Varstvo delavca pred nasiljem na delovnem mestu

diplomsko delo

Katja Koprivnik (Author), Darja Senčur Peček (Mentor)

Abstract

Raziskave so pokazale, da je nasilje na delovnem mestu vedno bolj razširjen pojav, zato so potrebni tudi razni ukrepi, ki bi pripomogli k varovanju delavcev. Nasilje na delovnem mestu ima več oblik, lahko gre za psihično nasilje, spolno nasilje oziroma nadlegovanje ali fizično nasilje. Te oblike se velikokrat med seboj tudi prepletajo. Žrtve nasilnih dejanj smo lahko prav vsi ljudje, zaradi današnjega življenjskega ritma, pa ga lahko hkrati tudi povzročamo drugim. Ukrepi za preprečevanje nasilja na delovnem mestu se na ravni celotne države izvajajo z zakoni, v posameznih podjetjih pa so podane tudi ustrezne smernice za zaščito dostojanstva zaposlenih na delovnem mestu. Zaradi uskladitve s pravom EU oziroma evropskimi direktivami s tega področja, je v Republiki Sloveniji bil leta 2007 sprejet Zakon o spremembah in dopolnitvah Zakona o delovnih razmerjih (ZDR-A), ki je z novim 6. a členom prepovedal spolno in drugo nadlegovanje ter trpinčenje na delovnem mestu. Državni zbor Republike Slovenije je 5. marca 2013 sprejel novi Zakon o delovnih razmerjih (ZDR-1), ki je začel veljati trideseti dan po objavi v Uradnem listu RS, z 12.4.2013. Z uveljavitvijo ZDR-1 je prenehala veljati novela ZDR-A. Po ZDR-1 je delodajalec delavcu odškodninsko odgovoren, v primeru, da mu ni zagotovil delovnega okolja brez spolnega in drugega nadlegovanja ter trpinčenja. Dokazno breme je na delodajalcu. Delavec pa lahko v primeru, če delodajalec na delovnem mestu ne zagotovi varstva pred spolnim in drugim nadlegovanjem in trpinčenjem, potem ko pisno opomni delodajalca in obvesti inšpektorja za delo, tudi izredno odpove pogodbo o zaposlitvi. Novi ZDR-1 je z novim 8. členom na enem mestu uredil odškodninsko odgovornost delodajalca v primeru kršitve prepovedi diskriminacije ter v primeru nezagotavljanja ustreznega varstva pred spolnim in drugim nadlegovanjem ter trpinčenjem na delovnem mestu. Pri odmeri denarne odškodnine za nepremoženjsko škodo pa določa, da je potrebno upoštevati, da je le-ta učinkovita in sorazmerna s škodo, ki jo je utrpel kandidat oziroma delavec ter, da delodajalca tudi odvrača od ponovnih kršitev. 1.11.2008 je bil sprejet tudi novi Kazenski zakonik (KZ-1), ki je sankcioniral kaznivo dejanje šikaniranje. Na področju nasilja na delovnem mestu pa sta pomembna tudi Zakon o javnih uslužbencih (ZJU), Zakon o varnosti in zdravju pri delu (ZVZD-1). Na mednarodni in evropski ravni so bili sprejeti številni pristopi oziroma ukrepi za preprečevanje nasilja na delovnem mestu. Tako so na področju nasilja na delovnem mestu bili aktivni predvsem Evropski parlament, Mednarodna organizacija dela (MOD), Evropska fundacija za izboljšanje življenjskih in delovnih razmer, evropski socialni partnerji... Pomembno vlogo ima evropski okvirni sporazum o nadlegovanju in nasilju na delovnem mestu podpisan s strani evropskih socialnih partnerjev. Sporazum je v državah veliko doprinesel k zakonskem preprečevanju nasilja na delovnem mestu.

Keywords

delovno pravo;delavci;delovno razmerje;nasilje na delovnem mestu;mobing;pravno varstvo;ukrepi;odškodnina;diplomska dela;

Data

Language:	Slovenian
Year of publishing:	2013
Typology:	2.11 - Undergraduate Thesis
Organization:	UM PF - Faculty of Law
Publisher:	[K. Koprivnik]
UDC:	349.22(043.2)
COBISS:	4553003
Views:	2530
Downloads:	343
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	WORKER PROTECTION FROM VIOLENCE IN THE WORKPLACE
Secondary abstract:	Studies have shown that workplace violence is becoming an increasingly widespread phenomenon that requires the implementation of various measures to contribute to the protection of workers. There are different types of the violence which may include psychological violence, sexual violence, harassment or physical violence. These forms are often intertwined. We can all be potential victims and because of today's pace of life we ourselves can also commit violent acts against other people. At the national level workplace violence prevention measures are implemented by the state legislation and in individual companies appropriate guidelines for protection of the dignity of the employees in the workplace are provided. In 2007, in order to comply with the European Union Law and the European Union directives, the Republic of Slovenia passed the Act on Amandments and Supplements to the Employment Relationships Act (ZDR-A) with the new article 6 a forbidding sexual and other forms of harassment and maltreatment in the workplace. On March 5, 2013 the National Assembly of the Republic of Slovenia adopted the new Employment Relationships Act (ZDR-1), which has entered into force on the 30th day after its publication in the Official Journal of the Republic of Slovenia of April 12, 2013. With the enforcement of the Act (ZDR-1) the amanded Act (ZDR-A) expired. By the act the employer is liable to pay compensation to the employee if the former does not provide a work environment free from sexual or other harassment and maltreatment. The burden of proof falls on the employer. An employee may in case the employer fails to ensure protection against sexual and other harassment and maltreatment, after giving the employer a written notice and informing the labour inspector, extraordinarily terminate their employment contract. The Act (ZDR-1) has with the new article 8 in one place edited the liability for damages in case of unlawful discrimination and in case of failure to provide adequate protection against sexual and other harassment and maltreatment in the workplace. Concerning the assessment of financial compensation for non-pecuniary damages the act states that the compensation should be considered to be effective and proportional to the damage suffered by a candidate or a worker, as well as it should discaurage the employer from repeat offences. On November 1, 2008 the new Penal Code was passed, sanctioning the criminal offence of harassment. The Civil Servants Act, and the Occupational Health and Safety Act also play important roles in this field. Numerous approaches and measures have been taken at the international and the European level to prevent workplace violence. Especially the European Parliament, the International Labour Organization, the European Foundation for Improvement of Living and Working Conditions and the European social partners play important roles. Another important part is played by the European Framework Agreement on Harassment and Violence at Work signed by the European social partners. The agreement has contributed a lot to the legal prevention of workplace violence.
Secondary keywords:	psychological violence;sexual harassment;physical violence;legal protection;legislation;measures;compensation;framework agreement;
URN:	URN:SI:UM:
Type (COBISS):	Undergraduate thesis
Thesis comment:	Univ. v Mariboru, Pravna fak.
Pages:	78 f.
ID:	8726427