{"?xml":{"@version":"1.0"},"edm:RDF":{"@xmlns:dc":"http://purl.org/dc/elements/1.1/","@xmlns:edm":"http://www.europeana.eu/schemas/edm/","@xmlns:wgs84_pos":"http://www.w3.org/2003/01/geo/wgs84_pos","@xmlns:foaf":"http://xmlns.com/foaf/0.1/","@xmlns:rdaGr2":"http://rdvocab.info/ElementsGr2","@xmlns:oai":"http://www.openarchives.org/OAI/2.0/","@xmlns:owl":"http://www.w3.org/2002/07/owl#","@xmlns:rdf":"http://www.w3.org/1999/02/22-rdf-syntax-ns#","@xmlns:ore":"http://www.openarchives.org/ore/terms/","@xmlns:skos":"http://www.w3.org/2004/02/skos/core#","@xmlns:dcterms":"http://purl.org/dc/terms/","edm:WebResource":[{"@rdf:about":"http://www.dlib.si/stream/URN:NBN:SI:doc-UO8IK0FD/459fcb93-4c4d-4938-af36-a197bdd53428/PDF","dcterms:extent":"387 KB"},{"@rdf:about":"http://www.dlib.si/stream/URN:NBN:SI:doc-UO8IK0FD/4a625e5b-82e8-4b71-84e8-d2e0754a1fda/TEXT","dcterms:extent":"73 KB"}],"edm:TimeSpan":{"@rdf:about":"2009-2026","edm:begin":{"@xml:lang":"en","#text":"2009"},"edm:end":{"@xml:lang":"en","#text":"2026"}},"edm:ProvidedCHO":{"@rdf:about":"URN:NBN:SI:doc-UO8IK0FD","dcterms:isPartOf":[{"@rdf:resource":"https://www.dlib.si/details/URN:NBN:SI:spr-E6A91FTJ"},{"@xml:lang":"sl","#text":"Delavci in delodajalci"}],"dcterms:issued":"2020","dc:creator":"Kavšek, Boštjan","dc:format":[{"@xml:lang":"sl","#text":"številka:1"},{"@xml:lang":"sl","#text":"letnik:20"},{"@xml:lang":"sl","#text":"str. 19-46"}],"dc:identifier":["ISSN:1580-6316","COBISSID:304210","URN:URN:NBN:SI:doc-UO8IK0FD"],"dc:language":"sl","dc:publisher":{"@xml:lang":"sl","#text":"Inštitut za delo, Pravna fakulteta"},"dc:subject":[{"@xml:lang":"sl","#text":"delovna razmerja"},{"@xml:lang":"sl","#text":"delovno pravo"},{"@xml:lang":"sl","#text":"pogodba o zaposlitvi"},{"@xml:lang":"sl","#text":"zaposlovanje"}],"dcterms:temporal":{"@rdf:resource":"2009-2026"},"dc:title":{"@xml:lang":"sl","#text":"Obstoj pogodbe o zaposlitvi v luči varstva zaposlitve|"},"dc:description":[{"@xml:lang":"sl","#text":"The present article deals with the existence of a concluded valid employment contract in the light of job protection, i.e. by limiting the admissibility of unilateral termination of an employment contract at the initiative of the employer. First, the elements and/or prerequisites for entering into a valid employment contract are presented. Consent of wills and/or an agreement to perform or provide work is an essential element of a valid employment contract. For the validity of an employment contract, the prescribed prerequisites must also be fulfilled, whereby in addition to the provisions of ZDR-1, the provisions of OZ apply mutatis mutandis in a subsidiary manner. With regard to the employment contract, we emphasized the importance of the primacy of the employment contract and the role of work commencement. We have also presented other additional conditions for job protection, which appear in comparative law (minimum period of employment, number of employees). In the second part, we introduced the institute of factual (actual) employment, where the case law extends the job protection through the presumption of the existence of an employment contract. In our view, the job protection could only be guaranteed in case of an establishment of a concluded valid employment contract"},{"@xml:lang":"sl","#text":"V predmetnem prispevku se obravnava obstoj sklenjene veljavne pogodbe o zaposlitvi v luči varstva zaposlitve, tj. omejevanja dopustnosti enostranske odpovedi pogodbe o zaposlitvi na pobudo delodajalca. Najprej se predstavi elemente oz. predpostavke za sklenitev veljavne pogodbe o zaposlitvi. Soglasje volj oz. sporazum glede opravljanja oziroma zagotavljanja dela je bistvena sestavina za veljavno sklenitev pogodbe o zaposlitvi. Za veljavnost pogodbe o zaposlitvi morajo biti izpolnjene tudi predpisane predpostavke, kjer se poleg določb ZDR-1 subsidiarno smiselno uporabljajo določila OZ. Glede pogodbe o zaposlitvi smo izpostavili pomen primarnosti pogodbe o zaposlitvi in vlogo nastopa dela. Predstavili smo tudi druge dodatne pogoje za varstvo zaposlitve, kot se pojavljajo v primerjalnem pravu (minimalno obdobje zaposlitve, število zaposlenih). V drugem delu smo predstavili institut faktične (dejanske) zaposlitve, kjer sodna praksa širi varstvo zaposlitve prek domneve obstoja pogodbe o zaposlitvi. Po naši oceni bi se lahko varstvo zaposlitve zagotavljalo zgolj ob ugotovitvi obstoja sklenjene pogodbe o zaposlitvi"}],"edm:type":"TEXT","dc:type":[{"@xml:lang":"sl","#text":"znanstveno časopisje"},{"@xml:lang":"en","#text":"journals"},{"@rdf:resource":"http://www.wikidata.org/entity/Q361785"}]},"ore:Aggregation":{"@rdf:about":"http://www.dlib.si/?URN=URN:NBN:SI:doc-UO8IK0FD","edm:aggregatedCHO":{"@rdf:resource":"URN:NBN:SI:doc-UO8IK0FD"},"edm:isShownBy":{"@rdf:resource":"http://www.dlib.si/stream/URN:NBN:SI:doc-UO8IK0FD/459fcb93-4c4d-4938-af36-a197bdd53428/PDF"},"edm:rights":{"@rdf:resource":"http://rightsstatements.org/vocab/InC/1.0/"},"edm:provider":"Slovenian National E-content Aggregator","edm:intermediateProvider":{"@xml:lang":"en","#text":"National and University Library of Slovenia"},"edm:dataProvider":{"@xml:lang":"sl","#text":"Inštitut za delo pri Pravni fakulteti Univerze v Ljubljani"},"edm:object":{"@rdf:resource":"http://www.dlib.si/streamdb/URN:NBN:SI:doc-UO8IK0FD/maxi/edm"},"edm:isShownAt":{"@rdf:resource":"http://www.dlib.si/details/URN:NBN:SI:doc-UO8IK0FD"}}}}