract
23.
Appendix 9 Civil Ruling No. 16549/19.08.2010 oI the Tribunal oI Bucharest
concerning the representation by F.S.L.C.P.R.
24.
Appendix 10 Decision No. 37/28.05.2010
25.
Appendix 11a Letter oI attorney No. 256/03.08.2010 oI C.N.P.R.
26.
Appendix 11b Civil Ruling No.12/FED/06.04.2006 oI the Tribunal oI Bucharest
concerning the representation by C.N.P.R.
27.
Appendix 11c - Letter oI attorney No. 33/23.07.2010 oI P.R.C.P.
28.
Appendix 12 List oI Items and Appendixes oI the Agreement that shall be
bargained Ior on a yearly basis
29.
Appendix 13 List oI Establishments where the Collective Labor Agreement at
Research & Development branch shall be applied
30.
Appendix 14 Main European regulatory documents and legal acts reIlected in
the Branch Collective Agreement



CHAPTER 1
Preamble
Contracting parties

Article I. 1. Based on Law No. 130/1996 concerning the collective labor agreement,
with its subsequent amendments and supplements, according to Articles 14, 15, 16 and
17, the contracting parties shall be:

The employees` representatives
The Union Federation oI Research-Development Employees oI Romania (FSLCPR), as
the representation was Iound lawIul according to Court Ruling No. 16549 oI 19.08.2010
oI the Tribunal oI Bucharest (Appendix No. 9), through the proxies appointed in Decision
No. 37 oI 28.05.2010 oI FSLCPR (Appendix No. 10).

The employers` representatives
The Romanian Research-Development Employers` Organization (PRCP), as appointed
by the National ConIederation oI Romanian Employers` Organization in the Letter oI
attorney No.256 oI 03.08.2010 (Appendix No. 11a), as the representation was Iound
lawIul according to Court Ruling No. 12/FED/06.04.2006 oI the Tribunal oI Bucharest
(Appendix No. 11b).
The persons acting as attorneys Ior the branch collective bargaining contract were
nominated as such in the Letter oI Attorney No. 33 oI 23.07.2010 oI the PRCP (Appendix
no. 11c).

Bargaining basis

Article I. 2. The bargaining basis Ior this Agreement shall be:
-
the Single National Collective Labor Agreement Ior 2007-2010, recorded by
the Ministry oI Labor, Social Solidarity and Family under No. 2895/21 oI 29
December 2006, published in the Romanian OIIicial Journal, Part V, no. 5cc oI 29
January 2007
-
the Research-Development Collective Labor Agreement at Branch level,
recorded by the M.M.S.S.F. D.P.A.S. under No. 1221/20.05.2005 , nr. 1221/2005
published in the Romanian OIIicial Journal Part V no. 8 oI 22/07/2005, as well as
the Addenda No. 1/2006 recorded by the M.M.F.P.S under No. 1672/08.08.2006,
No. 2/2007 recorded under M.M.F.P.S. under No. 471/29.08.2007, No. 3/2008,
recorded under M.M.F.P.S. under No. 662/12.11.2008 and No. 4/2009, recorded
under M.M.F.P.S. under No. 01/11.01.2010
-
Propositions by the parties.
During the negotiations the legal provisions and the European regulations shown in
Appendix No. 14 shall be observed.

Mutual recognition

Article I. 3.(1) The Romanian Research-Development Employers` Organization
(PRCP) recognizes the Union Federation oI Research-Development Employees
oI Romania (FSLCPR) as the lawIul Iull-Iledged representative oI employees in
establishments oI research-development-design to bargain on this Collective Labor
Agreement at Branch level, in accordance with the provisions oI Law No. 130/1996,
Article 14 letter b, Article 17 par.(1) letter b, par.(2) letter a and Article 18.
(2) The Union Federation oI Research-Development Employees oI Romania
(FSLCPR) recognizes the Romanian Research-Development Employers`
Organization (PRCP) as the lawIul Iull-Iledged representative oI employers
to bargain on this Collective Labor Agreement at Branch level on behalI oI all
establishments, as well as other legal or natural entities using paid work and
authorized to carry out activities in the research-development-design branch, in
accordance with the provisions oI Law No. 130/1996, Article 14 letter a, Article 15
par.(1) letter b, par.(2) letter a and Article 17.

Article I. 4.(1) In this Agreement, the term 'employer means the one who employs,
administers, uses capital, irrespective oI its nature and uses paid work.
(2) The term 'establishment means public or private law establishments and
institutions carrying out scientiIic research, technological development, innovation
and/ or design activities.

CHAPTER 2
General provisions

Article II. 1. The contracting parties, Iree and equal to bargain on this Collective
Labor Agreement at Branch level, shall be bound to observe all its provisions.

Article II. 2. - The provisions oI this collective labor agreement shall apply to
all establishments involved in the research-development-innovation activities,
irrespective oI the Iorm oI the establishment, the origin oI its capital and its
membership or non-membership to an employers` organization, iI FSLCPR has union
members in these establishments.
(2) The provisions oI this collective labor agreement shall equally apply to public
establishments in respect oI the rights oI the employees in these establishments,
which, in accordance with the law in Iorce, shall be set through collective bargaining,
iI the trade union that represents these employees is a FSLCPR member.
(3) The provisions oI this agreement shall be applied also to employees Irom the
departments with research-division-design activity, irrespective oI the basic activity,
the Iorm oI organization, the origin oI its capital, it these employees are represented
by a trade union which is a FSLCPR member. To that eIIect, the Collective Labor
Agreement at Establishment level may include articles with terms speciIic to the
various chapters, or a chapter with terms speciIic to these employees.
(4) Where FSLCPR is not represented, the provisions oI the Collective Labor
Agreement at Branch level may be applied iI the trade unions or the representatives
oI the employees in these establishments shall Iill out Appendix No. 3, which is a
mandatory condition to make reIerence to this labor agreement when bargaining on
the collective labor agreement at the level oI those establishments.
(5) To award salaries and all the other entitlements provided in this collective
labor agreement Ior employees oI establishments Iunded Irom the state budget, the
contracting parties shall take the required measures to determine the Iunds related to
this category oI staII and to establish their sources, prior to adopting the state budget,
as well as to eventually correct it subsequently.
(6) With a view to awarding certain salary entitlements included in this collective
labor agreement, the contracting parties shall act together and separately with a view
to determine, through the State Budget, public Iunds oI a minimum oI 1 oI GDP Ior
research-development activities.
(7) The contracting parties shall act jointly to include various provisions oI this
contract oI interest Ior the research-development-design activity in the regulatory acts
oI the Parliament and Government.

Article II. 3.(1) This Collective Labor Agreement at the research-development-
design branch level is the bargaining basis Ior all collective agreements that shall be
bargained Ior and concluded by establishments with research-development-design
activity, taking into account the speciIic conditions in these establishments.
(2) The rights provided in this collective labor agreement shall be deemed the
minimal level. The bargaining oI the Collective Labor Agreement at Establishment
level shall start Irom these rights, except Ior those set as a Ilat rate or at the maximum
level.
(3) Based on request by the trade union which is a FSLCPR member, the employer
must provide to the management oI the trade union conIidentially all inIormation
and documents required to bargain the Collective Labor Agreement at Establishment
level, which shall include:
a) the endorsed income and expenses budget
b) the accounting balance
c) the rules Ior the organization and operation oI the establishment, including its
organizational Ilow chart
d) the job descriptions whenever they change
e) the staII turn over (with reIerence to the past year, the bargaining year and the
Iollowing year), taking into account and describing the staII structure divided into
proIessional categories.
(4) The inIormation and documents which the employer shall make available to the
representatives oI the trade unions that bargain on the collective agreement shall
be submitted to them within the deadline set in the protocol, but no later than Iive
working days since the receipt oI the trade union request.
(5) No contracting party shall have the right to reIuse inserting a clause oI the
Collective Labor Agreement at Branch level in the Collective Labor Agreement at
Establishment level iI no clause which is Iavors one oI the parties was agreed.
(6) The parties agree that, according to art. 2 par.(2) oI Law 130/1996, the agreements
to settle labor disputes shall also be part oI the collective labor agreements.

Article II. 4(1) With a view to negotiating, concluding and executing this Collective
Labor Agreement at Establishment level, FSLCPR shall notiIy the establishment
in writing which is the trade union which is a FSLCPR member or which is the
trade union oI the establishment which is not a FSLCPR member, but which
signed Appendix No. 3 to this Agreement and proves that it transIerred to FSLCPR
account the amount set according to Article 6 oI the aIore-mentioned Appendix. The
document which attests to the FSLCPR membership shall be valid 12 months only
since its issuing by the FSLCPR.
(2) The Iirst meeting oI the contracting parties at establishment level, with a view to
bargaining on the collective agreement, shall be convened within 15 calendar days
since the trade union submitted an application Ior bargaining, or, as the case may be,
since receipt oI the notiIication provided under par.(1).
(3) At the Iirst meeting oI the parties, the protocol concerning the bargaining
shall be concluded, which shall comprise at least the place and the calendar oI the
meetings, the minimum number oI participants oI each party, the bargaining basis,
the propositions oI the parties with a view to bargaining or the inIormation and
documents required to Iormulate propositions, the Iormal Iramework and the content
oI the meetings` reports etc.
(4) The bargaining oI propositions Ior the terms and conditions oI the collective
agreement, as well as the harmonization oI the agreement concluded previously at the
establishment level with the provisions oI this branch agreement shall begin no later
than ten working days since the entry into Iorce oI this Collective Labor Agreement at
Branch level or, as the case may be, the last addendum to this agreement.
(5) At the same time, the harmonization oI the provisions oI the individual Labor
Agreements with the respective collective agreements, including the yearly
bargaining oI the individual wages shall start no later than 10 working days since the
entry into Iorce oI the Collective Labor Agreement at Establishment level.
(6) Failure to observe provisions under par.(1) shall exonerate employers oI the
consequences arising Irom the delay oI applying provisions under par.(2).
(7) The date Ior the application oI salaries and other salary rights bargained Ior
prior to the conclusion oI the entire Collective Labor Agreement at Establishment
level shall be set within the establishment, with the possibility to implement it
retroactively.
(8) The negotiations provided under par.(5) must be concluded within a timeIrame
that shall be set at establishment level, but no later than 15 working days.
(9) II disputes, Iollowed by challenges arise during the bargaining oI the individual
salary, they shall be lodged no later than 3 working days since the bargaining date.
(10) The committee that shall analyze the challenges, made up oI the management
and the trade union representatives duly assigned, shall notiIy the employee in writing
concerning the decision oI the committee in no later than 7 working days.

Article II. 5.(1) This Collective Labor Agreement at Branch level shall be concluded
Ior a period oI 5 years, with the right to unilaterally cancel it aIter 3 years.
(2) On a yearly basis during the validity period, the articles mentioned in Appendix
No. 12 shall be renegotiated. The parties may convene the negotiation oI other
articles as well, as well as the negotiation oI new articles.
(3) At least 60 days prior to the expiry oI the term Ior which it was concluded, the
contracting parties shall agree on the extension oI the validity oI the agreement or on
renegotiating its terms and conditions. Just the same, unilateral cancellation or yearly
renegotiation, according to par.(2) must be notiIied no later than 60 days prior to the
expiry oI the deadline.
(4) II none oI the parties denounces the agreement at least 60 days prior to the expiry
oI the 1 year deadline since the validity oI the last addendum to the basic agreement
shall start to be counted and no other agreement is Iound based on par.(3), the validity
oI the basic agreement and the addenda thereoI shall be extended Ior another 3 year
block, subject to provisions under par.(2).
(5) Bargaining or renegotiating various chapters oI the Collective Labor Agreement
shall take place and be concluded, iI possible, during November-December oI the
current year Ior the Iollowing year.
(6) Subject to provisions under article 25 par.(2) oI Law No. 130/1996 concerning the
Collective Labor Agreement, by care oI FSLCPR, the Collective Labor Agreement at
the research-development-design Branch and the addenda thereoI shall be lodged and
recorded by the Ministry oI Labor, Social Solidarity and Family.
(7) This Collective Labor Agreement at the research-development-design Branch
shall be published in the Romanian OIIicial Journal Part V, according to Article 29 oI
Law No. 130/1996, by care oI PRCP.

Article II. 6.(1) This Collective Labor Agreement at Branch level shall mainly set the
minimal rights saIeguarded Ior the employees with FSLCPR representation, as well
as the related rights and obligations oI the parties with respect to:
a)
the conclusion, execution, amendment, suspension and termination oI the
individual labor contract;
b)
the working conditions and health and saIety regulations;
c)
salary and other salary entitlements;
d)
employers and employees` obligations;
e)
working hours and holidays;
f)
certain measures Ior the special protection oI employees;
g)
proIessional training;
h)
trade unions, as organizations which represent the employees.
(2) Negotiation oI minimal saIeguarded rights shall be made by virtue oI the rights
arising Irom the Constitution oI Romania, Law no. 53/2003 the Labor Code, Law
No. 54/2003 the Trade Union Law, Law No. 130/1996 on the Collective Labor
Agreement, as well as arising Irom the Single National Collective Labor Agreement
Ior the year 2007-2010.

Article II. 7.(1) The rights oI employees provided in this collective labor agreement
cannot be the cause Ior the reduction oI other collective or individual rights
recognized previously through the Collective Labor Agreements concluded at
Establishment or Establishments` level.
(2) II prior regulations or agreements provided much more comprehensive rights Ior
the employees, these regulations or agreements shall be applied iI the law does not
speciIically provide otherwise.
(3) II, in connection with the rights arising Irom this collective labor agreement, more
Iavorable legal regulations are adopted, they will be lawIully part oI this agreement.
(4) II, at branch level, the Collective Labor Agreement was concluded prior to
the lodging and registration oI the Branch Collective Agreement, according to the
provisions under par.(2) oI Article 25 oI Law No. 130/1996, as republished, the
agreement shall be adjusted at establishment level where the minimal provisions oI
the agreement at branch level were not touched upon.

Article II. 8.(1) Any application to amend this contract shall be subject to
negotiations.
(2) The application to amend it shall be notiIied in writing to the other party.
(3) The applications to amend it shall be lodged by the employers` representatives at
FSLCPR headquarters and by the FSLCPR at the PRCP headquarters.
(4) Negotiations concerning the amendment oI the agreement cannot start earlier than
48 hours since the lodging oI the application nor in more than 15 working days since
that date.
(5) Amendments brought to the agreement shall have eIIects as oI the date when
amendments were recorded.

Article II. 9. During any bargaining related to the Collective Labor Agreement at
Branch or Establishment level, the employers shall commit not to terminate labor
agreements Ior reasons not related to the employees, whereas the employees commit
not to carry out protests.

Article II. 10. This agreement may terminate or its application may be suspended
according to the law.

Article II. 11.(1) The clauses oI this Agreement may be interpreted through
consensus.
(2) II there is no consensus, the clause shall be interpreted according to the rules oI
the civil procedure, and iI aIter that, doubts still subsist, then it shall be interpreted
more Iavorably Ior the employees.

Article II. 12.(1) To amiably settle disputes arising Irom the execution, amendment,
suspension or termination oI the Collective Labor Agreement at Branch level, the
contracting parties shall agree to establish a parity committee.
(2) The remit, organization and operation oI the Parity Committee shall be set in the
regulation inserted under Appendix No. 1 oI this Agreement.
(3) Adoption by the Parity Committee oI a decision settling the dispute shall compel
the party which opened a legal action to withdraw it.
(4) FSLCPR and PRCP shall take all the legal steps jointly, and, as the case may be,
separately, to IulIill the decisions by the Parity Committee.

Article II. 13. Based on report by any oI the parties, each party shall appoint
representatives with the right to inIorm and check with the establishments the way in
which the provisions oI this Collective Labor Agreement shall be observed. To that
eIIect, the parties shall ensure access and the required prerequisites.

Article II. 14. Employers shall be bound to post this Collective Labor Agreement,
as well as the Collective Labor Agreement at the level oI that Establishment, in
places agreed upon by the trade unions, so that all employees could be aware oI their
contents.

Article II. 15. During the application period oI this collective labor agreement, the
Parties shall be bound not to promote nor support any actions or draIt laws whose
adoption would be contrary to the provisions oI this agreement.

Article II. 16.(1) Upon concluding the Individual Labor Agreement, the rights
provided in this contract, as well as in the Collective Labor Agreement at
Establishment level, in addition to the rights awarded through the Single National
Collective Labor Agreement shall be guaranteed only Ior the members oI the trade
unions aIIiliated to FSLCPR.
(2) The provisions oI the Collective Labor Agreements at National, Branch and
Establishment levels may be used in the case oI the other employees, but these shall
not be guaranteed, which means that the rights thereoI may be granted up to a level
which shall not be under the legal provisions in Iorce.
(3) The rights awarded in the Collective Labor Agreements at Branch and
Establishment levels shall be protected by the trade unions aIIiliated to FSLCPR in
the case oI their members only.
(4) In the Collective Labor Agreements at Establishment level, based on collective
bargaining, carried out by the trade unions on behalI oI the employees, the
contracting parties shall include a speciIic condition concerning payment oI a
monthly contribution by the employees, other than the trade union members,
to bargain, Iollow up and apply the terms and conditions oI the collective labor
agreement, etc., which shall not be lower than 0.3 oI the salary, but which shall not
exceed the value oI the trade union membership Iee. The contributions above shall be
transIerred to the establishment trade union account.

Article II. 17. PRCP, as an employers` organization in the research-development-
design branch, shall monitor and ensure the application oI the provisions oI this
contract in all establishments where this agreement shall be enIorced according to the
provisions oI Article II. 2 and shall be Iound in Appendix No. 13.

CHAPTER 3
Conclusion, execution, change and termination of the Collective Labor
Agreement

Article III. 1.(1) Employment oI staII:
a)
StaII shall be employed in the establishment only based on a competition or
examination, as the case may be. The competition or examination committee must
include the representative oI the trade union oI the establishment aIIiliated to
FSLCPR.
b)
Employment by the establishment to supply paid work shall be based on the
conclusion oI an Individual Labor Agreement (CIM, hereinaIter) between the
employer and the employee.
(2) The Individual Labor Agreement shall be concluded based on the previous
assessment oI the proIessional and personal skills oI the person who seeks
employment, according to the means set in the Establishment Collective Labor
Agreement, according to the articles applicable to the proIessional or disciplinary
staII, to the extent in which the law does not provide otherwise.
(3) The Individual Labor Agreement shall comprise clauses concerning the rights and
the obligations oI the parties arising Irom the employment relationship, as well as
other clauses decided upon by the parties.
(4) The Individual Labor Agreement cannot comprise clauses (hereinaIter Iorbidden
clauses), such as:
a) clauses contrary to the legislation in Iorce;
b) clauses contrary to the national, branch or establishment level collective labor
agreements.
c) discriminatory clauses related to nationality, age, gender, trade union membership,
religious or political belieIs;
d) clauses restricting human rights and Ireedoms.

