Univerza v Ljubljani

Fakulteta za upravo





Zvone Vodovnik

INSTITUTIONS OF CIVIL SERVANTS LEGAL





REGULATION





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VODOVNIK, Zvone

Institutions of civil servants legal regulation [Elektronski

vir] / Zvone Vodovnik. - 1. izd. - Ljubljana : Fakulteta za upravo,

2010



Način dostopa (URL): http://www.fu.uni-lj.si/studijskogradivo/nuk/



ISBN 978-961-262-039-4



252884992





Avtor dr. Zvone Vodovnik

INSTITUTIONS OF CIVIL SERVANTS LEGAL REGULATION

Izdala in založila: Fakulteta za upravo, Univerza v Ljubljani, Ljubljana

Za založbo: dr. Maja Klun

Recenzenti: prof. dr. Andreja Kavar-Vidmar

Prva izdaja, Ljubljana, 2010





Employment Law, its Structure and the Relation to Social Sciences



Employment law is a legal subsystem which deals with employment relations

between employers and employees as well as other participants in the employment

relations. It is divided in two areas, namely the area of the legal regulations,

dealing with relations between single employees and employers (individual labour

law) and the other area of regulations, dealing with relations between the groups

of the employees which have a common legal position and the employers or their

groups which also have a specific legal position (collective labour law). Within

employment law there is a place for many regulations which are beyond the direct

legal regulation of labour relations. The regulations regarding the activities of the

National Employment Service in the area of the employment can be mentioned as

an example. The employment law as a legal subsystem has to be regarded through

different angles. The interpretation of the employment law regulations has to take

into account the historical and cultural grounds of this legal area, its international

and comparative aspects, its relation to other legal subsystems, and its relation to

different social approaches to the relations between labour and capital. From this

point of view, the employment law takes part of the two interdisciplinary

scientific areas, namely the human resource management as well as industrial or

post industrial relations.



Employment law, considered as the wider area of labour law, has to be divided in

two areas, namely the regulatory area of the private sector and the area of the

public sector. It must be emphasized that this division does not justify the thesis of

the two subsystems of the employment law; the two areas are not strictly

separated but are closely connected and consequently the thesis about only one

legal subsystem is founded. Employment relations of civil servants have

contractual basis, as it is the case of the employment relations of the workers,

employed in the private sector. Narrowly connected with this basic statement is

the fact that the general employment relations regulations are envisaged to be

applied for the public sector employment relations. Slovene employment law

therefore corresponds to the theoretical paradigm of “monism” and not “dualism”

of the employment law, which is a theoretical framework of the legislation in

some other European countries (e.g. Germany). From the employment relations

point of view, the public sector includes the relations between civil servants and

public employers in the state bodies and in the administrations of self-governing

local communities, public agencies, public funds, public institutions, and public

commercial institutions, as well as other entities of public law that indirectly use

state or local budgetary funds.





General Notion of Employees in the Private Sector and Civil Servants



The employees in the private sector have the legal position according to the

general regulations of the employment law. These regulations allow the medium

range of the contractual freedom between the employment relation parties. This

characteristic can be noticed from the dimensions, wideness and depth of the

compulsory regulations of different legal types in the area of the employment law

(ius cogens). The contractual freedom of civil servants is narrowed by more

detailed regulations of their employment relations, which is the consequence of

the need for the protection of the public interest over the functioning of the

public entities. From the point of view of the limits of the contractual freedom, the

division of civil servants is of great importance. Within the general notion of civil

servants, the statute provides specific regulations for the subcategory of

officials.1 Officials’ legal position is based on certain specific legal principles.

They have to perform public tasks for the public benefit in a politically neutral

and impartial manner (principle of political neutrality and impartiality). By

promotion they are enabled to pursue a career. Pursuing a career depends on

professional qualifications, other work and professional qualities, as well as work

results (career principle). Officials as well as other civil servants may be

transferred to another job within the bodies, under the conditions determined by

the statute (principle of transferability). They must be protected against

harassment, threats, and similar conduct that may threaten performance of their

work. All civil servants have this right (see below) but the statute emphasizes the

protection of the officers. The same applies to the statutory provision that the

employer must provide officials or former officials with paid legal assistance in

judicial proceedings, commenced against individuals that committed acts at, or

relating to, the work of the officials, causing harm to the officials or to their

immediate family. The employer may refuse to pay for legal assistance, if it holds

that the grounds for the commencement of the proceedings are not justified. In

case that the judicial proceedings result in reimbursement of the cost of legal

assistance to the official, the official must repay the employer (protection of

professional interests). Public bodies have to keep the public informed of their

service and of the results of work performed by officials, in a manner provided by

law and executive regulations (principle of publicity).

The main emphasis of these characteristics can be seen in the introductory part of

the Civil Servants Act (CSA 2002) which stresses certain principles being the

basis for the legal position of the civil servants. The specific characteristics of the

civil servants legal position are as followed:

- the selection of the civil servants in the hiring procedure is more formal

(open competition) and the freedom of the authorised persons to hire civil

servants is narrower as it is the case in the private sector because the

statutory rules refer to the professional qualifications as a decisive

criterion for the selection of candidates (principle of equal access),

- the statute stresses the duty of the civil servants to perform public tasks on

the basis and within the framework of the Constitution, ratified and

published treaties, laws, and executive regulations (principle of legality),

which significantly limits the area of the free negotiations among the

employment relations participants. The consequence of the application of

this principle is the limited space for the free negotiations in the process of



1Officials are considered civil servants that perform public tasks in the bodies, while

other civil servants perform exacting ancillary work. These working tasks are of the

professional-technical nature. If necessary, the official may be transferred and posted on

such jobs, whereas they must keep the legal position of an official as well as the rights

and obligations arising thereof, including the right to promotion.





stipulating the employment contract and in reaching collective agreements

of the public sector.2

- the statute imposes on the civil servants the duty to perform public tasks

with due expertise, and in a timely and conscientious manner. They must

act in line with the rules of the profession. The statute also stresses their

duty to exercise constant training even in order to gain additional

qualifications (principle of the professional conduct),

- the duty to restrain from any behaviour which could be harmful for the

employer is a general statutory duty of all employees, however, CSA

stresses that in the performance of public tasks, civil servants must act

honourably and in line with the rules of professional ethics (principle

of the honourable conduct),

- beside the general legal prohibition of corruption, CSA regulates the due

civil servants conduct in order to prevent this phenomenon in the public

sector. With reference to such, civil servants performing public tasks may

not accept gifts relating to their work, with the exception of protocol and

occasional gifts of smaller value.3 This prohibition should also be applied

to the spouses of civil servants, to persons living with them in extramarital

communities, their children, parents, and persons living with them in joint

housekeeping. Civil servants are obliged to warn donors that gifts

exceeding small value become the property of the employer. In case that

the donor insists on presenting the gift, civil servants are obliged to

deliver the gift to the employer or to the body of the employer authorised

to dispose with the gifts. Data on the accepted gifts, their value, the

donors, and other circumstances are entered in a list of gifts. Civil servants

accepting the gifts are obliged to report the data subject to entry. The

manner of disposing with the gifts, the manner of managing the list of

gifts, and other issues relating to the implementation of the restrictions and

duties according to the statute with respect to public administration bodies,

judiciary bodies, local community administrations, and entities of public

law, are governed by regulation adopted by the Government (principle of

gift acceptance limitations),

- the duty of the employees is the general duty of all the employees,

however, the position of civil servants in this respect is stressed. They

must not only safeguard the protected data, but also protect secret

information regardless of how they learned of it. The duty of protecting

secret information must continue to apply also after the termination of



2 Regardless of this principle which is realized through many legal institutions of CSA

(e.g. dependence of the employment contract on the unilateral authoritative decision of

the employer), according to the statute the rights and obligations of civil servants arising

from employment relation are governed by regulations on employment, collective labour

agreements, CSA itself and other laws, and by executive regulations adopted on their

basis. The employer may not secure to civil servants rights to an extent greater than that

provided by law, executive regulations or collective labour agreement, if public funds are

to be burdened therewith.

