Search

This article presents the findings of an extensive qualitative and quantitative in-depth study of precariousness among working population in Slovenia. Semi-structured interviews of a sample of people engaged in different forms of work and a survey of working population were conducted to identify the impact of the different forms of work on perceived employment and social security, access to skill and voice in the workplace, socio-economic status and future prospect. Our research confirms that implicit precariousness exists in all forms of work, but its magnitude (low, medium or high), depends on the contractual form. The greatest disparities were found in remuneration and working hours, while workers in all forms of work have only modest opportunities for training. The risk of poverty is also unrelated to the form of work and similarly all workers fear taking sick leave. There is also a pessimistic view of future prospects, including retirement. Taking into account the pandemic, which is threatening the wellbeing of millions, an ambitious response of regulatory regimes is required to ensure the best working conditions, training and fairness for all and to do so it is important to thoroughly understand various dimensions of precariousness., Rad predstavlja rezultate opsežne kvalitativne i kvantitativne dubinske studije prekarnosti među radnim stanovništvom u Sloveniji. Vođeni su polustrukturirani intervjui s uzorkom osoba angažiranih u različitim oblicima rada i provedeno je istraživanje zaposlenog stanovništva kako bi se identificirao učinak različitih oblika rada na percipiranu zaposlenost i socijalnu sigurnost, pristup vještinama i glasu na radnom mjestu, socioekonomski položaj i izglede za budućnost. Naše istraživanje potvrđuje da prešutna prekarnost postoji u svim oblicima rada, no njezin intenzitet (nizak, srednji ili visok) ovisi o obliku ugovora. Najveće nejednakosti su u primicima od rada i radnom vremenu, dok oblici u svim oblicima rada imaju samo skromne mogućnosti za usavršavanje. Rizik od siromaštva nije povezan s oblikom rada i svi se radnici slično boje uzimanja bolovanja. Prisutan je pesemističan pogled na izglede za budućnost, uključujući mirovinu. Uzimajući u obzir pandemiju koja prijeti dobrobiti milijuna ljudi, potreban je ambiciozan odgovor regulatornog sustava kako bi se osigurali najbolji uvjeti rada, usavršavanja i pravičnosti za sve, a kako bi se to postiglo važno je u potpunosti razumjeti sve dimenzije prekarnosti.

The European Commission approved Slovenia’s recovery and resilience plan (RRP) on 1 July 2021. Although the RRP and the partnership agreement and programmes under cohesion policy funds for 2021–2027 took into consideration Country Specific Recommendations and investment guidance sound strategic priorities set at the national level are lacking. Moreover, proposed projects do not take uneven regional distribution sufficiently into account. While the main focus of the RRP lies on the implementation of the so-called green and digital transitions, it also envisages a number of reforms and investments that directly impact the labour market (training, education and pension reform, for example). The goal of this article is to present the reforms in the context of the European Pillar of Social Rights and the Country Specific Recommendations issued within the European Semester.

The advent of platform work has led to deepened debate about the role of trade unions in our contemporary, segmented labour market. One of the crucial questions unions face is how to approach the protection, and organisation, of platform (“gig”) workers. The dilemma about whether to extend employment protection to more of those who work outside of the classical employment relationship can be solved in at least two ways: by changing labour legislation, and/or by extending the scope of collective agreements. This paper analyses two different approaches, from a common law and civil law perspective within the EU, and evaluates their efficacy. The common law perspective is analysed by looking at the case of Ireland, while from the civil law perspective the case of Slovenia is presented. In both countries, trade unions have been struggling to define strategies to approach the issue of the diversification of work relations. On the one hand, unions are wary of eroding the benefits of “employee” status, but on the other, in the context of membership decline, demonstrating relevance to increasing numbers of “non-standard” workers (including “gig workers”) is more important than ever. The paper assesses the union movements’ response in both countries to the “Uberisation” of work., Italian Labour Law e-Journal, Vol 13, No 1 (2020)

The article focuses on legal analysis of student work with a special emphasis on determining elements of precarity. The findings indicate that in certain areas legal regulation provides appropriate legal protection of pupils and students against precarity, while in other areas they are more exposed to precarity. The question regarding the continuousness of work or concealed employment relationship therefore remains open. Prispevek se osredotoča na pravno analizo študentskega dela s posebnim poudarkom na ugotavljanju elementov prekarnosti. Ugotovitve kažejo, da na določenih področjih pravna ureditev zagotavlja ustrezno pravno varstvo dijakov in študentov pred prekarnostjo, medtem ko so na drugih področjih bolj podvrženi prekarnosti. Odprto vprašanje ostaja nepretrganost opravljanja dela oziroma prikritih delovnih razmerjih.

The study looks at the articulation and complex multi-level links between European and national levels of social dialogue. It examines the factors that both facilitate and hinder the successful engagement of national social partners and their ability to promote their interests effectively. The study explores the horizontal cross-industry articulation of social dialogue at EU level, as well as the vertical articulation of sectoral social dialogue in seven individual sectors: construction, tanning and leather, chemicals, food and drink, local and regional government, railways, and commerce. These sectors were chosen as they reflect a varied range of sectors: those exposed to EU regulation, those exposed to competition, those undergoing high levels of restructuring, and those with different social dialogue structures and traditions. ispartof: Exploring the connections between EU- and national-level social dialogue pages:1-76 status: published

V Sloveniji v zadnjih desetih letih beležimo povecevanje obsega atipicnih oblik zaposlitev in drugih oblik dela kot odziv na spremenjene okoliscine dela. Ker je porast novih oblik dela pricakovati tudi v prihodnje, hkrati pa te oblike pogosto povezujejo s tveganji prekarnosti, se tako v tuji in domaci literaturi ter javnosti sprožajo pobude za ohranitev dostojnega dela in potrebe po pozornem spremljanju razvoja teh oblik dela z vidika tako ohranjanja pravic delavcev kakor tudi sistema socialne varnosti. Namen tega clanka je preuciti koncept dostojnega dela, empiricno prikazati stanje na trgu dela z vidika razvoja novih oblik dela v Sloveniji in analizirati pravne dileme, ki jih prinasajo nove oblike dela. DOI: 10.15458/85451.77

The article analyses legal matters that appear in relationships between employees' representatives in the supervisory board and the works council as the body that appoints or elects such employees' representatives. Communication of information, which is marked as a trade secret but which directly relates to the position of employees in the company, is a particularly pressing issue. When determining if a specific piece of information is a trade secret, the interest of employees and fundamental principles of employee participation must be taken into account, in addition to corporate rules and the company's interest. Prispevek analizira pravna vprašanja, ki se pojavljajo v odnosu med delavskimi predstavniki v nadzornem svetu in svetom delavcev kot organom, ki je te delavske predstavnike imenoval oziroma izvolil. Zlasti je pereče sporočanje informacij, ki so hkrati označene kot poslovna skrivnost, a se neposredno dotikajo položaja delavcev v družbi. Pri presoji, ali je določena informacija poslovna skrivnost, je treba poleg korporativnih pravil in interesa družbe upoštevati tudi interes delavcev ter temeljna načela delavske participacije.

On the basis of the development of the European social dialogue and current events, the article introduces the issue of implementation of agreements reached among European social partners to the legislations of the EU member countries. The diversity of agreements, non-uniform practice, different power of national social partners, and weak role of the European Commission result in unequal position of workers. In order to preserve and strengthen the social dialogue at the European level it is also required to resist the tendency of making the outcomes of social dialogue non-binding and less and less social. V prispevku je na podlagi razvoja evropskega socialnega dialoga ter aktualnega dogajanja predstavljena problematika implementacije dogovorov, doseženih med evropskimi socialnimi partnerji, v zakonodaje držav članic Evropske unije. Zaradi raznovrstnosti dogovorov, neenotne prakse, različne moči nacionalnih socialnih partnerjev ter šibke vloge Evropske komisije prihaja do neenakega položaja delavcev. Za ohranitev ter krepitev socialnega dialoga na evropski ravni se je ravno tako treba upreti težnji, da bi bili izidi socialnega dialoga nezavezujoči ter vse manj socialni.

The paper focuses on the role of workers' representatives in management bodies of business companies, particularly regarding the realisation of the role of workers' representatives in these bodies in relation to the purpose of the legal regulations. According to the analysis of the national legislation, the case law and the findings of international research, there are certain shortcomings which could be partly remedied by a change in legislation and partly with other activities aimed at realisation of worker participation. Prispevek se osredotoča na vlogo delavskih predstavnikov v organih upravljanja gospodarskih družb. V ospredju je zlasti vprašanje uresničevanja vloge delavskih predstavnikov v organih upravljanja glede na namen zakonske ureditve. Analiza nacionalne zakonodaje, sodne prakse in ugotovitev mednarodnih raziskav kaže na določene pomanjkljivosti, ki bi jih bilo mogoče delno odpraviti s spremembo zakonodaje, delno pa z drugimi aktivnosti za spodbujanje uresničevanja delavske participacije.

The article focuses on whether and how collective and other agreements made between employee representatives and employers can be used to upgrade the legal regulation concerning employee education, both as regards employee referral as well as training on own initiative. The analysis shows unexploited possibilities of such arrangements, particularly in (strategic) education planning and joint approaches to the provision of funds for these purposes. Prispevek se osredotoča na vprašanje, ali in kako bi lahko s kolektivnimi pogodbami in drugimi dogovori med delavskimi predstavniki in delodajalci nadgradili zakonsko ureditev o izobraževanju delavcev tako z vidika napotitve delavca kakor z vidika izobraževanja v lastnem interesu. Analiza kaže na neizkoriščene možnosti tovrstnega dogovarjanja, zlasti na področju (strateškega) načrtovanja izobraževanja ter skupnih pristopih za zagotavljanje sredstev za te namene.

