20.500.12556/DKUM-54606 INSTITUT ODPRAVNINE V SLOVENSKI UREDITVI DANES IN JUTRI SEVERANCE IN SLOVENIAN LAW TODAY AND TOMORROW Diplomska naloga obravnava ureditev odpravnine v Republiki Sloveniji, s pregledom mednarodnih pravnih aktov, slovenske zakonodaje in sodne prakse. V predstavitvi ureditve instituta odpravnine v Republiki Sloveniji je podrobno predstavljen sistem, ki je uveljavljen z Zakonom o delovnih razmerjih-1 (ZDR-1), Zakonom o javnih uslužbencih (ZJU) in kolektivnimi pogodbami. Odpravnina je nadomestilo, ki je nekomu izplačano ob prenehanju nekega sodelovanja, v delovnopravnem smislu, prenehanju delovnega razmerja. Odpravnina po svoji naravi zasleduje dvojen namen. Prvič, zagotavljanje socialne varnosti delavca, kateremu se, največkrat nepredvideno, status delavca spremeni v brezposelnost in drugič, kot kompenzacija delavcu za njegov prispevek pri poslovanju družbe v daljšem časovnem obdobju. Pogoj za pridobitev pravice do odpravnine v slovenskem pravnem sistemu je poleg ustreznega načina prenehanja delovnega razmerja tudi dopolnitev določene delovne dobe pri delodajalcu ali njegovih pravnih naslednikih, njena višina je odvisna tudi od delavčeve povprečne mesečne plače. Splošno velja, da je delavec, razen pri zaposlitvi za določen čas, upravičen do odpravnine šele po prvem letu zaposlitve. Zneski odpravnin so nizki, delavcu načeloma vsaka nova zaposlitev predstavljava nov tek delovne dobe za izračun odpravnine. Odpravnina je v Sloveniji z zakonodajo zelo podrobno regulirana, hkrati pa je potrebna prenove sistemske regulacije. Slovenski sistem odpravnino ureja na način, ki glede na današnjo dinamiko poslovanja v gospodarstvu, ne ustreza pravični in na dolgi rok vzdržni obravnavi vseh deležnikov, tj. delavcev, delodajalcev in ostale družbe. Rešitev je v celoviti reformi instituta odpravnine, z uporabo čilske ureditve individualnih računov, avstrijske ureditve navezave skladov odpravnin na pokojninske sklade in enakopravno obravnavo vseh subjektov, s katero bi zgradili vzdržen sistem, ki bi poleg zagotavljanja sredstev za socialno varnost delavcev skrbel tudi za sredstva za stabilnost pokojninskega sistema. Ukrepi na področju varovanja šibkejših in okolja bi vplivali na instrumente za regulacijo pravic denarnih prejemkov vseh subjektov. The graduation thesis examines the severance pay system in the Republic of Slovenia by reviewing the international legal acts, the Slovenian legislation and the judicial practice. The section on the instrument of severance pay in the Republic of Slovenia presents a detailed overview of the system that was put into force by the Employment Relationship Act (Zakon o delovnih razmerjih-1; ZDR-1), the Civil Servants Act (Zakon o javnih uslužbencih; ZJU) and collective bargaining agreements. Severance pay refers to compensation received at the termination of a particular collaboration or, in the labour law sense, at the termination of employment. Severance pay is essentially designed to serve two purposes: firstly to provide social security to a worker, whose status - in most cases unexpectedly - changes to unemployment, and secondly to compensate the worker for their contribution to company performance over time. In the Slovenian legal system, the condition for having the right to severance pay is a certain duration of employment with the employer or its legal successor(s), in addition to the employment having been terminated in a certain manner. The amount of severance pay also depends on the worker's average monthly salary. In general, a worker only becomes entitled to severance pay after a year of employment, which does not apply to temporary employment. The severance amounts tend to be low and each change of employment usually resets the duration of employment that contributes towards a worker's severance amount. While Slovenian laws govern severance pay in great detail, its systemic regulation needs to be revised. In view of the current dynamics of economy, the Slovenian system regulates severance pay in a way that does not meet the requirements of fair and sustainable treatment of all parties involved, i.e. the workers, companies and the society at large. The solution lies in a comprehensive reform of the instrument of severance pay by applying the Chilean arrangement with individual accounts and the Austrian arrangement with linkage of severance pay to retirement funds and with equal treatment of all subjects, which would make possible a sustainable system that would, in addition to providing the funds for workers' social security, also provide the funds ensuring stability of the pension system. Measures to protect the vulnerable and the environment would affect the controls that regulate the rights of all stakeholders regarding payments. odpravnina sklad ZDR-1 slovenski pravni sistem delovno pravo avstrijska ureditev odpravnin čilska ureditev odpravnin sistem odpravninskih skladov sistem varčevalnih računov jamstveni sklad prenehanje pogodbe o zaposlitvi severance pay fund ZDR-1 Slovenian legal system labour law Austrian severance pay system Chilean severance pay system severance fund system savings account system guarantee fund employment contract termination true true false [U. Rošer] Slovenski jezik Angleški jezik Diplomsko delo 2015-09-07 13:19:46 2015-11-26 10:01:21 2022-06-06 03:06:03 2021-05-12 03:15:13 2015 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 349.2(043.2) 4987435 URN:SI:UM:DK:SQC2M3LR UN_Roser_Uros_2015.pdf UN_Roser_Uros_2015.pdf 1 E0CD266F5E1A1C45817C9C1128416B50 b0c1afb5132a1ee70a2bfad5222c2c7d7d34c6405ab110fa2ade174985f3ba1e a5e96c3f-7c07-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=80483 Pravna fakulteta 0 0 0