diplomsko delo
Neva Sulič (Author), Darja Senčur Peček (Mentor)

Abstract

Glavni namen diplomskega dela je predstavitev pomembnejših sprememb na področju odpovedi pogodbe o zaposlitvi, ki jih je prinesel Zakon o delovnih razmerjih (v nadaljevanju ZDR-1), ki je bil sprejet 13. 3. 2013 in je pričel veljati 12. 4. 2013. Odpoved pogodbe o zaposlitvi predstavlja pomembno tematiko delovne zakonodaje, saj ima velik vpliv na kakovost življenja delavca, poleg tega pa s seboj prinaša določene posledice. Pri odpovedi pogodbe o zaposlitvi delavec izgubi redni dohodek za preživljanje in občutek varnosti. Po drugi strani odpoved pogodbe o zaposlitvi za delodajalca pomeni reorganizacijo delovnega procesa, kar lahko negativno vpliva na poslovanje, poleg tega pa delodajalca bremenijo dodatni stroški zaradi morebitnega selekcijskega postopka ob zaposlitvi novega delavca. S problematiko odpovedi pogodbe o zaposlitvi se povezujejo pravice in obveznosti obeh pogodbenih strank, zato sem se v diplomskem delu dotaknila tako delodajalčevih, kot tudi delavčevih pravic in obveznosti. Največ poudarka sem namenila spremembam, ki jih je na področju odpovedi pogodbe o zaposlitvi, v primerjavi z ZDR, uvedel ZDR-1. Osredotočila sem se na primerjavo starega ZDR in novega ZDR-1, obenem pa sem k opisu sprememb in predstavitvi institutov vpletla tudi sodno prakso, saj sodišča z razlagami in zavzetimi stališči posredno tudi vplivajo na spremembe in odpirajo nova vprašanja o zadevni tematiki. Slovenija je imela na področju odpuščanja delavcev, ki so zaposleni za nedoločen čas, zelo nefleksibilno ureditev, kar pa je vplivalo na to, da so in še vedno prevladujejo zaposlitve za določen čas. ZDR-1 je bil sprejet ravno z namenom večje fleksibilnosti pri zaposlovanju in zagotavljanju ustrezne varnosti za delavce, poleg tega pa je bil eden izmed vodilnih ciljev tudi skrajšanje in poenostavljenje postopka odpovedi pogodbe o zaposlitvi. Nova pravna ureditev odpovedi pogodbe o zaposlitvi je v skladu z mednarodnimi dokumenti, ki zavezujejo Republiko Slovenijo. Najpomembnejši mednarodni pravni akti, ki urejajo odpoved pogodbe o zaposlitvi, so Konvencija Mednarodne organizacije dela (v nadaljevanju MOD) št. 158 o prenehanju delovnega razmerja na pobudo delodajalca, Priporočilo št. 166, Mednarodni pakt o kulturnih pravicah, Evropska socialna listina, Listina EU o temeljnih pravicah, Direktiva 98/59/ES o usklajevanju zakonodaje držav članic v zvezi s kolektivnimi odpusti in ostale konvencije Mednarodne organizacije dela. Na področju odpovedi pogodbe o zaposlitvi je z ZDR-1 prišlo do pomembnih sprememb, vendar bosta šele čas in sodna praksa pokazala, kje se odpirajo nove problematike in kje bodo še potrebne spremembe.

Keywords

pogodba o zaposlitvi;odpoved pogodbe o zaposlitvi;izredna odpoved pogodbe o zaposlitvi;redna odpoved pogodbe o zaposlitvi;odpravnina;odpovedni rok;posebno varstvo pred odpovedjo;diplomska dela;

Data

Language: Slovenian
Year of publishing:
Typology: 2.11 - Undergraduate Thesis
Organization: UM PF - Faculty of Law
Publisher: [N. Sulič]
UDC: 349.2(043.2)
COBISS: 4941355 Link will open in a new window
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Downloads: 354
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Other data

Secondary language: English
Secondary title: TERMINATION OF AN EMPLOYMENT CONTRACT BY ZDR - 1
Secondary abstract: The main purpose of the theses is to present the main changes that were brought by the new Employment Relationship Act, which was adopted on the 13th of March 2015 and came to force on the 12th of April 2015. Termination of an employment contract has a big influence on the quality of an employee’s life and also leads to certain consequences. When an employer gives a notice of termination of an employment contract it means that the employee will lose his income for subsistence and the sense of security. From the perspective of an employer that can also means the reorganization of work process and causes some additional costs because of the need to hire new workers. In my thesis work the main focus is concentrated on the changes of legislation that were introduced by the new Employment Relationship Act. My main concern was to present a comparison between the old Employment Relationship Act and the new one, especially from the perspective of the termination of the Employment Relationship Act and I have also included some case law in order to present changes in a more detailed way. Legal regulation in Slovenia, which refers to termination of the employment of those workers who have permanent employment, was quite inflexible and that needed to be changed. The main goal of the Employment Relationship Act is greater flexibility in employment and provision of legal security for workers. New legal regulation of the termination of the employment contract is in accordance with international documents, which are biding to the Republic of Slovenia such as Convention MOD no. 158 on the termination of the employment relationship is terminated on the iniciative of the employer and Recommedation no. 166, International Covenant on economic, social and cultural rights, European social charter, Charter of Fundamental Rights of the European Union, Directive 98/59/ES on the approximation of the laws of the Member States relating to collective redundancies and other conventions MOD. The new Employment Relationship Act has introduced great changes concerning termination of employment, but only time and case law will eventually open some new questions of that matter.
Secondary keywords: termination of the employment contract;extraordinary termination of the employment contract;ordinary termination of the employment;severance;period of notice;protection against dismissal;
URN: URN:SI:UM:
Type (COBISS): Undergraduate thesis
Thesis comment: Univ. v Mariboru, Pravna fak.
Pages: 78 f.
ID: 8773424