Radno zakonodavstvo na nivou Bosne i Hercegovine i radni standardi Evropske unije - Kapacitet radnog zakonodavstva na nivou Bosne i Hercegovine u kontekstu pregovora o pristupanju Evropskoj uniji

Author(s): Emir Mehmedović / Language(s): Bosnian

Proces pregovora o pristupanju EU za sve države je bio dugotrajan i težak, a za Bosnu i Hercegovinu će vjerovatno biti još dugotrajniji i kompliciraniji zbog njene specifične ustavne strukture. Imajući u vidu da je cilj Upitnika da pruži sveobuhvatan i detaljan pregled političkog, pravnog, ekonomskog i administrativnog sistema države koja je podnijela zahtjev za članstvo u svrhu ocjene ispunjavanja kriterija za članstvo, kao preduslova za otvaranje pregovora, za očekivati je da će i ova razmotrena pitanja biti dijelom uslova EU kada Bosna i Hercegovina dobije status kandidata i otpočnu pregovori o pridruživanju EU. Međutim, i bez tog razloga, vjerujem da izneseni argumenti govore da je riječ o anomalijama, te da je potrebno nastaviti proces zaokruživanja trenutno nedovršenog radnog zakonodavstva na nivou Bosne i Hercegovine.

Normativni okvir radnih odnosa zaposlenih u institucijama Bosne i Hercegovine

Author(s): Jasminka Gradaščević-Sijerčić / Language(s): Bosnian

1. Polazište razvoja normativnog okvira radnog zakonodavstva u institucijama BiH predstavljaju obaveze iz ustavnog uređenja BiH, zatim ispunjavanje obaveza iz prihvaćenih međunarodnih ugovora, te stvarne potrebe uređenja radnopravnog statusa fizičkih osoba koje obavljaju poslove kod poslodavaca koji se podvode pod pojam institucija BiH. Donošenje propisa iz oblasti radnih odnosa u BiH vezano je za podjelu nadležnosti izvršenu između BiH i njenih sastavnih dijelova/entiteta. Naime, iz odredbi o isključivoj nadležnosti institucija BiH proizilazi da su entiteti isključivo nadležni u oblasti radnih i socijalnih odnosa (član III/1 Ustava BiH). Prema članu III/3a) Ustava BiH sve vladine funkcije i ovlaštenja koja nisu ovim Ustavom izričito povjerena institucijama Bosne i Hercegovine pripadaju entitetima. Pravni osnov za donošenje zakona kojima se reguliraju prava na radu i u vezi s radom u institucijama BiH vezan je za član IV/4a) Ustava BiH u kome je utvrđeno da je Parlamentarna skupština nadležna za „donošenje zakona koji su potrebni za provođenje odluka Predsjedništva ili za vršenje funkcija Skupštine po ovom Ustavu.“ Intenzivna normativna aktivnost započela je donošenjem Zakona o državnoj službi u institucijama BiH 2002. i odvijala se u fazama sve do danas. Donošenjem zakona i provedbenih propisa u proteklom periodu uspostavljen je pravni okvir za radno zakonodavstvo. Pri tome, donošenjem općih i posebnih zakona ratione materae i ratione persone, te niza provedbenih propisa uspostavljen je složen sistem, ne uvijek jasnih i preciznih pravnih pravila kojima je uređen radnopravni status zaposlenih u instucijama BiH. Brojne izmjene i dopune zakona koji uređuju prava na radu i u vezi s radom imaju za posljedicu, najblaže rečeno, stihijski pristup koji vodi do nepregledne, neprecizne, dvosmislene i nejasne regulative odnosno formalne i praktične nestabilnosti sistema uvjetovane stalnim promjenama. Sistemi radnih odnosa svih kategorija osoba u radnom odnosu u institucijama BiH: državnih službenika, zaposlenika, policijskih službenika, vojnih osoba, ali i izabranih i imenovanih osoba su povezani i međusobno ovisni. Konkretnije, uprkos postojanju i općih i posebnih sistema radnih odnosa u postojećem normativnom okviru radnog zakonodavstva u institucijama BiH radi se o uzajamno značajno međuovisnim sistemima. Ta međuovisnost se očituje kroz ostvarivanje temeljnog prava na radu i u vezi s radom, prava na plaću te dubini krize koja zahvata sve radne odnose u kontekstu plaćenosti rada, nezadovoljstva uposlenih i poslodavaca postojećim sistemom radnih odnosa te nerazvijenosti kolektivnih radnih odnosa. U razmatranjima bilo kojeg aspekta i općeg i posebnih sistema treba imati u vidu da na radu, kao i u vršenju raznih službi ili funkcija, nastaju mnogobrojni odnosi koji se često u praksi i široj javnosti poistovjećuju sa radnim odnosom. Jedan dio tih odnosa, ne smatra se radnim odnosom u smislu pozitivnog radnog prava, jer pravne norme koje pretežno ili u cjelini reguliraju te odnose tj. status osoba koje obavljaju određen rad, službu, funkciju, ne ulaze u korpus pravnih izvora radnog prava. Drugim riječima, u njihovom statusu nedostaju neki od bitnih elemenata iz pojma radnog odnosa (izabrani na političke funkcije, sudije). Međutim, iz postojanja pojedinih elemenata koji su karakteristični za radni odnos, pod određenim uvjetima segmenti radnog, a posebno socijalnog prava primjenjuju se po principu supsidijariteta i na pojedine grupe osoba koje vrše razne funkcije, a nisu u radnom odnosu. U cjelini, u institucijama BiH još uvjek ne postoji koherentan, cjelovit i dosljedan sistem radnih odnosa. S normativnog aspekta nužno je utvrditi sve prečišćene tekstove zakona. Korisno bi bilo izraditi Zakon o javnim službenicima koji bi utvrdio osnovne vrijednosti javne službe te postavio temeljna i jedinstvena načela djelovanja za sve javne službenike. Konačno, ma koliko da je istrošeno mora se zbog istinitosti stalno ponavljati: zaposleni su najznačajniji potencijal i ključni faktor svake organizacije pa tako i institucija BiH u kontekstu efikasnog vršenja poslova koji su predviđeni za određenu instituciju.