Article III. 2. With a view to setting the rights and obligations arising Irom the
Individual Labor Contract, the employees oI the establishments shall be classiIied
based on the speciIic elements oI their activity and the requirements in the job
description concerning their education level, as Iollows:
A.
For regular positions:
a-
unskilled workers;
b-
skilled workers;
c-
general education employees;
d-
general education employees involved in the general activity oI the establishment
(secondary or vocational training schools)
e-
general education employees involved in the speciIic activity oI the establishment
(secondary or vocational training schools)
f-
Ioremen;
g-
employees with higher education working as underengineers and architect
coordinators;
h-
employees with higher education.
B.
For management positions:
a-
managers oI departments;
b-
managers oI the establishment.

Article III. 3.(1) II the Individual Labor Agreement is terminated by the employee, they
must pay the damages and the prejudice caused to the establishment iI it resulted in the
termination or postponement oI the research-development contracts in which they were
involved.
(2) Employees who concluded pledges or addenda to the Individual Labor Agreement,
with a view to participate to specialization, training courses, documentation, proIessional
training or certiIication whose cost was paid Ior by the establishment, shall pay back the
expenses arising Irom such actions iI they leave the establishment Ior personal reasons,
prior to the deadline set in the respective pledges or addenda, but not more than 3 years
since the conclusion oI the courses.

Article III.4.(1) Employers shall commit to notiIy the updated payroll to the
establishment trade union.
(2) II there is a vacancy, or iI a new position is created, the employer shall Iirstly resort to
the staII oI the establishment, with the competences and skills required Ior that position.
(3) II the employment Iollows a competition and one employee oI the establishment
has the same score as some other person Irom the outside, then the employee shall have
priority to Iill the position.
(4) The trial period may be set at:
- no more than 30 calendar days Ior the regular positions;
- no more than 90 days Ior the management positions;
- no more than 5 working days as an exceptional measure Ior the unskilled workers;
- no more than 30 days Ior persons with disabilities;
- maximum oI 6 months Ior higher education graduates when they have their Iirst
position as proIessionals.
(5) Only one trial period may be set during the term oI an Individual Labor Agreement
and this period shall count as proIessional seniority.

Article III. 5.(1) Individual Labor Agreements shall be concluded Ior an undetermined
period oI time.
(2) Exceptionally, Individual Labor Agreements may be concluded Ior a determined
period oI time in the cases and means provided speciIically in the law. The legal
provisions, as well as the provisions comprised in the Establishment Collective Labor
Agreement, applicable to those employees with CIM Ior an undetermined period oI time,
shall equally apply to those employees with CIM Ior a determined period oI time, except
Ior the contrary provisions included in the Labor Code.
(3) The Individual Labor Agreement shall comprise at least the clauses provided in the
model attached to Appendix No. 8. II the employee requests trade union assistance at the
conclusion oI the CIM, it may be granted.
(4) Individual Labor Agreements shall be concluded in writing, each party holding one
copy, through the care oI the employer.
(5) Upon CIM conclusion, the rights and the obligations arising Irom the employment
relationship between the employer and the employee shall be set subject to the provisions
oI the applicable Collective Labor Agreement.
(6) The employees cannot waive their rights recognized in the law or in the Collective
Labor Agreements.
(7) Prior to CIM concluding or amending, the employer must inIorm the employee about
the speciIic terms and conditions that it intends to put into the contract or amend them;
any change in the CIM, in the course oI its execution, requires the conclusion oI an
addendum to the contract (CIM) no later than 15 days since the written notiIication to
the employee concerning the proposed amendment, except Ior those cases when such an
amendment arises Irom the law or Irom the applicable collective labor agreement.
(8) A non-disclosure agreement may be signed by the parties in connection with the
inIormation supplied to the employee, prior to CIM conclusion or amendment.

Article III. 6.(1) The Individual Labor Agreement may be amended as regards the
content oI the work, the place oI work and the salary entitlements only based on
agreement by the parties, as well as the initiative oI one oI the parties, in the cases
provided by the law.
(2) JustiIied Iailure oI the employee to accept a change in the terms and conditions
concerning the type oI the work, the place oI work or the salary entitlements shall not
provide any right Ior the employer to unilaterally cancel the Individual Labor Agreement
based on this reason alone.
(3) Secondment and delegation oI employees shall take place in the conditions provided
by the law and in line with the rights provided in this contract.

Article III. 7. The Individual Labor Agreement may be suspended as regards its eIIects,
based on the agreement by the parties or in the cases provided speciIically in the law.

Article III. 8.(1) Termination oI the Individual Labor Agreement may take place in the
conditions provided by the law and this collective agreement by one oI the Iollowing
options:
a-
CIM lawIully terminates;
b-
Based on parties` agreement, on the date they agree;
c-
Based on the initiative oI one oI the parties, in the cases and limitative
conditions provided by the law.
(2) In the cases when, upon termination oI the Individual Labor Agreement, the
establishment must, according to the law, grant a notice, it shall have a term oI one month
in the minimum.
(3) For 50 years-old male employees and Ior 45 years-old Iemale employees, the term oI
the notice shall increase by 5 working days, on top oI those provided under par.(2).
(4) Bargaining at establishment level may result in higher terms oI the notice, especially
in the case oI experts involved in speciIic research-design activity.
(5) During the term oI the notice, the employees have the right to take 4 hours oII per
day, without being declared absent, in order to look Ior a job, which shall not bear
any eIIect on their salaries and other rights. The hours oII may be cumulated based on
decision by the employer.
(6) Should the Individual Labor Agreement oI an employee be terminated in the absence
oI any notice, the employee shall have the right to an emolument equal to the basic salary
Ior the entire term oI the notice, set according to paragraphs(2),(3) and(4).
(7) In the event oI a resignation, the term oI the notice shall be oI no more than 15
calendar days, Ior employees with regular positions and oI no more than 30 calendar days
Ior employees with management positions.

Article III. 9.(1) Any dispute concerning the conclusion, execution, amendment or
termination oI the individual labor agreement shall be analyzed within the establishment
by the representatives duly assigned by the management and the trade union.
(2) During the term oI the settlement, no penalties shall be applied to the employees in
connection with the dispute.

Article III. 10. Constrain the employee to resign shall be Iorbidden.

Article III. 11. During the trial period, the Individual Labor Agreement may cease both
Irom the initiative oI the employee, as well as the employer, without any notice thereoI.

Article III. 12.(1) Termination oI Individual Labor Agreements out oI economic reasons
must have real, undisputed root causes as justiIication.
(2) The employers shall be liable according to the legal provisions in Iorce iI they
terminate Individual Labor Agreements without observing the provisions under par.(1).
(3) The Individual Labor Agreement cannot be terminated based on the initiative oI the
employer, in cases when the law or the Collective Labor Agreement do not provide such
interdictions.
(4) Termination oI the Individual Labor Agreement Ior reasons having to do with the
social origin, gender, age, Iamily situation, nationality, race, color, ethnicity, political
opinions, trade union membership or activity, the lawIul exercise oI the right to strike,
religious belieIs, health or disability, except Ior that which is certiIied by the authorized
specialized bodies shall be null and void.
(5) Termination oI the Individual Labor Agreement oI an employee who is on holiday or
medical leave, pregnant and the employer was aware thereoI, maternal leave or lawIully
paid leave to care Ior a child up to the latter`s second year or who provides prooI that no
other means are available to care Ior the child except Ior the state allowance shall be null
and void.

Article III. 13.(1) When the Individual Labor Agreement is terminated based on
initiative by the establishment, Ior reasons that do not have to do with the employee,
both in the case oI individual, as well as collective dismissal, the employees shall get
severance payments, as Iollows:
-
employees with up to 15 years oI seniority in the establishment shall get
severance payments amounting to one basic salary;
-
employees with more than 15 years oI seniority in the establishment shall get
severance payments amounting to two basic salaries.
(2) The above provisions shall be applicable when the termination oI the Individual
Labor Agreement occurred out oI the Iollowing reasons:
a- the establishment laid oII staII by closing down positions such as the one Iilled out
by the respective person, as a consequence oI restructuring or downsizing, as well as
oI clauses included in the share sales agreement in the course oI company privatization
process;
b- the establishment ceases to exist;
c- the establishment relocates and has the possibility to select its employees on the local
market;
d- the establishment relocates and the employee does not want to Iollow it;
e- the employees do not correspond proIessionally to the position which they previously
held out oI reasons that do not have to do with them and were not oIIered an adequate
position;
I- based on decision by the competent bodies, the person who previously held a position
is reintegrated to the same position which is now Iilled by the respective employee.
(3) The salary entitlements according to provisions under Article III. 8.(3) and III. 13(1)
shall be paid by the establishment, either at the same time as the amount owed as a result
oI the lay-oII, or in a number oI installments that shall be agreed upon at establishment
level, based on the Iinancial possibilities oI the establishment, in no later than 6 months
since this date.

Article III. 14. When the employees leave the establishment, they must get a document
signed by the employer, which shall present a detailed overview concerning the amounts
that the employees shall be entitled to upon leave, as well as their debts towards the
establishment, according to the legal provisions and the collective labor agreement.

Article III. 15. Based on request by the employee, the employer shall draIt a non-biased
characterization oI the employee and the activity the employee perIormed, and, as the
case may be, shall develop a letter oI reIerence with a view to the employee`s Iuture
employment.

CHAPTER 4
Labor conditions and health and safety regulations

Article IV. 1.(1) The Parties pledge to put in every eIIort to robustly apply the system
institutionalized in the legislation in Iorce, with a view to permanently improve the
working conditions.
(2) With a view to implementing the institutionalized system to permanently improve
working conditions, the contracting parties shall ensure inclusion oI measures provided in
Law No. 319/2006 in the collective labor agreements.
(3) When measures aimed at working conditions are determined, the parties involved
shall take into account the Iollowing:
a) the measures included in the Collective Labor Agreement shall be likely to at least
ensure the working conditions at the minimal parameters provided in the regulations;
iI this is not possible at some point in time, then short or medium term programs shall
be set to implement it, while until they are provided with the minimal parameters, the
employees shall be beneIiciaries oI monetary or any other kind oI compensations.
b) the measures aimed at improving working conditions shall be determined jointly with
the trade union representatives, special appendixes to the Collective Labor Agreement
being concluded in that respect.

Article IV. 2. Health and saIety regulations shall be implemented by those who organize,
manage and coordinate the labor process in establishments, according to the roles
provided in their job descriptions.

Article IV. 3. Organization oI activity, by determining a rational organizational structure,
allocating all employees to their positions, speciIying their attributions, competences and
responsibilities, developing labor standards which are justiIied Irom the technical point oI
view, as well as exercising the control over how employees shall IulIill their proIessional
duties shall be attributes pertaining exclusively to the employer.

Article IV. 4.(1) Based on the organizational system and salary scheme agreed upon by
the Establishment Collective Labor Agreement, the labor standards shall be subject to
special appendixes to the collective labor agreements and shall be determined based on
the agreement by the trade union, so that they could result in the use oI the entire work
schedule, at a work pace, physical or intellectual eIIort intensity or nervous tension that
shall not cause excessive tiredness.
(2) Labor standards shall be expressed based on the Ieatures oI the production process
or any other activities that shall be standardized based on time standards, production
standards, staII standards, cores oI attributions or under any other Iorms relating to the
speciIic elements oI each type oI work.
(3) The labor standards as approved, set in the appendixes to the collective agreement,
shall be notiIied to the employees no later than 5 days beIore their implementation.
(4) II the labor standards are not in line with the provisions under par.(1), they must be
reviewed based on application either by the employer, or by the trade union. II disputes
arise, then a technical expert`s report shall be called Ior based on common agreement.
(5) Review oI labor standards shall not result in basic salary downsizing.

Article IV. 5.(1) ProIessional tasks and attributions must be set within the limits oI the
type oI work, which each employee pledged to perIorm upon conclusion oI the Individual
Labor Agreement.
(2) To avoid or set aside the eIIects oI disasters or any other cases oI Iorce majeure, as
well as situations that jeopardize health or liIe oI persons, each employee shall be bound
to participate, irrespective oI the role or position they Iill, to execute any work and to take
any measure according to the needs oI the establishment.

Article IV. 6. Labor standards shall apply to all categories oI employees, both Ior the
work perIormed as Ireelancer, as well as Ior the work perIormed as an employee.

Article IV. 7.(1) In all cases when work is perIormed based on an imposed pace, both
collectively or individually, the labor standards shall also include periods to recover one`s
work capacity.
(2) Where the nature oI the work imposes it, to enable the real use oI the periods to
recover one`s work capacity, the number oI staII shall also comprise the appropriate
number oI replacing employees.

Article IV. 8. Trade unions shall be bound to submit all their observations concerning the
labor standards, proIessional tasks and attributions.

Article IV. 9. The employer shall be bound to permanently provide the technical
and organizational conditions taken into account during the development oI the labor
standards, whereas the employees must implement them, or, as the case may be, must
perIorm the tasks related to the position they hold.

Article IV. 10.(1) Work positions shall be divided into average work positions,
work positions in special conditions, and work positions in extraordinary conditions,
determined according to the legal provisions.
(2) The work positions in special conditions shall be: the heavy, dangerous, harmIul,
disgraceIul or any other type oI work as provided in the Collective Labor Agreements at
Establishment level.

Article IV. 11.(1) To supply work in the conditions provided under Article IV. 10
par.(2), the employees shall be entitled, as the case may be, to emoluments to the basic
salary, reduced work schedule, Iood to strengthen their bodies` resilience, Iree oI charge
protection equipment, health and saIety materials, additional leave oI absence, as
provided in the Collective Labor Agreements at Establishment level. The terms related to
the decrease oI the retirement age shall be according to the provisions oI the law.
(2) Categories oI employees on the work positions provided under Article IV. 10
par.(2) must be subject to medical checks perIormed by authorized healthcare bodies,
in conditions that shall be set through the Collective Labor Agreement at Establishment
level, but not sooner than once every 3 months.

Article IV. 12.(1) II the work conditions shall be averaged, then the respective
employees shall have the rights provided under Article IV. 11(1) Ior two more months
since the Iinding and disclosing oI the improvement oI such conditions.
(2) The rights provided under par.(1) shall also be enjoyed by those employees who
change their work place out oI reasons that do not have to do anything with them, iI the
rights oI the same nature at the new work place are less comprehensive.

Article IV. 13. In all cases when the work conditions are much worse, which calls Ior
a new classiIication oI the work places, employees shall enjoy the rights related to the
new classiIication, as oI the date oI the change in the work conditions, irrespective oI the
moment when they are classiIied again by the competent bodies.

Article IV.14. Besides the provisions included in the National General and Departmental
Standards oI Health and SaIety, which the parties consider as minimal, mandatory,
the Collective Labor Agreements shall also include additional clauses concerning the
implementation.

Article IV. 15.(1) Parties agree that no measure oI health and saIety is eIIective unless
knows, assimilated and consciously applied by the employees.
(2) The employer shall provide Ior, at their expense, the organizational Iramework to
proIessionally train, test and improve employees on the health and saIety standards and
instructions. The Collective Labor Agreement at Establishment level shall comprise
speciIic measures, Irequency oI checks, check methodology, obligations and liabilities in
the area oI health and saIety in line with the legal provisions in Iorce. The period oI time
aIIected to such activities shall be included in the work schedule and shall be paid Ior.
(3)When an employee is hired or when the employee changes jobs or type oI work
perIormed, the employee shall be trained and eIIectively tested concerning the risks
presupposed by the new job and the health and saIety regulations, which the employee is
bound to know and observe during the labor process.
(4) II, in the course oI the labor process, changes occur that impose application oI new
health and saIety regulations, employees shall be trained according to the conditions
provided under the previous paragraph.

Article IV. 16. By care oI the employer, in line with the legal provisions concerning the
healthcare assistance supply, each employee must be covered by healthcare assistance at
the headquarters oI the Establishments or in its vicinity.

Article IV. 17.(1) To ensure their protection in the course oI action Ior the beneIit oI
the Establishment or at its discretion, the employees irrespective oI their status - shall
be provided with a set oI individual protection means, to avoid the risk oI accidents or
proIessional illness because oI the harmIul eIIects Ior the human body which the activity
the employee perIorms was assessed to have in these conditions.
(2) Employees shall receive the protection equipment based on the legal rules in Iorce.
(3) The employer shall entirely pay Ior the protection equipment.

Article IV. 18.(1) Working equipment means the equipment (overalls, combination suit,
robes) exclusively designed to avoid soiling one`s own clothes.
(2) In all cases when, besides the work equipment, the employer requires a certain special
dress code as working equipment, its value shall be paid Ior by the employer.
(3) The price oI the working equipment shall be borne according to the legal provisions
and the provisions oI the Establishment Collective Labor Agreement.

Article IV. 19.(1) The employers` organization shall commit to supply health and saIety
materials, medicines and antidote medicines, at the level provided in the legislation and
the Collective Labor Agreement at Establishment level.
(2) The employer shall have the obligation to keep the work places, the access areas or
the toilets clean and in good order etc.
(3) The employees shall have the obligation to keep the work places, the access areas or
the toilets clean and in good order etc.

Article I V. 20.(1) The employers` organization must carry out the necessary works to
diminish the root causes that could result in accidents or proIessional illness.

Article IV. 21. The employers` organization must secure the endorsement oI the
competent bodies in the case oI all work places operations where such endorsement is a
prerequisite, according to the legislation in Iorce.

Article IV. 22. The necessary conditions shall be in place in other places, so that Iood
will not be eaten at the work places that are harmIul Ior the human body.

Article IV. 23. Based on needs, each establishment shall have a department or a person
in charge with the health and saIety regulations.

Article IV.24. In case oI labor accidents, the representative oI the trade union shall
also be a part oI the investigation committee established urgently according to the legal
provisions.

Article IV. 25. The Collective Labor Agreements shall speciIically set the microclimate
parameters that must be monitored with each work place, with a view to taking the
speciIic health and saIety measures, as well as the programs to control the achievement oI
the measures set.

Article IV. 26.(1) With a view to maintaining and improving the conditions to carry out
activities at the work place, the employers` organization shall take at least the Iollowing
measures:
a-
ergonomically design the work places;
b-
ensure the environment and the microclimate conditions (lighting, noise,
vibrations, temperature, airing, humidity);
c-
create the social ancillary Iunctions oI the work places (lockers, showers, toilets,
leisure rooms, caIeteria-restaurant);
d-
diminishing the polluting emissions until they align to the maximum admissible
concentrations.
(2) The speciIic measures aimed at the provisions under par.(1) shall be set in the
Collective Labor Agreements at the Establishment level.
(3) The employees shall have the obligation to maintain in good order the designs made
by the employer, not to damage, decompose or steal some oI their components.