3 Gifts not exceeding the statutory determined value are deemed as gifts of smaller value.

Gifts received from functionaries or civil servants of other states or international

organisations, given during visits, guest appearances or on other occasions, and other gifts

given in similar circumstances, are deemed as protocol gifts.



employment. It must continue to apply until civil servants are released of

such duty by their employer (principle of confidentiality),

- the quality of the job performance in the public sector is of a public

interest, therefore, the statute regulates the civil servants legal position in

a manner such that the civil servants will be held responsible for the

quality, speedy, and efficient performance of public tasks entrusted to

them (principle of responsibility for results),

- any employee has to act in a way that his job performance is useful for the

employer. This duty is defined more concretely for the civil servants. They

must use public funds in an economic and efficient manner, in pursuit

of the best results possible at the same cost, or in pursuit of the same

results at the minimum cost possible (diligence of a good manager),

- on one hand the principles and characteristics mentioned above generally

mean the additional burdens to the candidates or civil servants, the statute

on the other hand also stresses the straightened position of the civil

servants in situations, when they may find themselves under attack of the

users of their services. In this sense must be understood the statutory

provision which imposes on the employer the duty to provide for paid

legal assistance to civil servants or to former civil servants, against whom

criminal proceedings or action for damages have been instituted in relation

to performance of public tasks (protection of professional interests),





Employment Law.




Slovene employment law or labour law is an independent subsystem of the legal

system. This characteristic is confirmed by the fact that it has its own specific

structure of regulations with its own principles, and that someone’s rights, which

have the origin in this legal subsystem are protected in the special branch of

Slovene court system. The subsystem can be divided in different elements

applying different approaches. The most important division is the division on the

individual labour law, which deals with the legal position of the single employee

in relation with the employer, and the collective labour law, which deals with the

legal position of the group of employees and their legal position in relation with

the employers. The first area has a tight relation with the sociological and

psychological aspects of working life. Observed from this point of view, the

individual labour law is a part of an interdisciplinary approach to labour, namely

the human resource management. The second area of labour law, observed from

the interdisciplinary point of view, can be considered as a part of interdisciplinary

scientific approach, namely the industrial or post-industrial relations. In

addition to the division of employment law in the area of individual and collective

labour law there are also other divisions of the central employment legislation,

e.g. labour legislation concerning employment relations in the private sector of the

economy and the labour legislation concerning the employment relations of civil

servants in the public sector. Employment law as the subsystem is connected with

other legal subsystems. It has its constitutional basis and basis in the area of

international law. The most important link of employment law with other legal

subsystems is the connection with social security law, however, important

connections especially with civil contract law, administrative law, company law,

and penal law can also be mentioned.





Employment Law and the Constitution.


The Constitution of the Republic of Slovenia has a wide range of provisions

which can be considered as a basis of the employment law. They are various and

dispersed in different parts of the Constitution and they also have a different role.

The most abstract constitutional provisions are general provisions of the

Constitution, which are important as the source of general values of the society.

These values however give the ground for the regulation of the relations between

the employees and employers. They also serve as a guideline for the application of

regulations in practice and as the tool for interpretation of the regulations

concerned. The most important regulations of this kind are the constitutional

provisions which determine that Slovenia is a “democratic state” (Art. 1 of the

Constitution). The value of the democracy has an important role in Slovene

employment relations: more so in the area of individual employment relations

than in the area of collective employment relations. Democratic values are largely

implemented in the area of legal regulation and practice of the social dialogue

among social partners. The employees and their representatives have the rights to

influence the processes of decision making in companies, wider in the society,

and even on the international level. Another constitutional rule which has to be

emphasized is the rule that Slovenia is a state which is based on the “rule of law”

and has the character of a “social state” (Art. 2 of the Constitution). The first

provision in the area of the employment relations requires the appropriate

evaluation of the regulations in the area of the employment law, permanent

development of these regulations in accordance with cultural and historical

characteristics of the state, and social development as such. It also requires the

development of the system of the supervision over the implementation of

regulations by the competent institutions. The second provision, however,

challenges the society to develop a modern system of social security, which will

provide the people on the territory of the country with all necessary means for

decent life. This goal is pursued by building the system of efficient social

assurances of various types and the additional system of social protection.



The fundamental social values which are of significant importance for the

employment relations are also the constitutional provisions on human rights and

fundamental freedoms. First of all, the provisions about the equality must be

mentioned (Art. 14 of the Constitution). The constitutional provision prohibits the

discrimination of persons on the basis of their personal circumstances. The

provision must be highly respected by the employers and managers when they

deal with the employees or job seekers therefore the message of the constitutional

provision is emphasized also as the employment-law principle in ERA provisions.

The majority of other human rights and fundamental freedoms have such nature

that the employers and managers may easily violate them when using their powers

over them. The most important and at the same time most vulnerable among them

seems to be the right to personal integrity and the right to privacy (Art. 35 of

the Constitution). Employers or managers must always keep in mind these human

rights and fundamental freedoms when they deal with the staff, therefore,

statutory provisions which touch this subject are only guidelines for mangers or

they only partly regulate individual legal questions about the topics (e.g.

mobbing). Similar significance have the provisions about the freedom of work

(Art. 49 of the Constitution). In addition to the rules which prohibit forced labour,

the provisions have quite larger sense. Every person may freely choose their

employment and may have access under equal conditions to any position of

employment.



The second group of constitutional regulations requires from the state authorities

the statutory regulation of specific labour law issues which are of a great

importance for the employment relations. Some of such constitutional

regulations are included in the group of human rights and fundamental freedoms,

some in the group of provisions about economic and social relations, and some in

the group of provisions about the state organization. As an important example the

constitutional regulation which determines that citizens have the right to social

security under conditions provided by law (Art. 50 of the Constitution) can be

mentioned. In the area of economic and social provisions, the Constitution

provides for the employees’ participation in the decision making which should be

regulated by law (Art. 75 of the Constitution). In the area of the organization of

the state bodies, the Constitution provides that many important factors of the

employment relations such as the National Assembly, the National Council, state

administration, courts, and others are regulated by law, and so on.



Employment Law and Other Legal Subsystems.



The fact that employment law must be considered as the subsystem of

employment relations, leads to a conclusion that the character of the connection

between the employment law and other subsystems must be clarified in order to

gain complete image of the employment law. The first insight must be directed in

relation between employment law and civil law. The most important

characteristics of this relation are as followed: the employment law has developed

from the civil law, namely the contract law, and it is still keeping the tight relation

to it. This relation can be seen through the statutory approach to the regulation of

the employment contract. The statute namely determines that labour law

legislation regulates only the specific elements of the employment contract;

however, other elements, which are the same for all types of contracts, are

regulated by the civil-law provisions. These provisions are widely used also in

certain other areas. The most evident case of such regulation is the liability for

damages arising from the employment relation. Another close relation between

the subsystems is the statutorily defined demarcation line between the two

systems with regard to the types of contracts whose subject is human work and

creativity. From this respect the statutory definition of the employment relation or

employment contract is of a big importance. This definition contains the essential

elements of the employment relation. Whenever they appear in reality, they are

indicating the existence of the employment relation. In other words, it means that

in such case the stipulation of the civil contract is not permitted. The relation

between the civil law and employment law can be found also in the area of the

formal (procedural) law. Again some civil-law provisions can be directly applied

in the area of employment relations. The statutory law about the court procedure

in civil cases can be to the great extent also applied in cases of the resolution of

labour disputes before labour and social courts. Only a few procedural regulations

are different from the civil procedural regulations and are regulated in specific

statutory provisions.



