Položaj javnega uslužbenca zaposlenega za določen čas

magistrska naloga

Tjaša Bečela Hölbl (Author), Etelka Korpič-Horvat (Mentor)

Abstract

V zadnjih desetletjih so hiter tehnološki razvoj, spremenjeni načini organizacije dela, globalizacija in večja konkurenčnost, bistveno vplivali tudi na razmerja v zvezi z delom. Pogosteje so se začele uporabljati prožnejše oblike delovnih razmerij – predvsem pogodba o zaposlitvi za določen čas. Nestandardne oblike zaposlitve so se zelo razmahnile tudi v javnem sektorju, zato je pregled položaja javnega uslužbenca, zaposlenega za določen čas in ugotavljanje, ali je različna obravnava upravičena, aktualna tematika. Delavcem in javnim uslužbencem v fleksibilnih oblikah zaposlitve je namreč potrebno zagotoviti enake oziroma primerljive pravice, kot delavcem in javnim uslužbencem, zaposlenim za nedoločen čas. V magistrski nalogi obravanavam položaj javnega uslužbenca, zaposlenega za določen čas ter analiziram ali je njegov položaj (zlasti njegovo plačilo za delo ter možnosti napredovanja in razvoja kariere) primerljiv s položajem javnega uslužbenca, zaposlenega za nedoločen čas ter kakšna so razlikovanja med njihovimi pravicami in obveznostmi. Glede na ugotovljena razlikovanja glede možnosti napredovanja in razvoja kariere je bila opravljena analiza, tudi s pregledom sodne prakse sodišča Evropske Unije, ali je za različno obravnavanje podan dopusten, upravičen in utemeljen razlog. Opravljena je bila ocena trenutnega sistema ocenjevanja (tudi s metodo komparacije) in napredovanja javnih uslužbencev ter predlagana ustrezna sprememba zakonodaje. V zvezi s položajem javnega uslužbenca je bilo nadalje opozorjeno, da Zakon o javnih uslužbencih trenutno ne dopušča niti začasne premestitve strokovno-tehničnega javnega uslužbenca na uradniško delovno mesto. Zakon določa, da je premestitev mogoča na ustrezno delovno mesto, za katero javni uslužbenec izpolnjuje predpisane pogoje in ga je sposoben opravljati. Ker strokovno-tehnični javni uslužbenec ni imenovan v uradniški naziv, tako ne izpolnjuje zahtevanega pogoja – imenovanja v naziv in ga tako trenutno po obstoječi zakonski ureditvi ni moč niti začasno premestiti na uradniško delovno mesto. Naziv, ki je pogoj za zasedbo uradniškega delovnega mesta, pa se lahko pridobi le na javnem natečaju ali z napredovanjem v višji naziv, če ima javni uslužbenec že status uradnika. Navedena določba Zakona o javnih uslužbencih je v praksi pogosto kritizirana, saj onemogoča tudi zgolj začasno premestitev uslužbenca, ki pogosto pozna delo, delovni proces ipd., na uradniško delovno mesto, ki je npr. prosto zaradi začasno odsotnega javnega uslužbenca. V okviru magistrske naloge je bila opravljena primerjava med zadostno kvalificiranostjo javnega uslužbenca, zaposlenega za določen čas za opravljanje uradniških nalog, v primerjavi z nezadostno kvalificiranostjo javnega uslužbenca, zaposlenega za nedoločen čas na strokovno-tehničnem delovnem mestu ter predlagana ustrezna sprememba zakonodaje, ki bi omogočala začasne premestitve strokovno tehničnih javnih uslužbencev na uradniška delovna mesta. Navedena možnost začasne premestitve bi namreč delodajalcem olajšala organizacijo delovnega procesa, hitro reagiranje na začasno spremenjene pogoje in racionalnejše delo ter tudi zaposlenim za nedoločen čas na strokovno tehničnih delovnih mestih predstavljala motivacijski dejavnik za njihovo nadaljnje angažirano in uspešno delo. Posebna pozornost je namenjena tudi odgovoru na vprašanje ali lahko nezakonito sklenjena pogodba o zaposlitvi za uradniško delovno mesto transformira v pogodbo o zaposlitvi za nedoločen čas. Stališči teorije, ki daje prednost postopku javnega natečaja in z njim povezane želje zakonodajalca in širše družbene skupnosti po zagotovitvi enakopravne dostopnosti delovnih mest v javnem sektorju, strokovnosti in transparentnosti zaposlovanja in sodne prakse, ki zastopa načelo zakonitosti ter načelo varstva šibkejše strani delovnega oz. uslužbeniškega razmerja, sta si namreč nasprotujoči.

