MOBBING IN CROATIAN LEGISLATION AND LEGAL PRACTICE

Mobbing je prvi put definiran 1984. godine od strane švedskog psihologa Heinz Leymann. Mobbing je zlostavljanje na radnom mjestu, psihički teror kojim jedna osoba ili skupina njih, psihički i ali ponekad i fizički zlostavljaju drugu osobu. Svi ljudi su na jednak način izloženi postati žrtvom mobbinga. Dužnost i obveza svakog poslodavca je da zaštiti prava i dostojanstvo radnika. Mobbing se ne doživljava kao društveni problem što je krivo, tu se često govori samo o direktnoj žrtvi mobbinga, a ne uzima se u obzir koliko to loše utječe na cijelo društvo. Hrvatski Zakon o ravnopravnosti spolova zabranjuje diskriminaciju na temelju bračnog i obiteljskog statusa te spolne orijentacije. Zlostavljanje na radnom mjestu može ostaviti trajne zdravstvene posljedice na žrtvu, ali i na žrtvinu obitelj. Moberi su osobe sa poremećajem ličnosti koje su željne moći. Svrha ovo rada je prikazati koliko je zapravo mobbing ozbiljan problem u svijetu i da na njega treba obraćati više pažnje.The concept of mobbing was introduced in 1984 by the Swedish psychologist Heinz Leymann. The term of mobbing is used to describe the workplace harassment, psychological terror aimed to abuse a person mentally or even physically by other person or a group of people. All people are exposed to become victims of mobbing. Employer's duties and responsabilities are to protect worker's rights and dignity. Mobbing is usually not perceived as a social problem, which is wrong, because it is always about a mobbing victim, but a bad impact on society is mostly neglected fact. Croatian Equal Rights Act prohibits discrimination based on marital and family status, as well as sexual orientation. Workplace harassment may leave permanent health consequences not only to the victim but also to the victim's family. Abusers are hungry-power people with a personality disorder. This thesis aims to depict the severity of mobbing problem in order to put more focus on it in future