Employment law has many important connections with penal law. In the

employment relation, employees and employers or their management can commit

many inadmissible acts with a different degree of harmfulness. With regard to the

employees there is less need for specific definitions of their wrongdoings in penal

law as in case of appearance of the employers’ wrongdoings. The employers,

namely have the entire power and authority to react against possible misbehaviour

of the employees therefore the protection of employer’s interests by the statutory

provisions is not needed significantly. On the other hand, employees as weaker

parties in the employment relation must be protected more decisively by statutory

provisions against the employers’ or managers’ misuse of their powers. Penal law

therefore determines and regulates specific criminal offences, which can be

committed by the employers and managers against the employees. In addition, the

statutory regulations determine also less harmful wrongdoings of both parties as

minor offences, punishable by fines. Second important relation between the

employment law and the penal law is connected with the fact that the employers

and managers have to deal with legal categories which are precisely defined in the

penal legislation. These categories may not be interpreted differently in the area of

employment law, when they have to be used in practice. The statutory description

of the intent, negligence, self-defence, accountability, and others must be strictly

taken into account whenever the employer or manger have to decide about the

consequences for the employee because of his or her guilt related behaviour in

relation to his or her job performance. The third connection between the two legal

areas is related to procedural law. Statutory employment law provides only the

most important provisions about the right of the employees to defend themselves

against the accusations of the wrongdoings on the job. Those single provisions are

relatively abstract; therefore, they must be explained with help of other statutory

provisions. This can be done if general principles about the rights of the accused

persons, arising from the penal procedural legislation, are taken into account.



Connections between the employment law and the corporative law must also be

explained. Corporative law among other topics deals with the regulation of the

various forms of work units. Different forms of work units are related with

different position of the employees who perform work in these units. The rights of

the employees in companies are not necessarily the same as the rights of the

employees in the state institutions which provide public services, or even the legal

position of the employees in one type of the company is not always the same as in

other type. The size of the company can namely be a decisive factor for the type

and the charateristics of the rights of the workers’ participation in decision

making, for example.



Next observation must be made with reference to the legal position of managers.

The managers as the group of persons who make decisions about the due work

activities of other persons are divided in two groups. The first group consists of

top mangers, who are authorised by the statute to represent the work units in their

legal relations, and the second group of mangers consists of persons, who have the

authorisation to exercise managerial function, however, on the basis of the

autonomous enactments or the explicit written authorisation of top managers. The

members of the first group are considered as persons who are not dependant on

the employers and therefore there is no need for them to be protected by

employment law.



In consequence, the law permits the contractual parties, namely the top manager

and the employer, to conclude the contract of their own choice when establishing

their mutual relation. The contract can therefore be a civil-law contract or an

employment contract with all or only some benefits of the employment-law

protection, namely some employment law guarantees may be excluded or

rearranged by the contractual clauses. Because of this option such contract is

considered as a special flexible employment contract. The second group of

mangers is considered as subordinated and dependant persons in employment

relation therefore the statute requires that the contractual parties stipulate the

employment contract, securing the mangers with the entire employment-law

protection.



International law is also an important legal area which is narrowly related to the

employment law. Many employment law regulations are created by international

organizations as the UNO, International Labour Organization, the Council of

Europe, European Union, and others. In addition to regulations, which are the

result of the activities of these organizations, the principles and regulations of

international law about the collision of legislations must be applied. International

regulations can be divided according to different criteria; however the most

important division divides the regulations in two groups: regulations, which can

be used directly in the national territory (e.g. the ratified ILO Conventions, EU

Regulations) and regulations, which must be brought in the national legal system

by the adequate activity of national state bodies (e.g. the ratified ILO

Recommendations, EU Directives). For the international regulations of the

employment relations, bilateral and multilateral treaties signed between countries,

which are or may not be the members of a specific international organization, are

also important.



The relation between the employment law and administrative law is based on the

fact that the public interest touches the question of the quality of job performance

of people employed in the public sector with much greater weight. The Slovene

legal system divides the employees in the public sector in two groups. First group

of employees are considered as civil servants, who have the public authorization

to decide on the legal position of citizens. The second group consists of the

employees without such authorisations. In order to secure the efficient exercise of

the functions of civil servants, the employment legislation gives them a specific

legal position in comparison with the employees in the private sector. The

differences, however, are not so great that their legal position could be considered

as a separate legal subsystem, separated from the general employment law,

therefore, the Slovene regulation of the employment relations in the public and

private sectors is still based on the monistic theory. The main reasons in support

of this theory is the fact that civil servants stipulate the employment contract with

the public authority and that civil servants have the right to establish or join the

unions and exercise the right to strike with some exceptions. There are also some

elements of the workers’ participation in decision making processes secured to

employees in the public sector, the strike is in general not forbidden in this sector,

and so on. Collective bargaining between the trade unions of the public sector and

the public authorities is a widely used method for the regulation of the working

conditions of the employees in the public sector.



The Structure, Objectives of the Employment Legislation, General





Framework.




Employment legislation is traditionally connected with the achievements of the

employees’ fight for good working conditions and with the efforts of the modern

state to secure the balance between capital and labour. After the Constitution of

1991, these goals are secured by means of the balanced legislation which secures

employees the necessary legal protection on one hand, and the employers and

their managers the necessary organizational tools to manage the human resources

effectively on the other hand. The base of the Slovenian contemporary

employment law is the regulation of individual employment relations by some

complex statutes with ERA of 2002 as the central law in this area. The central

statute in the area of the individual employment relations is accompanied by

special legislation. The special legislation may have different characteristics in

relation to general regulation. The main types of special regulations

- contain the more profound elaboration of single institutions, generally

elaborated in ERA (e.g. the legislation of minimal wage),

- they regulate legal institutions of individual labour relations in a specific

manner for the certain professions (e.g. doctors, pilots, truck drivers) or for

the employees in specific economic branches (e.g. the industry,

agriculture, the traffic),

- they regulate the entire specific area of employment relations (e.g. safety

and health on the workplace) or explicitly connect the legal area of

employment relations to other legal areas (e.g. industrial property),

- they connect the regulatory area of individual employment relations with

other employment relations areas or other areas ( e.g. the regulation of the

trade union rights in the area of the individual labour relations).



In the public sector the central statute is the Civil Servants Act (CSA) 2002,

which is applied for civil servants employed in state bodies and work units of

local communities and partly in the institutes which exercise the public

services. This act is organically connected with the Salary System Act in

Public Sector (SSAPS) 2002, which deals with salaries and promotions of

civil servants in the public sector. These general and central statutes are

accompanied by many others, which regulate a specific position of some

specific categories of employees (e.g. police forces) or some narrower fields

of the relation between the single employee and the employer. As examples of

such statutes - the act about the minimal wage or act regulating the safety and

health on workplace, and many others can be mentioned.4 These acts are

designed to secure to the employees their essential and minimal rights.



4 CSA states that particular issues relating to judicial personnel, personnel in state

prosecutor's office, state attorney's office, and in independent bodies competent for

violations, diplomats, professional members of the Slovene Army, civil servants in the

field of defence, civil protection and rescue, police officers, inspectors, employees in the

customs and tax administration, personnel in the service for execution of sentences,

authorised public officers in security services and other public officers with special

authorisations, may be governed by law in a manner different in respect of the

provisions of CSA, if so necessary due to the specific nature of the tasks or the

performance of special duties and authorisations.