The regulation of professions, i.e. the establishment of formal conditions for the pursuit of a certain profession, is also typical for the construction industry sector. Since both, the European Union and Slovenia, undertook to eliminate administrative and other obstacles in order to increase the competitiveness of the economy, the issue of deregulating professions (again) became a topic of interest. For the construction industry, the deregulation of professions, i.e. the elimination of formal requirements for the pursuit of a certain profession, is a very sensitive issue, principally because inappropriate and imprudent deregulation might cause adverse effects in several areas. Based on the comparative legal analysis, presented in the paper, the deregulation of professions in civil engineering should be considered in the sense of a re-regulation or better regulation. This process requires appropriate cooperation from the expert public and should take into account all impacts that might be brought about by any case of deregulation, including those concerning the psychosocial area and tertiary education. Regulacija poklicev, to je postavljanje formalnih pogojev za opravljanje določenega poklica, je značilna tudi za panogo gradbeništva. Ker sta se tako Evropska unija kot Slovenija zavezali k odpravi administrativnih in drugih ovir za večjo konkurenčnost gospodarstva, pa je postalo vprašanje deregulacije poklicev (znova) aktualno tudi nasploh. Za panogo gradbeništva je deregulacija poklicev, to je odprava formalnih pogojev za opravljanje določenega poklica, občutljiva tema zlasti zato, ker bi neustrezna in nepremišljena deregulacija lahko imela škodljive posledice na več področjih. Po drugi strani pa lahko na podlagi primerjalnopravne analize v prispevku sklenemo, da bi namesto o deregulaciji poklicev na področju gradbeništva morali govoriti o njihovi reregulaciji oziroma boljši regulaciji. Pri tem pa je treba zagotoviti ustrezno sodelovanje strokovne javnosti in upoštevati vse vplive, ki jih lahko morebitna deregulacija prinese, med drugimi tudi na psihosocialnem področju in v visokošolskem izobraževanju.

V magistrskem delu je obravnavana pravna analiza in izhodišča za prenovo plačnega sistema zdravnikov v Republiki Sloveniji. Na podlagi proučitve veljavnega plačnega sistema v Republiki Sloveniji je bilo ugotovljeno, da ureditev vsebuje veliko sistemskih pomanjkljivosti, kar je glavni vzrok za pripravo izhodišč za prenovo plačnega sistema v javnem sektorju. Med ključne pomanjkljivosti spadajo predvsem neusklajevanja plačne lestvice, nesorazmerni dvig plač ostalim poklicnim skupinam in zakonske omejitve drugega odstavka 7. člena ZSPJS, ki plačni podskupini E1 – Zdravniki in zobozdravniki omejuje napredovanje do maksimalnega 57. plačnega razreda. Kljub temu da so plače v javnem sektorju vključno z zdravniki na normativni ravni urejene v ZSPJS in KPJS, obstaja v obstoječem plačnem sistemu veliko nesorazmerij med plačanimi skupinami, če primerjamo zdravnike in ostale javne uslužbence. To je tudi eden izmed najpomembnejših razlogov, da se zdravniki zavzemajo za izstop iz plačnega sistema, saj so mnenja, da trenutni plačni sistem ni pravičen in spodbuden za njihovo delo. Težava je zlasti v tem, da se plače praviloma urejajo v kolektivnih pogodbah s pogajanji med Vlado RS in reprezentativnimi sindikati, kar povzroči še večja nesorazmerja med plačami v javnem sektorju. Primerjava z Romunijo je pokazala, da so si slovenska in romunska izhodišča zlasti s treh vidikov podobna, in sicer z vidika enakega plačila za delo ne glede na delovno dobo zaposlenega, določitve osnove plače, ki ni manjša od vrednosti minimalne plače, določene na ravni države, in enakega plačila za delo na primerljivih delovnih mestih. Razlikujejo pa se v določenem razmerju plač med najnižjo in najvišjo ter nagrajevanju in napredovanju javnih uslužbencev. Glede na romunska izhodišča bi bilo v Sloveniji smiselno razmisliti o nagrajevanju javnih uslužbencev, kjer bi razmerje med variabilnim delom in osnovno plačo znašalo 30 %. This master’s thesis studies a legal analysis and bases for the renewal of the salary system for doctors in the Republic of Slovenia. Based on a study of the salary system currently in force in the Republic of Slovenia, it was determined that it contains numerous systemic weaknesses, which is the main reason for the preparation of bases for the renewal of the salary system in the public sector. Among the key weaknesses are mainly the lack of coordination of the salary scale, disproportionate increase in salaries for other professional categories and legal restrictions provided in the second paragraph of Article 7 of the Public Sector Salary System Act, restricting advancement for the subgroup E1 – doctors and dentists to the 57th pay step at most. Even though salaries in the public sector, including salaries for doctors, are regulated by the Public Sector Salary System Act and the Collective Agreement for Public Sector at the normative level, there are many disparities between salary grades in the current salary system when comparing doctors and other civil servants. This is also one of the most important reasons why doctors strive to withdraw from the salary system, as they believe that the current salary system is not fair and encouraging enough for their line of work. In particular, the problem is that salaries are normally regulated by collective agreements based on negotiations between the government of the Republic of Slovenia and representative syndicates, causing even greater disparities between salaries in the public system. A comparison with Romania showed that Slovenian and Romanian bases are similar, especially from three points of view: equal salary regardless of one’s length of service, determination of salary base which is not lower than the minimal salary established at the state level and equal salary for work at comparable workplaces. They differ, however, in the established proportion of salaries between the lowest and the highest salaries and the remuneration and advancement of civil servants. With respect to Romanian bases, it would make sense to consider remuneration of public servants in Slovenia, where the proportion between variable work and basic salary would amount to 30%.

V zadnjih letih je univerzalni temeljni dohodek (UTD) ponovno vse bolj glavna tema razprav o inovativnih politikah osnovnega dohodka kot obetavnih alternativah za odpravo ekonomskih razlik med prebivalstvom. Nekatere države so se odločile UTD dati priložnost in ga poskusno uvajale skozi določeno časovno obdobje. Nova preizkušnja, ki smo ji bili priča v začetku leta 2020, je mnoge države spodbudila k resnejšemu razmisleku o morebitni uvedbi univerzalnega temeljnega dohodka. V začetku leta 2020 smo bili zaradi epidemije COVID-19 priča velikim spremembam in pritisku na gospodarstvo. Mnoge države so za zajezitev posledic epidemije sprejele razne ukrepe, iz katerih lahko razberemo značilnosti UTD. UTD se kaže predvsem v obliki mesečnega temeljnega dohodka ter solidarnem dodatku, ki ga je Slovenija namenila skozi 10 protikoronskih paketov. Glavni upravičenci so bili upokojenci ter samozaposleni, kasneje so solidarni dodatek prejeli tudi študentje in delavci, ki so bili izpostavljeni izrednim razmeram. Tudi Velika Britanija je sprejela tri pakete ukrepov, preko katerih je v glavnem pomagala prebivalstvu pri lažjem premagovanju posledic epidemije COVID-19, od povečanja socialne pomoči do zagotavljanja enkratnega dodatka. Osrednji cilj magistrskega dela je bil umestiti UTD v kontekst epidemije skozi preučevanje ukrepov, ki jih je Slovenska vlada sprejela za boj proti epidemiji COVID-19. Za preučevanje je bila v večini uporabljena metoda sekundarnih podatkov ter metoda sinteze. Skozi celotno raziskavo v okviru magistrskega dela je bilo ugotovljeno, da je Slovenija v času epidemije COVID-19 sprejela kar nekaj ukrepov, v katerih je moč zaznati značilnosti koncepta UTD. Podobnih ukrepov so se lotile tudi druge evropske države, iz tega razloga ni presenetljiva ugotovitev, da se je pripadnost anketiranih oseb za uvedbo UTD povečala. Kljub morebitnim ugodnim razmeram za uveljavitev UTD kot stalnega tudi po koncu epidemije, trenutno v Sloveniji nimamo pravne podlage, ki bi potrjevala realne možnosti sprejema koncepta. Predvsem bi bilo iz finančnega vidika v času po epidemiji nesmiselno uvesti koncept, ki bi morebitno prinesel le še dodatno zadolžitev, zagotovitve za rešitev obstoječih težav pa ne moremo imeti. In recent years, Universal Basic Income (UBI) has once again become the main topic of debate about innovative basic approach policies as promising alternatives to reduce unequal distribution of income and opportunity between different groups in society. Some countries decided to give UBI a chance and introduced it on a trial basis over a certain period. The new test we witnessed at the beginning of 2020 prompted many countries to think more seriously about the possible introduction of UBI. At the beginning of 2020, we saw major changes due to the COVID-19 epidemic and the economy was under huge pressure. Many countries have adopted various measures to contain the consequences of the epidemic, from which we can understand the characteristics of UBI. UBI is manifested mainly in the form of monthly basic income and solidarity allowance, which Slovenia allocated through 10 anti-coronavirus packages. The main beneficiaries were retirees and the self-employed, but later also students and workers who were exposed to emergency situations also received the solidarity allowance. Great Britain has also taken three measures, through which it mainly helped the population to more easily overcome the consequences of the COVID-19 epidemic, from increasing social assistance to providing a one-time allowance. The main goal of the master's thesis was to place UBI in the context of the epidemic through the study of the measures taken by the Slovenian government to combat the COVID-19 epidemic. The secondary data analysis and the synthesis analysis were mostly used for the study. Through the entire research as part of the master’s thesis, it became obvious that during the COVID-19 epidemic, Slovenia adopted quite a few measures in which the characteristics of the UBI concept can be detected. Similar measures have been taken by other European countries. Therefore, it is not surprising to find that the survey respondents' support for the introduction of UBI has increased. Despite the favourable conditions for the establishment of UBI as a permanent one even after the end of the epidemic, we currently do not have a legal framework in Slovenia that would adopt the realistic possibilities of accepting the concept. Above all, from a financial point of view, in the post-epidemic period, it would be pointless to introduce a concept that would possibly only bring additional debt, and cannot guarantee a solution to the existing problems.

