Posebnosti delovnega razmerja pri manjših delodajalcih

diplomsko delo

Simona Potočnik (Author), Darja Senčur Peček (Mentor)

Abstract

Za manjšega delodajalca se v naši delovnopravni ureditvi šteje delodajalec, ki zaposluje deset ali manj delavcev. Uvrstitev delodajalca v kategorijo manjših delodajalcev je pomembna, saj zakon zanje predvideva nekaj posebnosti pri urejanju delovnih razmerij, oziroma zanje določa manjše obveznosti v primerjavi z večjimi delodajalci. Olajšave oziroma posebne ureditve pri nekaterih institutih v Zakonu o delovnih razmerjih so rezultat pogajanj socialnih partnerjev in zavedanje, da so manjši delodajalci najranljivejša skupina med delodajalci, saj ti niso samo pomanjšava velikih podjetij in jih je potrebno upravljati na drugačen način. Zakon o delovnih razmerjih je za manjše delodajalce posebej uredil področje sklenitve pogodbe o zaposlitvi, kjer zanj ne veljajo pravila o splošnem aktu, ki opredeljuje pogoje za opravljanje dela na posameznem delovnem mestu, lahko tudi sklepa pogodbe za določen čas brez omejitev, ki veljajo za večje delodajalce, pri redni odpovedi mu ni potrebno preveriti ali lahko delavca zaposli na drugo delovno mesto, drugačni pa so tudi odpovedni roki. Vse naštete ugodnosti, ki jih zakon predvideva za manjše delodajalce so le minimum pravic delodajalcev, pri tem pa navadno ne določa obsega posamezne pravice, prav tako ne upošteva posebnosti v dejavnostih in posebnosti pri posameznih delodajalcih. Socialnim partnerjem prepušča morebitno zviševanje ravni pravic delavcev in dodatno urejanje pravic in obveznosti iz delovnega razmerja.

Keywords

delovno pravo;delovna razmerja;pogodba o zaposlitvi;kolektivne pogodbe;diplomska dela;

Data

Language:	Slovenian
Year of publishing:	2012
Source:	Maribor
Typology:	2.11 - Undergraduate Thesis
Organization:	UM PF - Faculty of Law
Publisher:	[S. Potočnik]
UDC:	34(043.2)
COBISS:	4348971
Views:	2983
Downloads:	170
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	SPECIALITIES OF CONTRACTUAL EMPLOYMENT RELATIONSHIP AT SMALLER EMPLOYERS
Secondary abstract:	For small employers in our labor legislation is considered an employer who employs ten or fewer employees. The classification of an employer in the category of small employers is important, because the law sets a few features in the regulation of labor relations, and provides them less overhead in comparison to larger employers. Incentives or special arrangements for certain institutes in Employment Act are the result of negotiations of the social partners and the awareness that smaller employers are the most vulnerable group among employers, because they are not alone zoom-sized enterprises and should be managed differently. Labour Relations Act is to regulate small employers in particular the scope of the contract of employment which are not subject to the rules of the General Act, which defines the conditions for carrying out work on a specific job, you can also make arrangements for a limited time without restrictions that apply to larger employers, in his regular termination is not necessary to check whether workers are employed at another job, but also a different notice periods. All of the above advantages which the law provides for smaller employers are only the minimum rights of employers, while not usually determines the scope of individual rights, nor take into account the specificities and activities specific to individual employers. And labor, leaving a possible increase in the level of workers' rights, and further regulate the rights and obligations arising from employment.
Secondary keywords:	small employer;employment;contract of employment;collective agreement;
URN:	URN:SI:UM:
Type (COBISS):	Undergraduate thesis
Thesis comment:	Univ. v Mariboru, Pravna fak.
Pages:	61 f.
Keywords (UDC):	social sciences;družbene vede;law;jurisprudence;pravo;pravoznanstvo;
ID:	998961