Disciplinski postopki v Slovenski vojski

magistrska naloga

Mateja Kokol (Avtor), Etelka Korpič-Horvat (Mentor)

Povzetek

V nalogi potrdim tezo, da glede na naravo dela v Slovenski vojski v primeru kršitev delovnih obveznosti ni potrebna drugačna pravna ureditev in obravnavanje pripadnikov Slovenske vojske kot to velja za ostale javne uslužbence, ter da ureditev disciplinske odgovornosti ne sledi načelu pogodbenosti delovnih razmerij. Ugotovila sem, da je v Sloveniji uveden pogodbeni koncept sklenitve, obstoja in prenehanja delovnega razmerja in da je odstopanje od tega načela mogoče zaznati pri disciplinski odgovornosti, kjer delovnopravna zakonodaja daje delodajalcu kot organizatorju delovnega procesa avtoriteto izvajanja disciplinskih ukrepov in sprejemanje oblastnih odločitev o izrekanju. Pogodbeno načelo delovnih razmerij je razvidno pri določanju disciplinskih sankcij, saj se delavcu oz. javnemu uslužbencu lahko izreče le disciplinski ukrep, ki trajno ne spreminja delovnopravnega položaja delavca. Ureditev disciplinske odgovornosti v Slovenski vojski ne sledi načelu pogodbenosti delovnih razmerij, saj je disciplinski postopek podoben kazenskemu procesu in še vedno je pripadniku Slovenske vojske mogoče izreči disciplinski ukrep prenehanja delovnega razmerja. Slovenska vojska in njeno delovanje je sicer specifično, vendar to ne opravičuje strožjega obravnavanja pripadnikov Slovenske vojske v primeru kršitev vojaške discipline. Vsekakor se disciplinski postopek in ugotavljanje disciplinske odgovornosti pripadnikov Slovenske vojske glede na posebnosti organizacije ne bo mogel v celoti umakniti iz njenega delovanja, vendar je le-ta potreben korenitih sprememb in prenove. V nalogi prav tako potrdim tezo, da disciplinski ukrep prenehanja delovnega razmerja ni ustavno skladen glede na 14. člen Ustave Republike Slovenije. Zakon o obrambi kot edini zakon na slovenskem prostoru še vedno ohranja disciplinski ukrep prenehanja delovnega razmerja. Položaj pripadnika Slovenske vojske se od javnega uslužbenca ne razlikuje bistveno, oba namreč skleneta delovno razmerje s pogodbo o zaposlitvi, oba sta dolžna spoštovati in izpolnjevati delovne obveznosti, v primeru kršitev le-teh sta tudi disciplinsko odgovorna. Ob tem pa je mogoče obema v primeru kršitev delovnih obveznosti izredno ali redno odpovedati pogodbo o zaposlitvi, iz česar izhaja, da sporna določba Zakona o obrambi sploh ni potrebna, saj se pogodba o zaposlitvi zaradi krivdnih razlogov, pripadniku Slovenske vojske lahko tudi odpove. Zakon, ki daje pooblastilo delodajalcu, da lahko ob ugotovljeni težji kršitvi vojaške discipline izreče disciplinski ukrep prenehanje delovnega razmerja, pripadnika Slovenske vojske obravnava drugače, strožje, in s tem različno ureja enaka oz. podobna položaja, ne da bi za to imel razumen razlog. Tezo drugačnega urejanja disciplinske odgovornosti pripadnikov Slovenske vojske sem analizirala tudi iz primerjalno pravnega vidika, tako da sem pregledala ureditev disciplinske odgovornosti uradnikov in vojakov v Nemčiji. V Nemčiji ne velja enotnost urejanja individualnih delovnih in uslužbenskih razmerij. Vojaško službeno razmerje oz. uradniško razmerje ne nastane na podlagi pogodbe o zaposlitvi, temveč z aktom o imenovanju. Zato v Nemčiji ne moremo govoriti o pogodbenosti delovnih razmerij, saj pogodb o zaposlitvi ne sklepajo. Glede na navedeno uradniku ali vojaku v primeru kršitev službenih obveznosti, tudi ni mogoče odpovedati pogodbe o zaposlitvi, temveč ga je mogoče z disciplinskim ukrepom odpustiti iz uradniško – službenega razmerja.