Prejemki iz delovnih razmerij veljajo kot ena izmed temeljnih delavčevih pravic. Določeni so v različnih aktih oziroma zakonih, podzakonskih predpisih, v kolektivnih pogodbah in podobno. Posebej za javno upravo so ti določeni v Kolektivni pogodbi za javni sektor dodatek za dvojezičnost posebej določa Zakon o sistemu plač v javnem sektorju. V diplomski nalogi je obravnavana tematika izplačevanja dodatka za dvojezičnost pri plači javnih uslužbencev na podlagi analize sodne prakse in analize poročil Inšpektorata za javni sektor glede izvajanja nadzora nad izplačevanjem dodatka za dvojezičnost. Dodatki k plači so zakonske pravice, katerim se delavec ne more odpovedati in pripadajo vsem javnim uslužbencem. Velikokrat dodatki predstavljajo tudi boljšo motivacijo pri delu javnega uslužbenca. Na podlagi izvedene analize izbranih primerov sodne prakse in letnih poročil Inšpektorata za javni sektor se pojavljajo različni primeri nepravilnosti pri izplačevanju dodatka za dvojezičnost. Na podlagi sodne prakse se pojavlja kar nekaj primerov napak ob neizplačevanju dodatka za dvojezičnost, kjer delavci nastopajo v postopku kot tožeče stranke. Na podlagi letnih poročil Inšpektorata za javni sektor je bilo ugotovljeno, da mora biti dodatek za dvojezičnost določen že v sistemizaciji delovnih mest v nasprotnem primeru izplačevanje tega dodatka ni možno. Poleg tega se ob inšpekcijskem nadzoru ugotavlja še napačno višino % dodatka za dvojezičnost, ki pripada javnemu uslužbencu, torej previsok ali prenizek % glede na sistemizacijo delovnih mest. Primeri, ki se še pojavljajo, so to, da je v nekaterih primerih v aktu o sistemizaciji delovnih mest za zasedbo posameznih delovnih mest napačno določen pogoj glede znanja jezika narodne skupnosti (kot pogoj je določeno zgolj znanje jezika narodnosti, ni pa določena zahtevana raven znanja madžarskega in italijanskega jezika) včasih se pojavlja tudi napačna terminologija pri sistemizaciji delovnih mest pri nekaterih javnih uslužbencih dodatek za dvojezičnost sploh ni naveden oziroma določen v pogodbi o zaposlitvi nekateri javni uslužbenci vseeno prejemajo dodatek za dvojezičnost, pa čeprav do tega niso upravičeni. Remuneration from employment relationships is considered one of the basic worker's rights. They are determined in various acts or laws, by-laws, collective agreements, and similar. They are specified in the Collective Agreement for the Public Sector specifically for public administration. The allowance for bilingualism is specifically defined by the Public Sector Salary System Act. The bachelor’s thesis discusses the issue of the payment of the bilingualism allowance in the salary of civil servants based on the analysis of case law and the analysis of the reports of the Public Sector Inspectorate regarding the implementation of control over the payment of the bilingualism allowance. Salary supplements are legal rights that cannot be waived by the employee and belong to all civil servants. In many cases, allowances also represent better motivation in the work of a civil servant. Based on the analysis of the selected cases of case law and the annual reports of the Public Sector Inspectorate, various cases of irregularities in the payment of the bilingualism allowance appear. Based on judicial practice, there are quite a few cases of errors in the non-payment of the bilingualism allowance where workers appear in the proceedings as plaintiffs. Based on the annual reports of the Public Sector Inspectorate, it was established that the allowance for bilingualism must already be determined in the systematization of jobs. Otherwise, payment of this allowance is not possible. In addition, during the inspection, the incorrect amount of the percentage of the allowance for bilingualism that belongs to the civil servant, i.e. too high or too low a percentage concerning the systematization of jobs, is determined. Examples that still appear are that, in some cases, in the act of the systematization of jobs, the condition regarding knowledge of the language of the national community is incorrectly specified for the filling of individual jobs (only the knowledge of the language of the nationality is specified as a condition but the required level of knowledge of the Hungarian and Italian language is not specified). Sometimes, incorrect terminology also appears in the systematization of jobs. In the case of some civil servants, the allowance for bilingualism is not stated or specified in the employment contract at all. Some civil servants still receive a bilingualism allowance even though they are not entitled to it.

Minimalna plača je najnižji znesek, določen z zakonom ali kolektivnimi pogodbami, ki ga delavec s sklenjeno pogodbo o zaposlitvi oziroma v delovnem razmerju prejme za opravljeno delo. Delo naj bi predstavljalo izhod iz revščine, a žal ni vedno tako. V večini držav članic EU so minimalne plače določene pod »pragom tveganja revščine« in delavcem ne omogočajo dostojnega življenjskega standarda. Ustrezna višina minimalne plače bi morala delavcem zagotoviti poštene življenjske in delovne pogoje ter preprečiti revščino med zaposlenimi. Poleg neustreznih ravni minimalnih plač pa je zaradi številnih izjem v zakonodajah in nezadostne pokritosti s kolektivnimi pogodbami tudi velik delež delavcev, ki do minimalne plače niso upravičeni. Iz teh razlogov se je Evropska komisija odločila ukrepati in oktobra 2020 predstavila predlog Direktive o ustreznih minimalnih plačah v EU. Ker je razlika v socialnem in ekonomskem razvoju med državami članicami velika, se postavlja vprašanje, kako se bo na podlagi predloga direktive minimalna plača določala in oblikovala ter kakšne posledice bo imel predlog direktive na slovensko ureditev. Po analizi predloga direktive, ostalih pravnih predpisov in strokovne literature je bilo ugotovljeno, da je slovenska ureditev v večji meri skladna z zahtevami predloga direktive, potrebne pa bi bile določene prilagoditve. Minimalna plača bi se ob uvedbi direktive še naprej določala bodisi z zakonom bodisi s kolektivnimi pogodbami. Z uvedbo direktive pa bi morale države članice sprejeti ustrezne ukrepe, ki bi zagotovili, da je določanje minimalne plače ustrezno in predvidljivo. Minimum wage is the minimum amount, determent by law or collective agreements, that a worker with concluded employment contract or in employment relationship receives for the work performed. Work is supposed to be a way out of poverty, but unfortunately this is not always the case. In most EU Member States minimum wages are set below the “at-risk-of-poverty threshold” and do not allow workers a decent standard of living. An adequate minimum wage should provide fair living and working conditions for workers and prevent in-work poverty. In addition to inadequate levels of minimum wages, due to numerous exceptions in legislations and insufficient coverage by collective agreements, a large share of workers are not entitled to minimum wage. For these reasons the European Commission decided to take action and presented in October 2020 a proposal for a Directive on adequate minimum wages in the EU. As the difference in social and economic development between the Member States is large, the question arises as to how, on the basis of the proposed directive, the minimum wage will be set and what consequences the proposed directive will have on Slovenian regulation. After analyzing the proposal for a directive, other legal documents and the expert literature, it has been concluded that Slovenian regulation is largely in line with the requirements of the proposal for a directive, but some adjustment would have to be made. At the time of the introduction of the directive, the minimum wage would continue to be set either by law or by collective agreements. However, with the introduction of the directive, Member States would need to take appropriate measures to ensure that the setting of the minimum wage is adequate and predictable.

