From the point of view of the inclusion of disabled people in society, their employment is certainly important. Considering the obstacles they face and due to which they have a reduced ability to work, they are also more difficult to employ. Disabled people can enter the labor market through various forms of employment. One of them is employment in a disabled company. In order for a company to acquire and maintain the status of a company with disabilities, it must meet a condition, namely a certain mandatory share of disabled employees or quota. It is a so-called quota system or the system of mandatory employment of the share of employees with disabilities in the company, which is also the central research topic of my thesis. A company can operate as a company with disabilities if it employs and trains at least 40% of all employees in the company with disabilities during the entire business year. In 2011, the ZZRZI amendment tightened the conditions for exemption from paying contributions for all employees in a company with disabilities to at least 50% of employees with disabilities, which significantly changed the operating conditions for the vast majority of companies with disabilities. Based on the theoretical starting points that regulate the employment of disabled people in the Republic of Slovenia and case studies of the current practice of ensuring an appropriate share of employed disabled people in the selected company SŽ-ŽIP, d.o.o., I conclude that the company will have to focus primarily on the external labor market for a constant influx of workers with a disabled status forces (outside the SŽ group of companies), as the internal market (internal railway market) is already largely empty.
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