diplomsko delo
Miha Kuplenik (Author), Darja Senčur Peček (Mentor)

Abstract

Delavčeva odsotnost zaradi bolezni in poškodbe je vsekakor okoliščina, ki pomeni trčenje interesa delavca in delodajalca. Delavec ima pravico do odsotnosti z dela in hkrati pravico do nadomestila plače, ki mu zagotavlja dohodkovno varstvo v primeru socialnega primera. Obe pravici ovirata interese delodajalca, a jih mora delodajalec skladno z zakonom spoštovati. Oviranje in poseganje v interes delodajalca se kaže predvsem v tem, da mora delodajalec reorganizirati delovni proces zaradi manjkajočega delavca, kar je lahko povezno z dodatnimi stroški. Pri tem pa ne smemo pozabiti izplačila nadomestila plače, ki gre v prvih 30 dneh v breme delodajalca. V takšni situaciji, ko se posega in ovira interes delodajalca zaradi zdravstvenih razlogov na strani delavca, se prvemu postavlja vprašanje, kako zavarovati svoje lastne interese. Zato je pomembno poznavanje pravnih možnosti, ki jih prava ureditev daje delodajalcu. Na eni strani so to pravna sredstva, ki jih ima delodajalec na voljo proti zdravniškim odločitvam. Kljub temu da je sodelovanje delodajalca zelo omejeno v postopkih ugotavljanja delavčeve (ne)zmožnosti za delo, ima delodajalec na voljo zahtevek za presojo ocene osebnega zdravnika, pritožbo zoper odločbo imenovanega zdravnika, tožbo zoper odločbo zdravstvene komisije in redna ter izredna pravna sredstva zoper sodne odločbe. Vendar pa se glede omenjenih pravnih sredstev pojavljajo očitki o neučinkovitosti tovrstnih sredstev. Po drugi strani ima delodajalec za zavarovanje svojih interesov pravico do nadzora bolniškega staleža, ki ga lahko izvaja sam ali preko pooblaščenega zasebnega detektiva. Uporaba slednjega instituta je v praksi pogostejša, kakor pravna sredstva zoper zdravniške odločitve. Verjetno tudi zato, ker je za zavarovanje interesov delodajalca nadzor bolniškega staleža učinkovitejši. Vendar pa se mora delodajalec pri nadzoru seznaniti s celotno vsebino začasne zadržanosti od dela, kar pa mu omogočajo navodila zdravniške stroke. Pri tem mora upoštevati tudi možnost naknadne odobritve bolniškega staleža v določenih primerih. Slednje je pomembno, da o zlorabi bolniškega staleža ne sklepa prehitro, kar lahko pripelje do nezakonitih delodajalčevih ukrepov. Med njimi sta najpogostejša izredna in redna odpoved pogodbe o zaposlitvi, kar pa se lahko razume tudi kot pravno sredstvo, s katerim delodajalec zavaruje svoj interes v dani situaciji.

Keywords

bolniška odsotnost;zdravniške odločitve;pravna sredstva;nadzor;zloraba;bolniški stalež;nadomestilo plače;nezmožnost za delo;zdravstveno zavarovanje;bolezen;diplomska dela;

Data

Language: Slovenian
Year of publishing:
Typology: 2.11 - Undergraduate Thesis
Organization: UM PF - Faculty of Law
Publisher: [M. Kuplenik]
UDC: 331.4(043.2)
COBISS: 4673323 Link will open in a new window
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Downloads: 382
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Other data

Secondary language: English
Secondary title: THE EMPLOYER'S APPEALS AGAINST DECISIONS OF MEDICAL PROFESSION DUE TO EMPLOYEE'S ABSENTEEISM
Secondary abstract: An employee's sick leave is definitely a circumstance in which the interest of an employee collides with the interest of an employer. Based on Slovenian regulation an employee has a right to sick leave and also the right for wage compensation. That provides employee with an income security in the case of sickness or physical injury. Both employees’ rights represent an obstacle in accomplishing employer’s goal and interest. This can be drawn from the fact that an employer must reorganize his working process because of a missing worker, which can also be related with extraordinary expenses. Also, an employee is entitled to wage compensation which is a financial burden for an employer in the first 30 days of sick leave. Despite the described actualities, employer must respect both employees’ rights. But in a situation of a sick leave also interests of an employer must be legally protected. That is why an employer should know his rights and other legal options provided by Slovenian legal regulation. An employer has an option of an appeal against medical decisions. Despite the fact that employer’s cooperation in making medical decisions about employee’s sick leave is very limited, he can submit an appeal against decisions of a personal doctor, an appeal against decisions of appointed doctor from compulsory insurance, a legal action against decisions of health committee and other ordinary and extraordinary legal action against judgements of the court. But there exists some doubts about the efficiency of employer’s legal action against medical decisions described above. Also employer can protect his interests with a supervision of employee’s sick leave to which he is entitled to and which can also be executed by private detectives. This legal institution is more often used in practice than legal action and appeals. Reason for that could be found in the fact that it is more efficient in protecting employer’s interests than other legal measures. But it is very important for employer to be instructed in the whole content of employees’ sick leave when he conducts such supervision. The content can be gained from medical practice in the treatment of specific sickness or physical injury. Employer must also keep in mind, when conducting a supervision that in some situation subsequent approval of employee’s sick leave can be given by a personal doctor. This is very crucial for successful supervision implemented by the employer. Knowing such a fact, an employer shouldn’t jump to the conclusion of sick leave abuse and take disciplinary measures against an employee for it could mean illegal actions. Two of such actions are ordinary and extraordinary termination of employment contract, which can also be defined as employer’s legal measures to protect his interest in situation of sick leave.
Secondary keywords: Medical decisions;legal actions;supervision;abuse;sick leave;wage compensation;inability to work;health insurance;sickness;
URN: URN:SI:UM:
Type (COBISS): Undergraduate thesis
Thesis comment: Univ. v Mariboru, Pravna fak.
Pages: 72 f.
ID: 8728475