Article IV. 27.(1) The employers` organization commits to organize the Iree healthcare
check-up oI employees upon the hiring and subsequently at least once a year, with a view
to see whether they are able to carry out activities in the positions that they are about to
Iill out or hold, as well as to prevent proIessional illness.
(2) Employees are under an obligation to be subject to healthcare check-ups iI they are
organized according to the provisions under par.(1).
(3) II special legal provisions or the Collective Labor Agreement at Establishment level
provide healthcare check-ups at shorter intervals, caused by the special conditions at the
work places, then such provisions shall apply.
(4) Failure oI the employee to submit to the healthcare check-up organized according to
par.(1) and(3) shall be interpreted as disciplinary violation.

Article IV. 28. Upon request by one oI the parties, the occupational medicine doctors and
health and saIety inspectors must be consulted when decrease oI the work schedule or
additional holidays shall be envisaged.

Article IV. 29. Parties commit to providing a special protection regime in the case oI
Iemale and young people under 18 work, at least at the level oI speciIic rights regulated
in the labor legislation and the provisions oI this contract, which they deem as minimal.

Article IV. 30.(1) The employers` organization commits not to reIuse the employment
or, as the case may be, to continue to employ persons with disabilities, iI they are able to
IulIill the proIessional duties arising Irom the existing positions.
(2) Employees with trade union representation shall support hiring and continuation oI
employment in the case oI persons with disabilities, duly observing the requirements in
the previous paragraph.

Article IV. 31. In the case oI healthcare recommendations, the employer shall ensure
transIer oI employees to other work positions, and, as the case may be, it shall retrain
them based on the possibilities oI each establishment, to be decided upon jointly with the
unions.

Article IV. 32. FSLCPR may organize and perIorm checks concerning the observance
oI rules, regulations and provisions included in the collective agreements concerning the
health and saIety.

Article IV. 33.(1) With a view to improving labor conditions, each unit that hires at
least 50 employees shall set up a Labor Health and SaIety Committee (hereinaIter
C.S.S.M.), with roles provided in the General Rules Ior the Health and SaIety (hereinaIter
N.G.P.M.). II the working conditions are hard, harmIul or dangerous, upon request by the
Labor Inspectorate, a labor health and saIety committee may be set up in establishments
oI less than 50 employees; iI the establishment oI the committee is not mandatory, then
its speciIic roles shall be IulIilled by the health and saIety person in charge, appointed by
the employer.
(2) C.S.S.M. shall be established on a parity basis, oI at least 4 persons, according to the
grid provided under Article 33 oI N.G.P.M.
(3) The time one allocated Ior C.S.S.M. activity shall be deemed as perIormed work.
(4) Activity within the C.S.SM. shall be conducted based on own regulations.

Article IV. 34. The Collective Labor Agreement at Establishment level shall set those
activities that may be conducted most oI the time at the residence oI the employee,
according to the legal provisions.

CHAPTER 5
Salary and other entitlements

Article V. 1.(1) For the work they put in, any employee shall have the right to a salary in
money, according to the conditions agreed upon the conclusion oI the Individual Labor
Agreement.
(2) The salary (the earnings) shall include the basic salary, allowances, emoluments, as
well as any other beneIits.
(3) The basic salary Ior a complete schedule oI 170 hours, in average, a month, as well as
any other salary entitlements shall be set through direct bargaining between the employer
and the employee, according to the conditions set in the law and the applicable labor
agreement at establishment level.
(4) Bargaining oI the basic, gross, salary, must absolutely take into account the way in
which the assessment criteria set in the Collective Labor Agreement at Establishment
level were IulIilled in the year prior to the bargaining.
(5) Assessment criteria shall be determined taking into account the qualiIication level,
the proIessional training level, as well as the seniority which the employee accumulated
and proved, as well as the complexity oI the job, the liability and the intensity required to
IulIill the roles oI the position held.
(6) Change in the salaries set through bargaining cannot be asked Ior by the parties to the
Collective Labor Agreement prior to one year since they were set.
(7) The salary earnings shall be awarded based on the proIessional results, the earnings oI
the establishment, according to the conditions in this contract.
(8) At establishment level, it may be agreed that the representative empowered by the
trade union should take part during the bargaining Ior the individual salary earning.
(9) II disputes arise Iollowed by contestations in the course oI the bargaining Ior
the individual salary earnings, then they shall be analyzed by a challenge appraisal
committee made up oI employer`s and trade union`s representatives, that shall look at the
correct application oI the appraisal criteria, the observance oI the other provisions set in
the Chapter V 'Salary oI the Collective Labor Agreement at Establishment level. The
right oI the employees at equal pay Ior equal work shall also be taken into account.
As a consequence oI the analysis perIormed, the challenges shall be Iound:
-
without grounds, when the challenge appraisal committee agrees that the appraisal
criteria and the provisions set in the Collective Labor Agreement at Establishment
level have been correctly enIorced, a situation when the challenges shall be
dismissed;
-
grounded, when the challenge appraisal committee agrees that the appraisal
criteria or the provisions set in the Collective Labor Agreement at Establishment
level have not been correctly enIorced, a situation when the employer must
adequately review the salary proposition made to the respective employee, an
amended proposition likely to result in the settlement oI the dispute.
The bargained salary cannot be smaller, in real values, iI one takes into account
the value oI the inIlation, except Ior those cases when the employee received a
disciplinary sanction Ior Iailure to perIorm their duties.
-
unsolved, iI the parties to the challenge appraisal committee do not reach a joint
conclusion, a situation when the challenges must be solved based on the avenues
provided in the legislation in Iorce.
(10) The basic, gross salary which has been bargained Ior shall be viewed as an acquired
asset, Ior as long as the employee shall hold the same position or an equivalent position.
(11) Demoting the employee Irom the value group in which they were classiIied based on
the appraisal criteria may only take place iI the employee received a disciplinary sanction
Ior Iailure to IulIill their duties.
(12) The management oI the establishment shall develop, whereas the Executive Board
shall endorse the draIt establishment income and expenses budget, adjusting the salary
chapter according to the provisions oI the Collective Labor Agreement.
(13) Percentage wise increase oI the salary chapter based on the same number oI
employees shall be at least equal to the level oI Iorecast inIlation.
(14) The management shall take all necessary measures to cover the capacity oI the
establishment to withstand salaries at the negotiated level and shall Irequently inIorm the
representative trade union about such actions.

Article V. 2.(1) The Collective Labor Agreement at Establishment level shall set the
value oI the reIerence salary per establishment through negotiation. This salary shall be
oI at least 850 lei.
(2) Minimal basic salaries Ior each category oI employees shall be set based on the
minimal hierarchy coeIIicients in Appendixes no. 4a and 4b, applied to the minimum
basic salary negotiated per establishment and set according to par.(1).
(3) Based on the Iinancial possibilities oI the establishment, minimal basic salaries higher
than those as a result oI the application oI the provisions under par.(2) may be set.
(4) ClassiIying employees in a value group shall take place in accordance with the
appraisal criteria agreed upon at establishment level, taking into account the provisions
under Article V. 1., par.(4) oI this contract.
(5) ClassiIying employees in the Iirst value group oI each category oI employees may be
done in the Iollowing situations:
a) employees at the beginning oI their career or proIession;
b) employees who did not IulIill the appraisal criteria agreed upon in the labor agreement
at establishment level Ior the second value group.
(6) In establishments where employees with higher education diplomas working in the
research-development-design area obtained proIessional ranks, their classiIication into
the G II staII group as a value group, taking into account the total score they have Ior
having IulIilled the appraisal criteria and sub-criteria, shall be conducted based on the
Iollowing recommendations:
- Value Group G II
ScientiIic researcher/ technological development engineer/ designer
ScientiIic researcher, rank III/ technological development engineer rank III/ senior
designer rank III.

Article V. 3.(1) Minimal emolument Ior special work conditions, calculated based on the
individual basic salaries, shall be as Iollows:
a) emolument Ior hard working conditions 10
b) emolument Ior hazardous working conditions 10
c) emolument Ior degrading working conditions 10
(2) The minimal emolument Ior harmIul conditions shall be oI 17 oI the minimal basic
salary bargained Ior the establishment, set according to Article V. 2. par.(1).
(3) Emoluments shall also be provided Ior:
a
1
time worked over the normal working schedule, as additional work compensated
with paid Iree hours an emolument oI 100 oI the basic salary shall be added, up to
120 hours/ employee/ year
1
a
2
time worked over the normal working schedule, in the days oI the week considered
oII, as additional work compensated with paid Iree hours and granted cumulatively,
aIter a period oI continuous activity that cannot go in excess oI 15 calendar days an
emolument oI 200 oI the basic salary shall be added, up to 120 hours/ employee/ year
2
b- seniority in the proIession, according to the Iollowing percentages:
7 - Ior seniority between 3-5 years
10 - Ior seniority between 5-10 years
15 - Ior seniority between 10-15 years
20 - Ior seniority between 15-20 years,
25 - Ior seniority over 20 years;
c- work during the night time 25;
d- an emolument Ior construction sites 1 oI the minimal basic salary negotiated Ior the
establishment, to be awarded on a daily basis.
(4) For any other working conditions which are not provided in this collective labor
agreement, the emoluments shall be negotiated through the Collective Labor Agreement
at Establishment level.
The emoluments mentioned under par.(1) letters a, b and par.(2) shall be awarded in the
case oI the work places where the harmIul Iactors only are Iound to be in excess oI the
legal limits.
(5) The emoluments provided above may be included in the basic salaries, in the
conditions oI the law and based on the agreement by the parties signatories to the
Collective Labor Agreement at Establishment level.
1
For the number oI hours that goes in excess oI the 120 hours/ employee/ year limit, up to 240 hours/
employee/ year, the a
1
and the a
2
emoluments shall increase by 50/
2
For the number oI hours that goes in excess oI the 120 hours/ employee/ year limit, up to 240 hours/
employee/ year, the a
1
and the a
2
emoluments shall increase by 50/
(6) In the case oI the employees Irom research-development-design departments oI
units with a proIile that does not match the basic activity, irrespective oI their structure
or the origin oI the capital (private, state etc.), a technical emolument shall be added,
determined based on the joint agreement with the FSLCPR-member trade union,
however, it cannot be less than 8.

Article V. 4.(1) Emoluments to the basic salary shall be:
a-
emoluments to the salary which represent the agreed upon addition;
b-
prizes taken Irom the prize Iund, calculated to a percentage oI minimum 5
oI the monthly determined and cumulated salary Iund, established only iI the
accomplishment oI the working program and its overshoot allowed it;
c-
share oI the proIit to be divided amongst the employees shall be a minimum oI
10 in the case oI the commercial companies;
d-
share oI 20 oI the earnings oI the National Institute Ior Research and
Development which exceeds the expenses, aIter paying the tax on proIit and
covering the accounting losses;
e-
other emoluments agreed upon at establishment level.

(2) Other income:
- meal vouchers and giIt vouchers awarded according to the legal provisions and
understandings between the parties.
(3) The conditions oI diIIerentiation, downsizing or cancelling the participation in the
stimulation Iund out oI proIit or the prize Iund, as well as the period Ior which a share oI
the proIit shall be divided amongst the employees, which cannot go in excess oI one year,
shall be set through the Collective Labor Agreement at Establishment level.
(4) II research-development contracts are executed, the salaries oI the staII implementing
such contracts may be increased during the interval between two annual negotiations,
either Ior the period oI execution oI such contracts, or Ior a longer period, agreed upon by
the employer and the employee, and corresponding to the use oI the whole salary Iunds
provided Ior such contracts.

Article V. 5.(1) Work structuring and salary schemes that may be applied shall be as
Iollows:
a-
Iorce account or time based;
b-
agreement;
c-
indicator based;
d-
other speciIic Iorms Ior the establishment.
(2) Organization oI labor and salary based on agreement may take place in one oI the
Iollowing Iorms:
a- direct agreement;
b- progressive agreement;
c- indirect agreement.
(3) Direct, progressive or indirect agreement may be applied individually or collectively.
(4) Forms oI labor organization and salary schemes that would be applied to each activity
and work place shall be set in the Collective Labor Agreement at Establishment level.

Article V. 6.(1) Salaries shall be granted proportionally with the percentage in which
the working program oI each department shall be achieved, and, as the case may be, oI
the establishment. In all cases that might occur in the course oI the application oI the
Collective Labor Agreement at Establishment level provisions concerning the salary
scheme, and any time the salary cannot be paid, an agreement shall be Iound through
negotiation between the employers and the trade unions concerning the speciIic means to
pay salaries.
(2) Appendixes No. 4a and 4b shall comprise the coeIIicients that reIlect the hierarchy oI
minimal salaries based on categories oI employees and value groups. Salary shall be paid
based on the earnings oI the establishment.
The speciIic means Ior the application oI this provision shall be set through negotiations
between the parties signatories to the Collective Labor Agreement at Establishment level.
(3) II, even iI the set working program has been implemented, however, in spite oI all
measures taken, the establishment earnings cannot reach the required ceiling, the salaries
shall be paid to the same percentage as the earnings collected, Ior all employees, but
they shall not be less than the minimal basic salary provided in the salary grid oI the
Collective Labor Agreement at Establishment level. The share oI unpaid salaries shall be
paid whenever the earnings allow it, but in no more than 3 months.

Article V. 7.(1) Employers shall commit to providing the required working conditions
and object needed by each employee to IulIill their tasks according to the determined
working program and in line with the job description.
(2) II employers are unable to provide, during a working day, partially or wholly, the
conditions required Ior the employees to IulIill their proIessional duties, employers shall
pay employees the basic salary Ior the time when the work was interrupted.
(3) The salary entitlements oI employees who are managers oI departments or oI the
establishment itselI shall be correlated with the extent in which the departments` or,
respectively the establishment`s working program would be implemented, according to
the legal provisions.

Article V. 8.(1) In exceptional cases, when out oI technical or any other reasons, work
was interrupted, employees shall receive 75 oI the individual basic salary, but not less
than the minimal basic salary provided in the Collective Labor Agreement at Branch
level, on condition that the interruption oI the work had not occurred because oI them
and that they had been made available throughout to the establishment; bargaining at
establishment level shall result in stipulating speciIically how such provisions oI being
made available to the establishment should be implemented employees should be
present in the establishment, awaiting to resume their work, or they should stay at home
so that the establishment could call on them to assemble.
(2) In the cases provided under par.(1), employees shall also have all the other rights
provided by the law in such cases.
(3) II, out oI objective reasons, it is necessary to temporarily reduce or interrupt work,
which must be resumed, the establishment, based on the representative trade union
agreement, may send give employees unpaid leave Ior a maximum oI 15 days in one
year, but not more than 5 days in a month.

Article V. 9.(1) Individual salaries shall be indexed at the same rate Ior all establishment
employees, whereas the indexing percentage shall be set based on joint agreement by the
trade union, taking into account:
a)
to compensate at least 75 oI the increase in prices, as notiIied by the
National Statistics` Committee;
b)
reaching, or, as the case may be, overshooting the average salary earnings
Ior economy, as notiIied by the National Statistics` Committee;
(2) As a consequence oI indexing salaries, employers shall commit to recalculate tariIIs,
or, as the case may be, the production cost Ior product or unit oI value, according to the
work structuring Iorms and salary schemes applied within the establishment and in line
with the legislation in Iorce.

Article V. 10.(1) Salaries shall be paid periodically, under the Iorm oI upIront monthly
payment and Iinal monthly payment, on the dates that shall be set through the Collective
Labor Agreement at Establishment level.
(2) Salaries may be paid through wire transIers into the employee`s bank account only
iI such means applied within the establishment shall be provided in the Collective Labor
Agreement at Establishment level.

Article V. 11.(1) All monetary entitlements owed to the employees shall be paid prior to
settling any other liabilities oI the establishment.
(2) In cases oI bankruptcy or company winding-up, employees shall be deemed as
privileged creditors and their monetary entitlements shall be deemed as privileged claims,
that shall be paid in Iull, prior to the other creditors submitting any oI their claims.
(3) Salary earnings cannot be prosecuted or garnished except Ior the cases, conditions,
and amount provided by the law.
(4) The garnishment shall be notiIied to the employees no later than 3 days aIter receipt
oI the legal decision that shall constitute the grounds oI such attachment.

Article V. 12. II the employee shall die, then their salary entitlements up to the date oI
their death shall be paid in order to the surviving spouse, children or their parents, and, in
their absence, to the other heirs according to the provisions oI the civil law.

Article V. 13. The employer must not restrain in any way the Ireedom oI the employees
to spend their salary earnings they way they wish.

Article V. 14. Prizes shall be awarded on a quarterly and yearly basis, as well as on a
monthly basis in special cases oI proIit.

Article V. 15. The employer must keep records to highlight the work supplied based on
the Individual Labor Agreement and the rights the employees have and to issue to them
related certiIicates.

Article V. 16. Besides the salary entitlements, the employees oI research-development-
design establishments may also beneIit oI, according to the Collective Labor Agreement
at Establishment level, other rights that shall be provided in kind Iree meals, transport
Irom the place oI work to their home and other such rights, wholly or partially paid Ior by
the establishment.

Article V. 17. To promote the interests and deIend the rights oI the employees, the
non-disclosure oI salaries cannot be raised with the representative trade union in strict
connection with its interests and in its direct relationship with the employer.
CHAPTER 6
Working hours, leave, holidays and days off

Working hours
Article VI. 1.(1) For employees hired to work Iull time, the normal working schedule
is oI 8 hours a day and 40 hours a week, except Ior the young employees aged up to 18
years, Ior whom the normal working schedule is oI 6 hours a day and 30 hours a week.
(2) The normal working schedule provided under par.(1) shall be conducted through the 5
working days week.
(3) Based on the speciIic oI the establishment or the work supplied, one may opt to divide
the working schedule unevenly, duly observing the 40 hours a week working schedule,
but the maximum lawIul working schedule oI 48 hours a week, including overtime, shall
not be exceeded.
(4) The work places where speciIic Iorms oI working schedule structures as provided
under par.(3) shall be applied, as well as the speciIic means to structure and record the
work supplied shall be set in the Collective Labor Agreement at Establishment level.
(5) II Ior one working day oI the week, the working hours shall be set at less than 8, then
the number oI the working hours in the other days may be higher, but shall not exceed 10
hours a day.

