20.500.12556/DKUM-39891 NAJPOGOSTEJŠE NAPAKE PRI ODPOVEDI POGODBE O ZAPOSLITVI THE MOST COMMON MISTAKES WHEN TERMINATING EMPLOYMENT CONTRACTS V diplomskem delu sem raziskala pravice in odgovornosti delavca in delodajalca v posameznem odpovednem razlogu. Preučila sem, s kakšnimi problemi se tako delavec kot delodajalec soočata v praksi pri redni in izredni odpovedi pogodbe o zaposlitvi. V njem sem pojasnila utemeljene razloge za odpoved pogodbe o zaposlitvi s strani delodajalca in delavca. Najpogostejša oblika odpovedi pogodbe o zaposlitvi je redna odpoved iz poslovnih razlogov, saj novi Zakon o delovnih razmerjih ne omogoča razporejanja delavcev kot prejšnja zakonodaja. Izredna odpoved pogodbe o zaposlitvi se v praksi uporablja najmanj, saj še niso vse stvari dorečene v zakonu in bodo le-ti pojasnjeni s sodno prakso oz. že dosedanje izkušnje sodne prakse v povezavi s formalnimi postopki podaje odpovedi, kažejo na potrebne spremembe Zakona o delovnih razmerjih predvsem v smislu poenostavitve postopka odpuščanja. Upoštevanje postopkovnih zahtev vpliva na zakonitost odpovedi pogodbe. Sodna praksa prikazuje, da se največ težav pojavlja prav pri procesnem delu odpovedi kot sta izvedba zagovora in vročanje odpovedi pogodbe o zaposlitvi. In my dissertation I focused my reasearch on rights and responsibilities of employee and employer in individual reason for termination of employment relationship. Further more I focused on what are the problems that both the employee and employer are facing in case of involuntary contract termination and voluntary contract termination. My dissertation includes explanation of justified reasons for employmnet contract termination from both sides - employer and employee. The most common form of employment termination is regular termination due to business reasons since the new Employment Relationship Act does not allow (like previous legislation) the distribution of employees to other work positions. In practice the involuntary employmnet contract termination is the least used tool since all fact have not yet been finalized in the new Act. These fact will be clarified by upcoming judicial practice. Fact is that current expiriences in judicial practiice in connection with formal procedure of fileing in the letter of termination indicate necessary changes of Employment Relationship Act especially in the field of simplification of procedure of layoff. Compliance with the procedure requirements influences the legitimacy of employment termination. Judiciary practice demonstrates that most problems are in the process part of termination that is implementation of defense and serving the temination of employment. utemeljeni razlog delavec delodajalec odpoved pogodbe o zaposlitvi redna in izredna odpoved sodna praksa justified reasons employee employer voluntary and involuntary contract termination judiciary practice true true false Slovenski jezik Angleški jezik Diplomsko delo 2013-03-13 15:23:30 2013-07-04 14:42:21 2022-05-12 23:17:26 2021-04-22 03:36:05 2013 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7182611 URN:SI:UM:DK:SXXK9UTW VS_Znider_Tina_2013.pdf VS_Znider_Tina_2013.pdf 1 6841C6F0B4C8774A44928F676577912E ee262f523b594cdf2eea2f76837c75307f6fa5d9af4401ce7db5579598a4357d eff42e4a-7c09-11eb-bb7a-00155d0001ca 20.500.12556/dkum/de5e73fd-4ab4-454c-b382-d4817c758672 https://dk.um.si/Dokument.php?lang=slv&id=55218 Fakulteta za organizacijske vede 0 0 0