This article analyzes harassment at work in the light of the Labor Code, Law no. 202/2002 on equal opportunities and treatment between women and men and O.G. no. 137/2000 on the prevention and sanctioning of all forms of discrimination. The latter normative act defines moral harassment in the workplace as „any behavior that, by its systematic nature, may harm the dignity, physical or mental integrity of an employee or group of employees...

In the present article the author analyses rest time forms regulated during the work schedule (lunch break), the one at the end of the daily work schedule (daily rest), as well as the one at the end of the week (weekly rest). It is emphasized that working time cannot be continuous, as it is intersected or segmented by daily and weekly rest periods. There is a symbiosis between working time and rest time.

Rest leave is a main right of the employees, which responds to the need to restore the work force after a period of professional activity, usually 12 months. He is a right that implies the conjugation of two sides, namely the one regarding rest during the leave, which has a non-patrimonial character and the other patrimonial side, representing the leave allowance.

An exception from the normal work schedule (40 hours per week) is additional work. This is possible only as an exception and under strictly determined conditions. Thus, the maximum legal duration of working time cannot exceed 48 hours per week. The extension of this duration is possible, but provided that the average working hours, recorded over a reference period of four calendar months (sometimes six months), doe...

The civil servant can impugn disciplinary sanction at the administrative court. It may address the court to cancel the action without the need for prior complaint. However, this procedure is necessary only in the event last disciplinary namely dismissal from the public. Trial procedure is conducted in accordance with the Code of Civil Procedure. ...