V sklopu zdravstvenega varstva imajo ljudje v skladu z ustrezno pravno podlago pravico do zdravstvenega zavarovanja. Z urejenim zdravstvenim zavarovanjem tako pridobijo tudi pravice, ki so jim na podlagi le-tega dodeljene. V Republiki Sloveniji je zdravstveno zavarovanje obvezno in prostovoljno. Obvezno je za vse osebe, ki izpolnjujejo pogoje, ki so predpisane z zakonom. Tudi študentje so del zdravstvenega varstva in morajo zato imeti urejeno zdravstveno zavarovanje. V središču diplomske naloge je zdravstveno varstvo in s tem zdravstveno zavarovanje, ki se nanaša na več skupin študentov, ki imajo zdravstveno zavarovanje urejeno na podlagi vrste študenta. V Sloveniji imamo tako slovenske in tuje študente. Glede na vrsto jih ločimo na t.i. >>pavzerje<>pavzerje<

Plače in njeni deli so v javnem sektorju urejeni z Zakonom o plačnem sistemu v javnem sektorju, s čimer se zagotavlja enakost plačila za zaposlene na primerljivih delovnih mestih. Pogoji za pridobitev dodatka k plači za zaposlene so natančno določeni, da pri izplačevanju ne prihaja do nepravilnosti. V času epidemije COVID-19 v Sloveniji se je zakonodaja na tem področju veliko spreminjala. Z interventnimi zakoni je bilo uvedenih nekaj novih dodatkov, ki so jih javni uslužbenci lahko pridobili za delo v okolju, kjer so bili bolj izpostavljeni okužbi z virusom. Za omenjene dodatke pogoji niso bili točno določeni, zato so bili dodatki izplačani v različnih višinah. Vsebina diplomskega dela se v celoti osredotoča na izplačilo dodatkov v javnem sektorju in na pravno podlago, ki to opredeljuje. V okviru analize pravnih in sekundarnih virov je bilo ugotovljeno, da je bil skupni znesek izplačanih dodatkov, povezanih z epidemijo, zelo visok. Poleg tega je bila ugotovljena neenakost med izplačili dodatkov za delo v istih pogojih, saj je bila višina dodatka določena glede na presojo predstojnika. Višina izplačanih dodatkov je bila odvisna tudi od osnovne plače zaposlenega, saj so bili dodatki izraženi v odstotku od urne postavke, čeprav so zaposleni opravljali delo v istih pogojih. V prihodnje bi predpisi morali vsebovati bolj natančna navodila in pogoje za tiste, ki so do dodatkov upravičeni, poleg tega bi bilo bolj smiselno nove dodatke določiti v nominalnem znesku. Salary and its other parts in public sector are regulated by Public Sector Salary System Act, which ensures equal pay for employees in comparable jobs. The conditions for obtaining an additional payment are precisely defined, therefore irregularities are rare. During the COVID-19 epidemic in Slovenia, the legislation in this area kept changing. Intervention acts introduced some new supplements that civil servants could obtain for working in an environment where they were more exposed. The conditions for these supplements were not specified, so they were paid in different amounts. The thesis focuses on the salary supplements in public sector and on their legal basis during the epidemic. Through the analysis of legal and secondary sources it was found that the total amount of epidemic-related supplements was too high. In addition, inequality was found between paid supplements for work, done under the same conditions, as the amount of the supplement was determined by the head. The number of paid supplements also depended on the employee's basic salary, as supplements were expressed as a percentage of the hourly rate. In future, new laws should contain more detailed instructions and conditions for those who are eligible for supplemets. Additionaly, it would make more sense to set new supplement at face value.

Delo s krajšim delovnim časom je na evropskem in slovenskem nivoju uveljavljeno že daljše obdobje, in sicer kot ena izmed fleksibilnih oblik zaposlovanja. Podatki kažejo, da je v Evropski uniji leta 2009 v povprečju 16,5 % delavcev delalo s krajšim delovnim časom, temu pa je sledil trend višanja, ki je v letu 2018 dosegel 18 %. Po takšni obliki zaposlitve posegamo v Sloveniji redkeje kot v nekaterih drugih evropskih državah, saj je v letu 2018 le 9,1 % delavcev imelo pogodbo za delo s krajšim delovnim časom. Po navedbah anket s tega področja je vzrok za to v nezadovoljstvu zaradi nižjega vplačila pokojninskih prispevkov in osnove za njihovo plačilo. Epidemija covida-19 je tudi pri nas povzročila, da se je delo s krajšim delovnim časom začelo uveljavljati pogosteje kot pred tem. Takšen način zaposlitve je bil uveden kot ukrep za lajšanje posledic epidemije. Financiranje takšnega načina dela je omogočila Evropska komisija z uvedbo posojil za države članice v okviru instrumenta SURE. Ta omogoča ohranitev delovnih mest v podjetjih, ki delavcem zaradi nižjega obsega dela v času epidemije začasno niso mogla zagotoviti dela. Ker delodajalci teh delavcev ne odpuščajo, sheme prav tako pomagajo ohraniti stalno zaposlenost med recesijo in hitrejši zagon gospodarstva po recesiji. Sklepne ugotovitve kažejo, da je ta oblika dela tudi v običajnih zdravstvenih pogojih dela koristna tako za državo, saj vpliva na manjšo stopnjo brezposelnosti in boljše življenjske pogoje ter zdravje delavcev, kot tudi za delodajalca zaradi večje delovne učinkovitosti, nižjih stroškov, ki izhajajo iz plače in prispevkov za socialno varnost, in hitrejše prilagodljivosti delovne sile. Koristnost takšnega načina dela pa vpliva tudi na delavca zaradi večje sproščenosti pri opravljanju dela ter lažjega usklajevanja zasebnega in poklicnega življenja. Part-time work has been established at the European and Slovenian level as one of the flexible forms of employment for a long time. The data show that in the EU in 2009 on average, 16.5% of workers worked part-time in the European Union, followed by an upward trend, which in 2018 reached 18 %. We rarely intervene in this form of employment in Slovenia, as in 2018 only 9,1 % of employees signed a contract for part-time work. According to surveys, the reason for this is to be found in dissatisfaction with the lower payment of pension contributions and the basis for their payment. The Covid-19 epidemic has increased the part-time work in Slovenia. Funding for this way of working has been made possible by the European Commission by introducing loans to Member States under the SURE instrument. This makes it possible to maintain jobs in companies which, due to lower workloads, were temporarily unable to provide work during the epidemic. The measure helps that employers do not lay off these workers, the schemes help maintain continued employment during the recession and speed up the economy after the recession. The conclusions are that this form of work is beneficial for the state, even in normal working conditions, (affects lower unemployment, better living conditions and employee health), the employer (shows higher work efficiency, lower costs, wages and social security contributions and faster flexibility of the workforce) and the worker (due to greater flexibility and easier reconciliation of private and professional life).

Globalizacija ter razvoj in velik napredek tehnologije, predvsem informacijskokomunikacijske, sta močno vplivala na načine dela, hkrati pa tudi na nove, drugačne možnosti organizacije dela. Vse našteto prinaša povsem nove izzive, ne le za zaposlene in delodajalce, temveč tudi za državo in zakonodajalce. Z uporabo telefona, svetovnega spleta in mobilnih aplikacij ter elektronske pošte kjer koli in kadar koli se omogoča stalna dosegljivost zaposlenih, ki za opravljanje dela po večini niso več tako izrazito vezani na prostore delodajalca. Takšne oblike dela prinašajo veliko prednosti za zaposlene, ki so lahko pri organizaciji svojega delovnega časa bolj »svobodni«. Poleg tega prinašajo tudi precej tveganj, med katerimi sta težje vodenje evidence delovnega časa in posledično okrnjen nadzor nad omejitvami tega, predvsem pa takšne oblike dela omogočajo, da se zanemarijo pravila o neprekinjenih odmorih in počitkih ter nadurnem delu, kar povečuje nevarnost oziroma ogroža varnost in zdravje delavcev, prav tako pa negativno vpliva na usklajevanje dela in družine. Posledice se kasneje odražajo tako na ravni zaposlenih kot tudi v organizacijah in ne nazadnje na državni ravni. Po letu 2020, ki ga je zaznamovala pandemija covida-19 in se je način dela izrazito spremenil in prilagodil spremembam, je postala vse glasnejša razprava med socialnimi partnerji tako na ravni EU kot na nacionalni ravni o tem, kako ob pojavnosti novih oblik dela, ki prinašajo veliko prednosti za vse vpletene strani in so hkrati tudi neizogibna posledica digitalizacije, uporabljati pravila o omejitvah delovnega časa, z namenom preprečevanja prekomerne obremenjenosti zaposlenih, predvsem pa o tem, kako prilagoditi oziroma nadgraditi zakonodajo, da bi sledila spremembam, ki se pojavljajo na področju delovnega časa. Magistrsko delo proučuje slovensko pravno ureditev področja omejevanja delovnega časa delavcev in pravni vidik zagotavljanja počitka zaposlenih, pomanjkljivost ureditve na področju dosegljivosti zaposlenih izven delovnega časa ter možnost uvedbe dobrih praks iz drugih držav Evropske unije v slovenski pravni red. Analiza slovenske pravne ureditve na področju omejevanja delovnega časa in omejevanja dosegljivosti izven delovnega časa delavcev prikazuje pomanjkljivo pravno ureditev na navedenem področju in s tem poudari vlogo države (s svojimi instituti omejevanja) pri vplivu na pravico delavcev do izključitve. V zadnjem letu so pandemija covida-19 in z njo uveljavljenimi ukrepi za njeno zajezitev – med katerimi je bil najbolj razširjen delo od doma – še izraziteje prikazali problem pomanjkljive pravne ureditve dosegljivosti zaposlenih, hkrati pa izpostavili potrebnost ureditve tega področja. Globalization and the development of technology, especially information and communication, have had substantial impact on the way we work and provided new, different ways of organizing work. All this brings completely new challenges, though, not only for employees and employers but also for the state and legislators. Using the telephone, the internet, mobile applications, and e-mail creates a permanent availability of employees. Most of them are no longer strongly tied to the employer's premises. Such forms of work bring many benefits to employees, who can be more "free" in organizing their working time. In addition, they pose several risks, including more difficult record keeping and, consequently, reduced control over its limitations. Most notably, such forms of work allow for a disregard of rules regarding uninterrupted breaks and rest and overtime work, which threatens the safety and the health of workers and also harms the reconciliation of work and family. The consequences of this are reflected at the employee level as well as in organizations and, last but not least, at the state level. After 2020, marked by the covid-19 pandemic and a marked change in the way we work and adapt to change, there has been a growing debate among social partners at both EU and national levels on how new forms of work are emerging. There are many benefits to all parties involved but also the inevitable consequences of digitalization, which lead to rules on working time restrictions to prevent overburdening of employees, and in particular how to adapt or upgrade legislation to keep pace with changes in the field of working time. This master's thesis studies the Slovenian legal regulation in the field of limiting the working hours of employees and the legal aspect of providing rest for employees, the lack of regulation in the field of accessibility of employees outside working hours, and the possibility of introducing good practices from other EU countries into Slovenian law. The analysis of the Slovenian legal system in the field of limiting working hours and limiting outof- hours working hours shows a flawed legal system. It thus emphasizes the state's role (with its restrictive institutes) in influencing workers' rights to exclusion. Furthermore, in the last year, the covid-19 pandemic and the measures taken to curb it - the most widespread of which was work from home - highlighted the lack of legal regulation of reachability of employees while highlighting the need to regulate this area.

