- General provisions
(Title I - art. 1-9) - The individual employment contract
(Title II - art. 10-107) - Working time and
rest period
(Title III - art. 108-153) - Remuneration
(Title IV - art. 154-170) - Health and safety
at work
(Title V - art. 171-187) - Vocational training
(Title VI - art. 188-213) - Social dialogue
(Title VII - art. 214-235) - Collective labour agreements
(Title VIII - art. 236-247) - Labour disputes
(Title IX - art. 248-253) - Labour Inspectorate
(Title X - art. 254-256) - Legal liability
(Title XI - art. 257-2801) - Labour jurisdiction
(Title XII - art. 281-291) - Final and transitional provisions
(Title XIII - art. 292-298)
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Art. 64. [mandatory reallocation proposal]
(1) When the dismissal is decided for the reasons provided for in Article 61 (c) and (d) or when the individual employment contract ceases de jure on the basis of Article 56 (f), the employer shall propose the employee other vacant positions in the organization, which are compatible with his/her professional background or, as the case may be, with the work capacity, as established by the occupational medicine physician. (2) When the employer has no vacancy in the meaning of paragraph (1), it shall request the support of the local public employment office in order to reallocate the employee, according to his/her professional background and/or, as the case may be, according to the work capacity, as established by the occupational medicine physician. (3) An employee shall have a deadline of three working days from the notification of the employer, according to the provisions of paragraph (1), for the expression of his/her written agreement on the newly offered workplace. (4) If the employee does not express his/her agreement within the deadline provided for in paragraph (3), and after notifying the local public employment office of the case according to paragraph (2), the employer may dismiss the employee. (5) In case of dismissal for the reason provided for in Article 61 (c), the employee shall receive a benefit, under the terms of the applicable collective labour agreement or the individual employment contract, as the case may be. |