These regulations are connected with the international obligations of the

state. According to the Constitution, ratified treaties are part of the state’s

legal order. After adopting the Constitution in 1991, all the most important

international acts have become the part of the Slovene legal order. In addition

to the acts of UNO, these are also the most important ILO conventions and

recommendations, the acts of the European Council, and acts of the European

Union. Nevertheless, the legal position of the individual employees depends

also on bilateral and multilateral agreements between Slovenia and other

states. The state legislation which guarantees the employees their minimal

rights has also the function to give decisive incentives to the process of

widening the rights of the employees by the collective bargaining5 and by

forming the necessary provisions in the employment contracts. This

function of the legislation is based directly on Art. 66 of the Constitution. It

provides that the state must create opportunities for employment and work,

and ensure the protection of both by law. Regulations which have the function

to protect individual employees have, as mentioned before, their origin in the

state legislative activities on one hand, and in the processes of social dialog on

the other hand. Protective regulations are the main content of the autonomous

legal sources, namely the employers’ general acts and different types of

collective agreements, more precisely, of their normative part.



The second main objective of the employment legislation is to secure the

employers and managers to manage the human resources in work units

efficiently, therefore to make the decision making process in this area flexible to

the greatest extent possible. The modern Slovene legislation about the

employment relations have appeared from the socialist social and political order

which was burdened by some disadvantageous ideological premises. They did not

permit building the flexible legislation on the basis of the balance between the

interest of owners of resources of production means and employees. Exaggerated

job protection and other types of protection of the employees in a socialist legal

order disabled the employers to keep the costs of labour force within the normal



5 The individual labour law is inseparably connected to the collective labour law. This

statement is valid as for the private sector as well as for the public sector. According to

the Art. 75, 76, and 77 and relevant statutory regulations, the employees in both sectors

have the right to employees’ participation in decision making, the right to organize unions

freely and to join unions freely as well as the right to strike (social partnership). In order

to support social dialogue in the public sector, CSA provides for a specific body

established for the implementation of social partnership in state bodies and local

community bodies. A collective labour agreement settles the composition and the

procedural regulations about the operation of the standing body. In the standing body, the

representatives of public administration bodies, other state bodies and local communities

participate on the part of the employer, and the representatives of most representative

trade unions of branches and professions participate on the part of civil servants.

Another important element of social dialogue in the public sector is the right of the most

representative trade unions of branches and professions in state bodies and local

community administrations to give their opinion prior to adopting regulations affecting

employment relations or the status of civil servants in state bodies and local community

administrations. The state body principal must enable the representative trade union,

operating within the body, to give its opinion prior to adopting general acts affecting

the rights and obligations of civil servants.



frames and gain the normal competitive position on global markets. After radical

social changes in the beginning of the 90’s and after the enactment of the

employment legislation from that time, based on the new Constitution of 1991, the

powers of the employers and mangers have increased significantly. Along with

this process the legislation development in the area of employment relations has

developed new flexible legal instruments which are nowadays comparable with

those known in labour legislations of other modern countries. With the increased

power of owners of companies and with their growing influence on politics,

which is grows faster than the development of general political culture in the

country, the pressures for further deregulation of the protective employment

legislation can be noticed. In Slovene reality, however, trade unions have a strong

position and successfully oppose these trends. This fact and the fact that the state

follows the decisive action plan for permanent development of so-called active

politics of employment which can successfully neutralize the employees’ losses

in the area of job protection, brings the country the balance of the two apparently

antagonistic goals of the employment legislation, namely the efficient protection

of the employees and the powers of the employers and managers in the area of

human resource management. The balance which is in Europe already known as

the concept of flexicurity is therefore present in modern Slovene social and

economic politics.





The Act of Job Systemization as Central Employer’s General Act



Through different periods of Slovene history, the employment law has always

provided for the regulations about the job systemization as a result of the skilful

dissertation of the working process at the employer. The law has also provided

for the formal act which contained the regulations regarding the systemization

which is the result of the disserting process. The general act on the job

systemization is a compulsory method of employment relation issue and as such a

due care of the employer. Only small employers are not obliged to publish this

general act. From the employment law point of view, the main function of this

general act is the job description which enables the clear identification of

working tasks that the employee who is placed on a specific job is due to

perform. The job description enables the valuation of the characteristics of the job

from security, health, and evaluation point of view. The essential element of the

job description is also the determination of the job requirements which have to

be fulfilled on the job seekers’ side when they apply for vacancy.



The general act containing the job systemization is foreseen also with regard to

employment relations in the public sector. With reference to such, CSA

regulations require that unless otherwise provided by a particular law, each state

body, local community administration, and entity of public law must have an act

on jobs systematisation determining the jobs required for the performance of tasks

in accordance with the internal organisation of a working unit. With each job, the

systematisation must at least include the description of tasks and the conditions

for the specific work post. For jobs of officials, the statute determines specific

conditions, namely, the title which may be gained in case the person meets

complex specific conditions determined by the statute which rand him or her

competent to make decisions in public matters. Title may be acquired by

appointment following the selection of applicants on the basis of open

competition 6 or by promotion to a higher title. The conditions for the access to

the title are determined by the statute and are at least related to education,

professional examination,7 active knowledge of the official language, but usually

also to work experience or period of service. For special titles the additional

conditions may be prescribed, such as citizenship, clear penal record and similar.

The statute also regulates the issue of the termination of the title. The acquired

title must terminate on the date of the termination of employment relation of the

official, upon dismissal, and upon promotion to a higher title. Officials may also

be dismissed from their title in the event of the ascertained incompetence, in the

event of the transfer of the civil servant in case of redundancy, if he or she so

requests or with his or her consent, and in other cases determined by the statute.



Each state body, local community administration, and entity of public law must

keep a record on the actual occupation of existing jobs;8 if only in these work

units a system of titles has been established, a record on the structure of civil

servants according to title must be kept in the evidence. General acts mentioned

above must be edited by the principal of the work unit in the public

administration. The Government is authorised to adopt the regulation containing

the common grounds of the systematisation in public administration bodies and

local community administrations. In addition, the Government has to approve the

systemisation in public administration bodies, prepared by the competent body.

The systemization in the public sector must be accompanied with another act so as

to define the extensiveness of the staff management needs. With this objective the

personnel plans have to be adopted by competent state bodies on the proposal of

principals or in case of state bodies and local communities by principals

themselves. Their main content is the definition of target state of employment,

potential reduction of employment, the number of apprentices, trainees, pupils,

and students having practice lessons or receiving similar theoretical or practical

training. Joint personnel plans may be created for public administration bodies,

courts, state prosecutor's office, and some other state bodies, on the basis of the

common proposals of their principals or competent bodies.9



6 Titles of regular state administration officials are classified into sixteen grades from

lower clerk to the senior secretary, however, titles in special areas of the public sector

may be regulated by the special statutes or the Governmental regulation.

7 Normally the person would be acquired prior to the appointment. The statute also

permits that the appointment to the title is possible even lacking the professional exam

with the condition that the officer passes the exam in one year.

8 Jobs are classified with regard to difficulty of the work and conditions of work and

other circumstances regarding conditions of work. The classification is done by the

Government regulation, employer’s general act, or the collective agreement. CSA also

provides for the notion of the specific working conditions of the officials, namely the

title, the course of education or vocational qualifications, functional and special learning

and special skills, as well as other conditions laid down by the statute. Work at specific

official job and positions may, as a rule, be performed holding one of the three possible

titles.