Kategorije zaposlenih u institucijama BiH

Author(s): Neven Akšamija / Language(s): Bosnian

Kao što se može zaključiti, u institucijama Bosne i Hercegovine, pa i entiteta, svoje zadatke obavlja veliki broj lica različitog statusa, tako da prava iz radnog odnosa ostvaruje čak osam glavnih kategorija lica, od kojih su državni službenici samo jedna. Postoje velike razlike u zasnivanju radnog odnosa, pri čemu jedan broj kategorija zasniva radni odnos ugovorom, dok drugi zasnivaju radni odnos jednostranim aktom o postavljenju ili o imenovanju. U javnom sektoru, ne može se objektivno opravdati postojanje pojedinačnih ugovora o radu (ili o službi), jer za razliku od opšteg režima radnih odnosa kod njihovog zaključivanja izostaje u potpunosti element pregovaranja zbog ograničenosti javnog sektora propisima. Ipak ni mogućnost uvođenja ugovora kod svih javnih službenika ne treba potpuno odbaciti. Potrebna harmonizacija bi se mogla postići donošenjem jednog okvirnog zakona o javnim službenicima, bilo jedinstvenog za cijelu zemlju, bilo tri zakona za različite upravne nivoe, koji za razliku od ranijeg Zakona o javnim službenicima ne bi predstavljao kodifikaciju. Istovremeno, takav zakon bi se mogao proširiti i na nedržavni javni sektor (obrazovanje, zdravstvo, nauka, kultura) koji je do danas ostao ne samo izvan reformi, već sa sistemom radnih odnosa pogodnim za privatni ali ne i za javni sektor. Novi zakoni o radu donijet će značajne izmjene, posebno u sferi kolektivnog ugovaranja, koje će imati određeni uticaj i na nivo Bosne i Hercegovine.