Ključne besede

delovno pravo;vojak;javni uslužbenec;delavec;delovno razmerje;disciplinska odgovornost;disciplinski ukrep;Slovenija;Nemčija;magistrske naloge;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2016
Tipologija:	2.09 - Magistrsko delo
Organizacija:	UM PF - Pravna fakulteta
Založnik:	[M. Kokol]
UDK:	331.108.64(043.2)
COBISS:	5183019
Št. ogledov:	1206
Št. prenosov:	175
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	Disciplinary proceedings in the Slovenian Armed Forces
Sekundarni povzetek:	I affirm the thesis that considering the nature of the work of the Slovenian Armed Forces in the event of misconduct does not require a different legal system and treatment of the members of the Slovenian Armed Forces as it applies to other civil servants, and that disciplinary liability regulation does not follow the principle of contractual employment relationships. It was ascertained that contractual concept of conclusion, existence and termination of employment is implemented in Slovenia, and that deviation from this principle can be detected in disciplinary responsibility, where labour legislation gives the employer, as the organizer of the working process, the authority of disciplinary measures implementation and imposing authoritative decisions. The principle of contractual relationships is evident in the determination of disciplinary sanctions, as only a disciplinary measure may be imposed to employee or public official, which does not permanently alter the labour status of the worker. Disciplinary responsibility regulation in the Slovenian Army does not follow the principle of contractual employment relationship, since the disciplinary procedure is similar to criminal process where the disciplinary measure of employment termination can still be imposed to a member of the Slovenian Armed Forces. Slovenian army and its operation are specific, that however does not justify the stricter treatment of the Slovenian Armed Forces members in the event of military discipline infringement. While the disciplinary proceedings and determination of disciplinary responsibility for Slovenian Armed Forces members cannot be fully withdrawn due to the specifics of the organisation, thorough changes and renewal are nevertheless required. In addition the thesis ascertains that the disciplinary measure of employment termination is not in accordance with Article 14 of the Constitution of the Republic of Slovenia. The Defence Act is the only law in the Slovenian area still retaining disciplinary measure of employment termination. The position of members of the Slovenian Armed Forces and of the civil servant does not differ significantly, both in fact enter employment relationship by signing a contract of employment, both are obliged to respect and fulfil the work obligations and are liable to disciplinary actions in the event of infringement. In case of work obligations infringement irregular or regular cancellation of employment contract is possible for both of them, from which it follows that the contested provision of the Defence Act is not necessary, since the employment contract may also be cancelled to a member of the Slovenian Armed Forces due to the culpable reasons. The Act, which empowers the employer to give disciplinary action of termination of employment at established gravest violations of military discipline, treats members of the Slovenian Armed Forces differently, more rigid, and thus governs same or similar situation differently without a reasonable cause. Additionally, I have analysed thesis of different regulation of disciplinary responsibility of members of the Slovenian Armed Forces from a comparative law perspective by reviewing the legislation on disciplinary responsibility of public servants and soldiers in Germany. Uniformity of regulation of individual labour and civil service relationships is not present in Germany. Military official or civil servant relationship does not arise from a contract of employment, but the act of appointment. Therefore, in Germany there is no contractual employment relationships as contracts of employment are not concluded. Given the above it is not possible to terminate an employment contract of a military official or public servant in case of work obligation violations, he can however be dismissed from public servant - official relationship as a disciplinary measure.
Sekundarne ključne besede:	employment law;soldier;civil servant;employee;employment relationship;disciplinary responsibility;disciplinary action;Slovenia;Germany;master thesis;
Vrsta dela (COBISS):	Magistrsko delo
Komentar na gradivo:	Univ. v Mariboru, Pravna fakulteta
Strani:	107 f.
ID:	9151937