Gostinstvo je zelo pomembna panoga, z močno povezavo s turizmom pa ustvarja podobo Slovenije. Magistrsko delo obravnava različne oblike dela, ki se pojavljajo v gostinski panogi, ter primerjavo let-teh z oblikami zaposlitve v gostinstvu v Italiji. Pregled zakonodaja pokaže, da je uporaba atipičnih oblik dela v obeh državah podobna, z nekaterimi odstopanji. Problem pri atipičnih oblikah dela je, da kaj hitro lahko preidejo v prikrito delovno razmerje in s tem kršitev zakonodaje. Na gostinsko panogo je v veliki meri vplival pojav epidemije covida-19, saj je to ena izmed panog, v kateri je bil upad prihodkov ogromen. Z analizo zakonodaje, sprejete z namenom omejitve epidemije in preprečevanja okužb, je ugotovljeno, v kolikšni meri je bilo poskrbljeno za delavce na čakanju in kakšne posledice je imelo na delodajalce. Ugotovitev je, da se veča pojav atipičnih oblik dela v gostinstvu, ki pomenijo za delavce manjšo socialno varnost, zato je v prihodnosti potreben večji nadzor uporabe teh oblik z namenom preprečevanja dela na črno. Rezultati raziskave so v prvi meri razumevanje problematike pridobivanja kakovostnih delavcev in pojava atipičnih oblik dela v gostinstvu ter v kolikšni meri bo epidemija covida-19 vplivala na delo v gostinstvu v prihodnosti. Ugotovitve lahko služijo tako delavcem kot delodajalcem v gostinski panogi, in sicer kot usmeritev za pravilno uporabo atipičnih oblik dela in pravno podlago za le-te ter priporočilo za nadaljnje urejanje dela v gostinstvu, upoštevajoč tudi posledice epidemije. The hospitality industry is a very significant sector, building Slovenia’s image through a strong connection with tourism. This Master's thesis deals with the different forms of work in the catering industry and compares them with Italy. A review of the legislation shows that atypical forms of work in both countries are similar but with some deviation. The problem with atypical work is that it can quickly turn into a clandestine employment and thus, violation of the law. The hospitality industry has been greatly affected by the Covid-19 epidemic - it is one of the sectors which has experienced an enormous decline in revenue. We have analyzed the legislation for containing the epidemic to reveal how workers on standby have been taken care of and how it impacted the employers. The conclusion is that the catering industry is experiencing an increase in atypical forms of work, which entail less social security for workers. In the future, we need greater control to prevent undeclared work. The survey results helped us understand the problem of recruiting quality workers, the emergence of atypical forms of work in the catering sector, and the extent to which the Covid-19 epidemic will impact catering in the future. The findings can serve workers and employers as guidelines for the correct use of atypical forms of work and their legal basis. They can also function as a recommendation for the further regulation of work in the catering industry, also taking into account the consequences of the epidemic.

Magistrsko delo obravnava varstvo poslovnih skrivnosti in zaupnih informacij v delovnem razmerju, ki je ena izmed temeljnih obveznosti delavca v razmerju do delodajalca. Podrobno smo proučili ustreznost implementacije Direktive EU 2016/943 o varstvu nerazkritega strokovnega znanja in izkušenj ter poslovnih informacij (poslovnih skrivnosti) pred njihovo protipravno pridobitvijo, uporabo in razkritjem v slovenski pravni red s poudarkom na delovnih razmerjih, saj se avtorji v dosedanjih raziskavah niso osredotočali na delovna razmerja, temveč so implementacijo Direktive EU 2016/943 proučevali zlasti z vidika gospodarskega prava. Ugotovili smo, da zakonska ureditev poslovne skrivnosti z Zakonom o poslovni skrivnosti izboljšuje pravno varstvo pred protipravno uporabo in razkritjem poslovne skrivnosti ter prispeva h konkurenčni prednosti gospodarskih družb. Ohlapno pa so urejena nekatera že prej odprta vprašanja, odgovore nanje moramo tako iskati v več različnih zakonih. V delovnopravni zakonodaji ni bilo zaznati bistvenih sprememb z implementacijo Direktive EU 2016/943 o varstvu nerazkritega strokovnega znanja in izkušenj ter poslovnih informacij (poslovnih skrivnosti) pred njihovo protipravno pridobitvijo, uporabo in razkritjem. Za raziskovanje smo v magistrskem delu uporabili deskriptivno metodo, analizo sekundarnih virov in proučitev sodne prakse. Z rezultati analize na podlagi pravnih virov in sodne prakse lahko delodajalci iz magistrskega dela izluščijo praktične smernice za ustrezno ureditev notranjih aktov za zaščito poslovnih skrivnosti. Glede na analizirano sodno prakso morajo delodajalci s pisnim sklepom, v pogodbi o zaposlitvi ter v (morebitnem) sporazumu o prenehanju delovnega razmerja konkretno določiti, kateri podatki oziroma informacije so poslovna skrivnost. The master's thesis deals with the protection of trade secrets and confidential information in the employment relationship, which is one of the fundamental obligations of the employee in relation to the employer. In this paper, we examined in detail the adequacy of the implementation of EU Directive 2016/943 on the protection of undisclosed expertise and business information (trade secrets) against their illegal acquisition, use and disclosure in the Slovenian legal order with emphasis on employment, as in previous research they did not focus on employment relationships, but studied the implementation of EU Directive 2016/943 in particular from the point of view of commercial law. We found that the regulation of business secrets with the Trade Secrets Act improves legal protection against illegal use and disclosure of trade secrets and contributes to the competitive advantage of companies. However, some previously open questions are loosely regulated, so we have to look for answers in several different laws. No significant changes were made in the Labor Law legislation with the implementation of EU Directive 2016/943 on the protection of undisclosed expertise and business information (trade secrets) against their illegal acquisition, use and disclosure. In the master 's thesis, we used descriptive methods, analysis of secondary sources and case law. With the results of the analysis based on legal sources and case law, employers can extract from the master's thesis practical guidelines for the proper regulation of internal acts for the protection of business secrets. According to the analyzed case law, employers must specify which data or information is considered a trade secret by a written decision, employment contract and (possible) agreement on termination of employment.

V magistrskem delu so predstavljeni pravni vidiki nagrajevanja na področju delovne in poslovne uspešnosti zaposlenih v bančništvu. Nagrada se običajno povezuje z uspešno opravljenim delom. V Sloveniji so pravila o nagrajevanju delovne in poslovne uspešnosti bančnih uslužbencev urejena s Kolektivno pogodbo dejavnosti bančništva Slovenije. Ugotovili smo, da bančnemu uslužbencu pripada del plače na podlagi delovne uspešnosti, ki mora biti v skladu z merili, ki jih določa kolektivna pogodba delodajalca. S Kolektivno pogodbo dejavnosti bančništva Slovenije se pri določanju delovne uspešnosti zaposlenega upoštevajo zlasti kakovost dela, količina dela, gospodarnost pri delu in odnos do sodelavcev in strank. V magistrskem delu smo ugotavljali razlike med državami v nagrajevanju delovne in poslovne uspešnosti, in sicer smo Slovenijo primerjali z nekaterimi drugimi državami, kot so Norveška, Švedska in Velika Britanija. Razlike se kažejo predvsem v strožjih pravilih navedenih držav pri izplačilu bonusa in drugih dodatnih ugodnosti, ki se izplačujejo v sektorju finančnih storitev. Ta pravila so navedene države zasnovale zaradi varovanja finančne stabilnosti bančnega sistema in so bila uvedena zlasti zaradi gospodarske krize. Podobnost Slovenije z drugimi državami smo ugotovili v strategiji tržne usmerjenosti, kjer je skupni cilj delovna uspešnost zaposlenih v bančnem sektorju. This Master's thesis presents the legal aspects of employee and business performance bonus in the banking sector. The reward is usually associated with successful performance. In Slovenia, the rules for bank employee bonuses are regulated by the Collective agreement on the Slovenian banking sector. We have established that bank employees are entitled to a part of their salary based on their performance, which must comply with the criteria set out in the employer's collective agreement. According to the Collective agreement on the Slovenian banking sector, the quality, quantity, and efficiency of work, along with the attitude towards colleagues and customers, are considered in determining the employee's performance. In the Master's thesis, we identified the differences between countries in rewarding employee performance. We have compared Slovenia with countries such as Norway, Sweden, and the United Kingdom, noting that their main differences are stricter rules on bonuses and other benefits in the sector of financial services. These rules, introduced in particular due to the economic crisis, were designed by the countries to safeguard the banking system's financial stability. Slovenia is similar to other countries in its market orientation strategy, where the common objective is the performance of employees in the banking sector.

