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Title:RAZMEJITEV REDNE ODPOVEDI POGODBE O ZAPOSLITVI IZ KRIVDNEGA RAZLOGA OD RAZLOGA NESPOSOBNOSTI
Authors:ID Grosek, Katja (Author)
ID Korpič Horvat, Etelka (Mentor) More about this mentor... New window
Files:.pdf UNI_Grosek_Katja_2010.pdf (791,15 KB)
MD5: 21BBEBED2CE21E9E9668E82CFAD723F0
PID: 20.500.12556/dkum/9b3dfa54-9516-46fa-a117-fe0f782b8f84
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:PF - Faculty of Law
Abstract:Namen tega diplomskega dela je predstaviti redno odpoved pogodbe o zaposlitvi iz krivdnega razloga in razloga nesposobnosti, enakosti in različnosti v postopku ter predvsem vsebinske razlike v razlogu odpovedi pogodbe o zaposlitvi. Zaradi trajnosti delovnega razmerja morata imeti tako delavec kot tudi delodajalec pravico, da ga prenehata, vendar lahko delavec kadarkoli brez razloga preneha delovno razmerje, delodajalec pa mora navesti odpovedni razlog. Redna odpoved pa je le eden izmed načinov, na podlagi katerega lahko pogodbeni stranki prenehata pogodbo o zaposlitvi in s tem se preneha delovno razmerje. Odpoved pogodbe o zaposlitvi je enostranska izjava ene pogodbene stranke, posledica katere je prenehanje delovnega razmerja. Posebnost redne odpovedi pa je v odpovednem roku. Redni odpovedi pogodbe o zaposlitvi iz krivdnega razloga in razloga nesposobnosti sta redni odpovedi na strani delodajalca, za kateri mora imeti utemeljen razlog, ki onemogoča nadaljevanje delovnega razmerja. Hkrati pa Zakon o delovnih razmerjih določa številne formalne zahteve, ki jih mora delodajalec izpolniti preden poda odpoved, da je le ta zakonita. Krivdni razlog je definiran kot kršenje pogodbene ali druge obveznosti iz delovnega razmerja. Razlog nesposobnosti pa nastopi, ker delavec ne dosega pričakovanih delovnih rezultatov ali pa ne izpolnjuje pogojev za opravljanje dela. Oba odpovedna razloga sta navedena kot samostojna, vendar pa v praksi včasih prihaja do težav pri ločevanje med enim in drugim. Ureditev prenehanja pogodbe o zaposlitvi v Republiki Hrvaški je zelo podobna ureditvi v Republiki Sloveniji.
Keywords:prenehanje pogodbe o zaposlitvi – odpoved pogodbe o zaposlitvi – redna odpoved na strani delodajalca – krivdni razlog – razlog nesposobnosti – ureditev v Republiki Hrvaški
Place of publishing:Rogatec
Publisher:[K. Rogatec]
Year of publishing:2010
PID:20.500.12556/DKUM-14770 New window
UDC:349.2(043.2)
COBISS.SI-ID:4109355 New window
NUK URN:URN:SI:UM:DK:VSVIM6KH
Publication date in DKUM:06.07.2010
Views:5609
Downloads:615
Metadata:XML DC-XML DC-RDF
Categories:PF
:
GROSEK, Katja, 2010, RAZMEJITEV REDNE ODPOVEDI POGODBE O ZAPOSLITVI IZ KRIVDNEGA RAZLOGA OD RAZLOGA NESPOSOBNOSTI [online]. Bachelor’s thesis. Rogatec : K. Rogatec. [Accessed 18 April 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=14770
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Secondary language

Language:English
Title:DELIMITATION BETWEEN FAULT AND CAPABILITY GROUND FOR ORDINARY TERMINATION OF A CONTRACT OF EMPLOYMENT
Abstract:The purpose of this thesis is to present ordinary termination of a contract of employment on ground of fault and incapability, similarities and differences in procedure and most of all differences in ground of termination of a contract of employment. The employer and the employee have to have a right to end the labour relation because of its permanence, but the employee has the right to end a relation without a reason, the employer on the other hand has to allege a ground of notice. Ordinary termination is just one of many ways on the basis of which can they end a contract of employment and a labour relation. Ordinary termination of a contract of employment is one-sided statement of one contractual party that has a termination of a labour relation as its consequence. Ordinary terminations of a contract of employment on ground of fault and incapability are ordinary terminations for side of employer, for which he has to have a good reason that unables a continuation of labour relation. The Employment Relationship Act defines many formal demands that employer has to fulfil before termination of contract, so it can be legal. The ground of fault means violation of contractual or other obligations from labour relation. If worker doesn't achieve expected work results or doesn't fulfil conditions for doing his work, that the ground of incapability occures. Both causes of notice are independent, but sometimes there are problems in dividing them. Regulation of termination of a contract of employment in Republic of Croatia is similar to ours.
Keywords:termination of a contract of employment – ordinary termination of a contract of employment for side of employer – ground of fault – ground of incapability – regulation in Republic of Croatia


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