Nicolae Iorga street, 2/1,
Tîrgu-Mureș
postal code: 540088
telephone:0265-250102;
0265-255554
e-mail: redactie@revcurentjur.ro
Year: 2024
Issue: 3
Volume: 98
Author Names: Roxana Maria ROBA, Lecturer Phd, „George Emil Palade” University of Medicine, Pharmacy, Science, and Technology of Tîrgu Mureș, Faculty of Economics and Law, ROMANIA
Abstract: To check the skills of the employee, at the conclusion of the individual employment contract for an indefinite period, a probation period of no more than 90 calendar days may be established for the execution functions and no more than 120 calendar days for management positions. The probation period is, as a rule, optional, in the individual employment contract and is stipulated in the form of a contract clause. There are a number of important advantages in this way of checking the skills of the employee, which is why in practice it is frequently used by the parties of the individual employment contract. This study aims to analyse this specific clause of the individual employment contract and its impact on both sides of the individual employment contract, as well as the controversial aspects of judicial practice regarding the probation perio
DOI: https://doi.org/10.62838/cjjc-2024-0020
Pages: 53-61