Slovenská žena v Spojených štátoch amerických na konci 19. a začiatku 20. storočia

Author(s): Marta Dobrotková / Language(s): Slovak Publication Year: 0

In the end of the 19th and beginning of the 20th century women were increasingly becoming a part of the working process in industry, cultural sphere and services. In 1900, about one fourth of women was paid labourers and out of them around 90% worked in agriculture, while the rest 8 % in domestic production and trade. Working women had to face lower wages and bad working conditions. Before the mass migration to America in the end of the 19th century/ men used to go and work to other parts of Austria-Hungary or elsewhere in Europe for shorter periods. Women took over responsibility over households for a longer time. Mass migration of men from Slovakia resulted in a decrease of the number of men. The changed demographic situation affected lives of single women in the villages. In the United States, women had much better life conditions and opportunities. American women enjoyed such respect that was unheard of in other countries. American girls working in the factories had several better job options opened to them. Poor women from big cities or wives of immigrants came to their places. The language barrier restricted their opportunities. At first, however, Slovak women did not enjoy such respect as American women. It stemmed from the fact that they came from poor social classes of agricultural workers, daily labourers who worked in mining, metallurgical and engineering industries. Apart from domestic chores, women would help their husbands with their hard work in mines. American public looked with interest at this beha¬viour, but it degraded position of Slovak women. Contempt for Slovak community stemmed from their poor housing habits. The Slovaks called it the burder system, the name originated from boar¬ding houses, hostels of Slovak immigrants. They were wooden one-storey small houses where mar¬ried workers lived on the ground floor and so-called burden or hurdingosi on the first floor. They occupied several rooms without any other furniture but beds. Several or them would sleep on one beds, that were in fact simple wooden bunks. Why did women start to migrate over the ocean? The reason is simple: they did not have anybody to marrv, because all suitable men from their village region, especially from the counties in eastern Slovakia left for the States.American women did not have the best reputation as housewives, therefore they liked to hire maids and servants for domestic works. Hundreds of Slovak girls were employed in textile facto¬ries. First, fraternal and supportive societies and associations were created, followed by national societies and Slovak woinerťs organizations. There were men behind foundation of the first wo¬men’s beneficial societies such as V. P. Rovnianek and Š. Furdek. Slovak women in the USA had deep social empathy and attempted to improve education of their women. By social work they even tried to help the poor in Slovakia. It was also Slovak women religious orders that showed merit in improvement of education of Slovaks in the States, as well as their cultural and religious life. Slovak women in the States felt inadequate and admired representatives of Živena, the Slovak womens beneficial society in Slovakia. They wanted to resemble women from Živena and did not realize that it was also their activities that left significant trace in the life of Slovaks in the United States.

Na křižovatce pracovního a osobního života: možnosti a bariéry

Author(s): Nina Bosničová,Jitka Kolářová,Irena Lištiaková,Steven Saxonberg,Silvie Malíková / Language(s): Czech

Rodinná politika II: zaměřeno na kontext změn mateřské a rodičovské dovolené a nedostupnost a legislativní změny v oblasti zařízení péče o předškolní děti

Author(s): Radka Dudová,Lenka Formánková,Beata Kaczynská,Hana Märzová,Veronika Pavlovská,Jana Válková / Language(s): Czech

Rodinná politika: rodičovská a mateřská dovolená v kontextu slaďování rodinného a pracovního života a rovných příležitostí

Author(s): Jiřina Kocourková,Linda Sokačová,Alena Křížková,Hana Maříková,Alexandra Jachanová Doleželová,Kateřina Machovcová,Jan Schneider,Zdenka Nováková / Language(s): Czech

