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The most common legal facts that serve as a basis for the establishment of civil rights and obligations are civil legal acts.The civil legal act represents the most important source of civil rights and obligations, constituting a legal basis through which the person manifests his free consent in the sense of exercising his exercise capacity and in strict accordance with legal norms.The normative framework regulating the institution of the civil legal act is the Civil Code of the Republic of Moldova in Title III Legal act and representation, Chapter I General provisions on the legal act, art.308-361, and the definition of civil legal act is expressly provided in art.308 of The Civil Code being"the manifestation by individuals and legal persons of the will aimed at the birth, modification or extinction of the civil legal relations". In order for the legal act to be validly concluded, it must comply with certain requirements established by law or by the parties, called validity conditions. These conditions allow the formation and manifestation of the legal will of parties. This article identifies the conditions of validity of the civil legal act, according to the new civil regulations, submits them to comparative analysis, but also establishes its own conclusions.

This article deals with one of the forms of legal liability specific for labour law - the disciplinary liability. Disciplinary liability can be hired only if all constitutive elements of misbehavior are met, the absence of any of them makes the misbehavior and as the consequent the disciplinary liability can not exist. However, there are situations, when the act seems to meet the features of disciplinary liability, but some specific circumstances existing at the time of its commission, lead to the conclusion that in reality, the behaviour of the author is not illegal, anticipating that they are not culpable and author must be exonerated from disciplinary liability. The article substantiates the relevance and significance of development of cases on exemption from disciplinary liability in the Republic of Moldova, by analysing some problems of the instruction and formulating solutions to adopt the provisions on exoneration from disciplinary liability, considering that labour law is intended to protect the labour rights of the weakest protected part of labour relations - the employee.

Any of individuals or legal persons, regardless of the form of ownership, have the right to introduce into and out of the country goods and means of transport according to the legislation in force, but when crossing the border, they are subject to the declaration of the customs body. The declaration is considered the main stage of the procedure for completing the customs documents, which in turn is the component part of the customs activity. Once the goods or transports enter or leave the state border, they will be placed under a customs regime, and will be the subject of a customs declaration. This condition for declaring goods is regulated by the Customs Code of the Republic of Moldova. Thus, art. 173 stipulates that "goods and means of transport crossing the customs border, goods and means of transport whose customs destination changes, other goods and means of transport in the cases established under the law are declared to the customs body". According to the customs legislation, the declaration of the goods and their presentation for customs clearance is made by the declarants or their representatives, by submitting a detailed customs declaration, in writing, at the end of the transit procedure or within 20 days from the date of filing the summary declaration. Thus, this article will bring to the fore the definition and analysis of this type of customs declaration - the customs declaration in detail.

The article deals with the topic of work regulations for people under the age of 18 - a vulnerable category of workers that requires a special protection regime. The International Labor Organization and the European Union have adopted a number of rules - conventions, recommendations, directives, being aimed at protecting young people at work. As a consequence, in order to harmonize internal legislation to the international one, the local legislator has adopted a number of regulations. The subject is being investigating from the theoretical perspective, the legal protection regulations for young people at work in order to discover new ideas and to propose new approaches that will prove to be useful and necessary in practice. At the same time it was highlighted the impact of the theoretical and practical aspects on the evolution of the domestic legal system legislative framework and its relation to the European Union.