Pravni položaj delavca v času izrednih razmer: epidemija COVID-19 : epidemija COVID-19

Premzel, Jaka

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Naslov:	Pravni položaj delavca v času izrednih razmer: epidemija COVID-19 : epidemija COVID-19
Avtorji:	ID Premzel, Jaka (Avtor) ID Senčur Peček, Darja (Mentor) Več o mentorju...
Datoteke:	MAG_Premzel_Jaka_2020.pdf (958,80 KB) MD5: 01B440BACC45D76DD872DC551D8C0C1A PID: 20.500.12556/dkum/162afc6d-f234-4546-82f7-5fc906cef9bf
Jezik:	Slovenski jezik
Vrsta gradiva:	Magistrsko delo/naloga
Tipologija:	2.09 - Magistrsko delo
Organizacija:	PF - Pravna fakulteta
Opis:	Izbruh epidemije novega virusa SARS-CoV-2, ki povzroča bolezen COVID-19 je v začetku leta 2020 zajel celoten svet. Države so sprejele interventno zakonodajo za preprečitev in omejitev širjenja virusa ter ukrepe za pomoč gospodarstvu. Zaradi ugasnitve javnega življenja se je večina delodajalcev zasebnega sektorja soočila s problemom upada prometa in posledično manjšo potrebo po delu, spet drugi, predvsem v panogi trgovine z živili, pa s povečanim obsegom dela. Sprejem interventne zakonodaje ne pomeni, da se veljavni zakonodajni okvir preneha uporabljati, saj akti OZN, MOD, EU in navsezadnje tudi nacionalni zakonodajni akti posameznih držav niso izgubili veljave. Interventna zakonodaja v določenih primerih le korigira veljavne akte in pomeni dodatno možnost organiziranja delovnega procesa z uvedbo novih institutov. Osrednji problem delodajalca v času epidemije COVID-19 je upad prihodkov, čemur sledi manjša potreba po delu. Posledično se poraja vprašanje, kakšne možnosti ima delodajalec glede prilagoditve delovnega procesa in predvsem kakšne pravice ima delavec, kot šibkejša stranka pogodba o zaposlitve. Delodajalec ima na podlagi temeljnega nacionalnega delovnopravnega akta možnost, da enostransko začasno odredi opravljanje drugega dela, napoti delavca na čakanje na delo doma ali da mu odredi opravljanje nadurnega dela. V soglasju z delavcem sme delodajalec spremeniti pogodbo o zaposlitvi in se posledično dogovoriti o delu delavca od doma ter navsezadnje z delavcem skleniti sporazum o prenehanju pogodbe o zaposlitvi. Odpustitev delavca mora biti zadnji ukrep, katerega uporabi delodajalec v kriznih razmerah, ki so posledica epidemije COVID-19. Na podlagi interventne zakonodaje je delodajalec dobil dodatne možnosti glede organizacije delovnega procesa. Interventna ukrepa sofinanciranja začasnega čakanja na delo in sheme za krajši delovni čas, sta se izkazala za zelo učinkovita. V omenjena instituta je v Sloveniji vključenih veliko število delavcev, kar je indic njune uspešnosti. Delavec se lahko v času epidemije COVID-19 in neposredno po njej znajde v različnih položajih. V prvih tednih izbruha virusa SARS-CoV-2 veliko število delavcev ni imelo možnosti priti na delo zaradi višje sile. Kot višja sila se uvršča ustavitev javnega prevoza, zaprtje vrtcev in zaprtje mejnih prehodov. Delavec se lahko znajde tudi v situaciji, ko mu je s strani pristojnih institucij odrejena karantena ali ukrep izolacije (osamitve). Prav tako lahko delavec zboli za boleznijo COVID-19, kjer gre ponovno za svojevrsten položaj. Delavec je v vseh naštetih položajih upravičen do nadomestila, za katerega pravna podlaga je tako v veljavni, kot v interventni zakonodaji.
Ključne besede:	Pravni položaj delavca, interventni zakon, COVID-19, začasno čakanje na delo, odreditev drugega dela, shema za krajši delovni čas
Kraj izida:	[Maribor
Kraj izvedbe:	[Maribor
Založnik:	J. Premzel]
Leto izida:	2020
Št. strani:	88 str.
PID:	20.500.12556/DKUM-77514
UDK:	349.2(043.3)
COBISS.SI-ID:	28072195
NUK URN:	URN:SI:UM:DK:POHCND6Y
Datum objave v DKUM:	10.09.2020
Število ogledov:	1917
Število prenosov:	548
Metapodatki:
Področja:	PF
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Licence

Licenca:	CC BY-NC 4.0, Creative Commons Priznanje avtorstva-Nekomercialno 4.0 Mednarodna

Povezava:	http://creativecommons.org/licenses/by-nc/4.0/deed.sl
Opis:	Licenca Creative Commons, ki prepoveduje komercialno uporabo, vendar uporabniki ne rabijo upravljati materialnih avtorskih pravic na izpeljanih delih z enako licenco.
Začetek licenciranja:	02.09.2020

Sekundarni jezik

Jezik:	Angleški jezik
Naslov:	Employees' legal position during exceptional occurrences of epidemic COVID-19
Opis:	The outbreak of the new SARS-CoV-2 virus, which causes the COVID-19 disease, swept the world at the beginning of the year 2020. Countries all over the world have adopted intervention measures to prevent and limit the spread of the virus, as well as measures to help the economy. Due to the stop of public life, most private sector employers faced the problem of declining turnover and the consequent lower need for work, while others, especially grocery stores, faced an increased volume of work. The adoption of intervention measures does not mean that the classic legislative framework ceases to apply, as the acts of the UN, the ILO, EU and ultimately the standard national legislative acts of individual countries have not lost their force. In certain cases, the intervention measures only amend standard acts and provide an additional option by introducing new institutes. The core problem of the employer during the COVID-19 epidemic is the decline in revenues, followed by less need for work. As a result, the question arises as to what options the employer has in terms of adjusting the work process and, above all, what rights the employee has as a weaker party to the employment contract. Based on the standard national Labour law act, the employer has the possibility to unilaterally temporarily order the performance of other work, send the employee to wait for work at home and order him to work overtime. In agreement with the employee, the employer may amend the employment contract and consequently agree on the employee's work from home and last but not least, conclude an agreement with the employee on the termination of the employment contract. The dismissal of an employee must be the last resort used by the employer in this situation. The intervention measures have given the employer additional possibilities regarding the organization of the work process. Intervention measures such as co-financing temporary waiting for work and short-time work have proved to be very effective, as the large number of workers involved in these measures have managed to keep their jobs. During and immediately after the epidemic caused by COVID-19 the worker may find himself in various situations. During the first few weeks of the outbreak of the SARS-CoV-2 virus, a large number of workers were unable to come to work due to force majeure, meaning the cessation of public transport, the closure of kindergartens or the closure of border crossings. The worker may also find himself in a situation where he has been ordered quarantine or isolation. A worker can also fall ill because of COVID-19, which is again a unique legal situation. In all the above situations, the employee is entitled to compensation, the basis for which is in both in standard and intervention legislation.
Ključne besede:	Employees' legal status, emergency measures, COVID-19, waiting for work at home, to be given an order to work another job, short-time work

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