Zaštita radnika koji su privremeno ili trajno nesposobni za rad

Predmet ovog završnog rada je zaštita radnika koji su privremeno ili trajno nesposobni za rad. U ovom radu se obrađuje tema kroz zakone (prvenstveno Zakon o radu), te prikazuje koje su prava i obveze stranaka ugovora o radu (poslodavac i radnik), te postupke za zaštitu radnika i imovine. Stoga je nužno potrebno da radnik tijekom liječenja ili oporavka od bolesti bude zaštićen u smislu nemogućnosti otkazivanja ugovora o radu radi oboljenja odnosno materijalne sigurnosti za vrijeme dok bolest traje. Ono što je s aspekta Zakona o radu potrebno znati su prava ali i obveze radnika koji su privremeno nesposobni za rad. Radnik je dužan u što je moguće kraćem roku obavijestiti svog poslodavca o privremenoj nesposobnosti za rad. Zakon je odredio rok od tri dana od nastanka privremene nesposobnosti kao vrijeme u kojem radnik treba obavijestiti svog poslodavca o privremenoj nesposobnosti za rad i njezinom očekivanom trajanju. Ova obavijest daje se u vidu liječničke potvrde (potvrda o privremenoj nesposobnosti za rad). Potvrdu izabrani liječnik izdaje radniku osobno, a u slučaju da je radnik na bolničkom liječenju, potvrda se izdaje članovima radnikove obitelji. Zakon o radu dalje određuje da ako zbog opravdanog razloga radnik nije mogao ispuniti svoju obvezu u roku od tri dana od dana nastanka privremene nesposobnosti za rad, da je to dužan učiniti čim prije, a najkasnije u roku od tri dana od dana prestanka razloga koji ga je u tome onemogućavao. Nepoštivanje ove Zakonske odredbe može dovesti do izricanja pisanog upozorenja radniku od strane poslodavca, a samim time stječu se uvjeti da pri prvom sljedećem nepoštivanju odredbi Zakona o radu, pravilnika o radu odnosno kolektivnog ugovora, radniku može biti redovito otkazan ugovor o radu radi skrivljenog ponašanja.The subject of this the dissertation is to protect workers who are temporarily or permanently unable to work. This paper deals with the issue through legislation (primarily the Labour Code), and shows that the rights and obligations of participants in the work (employer and employee), and procedures for the protection of workers and property. Therefore, it is necessary that the worker during treatment or recovery from illness is protected in terms of the inability to cancel the contract on the grounds of illness or financial security for the duration of the disease. What is the point of view of the labour that is needed to know the rights and obligations of workers who are temporarily unable to work. The worker shall in the shortest possible time to inform your employer of temporary inability to work. The law has set a deadline of three days after the temporary incapacity as a time in which the worker must notify his employer of temporary inability to work and its expected duration. This notice is given in the form of a medical certificate (certificate of temporary incapacity for work). A certificate issued by a doctor chosen worker personally, and in the event that a worker hospitalized, certificates are issued to members of the worker's family. Labour Act further provides that if the employee for good cause could not fulfill its obligation within three days from the occurrence of the temporary incapacity for work, it is required to do so as quickly as possible, and no later than three days after the cessation of the reasons that it is in fact prevented. Failure to comply with these legal provisions may lead to the imposition of a written warning the employee by the employer, and therefore, the conditions are that at the first subsequent non-compliance with the provisions of the Labour Act, employment rules or collective contract, the worker may be regularly terminated the contract on the grounds of misconduct