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Title:SODELOVANJE DELAVCEV PRI UPRAVLJANJU EVROPSKE DELNIŠKE DRUŽBE (SOCIETAS EUROPAEA)
Authors:Vogrinec Brodnjak, Franja (Author)
Hojnik, Janja (Mentor) More about this mentor... New window
Files:.pdf MAG_Vogrinec_Brodnjak_Franja_2016.pdf (631,91 KB)
MD5: F8C2BC3EBB52306D5E349A27674A9AF7
 
Language:Slovenian
Work type:Master's thesis (m2)
Typology:2.09 - Master's Thesis
Organization:PF - Faculty of Law
Abstract:Delavsko soupravljanje se je začelo pojavljati v začetku 20. stoletja. Zaradi prve in druge svetovne vojne je vmes nekoliko zamrlo, a se je ponovno pojavilo v petdesetih letih 20. stoletja. V tem času se je oblikoval prvi zametek EU (Evropska skupnost za premog in jeklo) in tudi želja po nadnacionalni obliki gospodarske družbe. Zaradi problematike in predvsem zelo različnih sistemov delavskega soodločanja v državah članicah je delavsko soupravljanje predstavljalo največji problem pri sprejemu Statuta SE, ki je bil dokončno sprejet po več kot tridesetih letih pogajanj 8. oktobra 2001. Statut Societas Europaea sestavljata Uredba št. 2157/2001 o statusno-pravnih značilnostih Societas Europaea-e in Direktiva št. 2001/86 o udeležbi delavcev. Na področju delavske participacije do popolne harmonizacije ni prišlo zaradi preveč raznolikih nacionalnih sistemov. Pomembno dejstvo pri Direktivi je, da veliko vprašanj glede delavskega soodločanja napotuje na nacionalno pravo udeleženih družb. Osrednji cilj magistrskega dela je preučitev in analiza sodelovanja delavcev pri upravljanju v evropski delniški družbi (SE). Pri ustanovitvi je izbira o načinu upravljanja (eno- ali dvotirni sistem) prepuščena ustanoviteljem. Dvotirni sistem z nadzornim svetom je povezan s sodelovanjem delavcev v upravljanju družb. Na izbiro države statutarnega sedeža SE vpliva tudi dejstvo, ali ima država uzakonjeno obvezno soodločanje delavcev ali ne, kar vpliva na dodeljevanje pravic participacije delavcev na ravni SE, saj nivo delavskega soodločanja v SE ne sme biti nižji, kot je bil pred ustanovitvijo SE (načelo ohranitve pravice). Skladno s tem Direktiva SE vsako zožitev obstoječih pravic delavcev pogojuje s kvalificirano večino pri odločanju o modelu udeležbe. Ko ni dosežen dogovor med pogajalskimi stranmi glede modela delavskega soodločanja, pridejo v poštev standardna pravila, ki so vezana na najvišji standard delavske udeležbe v družbah ustanoviteljicah SE. Ravno zavedanje delavcev, da se v primeru neuspešnih pogajanj uveljavi najširši model soodločanja, omejuje njihovo pripravljenost na pogajanja oz. jih otežuje, saj imajo delavci v tem primeru boljšo pogajalsko pozicijo; v primeru, ko se pogajalske strani ne morejo zediniti o modelu delavskega soodločanja in v primeru neuporabe standardnih pravil, do ustanovitve SE ne more priti. Z Zakonom o gospodarskih družbah (ZGD) smo od leta 1993 v Sloveniji uporabljali le dvotirni sistem upravljanja po zgledu nemške zakonodaje. Po implementaciji Uredbe SE se je z novim Zakonom o gospodarskih družbah (ZGD-1) tudi za domače družbe omogočila izbira med eno- in dvotirnim sistemom upravljanja. Tudi zakonodaja s področja delavske participacije pri upravljanju družb se v Sloveniji zgleduje po nemški zakonodaji, kjer so pravice sodelovanja delavcev pri upravljanju zakonsko najširše zajete, čemur sledi tudi praksa. Z uveljavitvijo dveh modelov upravljanja je to področje postavljeno na preizkušnjo, pri čemer je potrebno upoštevati, da je pravica do soodločanja delavcev v Sloveniji ena izmed temeljnih pravic, zapisanih v Ustavi RS. V EU je pri upravljanju gospodarskih družb v ospredju deležniški model, kar pomeni, da v ospredje niso postavljeni le cilji delničarjev in družbenikov, temveč tudi socialni cilji širše družbe. Tako je EU zavezana k socialnemu dialogu že s Pogodbo o delovanju EU. Le-ta Evropsko komisijo zavezuje k spodbujanju dialoga med socialnimi partnerji, obema stranema nudi uravnoteženo podporo ter vzpostavlja možnost kolektivnega dogovarjanja. Področje delavskega soodločanja je zelo široko pojmovano tako v Sloveniji kot tudi na evropski ravni. Zaradi različnih tradicij, zgodovinskega razvoja, moči sindikatov, različnih stopenj industrijskega razvoja idr. je bil razvoj delavskega soodločanja od države do države zelo različen, z različno stopnjo intenzivnosti in podprtostjo s strani države.
Keywords:delavska participacija, delavsko soodločanje, nadnacionalna gospodarska družba, evropska delniška družba Societas Europaea, nacionalni sistemi delavske participacije
Year of publishing:2016
Publisher:[F. Vogrinec Brodnjak]
Source:Maribor
UDC:347.725:331.107.8(043.3)
COBISS_ID:5217323 New window
NUK URN:URN:SI:UM:DK:GABPVVG9
Views:1413
Downloads:146
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Categories:PF
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Secondary language

