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Ugovorom o radu zasniva se radni odnos između radnika i poslodavca. Poslodavac je fizička ili pravna osoba koja zapošljava radnika i za koju radnik u radnom odnosu obavlja određene poslove. Radnik je fizička osoba koja u radnom odnosu obavlja određene poslove za poslodavca. Poslodavac je obvezan u radnom odnosu radniku dati posao te mu za obavljeni rad isplatiti plaću, a radnik je obvezan prema uputama koje poslodavac daje u skladu s naravi i vrstom rada, osobno obavljati preuzeti posao. Ugovor o radu s obzirom na vrijeme dijeli se na ugovor o radu na određeno i na ugovor o radu na neodređeno vrijeme. Ugovor o radu na određeno vrijeme propisan je kao iznimka kako bi se lakše regulirali radni odnosi za koje se već prije njihova sklapanja zna da neće imati duže vremensko trajanje, nego će biti ograničeni određenim rokom, izvršenjem određenog posla ili nastupanjem određenog događaja. Za radnike je načelno povoljnija opcija sklapanja ugovora o radu na neodređeno vrijeme, zbog sigurnosti zaposlenja koje mu pruža, dok je za poslodavce to ugovor o radu na određeno vrijeme jer im se na taj način omogućava veća fleksibilnost i prilagođavanje suvremenom tržištu rada., The employment contract establishes the employment relationship between employee and employer. An employer is a physical or legal person who employs a worker and for whom the worker performs certain tasks during employment relationship. An employee is a physical person who performs certain tasks for the employer in an employment relationship. In an employment relationship, the employer is obliged to give the worker a job and to pay him a salary for the work performed, and the worker is obliged to personally perform the assigned work according to the instructions given by the employer in accordance with the nature and type of work. An employment contract, with regard to time, divides into fixed-term and permanent contracts. A fixed-term employment contract is written as exception in employment contracts, in order to facilitate the regulation of employment relationships which start with contract’s end date in sight. Contracts are limited by a deadline, a performance of a certain job, or an occurrence of an event. Employees benefit from indefinite duration contracts, while fixed term contracts serve employers better, allowing them to stay flexible and adaptable to modern labor market.

This contribution provides an analytical overview of recent case law of the Court of Justice of the European Union on the framework agreement on fixed-term work (FTW agreement). The cases discussed virtually all concerned fixed-term work in the public sector and, in essence, raise the delicate question of whether the non-discrimination rule and the rules on fighting abuse of successive fixed-term employment relationships, demand from Member States to sacrifice classic notions of public service employment. The case law reveals that the Court leaves the Member States considerable discretion in hiring fixed-term workers instead of permanent workers or civil servants.

Opracowanie koncentruje się na nietypowych stosunkach pracy. Autor przedstawia polskie regulacje dotyczące pracy na czas określony, pracy w niepełnym wymiarze czasu pracy oraz pracy w ramach agencji pracy tymczasowej. Omawia podstawy prawne nietypowych stosunków pracy w Polsce, a także prawa i obowiązki odpowiednich kategorii pracowników. The elaboration focuses on atypical employment relationships. Author presents Polish regulations concerning fixed-term work, part-time work and temporary agency work. He introduces legal framework of atypical employment relationships in Poland, as well as rights and duties of atypical workers.

With Directive 1999/70 on Fixed-Term Work – and more generally through European Directives on flexible work – the European legislator tried to strike a balance between the demands for flexibility coming from employers and the needs to safeguard the rights of flexible workers. This balance has been carried out through various provisions of the Directive, as the Court of Justice of the EU explained over the years: by placing side-by-side ‘hard’ rules, considered by the European judges as directly effective (like the principle of equal treatment between fixed-term workers and comparable permanent workers), and ‘softer’ provisions (like the ones directed to prevent abuse of successive fixed-term contracts) which leave a significant margin of appreciation to the Member States about how to implement them, provided that they do not compromise the objective and the practical effect of the Directive. Fifteen years after the adoption of Directive 1999/70, the present study aims to start from its purposes, in order to identify the basic components of a possible ‘European model’ for Fixed-Term Work by following the CJEU's case law, which has established, ‘in the name’ of the principle of effectiveness, some important restrictions to Member States' discretion in implementing the Directive: a model that may prove useful for evaluating the European consistency of the relevant national laws.

