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Title:PRENEHANJE POGODBE O ZAPOSLITVI NA PODLAGI SODBE SODIŠČA
Authors:ID Drobnak, Saša (Author)
ID Senčur Peček, Darja (Mentor) More about this mentor... New window
Files:.pdf UNI_Drobnak_Sasa_2009.pdf (456,78 KB)
MD5: 39CF36A07200E0CA79A0BFDB25B0A4C3
PID: 20.500.12556/dkum/ba9ed2ad-fe53-407a-b53b-af8b29925b0b
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:PF - Faculty of Law
Abstract:Prenehanje pogodbe o zaposlitvi na podlagi sodbe sodišča je eden od načinov prenehanja pogodbe o zaposlitvi in je bil v slovensko pravo po vzoru nemškega prava vnesen leta 2003. Takšno prenehanje pogodbe o zaposlitvi je posebnost, saj predstavlja nasprotje načelu reintegracije delavca. V tem primeru prenehanja pogodbe o zaposlitvi, če sodišče ugotovi, da je odpoved delodajalca nezakonita, delavec pa ne želi nadaljevanja delovnega razmerja, lahko sodišče na predlog delavca ugotovi trajanje delovnega razmerja. Trajanje delovnega razmerja sodišče ugotovi najdalj do odločitve sodišča prve stopnje, nato prizna delavcu delovno dobo in druge pravice iz delovnega razmerja ter mu prizna ustrezno denarno odškodnino v višini največ 18 mesečnih plač delavca, izplačanih v zadnjih treh mesecih pred odpovedjo pogodbe o zaposlitvi. Omejitev odškodnine je bila v slovensko zakonodajo vnesena z novelo ZDR-A, pred tem je zakon določal, da se odškodnina določi po pravilih civilnega prava. Lahko pa sodišče enako ugotovi tudi ne glede na predlog delavca v primeru, 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. Delavec — tožnik lahko zahtevek do konca glavne obravnave pred sodiščem prve stopnje, brez privolitve delodajalca — toženca, spremeni tako, da zahteva, da sodišče ugotovi, da je odpoved delodajalca nezakonita, ker pa delavec ne želi nadaljevanja delovnega razmerja, ugotovi trajanje delovnega razmerja, vendar najdalj do odločitve sodišča prve stopnje, mu prizna delovno dobo in druge pravice iz delovnega razmerja, ter odškodnino. Načeloma mora sodišče v skladu s procesnimi pravili odločati v mejah postavljenih zahtevkov. V primeru, ko sodišče kljub zahtevku delavca po reintegraciji ugotovi, da nadaljevanje delovnega razmerja ni več mogoče in razveže delovno razmerje, pa ne ravna v skladu s temi pravili. Problem v takšnem primeru predstavlja tudi določitev odškodnine, če delavec ni postavil zahtevka za določitev le te. Zakon je včasih določal, da se odškodnina določi po pravilih civilnega prava, kar je bila zelo ohlapna določba. Tako je zakonodajalec dopustil, da kriterije za določitev le te oblikuje sodna praksa. Po spremembi zakona še vedno niso določeni natančni kriteriji za določitev odškodnine, je pa določena njena najvišja višina. Bistvena razlika med nemško in slovensko ureditvijo navedenega instituta je ta, da mora biti v nemškem sistemu v primeru uporabe instituta vedno prisotna predpostavka, da ena od strank, bodisi delavec, bodisi delodajalec, meni, da nadaljevanje delovnega razmerja ne bi bilo več mogoče. V slovenskem sistemu pa lahko sodišče o tem odloči samo, brez predloga strank.
Keywords:Prenehanje pogodbe o zaposlitvi na podlagi sodbe sodišča, sodna razveza, odločanje brez predloga, odškodnina, tožbeni zahtevek, ugotovitev trajanja delovnega razmerja, konvencija MOD št. 158, prenehanje delovnega razmerja, nezakonita odpoved delodajalca.
Place of publishing:Maribor
Publisher:[S. Drobnak]
Year of publishing:2009
PID:20.500.12556/DKUM-11963 New window
UDC:34(043.2)
COBISS.SI-ID:3980843 New window
NUK URN:URN:SI:UM:DK:ZIHKSMOZ
Publication date in DKUM:15.12.2009
Views:6592
Downloads:909
Metadata:XML DC-XML DC-RDF
Categories:PF
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Secondary language

Language:English
Title:TERMINATION OF A CONTRACT OF EMPLOYMENT ON THE BASIS OF A COURT JUDGEMENT
Abstract:The termination of a contract of employment on the basis of a court judgement is one of the means of contract termination that was incorporated into Slovenian legislation in 2003 modelled upon German Law. Such termination of an employment contract is an idiosyncrasy as it represents a contradiction to the principle of worker reintegration. In such cases of employment contract termination the court can, after establishing an illegal rescission by the employer, at a request of the worker who no longer wishes to continue the labour relation, determine the duration of the employment relationship. The duration of the working relationship is determined utmost to the verdict of the first instance court; afterwards the employee is granted the years of service, other rights stemming from the employment contract and allocated an appropriate damages amounting to a maximum of 18 monthly salaries, calculated on the last three pay checks before the contract termination. The limitation of the compensation was introduced into Slovenian legislation through the amendment ZDR-A; prior to that, the law stated that the damages is determined on the basis of civil law. The court can reach the same conclusion, when, by considering all circumstances and the interests of both contractual parties, continuation of the labour relation is no longer possible, regardless of the workers proposal. The court also determines the date for the contract of employment termination when one of the involved parties contests the employment contract and the court adjudges that the contract is invalid. Worker – the plaintiff can modify the claim without the defendant’s consent until the final reading before the court of first instance in a way that he demands that the court adjudges that the contract termination is illegal, but because the worker does not want to continue the labour relationship also establish the duration of the labour relationship and grant all rights stemming from the years of service, other rights from the employment contract and awards damages. In principle the court has to adjudge in accordance with procedural rules in the limits of the proposed claims. However the court does not follow these rules, when it adjudges that despite the workers reintegration claim, continuation of the labour relation is no longer possible and therefore terminates the contract. Another problematic issue in such cases is adjudging the appropriate damages as it is not part of the workers claim. The law used to state the damages is determined according to the rules of civil law, which was a very loose regulation. Thus the regulator allowed that the criteria for establishing compensation were built upon case-law. After the legislation amendments, the damages criteria are still not firmly determined, but the maximum amount of damages is stated. The core difference between the German and Slovenian layout of the stated institution lies in the fact that in the German system the institution can only be applied under the assumption one of the involved parties, namely the employer or the employee, that the continuation of the labour relation is no longer possible. In the Slovenian legislation system such a decision can be taken by the court itself without a prior proposal from the parties.
Keywords:Termination of a contract of employment on the basis of a court judgement, judicial rescission, deciding without a proposal, damages, claim, finding of the existence of a labour relation, ILO Convention No. 158, termination of a labour relation, illegal termination by the employer.


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