Language:English
Title:EMPLOYEE PARTICIPATION IN THE EUROPEAN COMPANY (SOCIETAS EUROPAEA)
Abstract:Employee involvement started to develop in the early 20th Century. Due to the first and second World War the progress went slow down, but revived in the fifties of the 20th Century. During this time the first formation of the European Union found a place (European Coal and Steel Community) and there was an idea for a transnational form of the company already born. Because of the problems and very different systems of workers' involvement in the Member State of EU, precisely workers participation pose the biggest problem for the adoption of the Statute of the SE, which was finally adopted after more than thirty years of negotiations, on 8th of October 2001. The Statute of the Societas Europaea consists of Regulation No. 2157/2001 and Directive No. 2001/86 regarding the involvement of employees. In the field of workers' participation it has never come to complete harmonization because of too many diverse national systems. An important factor in the Directive is that a lot of questions about the workers’ co-decision refer to the national law of the participating companies. The central objective of the master's thesis is examination and analysis of worker participation in the management of the European company (SE). In the case of establishment of SE the choice of the model of management (one- or two-tier system) is left to the founder. Two-tier system with the Supervisory Board is connected with the participation of employees in corporate governance. The choice in which country SE should have a registered office is also influenced by the fact of whether the State legitimized the participation of workers or not, which affects the allocation of workers' participation; participation in SE may not be less than it was before the establishment of the SE (before-and-after principle). In accordance with this Directive, any narrowing of the existing workers’ rights to participate is depended on the qualified majority when deciding on the model. When there is no agreement between the parties with regard to the negotiating model of workers’ participation, the standard rules could be applied. Those are tied to the highest standard of workers' participation in founder companies and there is just awareness in the event of failed negotiations, that the workers will have a limited willingness for negotiations or will make them more difficult, because of their better negotiating position in this case. In the case where the negotiating side cannot agree on the working model of the co-decision procedure and in the event of failure to apply the standard rules, it cannot come to the establishment of the SE. With the Companies Act (Zakon o gospodarskih družbah ZGD) since 1993 in Slovenia the two-tier management system along the lines of the German legislation is used. After the implementation of the Regulation SE and the new Companies act (ZGD-1) is also for domestic companies a choice between one-tier and two-tier management system allowed. Also in the area of labor legislation, participation in the management of companies in Slovenia followed under German legislation, where the rights of the worker participation in management by the law are widely covered, followed by practice, too. So this area is raised to the test with the entry into force of two models of governance, in which case it is necessary to take into account that the right to participation of workers in Slovenia, one of the fundamental rights, is written in the Constitution of the Republic of Slovenia. In the EU in the management of companies in the forefront is the stakeholders’ model, which means that in the front are not placed only the objectives of the shareholders, but also the social objectives of the wider society. The EU is already committed to the social dialogue with the Treaty on the functioning of the EU. The European Commission is committed to promoting the dialogue between the social partners, to offering the balanced support to the both parties.
Keywords:Employee participation, workers involvement, transnational company form, European company Societas Europaea, national workers involvement systems


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