Darbo organizavimas – šiais laikais itin aktuali tema ne tik įmonėms ar organizacijoms, bet ir jų darbuotojams. Įmonei, siekiančiai užsibrėžtų tikslų tinkamas darbo organizavimo sistemos sukūrimas, tampa viena iš prielaidų siekiant didesnio darbo našumo ir produktyvumo, o darbuotojui tai svarbu dėl asmeninių interesų. XXI amžiuje standartinis darbo organizavimo modelis, kai darbuotojas įdarbinamas neterminuota darbo sutartimi ir dirba visą darbo dieną penkias dienas per savaitę, neretai nebeatitinka rinkos poreikių, tad įmonėms tenka ieškoti naujų, lengviau pritaikomų darbo organizavimo formų. Tokiu atveju gali padėti lanksčios darbo organizavimo formos, kurios leidžia darbą planuoti pagal poreikius. Tinkamai pasirinkta įmonės darbo organizavimo forma gali tapti konkrečių rezultatų darbo rinkoje pasiekimo viena iš prielaidų. Galimybė pačiam pasirinkti darbo laiką ar darbo formą naudinga ir darbuotojams, nes taip jie gali lengviau suderinti asmeninius įsipareigojimus su darbu. Taip pat lanksčios darbo formos suteikia galimybę dirbti tiems, kurie įprastos darbo dienos dirbti negali, pavyzdžiui vienišos motinos, o taip pat ir tiems, kuriems reikia darbo patirties, laikino darbo ir pan. Tinkamai parinktas darbo pobūdis gali tapti pagerėjusios sveikatos, didesnio produktyvumo ar geresnės nuotaikos priežastimi. Lanksčios darbo organizavimo formos – palyginti naujas reiškinys, kuris nėra labai plačiai ir išsamiai analizuotas Lietuvos mokslininkų. Išsamiausiai lanksčias darbo organizavimo formas apibūdina jas reglamentuojantys įstatymai, tad jais vadovaujantis ir analizuotos šios formos. Šiame darbe didžiausias dėmesys skiriamas labiausiai paplitusioms lanksčioms darbo organizavimo formoms: terminuotam darbui, darbo ir poilsio laiko nustatymui, nuotolinio darbo sutarčiai ir įdarbinimui per laikinojo įdarbinimo įmones. Darbo objektas. Lanksčios darbo organizavimo formos. Darbo tikslas – išanalizuoti lanksčių darbo organizavimo formų diegimą IĮ „Kovas“. Darbo uždaviniai: 1. Išanalizuoti lanksčių darbo organizavimo formų teorinius aspektus. 2. Išnagrinėti lanksčių darbo organizavimo formų teisinį reglamentavimą. 3. Išanalizuoti lanksčių darbo organizavimo formų diegimą IĮ „Kovas“, apklausiant įmonės darbuotojus., In order to satisfy the needs of companys and workers flexible work forms are used more often. They give self-control of working time or place to the workers while increases competitiveness and labour productivity to the companys. Flexibility ensures more possibilities for people with different needs to get a job. The object of this work is flexible forms of work organization which are important to the workers who wants to harmonize work and personal needs. The purpose of this work is to analize the introduction of organizing flexible work forms in “IĮ Kovas“. The task of this work: 1) to analize the theoretical aspects of flexible work forms; 2) investigate the legal regulation of flexible work forms; 3) to analize the introduction of organizing flexible work forms in “IĮ Kovas“. The theoretical aspects and legal regulation of organizing flexible work forms are analized in this work. Besides, the research of introduction of organizing flexible work forms in “IĮ Kovas“ is performed. While performing this work the analyses of scientific literature and legislation was applied together with questionnaire. The research proved that workers value the flexible work forms rather critically. The main opinion is that such forms of work mostly useful for the companys while they dont give safety and assurance for the workers. The most priferable form of work for the workers is eight hours a day and five days a week because in such way they get all the social guarantees they need.

