magistrsko delo
Tim Zupan (Author), Darja Senčur Peček (Mentor)

Abstract

Zagotavljanje varnih delovnih razmer spada med eno temeljnih in najpomembnejših pravic in obveznosti, ki jih morata spoštovati tako delavec, kot tudi delodajalec. Z izbruhom SARS-CoV-2 oziroma COVID-19, je kot nalezljiva bolezen svetovnih razsežnosti pomembno zaznamovala ne zgolj družbene odnose, temveč tudi področje zagotavljanja varnih in zdravih delovnih razmer. Vzporedno s prvo razglašeno epidemijo COVID-19, je Republika Slovenija začela sprejemati tudi interventno zakonodajo za čim hitrejšo preprečitev in omejitev širjenja omenjene bolezni in odloke, ki so področno urejali posamezne preventivne ukrepe. Za preprečitev širjenja COVID-19 so delodajalci bili dolžni reorganizirati delovni proces, na novo analizirati oceno tveganja in le-to prilagoditi specifikam COVID-19. Poleg interventne zakonodaje, so tudi Odloki Vlade Republike Slovenije zapovedovali minimalne standarde za preprečevanje in širjenja COVID-19. Kljub izrednim razmeram, ki so vladale v času najvišje stopnje okuženosti oseb s COVID-19, stopnji umrljivosti in zasedenosti bolnišničnih kapacitet, to ne pomeni, da je s sprejemom interventne zakonodaje in sprejetimi odloki prenehala veljati veljavna nacionalna zakonodaja kot tudi dokumenti Organizacije združenih narodov, Mednarodne organizacije dela, Sveta Evrope in Evropske unije, ki zavezujejo Republiko Slovenijo. Zakonodaja sprejeta v času izrednih razmer ima zgolj možnost korigirati veljavno zakonodajo in jo prilagajati izrednim razmeram, vse z namenom čim večje omejitve razširjanja COVID-19. Spoštovanje prilagojenega delovnega procesa so morali sprejeti tudi delavci. Interventna zakonodaja je v dvoletnem obdobju spremenila navade delavcev, ki so morali sprejeti nošenje obveznih zaščitnih mask, držati zaščitno razdaljo pri opravljanju svojega dela, omogočiti dostop in obdelavo posebno občutljivih osebnih podatkov, do katerih je dostopal delodajalec z uveljavitvijo obveznosti izpolnjevanja pogoja testiranja, prebolevnosti in cepljenja. Zagotavljanje varnosti v času COVID-19 je pripeljalo do tega, da so se delodajalci na delovnih mestih kjer je to mogoče, enostransko odrejali opravljanje dela na domu, sklicujoč se na 169. člen Zakona o delovnih razmerjih. Omenjeni člen dopušča možnost spremembo opravljanja kraja dela zgolj v primerih, ko je ogroženo življenje in zdravje ljudi ter v primeru naravnih in drugih nesreč oz. okoliščin.

Keywords

varne delovne razmere;COVID-19;zaščitni ukrep;delo na domu;varstvo osebnih podatkov;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UM PF - Faculty of Law
Publisher: [T. Zupan]
UDC: 331.4(043.3)
COBISS: 125950467 Link will open in a new window
Views: 62
Downloads: 22
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Other data

Secondary language: English
Secondary title: Ensuring safe working conditions during the outbreak of covid-19
Secondary abstract: Ensuring safe working conditions is one of the fundamental and most important rights and obligations that both the employee and the employer must respect. With the outbreak of SARS-CoV-2 or COVID-19, as an infectious disease of global proportions, it significantly affected not only social relations, but also the area of ensuring safe and healthy working conditions. In parallel with the first declared epidemic of COVID-19, the Republic of Slovenia also began to adopt intervention legislation to prevent and limit the spread of the aforementioned disease as quickly as possible and decrees regulating individual preventive measures. In order to prevent the spread of COVID-19, employers were obliged to reorganize the work process, reanalyze the risk assessment and adapt it to the specifics of COVID-19. In addition to the intervention legislation, the Decrees of the Government of the Republic of Slovenia also mandated minimum standards for the prevention and spread of COVID-19. Despite the extraordinary conditions that prevailed at the time of the highest level of infection of persons with COVID-19, the level of mortality and the occupancy of hospital capacities, this does not mean that with the adoption of intervention legislation and adopted decrees, the valid national legislation as well as the documents of the United Nations ceased to be valid. International labor organizations, the Council of Europe and the European Union, which bind the Republic of Slovenia. Legislation adopted during a state of emergency only has the option of correcting the current legislation and adapting it to the state of emergency, all with the aim of limiting the spread of COVID-19 as much as possible. Compliance with the customized work process had to be implemented by the workers as well. In a two-year period, the intervention legislation changed the habits of workers, who had to accept the wearing of mandatory masks, maintain protective distance when performing their work, and enable access and processing of particularly sensitive personal data accessed by the employer while carrying out the obligation of meeting the recovered-vaccinated-tested (RVT) rule. Ensuring safety in the time of COVID-19 has led employers to unilaterally order work from home in workplaces where possible, citing Article 169 of the Employment Relationships Act. The aforementioned article allows for the possibility of changing the place of work only in cases where people's lives and health are at risk and in the case of natural and other disasters or circumstances.
Secondary keywords: safe working conditions;COVID-19;protective measures;work at home;protection of personal data;Univerzitetna in visokošolska dela;
Type (COBISS): Master's thesis/paper
Thesis comment: Univ. v Mariboru, Pravna fak.
Source comment: Sistemske zahteve: Acrobat reader
System comment: Sistemske zahteve: Acrobat reader
Pages: 1 spletni vir (1 datoteka PDF (70 str.))
ID: 16339964