PUBLIC SERVANT STATUS

V Sloveniji je v javnem sektorju delovno pravna zakonodaja urejena s posebnimi predpisi in se tako ločuje od delovno pravne zakonodaje v zasebne sektorju. Ta ločitev pa vendarle ni popolna, saj je krovni zakon v javnem sektorju (ZJU) v odnosu do krovnega zakona v zasebnem sektorju (ZDR) specialen zakon in za odnos med njima velja pravilo lex specialis derogat legi generali. ZJU javni sektor deli na neposredne proračunske uporabnike, za katere velja celoten zakon, in na posredne proračunske uporabnik,e za katere veljajo samo določbe do 22. člena. Glede na to, da se delovno pravna zakonodaja v obeh sektorjih razlikuje, je posledica tega različen položaj javnih uslužbencev in delavcev v zasebnem sektorju. Na drugačen položaj javnega uslužbenca vplivajo predvsem določbe ZJU o obsegu pravic javnih uslužbencev, o zaposlovanju javnih uslužbencev, organizacijske določbe v javnem sektorju in ureditev plačnega sistema v javnem sektorju. ZJU določa poseben postopek zaposlovanja javnih uslužbencev, ki poteka preko instituta javnega razpisa. Pomemben institut, ki vpliva na položaj javnega uslužbenca pa je tudi mobilnost javnih uslužbencev znotraj organov ali med organi v javnem sektorju. Za ta namen ZJU podrobno določa institut premestitve javnega uslužbenca. Glede odpovedi pogodbe o zaposlitvi so določbe ZJU v veliki meri podobne ali enake ZDR oziroma se ZDR za nekatera področja subsidiarno uporablja, kljub temu pa ZJU vsebuje drugačna pravila glede odpovedi pogodbe o zaposlitvi iz poslovnega razloga in zaradi nesposobnosti javnega uslužbenca. ZJU v drugačen položaj javnega uslužbenca postavlja z uvajanjem nekaterih omejitev glede opravljanja drugih dejavnosti. ZJU tudi glede organizacije javnega sektorja postavlja posebna zelo podrobna pravila. To so zlasti pravila o sistemizaciji delovnih mest ter kadrovskih načrtih, ki neposredno vplivajo na položaj javnega uslužbenca. Za urejanje plačnega sistema v javnem sektorju je bil sprejet poseben zakon, ki celovito in pregledno ureja plačni sistem, razen povračil stroškov in drugih prejemkov, ki so urejeni v ZPSDP, delno pa se za ostale prejemke uporablja tudi ZDR. ZSPJS določa plačne razrede, kar predstavlja plačni razpon v javnem sektorju. Vrednost plačnih razredov pa določa KPJS. Namen posebnega urejanja plačnega sistema je, da so se s tem poenotila plačna razmerja v javnem sektorju, hkrati pa so ustrezna razmerja vzpostavljena tudi z zasebnim sektorjem. Posebna zakonodaja na delovno pravnem področju v javnem sektorju poleg interesa javnega uslužbenca varuje tudi javni interes, zaradi tega je položaj javnega uslužbenca primerno drugačen od položaja delavca v zasebnem mnenju.In Slovenia legislation, which defines rules for employment in public sector, is governed by specific and different rules from labor legislation in private sector. This separation, however, is not completesince the main law in public sector (Civil Servants Act) is in relation with the main law in private sector (Employment Relationship Act), as a special law. For the relationship between these two acts stands the rule: lex specialis derogat legi generali. Civil Servants Act, divides the sector on entities of public law that directly use state or local budgetary funds (for which applies the entire act) and others, which use these funds indirectly (for them only the first 22 articles of the act apply). Given that employment law is different in both sectors, the logical consequence is a different position of civil servants and workers in the private sector. On different position of employee in public sector are mainly affecting provisions of the Civil Servants Act on extension of the rights of civil servants, employment of civil servants, organizational provisions and regulation of pay system in public sector. Civil Servants Act specifies that the proceedings for new employment of an official have to be conducted as an open competition. Moreover mobility of civil servants within the authorities or bodies in the public sector, also affects on civil servants’ position. For this purpose, the Civil Servants Act specifies the rules for transfer of a civil servant. The Civil Servants Acts’ provisions on the termination of the contract of employment are mainly similar or identical as the ones in Employment Relationship Acthowever the Civil Servants Act contains different rules regarding cancellation of the contract of employment for the reasons of service and for the reasons of incompetence. Different position of civil servant is also determined with restrictions on performing other activities. The Civil Servants Act defines very special rules also for organization of public sector. These are the rules on jobs systematization and personnel plans that directly affect the status of civil servant. To regulate the public sector wage system, government adopted a special act that transparently and comprehensively governs the wage system (except for reimbursement of expenses and other incomes, which are arranged in different law and partly in Employment Relationship Act). Public Sector Wage System Act in determining wage classes which represent range of wages. The Collective agreement for public sector stipulates the value of wages. The purpose of special wage system regulation is in unifying wage ratio in public sector and to maintain an appropriate relationship with the private sector. Special legislation for employment in public sector, besides the interests of civil servants, also protects public interesttherefore, the civil servants’ position is appropriately different from that of the worker in private sector