Problematika magistrskega dela se nanaša na položaj žensk in moških na trgu dela. Namen raziskovanja je poglobljena analiza problematike enakosti spolov na trgu dela v obdobju epidemije ter analiza mednarodnih in nacionalnih pravnih aktov, ki urejajo področje enakosti kot tudi predstavitev učinkov in posledic, ki so nastale. Primerjalno je problematika proučena tudi na primeru Švedske. Poglaviten razlog za raziskovanje je vpliv epidemije na kariero žensk in moških, usklajevanje poklicnega in družinskega življenja, kako se je država odzvala z ukrepi ter razumevanje teoretičnih izhodišč. Pri raziskovanju so bile uporabljene naslednje znanstvene metode: deskriptivna metoda, analiza sekundarnih virov, primer dobre prakse. Stremela sem k ugotovitvi kako je epidemija vplivala na ekonomsko varnost žensk in prihodnjo gospodarsko udeležbo. Ugotovila sem, da je epidemija povzročila krčenje zaposlenih, zmanjšanje delovnega časa, odpuščanja ter prehod z dela v pisarnah na delo na daljavo. Ženske so v primerjavi z moškimi zaradi epidemije bolj obremenjene v fizični in duševni obliki ter zelo pomembno je, da moške in ne samo ženske spodbujamo, da vidijo delo od doma kot priložnost za večje ravnovesje med poklicnim in zasebnim življenjem, za podporo bolj enakomernemu deležu plačanega in neplačanega dela med spoloma. Rezultati raziskovanja bodo pripomogli k oblikovanju predlogov za spremembo trenutno veljavne pravne ureditve na področju enakosti spolov na trgu dela ter predstavljajo izpostavljenost žensk med epidemijo, njihov slabši položaj v primerjavi z moškimi. Uporabnost dela je vidna predvsem z vidika teorije, ozaveščanja o problematiki ter upoštevanje zakonodaje tudi v praksi, ne samo v teoriji. The issue of the master's thesis refers to the position of women and men in the labor market. The purpose of the research is an in-depth analysis of the issue of gender equality in the labor market during the epidemic and an analysis of international and national legal acts governing the field of equality, as well as a presentation of the effects and consequences that have arisen. Comparatively, the issue is also studied in the case of Sweden. The main reason for the research is the impact of the epidemic on the careers of women and men, the reconciliation of work and family life, how the state responded to the measures and the understanding of the theoretical starting points. The following scientific methods were used in the research: descriptive method, analysis of secondary sources, example of good practice. I sought to find out how the epidemic affected women’s economic security and future economic participation. I found that the epidemic were caused staff reductions, reduced working hours, layoffs, and the transition from office work to teleworking. Women are more stressed physically and mentally than men due to the epidemic, and it is very important that men and not just women are encouraged to see working from home as an opportunity for a better work-life balance, to support a more equal share of pay. and unpaid gender work. The results of the research will help to formulate proposals for changing the current legislation in the field of gender equality in the labor market and represent the exposure of women during the epidemic, their disadvantage compared to men. The usefulness of the work is visible mainly from the point of view of theory, awareness of the issue and compliance with legislation in practice, not only in theory.

Delavec s sklenitvijo delovnega razmerja pridobi pravico do letnega dopusta, ki je ena izmed temeljnih pravic delavca. Pridobi jo v celoti ali v sorazmernem delu, poleg tega delavec pridobi tudi pravico do regresa in pravico do nadomestila plače. Šele z izrabo letnega dopusta se namen pravice do letnega dopusta uresniči. Delavec lahko letni dopust izrabi v enem ali v več delih. V primeru, da delavec ne izrabi celotnega dopusta v tekočem koledarskem letu, ima možnost prenosa v naslednje koledarsko leto. Pri prenosu dela neizrabljenega letnega dopusta zaradi nezakonite opustitve delodajalčeve obveznosti, zaradi bolniškega ali starševskega dopusta ali zaradi drugih delavčevih utemeljenih razlogov nacionalna zakonodaja sledi sodni praksi Sodišča EU. Institut nadomestila za neizrabljen letni dopust se lahko uporabi zgolj v primeru prenehanja veljavnosti pogodbe o zaposlitvi. Organizacija izrabe letnega dopusta je lahko zapletena, zato se je v praksi pojavilo vprašanje, kakšne pravne možnosti ima delodajalec za enostransko odrejanje letnega dopusta. V diplomskem delu smo z analizo pravnih virov, ki urejajo pravico do plačanega letnega dopusta in druge strokovne literature, ugotovili, da je pravica do letnega dopusta podrobno urejena v Zakonu o delovnih razmerjih ter da enostransko odrejanje letnega dopusta s strani delodajalca ni dopustno. Z raziskavo je ugotovljeno, da ima delavec več možnosti izrabe letnega dopusta, vendar vedno na podlagi dogovora z delodajalcem. Tako delodajalec kot delavec ne moreta samovoljno odločati, kdaj bo delavec letni dopust izrabil, ampak morata upoštevati potrebe delavca, potrebe delovnega procesa in hkrati upoštevati tudi sam namen in cilj pravice do plačanega letnega dopusta. By entering into an employment relationship, a worker acquires the right to annual leave, which is one of employee's fundamental social rights. Employees receive all or a proportionate share of it, in addition the right to recourse and the right to a salary supplement. The purpose of the annual leave entitlement is only realised when employees have taken their annual leave. Employees may take their annual leave in one or more instalments. If the employee does not take all the leave in the current calendar year, he/she has the option of carrying it over to the following calendar year. National legislation follows the case-law of the EU when it comes to the carry-over of part of untaken annual leave for unlawful failure by the employer to fulfil an obligation, for sick leave, parental leave or for other legitimate reasons on the side of the worker. However, the institution of compensation for untaken annual leave can only be applied in the event of termination of the employment contract. Organising the use of annual leave can be complicated, which has raised the question of what legal possibilities employers have to unilaterally order annual leave. In my thesis, I have analysed the legal sources governing the right to paid annual leave and other professional literature to find out how the right to take annual leave is regulated and what legal possibilities employers have to unilaterally order annual leave. My research has shown that workers have several options for taking annual leave, but always on the basis of an agreement with their employer. Both the employer and the employee cannot decide arbitrarily when the employee takes annual leave, but must take into account the needs of the employee, the needs of the work process and the very purpose and aim of the right to paid annual leave.

V Sloveniji imamo deset reguliranih poklicev, za katere je treba pridobiti licenco. V središču naloge je proučevanje regulacije pridobivanja/podaljševanja zdravniških licenc za poklic zdravnik/zobozdravnik. Pojem regulirani poklic se uporablja za poklice, ki se lahko opravljajo s točno določeno izobrazbo in strokovno usposobljenostjo. Zato je v diplomski nalogi velik poudarek na regulaciji zdravniških poklicev na podlagi nacionalne zakonodaje. V okviru tega smo se posebej osredotočili na problematiko rokov, ki so določeni za podaljšanje licenc zdravnikov in zobozdravnikov v Sloveniji. Raziskano je, kakšni morajo biti pogoji in postopek podaljševanja zdravniških licenc, kar je bil cilj diplomskega dela. Postopek podaljševanja zdravniških licenc je v Sloveniji predpisan s Pravilnikom o zdravniških licencah. Kot je pokazala analiza predpisov na področju podaljševanja licenc, so pogoji opravljanje zdravniške službe in zbrane kreditne točke. Ugotovljeno je bilo, da Zdravniška zbornica Slovenije začne postopek podaljševanja zdravniških licenc po uradni dolžnosti, o tem pa 2 meseca pred iztekom licence obvesti zdravnika (člana Zdravniške zbornice). V postopku podaljševanja zdravniških licenc Zdravniška zbornica vpogleda v register zdravnikov z namenom, da ugotovi, ali ima zdravnik(-ica) zbranih dovolj kreditnih točk v sedmih letih in ali opravlja zdravniško službo na strokovnem področju, za katerega mu je bila podeljena licenca. In Slovenia, there are ten regulated professions for which a licence needs to be obtained. The core of this thesis paper consists of a study of the regulations for obtaining / renewing medical licences for the profession of a doctor / dentist. The term regulated profession is used for occupations that can be performed with a specific education and professional qualification. Therefore, a great emphasis has been placed in this thesis paper on the regulation of medical professions on the basis of national legislation. In this regard, I particularly focused on the problem of deadlines set for the renewal of licences of doctors and dentists in Slovenia. The objective of this thesis paper was to research the conditions and the procedures for renewing medical licences. The procedure for renewing medical licences is in Slovenia regulated by the Rules on medical licences. Based on an analysis of regulations in the area of the renewal of licences, it has been established that the performance of the medical service and collected credit points are the conditions for the licence renewal. Furthermore, I have come to a conclusion that the Medical Chamber of Slovenia begins the procedure of renewing medical licences ex officio and informs the doctor (member of the Medical Chamber) thereof 2 months prior to the expiration of the licence. In the process of renewing medical licences, the Medical Chamber checks the register of doctors in order to determine whether the doctor has collected enough credit points in the period of seven years and whether he/she has been performing medical service in the professional field, for which the medical licence had been awarded to him/her.