9 The personnel plan has to be harmonized inside the public institutions and the most

representative unions of branch levels and professions must have the possibility to

express their opinion on the proposal. Personnel plans and joint personnel plans may be

amended in the case of permanent or temporary increase in workload that cannot be



Influence of the Officers’ Representatives on the Legal Regulation and

Decision Making about their Legal Position.



Officers are a special category of civil servants who need special knowledge and

skills for their job performance. In order to develop appropriate standards in this

area they have the right to be represented by unions, professional associations, as

well as the specific independent body with the statutorily determined

competences, i.e. the “Official Council” (Council), elected by the officials

themselves10 and appointed by subjects defined by CSA. The Council may

express its views on legal regulation of organizational and legal position of the

officers. Its important role is to develop the codex of professional ethics of civil

servants. The Council may also define standards for determining the professional

competences of civil servants, criteria for their selection, and methods of

determining their competences. The Council may also directly influence the

selection of officials by appointing the members to the Open Competition

Commissions.





Making Decisions about the Employees Rights, Duties, and Responsibilities

as a Legal Aspect of Human Resource Management.



By concluding the employment contract the employee enters the employment

relation with the employer, however, he or she starts to exercise his or her rights,

duties, and responsibilities with the beginning of his or her work performance

according to the employment contract. The position of the employee is protected

by the contract and also by the compulsory regulations of different types.

Regarding the nature of the employment relation and the general duty of the

employee to follow the employer’s orders with regard to job performance

(subordination), the facts about the authorisation of the persons in charge to make

such decisions should be cleared out. This right belongs to the top managers who

have the original authorisation, regulated by the statute, to decide on the entire

scope of the business activities of the employer. The right to decide on these

matters can also be granted to other persons, usually lover level of managers.

The statutory law of the private sector does not contain any restrictions over such

authorisation, however, in the public sector the statutory law contains such

restrictions. The content of the restrictions arising from CSA is related to the

duration of the previous working experience 11 and the specific level of the



handled with the existent number of civil servants provided that funding for new

employment has been secured.

10 The structure and the competence of appointment of members are regulated by the

statute. In addition to officials’ elections, the membership in the Council may be also

reached by the appointment of a person by the President of the Republic, representative

trade union, or the Government.

11 "Working experience" means the years of employment at the jobs demanding the same

level of education, and the period of apprenticeship demanding the same level of

education, regardless of whether a person entered into employment or apprenticeship with

the same employer; working experience also include the working experience that a civil

servant has gained by working at jobs demanding a one-degree lesser level of education

in the same line of profession or the same occupation, not including the period of

education, which are conditions that must be fulfilled on the side of the civil

servant who is going to obtain the authorisation. The original power to make

decisions about the legal position of civil servants in the employment relation in

state bodies and local communities is given to the “principal”,12 or in some parts

of the public sector to a person, determined by the statute, other regulations, or

general acts of the body. Their authority may arise from the general authorisation,

fixed in autonomous legal enactments or may be granted to them by the single

written authorisation of the manager who already has such an authorisation.



In the state administration and local communities, the principal may grant

authorisation for exercising the rights and duties of the employer to an official, the

“head of the personnel management” with the proper education level and the

proper amount of years of service. The authorisation must be published within the

body in an appropriate manner and representative trade union in the body must be

notified of such authorisation. By the specific statutory provision, the head of

personal management in a body will retain full authority with respect to the

exercising of the rights and obligations of the employer. The principal may also

authorise other persons for the performance of individual tasks in the field of

personnel resources management, if so specifically provided by the statute.



From the substantive point of view the legal basis for the decision making should

be mentioned. The persons authorized to make decisions about the legal position

of civil servants, have to take into account the existing law, the employment

contract as well as the administrative acts edited unilaterally, however, the statute

emphasizes that the principal may not adopt an administrative act containing a

decision granting civil servants rights to a lesser or to a greater extent, or more

or less favourable working conditions, other than that provided by acts.



Many decisions on employee’s rights, duties, and responsibilities depend on the

quality of the employee’s work performance. This fact is a starting point for the

recognition of the need of systematic and permanent evaluation of the

employees’ working results. The issue is not only among the main subjects of the

human resource management, but it is also an important legal question. On one

hand, ERA does not contain a wide regulatory area of this issue, whereas CSA

does. The main reason for that is the fact that managers in the private sector bear

great economic liability for the quality of their decisions in the area of human

resource management, whereas in the public sector the liability of the authorities

in this regard is less emphasized. Consequently, the public sector regulations must

regulate this area more strictly. In addition, working and professional qualities of

civil servants are observed and documented systematically in accordance with

CSA provisions. According to CSA provisions, assessments of officials are

carried out with the purpose of fostering careers and the correctness of the



apprenticeship at one-degree lesser level of education. The statute therefore does not

demands the certain period of “years of service” which is defined as the number of years

of employment as a civil servant in state bodies or local community administrations.

12 "Principal" means a person managing the work of a state body or a local community

administration; the mayor is the principal of municipal administration; in cases where the

principal holds the status of an official, the decisions on his or her rights and

obligations is taken by the person or body to whom the principal is held responsible.



decisions on their promotion. Assessments are also carried out having regard to

the evaluation of the contribution of individual officials to the operations of the

body. The statute defines the essential elements of the assessment of officials.

Such elements are

- work results,

- independence, creativity, and accuracy in the performance of work,

- reliability in the performance of work,

- the quality of cooperation and the organisation of work,

- other skills in relation to the work performance quality.



CSA provisions regulate the modalities of the assessment of the qualities of civil

servants so as to define the time of regular assessment (once a year), the group of

the officials who are the subject of the assessment (fixed-term contract holders

and employees with the short service period are excluded). The evaluation is

determined by the superior.13



Deciding on Promotion and Remuneration in the Private and in Public





Sector.




Promotion and the flexible part of wage or salary depend on the work results of

the employee. In the private sector, the legal bases for these decisions are modest.

The main principle which must be fully respected in this area is the principle of

equality, namely the prohibition of discrimination on the basis of personal

circumstances. In order to secure the implementation of this principle, it is

necessary for the employers to enact regulations containing the rules which secure

the criteria for the statement of work results and work efficiency of the

employees. The legal order provides the incentives to bilateral regulation of these

matters by collective agreements. The employees’ representatives will normally

be ambitious to make such agreements with the employers, however, in opposite

case or in case no agreement is reached in the processes of social dialogue the

employer must enact the criteria unilaterally. In case that the works council is

established in the company the employer has to enact the criteria for the statement

of wage elements, depending on the work efficiency in consent with the works

council. These general rules may be analogically applied for the promotion

system of the employees in accordance with modern human resource management

strategies and managerial skills.



A regulation on the process of deciding in regard to the promotion and

remuneration on the basis of work efficiency in the public sector is entirely

different, much more precisely regulated by the statute (System of Wages in

Public Sector Act 2007). The promotion entails that the civil servant or

functionary on his or her job or title may be granted the rights arising from higher



13 Evaluation sheets must be completed by the superior each year. The principal must

ensure that the evaluation sheets are completed by the end of January for the previous

year. Officials must be notified of their evaluation through an interview with their

superior. They must be notified of their evaluation within 30 days after the evaluation has

been determined. Officials disagreeing with the evaluation may request the test of the

evaluation within 8 days. The test of evaluation is conducted by a commission composed

of the superior and two other officials. Officials are entitled to be present at the test of the

evaluation. The commission decision is final.

wage class or even that he or she may be transferred to the new job, posted in the

higher wage class or appointed to the new title with a corresponding higher

salary class. The decision about the promotion is taken by the competent

authority. The statute also provides for the limitations or exclusion of promotion

for some categories of civil servants or functionaries as well as regular promotion

periods. The main criterion for the promotion is the work efficiency of the person.

