20.500.12556/DKUM-22503 INSTITUT SODNE RAZVEZE POGODBE O ZAPOSLITVI DISSOLUTION OF A CONTRACT OF EMPLOYMENT ON THE BASIS OF A COURT JUDGEMENT POVZETEK Namen diplomskega dela je predstaviti institut sodne razveze pogodbe o zaposlitvi, kot enega izmed načinov prenehanja pogodbe o zaposlitvi. Institut sodne razveze predstavlja odmik od splošno uveljavljenega načela varstva zaposlitve in reintegracije delavca v primeru, ko sodišče ugotovi nezakonitost odpovedi pogodbe o zaposlitvi s strani delodajalca. Najpomembnejši mednarodni pravni akt, ki ureja institut sodne razveze, je Konvencija Mednarodne organizacije dela št. 158 o prenehanju delovnega razmerja na pobudo delodajalca. Omenjeni zavezujoči dokument v primeru ugotovljene neutemeljene odpovedi pogodbe o zaposlitvi s strani delodajalca primarno določa vrnitev delavca na delo. Kadar vrnitev na delo ni mogoča ali primerna, pa konvencija določa delavcu izplačilo ustreznega nadomestila ali kakšnega drugega ustreznega prejemka, kot oddolžitve za izgubo zaposlitve. Pri vpeljavi instituta slovenski pravni sistem se je zakonodajalec v pretežni meri oprl na nemško pravno ureditev. V skladu s slovensko delovno-pravno zakonodajo lahko sodišče v primeru ugotovljene nezakonitosti odpovedi pogodbe o zaposlitvi le-to razveže, bodisi na predlog delavca bodisi samo po lastni presoji, če upoštevaje vse okoliščine in interes obeh pogodbenih strank ugotovi, da nadaljevanje delovnega razmerja ne bi bilo več mogoče. Sodišče določi dan prenehanja delovnega razmerja tudi v primeru, ko ena od pogodbenih strank izpodbija pogodbo o zaposlitvi in sodišče ugotovi, da je pogodba neveljavna. Odškodnina, kot vrsta nadomestila za vrnitev delavca na delo, je vezana na plačo delavca. Glavne kriterije za odmero njene višine je izoblikovala sodna praksa. Primerjalno gledano je bistvena razlika med nemško, hrvaško ter slovensko pravno ureditvijo v tem, da le slovenska zakonodaja ureja možnost sodne razveze pogodbe o zaposlitvi po uradni dolžnosti. V nemškem in hrvaškem pravnem sistemu sodišče takšnega pooblastila nima, temveč lahko razveže pogodbo o zaposlitvi le na predlog delavca ali delodajalca. SUMMARY The purpose of thesis is to presenet dissolution of a contract of employment on the basis of a court judgement as one of the methods of termination of the employment contract. The institute of judicial rescission presents deviation from generally accepted principles of employment protection and reintegration of a worker in the case, where the court finds unlawful termination of the employment contract by the employer. The most importnat international legal document governing the institute of judicial rescission is the ILO Convention No.158 on the termination of employment at the initiative of the employer. Mentioned binding document in the case of groundless termination of the employment contact by the empoyer, primarily provides the worker's return to work. When returning to work is not possible or appropriate, the convention provides the payment of adequate compensation or any other benefit to the worker, as a substitution for loss of his job. Introducing the institute into Slovenian legal system, the legislature has mostly modelled upon German law. In accordance with the Slovenian labor-law legislation, if the court finds terminaton of the employment contract unlawful, court terminates employment contract, either at the request of the worker either at its own discretion, if considering all the circumstances and the interest of both parties, court finds that continuation of the employmet relationship is no longer possible. The court also determines the date for the employment contract termination when one of the contractual parties challenges the employment contract and the court finds that the contract is invalid. Damages as a type of compensation for the worker's return to work, is linked to the salary of an employee. The main criteria for assessment of its height was formed by case law. Comparatively speaking, the essential difference between German, Croatian and Slovenian legal system is that only Slovenian legislation regulates the possibility of a judicial rescission of the employment contract of its own discretion. In the German and Croatian legal system the court has no such authority and can only terminate an empolyment contract on the proposal of the worker or employer. Ključne besede: Sodna razveza pogodbe o zaposlitvi nezakonita odpoved pogodbe o zaposlitvi s strani delodajalca ugotovitev trajanja delovnega razmerja odškodnina namesto vrnitve na delo prenehanje delovnega razmerja odločanje ne glede na predlog delavca. Keywords: Dissolution of a contract of employment on the basis of a court judgement unlawful termination of a employment contract by the employer establishing the existence of a employment relationship damages as a type of compensation for the reintegration tremination of a employment relationship deciding regardless of the worker's proposal. true true false [S. Dolenšek] Slovenski jezik Angleški jezik Diplomsko delo 2012-03-28 23:52:15 2012-04-04 14:05:50 2022-04-14 11:51:43 2023-12-29 03:31:17 2012 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 34(043.2) 4336683 URN:SI:UM:DK:HAP57CZI UNI_Dolensek_Simon_2012.pdf UNI_Dolensek_Simon_2012.pdf 1 DC0F3730CABDE8BFE1B7D2D2758666B9 b6abbf6988d60333c1e02bdb7cd30b014075f7dc1379b88b65b086286ddb2778 80ab830d-7c06-11eb-bb7a-00155d0001ca 20.500.12556/dkum/f4e77505-6c4e-4276-86cc-ecb8d4d1a23c https://dk.um.si/Dokument.php?lang=slv&id=29053 Pravna fakulteta 0 0 0