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Title:SUSPENZ POGODBE O ZAPOSLITVI KOT INSTRUMENT VARSTVA ZAPOSLITVE
Authors:ID Arnuš, Ivana (Author)
ID Novak, Mitja (Mentor) More about this mentor... New window
Files:.pdf UNI_Arnus_Ivana_2012.pdf (703,44 KB)
MD5: FD178A15EA89E40EBC98295407490020
PID: 20.500.12556/dkum/9903f8be-1cfa-4079-9465-924f7c88a4b0
 
Language:Slovenian
Work type:Undergraduate thesis
Typology:2.11 - Undergraduate Thesis
Organization:PF - Faculty of Law
Abstract:Zakon od delovnih razmerjih je v primerjavi s prejšnjo delovnopravno zakonodajo prinesel nove institute in poudaril dvostranski, pogodbeni način urejanja delovnega razmerja, za razliko od prejšnjega, ki je bil asociativen, temelječ na družbeni lastnini in samoupravljanju. V diplomskem delu bom predstavila institut suspenza pogodbe o zaposlitvi kot instrumenta varstva zaposlitve. Institut suspenza pogodbe je bil v času stare delovne zakonodaje znan pod pojmom »mirovanje pravic in obveznosti iz delovnega razmerja«; ta zakonodaja je naštevala tudi okoliščine, ki so do mirovanja privedle. Pod izrazom suspenz je bil namreč urejen institut s popolnoma drugačnimi učinki kot jih ureja sedaj veljavni Zakon o delovnih razmerjih. Sedanji ZDR je poleg samega naziva instituta v primerjavi s staro ureditvijo drugače uredil tudi okoliščine, ki upravičujejo mirovanje in rok, v katerem je delavec upravičen do vrnitve k delodajalcu, smoter oz. namen: to je varstvo zaposlitve, pa ostaja nespremenjen. V času trajanja suspenza (ko je delavec odsoten z dela zaradi zakonsko predvidenih okoliščin) delavcu mirujejo pravice in obveznosti, povezane z delom, saj delavec dela ne opravlja in delodajalec mu ne izplačuje plače, kar izvede z izključitvijo delavca iz sistema zavarovanj. Čeprav gre za neizpolnjevanje temeljne delavčeve obveznosti, delavcu pogodba o zaposlitvi ne preneha, temveč le miruje in oživi ob vrnitvi na delo, t.j. v roku pet dni po prenehanju razlogov za nastop suspenza, sicer mu lahko delodajalec pogodbo o zaposlitvi odpove. Prav tako suspenz delavcu ne nudi absolutnega varstva zaposlitve, kajti med trajanjem suspenza je sicer izjemoma, ampak vendarle moč odpovedati pogodbo o zaposlitvi, če nastopi razlog za izredno odpoved ali če je uveden postopek za prenehanje delodajalca.
Keywords:Zakon o delovnih razmerjih, suspenz, mirovanje pravic, odpoved pogodbe o zaposlitvi, sprememba zakonodaje
Place of publishing:Maribor
Publisher:[I. Arnuš]
Year of publishing:2012
PID:20.500.12556/DKUM-23085 New window
UDC:34(043.2)
COBISS.SI-ID:4352555 New window
NUK URN:URN:SI:UM:DK:UP53L1KH
Publication date in DKUM:25.05.2012
Views:7913
Downloads:989
Metadata:XML DC-XML DC-RDF
Categories:PF
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Secondary language

Language:English
Title:Suspension of the employment contract as an instrument of protection of the employee
Abstract:In comparison to the earlier labor legislation, the employment relationship act brought new institutes and emphasized bilateral, contractual mode of employment regulation, as opposed to the previous one, which was associative, based on public property and self-management. In the thesis I will present the institute of suspension of the employment contract as an instrument of protection of the employee. At the time of the previous labor law, suspension of the employment contract was known under the term «inactivity of the rights and obligations arising from employment relationship«; this legislation also listed the circumstances which led to a standstill. However, under the term 'suspension', there was a completely different order and different effects than there are now, when it is regulated by the current Employment relationship act. The new ERA in comparison with the old regime regulates the circumstances differently, justifying the suspension of the contract and the term during which the employee is entitled to return to their employer, although the purpose of the institute per se, which is to protect the employment relationship of the employee, remains unchanged. During the suspension of the contract, the rights and obligations of the employee asociated with the work standstill remain inactive. The employer does not pay out the employees salary and he excluses him from the insurance sistem, since he is not integrated in the working process at that particular moment. Although the basic obligation of the employee is not fullfilled, the employment contract can not be terminated by the employer, it can only be suspended and re-validates by returning to work i.e. within five days after the cancellation of the reasons for the suspension, otherwise the contract may be terminated by the employer. As a matter of fact, the suspension of the employment contract does not offer absolute protection towards the employee because of a contract exception which leads to the involuntary termination of the employment contract by the employer or if the liquidation procedure of the employers organization (such as compulsory settlement, bankruptcy) is in progress.
Keywords:Employment relationship act, suspension, suspended rights, termination of employment contract, change of the legislation


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