The criteria for its assessment are also determined by the statute.14 Apart from the

conditions for the promotion, the statute also regulates the procedure of deciding

in regard to promotion by stating formal acts and bodies which have the role in

this procedure. The formal act may be the state regulation or general acts of

bodies with the certain amount of the autonomy in this regard. In both cases the

representative unions must be given the opportunity to express their views about

it.



Other area of deciding about the legal position of the employee on the grounds of

the work efficiency is the area of the part of wage or salary. In the private sector,

this area is not regulated by statutory rules therefore it is left to wide regulation of

contractual parties of the employment relations. The main category which must be

mentioned is the duty of employers to secure the equal treatment of employees

and to avoid any kind of discrimination in this regard. Taking into account this

principle, the employers must regulate the criteria for the statement of the work

efficiency. In the public sector, the statutory regulation regarding such is wider.

According to the System of Wages in Public Sector Act, civil servants are entitled

to a part of wage or salary on the basis of the regular work efficiency,15 the part

of wage or salary on the basis of the increased working extent, and the part of

the wage on the basis of the business results arising from the market activities of

the works unit of the public sector. The statute regulates the entire relatively

defined amount of the financial resources available for the distribution among the

employees. Normally the functionaries are not entitled to this part of the salary,

however, there are some exceptions, e.g. judges.



Increased working extent may be the basis for payment of a part of working

efficiency if the work unit in the public sector has necessary financial means.

These financial means may be obtained by the work unit especially on the account

of the reduced wages or salaries of partially or whole absence of civil servant

from the work. In the case of his absence his work is replaced by the increased

working extent of someone else. Other possibility for such work and remuneration

is the project work which is planned and financed by the Government. Increased

working extent may be introduced for the civil servant on the basis of the written

agreement between the civil servant and the competent representative of the

body. Similar statutory regulation of this issue is in force for judges, however, the

Supreme Court of the Republic of Slovenia and the Judicial Council has certain



14 As such criteria are determined the work results, the independence of the person in the

job performance, the creativity and reliability of his or her work, the organizational skills,

and other competences developed by the job performance, the education, and training.

15 Civil servants whose work efficiency is valuated as extraordinary good are entitled to

this part of wage or salary. The amount of this part of wage is limited. The criteria for the

statement of this part of wage are determined by the collective contract for the public

sector. There are some special regulations about this part of salary for certain

functionaries.

regulatory role. In public services there may be special statutory regulations of

this subject. The part of wage on the basis of the business results arising from the

market activities of the work unit of the public sector is secured to civil servants

employed in the institutes performing public services together with other legal

activities which enable them to sell their goods on the market. According to the

statute, a part of the financial incomes earned on the market may be used for the

distribution of wages of employees on the ground of the business results if the

work unit meets certain additional statutorily defined conditions.16 The

Government must publish the regulation which defines the list of incomes of the

work unit on the market, and the amount of the financial means which may be

distributed among the employees on the basis of business results. The amount of

the sum which is assigned to the distribution on the basis of business success of

the work unit must be determined by the management in agreement with the

representative unions.





Freedom of Contract.




The constitutional right to freedom of work imposes on employers the duty to

announce vacancies in such a manner that the information is accessible to the job

seekers. On the other hand, the employer also has the right to decide freely about

making contract with applicants after the announcement of vacancies. This entails

that the employer is relatively free to decide with which applicant, who fulfils the

conditions for carrying out work, he or she will conclude the employment

contract.



In the public sector the employment relation must also be regulated by the

employment contract, however, the free will of contracting parties in case of

stipulating the employment contract in public sector is much narrower than in the

case of stipulation of the employment contract in the private sector. Not only that

the free will of the parties to employment contract is limited to a greater extent by

state regulations which regulate the employment law institutions in more detail,

CSA even allows the employer to intervene in the contractual relation by

unilateral authoritative decision. According to CSA provisions, the contract

must contain the statement that the employer may unilaterally amend specific

provisions of the contract in conformity with the law. 17 Another specific feature

of this type of the employment contract follows from the statutory provision that

after the appointment to another title, upon promotion to a higher payment class

and upon transfer to another work post, an act must be issued on the affected

rights and obligations. The act replaces the provisions of the contract of

employment and the preceding acts. CSA also gives a ground to a special

contractual clause between the contractual parties about the temporary suspension

of the employment contract of the civil servant. In such cases, rights and duties of

the parties may not be executed and the civil servant may stipulate another fix-



16 The work unit has to perform public service in accordance with planed programme of

work and financial plan, must not have problems with the business success, and must

have surpluses of incomes for past periods, and has also the internal regulations regarding

the standards for cost management in regard to public services and the market activities.

The particularities about these issues are regulated by the ordinance.

17 By its nature the provision mentioned above only has an informative function and does

not necessarily express the real will of the contractual parties.

term employment contract with some other employer, according to the

agreement. During his or her work for the employer the officer’s title is also

suspended.





Transfer of Civil Servants.




Transfers of employees in the private sector may be ordered unilaterally by the

employer in case of exceptional situations defined by the statute for the limited

period of time. The possibilities for the use of this institution are much wider in

the public sector. CSA provides the conditions for the transfer, the limitations of

its use, and the legal procedure regarding such. The transfer of the civil servant

may be carried out with his or her consent or even on his or her request;

therefore the decision about such transfer is followed by the modification of the

employment contract. The transfer however may be carried out also without the

civil servant’s consent. This is possible in case of the work requirements.

Transfers may be permanent or temporary.18 Temporary transfers may last no less

than a month and no more than a year.



Civil servants may be transferred to suitable work posts, for which they satisfy the

prescribed conditions and which they are competent to perform.19 Officials may

be permanently transferred only to official jobs that can be held in the title of the

official, unless the official is transferred due to incompetence for the official work

post or for the reasons of service. The officer may be temporarily transferred to

the more demanding job which may be executed in a higher title. In such a case

the transferee has to fulfil the conditions of the education level. The official

performing such a job may not be necessarily appointed in the higher title, but he

or she is entitled to enjoy the rights pertaining to the higher title.



Transfers due to work requirements may not be allowed during temporary

inability for work due to illness, pregnancy, or during parental leave. Civil

servants may, due to work requirements, be transferred to the available jobs or to

a professional-technical jobs within the same or in another body for the reasons of

service, if civil servant is found to be incompetent for his or her job, if the

principal believes that a more effective and expedient performance of the body

can be ensured therewith, if there is a permanent change in the workload or the

working procedures are being rationalised and the civil servant no longer bears the

full work burden, and in other cases provided by law. A further condition

prescribed by the statute is related to the place of work. Transfers due to work

requirements are only allowed if the locations of work in the case of transfer in no

more than 70 km distance from the current location or no more than one hour’s

travel away by public transport.





18 In such case the maximal duration is two years.

19 With their consent, officials may be exceptionally transferred to a professional-

technical work post for a period no longer than two years. Officials keep their title and the

period of working in the professional-technical work post to which they were transferred

is included in the promotion period.

Procedure in the Case of Transfers due to Work Requirements



In case the civil servants do not give their consent to the transfer, transfers due to

work requirements are carried out by an unilaterally issued decision. The decision

of transfer due to work requirements within the same body may be issued by the

principal, whereas in the case of transfer to another body, the order may be issued

by the common consent of the bodies' principals. The order of transfer due to

work requirements contains the location and the date of the commencement of

work on another job, and the rights and obligations related to the new job.20

Transfers at request or with the consent of civil servants may be carried out by an

annex to the employment contract. In the case of transfers to another body, the

annex on the part of the employer may be concluded by the principals of both

bodies. In the case of another employer in the public administration or the local

community, transfers may be carried out by an agreed termination of the contract

of employment and a conclusion of a new contract of employment.



