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Title:VARSTVO ZASEBNOSTI DELAVCA
Authors:ID Vobovnik, Tina (Author)
ID Cvetko, Aleksej Janez (Mentor) More about this mentor... New window
Files:.pdf MAG_Vobovnik_Tina_2014.pdf (1,03 MB)
MD5: 8AB15D2AAEAC191689C29FEA8CC767A0
 
Language:Slovenian
Work type:Master's thesis
Typology:2.09 - Master's Thesis
Organization:PF - Faculty of Law
Abstract:Pravica do zasebnosti je temeljna človekova pravica, ki jo vsakemu posamezniku zagotavljajo Ustava RS in temeljni mednarodni dokumenti. Najpomembnejša značilnost pravice do zasebnosti je, da se z družbenim razvojem in tehničnim napredkom pojavljajo vedno nove oblike in možnosti posegov v posameznikovo zasebnost, zato je zelo pomembno, da obseg pravice do zasebnosti ni definiran v nobenem od temeljnih dokumentov, ki to pravico zagotavljajo. Za pravico do zasebnosti je tudi značilno, da je absolutna, vendar vseeno omejena s pravicami drugih. Zato ne moremo v vseh primerih vnaprej postaviti pravil, kdaj gre za kršitev posameznikove pravice do zasebnosti, ampak lahko to ugotovimo le preko posegov v to pravico s strani državne oblasti ali drugega posameznika. To pa je naloga sodne prakse, ki mora pretehtati, ali je v konkretnem primeru pomembnejša pravica do zasebnosti ali pa katera druga pravica, zaradi katere obstaja legitimni interes po posegu v zasebnost posameznika. Pri tematiki zasebnosti delavca je treba upoštevati tudi posebnosti delovnega razmerja - razmerja med delavcem in delodajalcem, v katerem je delodajalec močnejša stranka zaradi ekonomske premoči, pravice do dajanja navodil ter pravice do nadzora nad delavcem. Ker delavci za opravljeno delo prejemajo plačilo, imajo delodajalci pravico zahtevati pravočasno, strokovno in kakovostno opravljeno delo. Delavec je tako dolžan dopustiti določeno stopnjo nadzora in poseganja v svojo pravico do zasebnosti. Poleg splošne dolžnosti delodajalca, da upošteva in ščiti delavčevo zasebnost, lahko v različnih predpisih najdemo še številne določbe, ki delodajalca omejujejo pri posegih v delavčevo pravico do zasebnosti, nekatera pravila pa so se izoblikovala tudi v sodni praksi. Posamezne posege v zasebnost delavca lahko razdelimo na tri obdobja. V fazi sklepanja pogodbe o zaposlitvi tako govorimo o zasebnosti kandidata za zaposlitev, kar je še posebej občutljivo področje, saj želi delodajalec o svojem bodočem delavcu pridobiti čim več informacij, kandidat pa bo v želji po zaposlitvi takšne posege v svojo zasebnost tudi pripravljen dopustiti. V času trajanja zaposlitve pa lahko posege v delavčevo zasebnost razdelimo v dve skupini. Na eni strani gre za pridobivanje različnih podatkov o delavcu, v drugi skupini posegov v zasebnost delavca pa najdemo različne oblike nadzora, ki jih delodajalec izvaja, da bi ugotovil, ali delavec krši svoje obveznosti iz pogodbe o zaposlitvi oziroma zlorablja svoje pravice. V tej skupini posegov pa je najpomembnejše splošno pravilo, da se lahko takšne oblike nadzora izvajajo le nad točno določenim delavcem ali skupino delavcev, za katere že obstaja določen sum, da svoje pravice izkoriščajo, nikakor pa se ne sme (neprekinjeno) nadzorovati vseh delavcev z namenom, da se odkrije morebitne kršitelje. Vprašanje zasebnosti delavca pa je pomembno tudi po prenehanju pogodbe o zaposlitvi, kjer velja temeljno načelo, da bivši delodajalec o delavcu ne sme dajati informacij, ki bi mu lahko otežile sklenitev nove pogodbe o zaposlitvi. Praktično so vse evropske države podpisnice Evropske konvencije o človekovih pravicah in spoštujejo skupne standarde, zato sem se poleg sosednje države Avstrije odločila še za kratko predstavitev ureditve zasebnosti delavca v ZDA, kjer pravica do zasebnosti v zvezni ustavi ni izrecno omenjena in kjer delodajalci v individualnem delovnem pravu zagovarjajo popolno pogodbeno svobodo obeh strank pogodbe o zaposlitvi ter zato zavračajo vsako vmešavanje oblasti oziroma zakonsko urejanje teh vprašanj. Zasebnost na delovnem mestu namreč ni pojmovana kot pravica posameznika, ampak bolj kot boniteta. To pa pomeni, da je njen obseg odvisen od tega, kakšno stopnjo zasebnosti delavca je delodajalec pripravljen tolerirati. Stalen videonadzor, prisluškovanje telefonskim pogovorom, branje elektronske pošte, nadzor nad uporabo računalnika in preventivno testiranje ali so delavci pod vplivom prepovedanih drog pa so stalnica.
Keywords:zasebnost, varstvo zasebnosti, delavec, delovno razmerje, osebni podatki
Place of publishing:Maribor
Publisher:[T. Vobovnik]
Year of publishing:2014
PID:20.500.12556/DKUM-47087 New window
UDC:349.3:343.45(043.2)
COBISS.SI-ID:4837931 New window
NUK URN:URN:SI:UM:DK:FILBFXE5
Publication date in DKUM:19.02.2015
Views:2416
Downloads:530
Metadata:XML DC-XML DC-RDF
Categories:PF
:
VOBOVNIK, Tina, 2014, VARSTVO ZASEBNOSTI DELAVCA [online]. Master’s thesis. Maribor : T. Vobovnik. [Accessed 4 April 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=47087
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Secondary language

