U radu se analizira posebno pravno uređenje odgovornosti za štete nastale na radu i u vezi s radom u pravnim odnosima do kojih dolazi kod privremenog zapošljavanja putem agencija za privremeno ...zapošljavanje. Riječ je o posebnom pravnom uređenju odgovornosti za štete koje zbog svoje nedorečenosti ostavlja otvorenim pitanja vrste i kriterija odgovornosti, ali i jasnog određenja pretpostavki odgovornosti za štetu u svakom od područja koje ovo posebno pravno uređenje regulira. Izlažući pravna shvaćanja iznesena u pravnoj doktrini i sudskoj praksi, u radu se na ova pitanja nastoji odgovoriti tumačenjem koje svoju osnovu ima u bitnim obilježjima na kojima se privremeno zapošljavanje temelji, kao i u odgovarajućoj primjeni pravila posebnog pravnog uređenja o odgovornosti za štetu nastalu na radu i u vezi s radom i odgovarajućoj primjeni općih pravila obveznog prava o odgovornosti za štetu.
The paper analyzes the special legal regulation of liability for damage ocurred at work and in connection with work in legal relations that occur in temporary employment through temporary agency work. It is a special legal regulation of liability for damage, which due to its vagueness leaves open questions about the type and criteria of liability, but also a clear definition of the assumptions of liability for damage in each of the areas regulated by this special legal regulation. Explaining the legal understandings presented in legal doctrine and case law, the paper seeks to answer these questions with an interpretation that has its basis in the essential features on which temporary employment is based, and in the appropriate application of the rules of special legal regulation on liability for damage that occured at work and in relation to work and proper application of the general rules of mandatory law on liability for damage.
Zakonska normativa u hrvatskom pravu nedorečena je i po osnovi jasnoga pojmovnog određenja i zaštite od psihičkog zlostavljanja / ponižavanja, maltretiranja / radnika na radnom mjestu koje pravna ...doktrina i sudska praksa naziva mobingom i po osnovi odgovornosti za štete koje su nastale na radu i u vezi s radom. U radu se stoga ovi pravni odnosi analiziraju u kontekstu šire normative koja se na njih može primijeniti, te tako odgovoriti na otvorena pitanja u pravnoj doktrini i sudskoj praksi. Ujedno se prema rezultatima provedene analize sagledavaju de lege ferenda moguća rješenja.
The Croatian legal framework is still incomplete when it comes to the creation of a clear conceptual definition and related regulation on the protection from psychological abuse/humiliation, harassment of workers in the workplace (e.g. mobbing). It furthermore lacks a clear regulatory basis of liability for damages caused by mobbing at work and in work-related situations. Therefore, this paper analyzes these legal relations in the context of a broader framework that can be applied to them, and thus respond to the open questions in legal doctrine and case law. At the same time, according to the results of the conducted analysis, possible solutions are considered de lege ferenda.
U kontekstu globalizacije bilježimo ubrzano kretanje kapitala i usluga izvan nacionalnih granica država članica EU-a, stoga transnacionalne transakcije postaju svakodnevica, kao i izaslani radnici. ...Budući da poslodavci žele iskoristiti prednosti koje im nudi pojedino unutarnje tržište i time sniziti cijenu rada, spomenuti radnici se nalaze u nezavidnoj poziciji. Stoga je za zaštitu njihovih ekonomskih i socijalnih interesa nužna uspostava produktivnog transnacionalnog socijalnog dijaloga. No, zbog različitosti stupnja gospodarskog razvoja te socijalne zaštite izvjestan je neuspjeh kolektivnih pregovora socijalnih partnera i pokretanje štrajkova, najdjelotvornijih industrijskih akcija na strani svijeta rada. Meðutim, kolektivne akcije i dalje su vezane uz nacionalni sustav industrijskih odnosa obilježenih svojim specifičnostima. No, valja naglasiti da i unutar tih sustava postoji niz pravnih praznina ili/i loših rješenja glede regulacije industrijskih akcija, posebice prava na štrajk. Situaciju posebno usložnjava postojanje meðunarodnih i regionalnih pravnih izvora koji reguliraju navedenu materiju, a koje obvezuju odnosne države, posebice u situaciji kada odredbe nacionalnog zakonodavstva nisu s istima usklaðene. Stoga nije teško zaključiti da spomenuta situacija otežava, ne samo organiziranje i provedbu štrajka, već i razgraničenje zakonitog od nezakonitog štrajka i to ne samo na transnacionalnoj, već i na nacionalnoj razini. U radu autori, koristeći komparativnu metodu, iznose brojne kritike de lege lata nudeći rješenja de lege ferenda.