The Government may decide on the transfer to another body within public

administration bodies, at the request of a civil servant, without the consent of

the body where the civil servant requesting the transfer works. In this case, the

annex to the contract of employment on the part of the employer may be

concluded by the principal of the body to which the civil servant is to be

transferred.





In the public sector, hiring of employees is allowed in cases of permanent or

temporary increase in workload that cannot be handled with the existent

number of civil servants, or where there is a vacant job without a change in the

workload; CSA also explicitly states the additional condition that the body has

secured funding for the new employment and that new employment is in

accordance with the existing personnel plan. The decision to hire new staff is

made by the principal, who must take into account some specific procedural

regulations. He must namely verify whether it is possible to fill the vacant job by

transferring civil servants from within the same body or by transferring civil

servants from another body; an announcement of internal competition may be

held for this purpose. It may be held so as to include other state bodies and local

community administrations as well.21 The proceedings for new employment of an

official must be conducted as an open competition, whereas the proceedings for

new employment for a professional-technical job must be conducted in

conformity with the regulations governing employment and in conformity with

the collective labour agreement. Open competitions must be published in the



20 The decision on transfer due to work requirements within public administration bodies

may also be issued by the Government on proposal by the principal of the body to which

the civil servant is to be transferred; account should be taken of the requirements of the

service of the body in which the civil servant that is to be transferred works, and a

suitable suspensive period for transfer should be set.



21 Internal competition may also be held in other state bodies and local community

administrations so as to include several bodies and local community administrations.

Provisions on the procedure for the implementation of the internal competition are laid

down for all bodies by government regulation.

Official Gazette of the Republic of Slovenia or in daily newspapers, and with the

Employment Service of Slovenia.



The selection procedure22 may be conducted by the competition commission or

in some cases the principal himself or herself. The procedure which follows the

open competition announcement or internal competition announcement of jobs of

some high categories of officials, must be conducted by so-called special

competition commission. Such commission makes selection of candidates for

positions of directors-general, secretaries-general, the principals of bodies within

ministries, the principals of Government offices, and the principals of

administrative units. The members of the commission are appointed by the

Officials Council in each particular instance. CSA emphasizes that only a

candidate, who demonstrated in the selection procedure to be the most

professionally qualified for the job, may be selected. The procedure ends by the

issuing of an administrative decision act on the selection of an official. It must

be served on the selected candidate, whereas other candidates must be served with

an act informing them that they were not selected. After the act which contains

decision on selection is issued, the candidates participating in the selection

procedure may, under the supervision of a public officer of the body, inspect all

the data of the selection procedure. After the selection procedure, the civil servant

is offered the employment contract proposal. Whenever the civil servant has the

position of the officer he or she must be previously appointed in the adequate title

by the authoritative decision of the competent body. In case that the employment

contract is not concluded within 30 days after the appointment to title for reasons

on the part of the official, the person or the body that issued the decision on the

appointment to title must annul such a decision.



It is not only the employer who has the statutorily defined duties with regard to

hiring procedure. The applicant also has certain obligations. These obligations are

related to providing the employer with the possibility to verify that the applicant

fulfils the statutory requirements.



In accordance with this principle the statute requires from the applicant some

specific activities. He or she must submit to the employer the documents proving

the fulfilment of conditions for carrying out work and inform the employer of all

personal circumstances, relevant for the employment relationship that he or she is

familiar with. The applicant also has a duty to inform the employer about the

circumstances known to him or her, which prevent or substantially prohibit him or

her from executing the obligations arising from the contract. He or she also has

the duty to inform him or her about threats to life or health of persons he or she is

in contact with in executing the obligations. In the selection procedure, the

applicant is not obliged to answer questions which are not directly related to the

employment relation.





22In selection procedure the qualifications of the candidates for the performance of tasks

on the official jobs are tested. The procedure may be conducted in several phases so that

the candidates are gradually eliminated. It may be conducted in the form of testing the

professional qualifications on the basis of the documentation submitted by the candidate,

written tests of qualifications, oral discussions, and other forms.



If the applicant is not selected in the hiring procedure, he or she still has certain

rights. Within eight days after concluding the employment contract with the

selected applicant,

the employer must notify in writing the applicant who was not selected of the

fact that he or she was not selected. At his or her request the employer has to

render back to the applicant all the documents submitted as proof of fulfilment of

required conditions for carrying out the work of the specific job.





Fix term employment contract


In the public sector, the contractual parties may stipulate a fix-term employment

contract also in some additional cases distinct for the public sector determined by

CSA, namely:

- in cases of work posts where personal trust of functionaries is required (work

posts in the cabinet23),

- in order to substitute for temporarily absent civil servants,

- for the positions of director-general, secretary-general, the principal of a body

within ministry, the principal of Government office, the principal of

administrative unit, and the director of municipal administration (municipal

secretary).

No fixed-term contracts of employment may be concluded in any other cases,

regardless of the provisions of the law governing employment.



3) The provisions of the law governing employment apply to the restrictions on

consecutive conclusions of fixed-term contracts of employment, and to

consequences for violating the statutory provisions in this regard.



4) Provisions on work posts in the cabinet reasonably apply to work posts in the

Office of the Prime Minister, including the director of the Office, and for work

posts in the National Assembly and the National Council, where work for

parliamentary groups and the groups of councillors is performed.



5) Fixed-term contracts of employment may be concluded provided that funding

has been secured.



In the public sector the time limitations are similar to those, regulated by ERA.

CSA however emphasizes that no permanent contract of employment may be

concluded without open competition with civil servants that entered into fixed-

term employment relation, with some exemptions, determined by the statute.

Officials that entered into fixed-term employment may not be appointed to title

and the contract of employment itself must determine the official title relevant

for determining the rights and obligations of the official.





23 For the bodies, the number and types of jobs in the cabinet for a fixed term is

determined by the Government within the personnel plan, whereas for other state bodies

and local community bodies, the number and types of jobs in the cabinet for a fixed term

is determined by state bodies and representative bodies of local communities respectively.





Managers




The provisions of CSA have a specific approach to the regulation of the

managerial staff in public administration. On one hand, there is the principal of

the specific body, and on the other hand, there are also other levels of the

management. Persons who hold a specific position in public administration may

be considered managers. According to CSA, the position is considered an official

job, which secures the officer managerial authority, along with the coordination

and the organisation of working process within the body.24 Position holders have

to meet the criteria and conditions determined by the statute. In this respect, CSA

determines that for the acquisition of official job which has the character of the

position, functional knowledge of administrative management and of

personnel resources management, and other special skills may be required.

The applicant may gain the position in the regular hiring process, but some

positions may be accessed by the appointment25 after being selected in the

internal or open competition procedure. If they previously did not have the

position of the official, the possibility to stipulate the employment contract is

limited to a term of 5 years. Their employment contract may terminate in

accordance with the regular rules and the special rules determined by the statute

(see, termination of employment contract). They may be dismissed from the

position in cases determined by the statute, which does not necessarily entail the

termination of the employment contract. The cases are as followed: upon their

own request, if no contract of employment or annex to the contract of employment

is concluded within one month after the appointment; if it is ascertained by the

prescribed procedure that the official is not competent to perform tasks in the

position; pursuant to an order determining the responsibility for a disciplinary

violation; in the case of termination of employment relation. The statute also

determines some other cases of an organizational nature and one, related to trust.