Article VI. 2.(1) For some activities, work places or categories oI staII provided
previously in the Collective Labor Agreement at Establishment level, working schedules
may be set where the number oI daily working hours is smaller than 8, corresponding to
halI time. The entitlements oI the employees working according to such schedules shall
be awarded proportionally with the number oI hours worked.
(2) Women employed to work Ior 6 or 4 hours a day shall be calculated the proIessional
seniority as iI they worked Iull time, Ior the rights conIerred through this collective labor
agreement Ior as long as they care Ior children up to the age oI 7 years; the same shall
apply to other employees, male and Iemale alike, iI they show evidentiary documents that
they care Ior persons with the Iirst degree oI incapacity.
(3) Based on request, the employees working halI time may be hired to work Iull time
iI there are any vacancies, iI they IulIill the requirements Ior such positions and iI they
observe all the conditions provided in the law.
(4) Based on the agreement or the request oI the employees, the employer may set
customized, Ilexible working schedules, iI this is provided Ior in the Collective Labor
Agreement at Establishment level.
(5) In the case oI customized working schedules, the daily number oI working hours shall
comprise a pre-determined time slot, when all the staII shall be at work, simultaneously,
and a variable, mobile time slot, when the employee shall select their arrival and
departure hours, observing the daily working schedule.

Article VI. 3.(1) Employees working eIIectively and permanently in places with special
conditions, shall enjoy a decrease in the normal 8 hours working schedule, in the
conditions provided in the law and cannot perIorm overtime.
(2) Decrease in the normal 8 hours working schedule, in the case oI those places with
special conditions shall not aIIect the salary or proIessional seniority related to the
normal number oI working hours.
(3) The term oI the decrease in the normal 8 hours working schedule and the categories
oI staII enjoying this program shall be set in the Collective Labor Agreement at
Establishment level.

Article VI. 4.(1) Beginning and end oI the daily working schedule shall be set through
Internal Rules, developed by the management oI the establishment, and agreed upon by
the trade union representatives.
(2) In all cases when it is proven possible, the employers and the trade union
representatives shall hold talks to set Ilexible working schedules and means to implement
them.
(3) Setting oI Ilexible working schedules shall not result in increasing the proIessional
duties set according to Articles IV.(4) and IV.(5), the deterioration oI the working
conditions nor the decrease in the salary-derived incomes.

Holidays

Article VI. 5.(1) The days oI weekly statutory holiday, as well as the statutory and
religious holidays shall be declared days oII, as Iollows:
-
1
st
and 2
nd
oI January;
-
1
st
and 8
th
oI March Ior Iemale employees;
-
The second and the third day oI Easter;
-
1
st
oI May;
-
First and second day oI Pentecost;
-
The Assumption;
-
1
st
oI December;
-
25
th
, 26
th
and 27
th
oI December;
-
2 days and, respectively 3 days, in the case oI the two yearly religious holidays,
declared as such by the statutory religious denominations, other than the
Christian, in the case oI persons members having such religious belieIs.
(2) Besides the holidays provided under par.(1), the 'Day oI the Researcher and Designer
oI Romania on the 19
th
oI November shall also be established as a holiday.

Overtime

Article VI. 6.(1) The work perIormed outside the normal weekly working hours provided
under Article VI. 1. par.(1) shall be viewed as overtime and cannot be perIormed unless
the employee agrees to it, except Ior cases oI Iorce majeure or Ior urgent works required
to prevent the occurrence or minimize the consequences oI an accident.
(2) Based on request by the employer, the employees may perIorm a number oI 240 hours
a year per person oI overtime. What goes in excess oI this amount oI hours shall require
agreement by the trade union.

Article VI. 7.(1) Overtime shall be compensated by paid Iree hours in the Iollowing
30 days since it has been supplied, with the salary corresponding the hours supplied as
overtime.
(2) II the compensation by paid Iree hours is not possible within 30 days, the overtime
shall be paid to the employee by adding an emolument oI 100 oI the basic individual
salary to the salary.

Night hours

Article VI. 8.(1) In the case oI employees whose working hours shall be at night time,
the term oI the working schedule shall be one hour less than the working schedule set at
day time, without decreasing the basic salary and the proIessional seniority iI at least 3
hours are perIormed at night time.
(2) Provisions under par.(1) shall not apply to employees who work in places with special
conditions, where the term oI the working schedule shall be smaller than 8 hours.
(3) In establishments with work places where the working process is ongoing, or where
the conditions oI the work thus require, the working schedule at night time may be equal
to that oI the day time. Work supplied at night time within such working schedule shall
be paid with an additional emolument oI 25 oI the basic salary, iI at least 3 hours are
supplied at night time.
(4) Work supplied at night time shall be considered the work supplied between 22.00-
06.00, with the possibility oI adjusting the hours, in justiIied cases, but not more than one
hour less or additional to such limits.

Holidays, days off

Article VI. 9.(1) Every week, the employee shall have the right to 2 consecutive days oII.
(2) The weekly days oII shall usually be Saturdays and Sundays.
(3) In cases when the activity at the work place cannot be interrupted on Saturdays and
Sundays, the Collective Labor Agreement at Establishment level shall set the terms and
conditions according to which days oII shall be granted in other days oI the week as
well. In exceptional cases, the weekly days oII shall be cumulated Iollowing a period
oI continuous activity that cannot go in excess oI 15 calendar days, only based on the
agreement oI the trade union; the employees who shall be granted days oII in such
exceptional situations shall have the right to the double amount oI compensation provided
according to Article V.(3) par.(3) letter a2.

Article VI. 10.(1) Employees shall have the right to paid holiday oI at least 21 working
days every calendar year.
(2) Scheduling oI the holiday shall yearly be set by the management oI the establishment
jointly with the trade union representatives.
(3) Any convention that waives, wholly or partially, the right to holiday shall be
Iorbidden.

Article VI. 11.(1) The employees with the third rank oI incapacity, as well as the
disabled persons have the right to additional holidays as compared to what is provided in
the law, but no less than 6 days a year.
(2) Employees working in hazardous, hard or harmIul conditions shall have additional
holidays oI no less than 3 days a year. The labor agreements at establishment level may
renegotiate more additional holidays.

Article VI. 12(1) Employees aged up to 18 years shall have the right to paid 24 days oII,
added to that, on a case by case basis, the additional holiday according to the law, based
on the speciIic working conditions.
(2) The staII attested as involved in scientiIic research shall have a paid holiday oI at least
24 days oII.
(3) The Collective Labor Agreement at Establishment level shall set the categories oI
stuII with higher education degrees, other than those provided under par.(2), that may
beneIit oI paid holiday oI at least 24 days oII.

Article VI. 13. The term oI the paid holiday shall increase over the minimal ceiling
provided in this collective labor agreement, based on the employees` seniority, as
Iollows:
No. oI additional days oII Seniority
1 working day 5-9 years
2 working days 9-13 years
3 working days 13-17 years
4 working days 17-20 years
6 working days over 20 years

Article VI. 14.(1) The additional holidays according to Article VI. 11. shall be cumulated
with those according to Article VI. 13, and, as the case may be, with those provided
under Article VI. 16 and Article VI. 25 par.(2).
(2) The term oI the yearly holiday shall be proportionate to the term oI the work supplied
by the employee in one calendar year.

Article VI. 15.(1) The holiday shall usually be taken wholly in each calendar year.
Exceptionally, taking one holiday during the Iollowing year shall be allowed only in the
cases speciIically provided Ior in the law and in the Iollowing cases:
a-
the employee is called back to work in a written notiIication by the management
oI the establishment, to carry out urgent work;
b-
the employee was unable to take the scheduled or the rescheduled holiday in
the last 2 months oI the year, as throughout this period, the employee was on
healthcare leave.
The employer is under an obligation to grant the employee the holiday the latter did not
take until the end oI the Iollowing year.
(2) The holiday may also be taken in several blocks, based on request by the employee,
when it is possible proIessionally, and on condition that one oI the blocks should not be
smaller than 15 working days.

Article VI. 16. The employee who, out oI proIessional reasons, must take their holiday
during February, March or November shall have an additional 2 days oII Ior their
holiday, iI they do not take their holiday in blocks and iI they have to take at least 18 days
oII corresponding to these months.

Article VI. 17. In justiIied cases, the employer, based on request by the employee, may
grant part oI the yearly holiday to the employee prior to what has been scheduled.

Article VI. 18.(1) II the employee and the spouse work in the same establishment, they
have the right to have their paid holidays at the same time, meaning at least 15 days oII.
(2) Other Iamily situations shall be taken into consideration when setting the date Ior the
beginning oI the holiday, to the extent that it is possible.

Article VI. 19.(1) Illness during the holiday and proven with healthcare certiIicate shall
result in the interruption oI the holiday.
(2) The management oI the establishment, based on agreement with the employee, shall
plan the term when the remaining days oI the holiday must be taken as days oII.

Article VI. 20.(1) The term oI the holiday, set in the conditions oI the law and the
Collective Labor Agreements at Establishment level shall correspond to the work
perIormed Ior one calendar year.
(2) To apply par.(1), the periods when the employees, to solve their personal problems,
were on unpaid leave, shall not be deemed as active period.

Article VI. 21.(1) During their holidays, the employees shall have an allowance made up
oI the basic salary when they leIt Ior their holiday, proportionate to the number oI days
oII, increased by the average percentage oI the other salary earnings Ior a period oI 3
months worked prior to leaving Ior their holidays.
(2) The holiday allowance shall not be smaller than the total value oI the salary
entitlements corresponding Ior that period.
(3) The Collective Labor Agreement at Establishment level shall provide that, beside
the holiday allowance, based on the Iinancial possibilities, the employees shall also get
a holiday bonus. It is recommended that this bonus should not be less than 30 oI the
basic, gross salary Ior the establishment.
(4) The holiday allowances, and as the case may be, the holiday bonus shall be paid prior
to the employee leaving Ior their holiday.

Article VI. 22. Compensating with money the holiday not taken shall be allowed only in
the cases speciIically provided Ior in the law, as Iollows:
a)
the labor agreement oI the employee was terminated;
b)
the employee is draIted in the army;
c)
such is provided speciIically in a special law.

Article VI. 23. II the employee dies, the compensation with money Ior the holiday not
taken shall be paid to the Iamily.

Article VI. 24.(1) Besides the holiday, the employees shall have the right to paid days oII
in the case oI special Iamily events, set according to Appendix No. 6; they shall leave the
establishment based on prior notiIication to the management oI the establishment.
(2) The Collective Labor Agreements at Establishment level may also provide other cases
when employees shall have paid days oII and their number.
(3) To solve personal problems, employees shall have the right to a number oI up to 60
unpaid days oII, based on approval by the management oI the establishment.

Article VI. 25.(1) In exceptional cases, when the employee is called back Irom their
holiday by the management oI the establishment, Ior job related purposes, they have the
right to be reimbursed Ior the Iamily expenses in connection with the recall, which must
be substantiated with documents.
(2) In the cases provided under par.(1), the employee shall be compensated Ior the
transportation time, but no less than one day.

Article VI. 26. The holiday may be rescheduled, based on request by the employee, iI
it is possible taking into account the goals oI the establishment. The management oI the
establishment must endorse this rescheduling.

Article VI. 27. II no more than two working days come between holidays, the
establishment may agree that these be declared days oII, on condition that they should be
made up Ior in other days oII, no later than 20 days later, as an advance oI the two days
oII granted. The time thus compensated shall not be deemed as overtime, according to
Article V. 3 par.(3), letter a1.

Article VI. 28. Lunch break cannot be smaller than 15 minutes. A 15 minutes lunch
break shall be deemed included in the working schedule.

Article VI. 29. Employees may request to have their working hours rescheduled, but
must provide substantiating documents. The management shall analyze their applications
and endorse them based on the possibilities.

CHAPTER VII
Other protection measures and rights granted to employees

ARTICLE VII. 1(1) In the event that a unit is in the situation to dissolve any jobs
occupied by employees as a result oI diminishing or reorganizing its activities or oI
technological changes, the employer has the obligation to notiIy its intention to diminish
the number oI its employees to the trade union in writing, at least 45 calendar days beIore
the notice term commences, in units having below 100 employees, by at least 60 days,
in units having between 101 and 300 employees, and by at least 90 days, in units having
over 300 employees.
(2) Such notiIication shall include:
a)
the unit`s total number and categories oI employees;
b)
the technical and economic reasons leading to dismissal; the dissolution oI jobs has
to be eIIective and to have one real and serious cause out oI the ones listed under
paragraph(1);
c) the number and categories oI employees to be aIIected by the dismissal;
d) the criteria considered in compliance with the Collective Bargaining Agreement Ior
establishing the priority order oI dismissal;
e) all relevant inIormation relating to the dismissal, in order Ior the trade union to make
proposals Ior diminishing the number oI dismissed employees or even Ior avoiding
dismissals;
I) measures considered by the employer Ior limiting the number oI dismissals, as well as
Ior alleviating the consequences oI dismissals;
g) the date Irom which or the period while dismissals will take place.
(3) The employer and the trade union shall identiIy possibilities Ior adjusting the daily
or monthly working hours, in order to diminish the number oI employees that would be
dismissed.
(4) The employer shall answer in writing and by providing reasons to the proposals oI the
trade union within maximum 10 days aIter it receives them.

ARTICLE VII. 2(1) In the event that termination oI individual employment agreements
cannot be avoided as a result oI diminishing the number oI employees, an employer has
the obligation to communicate the dismissal decision to employees in writing.
(2) A dismissal decision shall include compulsorily the Iollowing:
a)
the reasons and the legal provisions on which dismissal is based;
b)
notice duration, according to the applicable collective bargaining agreement;
c)
the criteria considered according to the collective bargaining agreement in
establishing the priority order Ior dismissal;
d)
a list oI all jobs available in the unit and the term within which an employee may
choose to occupy a vacancy compatible to his/her proIessional qualiIication or, as
applicable, to his/her working capacity;
e)
details related to the ways and term within which a dismissal measure may be
challenged, as well as the court with which such challenge may be Iiled.

ARTICLE VII. 3
(1) The criteria considered in establishing the priority order Ior dismissal shall apply
aIter the vacancies oI the nature oI those proposed Ior dissolution have been cut in the
dismissal draIt.
(2) Dismissal measures shall aIIect, in the Iollowing order:
a) individual employment egreements oI employees cumulating two or more titles, as
well as oI those cumulating pension with salary;
b) individual employment agreements oI employees meeting cumulatively the retirement
age requirements and the minimum contribution term Ior retirement;
c) individual employment egreements oI employees who do not have children in their
care;
d) individual employment agreement oI spouses having the lower income, iI such
termination oI individual employment agreements aIIects two spouses who work with the
same unit, and provided that, through such measure, the employment agreement oI the
spouse holding a position that is not subject to dismissal is not terminated.
(3) Dismissal measures shall aIIect only ultimately:
a) women having children in their care;
b) widowers or divorced men having children in their care;
c) sole Iamily providers;
d) men or women having maximum Iive years until their retirement.
(4) In situations where two or more individuals have the same status in respect oI their
proIessional qualiIication and results, dismissal measures shall be taken Iollowing
consultations with the representative trade union.
(5) II termination oI individual employment agreements aIIects an employee who
attended a proIessional qualiIication or improvement training Iorm, and concluded with
the unit or institution an addendum to the IEA, under which he/she committed to perIorm
an activity Ior a speciIic period oI time, the employer may not claim damages Irom him/
her Ior the period remaining not worked until the term expiry.

ARTICLE VII. 4
(1) A unit that expands or resumes its activities within a 12-month period Irom the
termination oI individual employment agreements Ior the reasons listed under Article VII
1 has the obligation to inIorm the trade union organizations in respect oI this in writing,
and to make such measure public, in the media. The unit has the obligation to rehire
the employees whose individual employment agreements have been terminated Ior the
reasons listed under Article VII.1, who have the qualiIication required to occupy such
positions, and who appeared at the unit within 15 days Irom the date oI the announcement
release.
(2) Female employees returning to work aIter maternity leave or employees returning to
work aIter a sick leave having an uninterrupted period oI minimum 3 months, or aIter a
child raising leave until the age oI 2 or, in case oI children with disabilities, until the age
oI 3, have the right to a 3-month period to readapt to their work, while their individual
employment agreements shall not be terminated Ior reasons not imputable to such
employees.

ARTICLE VII. 5
On employees` birthdays, as well as on other Iestive occasions, bonuses may be granted
to the employees in question, which shall not be lower than 1/4 oI the average gross base
salary per unit.

ARTICLE VII. 6
Employees who retire Ior age limit shall receive an allowance equal to at least one base
salary they had in the month preceding retirement Irom the wages Iund, and to at least
two base salaries, iI their seniority in the unit is oI minimum 15 years.

ARTICLE VII. 7
(1) In addition to the aids set Iorth by law to which employees are entitled, they beneIit
also Irom the Iollowing aids, paid by the unit:
a) at least one average gross base salary at the unit level, paid to a mother upon each
child`s birth; iI a mother is not an employee, her husband shall beneIit Irom such
payment;
b) at least two average gross base salaries at the unit level, in case oI death oI an
employee; iI such death occurred as a result oI a work accident or was related to work
or a proIessional disease, the aid granted to the employee`s Iamily shall be oI at least
Iour average salaries at the unit level; the 2-salary diIIerence shall be paid aIter the death
causes have been established under the law;
c)
at least one average base salary at the unit level, paid upon death oI the husband or
wiIe, parents or children, brothers or sisters in the employee`s care;
d)
at least one average base salary at the unit level, paid upon marriage oI an
employee.
(2) The average base salary at the unit level shall be the one valid in the month
when such event took place.

ARTICLE VII. 8
(1) II an employee is in a temporary working incapacity, as a result oI a work accident or
in relation to work or Ior contracting a proIessional disease, an employer shall pay him/
her a compensation equal to the diIIerence between the base salary such employee had
on the date when incapacity occurred and the aid received by him/her, during the entire
period while he/she is incapacitated.
(2) The granting oI the compensation set Iorth under paragraph(1) shall not eliminate or
replace the legal right to indemniIication oI the employee in question, under the terms
speciIied by law.

ARTICLE VII. 9
The value oI vouchers granted to employees reIerred to resorts Ior the treatment oI
proIessional diseases shall be borne entirely by the relevant company, including the cost
oI 2nd class railroad transportation or, where possible, oI public road transportation.

ARTICLE VII. 10
A management - trade union parity committee shall distribute housing spaces,
irrespective oI their nature, except Ior company accommodation, to the employees oI
units, according to the criteria set by the Collective Bargaining Agreement at the Unit
Level.

