FAQ

Citizens of Schengen countries can cross the internal borders of all member states without passport checks. The Schengen visa entitles the holder to visits of up to 90 days every 6 months in the entire Schengen area.
Both foreign employers and employees in Romania often have to deal with complex employment issues which can become far more adventurous than expected due to the Romanian legal culture relating to employment. Below are some insights on what aspects foreign employers and employees should take into consideration when dealing with labor law issues in Romania. Dismissals can be performed only in the cases expressly provided by the Labor Code and under observance of the procedure stipulated by the respective provisions. If these provisions are not observed, the dismissal decision will be declared void by the court. Mutual termination of the employment contract is a recommended alternative to the dismissal procedure. Concealed employment. A service agreement concluded with a freelancer must be drafted with special attention in order to avoid the risk of it being reclassified as an employment contract (with the associated taxation for salaries) by the fiscal authorities. Transfer of undertaking. Employees and their representatives benefit from special protection in the case of transfer of undertaking. The applicable rules should be carefully analyzed by foreign investors before entering into sell-purchase agreements (both share deals and asset deals) in order to avoid any legal risks arising from these transactions with respect to the rights of the transferred personnel. Probationary periods. In case the foreign employer considers that the maximum probationary period provided by the law (i.e. 120 days for executives and 90 days for non-executives) is not sufficient for evaluation of the employee, there is the possibility to conclude a fixed-term employment contract. Nevertheless, the employer should consider the restricted conditions under which the conclusion of such contract can be performed, as provided by the law. Vacation. The rule is that vacation must be taken every calendar year. If vacation was not taken entirely in the respective calendar year, the employer is obliged to grant the employee the rest of his or her vacation until the end of the next calendar year. In practice, many employers fail to observe this provision, which leads to conflicts. To avoid this, it is recommended that foreign employers introduce strict internal rules regarding vacation. Assignment of foreign employees. As a rule, foreign employees need to obtain a visa, a residence permit and a work permit in order to undertake work activities in Romania. It can take up to four months in order to obtain all three documents.
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Anim pariatur cliche reprehenderit, enim eiusmod high life accusamus terry richardson ad squid. 3 wolf moon officia aute, non cupidatat skateboard dolor brunch. Food truck quinoa nesciunt laborum eiusmod. Brunch 3 wolf moon tempor, sunt aliqua put a bird on it squid single-origin coffee nulla assumenda shoreditch et. Nihil anim keffiyeh helvetica, craft beer labore wes anderson cred nesciunt sapiente ea proident. Ad vegan excepteur butcher vice lomo. Leggings occaecat craft beer farm-to-table, raw denim aesthetic synth nesciunt you probably haven't heard of them accusamus labore sustainable VHS.
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