Language:English
Title:PROTECTION OF WORKER'S PRIVACY
Abstract:The right to privacy is a fundamental human right, which is provided to every individual by the Constitution of the Republic of Slovenia and by fundamental international documents. The most important characteristic of the right to privacy is that social development and technical progress bring along always new ways and possibilities of interfering with an individual's privacy. That is why it is very important that the extent of the right to privacy is not defined in any of the fundamental documents which provide this right. The right to privacy is absolute but is limited by the rights of others. That is why rules to establish whether something is a violation of an individual's right to privacy or not, cannot be predetermined in all cases. This can only be determined by interfering into this right on the part of state authorities or another individual. This is the task of case-law, which has to consider whether the right to privacy or another right is more important in a concrete case. According to that it can then be established whether there is a legitimate interest in interfering into the right to privacy of an individual. Looking at the issue of workers' privacy, the particularity of the employment relationship has to be considered as well – that is, the relationship between the worker and the employer. In this relationship the employer is the stronger party because of their economic superiority, their right to give instructions and because of their right to supervise the workers. The interferences with the privacy of workers can be divided into three periods. In the phase of concluding the employment contract we talk about the privacy of a job candidate. This is a particularly sensitive area as the employer wishes to obtain as much information about the prospective worker as possible; the candidate on the other hand will be willing to allow such interference as they wish to obtain the position. During the employment the interferences with the worker's privacy can be divided into two groups. On the one hand, it is a matter of obtaining various information about the worker.In the second group of interferences with the privacy of workers there are different forms of supervision that the employer implements in order to determine whether the worker violates their obligations set in the employment contract or abuses their rights. The issue of workers' privacy is important even after the employment contract terminates, then the fundamental principle prevails that a former employer cannot pass on information about the former worker that would make it difficult for the latter to conclude a new employment contract. Practically all European countries have signed the European Convention on Human Rights and meet the common standards, that is why I have decided to briefly present the neighbour country of Austria and the worker privacy legislation in the U.S., where the right to privacy is not explicitly mentioned in the federal constitution. What is more, in the U.S. the employers in individual employment law argue for complete contractual freedom of both parties of the employment contract and therefore reject any interference of the authorities or the regulation of these issues. Privacy in the workplace is not seen as a right of an individual but more as an advantage. This means that the extent of privacy depends on the level that the employer is willing to tolerate. Common measures are constant video surveillance, listening in on telephone conversations, reading of emails, computer monitoring and preventive testing of workers for illicit drugs. Employers suppress the adoption of protective legislation with the argument that such regulations increase the costs, that they tend to inefficiency and delay the use of advanced technology.
Keywords:privacy, privacy protection, worker, employment relationship, personal data


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