20.500.12556/RUL-88881 Sodna praksa odpovedi pogodbe o zaposlitvi iz krivdnih razlogov The case law of employment contract cancellation for reasons of misconduct Kršenje pogodbene ali druge obveznosti iz delovnega razmerja je opredeljeno kot utemeljen razlog za redno odpoved pogodbe o zaposlitvi. Delodajalec mora pogodbo o zaposlitvi odpovedati po postopku, ki je opredeljen v 85. in 89. členu ZDR-1, pri tem pa mora navesti pravilen odpovedni razlog, saj je v nasprotnem primeru odpoved nezakonita. Delavec pa lahko na podlagi tretjega odstavka 200. člena ZDR-1 zoper to odločitev delodajalca uveljavlja sodno varstvo v roku 30 dni od dneva vročitve odpovedi. Stališče sodne prakse je, da vsaka delavčeva kršitev, ki sicer predstavlja odstop od pričakovanega ravnanja delavca, še ne pomeni avtomatičnega utemeljenega krivdnega razloga. V kolikor je mogoče kršitve ustrezno razčistiti v okviru delovnega procesa in gre pri tem za zanesljivega delavca, je odpoved pogodbe o zaposlitvi nezakonita. Sodišča upoštevajo pri utemeljenosti krivdnega razloga vse dejanske in pravne okoliščine primera. Sodna praksa odpovedi pogodbe o zaposlitvi iz krivdnih razlogov je relativno pregledna in dobro razvita. Delavcu in delodajalcu se zato izplača pred začetkom sodnega postopka poiskati relevantno sodno prakso glede spornega vprašanja. Na ta način se lahko tudi izogneta nepotrebnim sodnim stroškom. The violation of a contractual obligation or other obligation arising from the employment relationship is defined as a legitimate reason for ordinary cancellation of an employment contract. The employer can cancel an employment contract according to the procedure defined in Article 85 and Article 89 ZDR-1, as well as specifying the correct reason for cancellation, otherwise cancellation is illegal. Based on the third paragraph of Article 200 ZDR-1, the worker has a right to take legal action within 30 days from the date of service of notice of cancellation. The position of the judicial practice is that each violation made by a worker does not automatically represent substantiated reason of misconduct; even the violation represents a resignation from expected behavior of the worker. The cancellation of an employment contract is illegal if it is possible to deal with the violations in the context of the normal work process and if the violation is done by a reliable worker. The courts consider all factual and legal circumstances of an individual case to verify if reason of misconduct was justified. Case law in the aspect of the cancelation of employment contract by reason of misconduct is relatively transparent and well-developed. Therefore, before the beginning of court proceedings, it is rational that worker and the employer look for relevant case law about the issue in dispute. This way they may also avoid the unnecessary legal costs. delovno pravo delovna razmerja odpoved pogodbe o zaposlitvi krivdni razlog sodna praksa. labor law employment relationship cancellation of employment contract reason of misconduct case law. true false false Slovenski jezik Neznan jezik Magistrsko delo/naloga 2017-01-25 07:15:02 2017-01-25 07:15:13 2022-08-05 03:40:15 0000-00-00 00:00:00 2017 0 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 1970-01-01 68506 15428945 1888$$staric,_klemen_-_a.pdf 1888$$staric,_klemen_-_a.pdf 1 BBBE62B92F0E618F5F2CE3ADEFD554BA 09b894d88e81a0b81ba1860a0b18ea6ffdc44d061de08802dd6f97ebfe14d48c ce6aaebd-a1b1-11eb-a523-00155dcfd717 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=92437 Pravna fakulteta 0 0 0