Sen nebo realita: psychologické aspekty flexibilních forem práce

Author(s): Barbora Krčmářová,Irena Bejšovcová / Language(s): Czech

Rovné příležitosti mezi zaměstnanci: kvantitativní výzkum

Author(s): Author Not Specified / Language(s): Czech

Rovné příležitosti mužů a žen v českých firmách

Author(s): Author Not Specified / Language(s): Czech

Situace osob ve věku 45+ na trhu práce

Author(s): Jaroslava Hasmanová Marhánková / Language(s): Czech

Slaďování práce a rodiny: možnosti a perspektivy pro zaměstnavatele

Author(s): Kateřina Machovcová / Language(s): Czech

Výnosnost důchodového systému a dopady jeho reforem na muže a ženy

Author(s): Jiří Šatava / Language(s): Czech

Na základě reprezentativní databáze 7000 mužů a žen počítáme výnosnost penzijního systému u mužů a žen a její změny v důsledku „malé“ a „velké“ reformy. Výnosnost měříme pomocí ukazatele penzijního bohatství jako rozdíl mezi současnou hodnotou budoucích důchodů a budoucích příspěvků do penzijního systému. Výnosnost se u jednotlivců liší dle pohlaví, věku, velikosti příjmu a dalších faktorů. Před reformami byl penzijní systém výrazně výhodnější pro ženy. I ve věkové kategorii 53letých penzijní systém sliboval ženám o 503 000 Kč více než mužům, u 21letých to pak bylo dokonce 1 152 000 Kč. Tzv. „malá“ reforma, která upravila věk odchodu do důchodu, výrazně snížila výnosnost penzijního systému pro muže i ženy, citelněji ale dopadá na ženy. Tzv. „velká“ reforma, jež umožňuje vyvedení části pojistného do penzijních fondů, má řádově menší, zato však pozitivní nebo nulový dopad na výhodnost penzijního systému pro muže a ženy. Obě reformy jsou výhodnější pro muže, i po všech reformách zůstává penzijní systém stále výnosnější pro ženy. Ve věkové kategorii 45letých penzijní systém slibuje ženám o 499 000 Kč více než mužům, pro 21leté to je 978 000 Kč. Studie rovně ž prezentuje dopady reforem i pro různé úrovně příjmů.

Age diversity and age discrimination in the Czech Republic: overview

Author(s): Klára Cozlová / Language(s): English

In the Czech Republic, 45 - 65 years old people comprise over a quarter of the entire population and their employment plays a key role in the country’s economy. The data presented here is based on the official national statistics, which are typically classified by age. Unfortunately, the age categories are not consistent across all types of data. In comparison to the EU, the employment intensity in the Czech Republic is slightly higher than average. The employment rate of the working age cohort 15 - 64 years was 65.2 % (as of 2009). The employment rate of 20-64 years old was 70.7% (while the average rate in the EU was 68.8 %). [...]

Career - Family - Equal Opportunities

Author(s): Věra Kuchařová,Štěpán Jurajda,Daniel Münich,Kateřina Machovcová,Sylva Ettlerová,Olga Nešporová,Kamila Svobodová,Kateřina Machovcová / Language(s): English

Dear reader, The following pages provide the results of various studies concerning the position of women and men in the Czech labour market. The analyses were carried out as a part of the EU Equal project “Fifty - fifty: Equal Opportunities for Women and Men” coordinated by Gender Studies, o.p.s, and co-financed by the EU European Social Fund and the Czech Republic state budget. Each study focuses on a topic that had received very modest coverage in earlier research or had not been explored at all. The first paper is a summary of qualitative and quantitative studies carried out by the Research Institute for Labour and Social Affairs team headed by Věra Kuchařová. The team’s objective was to find out the possibilities parents have in juggling childcare and work responsibilities and the potential constraints or sources of discrimination that can make the parents’ situation difficult. They looked at the issue from both the mothers’ perspective and that of the employers. The main focus was on finding out to what extent the parents draw their sick child leave and claim their maternity/parental leave entitlement, which are the basic measures enabling parents to balance their personal and professional lives. One of the main findings is the fact that the facilities allowing people to balance their personal and professional lives are used much less in the Czech Republic than in the vast majority of western countries. In the Czech Republic, the range of the flexible work arrangement possibilities used is narrower and can usually be summed up in three options: reduced working hours, part-time work and flexible working hours. However, they are usually not offered systematically, they do not fall within internal company guidelines and are used solely on an individual agreement basis. In the Czech Republic, it is still mostly women who take parental leave to provide care for children and ensure other forms of full-time childcare. It is rather exceptional to see a father on parental leave, with men representing about 1% of all persons drawing the parental benefit. The reason can be financial (as men have statistically higher salaries), but it can also lie in the unsupportive attitude on the part of the employers who expect that the working hours arrangement facilities should be primarily used by women. [...]

