Request to leave during hospital / pregnancy

Request to leave during hospital / pregnancy  

Question:

Hello, I want to ask because I'm pregnant and I'm in hospital, I'm in the third month and I'm a hospital from the very beginning of pregnancy. Today, my employer calls me to submit my request for leave, is he entitled to do so?
And I'm interested in terminating my contract Can I get a hospital?

Answer:

Hello,
If your patients are uninterrupted and have no day of work during this period, they can not terminate your employment contract and reduce you. That's why your employer has been summoned to you and told you to apply for a leave. If you do, you have the right to terminate your contract at your request. If you do not apply for termination of the contract, you can not reduce it if you are constantly in hospital.
In order to receive hospital care, it is necessary for the day of the occurrence of the temporary incapacity to work for general illness and maternity. If you are not at work (you have no employment contract) you have to start providing yourself as a self-insured person (if there is a reason for doing so - a partner in a company, a freelancer, a farmer, etc.). If at the time of receiving the hospital you are not insured for general illness and maternity you will not be paid by the hospital from the National Social Security Institute.
For pregnant workers and employees (when not in hospital) protection is provided for dismissal, as Art. 333, para. 5 of the CT provides that a pregnant employee or a worker in an advanced stage of in vitro treatment may be dismissed with notice only on the basis of Art. 328, para. 1, item 1, (upon closure of the enterprise), item 7 (where the worker is refused to follow the enterprise in which he is working when he moves to another settlement), item 8 (where the occupation is to be exempt for rehabilitation of an illegally dismissed worker who previously held the same position) and item 12 (in the case of an objective impossibility to fulfill the employment contract) by the Labor Code, as well as without notice pursuant to Art. 330, para. 1 (when the worker is arrested for execution of a sentence) and para. 2, item 6 (the worker shall be disciplinary dismissed) by the Labor Code. Protection is effective from the time of notification to the employer and the certification of pregnancy. This protection upon dismissal includes the prohibition of the dismissal of the pregnant worker or employee with notice except in the following cases, exhaustively listed in the Labor Code: closure of the enterprise; the refusal of the pregnant worker or employee to follow the undertaking or subdivision in which she works when she moves to another city or place; where the pregnant woman holds a post to which an illegally dismissed worker has been recruited, who previously held the same post; in case of objective impossibility to fulfill the labor contract. Protection also includes the prohibition of dismissal of a pregnant worker or employee without notice except in the following cases also listed in the CT: when the pregnant woman is detained for execution of a sentence or disciplinary dismissal. Disciplinary dismissal requires prior permission from the labor inspectorate.
Pursuant to Art. 333, para. (Ie during a 410 day leave under Article 163 of the Labor Code, of which 45 days prior to the birth), may be dismissed only by a worker or employee who is entitled to leave for pregnancy, delivery and adoption pursuant to Art. 328, para. 1, item 1 of the Labor Code - upon closure of the enterprise.
Greetings