Diplomsko delo obravnava problematiko zaposlovanja invalidnih oseb, njihovo vključevanje na trg dela in nenazadnje tudi ohranjanje njihove zaposlitve iz pravnega vidika. Invalidne osebe v evidenci brezposelnih oseb še vedno predstavljajo velik delež. Najbolj zaskrbljujoče je dejstvo, da se ta delež z leti ne zmanjšuje, trenutno stanje na trgu dela pa je zaradi epidemije še slabše. Diplomsko delo se osredotoča predvsem na ukrepe reševanja problematike vključevanja invalidnih oseb na trg dela ter na pravno ureditev položaja invalidnih oseb na trgu dela. Zanimalo nas je predvsem, kakšna je pravna ureditev položaja invalidnih oseb na področju dela in zaposlovanja ter kakšno vlogo imajo ukrepi aktivne politike zaposlovanja pri vključevanju invalidnih oseb na trg dela. Za dosego ciljev diplomskega dela in za odgovore na zastavljena raziskovalna vprašanja smo uporabili deskriptivno metodo, analizo sekundarnih virov podatkov, za konec pa smo vse ugotovitve z metodo sinteze strnili v povzetek ključnih ugotovitev. Ugotovili smo, da zakonodaja na področju zaposlovanja invalidnih oseb določene institute, kot na primer odpoved pogodbe o zaposlitvi delavcu invalidu ali odrejanje delovnega časa, ureja na splošno, posamezni zakoni pa tovrstne institute urejajo podrobneje. Zakonodaja ureja tudi ukrepe in vzpodbude, ki so namenjeni tako delodajalcem kot tudi invalidnim osebam za njihovo lažje vključevanje na trg dela. V diplomskem delu smo tudi ugotovili, da se v ukrepe aktivne politike zaposlovanja ne vključuje veliko invalidnih oseb. Izmed vseh ukrepov se največ invalidnih oseb vključuje v ukrepe kreiranja delovnih mest, natančneje v program javnih del. The thesis explores the issue of employing disabled people, inclusion in labour market for disabled people and last but not least also keeping their employment from the legal aspect. Disabled people still present a large share in the register of unemployed people. The most worrying is the fact that this share has not decreased over the years, meanwhile current situation on the labour market is even worse due to the epidemic. The thesis focuses mainly on measures of solving the issue of inclusion in labour market for disabled people and on legal regulation of position of unemployed people on the labour market. We were mainly interested in the legal regulation of position of disabled people in the labour field and employment, as well as in the role of measures of active labour market policies in including disabled people in the labour market. We used the descriptive method and secondary data source analysis to achieve the goals of the thesis and to get answers for posed research questions in the end we summarized all findings into a summary of key findings with the synthesis method. We have found that in field of employing disabled people, legislation regulates specific institutes in general, such as notice of contract termination for a disabled worker or determining working hours, meanwhile individual acts regulate such institutes in more detail. Legislation also regulates measures and incentives that are intended for employers, as well as for disabled people for easier inclusion in the labour market for disabled people. In the thesis we also found that many disabled people are not included in measures of active labour market policies. Among all measures, the most people with disabilities are included in measures of creating workplaces, more specifically in community work programs.

Pričujoča diplomska naloga predstavlja osebno dopolnilno delo v Sloveniji, njegovo pravno ureditev in priglasitev za namene boljšega razumevanja tega področja. Dejstvo je, da je osebno dopolnilno delo dokaj novodobna oblika pravne ureditve občasnega oziroma dopolnilnega dela posameznika. Ne gre zanemariti, da lahko posamezniku predstavlja izziv, upoštevaje njegovo specifičnost, kar zadeva pravno ureditev osebnega dopolnilnega dela. Čeprav je tako imenovani institut osebnega dopolnilnega dela opredeljen v številnih različnih pravnih aktih, še vedno ostaja povprečnemu slovenskemu državljanu težje razumljiv zaradi številnih predpisov in njegove dokaj zapletene vsebine. Dejstvo je, da če želimo spoštovati veljavno zakonodajo, moramo to področje do potankosti razumeti in pravila dosledno upoštevati. Zaradi nekoliko razpršene pravne ureditve se lahko na trgu dela ustvarja zmedo, zaradi česar je morebiti čedalje bolj prisotno tudi delo na črno. Izpostaviti gre, da zaradi nevednosti posameznikov in pomanjkljive ozaveščenosti se temu primerno zvišuje število kršiteljev, ki tako ali drugače kršijo veljavne zakonske predpise. V danem diplomskem delu smo poskusili s pomočjo izvedene analize pravnih predpisov ugotoviti, kakšna je pravna ureditev priglasitve osebnega dopolnilnega dela in ali bi bilo možno slednje strniti v enoten zakonski predpis, ki bi v celoti obravnaval osebno dopolnilno delo. S pomočjo preučitve praktičnega primera smo ugotovili, da je osebno dopolnilno delo lahko odskočna deska v fazi razvoja poslovne ideje in poslovnega modela ter da se lahko iz uspešnega osebnega dopolnilnega dela posameznikova podjetniška zgodba razvija in morebiti nadaljuje tudi v smeri samostojnega podjetništva ali katere koli druge oblike organiziranosti gospodarske družbe. The herewith diploma work introduces the subject of personal supplementary work carried out in Slovenia, its legal regulation and legal status, and the notification of personal supplementary work, for the research effort to better understand the role of purpose, pertaining to the work in this field. Personal supplementary work is a fairly modern form of legal regulation, representing non standard employment related to the occasional or supplementary work of an individual. It should not be underestimated this non-standard form of employment might be challenging for an individual if we take into account its specificity as far as the legal arrangements for personal supplementary work is concerned. The so-called »Institute of Work« is defined in different legal acts, but it still remains slightly difficult for an average Slovene to understand how it really works due to a large number of legal regulations and its rather complex nature. If we want to comply with the current legislation and its requirements, we need to fully understand this area of work and strictly follow all the rules and procedures. Due to the dominance of a quite dispersed-legal regime some confusion can be created in the labour market. The latter may result in a growing phenomenon of undeclared work. It should be highlighted that due to the lack of knowledge and awareness in this regard, there is an increase in the number of offenders who - in one way or another – violate the applicable rule of law. In the diploma work, we tried to determine, with the help of legal research and analysis, which legal regulations are to be met and satisfied in order to obtain the notification of personal supplementary work and to consolidate the latter into a single legal act that could fully address the area of personal supplementary work. By closely examining a case study, we wanted to verify if personal supplementary work could serve as a stepping stone when it comes to the development of the start-up and growth stage of the business idea and the business model. In addition, we also wanted to find out if it is possible to build, develop and continue a successful individual's entrepreneurial story as far as personal supplementary work is concerned in the direction of a more self-sustaining entrepreneurship or of any other form of business organisation.

Pojem plače ima zelo kompleksno opredelitev in sicer je plača del plačila za opravljeno delo po pogodbi o zaposlitvi, ki je pravica delavca. Delavec ima tako pravico biti plačan za svoje opravljeno delo pri delodajalcu. Delodajalec pa je dolžan delavcu izplačati plačo v denarni obliki na dogovorjeni rok ter od te plače plačati prispevke za socialno zavarovanje. V primeru, da delodajalec svoje obveznosti ne opravi, krši pravice delavca in je za to dejanje lahko tudi kaznovan s strani različnih državnih organov. Kljub jasni zakonodaji in sankcijam, ki jih lahko delodajalci dobijo v primeru kršitev pravic delavca iz delovnega razmerja, državni organi ugotavljajo veliko število teh kršitev in sicer je kršitev instituta plačila za delo najbolj kršena pravica delavca v delovnem razmerju s strani delodajalca. S tem se odpira vprašanje, kakšno pravno varstvo ima delavec v primeru neizplačila plače in socialnih prispevkov. V diplomskem delu sem z analizo pravnih predpisov, ki urejajo delovno razmerje ter pravice iz delovnega razmerja, in druge strokovne literature ugotovil, kakšno pravno varstvo ima delavec v primeru neizplačila plače in socialnih prispevkov. Z raziskovanjem sem ugotovil, da ima delavec kar več možnosti pravnega varstva v primeru neizplačila plače in prispevkov. Prav tako sem ugotovil, da sta FURS in IRSD državna organa, ki postopata v upravnem postopku ter z uporabo predpisov odločata o pravicah, obveznostih ali pravnih koristih posameznikov v primeru plačila za opravljeno delo delavca. The concept of salary has a very complex definition, namely the salary is a part of the payment for work performed under the employment contract, which is the right of the employee. The employee thus has the right to be paid for his work with the employer. The employer is obliged to pay the employee a salary in cash within the agreed period and to pay social insurance contributions from this salary. In the event that the employer fails to perform his obligation, he violates the employee's rights and may be punished for this act by various state bodies. Despite clear legislation and sanctions that employers can receive in case of violations of employee’s rights, the state authorities find a large number of these violations, namely the violation of the institute of remuneration for work is the most violated right of the employee. This raises the question of what legal protection a worker has in the event of non-payment of wages and social security contributions. In my thesis, I analysed the legal provisions governing the employment relationship and rights arising from the employment relationship and other professional literature to determine what legal protection an employee has in the event of non-payment of wages and social contributions. My research has shown that workers have a number of legal options in the event of non-payment of wages and contributions. I have also found that the FURS and IRSD are state bodies which act in an administrative procedure and decide on the rights, obligations or legal benefits of individuals in the event of payment for work done by an employee, by applying the rules.