The essays main intent is to examine whether there has been a proper implementation of the Council’s directive 1999/70/EG into Swedish law regarding the requirement for measures to prevent the abuse of successive fixed-term employment contracts. To achieve this purpose there is a need for an examination of current law. The essay also has some secondary purposes. One of these secondary purposes is the question of whether the implementation of the Council’s directive 1999/70/EG has lead to a reduction of the workers employment protection, which is closely connected to my main question and the violation case. My other secondary purposes are to make a connection between fixed-term employment and labor market flexibilization and flexicurity, to see if the rules about fixed-term work has affected gender equality, and to discuss whether there has been a shift of power in the relationship between employers and employees. I have come to the conclusion that Sweden has not implemented the Council’s directive 1999/70/EG properly regarding the requirement for measures to prevent abuse of successive fixed-term employments. I have found that the Swedish rules that apply today may be circumvented by combining various forms of fixed-term employments and that some forms of fixed-term employment requires a more clear definition. To prevent the abuse of successive fixed-term contracts, I suggest the introduction of a maximum total duration for all forms of fixed-term employment together, combined with a rule about the maximum number of times a fixed-term employment contract may be renewed. Furthermore I have found factors indicating that a reduction of workers employment protection level has taken place, but I can not draw any firm conclusions about it because the essay has not examined the issue in a completely thorough manner. I have also found a connection between labor market flexibilization and the use of fixed-term employment and that Sweden should examine whether the flexicurity-model can provide some useful solutions to increase employment without reducing workers employment protection level. Gender equality regarding the share of fixed-term employment contracts has slightly increased, both in Sweden and in the EU, since the origin of the Council’s directive 1999/70/EG. Also I have found that the new rules for fixed-term employment may have resulted in a shift of power that favors the employer. Uppsatsen syftar främst till att undersöka huruvida det skett en korrekt implementering av visstidsdirektivet i svensk rätt avseende kravet på åtgärder för att förhindra missbruk av flera på varandra följande visstidsanställningar. För att uppnå detta syfte krävs en utredning av gällande rätt. Uppsatsen har också några underordnade syften. Ett av dessa underordnade syften är frågan om huruvida implementeringen av visstidsdirektivet inneburit en minskning av arbetstagarnas anställningsskydd, som är nära kopplat till min huvudsakliga fråga och överträdelseärendet. Mina andra underordnade syften är att koppla reglerna om tidsbegränsade anställningar till arbetsmarknadens flexibilisering och flexicurity, att se om reglerna om tidsbegränsade anställningar påverkat jämställdhet mellan könen och att diskutera huruvida det skett förändringar i maktförhållandet mellan arbetsgivare och arbetstagare. Jag har kommit fram till slutsatsen att Sverige inte har implementerat visstidsdirektivet på ett korrekt sätt avseende kravet på åtgärder för att förhindra missbruk av flera på varandra följande visstidsanställningar. Jag har konstaterat att de svenska reglerna som gäller idag kan kringgås genom att olika former av tidsbegränsade anställningar kombineras och att vissa av anställningsformerna kräver en tydligare definition. För att förhindra missbruk av flera på varandra följande visstidsanställningar föreslår jag att det införs en övre sammanlagd tidsgräns för alla tidsbegränsade anställningsformer kombinerat med en regel om maximalt antal gånger ett tidsbegränsat anställningsavtal får förnyas. Jag har funnit faktorer som visar på att en minskning av arbetstagarskyddet har skett, men jag kan inte dra några säkra slutsatser om det eftersom uppsatsen inte behandlat frågan på ett uttömmande sätt. Vidare har jag funnit ett samband mellan arbetsmarknadens flexibilisering och användandet av tidsbegränsade anställningar och att Sverige borde undersöka om flexicurity-modellen kan bidra med några lösningar för att öka sysselsättningen utan att minska nivån på arbetstagarnas anställningsskydd. Jämställdhet mellan könen rörande andelen tidsbegränsat anställda har ökat något, både i Sverige och EU, sedan visstidsdirektivets tillkomst. Jag har också kommit fram till att de nya reglerna om tidsbegränsade anställningar kan ha inneburit en maktförskjutning som gynnar arbetsgivaren.

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U radu autorica razmatra problem koji uvođenje fleksibilnih oblika rada ima na sigurnost u radnim odnosima. Nakon analize nužnosti uvođenja fleksibilnosti na tržištu rada te modusa njenog ostvarenja daje kritički osvrt regulative najčešćih oblika fleksibilnog zapošljavanja, tj. ugovora o radu na određeno vrijeme te ugovora o radu s nepunim radnim vremenom, posebice rješenja Europskog radnog zakonodavstva. Osobitu pozornost autorica posvećuje analizi reforme radnog zakonodavstva Republike Hrvatske i njen učinak na fleksibilnost tržišta rada u Republici Hrvatskoj. U zaključnim razmatranjima autorica nudi niz rješenja de lege ferenda., The author in this paper analyses the issue of security versus flexibility in employment relations. Following the analysis of necessity to introduce labour market flexibility and modes of its implementation, the author gives a critical analysis of the most typical flexible types of employment, i.e. the fixed-term work and part time work, emphasizing the European Labour Law solutions. A special attention has been given to Croatian Labour Law reform aimed at introducing the flexibility in labour market. In her final remarks the author proposes a set of solutions �delegeferenda.de lege ferenda.

[Resumen] Investigación referida a la Ley alemana sobre Trabajo a Tiempo Parcial y Contratos de Trabajo a Plazo de 2000, recientemente enmendada. El contraste de esta regulación alemana con el «kilométrico» artículo 12 de nuestro Estatuto de los Trabajadores es claro, puesto que en Alemania el trabajo a tiempo parcial no es ninguna forma indeseable de trabajo. Por otro lado, esta regulación alemana también es más permisiva que la española en relación con las posibilidades de celebrar contratos de trabajo precarios sin causa objetiva que los justifique. [Abstract] Research referred to the german Act on Part-Time Work and Fixed-Term Contracts of Employment of 2000, as recently amended. The contrast of this german regulation with the «kilometric» article 12 of our Statute of Employees is clear, since in Germany the parttime work is not any undesirable form of work. On the other side, this german regulation is also more permissive than the spanish one on the possibilities of celebration of precarious contracts of employment without objective ground justifying them.