COURT SETTLEMENT OF INDIVIDUAL LABOUR DISPUTES

Za delovno razmerje je značilno, da gre praviloma za trajno razmerje med delavcem in delodajalcem, za odvisno razmerje, ki se kaže v podreditvi delavca delovnemu procesu in navodilom s strani delodajalca. Hkrati gre za prostovoljno razmerje, v katerem je delavec posebej varovan, zaradi podrejenega položaja. Prav tako pa je delavčev socialni položaj in položaj njegove družine odvisen od praviloma najpomembnejšega vira dohodka iz naslova plačila za delo. V primeru delovnega spora mora biti delavcu delovno pravno varstvo njegovih pravic in obveznosti iz delovnega razmerja učinkovito zagotovljeno tudi v postopku reševanja tega spora pred delovnimi sodišči. Tako kot velja za druge spore, velja tudi za delovne, da je potrebno njihovo število zmanjševati, jih preprečevati ali se jim izogniti. Ker pa to dostikrat ni mogoče, je potrebno uporabiti vsa sredstva, da bi bil spor čimprej rešen. Čim hitrejša rešitev delovnega spora je v interesu tako delodajalca, ki ga bo v primeru zavlačevanja in končnega uspeha delavca bremenilo nadomestilo plače za ves čas, ko delavec ni delal, kot delavca. Zaradi velikega pripada novih zadev in števila nerešenih zadev iz preteklih let, je čas reševanja delovnih sporov (individualnih in kolektivnih delovnih sporov) na Višjem delovnem in socialnem sodišču v Ljubljani v letu 2007 znašal v 68,7% vseh zadev več kot 6 mesecev, v letu 2006 pa je bil ta odstotek še višji (72,2%). Vendar na trajanje postopka ne vpliva le sodišče, ampak tudi stranke, in sicer z upoštevanjem načela vestnosti in poštenja ter tako, da ne zlorabljajo svojih pravic v postopku. Namen diplomskega dela je podrobneje predstaviti najpogostejši način reševanja individualnih delovnih sporov po naši zakonodaji, to je sodni način. Pred tem pa se je potrebno seznaniti s temeljnimi instituti in pojmi, ki se nanašajo na individualni delovni spor — stranke, organi,… ki bodo tudi predhodno obravnavani.The employment relationship is normally a permanent relationship between the employee and the employerit is a superior-subordinate work relationship, where employee is subordinated to the working process and to the instructions given by the employer. At the same time it is a voluntary relationship, in which the employee is particularly protected, due to its subordinate position. Likewise, the employee\u27s social position and the status of his family depend on the most important source of income - that is from payment for work. In the case of labour dispute, legal protection of employee\u27s rights and obligations arising from the employment relationship must be effectively ensured to the employee even in the process of settling the dispute before the Labour Court. As well as other disputes, the number of labour disputes needs to be reducedit is important to prevent them or to avoid them. However, that is often not possibletherefore it is necessary to use all means to settle the dispute as soon as possible. It is in the interest of both, the employee and the employer that labour disputes get settled in the fastest way possible - in the event of delaying and employee\u27s success the employer will have to pay a wage compensation for the entire time the employee has not worked. Due to the large stream of new cases and the number of pending cases from previous years, the time of settling labour disputes (individual and collective labour disputes) in the Higher Labour and Social Court in Ljubljana in 2007 amounted to 68.7% of all cases over 6 months and in 2006 this percentage was even higher (72.2%). However, the duration of the procedure is not influenced only by the court, but also by clients, namely by taking the principle of conscientiousness and honesty into an account and by not abusing their rights in the process. The purpose of diploma work is to present the most common way of settling individual labour disputes according to our legislation in detail - that is in a judicial manner. Before this happens, it is necessary to know the fundamental institutes and concepts concerning the individual labour dispute - the parties, the authorities etc., which are also going to be preliminary discussed