Vpliv delavčeve zmanjšane zmožnosti za delo na delovno razmerje

Podjetje in delo

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Povzetek: Zmožnost za delo se ugotavlja v okviru treh med seboj ločenih postopkov, in sicer varnosti in zdravja pri delu, obveznega zdravstvenega zavarovanja ter obveznega invalidskega zavarovanja. Kot še posebno problematičen se v praksi kaže postopek v okviru varnosti in zdravja pri delu, ko izvajalec medicine dela ugotovi delavčevo začasno zmanjšano zmožnost za delo. Izvajalec medicine dela lahko ugotovi, da je delavec zmožen le delno opravljati delo na svojem delovnem mestu, ali da lahko sicer dela v svojem poklicu s polnim delovnim časom, vendar pa je v celoti nezmožen opravljati delo na delovnem mestu v skladu s pogodbo o zaposlitvi, ali da je nezmožen za delo, hkrati pa se lahko zgodi, da v teh primerih ni odrejena delna ali popolna zadržanost z dela zaradi bolezni. Če se to zgodi, je delodajalec nesorazmerno (pretirano) finančno obremenjen, saj pravna ureditev teh primerov ne predvideva. Možne rešitve in ukrepi v teh situacijah so uzakonjena dolžnost prilagoditve dela, odreditev začasnega opravljanja drugega dela, uvedba denarnega nadomestila v breme obveznega zdravstvenega zavarovanja, dolžnost obdobnega ugotavljanja zmožnosti za delo in kot skrajno sredstvo odpoved pogodbe o zaposlitvi. Ključne besede: zmožnost za delo, izvajalec medicine dela, zmanjšana zmožnost za delo, začasna zadržanost z dela zaradi bolezni, bolniški stalež, postopek ugotavljanja zmožnosti za delo, nezmožnost za delo, invalidnost, odpoved Title: Influence of the Decreased Employee's Ability to Work on a Employment Relationship Abstract: Ability to work is assessed within three separate procedures: within occupational health and safety, within mandatory health insurance, and within mandatory disability insurance. The procedure within occupational health and safety is foremost problematic in the practice, in particular in situations where the occupational medicine provider establishes a temporarily decreased employee''s ability to work. The occupational medicine provider may establish that an employee is only partially able to perform work at his work post or that an employee is able to work in his vocation full-time, but is completely unable to work at his work post defined in the employment agreement or that an employee is unable to work. However, it can happen in such cases that neither full nor partial sick leave is ordered. As a result, such employee''s employer has to bear a disproportionate (excessively high) financial burden, since such cases are not provided or regulated by law. In these situations, the following solutions and measures may be taken: a statutory obligation to adapt work, a temporary assignment of different work, sick leave compensation paid by the state, an obligation of periodical assessment of ability to work and, as a last resort, a termination of employment. Key words: ability to work, occupational medicine provider, decreased ability to work, temporary absence from work due to illness, sick leave, procedure for assessing the ability to work, inability to work, disability, termination


 

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