20.500.12556/DKUM-10269 ZAPOSLOVANJE ZA DOLOČEN ČAS EMPLOYMENT WITH A CONTRACT OF LIMITED DURATION Tako v svetu kot tudi v Sloveniji se čedalje pogosteje uporabljajo nestandardne oblike zaposlovanja, med katerimi je daleč v ospredju zaposlovanje za določen čas. V diplomskem delu se dotaknem ene izmed najbolj pogosto uporabljenih oblik fleksibilnega zaposlovanja, zaposlovanja za določen čas. Ob tem pa se pojavlja bistveno vprašanje ali je to vrstno zaposlovanje potrebno v tako veliki meri in ali ne gre v večini primerov za zlorabljen institut, ki je premalokrat odkrit in posledično premalokrat sankcioniran? Problem nastane pri slednjem. Imamo predpise, zakone in pogodbe, ki natančno določajo in opredeljujejo kdaj, zakaj in pod kakšnimi pogoji pogodba o zaposlitvi za določen čas. Imamo predpisane sankcije za kršitelje, pa vendar je pogodba sklenjena za določen čas postala stalnica v zaposlovanju. Mehanizem nadzora in ukrepanja pa je kot kaže tukaj odpovedal. Povsem jasno je, da je institut zaposlovanja za določen čas predvsem oblika, ki koristi delodajalcu in ima vse prej kot pozitiven vpliv na zaposlene. Z uporabo zaposlovanja za določen čas se sicer povečuje število zaposlenih, vendar to vsekakor ni v korist zaposlenih. V večini primerov gre za nestabilna delovna mesta z manjšo socialno in pravno varnostjo. In nenazadnje kako se izogniti zaposlovanju za določen čas med zaposlenimi v gospodarstvu, če gre za obliko zaposlovanja, ki je najpogosteje uporabljena in zlorabljena tudi v javnem sektorju, kljub temu, da je zakon na temu področju jasen in nedvoumen. Kako zmanjšati zaposlovanje za določen čas v privatnem sektorju, če ga tako nepremišljeno in številčno uporabljajo tisti, ki so zakone napisali? In the world as well as in Slovenia forms of employment which are not standard are being used more and more often. Standing out is the temporary employment. In my dissertation I am dealing with one of the most often used forms of flexible employment, that is with temporary employment. The main question that emerges is whether this kind of employment is really necessary in this high degree and whether in most cases this is not a misused institute, not uncovered often enough and therefore rarely sanctioned. The problem arizes from the latter. We have the regulations, laws and contracts which precisely define when, why and under what conditions the contract of fixed time limit is possible. Sanctions for violators are prescribed but the contract of limited duration became a permanent employment phenomenon. The control and measures taking mechanisms have failed here, as it seems. It is absolutelly clear the temporary employment institute is mostly a form useful for the employer and that is has everything but a positive influence on the employees. Using the temporary employment the number of employees increases although it certainly is not in the best interest of the employees. In most cases these jobs are unstable with a weaker social and legal security. After all, how to avoid temporary employment in private sector when it represents the form of employment most common and largely misused also in the public sector, regardless of the clear and unambiguous law covering this area? How to reduce the number of people employed only for a limited period of time in private sector when the temporary employment is so recklessly and numerously used by those who wrote the law? ZAPOSLOVANJE ZAPOSLITEV ZA DOLOČEN ČAS ZAKON FLEKSIBILNO ZAPOSLOVANJE DELAVEC DELODAJALEC EMPLOYMENT TEMPORARY EMPLOYMENT LAW FLEXIBLE EMPLOYMENT EMPOLOYEE EMPLOYER true true false Slovenski jezik Angleški jezik Diplomsko delo 2009-04-29 21:02:49 2009-06-04 12:26:01 2022-04-11 16:08:22 2022-04-16 03:18:31 2009 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6450451 URN:SI:UM:DK:QA38LY12 VS_Peternel_Peter_2009.pdf VS_Peternel_Peter_2009.pdf 1 DA9089C8EFF980BE23C4D3CE32D6394D 468770c2504e481351f20f790ae5b64692a20eb0bb2856f33ffaeb18ee3a02e9 c6ac6676-7c02-11eb-bb7a-00155d0001ca 20.500.12556/dkum/673ec0fc-ce36-4346-a8bf-b7ff3de1074b https://dk.um.si/Dokument.php?lang=slv&id=8347 Fakulteta za organizacijske vede 0 0 0