Delegation and secondment
ARTICLE VII. 11

(1) Employees oI units sent on business trips under the law shall beneIit Irom the
Iollowing rights:
a)
reimbursement oI eIIective transportation expenses (including Ior long distance
transportation to the unit during the business trip period), based on justiIying
documents and according to the provisions set by the Collective Bargaining
Agreement, under the law and the travel order;
b)
reimbursement oI eIIective accommodation expenses based on justiIying
documents and according to the provisions set by the Collective Bargaining
Agreement;
c)
travel per diem, non-diIIerentiated per proIessional categories, within a limit oI 2.5
or at the legal level set Ior public institutions;
d)
in case that a business trip lasts less than 24 hours, the Iollowing share shall apply:
- up to 12 hours - 1/2 oI the per diem;
- over 12 hours Iull per diem.
(2) Based on an approval Irom the unit`s management, under the terms set by the
Collective Bargaining Agreement at the Unit Level, an employee may go to a business
trip by his/her personal car.
(3) Accommodation costs without justiIying documents shall be reimbursed in a
percentage oI 50 oI the Iees practiced by two-star hotels Ior one single room equipped
with a bathroom and TV set.
(4) Employees who are in a business trip and perIorm activities in working places
presenting harmIul or dangerous conditions Ior a period oI at least 5 consecutive days
shall beneIit Irom the raises speciIied by the Collective Bargaining Agreement at the
Unit Level Ior such conditions or, in the absence oI such provisions, by those practiced
in the unit where they were delegated. Such raises shall be granted based on justiIying
documents.
(5) Delegation may be ordered Ior a period oI maximum 60 days and may be extended,
based on the employee`s consent, by maximum 60 days.

ARTICLE VII. 12
(1) Secondment represents a temporary change oI the working place to a diIIerent
employer Ior the perIormance oI works in the latter`s interest; based on the employee`s
consent, in exceptional situations, the type oI work may also be changed.
(2) Secondment may be ordered Ior a period oI maximum one year and may be extended
in exceptional situations.
(3) A seconded employee is entitled to the reimbursement oI his/her transportation and
accommodation expenses, as well as to the other secondment rights speciIied under
Article VII.11. In the event that a secondment exceeds 30 consecutive days, instead oI
per diem, an employee is entitled to a secondment allowance, equal to 50 oI his/her
daily base salary. Such allowance shall be granted proportionally to the number oI days
exceeding an uninterrupted period oI 30 days.

ARTICLE VII. 13
(1) All rights due to a seconded employee shall be granted by the employer to which
secondment was ordered.
(2) During the secondment period, a seconded employee shall beneIit Irom the rights that
are more Iavorable to him/her, whether with the employer that ordered the secondment
or with the employer to which he/she is seconded. No right enjoyed by a seconded
employee on his/her secondment date may be cancelled, even iI such rights do not exist at
the new working place.

ARTICLE VII. 14
(1)
Under the Collective Bargaining Agreement at the Unit Level, other additional
conditions regarding the secondment oI employees in the country and abroad may
also be set.
(2)
During the entire secondment period, maintenance oI his/her position, salary and
rights due previously, as well as the return to his/her previous working place shall
be guaranteed to a seconded employee.
(3)
A trade union leader may be seconded only based on his/her consent.

ARTICLE VII.15
In case that an employer to whom secondment was ordered does not IulIill its obligations
towards a seconded employee, in Iull and in due time, and the employer who ordered
secondment does not IulIill such obligations, a seconded employee has the right to return
to his/her working place and to sue any oI the two employers, in order to oblige them to
IulIill their obligations.

Other rights of the employees

ARTICLE VII. 16
(1) In the event that a Iemale employee is in his/her legal maternal leave, the unit shall
compensate Ior 56 days the diIIerence between her individual base salary and the
legal allowance to which such Iemale employee is entitled.
(2) Under the Collective Bargaining Agreement at the Unit Level, a period Ior
compensating the diIIerence between the individual base salary and the child raising
allowance paid under the law may be established.

ARTICLE VII. 17
(1) In addition to the legal allowance paid Ior raising children until they reach the age oI
two or, in case oI children with disabilities, until the age oI three, employees may beneIit
Irom an additional year oI unpaid leave.
(2) During the period while a Iemale employee is in the leave set Iorth under
paragraph(1), her individual employment agreement may not be terminated, and
other person may be hired in her position only based on a limited-period employment
agreement.
ARTICLE VII. 18
(1) In case oI a mother`s death, the rights due to her Ior raising a child until the age oI
two shall be granted to the Iather accordingly, provided that he has the child in his care.
(2) In case oI a mother`s death, the child`s Iather, upon request by him, shall beneIit
Irom:
a) the compensation speciIied under Article VII.16;
b) the unpaid leave that was not used by the mother until her death date, together with the
rights listed under Article VII.17, para.(2).

ARTICLE VII. 19
Employees waiving their legal leave Ior taking care oI a baby up to two years oI age or,
in case oI a child with disabilities, up to three years oI age, shall beneIit Irom a reduction
oI the normal working program by 2 hours/day, while their base wages and seniority shall
not be aIIected. Upon request by them, a Ilexible working program may be approved,
with other work starting and ending times, where a unit`s activities allow Ior this.

ARTICLE VII. 20
The provisions oI Article VII.16 and VII.17 are applicable only upon birth oI the Iirst,
second and third child.

ARTICLE VII. 21
(1) Pregnant and nursing employees shall not be obliged to work during the night. Also,
they shall not be obliged to work extra hours, shall not be sent to business trips, shall not
work in places deemed as presenting special conditions, and may not be seconded unless
they give their consent.
(2) Female employees having in their care children up to the age oI 3 may be sent to
business trips to other localities only based on their consent.
(3) In speciIic situations, set by the collective bargaining agreements at the unit level,
Iemale employees are entitled to a reduced working program oI 6 or 4 hours per day.
(4) Upon request by them and with the employer`s approval, Iemale employees having
children up to the age oI 8 in their care may choose Ior a Ilexible working program.
(5) Female employees who have pre-school age children in their care and who do no
longer beneIit Irom a paid sick leave Ior taking care oI sick children may beneIit Irom
maximum 6 days oII per year, paid at the rate oI the base wages, Ior taking care oI
hospitalized children.
(6) The days set Iorth under paragraph (5) are granted upon request, aIter a medical
document conIirming hospitalization oI the mother and the child is provided.
(7) Female employees having children up to the age oI 6 in their care may work part time
iI they do not beneIit Irom a nursery or kindergarten, while the rights arising Irom their
capacity as employees shall not be aIIected. In calculating seniority, the time while they
work in such conditions shall be deemed Iull-time work.

ARTICLE VII. 22
(1) Young employees up to the age oI 18 shall be exempted Irom working during the
night.
(2) Employees mentioned under para. (1) shall not work in working places with special
(hard, dangerous or harmIul) working places.

ARTICLE VII. 23
(1) Through the trade union, employees and their Iamily members may beneIit Irom
vouchers Ior rest and treatment in balneal and touristic resorts.
(2) The unit`s trade union shall be in charge oI obtaining and distributing the
corresponding number oI vouchers, based on the necessary number requested by it.

ARTICLE VII. 24
(1) A social & cultural Iund shall be created at the unit level, which value shall
be established by the unit management and the trade union, according to the legal
provisions, at 2 oI the yearly salary Iund, which shall be used Ior:
a)
arrangement and maintenance oI nurseries and kindergartens Ior the employees`
children, as well as oI canteen-caIeterias Ior employees;
b)
arrangement and maintenance oI pantries and toilets at the job sites;
c)
proIessional training and improvement expenses, including in the area oI work
relations;
d)
Ior bearing costs incurred by a discount oI the rest and treatment vouchers in
balneal resorts, which include also railroad transportation (2nd class passenger
train). Within the limits oI such Iunds, the unit shall bear a share oI the costs
oI vouchers Ior employees and their Iamily members, depending on the base
salary and the season, according to the provisions oI Appendix 7, provided that
such vouchers are bought based on an approval Irom the trade union aIIiliated
to FSLCPR, and that they conIirm that the vacation will be consumed in a unit
belonging to the trade union system, the ministries or the units in question. HalI
oI the railroad transport costs or, where possible, halI oI the public road transport
costs shall be compensated.
(2) The social & cultural Iund shall be used according to a purpose-based schedule,
prepared by mutual agreement by the unit management and the trade union.
(3) The employer shall release the amounts to be spent solely based on documents
endorsed by the trade union aIIiliated to FSLCPR.

ARTICLE VII. 25
Depending on its possibilities, a unit can contribute an amount, on a yearly basis, Ior the
celebration oI Christmas and the Child`s Day.

ARTICLE VII. 26
Trade unions have the right to veriIy the way in which the provisions oI Articles VII.1,
VII.3, and VII.4 are applied, and to act in any legal or conventional manner, in order to
ensure their observance.

ARTICLE VII. 27
(1) II employers conclude agreements with Ioreign partners, under which employees oI
a research-development unit are to perIorm works abroad, the working conditions, the
salaries and other rights and obligations oI such employees shall be established through
collective negotiations, which shall be conducted under the terms set Iorth by law, and
in compliance with the clauses contained in the agreement concluded with the external
partner.
(2) For a proper conducting oI such negotiations, employers shall provide the trade union
with inIormation regarding the working conditions in which the contracted works are to
be perIormed, including on the rights the relevant staII could beneIit Irom.
(3) Employers undertake to include in their association agreements with Ioreign partners,
Ior activities carried out in the territory oI Romania, a clause under which the Ioreign
party has to observe the rights set Iorth by the collective bargaining agreements.

CHAPTER VIII
Professional, economic, social and trade union training

ARTICLE VIII. 1
(1) Through the term oI proIessional training,` the parties understand to designate any
procedure under which an employee acquires a qualiIication, attested by a certiIicate or a
diploma issued under the terms set by law.
(2) Through the term proIessional training,` the parties understand to designate any
procedure under which an employee who has already a qualiIication or proIession,
supplements his/her proIessional knowledge, either by deepening his/her studies in a
speciIic area oI his/her base specialty (including through a PhD degree) or by acquiring
methods and processes newly adopted in the area oI his/her specialty.

ARTICLE VIII. 2
(1) ProIessional training and continuous proIessional training include also topics oI the
work relations area agreed upon between the trade unions and employers.
(2) The parties agree upon the need and mandatory character oI proIessional
improvement oI all categories oI employees, including oI trade union leaders withdrawn
Irom production, upon expiry oI their mandate.
(3) The signatory parties agree to use the Competence-based Occupational Standard
System in evaluating and certiIying the employees.

ARTICLE VIII. 3
(1) Upon conclusion oI the Collective Bargaining Agreement at the Unit Level Ior the
section related to proIessional training, at least the Iollowing shall be taken into account:
a) identiIication oI the positions Ior which proIessional training is required, and the ways
Ior its implementation; adoption oI annual curricula and veriIication oI their application
shall be established by mutual agreement by the trade union and the employer;
b) the expenses Ior the employees` proIessional training shall be borne by units;
c) the trade union aIIiliated to FSLCPR shall participate, through its authorized
representatives, in any examination Iorm organized Ior the graduation oI a proIessional
training course within a unit;
d) in the event that a unit is to change its activity proIile, partially or entirely, the
employer shall inIorm and consult the trade union aIIiliated to FSLCPR at least 2 months
prior to the application oI such measure, and shall oIIer its own employees the possibility
to qualiIy or to re-qualiIy prior to hiring outside labor Iorce.
(2) II an employee identiIies a proIessional training course he/she would like to attend,
organized by a third party, the employer shall analyze such request together with the
trade union aIIiliated to FSLCPR, remaining at the employer`s discretion whether and
under what terms the unit shall bear the costs Ior such course.
(3) Upon request, employees are entitled to paid or unpaid proIessional training leaves.
(4) The duration oI a proIessional training leave shall be deducted Irom the annual
vacation and is assimilated to an eIIective work period in terms oI the rights due to an
employee, other than the salary.
(5) In the event that, during a calendar year, Ior employees up to 25 years oI age, and,
during 2 consecutive calendar years, Ior employees over 25 years oI age, participation
in a proIessional training Iorm was not ensured at the expense oI the employer, the
employee in question is entitled to a proIessional training leave oI up to 10 business days,
paid by the employer.

ARTICLE VIII. 4

(1) For proIessional training in the area oI work relations and trade union actions, as
required by the provisions oI the Sole Collective Bargaining Agreement at a National
Level Ior 2007-2010, the collective bargaining agreements at unit level shall set Iorth the
terms and number oI participants in proIessional training courses. Employers shall allow
employees to attend the training courses set Iorth above Ior a maximum duration oI 15
business days.
(2) The number oI employees, members oI the trade union aIIiliated to FSLCPR, who
participate in the training courses speciIied under paragraph 1 shall depend on the unit`s
number oI employees:

Unit`s number oI employees Number oI employees participating in the
proIessional training course

50 1-3
51-100 2-4
101-200 3-6
201-500 4-7
~ 500 5-8

ARTICLE VIII. 5
The signatory parties agree that the unit may bear at least 50 oI the expenses incurred
by the obtention oI a doctoral degree Ior its own employees.

CHAPTER IX
Rights of the trade union as an organization and as a representative of employees

ARTICLE IX. 1
(1) The parties acknowledge the Ireedom oI opinion, Ior each oI them and Ior employees
in general.
(2) Employers shall adopt a neutral and unbiased position towards trade union
organizations and their representatives within the unit.

ARTICLE IX. 2
(1) In executing the Collective Bargaining Agreement at the Unit Level, the trade union
is the oIIicial representative body oI employees beIore employers.
(2) The Internal Regulation shall be draIted by the employer together with the
representative trade union, according to the law, and shall contain at least the Iollowing
categories oI provisions:
a) rules on work protection, hygiene and security within the unit;
b) rules on the observance oI the principle oI non-discrimination and oI eliminating any
Iorm oI dignity violation;
c) rights and obligations oI the employer and the employees;
d) the procedure Ior the resolution oI the employees` individual applications or
complaints;
e) concrete rules on work discipline in the unit;
I) disciplinary misconduct and applicable sanctions;
g) rules on the disciplinary procedure;
h) ways Ior applying speciIic legal or contractual provisions.

ARTICLE IX. 3
(1) For the exercise oI trade union rights, units in which representative trade unions are
created have the obligation to provide these, Iree oI charge, with proper premises Ior
their operation and to provide the necessary equipment (Iurniture, Iax machine, telephone
etc.), as well as access to meeting rooms.
(2) The Collective Bargaining Agreement at the Unit Level shall set the terms oI
accessing and using the logistical basis oI the unit: communication devices (telephones
with direct external connection, telex, teleIax and ampliIier), multiplication devices (copy
machine, printing, typing machines etc.) and transportation means.
The employer may allow operation oI territorial secretarial oIIices oI FSLCPR in
the premises assigned to the unit`s trade union aIIiliated to la FSLCPR and, upon
request by the latter, may allow also access Ior the territorial executive secretary to all
communication and multiplication devices available to the trade union.
(3) The logistical basis intended to cultural and sports activities, owned by the unit or by
the trade union oI the relevant unit, may be used, Iree oI charge, Ior activities organized
by the trade union or the employer, under the terms to be set by the unit`s management
and the trade union.

ARTICLE IX. 4
(1) The units` Boards oI Directors and Directorates have the obligation to invite
representatives oI the trade unions to participate in their meetings. These shall participate
as observers, having a right to opinion but no right to vote.
(2) Trade union representatives shall be inIormed at least 72 hours prior to such meeting.
Trade union representatives shall be provided with the agenda and with access to the
documents related to proIessional, economic and social issues subject to debates.
(3) For the substantiation oI its legitimate actions, including the negotiation oI collective
bargaining agreements, or, as applicable, Ior the conclusion oI agreements reIerring to
work relations, employers shall provide the representative trade union with all necessary
inIormation and documents. Trade union representatives have the obligation to keep
conIidentiality oI the data transmitted to them that are oI conIidential nature.
(4) Resolutions oI Boards oI Directors and Directorates related to aspects oI proIessional,
economic, social interest etc. shall be communicated in writing to the representative trade
union, within 72 hour as Irom the date when the meeting was held.
(5) The employer shall consult with the trade union leader or, as applicable, the trade
union management, on issues related to salary incomes, job stability, as well as on other
aspects related to the perIormance oI the collective bargaining agreement.
(6) FSLCPR, upon request by the aIIiliated trade union, may delegate representatives to
deal with the unit`s administrative management, to assist it or to represent its interests in
all situations related to work relations, including in negotiating the collective bargaining
agreement.

ARTICLE IX. 5
(1) Unit managements shall be prohibited to terminate, on their own initiative, the
employees` individual employment agreements Ior reasons related to trade union
activities.
(2) Employers may not amend or terminate the employment agreements oI
representatives elected in the management body oI the trade union oI a unit or oI
FSLCPR and the ConIederation to which FSLCPR is aIIiliated, or to individuals who
used to hold such positions, within three years Irom their mandate expiry, Ior reasons that
are not imputable to such representatives.
(3) During the period while an individual oI the management body is remunerated by the
trade union, the Federation or the ConIederation, he/she shall maintain his/her position
and working place held previously, his/her seniority, as well as a salary that may not be
lower than the one that could be earned under continuity terms at that working place,
while other person may be hired in the position oI such individual only based on a
limited-period employment agreement.

ARTICLE IX. 6
(1) The leader oI a trade union aIIiliated to FSLCPR and members oI the central and
territorial bodies oI FSLCPR and oI the ConIederation working directly in the unit
as employees have the right to a 40-hout reduction oI their normal monthly working
program, Ior trade union activities related to each title, while their salary income shall not
be diminished.
(2) For other members elected in the management bodies oI a trade union aIIiliated to
F.S.L.C.P.R., the number oI beneIiciaries oI a reduction oI the monthly working program,
the reduction duration Ior each oI them, and the ways oI granting such reductions,
including through accrual, shall be set by the Collective Bargaining Agreement at the
Unit.
(3) Leaders oI units` trade unions and leaders elected at the level oI the trade union
Federation and/or ConIederation shall beneIit Irom a 3-working day vacation, in addition
to the ones due Ior the calendar year while they perIorm such Iunctions, but no less than
27 working days in total.

ARTICLE IX. 7
(1) Under the collective bargaining agreements at unit level, the parties shall agree,
through an express clause, on the payment oI an annual contribution by the unit
to FSLCPR Ior the perIormance oI speciIic activities in the interest oI research-
development-design units.
(2) Such annual contribution shall be established depending on the average number oI
a unit`s employees in the year preceding the negotiation oI the Collective Bargaining
Agreement at industry level, and equals to:
N
umber oI a unit`s employees Unit`s annual contribution

up to 50 employees 3 minimum gross base salaries at a
national level
between 51 and 100 employees 4 minimum gross base salaries at a national level
between 101 and 200 employees 5 minimum gross base salaries at a national level
between 201 and 300 employees 6 minimum gross base salaries at a national level
between 301 and 400 employees 7 minimum gross base salaries at a national level
over 400 employees 8 minimum gross base salaries at a
national level

(3) An employer`s contribution shall be calculated by reIerence to the minimum gross
salary at a national level set through a legal norm.
(4) An employer`s contribution shall be transIerred by each unit to the FSLCPR`s
account no. RO02 CEC EB 50331 ROL 0648695, Agenia Cotroceni Bucuresti, within 15
days as Irom the conclusion oI the Collective Bargaining Agreement at the Unit Level.
(5) For units that, on the date oI registration oI this collective agreement, have already
concluded collective bargaining agreements at the unit level or, as applicable, addenda
Ior 2010 to such agreements, the contribution shall be paid by the date oI September 1,
2010.
(6) The Romanian Employers` Association oI the Research-Design Industry shall
monitor IulIillment oI the obligations set under this article related to the employers`
contribution at the level oI units.

