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Title:Prenehanje pogodbe o zaposlitvi na podlagi sodbe sodišča po ZDR-1
Authors:Škrobar, Dora (Author)
Senčur Peček, Darja (Mentor) More about this mentor... New window
Files:.pdf UNI_Skrobar_Dora_2014.pdf (904,35 KB)
MD5: 6BBB148287B0AA5C1AEEB5617B15C82A
 
Language:Slovenian
Work type:Bachelor thesis/paper (mb11)
Typology:2.11 - Undergraduate Thesis
Organization:PF - Faculty of Law
Abstract:Zakon o delovnih razmerjih (ZDR-1) ureja različne načine prenehanja pogodbe o zaposlitvi, pri katerih izhaja iz načela varstva zaposlitve delavca v primeru nezakonitega prenehanja pogodbe o zaposlitvi. Načelo varstvo zaposlitve pa ni absolutno, saj zakon med načini prenehanja pogodbe o zaposlitvi predvideva možnost sodne razveze pogodbe o zaposlitvi, ob ugotovljenem dejstvu nezmožnosti nadaljnjega sodelovanja delavca in delodajalca. Delavec ima možnost, da pred delovnim sodiščem uveljavlja nezakonitost prenehanja pogodbe o zaposlitvi in sodno razvezo pogodbe o zaposlitvi, ne le v primeru nezakonite odpovedi delodajalca, kot je veljalo doslej, ampak lahko zahteva sodno razvezo, kadar mu pogodba o zaposlitvi nezakonito preneha na enega izmed vseh možnih zakonskih načinov prenehanja pogodbe o zaposlitvi. Kadar sodišče ob izvedenem dokaznem postopku ugotovi, da je bilo prenehanje pogodbe o zaposlitvi nezakonito, pride praviloma do reintegracije oziroma vrnitve delavca na delovno mesto k delodajalcu. Druga možnost ob nezakonitem prenehanju pogodbe o zaposlitvi in ki predstavlja izjemo od reintegracije, je institut prenehanja pogodbe o zaposlitvi na podlagi sodbe sodišča oziroma sodna razveza pogodbe o zaposlitvi. Delavec in delodajalec imata možnost, da vložita predlog za sodno razvezo pogodbe o zaposlitvi (do zaključka glavne obravnave pred sodiščem prve stopnje), kadar utemeljeno ne želita nadaljevati delovnega razmerja. Sodišče bo namesto reintegracije odločilo o sodni razvezi pogodbe o zaposlitvi, ob upoštevanju obojestranskega interesa pogodbenih strank ter okoliščin konkretnega primera, ki onemogočajo nadaljevanje delovnega razmerja. V tem primeru sodišče skladno s prvim odstavkom 118. člena ZDR-1 s sodbo ugotovi trajanje delovnega razmerja, prizna delavcu delovno dobo in druge pravice iz delovnega razmerja ter delavcu namesto reintegracije prizna ustrezno denarno povračilo, ki ga določi ob upoštevanju zakonskih meril v višini največ 18 mesečnih plač delavca, izplačanih v zadnjih treh mesecih pred odpovedjo pogodbe o zaposlitvi. Pravna ureditev sodne razveze pogodbe o zaposlitvi in s tem denarnega povračila je skladna z mednarodnimi smernicami s področja prenehanja pogodbe o zaposlitvi. S spremenjeno ureditvijo 118. člena ZDR-1, po katerem sodišče o sodni razvezi več ne more odločati na podlagi lastne iniciative, pa se institut sodne razveze bolj približujejo nemški ureditvi, po vzoru katere je bil vpeljan v naš pravni sistem.
Keywords:nezakonito prenehanje pogodbe o zaposlitvi, reintegracija, sodna razveza pogodbe o zaposlitvi, denarno povračilo
Year of publishing:2014
Publisher:[D. Škrobar]
Source:Maribor
UDC:349.22+331.106(043.2)
COBISS_ID:4753451 New window
NUK URN:URN:SI:UM:DK:VNBTM4W5
Views:1815
Downloads:355
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:PF
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Secondary language

Language:English
Title:Cessation of the employment contract on the basis of a court judgement after ZDR-1
Abstract:The Employment Relationship Act (ZDR-1) regulates different manners and reasons for the termination of an employment contract, which are to be dealt with in accordance with the principles for the protection of employment rights in cases of wrongful termination of the contract. The principle of employment rights protection are not absolute, since the law provides the possibility to terminate an employment contract, if it is established that the contractual parties are unable or unwilling to cooperate and perform their rights and obligations. Every employee has the right to take the wrongful termination of an employment contract, and its judicial rescission, before the Employment Court in case of any termination of the employment contract (and not only in the case of wrongful termination of the employment contract by the employer; as was the case before). If, during the proceedings, the court shall determine that the termination of the employment contract was wrongful, the employee usually returns to his or her former workplace, or is reintegrated into the company. In some cases of wrongful termination, the employment contract is terminated on the basis of a court judgement – with the so called rescission of the employment contract. The contractual parties can submit a motion for the termination of the employment contract (until the end of the main hearing before the Court of the First Instance), if they wish to terminate their contractual relationship for duly justified reasons. If, taking into account the circumstances and the interest of both contractual parties, the court establishes that the continuation of the employment relationship would no longer be possible, it shall rule in favour of termination of the employment contract, and consequently decide against any form of reintegration. In accordance with article 118 of the Employment Relationship Act (ZDR-1) the court shall determine the duration of the employment relationship, the employee’s years of service and other rights deriving from the employment relationship. Instead of a reintegration, the employee is entitled to suitable compensation in accordance with the legal conditions. The compensation in money shall not exceed more than 18 average employee’s wages during the past three months prior to the termination of the employment contract. The legal regime of judicial rescission of the contract and financial compensations is consistent with the international guidelines on the termination of an employment contract. Due to the amendments under the first paragraph of article 118 of ZDR-1, the court cannot start a judicial dissolution of the contract on its own initiative. In this respect the institute of judicial rescission introduced into the Slovene legal system was modelled upon German legislative regulations.
Keywords:wrongful determination of working contracts, reintegration of worker, dissolution of employment contract on the basis of a court judgement, compensation


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