Maternity Leave, or Parental Time? Seven Czech Mothers on Their Experience with Working and Raising Children in Different EU Countries

Author(s): Kateřina Jonášová,Pavla Frýdlová,Lucie Svobodová,Mirka Bendix-Beranová,Barbora Šindelářová,Viola Parente-Čapková,Zuzana Jürgensová,Zuzana Loubet del Bayle,Hana Schenk / Language(s): English

How to harmonise family and work? How to build a career without losing the chance of a family? In the Czech Republic this dilemma is more poignant than in other EU countries. Its model, where a woman’ s right to a long maternity leave is not supplemented by her right to preschool childcare or to an alternative work arrangement, is outdated in the European context. The lack of preschool facilities prevents thousands of women from returning to work and fathers from participating more in care. Seven Czech mothers with long-term experience from other EU countries, namely Denmark, Finland, the Netherlands, Germany, Norway and Sweden, shared stories about their encounters with different types of preschool facilities, with returning back to work and with various patterns of maternity and parental leave, which in those countries is not considered vacation, rather a time designated to both parents. For most women in the Czech Republic becoming a mother means entering a vicious circle. The time a Czech woman spends at home with her child is the longest of all countries in Europe. And it is unique even worldwide. Statistics show that most Czech mothers of one child stay at home for three years, which has a very deep impact on both their professional and personal lives (let alone the alternative where two children in a row keep the woman at home for up to eight years). [...]

Kariéra – rodina – rovné příležitosti: Výzkumy postavení žen a mužů na trhu práce

Author(s): Štěpán Jurajda,Věra Kuchařová,Kateřina Machovcová,Sylva Ettlerová,Olga Nešporová,Kamila Svobodová,Daniel Münich,Kateřina Machovcová / Language(s): Czech

LES OUVRIERS ET LE PROCESSUS DE DEMOCRATISATION

Author(s): Igor Tomeš / Language(s): French Publication Year: 0

On demande souvent si le processus de démocratisation profite aux ouvriers ? La politique antérieure leur avait, dit-on, apporté une chose fondamentale, qui était — en gros — la sécurité sociale. C'est là une question sérieuse.

Kapitalismus, industrializace a sociální otázka

Author(s): Lukáš Fasora / Language(s): Czech Publication Year: 0

Vysvětlit problematiku industrializace jako projev závažné hospodářské a společenské změny z pohledu aktérů; postavit studenty před otázky po strategiích, které volí konkrétní člověk tváří v tvář nastávající velké technologické, hospodářské a společenské změně, jakou roli hraje jeho racionální uvažování. Součástí rozvahy je debata o vítězích a poražených procesu industrializace, tzv. sociální otázka. Téma je aktuální v souvislosti s právě probíhajícími změnami profilu české a evropské ekonomiky a s tím souvisejícími změnami na pracovním trhu.

Aktywność społeczno-kulturalna seniorów jako odpowiedź na zachodzące przemiany demograficzne rynku pracy

Author(s): Grzegorz K. Sudoł / Language(s): Polish Publication Year: 0

The article presents the issue of socio-cultural activity of senior citizens in terms of the ongoing demographic changes on the labour market and its importance in the holistic development of the elderly. It also points out some examples of how forms of activating senior citizens function, including universities of the third age and senior activity centres, which have a significant impact on maintaining personal potential.