ARTICLE IX. 8
A trade union may make proposals to the unit management regarding the improvement oI
activities at the level oI working places and oI the unit.

ARTICLE IX. 9
General assemblies oI the trade union at the unit`s level and assemblies at the trade union
group`s level, or activities related to opinion surveys oI trade union interest may be held/
conducted during the working hours, based on the consent oI the unit`s management.

ARTICLE IX. 10
In the meetings oI the Board oI Directors and the Directorate, issues raised by the trade
union shall be also discussed. In such meetings, a representative appointed by the trade
union shall be also invited, while the date, time and venue oI the meetings, as well as the
working materials shall be communicated to him/her in due time.

ARTICLE IX. 11
(1) A unit`s management shall ensure the inIormation in writing, at least on a quarterly
basis, oI the trade union`s management on the economic and Iinancial status oI the unit,
as well as on its perspectives.
(2) All actions involving personnel dismissals, setting oI the indexing coeIIicient or
creation oI the bonus Iund shall be supported by the necessary economic and Iinancial
data, Iollowing consultations with trade unions.

ARTICLE IX. 12
Trade union materials shall be posted on boards especially prepared by the management
Ior this purpose; such boards shall be placed in visible locations, established by mutual
agreement by the unit`s management and the trade union.

ARTICLE IX. 13
(1) FSLCPR shall ensure the training oI its members Ior trade union and work relation
activities, Ior periods oI up to 15 days per year.
(2) Under the terms established between the management and the trade union at the unit
level, and to the extent that the unit`s activities are not aIIected, employers shall allow
trade union members to attend the training courses set under para.(1).

ARTICLE IX. 14
An employer, based on the consent oI the unit`s trade union, and together with the
persons in charge oI salary payment, shall establish the terms under which the latter
will collect the trade union membership Iees and will transIer them to the trade union`s
account, based on the monthly lists and the membership Iee amounts provided by the
trade union.

ARTICLE IX. 15
An employer shall not hire permanent, temporary or part-time employees during the
period while collective labor disputes are initiated or developed in the positions oI the
employees that are involved in such disputes.

ARTICLE IX. 16
Employers acknowledge the right oI trade union organizations` representatives to
veriIy the how the rights oI employees set Iorth by collective bargaining agreements are
observed at the working sites.

ARTICLE IX. 17
Employers undertake to include in the agreements Ior the incorporation oI joint-ventures
with Ioreign participation, Ior activities in the territory oI Romania, a clause under which
the Ioreign parties undertake to observe the rights set Iorth by the labor legislation in
Iorce in Romania, the collective bargaining agreement at a unit level, as well as by the
International Labor Organization`s conventions ratiIied by Romania.

ARTICLE IX. 18
Employers and trade unions shall communicate to each other, in due time, their decisions
related to all relevant aspects in the work relation area.

ARTICLE IX. 19
(1) Trade union organizations acknowledge the right oI employers to establish, under the
law, disciplinary or Iinancial liability Ior employees who are guilty oI inIringing the work
discipline norms or who prejudice the unit.
(2) Trade union organizations acknowledge the right oI employers to establish
technological discipline, as well as work discipline norms, the latter being established
based on consultations with the trade union.
(3) Employers and trade unions acknowledge each other as permanent social partners.
The parties agree to make eIIorts in order to promote a normal working climate in
units, in observance oI the provisions oI the labor legislation, the collective bargaining
agreements at all levels, and oI the internal regulations, as well as oI the rights and
interests oI both partners.

ARTICLE IX. 20
(1) For an amicable resolution oI any collective or individual dispute involving the
employees reIerred to under Article II.16 para.(1), occurring during the perIormance,
amendment, suspension or termination oI the collective bargaining agreement at a unit
level, a Parity Committee shall be created at the unit`s level.
(2) The Parity Committee shall be composed oI an even number oI members representing
the employers and the trade union aIIiliated to FSLCPR.
(3) The organization and operation oI the Parity Committee at the unit level shall be
established by the Collective Bargaining Agreement at the Unit Level, based on the
Iramework regulation presented in Appendix no. 2 to this agreement.
(4) In the situations where conIlicts related to the perIormance oI the provisions oI
collective bargaining agreements at the unit level occur, employers oI such units and
trade unions aIIiliated to FSLCPR shall try to settle them in the parity committees at
the units` level Iirst, and Ior issues remaining unsettled, they may address the Parity
Committee at the level oI the research-development-design industry.

ARTICLE IX. 21
(1) In respect oI mediation oI labor disputes, set Iorth by Law no. 168/1999, iI the parties
agree through a signed protocol to initiate mediation within 48 hours, each party shall
propose a list oI candidates Irom the list oI mediators appointed by the Ministry oI Labor,
Social Solidarity and Family in the county, or in Bucharest, where the unit in which a
conIlict oI interests or oI rights occurred has its premises.
(2) In the event that, Iollowing the Iirst meeting, the parties Iail to establish a mediator by
mutual agreement, the mediation procedure shall cease, and they will get to the next stage
set Iorth by law.
(3) In the event that a mediator was appointed by mutual agreement, the mediation stages
shall be the Iollowing:
a) within 48 hours Irom the mediator`s appointment, the involved parties have the
obligation to provide the Iormer with the necessary data; iI the mediator has questions,
he/she may request written inIormation regarding the claims raised, the documents
Iiled or prepared during the conciliation, as well as its results Irom the parties, within
maximum 72 hours Irom the documents receipt;
b) within maximum 8 days Irom his/her appointment, a mediator has the obligation
to convene both parties involved; the involved parties shall have an equal number oI
representatives in the mediation, as a rule, the same number and the same persons, iI
possible, as in the conciliation;
c) during each meeting, minutes shall be concluded, which shall be signed by the
mediator and the parties at conIlict;
d) mediation may not last more than 30 days aIter the date when a mediator was
appointed and he/she accepted the mediation; otherwise, mediation shall cease and the
next legal phase Ior the conIlict settlement is initiated.


CHAPTER X
Obligations of employees and employers

ARTICLE X. 1
The obligations related to the work relations between the employer and employees shall
be set under the law, through negotiations, under collective bargaining agreements and
individual employment agreements.

ARTICLE X. 2
An employee has in principal the Iollowing obligations:
a) to IulIill his/her duties according to his/her job description or, as applicable, to
accomplish his/her working norm;
b) to observe the work discipline;
c) to observe the provisions contained in the Internal Regulation (IR), in the applicable
collective bargaining agreement and in the individual employment agreement;
d) to observe work security and health measures in the unit;
e) to observe proIessional conIidentiality.

ARTICLE X. 3
An employer has, in principal, the Iollowing obligations:
a)
to establish the duties, prerogatives and responsibilities corresponding to each
employee, under the law;
b)
to take steps necessary Ior covering the unit`s research/design/production
capacity, in order to ensure salaries at the level negotiated under the applicable
collective bargaining agreement and the employees` individual employment
agreements;
c)
to observe the provisions contained in the Internal Regulation (IR) and in the
applicable collective bargaining agreement;
d)
to grant all rights arising Irom such agreements;
e)
to inIorm the representative trade union on the unit`s economic and Iinancial
status on a regular basis;
f)
to consult the representative trade union in respect oI the decisions susceptible to
aIIect the employees` rights and interests;
g)
to pay all contributions and taxes incumbent upon the unit, and to withhold and
transIer the contributions and taxes owed by employees.

ARTICLE X. 4
(1) The Iollowing represent disloyal competition:
a) any act or Iact which, according to Law no. 11 on 29.01.1991, is contrary to good Iaith
and honest practices;
b) acquiring the capacity as employer, Iounding member, shareholder, associate or
collaborator oI a competing company;
c) perIormance oI an activity, irrespective oI its nature and the manner in which it is
carried out, in a competing company;
d) rendering oI research and/or design services to a competing company;
e) acceptance oI an oIIer made by a competing company to provide research and/or
design services ;
I) diversion oI a development-research-design unit`s clients to other competing company,
by making use oI the connections and relations established with such clients as a result oI
the title held currently or previously with that development-research-design unit;
g) use oI the unit`s inIormation, materials, technical and logistical basis, service and time
in personal interests or in interests outside the unit;
h) communication or disclosure, in any way, oI inIormation, data or elements concerning
the unit`s activities to a competing company;
i) use oI the unit`s name or logo Ior presenting questionable-quality personal works, Ior
the purpose oI anti-advertising and oI misleading the clients;
j) deliberate draIting oI works within the unit in such way to Iavor a competing company
through their content.
(2) The manner in which the application oI the provisions oI para.(1), itemb) extends to
persons other than the unit`s employees and the deIinition oI the concept oI competing
company shall be established at the unit`s level, in compliance with the legal provisions.

CHAPTER XI
Final provisions

ARTICLE XI.1
(1) Based on the provisions oI this Collective Bargaining Agreement at industry level,
collective bargaining agreements at the unit level shall be concluded only with the
organizations listed under Article II. 4, para. (1) and Appendix no. 13. Such listing is
valid Ior a 12-month period as Irom the date oI notiIication.
(2) The provisions oI this Collective Bargaining Agreement at industry level are deemed
the minimum limit Irom which the negotiation oI collective bargaining agreements at unit
levels may start.
(3) Following conclusion oI the Collective Bargaining Agreement at industry level,
collective bargaining agreements at the unit level shall be harmonized with it.
(4) Negotiations oI collective bargaining agreements at unit levels shall be conducted
based on a procedure protocol, accepted in advance by the parties. Negotiation sessions
may take place iI the agreed upon presence oI a minimum number oI members is ensured
by each party. In negotiations, each party shall express a single viewpoint.

ARTICLE XI. 2
Individual employment agreements may not contain clauses contrary to those oI the
collective bargaining agreements at a national, industry and unit level, or which set rights
below the limit deemed minimum under the terms oI Article XI.1.

ARTICLE XI. 3
On the date when the Collective Bargaining Agreement at a Unit Level comes into Iorce,
the provisions oI individual employment agreements shall be brought in line with the
Iormer`s provisions.

ARTICLE XI. 4
(1) Employers and trade unions shall inIorm mutually, in the situation where they hold
inIormation in connection to the changes that are to take place in respect oI the unit`s
ownership Iorm, to the predictable consequences on employees, and to the measures
considered Ior limiting the personnel dismissals determined by such changes.
(2) Both parties shall support the participation oI employees' associations in the
privatization oI units, under the preIerence right set Iorth by law
(3) In all situations oI reorganization or, as applicable, privatization oI units, the rights
and obligations set Iorth by this Collective Bargaining Agreement shall be transIerred to
the new legal entities resulting Irom such legal operations.

ARTICLE XI. 5
Failure to meet the obligations undertaken under or implied by this agreement shall entail
liability Ior the persons at Iault, according to the legal provisions in Iorce.

ARTICLE XI. 6
(1) In applying the provisions oI Article 11, paragraph(3) oI Law no. 130/1996 regarding
the Collective Bargaining Agreement, as republished, and oI Article 98 oI the Sole
Collective Bargaining Agreement at a National Level Ior 2007-2010, units shall include
in their revenue and expenditure budgets the amounts necessary Ior the contributions to
the creation oI Iunds intended to the draIting, negotiation and application oI collective
bargaining agreements at all levels.
(2) The amounts included according to paragraph(1) shall be calculated by taking the
amount oI RON 1/employee/year as reIerence to the average number oI employees oI the
precedent year.
(3) The amounts created according to paragraphs(1),(2) and(5) oI this article shall be
distributed as Iollows:
a) 1/3 oI the aggregate amount shall be retained as Iund intended to the negotiation oI the
collective bargaining agreement at the unit level;
b) 1/3 oI the aggregate amount shall be transIerred by contribution payers to PRCP;
c) 1/3 I the aggregate amount shall be transIerred by the unit to the "Fund Ior
negotiating the Sole Collective Bargaining Agreement at a National Level" collecting
Iund, opened with ABN/AMRO BANK ROMANIA - S.A. bank, having no.
RO61ABNA4100264100090820, Ior negotiations at a national level, which shall be
divided as Iollows:
50 to the conIederation to which FSLCPR is aIIiliated, which is a signatory oI the
Sole Collective Bargaining Agreement at a National Level;
50 to the National Romanian Employers` ConIederation (CNPR), which is
representative at a national level, and is a signatory oI the Sole Collective Bargaining
Agreement at a National Level;
d) the Iunds intended to the signatory parties as per itemc) shall be distributed to each
conIederation that is representative at a national level and is a signatory oI the Sole
Collective Bargaining Agreement at a National Level, depending on its volume oI
implication in collective negotiations, on the number oI employees at industry level, as
negotiated by each oI them, and as established by each party obased on a protocol;
e) the mechanisms Ior the Iunds distribution by the bank shall be established by the Parity
Committee;
I) Iunds intended to collective negotiations shall be created and transIerred within 60
days Irom the date oI publication oI this collective bargaining agreement in the OIIicial
Gazette oI Romania.
(4) Economic units that negotiate and sign collective bargaining agreements, but are not
aIIiliated to employers` structures that are representative at industry level, shall create
Iunds intended to collective negotiations according to the provisions oI paragraphs(1),(2)
and(3), and shall transIer them to the employers` Iederations that signed the collective
bargaining agreement at industry level (PRCP), based on which they negotiated their own
collective bargaining agreement, and to the national account, as per para.(3), itemc).
(5) Funds intended to collective negotiations in budgetary units shall be created at the
level oI each unit that concludes a collective bargaining agreement, in compliance with
the provisions oI para.(3).
(6) Funds intended to collective negotiations shall be collected in a distinct account.
PRCP and FSLCPR shall supervise and support the creation, breakdown, and transIer
on a purpose basis oI the Iunds relating to the negotiation oI collective bargaining
agreements.
(7) PRCP and FSLCPR shall manage and use the Iunds intended to collective
negotiations based on the provisions oI Article 97 oI CCMUNN 2005/2006, in
compliance with the legal provisions, on the basis oI action programs approved by their
own management bodies and on their own responsibility.
(8) In applying the provisions oI this article, the methodological provisions reIerring to
accounting operations, communicated by the Ministry oI Finance according to Appendix
no. 5 to CCMUNN 2007-2010, shall be applied to the bookkeeping oI units.
(9) Collective bargaining agreements at all levels shall contain the provisions oI this
article.

ARTICLE XI. 7
This collective bargaining agreement at industry level shall produce eIIects as Irom the
date oI its registration by either party under the terms speciIied by Article 25, para.(3) oI
law no. 130/1996.

ARTICLE XI. 8
Appendixes to this Collective Bargaining Agreement at industry level shall be an inherent
part oI it.

P.R.C.P. Representatives F.S.L.C.P.R. Representatives
Mr. Ion Stnciulescu Mr. Radu Minea
Ms. Emilia Visileanu Ms. Ana Frncu
Mr. Ion Pirn Mr. Cezar Amira
Mr. Tudorel SteIan Crciunoiu Mr. Petre Voicu
Mr. Hariton George Predescu Mr. George Epurescu






APPENDIX 1

REGULATION
REGARDING THE ORGANIZATION AND OPERATION OF THE PARITY
COMMITTEE AT INDUSTRY LEVEL

ARTICLE 1. The Parity Committee at the research-development-design industry level
shall be composed oI Iive representatives oI the FSLCPR and Iive representatives oI
PRCP.

ARTICLE 2. Members oI the Parity Committed shall be appointed Ior this purpose
within 10 days Irom the date oI this agreement coming into eIIect, by FSLCPR and
PRCP, respectively, based on a conIirmation oI the Iormer by the National ConIederation
oI Romanian Employers` Associations.

ARTICLE 3. The committee shall meet upon justiIied request by either party, within
maximum 5 (Iive) business days aIter a request is Iiled, and shall adopt valid resolutions
in the presence oI an equal number oI members Ior each party, which shall not be smaller
than 4. Resolutions are adopted by maximum 1 vote, or two votes against, in case oI 4 or
5 participants, respectively, oI each party.

ARTICLE 4. A Iiled request shall be accompanied compulsorily by materials supporting
it.

ARTICLE 5. The committee shall be chaired by turns, by a representative oI each party,
elected in the relevant meeting.

ARTICLE 6. Divergences, expressed viewpoints and the resolution oI the committee
shall be recorded in minutes, which shall be signed by all attending members.

ARTICLE 7. A resolution adopted as per point 5 and prepared in at least 2 (two)
counterparts, having equal value, is binding Ior the contracting parties.

ARTICLE 8. The secretariat Ior the parity committee, as well as the venue where
meetings are to be conducted, shall be provided by the party requesting convening oI the
commission as per point 3.



APPENDIX 2

FRAMEWORK REGULATION
ON THE ORGANIZATION AND OPERATION OF THE PARITY COMMITTEE
AT A UNIT LEVEL

ARTICLE 1. The Parity Committee at a unit level shall be composed oI Iive
representatives oI the trade union and Iive representatives oI the employer.

ARTICLE 2. Members oI the Parity Committed shall be appointed Ior this purpose
within 10 days Irom the date when this Collective Bargaining Agreement at the Unit
Level comes into eIIect, by the trade union aIIiliated to FSLCPR and the employer.

ARTICLE 3. The committee shall meet upon request by the employer or the trade union,
aIter all conciliation ways have been exhausted between the interested actors (employees
and trade union leaders or corresponding hierarchical supervisors, respectively), within
maximum 5 (Iive) business days aIter a request is Iiled, and shall adopt valid resolutions
in the presence oI an equal number oI members Ior each party, which shall not be smaller
than 4.

ARTICLE 4. Resolutions are adopted by maximum 1 vote, or two votes against, in case
oI 4 or 5 participants, respectively oI each party.

ARTICLE 5. The committee shall be chaired by turns, by a representative oI each party,
elected in the relevant meeting.

ARTICLE 6. Issues at dispute, expressed viewpoints and the resolution oI the committee
shall be recorded in minutes, which shall be signed by all attending members oI the
committee.

ARTICLE 7. A resolution adopted as per point 3 and prepared in at least 2 (two)
counterparts, having equal value, is binding Ior the contracting parties.

