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PRESTANAK UGOVORA O RADU S POSEBNIM NAGLASKOM NA OTKAZ

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Polje Vrijednost
 
Naslov PRESTANAK UGOVORA O RADU S POSEBNIM NAGLASKOM NA OTKAZ
TERMINATION OF EMPLOYMENT CONTRACTS WITH SPECIAL EMPHASIS ON CANCELLATION CONTRACTS
 
Autor Mikulaš, Mateja
 
Tema DRUŠTVENE ZNANOSTI. Pravo. Radno i socijalno pravo.
SOCIAL SCIENCES. Law. Labor and Social Law.
radni odnos
ugovor o radu
prestanak ugovora o radu
redoviti otkaz ugovora o radu
izvanredni otkaz ugovora o radu
the employment
contract of employment
termination employment contract
regular cancellation of employment contracts
outstanding cancellation of employment contracts
 
Opis Radni odnos u Republici Hrvatskoj reguliran je Zakonom o radu. Ugovor o radu temeljni je
dokument kojim se zasniva radni odnos. Osim ugovorom o radu, sadržaj radnog odnosa
reguliran je i kolektivnim ugovorom, pravilnikom o radu, kao i sporazumom između
Radničkog vijeća i poslodavca.
Vrlo čest način prestanka ugovora o radu je otkaz, koji može biti redoviti i izvanredni. Za
otkazivanje ugovora o radu vrlo su bitni objektivni razlozi. Obje ugovorne strane (poslodavac
i radnik) mogu otkazati ugovor o radu. Prilikom otkazivanja ugovora o radu poslodavac je
dužan navesti razloge za otkaz, dok ga radnik može otkazati ne navodeći nikakve razloge.
Kod redovitog otkaza ugovora o radu potrebno je poštivati zakonski ili ugovoreni otkazni rok,
dok kod izvanrednog otkaza ne postoji otkazni rok već do prestanka ugovora o radu
izvanrednim otkazom dolazi u trenutku dostave odluke o otkazu drugoj strani.
Ugovor o radu može se izvanredno otkazati samo u roku od petnaest dana od dana saznanja za
činjenice na kojima se temelji otkaz. To je prekluzivni rok, a otkaz dan protekom tog roka je
ništetan.
Pravni učinak otkaza ugovora o radu je prestanak radnog odnosa.
Employment in the Republic of Croatia is regulated by the Labour Law. A contract of
employment is a fundamental document that is employed. In addition to the employment
contract, the content of the employment relationship is governed by the collective agreement,
employment rules, as well as an agreement between the works council and employer.
A very common way of termination of the employment contract is dissmisal, that can be a
regular and outstanding. To cancel the contract of employment are very important objective
reasons. Both parties (employer and employee) can terminate the employment contract. When
the cancellation of the contract, the employer is obliged to give reasons for the cancellation,
while the worker may terminate not specifying any reasons.
For regular employment contract termination is necessary to comply with statutory or
contractual notice period, while with extraordinary notice, no notice period but to the
termination of the employment contract by giving extraordinary notice comes at the time of
delivery of the Decision on cancellation of the other side.
An employment contract can be canceled only in extraordinary within fifteen days from the
date of knowledge of the facts underlying the dismissal. This is limitation period and
dismissal passed the expiry of that period is null and void.
The legal effect of cancellation of the employment contract is termination of employment.
 
Izdavač Veleučilište u Požegi. Društveni odjel.
Polytehnic in Pozega. Social department.
 
Suradnik Bjelić, Dragana
 
Datum 2016-03-18
 
Vrsta resursa info:eu-repo/semantics/bachelorThesis
text
 
Format (na primjer PDF) application/pdf
 
Identifikator https://repozitorij.vup.hr/islandora/object/vup:98
https://urn.nsk.hr/urn:nbn:hr:112:151006
 
Jezik hrv
 
Prava http://rightsstatements.org/vocab/InC/1.0/
info:eu-repo/semantics/openAccess