The End of Globalization

The 2016 U.S. presidential elections triggered emotions I had not felt for years. In 1998, Venezuela, where I’m from, elected a populist president who, like U.S. President Donald Trump, ran a campaign based on anti-establishment sentiments. Countries like Argentina, Bolivia, Brazil, and Nicaragua followed suit, and I began to wonder about the extent to which the benefits of neo-liberalism were really reaching the general population. Systematic research on the possible “end of globalization” was not taken seriously, at least not by many of the Western drivers of today’s political-economic order. But now Brexit in the UK and Trump have shaken faith in the conventional wisdom and have many asking, “Is this the end?”

Rebecca Van Roy, študentka LSE (A Student Perspective on a Global Network Course on Globalization — LSE Management, 6. maj 2017)

Ali lahko delodajalec spreminja letni razpored delovnega časa?

Zakon o delovnih razmerjih (ZDR-1) določa, da se razporeditev in pogoji za začasno prerazporeditev delovnega časa določijo s pogodbo o zaposlitvi v skladu z zakonom in kolektivno pogodbo.

Izmenski delovni čas je čas, ko se delo izmenoma opravlja v dopoldanski, popoldanski ali nočni izmeni, ki traja šest do osem ur dnevno in se praviloma ponavlja vsak teden oziroma dnevno, tako da delavec delo opravlja en teden oziroma en dan v dopoldanski, drugi teden oziroma drugi dan pa v popoldanski ali nočni izmeni.

Zakon in kolektivna pogodba seveda ne določata, koga naj delodajalec vključi v posamezno izmeno, ampak prepuščata to odločitev delodajalcu. Delodajalec sam presodi presodi, katere delavce bo razporedil v posamezno izmeno glede na potrebe delovnega procesa. Lahko pa delavec v času trajanja delovnega razmerja zaradi potreb usklajevanja družinskega in poklicnega življenja predlaga drugačno razporeditev delovnega časa. V tem primeru mu mora delodajalec pisno utemeljiti svojo odločitev.

Delodajalec mora pisno obvestiti delavce o začasni prerazporeditvi delovnega časa najmanj en dan pred razporeditvijo delovnega časa na pri delodajalcu običajen način.

To pa ne pomeni, da lahko delodajalec kadarkoli samovoljno spreminja (sestavo) izmen. ZDR-1 določa, da delodajalec pred začetkom koledarskega oziroma poslovnega leta določi letni razpored delovnega časa in o tem pisno obvesti delavce na pri delodajalcu običajen način (denimo prek elektronskih sredstev) in sindikate pri delodajalcu. Iz te določbe smiselno izhaja, da delodajalec ne more letnega razporeda (in s tem izmen) naknadno samovoljno spreminjati.


Vir: Zakon o delovnih razmerjih s komentarjem (ZDR-1).

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