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 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., Italian Labour Law e-Journal, Vol. 15 No. 1S (2022): Special Issue - The NextGeneration EU in Action: Impact on Social and Labour Policies

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.