POSLEDICE SKLENITVE DELOVNEGA RAZMERJA MLADIH ZA DOLOČEN ČAS

• Main Author: Rajić, Gordana
• Other Authors: Mežnar, Drago
• Format: Bachelor Thesis
• Language: Slovenian
• Published: 2016
• Subjects: mladi; delovno razmerje; pogodba o zaposlitvi; zaposlitev za določen čas; young people; employment; contract of employment; fixed-term employment; sami
• Online Access: https://dk.um.si/IzpisGradiva.php?id=59561; https://dk.um.si/Dokument.php?id=92120&dn=; http://www.cobiss.si/scripts/cobiss?command=DISPLAY&base=cobib&rid=7649555&fmt=11

Naraščanje fleksibilnosti trga dela je povezano s pojavom fleksibilnih oblik zaposlovanja. Slednje predstavlja način prilagajanja tržnim razmeram. Fleksibilne oblike zaposlovanja opredelimo kot zaposlitve, ki niso resne. Delodajalci se z vidika stroge delovne zakonodaje in administrativnih postopkov raje odločajo za fleksibilnejše oblike zaposlovanja. Uporaba fleksibilnih oblik zaposlovanja se med državami razlikuje, kar je povezano z močno vlogo sindikatov v posamezni državi ter s prepričanjem delavcev, da so atipične oblike zaposlovanja »slabe«. Vzroki za povečan obseg fleksibilnih oblik zaposlovanja so različni. Delodajalci vzpodbujajo fleksibilizacijo trga, saj le-ta omogoča hitrejše prilagajanje konkurenčnemu okolju. Primer tega je odprava stroškov, povezanih z odpovedjo pogodbe o zaposlitvi. Nekatere oblike fleksibilnega zaposlovanja pa vzpodbujajo sami zaposleni. Slednje je ugodno predvsem z vidika usklajevanja poslovnega in družinskega življenja. Konvencija MOD in Direktive EU poudarjajo pomen zagotavljanja boljših delovnih in življenjskih pogojev s pospeševanjem fleksibilizacije trga dela, ob upoštevanju strukturnih sprememb trga in pogojev visoke brezposelnosti. Pri tem je potrebno upoštevati interese delodajalca in zaposlenega. Temeljni mednarodni standard, vezan na fleksibilne oblike zaposlovanja, uveljavlja načelo enakega obravnavanja zaposlenih, ki so zaposleni v fleksibilnejših oblikah zaposlitve v primerjavi z zaposlenimi pri delodajalcu, ki opravljajo delo skladno s tradicionalnim modelom delovnega razmerja, ki temelji na pogodbi o zaposlitvi za neodločen čas. Slednje državam članicam EU predstavlja pomemben izziv. The increase of the flexibility of the labor market is associated with the development of flexible forms of employment. The latter represent a way to adapt to market conditions. Flexible forms of employment are defined as ways of employment that are not serious. Employers in the light of the strict labor laws and administrative procedures prefer more flexible forms of employment. The use of flexible forms of employment differs between countries, which is associated with a strong role of unions in each country and with the conviction of workers that atypical forms of employment are "bad". The reasons for the increase in the volume of flexible forms of employment are different. Employers encourage flexibility of the market, as this allows faster adaptation to a competitive environment. An example of this is the elimination of the costs associated with the termination of the employment contract. Some forms of flexible employment are promoted by the employees. This is advantageous especially in terms of coordination of professional and family life. ILO Convention and the EU Directive emphasize the importance of providing better working and living conditions by promoting the labor market more flexible, taking into account the structural changes of market conditions and high unemployment. In this context it is necessary to take into account the interests of the employer and employee. The basic international standard is attached to the flexible forms of employment implementing the principle of equal treatment of employees who are employed in more flexible forms of employment compared with employees with an employer who perform work in accordance with the traditional model of employment based on a contract of employment for an indefinite period. This represents for EU Member States an important challenge.