Punishment for employers who violates the rights of employees

V kolikor delodajalec krši pravice delavcev, imajo ti za zaščito na voljo različna pravna sredstva. Če delavcu zaradi kršitev pravic iz delovnega razmerja nastane pravno priznana škoda, mu je delodajalec odškodninsko odgovoren po splošnih pravilih civilnega prava. Delavec lahko svoje pravice uveljavlja tudi preko institutov delovnega prava. Posredno varstvo pa je delavcem zagotovljeno tudi preko Inšpektorata Republike Slovenije za delo, ki odloča o prekrških, poda pa lahko tudi kazensko ovadbo. Kršitve delodajalca so namreč lahko tudi tako težke, da izpolnjujejo znake kaznivega dejanja in imajo lahko za delodajalca težke posledice v obliki visokih denarnih glob oziroma celo v obliki zaporne kazni. V primeru kršitev s strani delodajalca pa so poleg odškodninske in kazenske odgovornosti ter uveljavljanja pravic preko delovnega sodišča delavcu na razpolago tudi nekatera druga sredstva, ki sicer ne predvidevajo neposredne pravne posledice, temveč posredno, indirektno ščitijo delavca in silijo delodajalca k spoštovanju delovnopravne zakonodaje. Zaradi določenih kršitev lahko delavec poda izredno odpoved, v primeru, kršenja pravic več delavcem se ti lahko tudi združijo in organizirajo stavko, ki delavcem omogoča pridobitev pravic, kar delavec kot posameznik ne bi mogel doseči. Z namenom varstva pa so ustanovljeni tudi nekateri posebni državni organi - Varuh človekovih pravic RS, zagovornik načela enakosti in Komisija za preprečevanje korupcije. Še posebej pa so pomembni nekateri specialnejši zakoni, ki delavce ščitijo še dodatno. Tako ZUTD določa, da je posredovanje zaposlitve pogojeno z izpolnjevanjem določenih predpostavk, med katerimi je tudi spoštovanje delavskih pravic, slednje pa velja tudi za delodajalca, kot zunanjega izvajalca aktivnosti programov APZ in za delodajalca, ki opravlja dejavnost zagotavljanja dela delavcev uporabniku. ZGD-1 ščiti delavce tako, da prepoveduje ustanavljanje družb in podjetnikov ter pridobitve statusa družbenika osebi, ki je kršila pravice delavcev. ZZSDT določa da se lahko tujec zaposli le pri delodajalcu, ki spoštuje delovnopravno zakonodajo, po ZJN-3 pa mora naročnik iz sodelovanja v postopku javnega naročanja izključiti gospodarski subjekt, če pri preverjanju ugotovi, da ne spoštuje določenih delavskih pravic. Za prijavo na javni razpis pa zakonodaja na splošno ne postavlja pogojev spoštovanja delovnega prava s strani delodajalca, a zasledimo ogromno razpisov, ki to določajo kot pogoj za sodelovanje. Ker pa namen sankcioniranja kršitev zakonodaje ni samo v sankcioniranju konkretnega subjekta, temveč tudi v generalni prevenciji pa je v ta namen vodenih tudi kar nekaj evidenc.If the employer violates workers\u27 rights, they have different legal remedies for protection. If a worker receives legally recognized damage due to a breach of his employment rights, the employer is liable to him for damages under the general rules of civil law. The employee can also enforce his rights through the labor law institutes. Indirect protection is also provided to workers through the Labor Inspectorate of the Republic of Slovenia, which decides on misdemeanors and can also issue criminal charges. Employer violations can also be so severe that they fulfill the signs of a crime and they can have serious consequences for the employer in the form of high monetary fines or even in the form of a custodial sentence. In the event of violations by the employer, in addition to damages and criminal liability and the enforcement of rights through the labor court, some other assets are also available to the worker, which do not assume direct legal consequences, but indirectly protect the worker and force the employer to comply with the labor legislation. Due to certain violations, the worker can give an Extraordinary Terminationin case of violation of the rights of several workers, they can easily be merged and organize a strike that allows workers to acquire rights, which the worker could not achieve as an individual. For the purpose of protection, some special state bodies - the Human Rights Ombudsman of the Republic of Slovenia, the Advocate of the Principle of Equality and the Commission for the Prevention of Corruption have been established. Particularly important are some of the more special laws that protect workers even more. Thus, ZUTD determines that the transfer of employment is conditional on the fulfillment of certain assumptions, including the respect for workers\u27 rights, and the latter also applies to the employer, as an outsider of the activities of the APZ programs and to the employer performing the activity of providing workers\u27 work to the user. ZGD-1 protects workers by prohibiting the establishment of companies and entrepreneurs and the acquisition of a partner status by a person who has violated workers\u27 rights. The ZZSDT stipulates that an alien can be employed only with an employer who respects the labor legislation, and according to the ZJN-3, the contracting authority must exclude the economic operator from participation in the public procurement procedure if it establishes in the verification that it does not respect certain labor rights. In order to apply for a public tender, the legislation generally does not set the conditions for respecting labor law by the employer, but we find a lot of calls that make it a condition for participation. However, since the purpose of sanctioning the violation of legislation is not only in the sanctioning of a particular subject, but also in the general prevention, a lot of records are kept for this purpose