ARTICLE 8. The secretariat Ior the Parity Committee shall be provided by the
employer.


APPENDIX 3

AGREEMENT
No...../........

CHAPTER I - Contracting Parties

Article 1. Concluded between the Trade Union Federation oI Romanian Employees
in the Research-Design Industry (FSLCPR), having its headquarters at....... ... Street,
County/Sector ......, zip code ......, phone no. ........., Iax no.........., bank account no. ........,
opened with .............., duly represented by ................. and .............., as negotiator-
signatory oI the Collective Bargaining Agreement at the Level oI the Research-
Development-Design Industry,
and

The trade union (or, as applicable, employees ) oI unit: .............., having its headquarters
at....... ... Street, Sector ......, zip code ......, phone no. ........., Iax no.........., bank account
no. ........, opened with .............., duly represented by ................. and .............., as
beneIiciary oI the Collective Bargaining Agreement at the Level oI the Research-
Development-Design Industry.

CHAPTER II -Agreement Duration

Article 2. This agreement shall be concluded Ior a 12-month period Irom its signing
date.

CHAPTER III - Scope of the Agreement

Article 3. The scope oI this agreement consists oI regulating the manner and the right
oI using the Collective Bargaining Agreement at the Level oI the Research-Development-
Design Industry Ior organizations that have not the capacity as members oI FSLCPR,
according to the Trade Union Law, the Law on Collective Bargaining Agreements, and to
the provisions oI Article II.2, para.(4) oI the Collective Bargaining Agreement at industry
level.

CHAPTER IV - Obligations of the Parties

Article 4. FSLCPR, in its capacity as negotiator-signatory oI the Collective Bargaining
Agreement at the Level oI the Research-Development-Design Industry, Iiled with
the Ministry oI Labor, Social Solidarity and Family on the date oI ......., under no.....,
according to the provisions oI this agreement, undertakes to:
a) provide the beneIiciary with the signed Collective Bargaining Agreement at industry
level;
b) protect the rights conIerred by the Collective Bargaining Agreement at industry level
to the beneIiciary.

Article 5. BeneIiciary ............... undertakes to pay to FSLCPR a Iinancial contribution
Ior the services provided by it in the interest oI research-development-design units,
according to the provisions oI Article IX.7, para.(1) oI the Collective Bargaining
Agreement at industry level.

Article 6. The value oI such contribution, set depending on the unit`s number oI
employees, shall be oI:.............

Article 7. The beneIiciary proves that, as oI the moment oI this agreement execution,
has transIerred/paid the amount agreed upon under Article 6 to FSLCPR`s account.

FSLCPR: BENEFICIARY:

President, Signature I ............................

Treasurer, Signature II ............................


APPENDIX No. 4A
RANKING RATES FOR MINIMUM BASE SALARIES, PER VALUE GROUPS
AND CATEGORIES OF EMPLOYEES- GRADUATES OF ELEMENTARY,
MEDIUM OR FOREMEN`S SCHOOL STUDIES
Category oI employees Value Group
I II III
A1
A2
Workers unskilled
skilled
1,14
1,35
1,36
1,81
1,66
2,51
B1
B2
B3
Employees with studies in
administrative positions

elementary
high school
post secondary school
1,26
1,31
1,37
1,65
1,76
1,85
2,23
2,44
2,56
C1
C2
Employees with studies in
specialized positions
high school
post secondary school
1,43
1,49
1,97
2,05
2,79
2,90
D Employees-graduates oI Ioremen`s school 1,49 2,05 2,88

APPENDIX No. 4B
RANKING RATES FOR MINIMUM BASE SALARIES, PER VALUE
GROUPS AND CATEGORIES OF EMPLOYEES- GRADUATES OF HIGHER
EDUCATION
Category oI employees Value Group
I II III IV V
E1

Employees graduates oI lower-level
engineering and structural architects
studies
1,79 2,14 2,60 3,18 3,87
E2 Employees graduates oI higher
education
2,18 2,61 3,17 3,87 4,72

APPENDIX No. 5
CRITERIA USED TO ASSESS THE EMPLOYEE`S ACTIVITY FOR SALARY
NEGOTIATION

Determination oI assessment criteria and sub-criteria

1. Professional competence
1.1. The extent to which the job requirements are IulIilled in terms oI specialized
proIessional training, including speciIic legislation, Iire Iighting and prevention
regulations (PSI), occupational health and saIety, as well as with respect to the
employee`s capacity to research and implement all novelties in draIted works.
1.2. Specialized proIessional experience used in unit`s beneIit.
1.3. PerIorming Ior the unit`s beneIit certain activities that require additional training in
addition to basic training.
1.4. CertiIied studies and specializations in related Iields, which are actually used
in proIessional activity, such as: scientiIic or academic titles, scientiIic and
technical works published in recent years, participation with works to scientiIic
communications sessions, symposiums, conIerences etc.
1.5. Other knowledge used Ior base proIession, such as: Ioreign languages, computer
operation, other proIessional specialization.

2. Professional activity
2.1. Quality oI perIormed works (technical level, clarity, concision etc.).
2.2. Complexity oI works produced
2.3. ProIession-based perIormance (number oI works produced in the last year, also
considering the complexity thereoI).
2.4. Level oI selI-dependence in solving problems (ability to grasp problems,
independence in thought and action, decision-making capacity, spirit oI initiative
etc.).
2.5. Ability to coordinate works as well as the persons involved in perIormance thereoI.
2.6. Availability Ior Iurther endeavors (assuming oI additional skills, temporary
replacements oI personnel etc.).
2.7. Readiness in perIormance oI works.
2.8. Tidiness and organization at the workplace, management oI materials and
inIormation.

3. Characterization of job activity
3.1. Discipline and punctuality at work.
3.2. The employee`s social behavior, conduct and appearance at the
workplace.

APPENDIX No. 5A
SCORING SCALE FOR EACH SUB-CRITERION
1. Higher-education personnel
Criterion Sub-criterion Personnel value groups
I II III IV V
1. 1.1
1.2
1.3
1.4
1.5
4
0
0
0
0
6
2
2
1
1
9
5
5
4
4
15
9
7
7
7
23
15
9
10
10
2. 2.1
2.2
2.3
2.4
2.5
2.6
2.7
2.8

3
2
5
2
0
1
1
1

7
4
10
4
3
3
3
3

13
7
15
7
6
6
5
5

20
12
20
10
9
9
7
7

30
15
25
15
12
12
12
12

3. 3.1
3.2
2
1
4
3
7
5
12
9
15
12

NOTE:
1. Upon assessment oI employee`s activity pursuant to the provisions oI art. V.1. para.(4),
Ior each sub-criterion appropriate points shall be granted. By adding the points granted
Ior each sub-criterion the total score is obtained. Such value determines, according to
the scoring scales oI Appendix 5B, the classiIication oI employees into one oI the value
groups.
2. The total score Ior IulIilling the assessment criteria within negotiations shall maintain
the respective employee into the value group oI the previous year or shall include such
employee into a higher value group.


2. Medium-education personnel
Criterion Sub-criterion Personnel value groups
I II III
1. 1.1
1.2
1.3
1.4
1.5
4
0
-
-
0
9
5
-
-
4
23
15
-
-
10
2. 2.1
2.2
2.3
2.4
2.5
2.6
2.7
2.8
3
2
5
2
0
1
1
1
13
7
15
7
6
6
12
5
30
15
25
15
-
12
5
12
3. 3.1
3.2
2
1
7
5
15
12

NOTE:
1. Upon assessment oI employee`s activity pursuant to the provisions oI art. V.1. para.(4),
Ior each sub/criterion appropriate points shall be granted. By adding the points granted
Ior each sub/criterion the total score is obtained. Such value determines, according to
the scoring scales oI Appendix 5B, the classiIication oI employees into one oI the value
groups.
2. The total score Ior IulIilling the assessment criteria within negotiations shall maintain
the respective employee into the value group oI the previous year or shall include such
employee into a higher value group.
APPENDIX No. 5B

VALUE GROUPS CLASSIFICATION DEPENDING ON THE
TOTAL SCORE OBTAINED FOLLOWING THE ACTIVITY ASSESSMENT
Total score
Value group Higher education personnel Medium education personnel
I 0-39 0-58
II 40-80 59-145
III 81-132 146-196
IV 133-194 -
V 195-227 -

APPENDIX No. 6

CASES WHEN PAID DAYS-OFF ARE GRANTED AND NUMBER THEREOF

1.
death oI spouse, child, parent, parent-in-law or oI a legal
dependent
3 days
2. death oI grandparent, siblings 2 days
3. birth oI a child 2 days
4. birth oI a child iI the employee has taken a child care class 5-10 days
5. marriage oI employee 5 days
6. marriage oI a child 2 days
7.
upon changing a job in the same unit, by moving residence to
a diIIerent locality
5 days
8.
blood donation 1 day more than as
provided by law

APPENDIX No. 7

TABLE OF CONTRIBUTION RATES TO BE BORNE BY EMPLOYEES WHO
BENEFIT OF REFERRALS TO BALNEAL TREATMENT AND RESTING TIME
THROUGH TRADE UNIONS

No. Minimum ranking
indicators applied to
minimum base salary
negotiated per unit
Contribution rates as percentage oI vouchers` value
to be paid by voucher beneIiciaries
Period 1.11-
30.04 oII-
season
Period 1.05-15.06
16.09-31.10 inter
season
Period
16.06-15.09
season
1. up to 1,116 30 35 40
2. 1,1161 to 1,268 30 40 45
3. 1,2681 to 1,420 35 40 45
4. 1,4201 to 1,572 35 45 50
5. 1,5721 to 1,724 40 45 50
6. 1,7241 to 1,876 45 50 55
7. 1,8761 to 2,028 50 55 60
8. 2,0281 to 2,181 55 60 65
9. 2,1811 to 2,333 60 65 70
10. 2,3331 la 2,485 65 70 75
11. 2,4851 la 2,637 75 80 85
12. 2,6371 la 2,840 85 90 95
13. over 2,841 100 100 100

APPENDIX No. 8

INDIVIDUAL EMPLOYMENT AGREEMENT
concluded and registered under no.. .../... in the general record of employees

A. Contract parties

The Employer legal entity/natural person
..................... with its registered oIIice/domicile
located in .................................................., registered with the Trade Registry/
public administration authorities oI...................................... under no. ..............., tax
code..........................., phone number ...................., legally represented by
............................... , in his/her capacity as .................................... ,

and

The employee Mr./Ms................................................................................,
residing in ............................, Street...................., number.......,
County .........................................., ID/passport series......... no.......................,
issued by ................, on .............., Personal Numerical Code (CNP)
....................................., work permit series ........... no. ...................., on .....................,
concluded this individual employment agreement in the Iollowing conditions agreed
upon:


B. Scope oI the agreement:.................

C. Duration oI agreement:
a) unlimited, employee ............... to begin working Irom the date oI...............;
b) limited, oI .......... months, Ior a period between the date oI .................. and the date
oI .............../during the suspension period oI the individual employment agreement oI the
position holder.


D. The working site
1.
Activities shall be carried out at ............
2.
In the absence oI a Iixed working place, the employee shall work as
Iollows:.........
E. Work type
The position/proIession oI ...................., according to the Romanian Occupational Index.
F. Job duties, competences and responsibilities
The duties, competences and responsibilities related to this job are listed in the job
description, contained in the Appendix to the individual employment agreement.

G. Working conditions

1.
Activities shall be carried out in compliance with the provisions oI Law no. 31/1991.
2.
The perIormed activities shall be carried in normal/special/extreme working
conditions, according to Law no. 19/2000 on the Public Pension System and Other
Social Security Rights, as subsequently amended and supplemented.

H. Job type

1. Full-time job, the working time interval being oI ...... hours/day, ........ hours/week.
a)
Working hours shall be distributed as Iollows: ............. (day hours/night hours/
uneven).
b)
Working hours may be changed under the applicable internal regulation/
collective bargaining agreement.

2. Part-time job.......... hours/day (at least 2 hours/day, ......... hours/week).
a)
Working hours shall be distributed as Iollows: ............. (day hours/night hours).
b)
Working hours may be changed under the applicable internal regulation/
applicable labor agreement.
c)
There will be no extra hours, except Ior Iorce majeure situations or Ior other
urgent works designed to prevent accidents or to eliminate accident consequences.

I. Vacation

The annual vacation period shall be oI ............ business days, depending on the job
type (Iull- time, part-time). Also, the employee shall beneIit Irom additional vacation oI
.........................................

J. Wages

1. A gross monthly base wages oI: RON.................................
2. Other components:
a)
rises ........
b)
allowances ........
c)
other additions.......

3. The extra hours worked outside the regular working hours or during non-working days
or legal holidays shall be compensated by paid hours oII or by a pay rise, according to the
applicable collective bargaining agreement.

4. The pay day/s is/are ... .........
K. Parties` rights and obligations related to health and work security:
a)
individual protection equipment................ .........
b)
individual working equipment ...................
c)

hygienic-sanitary materials........................................................................................
d)
protection Iood...............................
e)
other rights and obligations related to work security and
health...........

L. Other clauses
a)
the probation period is .................................................................
b)
the notice period, in case oI dismissal, shall be oI ............ business days, in
compliance with the applicable collective bargaining agreement.
c)
the notice period, in case oI resignation, shall be oI........ calendar days, in
compliance with the applicable collective bargaining agreement.
d)
in case that an employee is to carry out his/her activities abroad, the inIormation
listed under Article 18, paragraph(1) oI Law no. 53/2003 the Labor Code shall
be included also in his/her individual employment agreement;
e)
other clauses.

M. The parties` general rights and obligations

1. An employee has, in principal, the Iollowing rights:
a)
to a wage Ior the work rendered by him/her;
b)
to daily and weekly rest;
c)
to annual vacation;
d)
to equal opportunities and treatment;
e)
to work security and health;
f)
to proIessional training, under the terms speciIied by addenda.

2. An employee has, in principal, the Iollowing obligations:
a)
to accomplish his/her working norm or, as applicable, to IulIill his/her duties
according to his/her job description;
b)
to observe the work discipline;
c)
to observe the provisions et Iorth by internal regulations, applicable collective
bargaining agreement;
d)
to observe work security and health measures in the unit;
e)
to observe proIessional conIidentiality.

3. An employer has, in principal, the Iollowing rights:
a)
to give mandatory orders to employees, under the reserve oI their legality;
b)
to control the manner in which proIessional duties are IulIilled;
c)
to conIirm disciplinary violations and to apply appropriate sanctions, under Law
no. 53/2003 the Labor Code, applicable collective bargaining agreement, and
the internal regulations.

4. An employer has, in principal, the Iollowing obligations:
h)
to grant to employees all the rights resulting Irom individual employment
agreements, the applicable collective bargaining, and under the law;
i)
to ensure permanently the technical and organizational conditions considered in
draIting the working norms, and appropriate working conditions;
j)
to inIorm employees on the working conditions and on aspects related to the
development oI working relations;
k)
to issue, upon request, all the documents conIirming the capacity as employee oI a
requester;
l)
to ensure conIidentiality oI any employee`s personal data;
m)
to observe the provisions et Iorth by internal regulations, applicable collective
bargaining agreement;
n)
to pay and transIer all contributions and taxes owed by employee.

N. Final provisions
1. The provisions oI this individual employment agreement shall be supplemented by
the provisions oI Law no. 53/2003 - The Labor Code, and oI the applicable collective
bargaining agreement, concluded at the level oI research-development-design industry,
registered under no. .........../....... with the Ministry oI Labor, Social Solidarity and
Family.

2. Any amendment to the agreement clauses during this individual employment
agreement perIormance shall impose the conclusion oI an addendum to the agreement,
according to the legal provisions.

3. This individual employment agreement was concluded in two counterparts, one Ior
each party.

4. Any disputes related to the conclusion, perIormance, amendment, suspension or
termination oI this individual employment agreement shall be settled by the court having
substantive and territorial jurisdiction, under the law.


Employer, Employee,

............... ...............


Legal representative,

................



On the date oI .............., this agreement expires under art. ............ oI Law no. 53/2003 -
the Labor Code, aIter the legal procedure has been IulIilled.


Employer,
............

APPENDIX No. 9A

Official seal with the following text. Output no. , aay , month , year

DEMOCRATIC TRADE UNIONS CONFEDERATION OF ROMANIA
aIIiliated to the European Trade Unions ConIederation
aIIiliated to the World ConIederation oI Labor
1-3 Walter Maracineanu Square, sector 1, Bucharest, P.O. 1789

DECISION NO. 58/26 May 2005

Considering the application Ior aIIiliation to the Democratic Trade Unions ConIederation
oI Romania submitted by the Union Federation oI Research-Development Employees oI
Romania registered under no. 306/25.05.2005;

In compliance with the provisions oI art. 45, letter "g" oI the Democratic Trade Unions
ConIederation oI Romania Statutes;

The National Executive Bureau oI Democratic Trade Unions ConIederation oI Romania,
held, according to its statutes, a meeting on 26 May 2006 where it adopted the Iollowing

DECISION

Art. 1. Approves the aIIiliation request to Democratic Trade Unions ConIederation
oI Romania (CSDR) submitted by Union Federation of Research-Development
Employees of Romania.

Art. 2. The Organization, General Secretariat, Financial Administrative Department
shall IulIill this decision and shall communicate it to all parties concerned.

PRESIDENT,
IACOB BACIU
Official seal
Signea illegibly

TRUE COPY
31 May 2010
APPENDIX 9B

FILE NO. 19041/3/2008
ROMANIA
BUCHAREST COURT III
rd
CIVIL SECTION

CIVIL SENTENCE NO. 7

Public hearing held on 16 June 2008
The court consisting oI:

PRESIDING JUDGE Cornelia Telechi
COURT CLERK Jeni TrandaIirescu

The settlement oI this civil cause regarding the request submitted by the
Democratic Trade Unions ConIederation oI Romania (CSDR), as petitioner, to ascertain
the representativeness oI Democratic Trade Unions ConIederation oI Romania is pending
beIore the court.
The verbal pleadings were stated in a public hearing held on 9 June 2008 and the
same were registered in the closing minutes oI that date and the court, being in need oI
time Ior deliberations, has adjourned the delivery oI the decision Ior 16 June 2008 and
has ruled as Iollows:
THE COURT

By the legal action registered on 20 May 2008 with Bucharest Tribunal, the
Democratic Trade Unions ConIederation oI Romania, as plaintiII, requested, considering
the evidence to be produced, that the representativeness oI this conIederation be
acknowledged on a national level.
The claim`s rationale shows that the petitioner has the legal status oI a trade union
organization oI conIederation type, organizational and Iinancial independence, its own
trade union structures in at least halI oI all counties oI Romania, including Bucharest,
includes representative trade union Iederations Irom at least 25 oI activity industries
and at the same time the trade union organizations members oI this conIederation have
gathered a number oI members at least equal to 5 oI the employees existent in the
national economy.
The plaintiII enclosed to Iile a series oI written evidence in order to sustain its
claims submitted by this legal action.
Considering the existent evidence and in compliance with the provisions art. 17
para. 1 letter a in relation to art. 17 para. 2 letter a oI Law no. 130/1996 republished on
collective bargaining agreement, the tribunal shall order that the claim is sustainted as it
was lodged Iollowing to acknowledge the petitioner`s representativeness at national level.

