OBVEZNOSTI DELODAJALCA PRED ODPOVEDJO POGODBE O ZAPOSLITVI

Čepin, Karolina

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Title:	OBVEZNOSTI DELODAJALCA PRED ODPOVEDJO POGODBE O ZAPOSLITVI
Authors:	ID Čepin, Karolina (Author) ID Senčur Peček, Darja (Mentor) More about this mentor...
Files:	UN_Cepin_Karolina_2015.pdf (461,89 KB) MD5: 144FCC392C4932FEA3C26C93A591D16A
Language:	Slovenian
Work type:	Undergraduate thesis
Typology:	2.11 - Undergraduate Thesis
Organization:	PF - Faculty of Law
Abstract:	Odpoved pogodbe o zaposlitvi je najpogostejši način prenehanja delovnega razmerja. Številni tuji in domači pravni viri vsebujejo določbe, katerih namen je varovanje delavca, ki je v delovnem razmerju šibkejša stranka. Delodajalec mora imeti utemeljen razlog za odpoved pogodbe. ZDR-1 poleg vsebinskih zahtev, ki opredeljujejo vrsto in dopustnost odpovedi, delodajalcu nalaga tudi vrsto postopkovnih (ali formalnih) obveznosti. Pred odpovedjo pogodbe o zaposlitvi mora iz poslovnega razloga mora, na zahtevo delavca, obvestiti delavske predstavnike. Ko gre za odpoved večjemu številu delavcev, mora delodajalec pri določitvi presežnih delavcev določiti in uporabit kriterije za presežne delavce ter sodelovati z delavskimi predstavniki in zavodom za zaposlovanje. V primeru odpovedi pogodbe zaradi neopravljenega poskusnega dela in razloga nesposobnosti mora ustrezno ugotoviti, ali delavec dosega pričakovane delovne rezultate. Delodajalčeva obveznost je tudi, da delavcu omogoči zagovor. V primeru odpovedi iz krivdnega razloga je pomemben predhodni postopek v obliki izdaje opozorila. Dodatne obveznosti ima v primeru odpovedi delavcem, ki sodijo v varovane kategorije, posebnosti pa so tudi v primeru odpovedi delavcem v javnem sektorju. Za zakonitost odpovedi pogodbe o zaposlitvi je pomembno tudi, da so tako postopki pred odpovedjo kot tudi sama vročitev odpovedi narejeni v predvidenem roku in na pravilen način.
Keywords:	odpoved, odpoved pogodbe o zaposlitvi, delodajalec, obveznosti pred odpovedjo, sindikat, predhodni postopek
Place of publishing:	Ljubljana
Publisher:	[K. Čepin]
Year of publishing:	2015
PID:	20.500.12556/DKUM-47244
UDC:	349.2(043.2)
COBISS.SI-ID:	4838955
NUK URN:	URN:SI:UM:DK:93XQYJGB
Publication date in DKUM:	19.02.2015
Views:	2662
Downloads:	376
Metadata:
Categories:	PF
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Secondary language

Language:	English
Title:	EMPLOYERS OBLIGATIONS PRIOR TO THE TERMINATION OF THE EMPLOYMENT CONTRACT
Abstract:	Cancellation of the employment contract is the most common way of the employment termination. Many foreign and domestic law sources incorporate regulations, which are intended to protect the employee, who is the weaker party in the employment contract. The employer must have a justifiable ground for the cancellation of the employment contract. In addition to substantive requirements, which define the sort and admissibility of the termination, the ZDR-1 also requires a series of procedural (or formal) obligations to the employer. Before the termination of the employment contract for business reasons he must, upon the employee’s request, notify the workers representatives. In case of the termination of contracts of a larger number of employees, the employer has to, when determining the redundant employees, define the criteria for redundant employees and cooperate with worker representatives and the employment office. In case of terminating the employment contract because of unaccomplished probationary work and termination due to incompetence, the employer has to properly identify if the employee reaches the expected work results. It is also the obligation of the employer to provide an opportunity to the employee to defend himself. In the case of contract termination for reasons of culpability the preliminary procedure in the form of issuing warnings is important. He has additional obligations in the case of contract termination to workers, which belong to protected categories of employees; there are also particularities when terminating the work contract of an employee in the public sector. For the legality of the work contract termination, the procedures before the termination as well as the delivery of the termination must be made within the prescribed period and in a correct way.
Keywords:	cancellation, cancellation of the employment contract, employer, obligations prior to termination, labor union, preliminary procedure

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