he influence of sick leave, disability category and medical certificate on the employer\u27s decision-making during personnel restructuring in a typical public limited company.

Izhodišča. V času gospodarskega prestrukturiranja in krize je veliko delavcev odpuščenih ali premeščenih na nova delovna mesta. Na odločitev delodajalca, koga bo odpustil in koga premestil, lahko vpliva tudi zdravje delavca. Zaradi varovanja osebnih podatkov delodajalci praviloma ne vedo, kako zdravi ali bolni so delavci, zato se pri védenju o tem lahko odločajo le na podlagi kazalnikov zdravja, ki so jim dostopni. Ti so: bolniški dopust, spričevalo pooblaščenega zdravnika in kategorija invalidnosti. Cilj raziskave je ugotoviti, kako objektivni kazalci zdravstvenega stanja delavcev, do katerih ima delodajalec dostop, vplivajo na odločanje delodajalca v procesu kadrovskega prestrukturiranja podjetja (premeščanje/odpuščanje). Metode. Značilno slovensko podjetje s 1000 zaposlenimi je v letu 2005 začelo kadrovsko prestrukturiranje, ki je vključevalo zmanjševanje števila zaposlenih in premeščanje na druga delovna mesta znotraj podjetja. Narejene so bile štiri vgnezdene študije primerov s kontrolami. Izhodiščno opazovano populacijo predstavlja 885 delavcev, ki so bili na dan 1. 1. 2005 vsaj eno leto zaposleni za nedoločen čas v opazovani tipični delniški družbi. Kot primera sta bili opredeljeni dve skupini delavcev: delavci, ki jih je delodajalec v opazovanem obdobju premestil na drugo delovno mesto, in delavci, ki jim je odpovedal pogodbo o zaposlitvi zaradi poslovnega razloga. Kontrola so bili delavci iz preostale kohorte, usklajeni po socialnem statusu, spolu in starosti. Rezultati. Rezultati kažejo, da na odločitev delodajalca o izbiri delavcev najbolj vplivata kategorija invalidnosti in dolgotrajni bolniški dopust. Delovni invalidi in delavci, ki so bili na bolniškem dopustu ≥ 30 dni, imajo manj možnosti, da bodo premeščeni na novo delovno mesto, in več, da bodo odpuščeni. Multivariatna analiza je pokazala, da se obeti za prenehanje delovnega razmerja povečajo v prisotnosti dveh dejavnikov tveganja (bolniški dopust ≥ 30 dni in omejitev zmožnosti za delo). Zaključek. V raziskavi smo dokazali, da kazalniki zdravja, do katerih ima dostop delodajalec, vplivajo na odločanje delodajalca v procesu prestrukturiranja podjetja, kar kaže na direktno obliko zdravstvene selekcije.Objectives. Alongside individual indicators of job performance, even a worker’s health status could be a criterion for selection. The mechanism for health selection is a reduction in productivity in relation to illness or certain health behaviour. Due to personal data protection, employers usually do not know how healthy or sick the employees arethat is why their decisions are based on the health indicators accessible to them. These are: sick leave, approved occupational doctor’s certificate (medical certificate) and disability category. The aim of the study was to establish how indicators of a worker’s health status accessible to the employer influence the employer’s decision-making on which workers to retain and which to dismiss during personnel restructuring in the enterprise. Methods. Due to a planned closure of a plant, the observed company began personnel restructuring which included a strategic decrease in the number of employees and the relocation of workers within the company. Four nested case control studies were conducted. The observed population is comprised of 885 workers who were employed in the observed company on a permanent basis on January 1, 2005 for at least a year. The cases were divided into two groups and defined as follows: employees who were relocated and employees whose employment contract was terminated. Results. The results show that the disability category and long-time sick leave exert the greatest influence on the employer’s decision on the selection of workers. Workers with work-related disability have lower odds to be relocated to a new workplace and higher odds to be dismissed. The workers with a history of long-time sick leave also have lower odds to be relocated and higher odds to be dismissed. Conclusions. Indicators of health which were accessible to the employer actually exerted influence on the employer’s decision-making, which could show a direct form of health selection