V magistrskem delu je raziskan institut mirovanja pravic in obveznosti iz delovnega razmerja javnega uslužbenca v državnih organih in upravah lokalnih skupnosti, opredeljen v 152.b členu Zakona o javnih uslužbencih. Uporaba instituta v praksi se napačno dojema in kaže na nedorečeno zakonsko ureditev. Poudarek dela je na analizi sodne prakse Vrhovnega, Višjega delovnega in socialnega ter Upravnega sodišča Republike Slovenije od leta 2005 do leta 2020 z namenom preveriti, v kolikšni meri se je ta institut uveljavil v praksi ter iz katerih razlogov prihaja do kršitev uporabe. Ugotovljeno je, da imajo odločitve sodišč pomembno vlogo pri razumevanju tega instituta. Šele oblikovanje enotne sodne prakse je zapolnilo nedorečenosti in nejasnosti ter razločevanje z institutom suspenza pogodbe o zaposlitvi po delovni zakonodaji. Takšna ureditev instituta predstavlja izjemo tudi znotraj javnega sektorja in se odmika od izenačitve z delovnopravno ureditvijo po Zakonu o delovnih razmerjih-1. Delo temelji na analizi nacionalne pravne ureditve. Podan je pregled ureditve v Italiji, ki je pokazal, da ni primerljivega instituta z mirovanjem pravic in obveznosti javnega uslužbenca. Slovenska ureditev je primerljiva z ureditvijo v Hrvaški, kjer je zakonska določba konkretizirana s podzakonskim aktom. Ugotovitve lahko služijo v praksi javnega sektorja, da bi preprečili kršitve pravic in obveznosti strank v delovnem razmerju, pripomorejo k natančnemu in pravilnemu izvajanju predpisov s posebnostmi v javnem sektorju, so izhodišče za predlog sprememb obstoječe zakonodaje, ki bi bolj ustrezno uredila ta institut. Izkazuje se tudi uporabnost pri nadaljnjih raziskavah procesov razvoja uslužbenskih razmerij in razvoja institutov delovnega prava. An analysis of a case lw of individual employment contract The Master's thesis examines the regulation of individual employment contract suspension for a public servant in Slovenia, employed in state bodies and local communities and defined in Article 152.b of the the Law on Public Servants. The use of the institute in practice is misperceived and points to an incomplete legal regulation. The majority of the thesis presents an analysis of the judicial decisions of Slovenian Labour courts from 2005 to 2020, in which attention is devoted to the question of whether this institute has been established in practice and what the reasons are for violations of use. The author discusses the concept and the meaning of case law in reference to the nature of institut and the distinctive elements regarding to the institute of the suspension of the employment contract under labor law. Such a legal regulation of the institute also represents division within the area of public sector and detracts from equating it with labour law according to the Employment Relationships Act-1. An overview of the regulation in Italy is given, which shows that there is no comparable institution. The Slovenian regulation is comparable to the regulation in Croatia, where the special statutes regulate certain aspects of the employment relations of public servants. Finally, some proposals are provided regarding the appropriate statutory regulation and correct implementation of an individual employment contract suspension for a public servant and suggestions are given for further research into other current and similar legal categories.

Magistrsko delo obravnava sodelovanje zaposlenih pri upravljanju v Radioteleviziji Slovenija, ki predstavlja posebnost v slovenskem prostoru kot edini javni zavod, katerega ustanovni zakon uveljavlja določbe Zakona o sodelovanju delavcev pri upravljanju. Slednji namreč velja le za zaposlene v gospodarstvu, kar postavlja vse preostale zaposlene v neenakopraven položaj, na kar je že večkrat opozorilo tudi Ustavno sodišče. Delo obravnava področji sodelovanja zaposlenih pri upravljanju in delovanja javnih zavodov v Sloveniji in Evropski uniji ter raziskuje in primerja, kako je delavska participacija uveljavljena v Sloveniji, v slovenskih javnih zavodih, na ravni Evropske unije ter v nekaterih evropskih državah, hkrati pa tudi v Radioteleviziji Slovenija in eni izmed nemških televizij. Rezultat preučevanja je ugotovitev, da so zaposleni v slovenskih javnih zavodih kljub izrecni ustavni določbi v neenakopravnem položaju v primerjavi z zaposlenimi v gospodarstvu, saj lahko sodelujejo pri upravljanju le preko svojih predstavnikov v svetu zavoda, ne pa tudi preko svojih predstavnikov v svetu delavcev. Nasprotno se je v tem pogledu Radiotelevizija Slovenije izkazala za pomembno izjemo, ki ne dokazuje samo, da je veljavna zakonodaja na tem področju primerna za vse preostale javne zavode, ampak predvsem uspešno uveljavlja zakonsko določbo, da lahko vodstvo zavoda in svet delavcev razširita področje sodelovanja zaposlenih pri upravljanju, kar je zaposlenim v Radioteleviziji omogočilo celo širši nabor pravic zakonsko določenih za zaposlene v gospodarstvu. Magistrsko delo je prvo delo, ki podrobno obravnava sodelovanje zaposlenih pri upravljanju v Radioteleviziji Sloveniji in lahko pomembno prispeva k argumentaciji pri urejanju zakonodaje na tem področju tudi za vse preostale slovenske javne zavode. The Master thesis addresses the participation of employees in management of The Radio and Television Corporation of Slovenia which is unique in Slovenia as it is the only public institution whose Founding Law enables provisions of the Worker Participation in Management Act. Such conditions usually apply only to employees in the corporate field putting all other public company employees in an unequal position, which has been repeatedly pointed out by the Constitutional Court. The areas of employee participation in the management and operation of public institutions in Slovenia and the European Union are presented in the thesis. The thesis investigates and compares how employee participation is established in Slovenia, Slovenian public institutions, the European Union as a whole and some separate European countries, as well as Radio and Television Corporation of Slovenia and one of the German televisions. The study findings indicate that employees in Slovenian public institutions, despite the explicit constitutional provision, are in an unequal position compared to employees in the corporate field, as public institution employees can only participate in management through their representatives in the council of the institution, but not through their representatives in the works council. In this respect, Radio and Television Corporation of Slovenia proved to be an important exception, which not only proves that the current legislation in this area is suitable for other public institutions, but it also successfully enforced the legal provision that the management of the institution and the works council can expand the scope of employee participation in management, which in return enabled the employees of Radio and Television Corporation of Slovenia to have an even wider range of rights legally determined by the Worker Participation in Management Act than in the corporate field. This Master's thesis is the first work that addresses the participation of employees in the management of Radio and Television Corporation of Slovenia in detail and can significantly contribute to the application of such legislation in this area for other public institutions in Slovenia.

V magistrskem delu je obravnavana pravna ureditev področja nagrajevanja delovne uspešnosti javnih uslužbencev v vzgoji in izobraževanju v Republiki Sloveniji. V ospredju je vprašanje, ali imajo vse skupine javnih uslužbencev na podlagi izkazane delovne uspešnosti enake pogoje za izboljšanje njihovega finančnega položaja. Na osnovi analize pravne ureditve področja nagrajevanja delovne uspešnosti zaposlenih v javnem sektorju v vzgoji in izobraževanju je mogoče sklepati, da lahko na podlagi izkazane delovne uspešnosti in po preteku določenega števila let, v višje plačne razrede napredujejo domala vsi javni uslužbenci. S tem, da lahko določene skupine javnih uslužbencev na podlagi izkazane delovne uspešnosti in ob izpolnjevanju dodatnih pogojev po področni zakonodaji, napredujejo tudi v naziv. Delovna uspešnost javnih uslužbencev je tudi podlaga za njihovo mesečno nagrajevanje, in sicer so iz tega naslova lahko upravičeni do redne delovne uspešnosti, delovne uspešnosti iz naslova povečanega obsega dela in delovne uspešnosti iz naslova prodaje blaga in storitev na trgu. Na podlagi proučitve napredovanj javnih uslužbencev v izbrani osnovni šoli z vrtcem je bilo ugotovljeno, da lahko javni uslužbenci, ki zasedajo delovna mesta v nazivih, na delovnem mestu učitelja in vzgojitelja, napredujejo hitreje in za več plačnih razredov v primerjavi z javnimi uslužbenci, zaposlenimi na delovnem mestu vzgojitelja - pomočnika vzgojitelja in zaposlenimi na spremljajočih delovnih mestih, ki lahko napredujejo samo v plačne razrede. Do mesečnih dodatkov na podlagi nagrajevanja iz naslova delovne uspešnosti pa so upravičeni javni uslužbenci, ki pri svojem delu presegajo pričakovane delovne rezultate oziroma so nadpovprečno delovno obremenjeni, o čemer odloča ravnatelj zavoda. This master's thesis deals with legal views on rewarding work efficiency of public servants in the field of education in the Republic of Slovenia. The main question is if all gropus of public servants have the same possibility to improve their financial status based on the work efficicncy demonstrated. The analysis of legal regulations of the area of rewarding work efficiency of public servants in the field of education proved that based on the work efficiency demonstrated and after a certain number of years practically everyone can advance in higher salary grade. Furthermore, some groups of public servants can, according to the demonsrated work afficiency and by fullfilling additional terms based on the field's legislation, be promoted into a higher title. Work efficiency is also the basis for monthly rewarding, that is regular work dfficiency due to larger work extent and work efficiency based on the sale of goods and services. According to the data studied in the school and kindergarden selected it was found out that public servants who are employed as school or kindergarden teachers can be promoted quicker and in higher title compared with those employed as teacher assistants or covering accompanying positions, who can only reach a higher salary grade. Those public servants who exceed their work results or have a work load above the average are entitled to monthly rewards based on their work efficiency, but this is a headmaster's decision.