Izpis gradiva

A+ | A- | | SLO | ENG

Naslov: Vpliv ZDR-1 na manjše zaposlovanje za določen čas : magistrska naloga Avtorji: ID Čotar, Leo (Avtor) ID Korpič-Horvat, Etelka (Mentor) Več o mentorju... Datoteke: RAZ_Cotar_Leo_i2017.pdf (1,32 MB) MD5: 92E762EA98B723555FAED4DF5B8C5FE9   Jezik: Slovenski jezik Vrsta gradiva: Magistrsko delo/naloga Tipologija: 2.09 - Magistrsko delo Organizacija: EVRO-PF - Nova Univerza - Evropska pravna fakulteta Opis: Magistrsko delo ima naslov Vpliv ZDR-1 na manjše zaposlovanje za določen čas. Pogodba o zaposlitvi za določen čas je v zadnjih letih postala najbolj razširjena oblika zaposlitve, kljub temu da se lahko sklepa izjemoma, le v primerih, določenih v ZDR-1 in drugih zakonih ter v kolektivnih pogodbah na ravni dejavnosti. Traja praviloma določeno časovno obdobje do dveh let, nato pa ne zagotavlja trajnosti zaposlitve. Sklepanje pogodb o zaposlitvi za določen čas po ZDR je bila najbolj ugodna oblika zaposlitve za delodajalca, saj v primeru poteka take pogodbe, delavcu ni bilo treba izplačati odpravnine. Delavec prav tako ni imel pravice do odpovednega roka. Delodajalci so pogodbe o zaposlitvi za določen čas sklepali tudi v primeru, ko so bili izpolnjeni pogoji za zaposlitev delavca za nedoločen čas, zato je bil 3. 3. 2013 sprejet ZDR-1, ki je začel veljati 12. 4. 2013 in je spremenil pogoje sklepanja pogodb o zaposlitvi za določen čas. V magistrskem delu analiziram pogodbo o zaposlitvi za določen čas, prejšnje zakonske ureditve te vrste pogodbe o zaposlitvi po ZDR pa primerjam s sedanjo zakonsko ureditvijo po ZDR-1. Prikazan je delež sklenjenih pogodb o zaposlitvi za določen čas v obdobju med letoma 2010 in 2013, ko je veljal ZDR, in v obdobju med 2013 in 2016, ko velja ZDR-1. Pogodbo o zaposlitvi za določen čas primerjam s pogodbo o zaposlitvi za nedoločen čas po ZDR-1 in po ZDR ter z ureditvijo pogodb o zaposlitvi za določen čas in nedoločen čas v Republiki Italiji. Na podlagi podatkov o številu sklenjenih pogodb o zaposlitvi za določen čas odgovarjam na vprašanje o vplivu ZDR-1 na manjše zaposlovanje za določen čas. Ključne besede: delodajalci, delavci, delovna razmerja, Slovenija, Italija, magistrske naloge, bolonjski program Kraj izida: Nova Gorica Kraj izvedbe: Nova Gorica Založnik: [L. Čotar] Leto izida: 2017 Leto izvedbe: 2017 Št. strani: IX, 85 str. PID: 20.500.12556/ReVIS-4858  UDK: 349.22(043.2) COBISS.SI-ID: 2053169846  Opomba: Mag. delo 2. stopnje bolonjskega študija; magistrski študijski program Pravo II. stopnje; Datum objave v ReVIS: 17.08.2018 Število ogledov: 3095 Število prenosov: 151 Metapodatki:     Citiraj gradivo Navadno besedilo BibTeX EndNote XML EndNote/Refer RIS ABNT ACM Ref AMA APA Chicago 17th Author-Date Harvard IEEE ISO 690 MLA Vancouver : Kopiraj citat

Objavi na: Postavite miškin kazalec na naslov za izpis povzetka. Klik na naslov izpiše podrobnosti ali sproži prenos.

Sekundarni jezik

Jezik:

Angleški jezik

Opis:

The Master's thesis is entitled The Impact of The Labour Law 1 (ZDR-1) on minor fixed-term employment. In recent years fixed-term employment contract has become the most widely spread way of employment despite the fact that it can be concluded only exceptionally, just in cases specified in The Labour Law 1 (ZDR-1) and other acts of law and in collective contracts on the level of activity. A fixed-term employment contract lasts generally for a definite period of time of two years, but later does not guarantee the durability of the employment. The conclusion of fixed-term employment contract according to The Labour Law 1(ZDR-1) was the most convenient type of contract for the employer, as in the case of the expiry of fixed-term employment it was not necessary to pay the severance grant to the worker who was also not entitled to give notice for the termination of the contract. Employers concluded fixed-term employment contracts even in case when the conditions for permanent employment contract for the worker were fulfilled. This is why on 3 rd March 2013 the The Labour Law Act 1 (ZDR-1) was passed and it entered into force on 12 th April 2013 and it changed the conditions of concluding fixed-term employment contracts. The Master's thesis discusses the fixed-term employment contract as well as the comparison of the previous regulation of this type of contract according to The Labour Law (ZDR) and the current regulation according to The Labour Law 1 (ZDR-1). The thesis continues with the display of the percentage of concluded fixed-term employment contracts between the years 2010 and 2013 when the The Labour Law Act (ZDR) applied, and the years 2013 and 2016 when The Labour Law 1 (ZDR-1) applied. Fixed-term employment contract is compared to permanent employment contract according to The Labour Law 1 (ZDR-1) and to The Labour Law (ZDR), to regulation of the fixed-term contract and permanent employment contract in the Republic of Italy. On the basis of the number of concluded fixed-term employment contracts included in the Master thesis and on the basis of my study I answer the open question about the impact of The Labour Law 1 (ZDR-1) on minor fixed-term employment.The Master's thesis is entitled The Impact of The Labour Law 1 (ZDR-1) on minor fixed-term employment. In recent years fixed-term employment contract has become the most widely spread way of employment despite the fact that it can be concluded only exceptionally, just in cases specified in The Labour Law 1 (ZDR-1) and other acts of law and in collective contracts on the level of activity. A fixed-term employment contract lasts generally for a definite period of time of two years, but later does not guarantee the durability of the employment. The conclusion of fixed-term employment contract according to The Labour Law 1(ZDR-1) was the most convenient type of contract for the employer, as in the case of the expiry of fixed-term employment it was not necessary to pay the severance grant to the worker who was also not entitled to give notice for the termination of the contract. Employers concluded fixed-term employment contracts even in case when the conditions for permanent employment contract for the worker were fulfilled. This is why on 3 rd March 2013 the The Labour Law Act 1 (ZDR-1) was passed and it entered into force on 12 th April 2013 and it changed the conditions of concluding fixed-term employment contracts. The Master's thesis discusses the fixed-term employment contract as well as the comparison of the previous regulation of this type of contract according to The Labour Law (ZDR) and the current regulation according to The Labour Law 1 (ZDR-1). The thesis continues with the display of the percentage of concluded fixed-term employment contracts between the years 2010 and 2013 when the The Labour Law Act (ZDR) applied, and the years 2013 and 2016 when The Labour Law 1 (ZDR-1) applied. Fixed-term employment contract is compared to permanent employment contract according to The Labour Law 1 (ZDR-1) and to The Labour Law (ZDR), to regulation of the fixed-term contract and permanent employment contract in the Republic of Italy. On the basis of the number of concluded fixed-term employment contracts included in the Master thesis and on the basis of my study I answer the open question about the impact of The Labour Law 1 (ZDR-1) on minor fixed-term employment.

Nazaj