An accelerated movement of capital and services in the context of globalisation has been noted outside of the national borders of EU member states. Therefore, both transnational transactions and ...dispatched workers issues have become daily commonplace. Given that employers wish to take advantage of what the individual internal market has to offer and thus decrease the price of work, these workers find themselves in an unenviable position. In order to protect their economic and social welfare interests, it is necessary to establish a productive transnational social welfare dialogue. Due to various levels of economic development and social welfare protection, collective bargaining of social partners and initiating strike as the most effective industrial relations on the part of the world of work, might fail. However, collective actions are still linked to the national system of industrial relations marked by their specific characteristics. Nevertheless, when it comes to the regulation of industrial actions, it should be emphasised that a whole series of legal loopholes and/or poor solutions exist within these systems, in particular related to the right to strike. The situation is even more complicated by the existence of international and regional legal sources governing this subject and binding the respective countries, particularly when national legislation provisions are not harmonised. Thus, it is easy to conclude that the current situation makes it more difficult, for not only strike organisation and implementation, but also for differentiating a legal from an illegal strike at transnational and national level. The paper applies the comparative method for bringing out numerous criticisms de lege lata while offering solutions de lege ferenda.
Maritime Labour Convention (MLC), 2006 stipulates mandatory financial security for repatriation costs (Standard A 2.5), and contractual compensations related to death or longterm disability of ...seafarers due to an occupational injury, illness or hazard (Standard A 4.2) that is to be provided by the shipowner. However, financial security system set in the MLC was prescribed very broadly and insufficiently precise and, therefore, it opened a number of questions and doubts. Among others, the following questions are particularly interesting: what the legal nature of the MLC financial security is; from the insurance standpoint, whether this is life or accident insurance, or it is liability insurance; who has an insurable interest and what the nature of that interest is; which document proves fulfilment of MLC requirements. Due to the necessity of improving financial security provisions, in 2014 Amendments to the MLC were adopted that came into force in January 2017. Although the MLC does not explicitly prescribe a system of compulsory insurance, with the third injured party the right to a direct claim (actio directa) towards the liability insurer, marine insurance given its characteristic, appeared as a very suitable method of fulfilling MLC requirements – especially P&I insurance. All the clubs within the International Group of P&I Clubs have agreed to assist their members (shipowners) in complying with these additional financial security requirements under the Amendments to the MLC and issue MLC Certificates to their members. MLC Certificates refer to the MLC Extension Clause, 2016 and thus subject the insurance to conditions and limitations in the said clause. MLC Extension Clause provisions will be added to clubs P&I Rules which form the standard P&I cover.
U radu autori razmatraju učinak ugovora o radu na određeno vrijeme
na fleksibilnost poslodavca i na sigurnost radnika. Navedeni
suprotstavljeni zahtjevi nastoje se pomiriti kroz koncept ...fleksigurnosti. Iako se smatraju nestandardnim oblicima zapošljavanja te se njihova atipičnost danas može promatrati samo kao anakronizam jer broj tako sklopljenih ugovora o radu svakodnevno raste, razvidan je razlog navedenoga porasta. Oni se smatraju pogodnim instrumentom za sniženje troškova poslodavca, optimizirajući pritom njegovu kompetitivnost na tržištu. Time je istovremeno ugrožena sigurnost radnika na tržištu rada. U prevladavanju navedenih poteškoća učinjene su zakonodavne intervencije na razini Europske unije. Autori analiziraju učinke Direktive EU-a o radu na određeno vrijeme na poziciju radnika zaposlenih na određeno vrijeme komparirajući pritom navedene učinke na radno zakonodavstvo Republike Hrvatske i Savezne Republike Njemačke. Uspoređujući i analizirajući rješenja de lege lata, predlažu rješenja de lege ferenda.
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