Keywords

delovno pravo;javni uslužbenec;pogodba o zaposlitvi za določen čas;napredovanje;diskriminacija;načelo enakosti;premestitev javnega uslužbenca;transformacija delovnega razmerja;magistrske naloge;

Data

Language:	Slovenian
Year of publishing:	2016
Typology:	2.09 - Master's Thesis
Organization:	UM PF - Faculty of Law
Publisher:	[T. Bečela Hölbl]
UDC:	331.312.6(043.3)
COBISS:	5183787
Views:	1580
Downloads:	173
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Position of a Public Employee who is employed for a fixed term
Secondary abstract:	Rapid technological development, changes in the work organisation, globalisation and greater competitiveness have crucially influenced the employment relationships in the last decades. Flexible forms of employment relationships have been applied more often – especially a fixed-term employment contract. Since non-standard employment forms have largely expanded also in the public sector, it is important to observe the position of a public employee who is employed for a fixed term and to try to see if a different treatment is justified here. It is necessary to provide the same or comparable rights for the workers and public employees in flexible forms of employment and the workers and public employees on a permanent basis. In the thesis, I have analysed the position of a public employee who is employed for a fixed term and if his position is comparable to the position of a public employee on a permanent basis and what are the differences in their rights and obligations like (particularly in regard to salaries, opportunities of promotion and career development). Regarding the found differences in the opportunities of promotion and career development, I have performed an analysis also with an overview of the Court of Justice of the European Union judicial practice about the fact if there is an acceptable, a reasonable and justified reason for such differences. I have conducted an assessment of the current evaluation system (also using the comparative method) and promotion of Civil Servants, and proposed an adequate change of legislation. In reference to the position of a public employee it was further pointed out that the Civil Servants Act currently does not enable even a temporary transfer of an administrative-technical public employee to a work place of an official. The Act states that the transfer is only possible to a work place for which the public employee meets the required conditions and is capable of performing. Since the administrative-technical public employee is not appointed an official, he does not meet the required condition – the appointment in grade and therefore he cannot be transferred to the work place of an official. The professional title, required for the work can be obtained only in an open competition or by a promotion if the public employee already has the status on an official. The mentioned provision of the Civil Servants Act has often been criticized because it does not enable even a temporary transfer of an employee, who is familiar with the work, working process, etc., to the work place of an official which is e.g. free due to the temporary absence of the official. For the aims of the thesis, a comparison has been made between the sufficient qualification of a public employee who is employed for a fixed term to perform the tasks of an official and the insufficient qualification of a public employee on a permanent basis in administrative-technical work place; moreover, an amendment of the legislation has been proposed that would enable temporary transfers of administrative-technical public employees to the work places of officials. The possibility of the temporary transfer would help the employers in the organisation of the work process, fast reaction to the temporarily changed conditions and more rational work; it would also serve as a motivational factor for successful future work of workers in the administrative-technical fields, employed on a permanent basis. Special attention has also been given to the question if an illegally concluded contract of employment for a work place of an official can be transformed into employment contract of indefinite duration. The positions of the theory that gives priority to the open competition and the related employer’s wish and that of the broader community to ensure an equal access to work places in the public sector, professionalism and transparency of employment and the case law that represents the principle of legality and the principle of the protectio
Secondary keywords:	employment law;public employee;fixed-term employment contract;promotion;discrimination;principle of the equality;transfer of public employees;transformation of employment relationship;master thesis;
URN:	URN:SI:UM:
Type (COBISS):	Master's thesis
Thesis comment:	Univ. v Mariboru, Pravna fakulteta
Pages:	206, 1 f.
ID:	9157172