For these reasons
In the name of law
RULES:

- to sustain the claim lodged by the Democratic Trade Unions ConIederation oI Romania
(CSDR), as plaintiII, headquartered in Bucharest, 1-3 Walter Mrcineanu Square, sector
1.

- to acknowledge the representativeness oI the plaintiII at national level.

This decision may be appealed.
This decision has been delivered in public hearing, this day, 16 June 2008

PRESIDING 1UDGE COURT CLERK
CORNELIA TELECHI JENI TRANDAFIRESCU

Official seals
Signea illegibly
Juaicial stamp appliea

True copy
III
RD
Civil Section
ANGHEL MARIANA
Chief Court Clerk



APPENDIX No. 10

UNIONS` FEDERATION OF RESEARCH &DEVELOPMENT EMPLOYEES -
ROMANIA
202A Splaiul Independentei, 06002, Bucharest, Romania
Tel./Fax: 004 021 312 54 13, P.O. BOX 35 136, Mobile: 004 0744 55 45 83


Output No. 37/28 May 2010
Input No. 19/1 June 2010

POWER-OF-ATTORNEY
granted to
Romanian Employer`s Organization in Research and Project (PRCP)
In attention oI Mr. President,

We bring to your knowledge hereinaIter the persons who are part oI the delegation oI the
Union`s Federation oI Research and Development Employees - F.S.L.C.P.R. authorized
to negotiate the COLLECTIVE BARGAINING AGREEMENT at RESEARCH-
DEVELOPMENT INDUSTRY LEVEL for the years 2010-2015.

1. Mr. Radu MINEA
2. Mr. Cezar AMIRA
3. Mr. Petre VOICU
4. Ms. Ana FRNCU
5. Mr. George EPURESCU

With great respect,
President oI F.S.L.C.P.R.
Radu Minea
Signea illegibly
APPENDIX 11A

NATIONAL CONFEDERATION OF ROMANIAN EMPLOYERS
24-26 Lascar Catargiu Blvd., Bucharest, sector 1
Tel: 021 231 61 92; Iax 021 231 61 93; www.cnpr.ro; e-mail:
cnprcnpr.ro


No. 256/03.08.2010

POWER-OF-ATTORNEY

The National ConIederation oI Romanian Employers C.N.P.R., through Mr.
Mircea Ramba, as manager oI C.N.P.R.;
Based on sentence no. 12/FED oI 2006, delivered by Bucharest Tribunal whereby
the national level representativeness oI C.N.P.R. was ascertained Ior the negotiation and
conclusion oI the collective bargaining agreement, under the conditions oI art. 15(1).a) oI
Law no. 130/1996 on collective bargaining agreement;
Considering the provisions oI art. 16 oI Law no. 130/1996

APPOINTS
Romanian Employer`s Organization in Research and Project to be representative
at the research-development-project industry level Ior the negotiations regarding the
collective bargaining agreement oI said industry level Ior the period 2010-2015.
The employers` representatives assigned Ior the negotiations regarding the
addendum to the collective bargaining agreement Ior this industry are the Iollowing:

a.
PhD Eng. Ion Stnciulescu
b.
PhD Eng. Emilia Visileanu
c.
Eng. Hariton George Predescu
d.
PhD Eng. Ion Pirn
e.
PhD Eng. Tudorel SteIan Crciunoiu


Eng. Mircea Ramba
Head oI General Secretariat
Official seal
Signea illegibly
APPENDIX 11B

File no. illegible

ROMANIA

BUCHAREST TRIBUNAL - 4
th
CIVIL SECTION
CIVIL SENTENCE NO. 12/FED

PUBLIC HEARING HELD ON 6 April 2006
the court consisting oI:
PRESIDING JUDGE SEMIDA POPA
COURT CLERK RALUCA TRICA

The settlement oI the claim lodged by the National ConIederation oI Romanian
Employers C.N.P.R., as petitioner, having as object the trade union representativeness
is pending beIore the court.
The debates on the merits oI the case and the parties` claims were stated in a
public hearing held on 4 April 2006, the same were registered in the closing minutes oI
that date and are an integral part oI this document, when the court, being in need oI time
Ior deliberations and allowing the parties to submit written conclusions to Iile, adjourned
the delivery oI the decision Ior 6 April 2006 and ruled as Iollows:

THE COURT,

AIter deliberations in this case, has acknowledged the Iollowing Iacts:
By the request registered on 20 March 2006, pending beIore the Bucharest Court
4t
h
Civil Section, under no. 7823/3/2006, the National ConIederation oI Romanian
Employers C.N.P.R., as petitioner, requested the acknowledgement oI its capacity oI
representativeness at national level necessary to negotiate the collective bargaining
agreement at such level.
The claim`s rationale shows that the petitioner IulIills the conditions on
representativeness provided Ior in art. 14, 15, 16 oI Law no. 130/1996.
To substantiate this claim, the petitioner submitted to Iile, the Iollowing
documents: the civil sentence no. 11, dated 17 August 1992 delivered by the Bucharest
Court oI Law, the C.N.P.R.`s bylaws, C.N.P.R.`s centralized member lists, the civil
sentences issued by courts oI law whereby the registration oI C.N.P.R. members as legal
entities was ordered, an excerpt oI 'National ClassiIication oI Economic Activities and
an excerpt Irom the 'Monthly Statistical Bulletin
Analyzing the Iile`s documents and works, the Court considers that the such
request is grounded and is to be sustainted based on Iact that the petitioner meets all the
conditions on representativeness at national level, namely it has an organizational and
Iinancial independence, represents the employers the units oI which operate in at least
halI oI the total number oI counties, including Bucharest; represents the employers the
units oI which carry out activities within at least 24 oI activity industries and represents
the employers the units oI which count Ior minimum 7 oI the number oI employees
existent in national economy.
In this case, the National ConIederation oI Romanian Employers C.N.P.R. is
Iully independent, both Irom an organizational and Iinancial perspective, represents
employers` organizations and employers which units operate in 41 counties and
Bucharest, represents employers` organizations and employers which units carry out
activities in 12 out oI those 19 activity industries oI the national economy, represent
employers` organizations and employers which units include illegible oI all employees
existent in national economy.
ThereIore, the court oI law, under art. 15, para. 1, letter a oI Law no. 130/1996
republished, shall sustain the request and shall acknowledge that the petitioner IulIills all
conditions on representativeness necessary to take part to the negotiation oI the collective
bargaining agreement at national level.

For these reasons
In the name of law
RULES:

to sustain the claim lodged by the National ConIederation oI Romanian
Employers C.N.P.R., headquartered in Bucharest, 2 Mircea Eliade Blvd., sector 1.
to acknowledge that the petitioner meets all the conditions on representativeness
necessary to participate to the negotiation oI the collective bargaining agreement at
national level.

This decision may be appealed within 15 days as oI its communication.
This decision has been delivered in public hearing, this day, 6 April 2006.


PRESIDING 1UDGE COURT CLERK
S. POPA R. TRICA

Official seals
Signea illegibly
Juaicial stamp appliea

DraIted by S.P.
Typed by R.T.
3 copies/ 20 April 2006

APPENDIX No. 11C

Romanian Employer`s Organization in Research and Project P.R.C.P.

103 Oltenitei Road, 1

st
Iloor, room 103, sector 4, code 041303, Bucharest, ROMANIA
Telephone: 332 56 11; 332 37 70/243; FAX: 332 56 11

Output no. 33/23 July 2010

POWER-OF-ATTORNEY
Granted to


FSLCPR,

In attention oI Mr. Vice President

We bring to your knowledge hereinaIter the persons who are part oI P.R.C.P.
delegation authorized to negotiate the collective bargaining agreement at the research-
development-project industry level Ior the year 2010.

a.
PhD Eng. Ion Stnciulescu
b.
PhD Eng. Emilia Visileanu
c.
Eng. Hariton George Predescu
d.
PhD Eng. Ion Pirn
e.
PhD Eng. Tudorel SteIan Crciunoiu


With great respect,

VICE-PRESIDENT
ProIessor PhD. Eng. Nicolae Vasile
Official seal
Signea illegibly
APPENDIX No. 12

List oI articles and Appendixes to agreement that are renegotiated every year.

II.16
III.2
III.5.(3)
III.8.(2)(3)
III.13
IV.1
IV.11
V.1
V.2
V.3
V.4
V.5
VI.1.(1)(2)
VI.10.(1)
VI.13
VI.21
VII.3
VII.24

Appendixes 1 -; - 8; 13

Upon annual negotiations, each contractual party may propose new articles that must
not cancel or contradict the provisions oI the articles, which are not subject to annual
negotiations.
APPENDIX No. 13

UNITS WHERE THE COLLECTIVE BARGAINING AGREEMENT FOR THE
RESEARCH-DEVELOPMENT-DESIGN INDUSTRY APPLIES

No. Unit R-D-P (Research- Development-Project) Trade Union
1 'Ilie Murgulescu Institute oI Physical Chemistry oI the
Romanian Academy
ICF
2 Romanian Standards Association ASRO ASRO
3 I.T.C. Institute Ior Computers - S.A. ITC
4 ICPE S.A. Electronics/Electrical Engineering Institute ICPE
5 Research Development and Testing National Institute Ior
Electrical Engineering (INCD ncercri pt. Electrotehnic -
ICMET Craiova)
LIT; LMP; INDEP;
LIBER ICMET
Craiova
6 INCDIE ICPE-CA (ICPE Advanced Research) ICPE-CA
7 Institute oI ScientiIic Research , Technological Engineering and
Design oI Lignite Mines - ICSITPML
ICSITPML
8 Geological Institute oI Romania IGR
9 Institute oI Oriental Studies ISO
10 National Institute oI Wood INL
11 National Agricultural Research & Development Institute
Fundulea
Libertatea Fundulea
12 National Institute Ior Research & Development in Construction
and Economy oI Construction INCERC
INCERC
13 National Institute Ior Research and Development in InIormation
Techology
ICI
14 National Reasearchr & Development Institute Ior Welding and
Material Testing ISIM
ISIM
15 National Institute Ior Marine Research and
Development "Grigore Antipa" - Constana
SL 'GRIGORE
ANTIPA
16 National Research and Development Institute
Ior Animal Biology and Nutrition Balotesti IlIov
IBNA
17 The National Institute Ior Research & Development in
Chemistry and Petrochemistry - ICECHIM Bucuresti
ICECHIM
18 Institute oI Research & Development Ior Electrochemistry
Condensed Matter Timisoara
INCDEMC Timisoara
19 National Institute oI Research & Development Ior Earth Physics INFP
20 National Research and Development Institute Ior Marine
Geology and Geoecology GeoEcoMar
GEOECOMAR
21 National Institute oI Research and Development Ior Land
Reclamation ISPIF
ISPIF
22 National Institute oI Research - Development Ior Machines and
Installations Designed to Agriculture and Food Industry - INMA
INMA
23 National Institute oI Research and Development in Mechatronics
and Measurement Technique
CEFIN
24 Institute oI Metallurgical Research ICEM
25 National Institute oI Research and Development Ior NonIerrous
and Rare Metals IMNR
SIND-CE-IMNR
26 National Institute oI Research & Development NOE 2000; ICIA Cluj
Ior Optoelectronics INOE 2000 Bucharest
27 National Institute Ior Research and Development in
Environmental Protection - ICIM
ICH; SLAPM
28 National Institute oI Research and Development Ior Isotopic and
Molecular Technologies INCDTIM
INCDTIM
29 National Institute oI Research & Development in Construction
and Economy oI Construction - INCERC
URBANPROIECT
30 National Institute oI Research & Development Ior Gas Turbines
and Engineering COMOTI
SIMAV
31 National Institute oI Research & Development Ior OilIield
Equipment IPCUP
IPCUP
32 National Research and Development Institute Ior Soil Science
Agro-chemistry and Environment ICPA
ICPA
33 National Research & Development Institute Ior Textiles and
Leather INCDTP
CERTEX;CERPI;
SICPIC
34 National Institute Ior Materials Physics INFM
35 National Institute Ior ScientiIic and Technical InIormation and
Documentation INID
INID
36 National Glass Institute CESTI
37 National Institute Ior Chemical & Pharmaceutical Research and
Development ICCF
ICCF
38 National Institute Ior Laser, Plasma & Radiation Physics RADIATIA
39 National Institute Ior Biological Sciences - Cluj-Napoca industry ICB Cluj-Napoca
40 National Institute Ior Biological Sciences - Iasi industry ICB Iasi
41 National Institute oI Research and Development Ior Biological
Sciences Bucharest
INSB Bucharest
42 National Institute oI Research and Development "Victor Babes" OSINCDDPSB "V.
Babes"
43 Research and Development Institute Ior Hot Processes INTEC -
S.A.
INTEC
44 Design Institute Ior Oil ReIineries IPIP - S.A. IPIP
45 IPROMET - S.A. Institute Ior Design oI Metallurgical Plants
Institutul
IPROMET
46 S.C. Automobile DACIA - S.A. Pitesti CESAR
47 S.C. ELECTROPUTERE - S.A. Craiova ELECTOTEHNICA
48 S.C. INCERTRANS - S.A. Bucuresti INCERTRANS
49 S.C. STRAERO - S.A. Institute Ior Analysis and Testing oI
Aero-Astronautical Structures
AEROSIN
50 S.C. AEROSTAR - S.A. Aeronautical Industrial Group ITEF AEROSTAR
51 S.C. Company oI Applied Research and Investments - S.A. ICA
52 S.C. Energy Research And Modernizing Institute Industry- S.A.
ICEMENERG
ICEMENERG
53 S.C. ICERP - S.A. PETROCHIM
54 S.C. ICTCM Institute oI Research and technological Design Ior
Automotive Engineering - S.A.
ICTCM
55 S.C. IPROCHIM - S.A. IPROCHIM
56 S.C. IPROLAM - S.A. - Designing and
Engineering. Institute Ior Rolling Mills
IPROLAM
57 S.C. MASTER S.A. Institute oI Thermal Machinery MASTER
58 S.C. OVM ICCPET - S.A. Oskar von Miller Institute oI Design
and Research in Energy Iield
PROCED
59 S.C. PETRODESIGN - S.A. PETRODESIGN
60 S.C. PROCETEL - S.A. Design and Research in
Telecommunications
ROMTEL
61 S.C. SIMTEX - S.A. SIMTEX
62 S.C. SIAT - S.A. Bucuresti SIAT

APPENDIX 14

MAIN REGULATIONS REFERRED TO IN CCM-R


ROMANIAN CONSTITUTION;
Law no. 130/1996 on Collective Bargaining Agreement, as subsequently amended and
supplemented;
Law no. 53/2003 Labour Code, as subsequently amended and supplemented;
CCM-R/2005 C.C.M. Ior the Research-Development Industry (OIIicial Gazette oI
Romania, V
th
Part);
GD no. 1310/1996 on Trade Unions Law;
Law no. 54/2003 on employers;
Law no. 356/2001 on organization and operation oI research-development units;
European Charter for Researchers and Code of Conduct for Recruitment of
Researchers;
Law no. 19/2000 on system oI public pensions and other social security allowances -
as subsequently amended and supplemented;
Order no. 340/2001 Ior the approval oI regulations on the application oI Law no. 19/
2000;
Law no. 31/1991 on diminishing the duration oI working time under 8 hours/day Ior
the employees who work in particular, harmIul, diIIicult or dangerous conditions;
Law no. 90/1996 on occupational health and saIety - as subsequently amended and
supplemented;
Law no. 210/1999 on parental leave;
Law no. 145/1997 on social health insurance - as subsequently amended and
supplemented;
Law no. 130/1999 on certain measures Ior protecting the employed personnel;
GEO no. 102/1999 on special protection and employment oI persons with disabilities
- as subsequently amended and supplemented;
Law no. 111/1996 on saIe deployment oI nuclear activities, as subsequently amended;
GD no. 655/1990 concerning the rights oI employees carrying on their activities in an
environment with nuclear radiations;
GD no. 261/2000 on the criteria and methodology used Ior staII recruitment in special
positions - as subsequently amended and supplemented;
Order no. 352/2001 on approving the application regulations oI provisions set Iorth
by GD no. 261/2001;
GD no. 249/1997 on approving ROF oI National Commission Ior Nuclear Activities
Control;
GD no. 583/2001 on establishing the classiIication criteria Ior the research,
exploration, exploitation and processing oI nuclear raw materials Irom I and II areas with
exposure to radiations;
Law no. 95/1998 Ior approving and modiIying GO no. 8/1997 on incentives Ior
research-development and innovation;
GD no. 37/1999 on organization and development oI the PhD program;
GEO no. 30/1997 on autonomous administration reorganization;
GD no. 203/1997 on approving the application regulations Ior the provisions stated by
GEO no. 9/1997;
Law no. 11/1991 on repression oI unIair competition;
GO no. 64/2001 concerning the allocation oI proIit in national companies, and trade
companies in which the state is the sole or majority shareholder, as well as in autonomous
administrations;
Law no. 571/2003 on Tax code;
GD no. 327/2003 on main limits under which the wages costs directly related to the
Iinancing agreement concluded Irom budgetary Iunds are calculated;
GD no. 475/2007 on approval oI National Plan II;
GD no. 543/1995 on monetary rights oI employees Irom public institutions and
autonomous administrations, subject to special conditions during delegation and
secondment to another locality, as well as in case oI travelling within the same locality
Ior job related purposes as subsequently amended and supplemented;
GD no. 518/1995 on certain rights and obligations oI Romanian personnel sent abroad
Ior unit temporary missions - as subsequently amended and supplemented;
Law no. 319/2003 on status oI research-development personnel;
GD no. 637/2003 on approving the Iramework regulations on organization and
operation oI research-development institutes;
GO no. 57/2002 on scientiIic research and technological development;
Law no. 324/2003 Ior approving GO no. 57/2002, as subsequently amended;
Law no. 206/2004 on ethics in research;
Law no. 544/2001 on Iree access to public interest inIormation;
Order no. 3516/2008 oI MEdCT on CA regulations;
Law no. 467/2006 on inIorming and consulting the employees;


Any other European regulations and legal provisions in force.