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Demers către angajator, care nu are nici un drept sa concedieze salariații pe motiv de nevaccinare

Demers către angajator, care nu are nici un drept sa concedieze salariații pe motiv de nevaccinare

La solicitarea mai multor persoane care sint efectiv șantajate de către șefii lor, sa se vaccineze sub amenințarea concedierii, public următorul mode de demers către angajator, care nu are nici un drept sa concedieze salariații pe motiv de nevaccinare:

Adresa catre managerul/ conducatorul institutiei care te conditioneaza de efectuarea vaccinului obligatoriu, in actul muncii

DOMNULE DIRECTOR/MANAGER

Subsemnatul(a)…………………………………………………………………..CNP………………………………………., domiciliat in …………………………………………
In calitate de salariat al …………………………………………………………………., avand functia de ……………………………………… avand in vedere informarea verbala/scrisa din data de ……………………………. prin care mi-ati adus la cunostinta faptul ca sunt obligat sa ma vaccinez impotriva Covid 19, va instiintez despre REFUZUL MEU CLAR MANIFESTAT fata de aceasta obligatie impusa mie in mod nelegal, avand in vedere urmatoarele:

MOTIVE

Vaccinarea impotriva Covid 19 NU ESTE OBLIGATORIE, avand in vedere ca nu exista la nivel national emisa o lege care sa oblige cetatenii acestei tari la vaccinarea de acest tip. Prin urmare, cererea dumneavoastra este nelegala si abuziva si solicit revenirea asupra acestei dispozitii, in cazul meu.

Va invederez faptul ca aplicarea unor eventuale restrictii sau sanctiuni pe criteriul nevaccinarii reprezinta o masura discriminatorie, in conditiile prevazute de Art.16, 43 din Constitutia R. Moldova, cu aplicarea prevederilor Legii privind asigurarea eglității nr. 121/2012.

Consideram ca nu este rezonabila impunerea vaccinarii de catre angajator, in conditiile in care salariatul isi indeplineste obligatiile contractuale, nu este legala obstructionarea in vreun fel a drepturilor sale. Recunoastem ca exista in societatea actuala acreditata idea unei pandemii, ca exista preocuparea si efortul unor factori de decizie de a limita efectele acesteia asupra colectivitatilor, dar asta nu indreptateste un angajator de a conditiona, de a ameninta, de a obliga in vreun fel un salariat la actul vaccinarii.

Prin conditionarea acestui act, imi sunt prejudiciate grav drepturile garantate de lege si voi expune in continuare, succinct, argumentele ce imi indreptatesc acest refuz justificat :

1. Contractul de munca reglementeaza sfera drepturilor si a obligatiilor in cee ace priveste strict raportul de munca pe toata durata desfasurarii actului de munca intr-un interval orar dat. Actul vaccinarii presupune o decizie ce depaseste actul limitat al muncii, si interfereaza cu viata privata si drepturile fundamentale ale omului, fapt ce nu este permis ( Art.16, Art. 43 si Art.28 din Constitutia R. Moldova, Art. 8 CEDO, OG 137/2000, Conventia de la Oviedo, Conventia de la Nurenberg

2. Revenind la relatia strict contractuala ce defineste clar sfera obligatiilor mele in aceasta unitate, conditionarea raportului meu de munca de efectuarea unui vaccin este inoportuna, discriminatorie si incalca flagrant legislatia muncii. (Art.5 Codul Muncii, Art.6, Art.8 Codul Muncii, Art.9 Codul Muncii)

3. Prin impunerea actului de vaccinare in orice mod si conditionarea acestui act medical in actul muncii este o incalcare flagranta si a DREPTULUI MEU LA INFORMARE, prevazut de legislatia internationala, dar si de prevederile interne , in conditiile art. 9, 421 Codul Muncii, Art. 2 și 13 Legea privind securitatea si sanatatea in munca. Am dreptul sa cunosc si sa fiu informat de masurile pe care angajatorul le ia pentru protejarea securitatii si sanatatii salariatilor, inclusiv prin activitatile de prevenire a riscurilor profesionale. Desi acesata situatie de risc pandemic este relativ noua in contextul analizei factorilor de risc la locul de munca, ea se cere amplu si judicios analizata si aplicata in conformitate cu respectarea drepturilor salariatului si cu normele legislative in vigoare.

4. Nu este solicitata si nu mi-ati prezentat o informare a medicului de medicina muncii asupra oportunitatii cerintei de vaccinare, desi este obligatorie consultarea si obtinerea punctului de vedere informat al medicului de medicina muncii, in conditiile in care cerinta priveste un act medical –vaccinarea- ce excede gradului de pregatire al managerului institutiei. De aceea e necesar un punct de vedere informat al specialistului – medicul de medicina muncii – care are obligatia dar si abilitatea de a se pronunta asupra obligativitatii/oportunitatii efectuarii de catre salariat a unui act medical. Presedinta CESE[1], doamna Schweng, exprimandu-se cu privire la campaniile de vaccinare initiate de statele europene, isi exprima dubii serioase cu privire la atitudinea angajatorilor europeni in raport cu salariatii lor, si recunoaste faptul ca injectarea NU POATE FI OBLIGATORIE, “deoarece un vaccin este un atac si fiecare trebuie sa decida individual daca il vrea sau nu pentru sine.”

5. Vaccinurile aflate in distributie pe teritoriul R. Moldova sunt in perioada de testare care se incheie, potrivit opiniei specialistilor OMS, in 2024, astfel incat toate aceste tipuri de vaccinuri trebuie sa primeasca aprobarea prealabila din partea Agentiei Europene pentru Medicamente (EMA), cel tarziu pana la finele acestui an. Avand in vedere acest fapt, este justificata manifestarea, de către salariat, a unui real sentiment de insecuritate in raport cu aceasta procedura, iar refuzul acestei proceduri este unul corect si rational.

Față de aceste considerente, solicit reconsiderarea atitudinii dumneavoastra in raport cu cerinta impusa mie, si anume aceea a vaccinarii impotriva Covid 19 si incetarea de indata a oricaror acte si fapte de natura sa ma intimideze, sa ma forteze, sa ma umileasca in fata celorlalti salariati, cu scopul de a ma determina sa efectuez un act medical pe care il refuz justificat.

Data…                Salariat…

[1] European Economic and Social Committee

Demersul paote fi descărcat următorul link – Demers către angajator, care nu are nici un drept sa concedieze salariații pe motiv de nevaccinare

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