diplomsko delo
Ivana Arnuš (Avtor), Mitja Novak (Mentor)

Povzetek

Zakon od delovnih razmerjih je v primerjavi s prejšnjo delovnopravno zakonodajo prinesel nove institute in poudaril dvostranski, pogodbeni način urejanja delovnega razmerja, za razliko od prejšnjega, ki je bil asociativen, temelječ na družbeni lastnini in samoupravljanju. V diplomskem delu bom predstavila institut suspenza pogodbe o zaposlitvi kot instrumenta varstva zaposlitve. Institut suspenza pogodbe je bil v času stare delovne zakonodaje znan pod pojmom »mirovanje pravic in obveznosti iz delovnega razmerja«; ta zakonodaja je naštevala tudi okoliščine, ki so do mirovanja privedle. Pod izrazom suspenz je bil namreč urejen institut s popolnoma drugačnimi učinki kot jih ureja sedaj veljavni Zakon o delovnih razmerjih. Sedanji ZDR je poleg samega naziva instituta v primerjavi s staro ureditvijo drugače uredil tudi okoliščine, ki upravičujejo mirovanje in rok, v katerem je delavec upravičen do vrnitve k delodajalcu, smoter oz. namen: to je varstvo zaposlitve, pa ostaja nespremenjen. V času trajanja suspenza (ko je delavec odsoten z dela zaradi zakonsko predvidenih okoliščin) delavcu mirujejo pravice in obveznosti, povezane z delom, saj delavec dela ne opravlja in delodajalec mu ne izplačuje plače, kar izvede z izključitvijo delavca iz sistema zavarovanj. Čeprav gre za neizpolnjevanje temeljne delavčeve obveznosti, delavcu pogodba o zaposlitvi ne preneha, temveč le miruje in oživi ob vrnitvi na delo, t.j. v roku pet dni po prenehanju razlogov za nastop suspenza, sicer mu lahko delodajalec pogodbo o zaposlitvi odpove. Prav tako suspenz delavcu ne nudi absolutnega varstva zaposlitve, kajti med trajanjem suspenza je sicer izjemoma, ampak vendarle moč odpovedati pogodbo o zaposlitvi, če nastopi razlog za izredno odpoved ali če je uveden postopek za prenehanje delodajalca.

Ključne besede

delovno pravo;pogodba o zaposlitvi;diplomska dela;

Podatki

Jezik: Slovenski jezik
Leto izida:
Izvor: Maribor
Tipologija: 2.11 - Diplomsko delo
Organizacija: UM PF - Pravna fakulteta
Založnik: [I. Arnuš]
UDK: 34(043.2)
COBISS: 4352555 Povezava se bo odprla v novem oknu
Št. ogledov: 6824
Št. prenosov: 929
Ocena: 0 (0 glasov)
Metapodatki: JSON JSON-RDF JSON-LD TURTLE N-TRIPLES XML RDFA MICRODATA DC-XML DC-RDF RDF

Ostali podatki

Sekundarni jezik: Angleški jezik
Sekundarni naslov: Suspension of the employment contract as an instrument of protection of the employee
Sekundarni povzetek: In comparison to the earlier labor legislation, the employment relationship act brought new institutes and emphasized bilateral, contractual mode of employment regulation, as opposed to the previous one, which was associative, based on public property and self-management. In the thesis I will present the institute of suspension of the employment contract as an instrument of protection of the employee. At the time of the previous labor law, suspension of the employment contract was known under the term «inactivity of the rights and obligations arising from employment relationship«; this legislation also listed the circumstances which led to a standstill. However, under the term 'suspension', there was a completely different order and different effects than there are now, when it is regulated by the current Employment relationship act. The new ERA in comparison with the old regime regulates the circumstances differently, justifying the suspension of the contract and the term during which the employee is entitled to return to their employer, although the purpose of the institute per se, which is to protect the employment relationship of the employee, remains unchanged. During the suspension of the contract, the rights and obligations of the employee asociated with the work standstill remain inactive. The employer does not pay out the employees salary and he excluses him from the insurance sistem, since he is not integrated in the working process at that particular moment. Although the basic obligation of the employee is not fullfilled, the employment contract can not be terminated by the employer, it can only be suspended and re-validates by returning to work i.e. within five days after the cancellation of the reasons for the suspension, otherwise the contract may be terminated by the employer. As a matter of fact, the suspension of the employment contract does not offer absolute protection towards the employee because of a contract exception which leads to the involuntary termination of the employment contract by the employer or if the liquidation procedure of the employers organization (such as compulsory settlement, bankruptcy) is in progress.
Sekundarne ključne besede: Employment relationship act;suspension;suspended rights;termination of employment contract;change of the legislation;
URN: URN:SI:UM:
Vrsta dela (COBISS): Diplomsko delo
Komentar na gradivo: Univ. v Mariboru, Pravna fak.
Strani: 44 f.
Ključne besede (UDK): social sciences;družbene vede;law;jurisprudence;pravo;pravoznanstvo;
ID: 1000321