A functionary of the body, competent to appoint an official may namely dismiss

the official from the position even regardless of the statutorily determined

reasons, therefore, on the basis of lack of trust, in a short time limit of 3 months

after the functionary assumed the office. The statute also regulates the possibility



24 The list of positions according to CSA is as follows:

- in ministries: director-general, secretary-general, and the heads of organisational units;

- in the bodies within ministries: the director and the heads of organisational units;

- in administrative units: the principal of administrative unit and the heads of

organisational units;

- in Government offices: the director and the heads of organisational units;

- in local community administrations: the director and the heads of organisational units.

In addition, the positions may also be considered the jobs of officials related to the

substitution of some high officials or to their support. They may be defined by the

statute or the general act of a body.

25 The director of local community administration is appointed by the person to whom the

director is directly held responsible. The principal of administrative unit is appointed by

the minister competent for the administration. Secretaries-general and directors-general in

ministries, the directors of the bodies within ministries, and Government offices are

appointed by the Government on proposal by the minister or by the functionary to whom

the director of Government office is held responsible. They may be appointed for the term

of 5 years.



of transfer, termination of the employment relation, and the dismissal

compensation of the officials in question.



Rights and duties of the contractual parties.



Parties of the employment contract are the employee and the employer. The nature

of their rights arising from the employment relation is mutual in the sense that the

rights of one party are related with the duties of the other. However, the parties of

the employment contract have also some statutorily determined duties which have

to be respected or exercised in the interest of some other subjects. The duties of

the employment contract parties can be divided in two groups. The first group

contains the duties which arise from the legal sources and the second group the

duties which have their basis in the free agreement of the parties. Between the

two, there are also the duties of the employee which arise from the employer’s

authority to lead and give orders to the employee. This right has two main

aspects. On one hand, the employer can decide about modes of carrying out the

employees working tasks, and on the other hand, the employer also has the right

to decide about the mode of exercising of employee’s duties arising from legal

sources, but he or she may not establish new duties of the employee

unilaterally. This employer’s power has its legitimate basis in the fact that the

employer is the party which organises the specific activity by investing capital and

resources, therefore, the employer must have the right and real possibility to

protect itself inside and outside the organisation. In the structure of the legal

regulation of a legal relation which contains some duty, there is normally also the

provision about the sanction which must be applied, if the duty had not been

fulfilled. The implementation of the legal provisions and clauses arising from the

employment law and employment contract are sanctioned by different legal

sanctions which have their domicile either in the area of employment law or in

other legal areas. A typical area of responsibility of the parties, regulated within

the framework of the employment law is the disciplinary responsibility of the

employees.



When establishing the duties of the parties of the employment contract by legal

sources, the parties of the employment contract have possibility to influence the

formation of the law regulating employment relations. The most concrete

opportunity for this is the possibility to take part in bilateral negotiations on

collective agreements. The contracting parties can take part in the process of the

creation of legal enactments, such as collective contracts and other types of the

collective agreements, either directly or through representatives. The employers

have the right to enact the working rules in organisation in order to protect their

vital interests in the protection of their resources and the commercial or other

activities.



Statutory Defined Duties of the Parties.



The parties of the employment contract have many rights and duties which are

either regulated in different legal sources or are agreed between them. Certain

duties of the parties of employment contract are considered to be of such great

importance that they have to be regulated in the public interest, namely with the

state regulations. Some of them arise directly from the Constitution and

international law and have to be considered as the legal basis for the regulation of

minimal working conditions. From this point of view, they are considered as a

part of the minimal working conditions.



According to ERA, the employee must carry out work within the framework of

his or her job as described in the relevant regulations (internal or external) and/or

in the employment contract. He or she must also follow the managerial

instructions and orders. He or she may refuse the instructions or orders in cases in

which such would lead in the unlawful actions. This right of the employee is

explicitly emphasized in CSA by describing the duties of civil servants, however

it must be respected as the general employment standard.26 In cases in which the

employer’s undertaking is endangered, the employer has the right to impose on

the employee necessary working tasks for the limited period of time. These cases

must be provided for by the statute or the collective agreement. ERA also gives a

direct legal ground to the employer’s decision about the employee’s duty to

execute the working tasks outside the frames of the job or area of the professional

activity of the employee, determined by the employment contract. Such work can

be ordered in cases of natural or other disasters, or when such accident is

expected, or in other exceptional circumstances, when human life and health as

well as the employer’s assets are at risk, the type or place of carrying out the

work, defined in the employment contract, may temporarily be changed even

without the worker’s consent. However, such a situation can last only until such

circumstances are present. Pursuant to CSA provisions, however, the civil

servants have a duty to perform work outside the job frames. According to the

statute, they have to perform work not included in the job description even if

the work does not suit their professional qualifications in case of temporary

increase of workload, or due to substituting for a temporary absent civil

servant. The order of a competent superior imposing the duty mentioned above

must contain the notion of the type and the scope of extraordinary work, and the

duration of such work . The extraordinary work may be ordered also inside the

framework of the specific job. In this sense the principal may, on the basis of an

agreement between the civil servant and the superior, issue a written decision on

the increase of workload or on the above-average burden of individual civil

servants, and on the payment for the increased workload or for the above-average

burden. Such act may be issued if it is possible to ensure the performance of

body's tasks by means of increasing workload or by placing additional burden

on individual civil servants within the framework of full working hours and within

the framework of permitted increase of workload in excess of full working hours.

Similar legal institution that can be found in CSA regulating the civil servants

duties with regard to work performance is the regulation of the duty to additional

work. The statute provides for a decision of the principal imposing on civil

servants a duty to accept the performance of additional work in the interest of



26 Civil servants may request for written directions or written instructions, if they hold

the contents of oral directions or instructions to be unclear or if they consider the order

or instruction to be unlawful or that its execution could cause damages. The statute

explicitly allows the civil servant to refuse the direction or instruction if the execution

would lead in the unlawful conduct or criminal offence. Civil servants must perform the

requested work, or perform the work in the requested manner, according to written

directions and instructions.



the employer that suits their professional qualifications, however, they might not

be mentioned in the job description. The scope of additional work includes mainly

the participation in supervisory bodies with the intention of exercising the rights

of the employer, and the participation in appellate commissions. Another special

legal institution related to the civil servant job performance duty is a team work

on projects. Civil servants must perform work in project groups within the body

for which they work upon appointment by the principal. Civil servants may

perform work in project groups even within other bodies upon their request

and with the approval of the principal. Such work must suit the professional

qualifications of civil servants. The order on establishment of a project group must

include the data on the scope of work and the data on the disburdening of the

work performed by civil servants at their jobs in cases where work in project

group exceeds the framework of the tasks of the work post. The approval of the

principal is not required in cases in which civil servants employed in public

administration bodies participate in the project group and the project group is

appointed by the Government.



Civil servants normally execute the working tasks for which they are qualified.

However, the statute contains one exception. A civil servant must temporarily, but

for no longer than 3 months, perform even less demanding work, if so directed

by the superior in the event of force majeure, natural or other disasters,

exceptional increase in workload, and in the cases of other unforeseeable

circumstances. In the case of performance of less demanding work, civil servants

receive salary equal to the salary received at their jobs.



The duty of the employee in such a case is based on his or her general duty to be

loyal to the undertaking whose success is of the common interest of both parties

of the employment relation. In principle, the employee has to exercise his or her

job during working time at the location defined for carrying out work in

accordance with the organization of work and business operations of the

employer. Also regarding such the statute can determine certain exceptions on the

legal basis mentioned above. If the employee fails to fulfil these duties he or she

can be charged for his or her misconduct and can suffer the consequences of

different kinds of the responsibilities.



The job performance of the employee must be carried out in accordance with the

law and the employee’s knowledge and skills within the framework of existing

professional standards. CSA also emphasize the duty of the civil servants to

perform the work in conformity with the code of ethics. His or her work is only

partly independent because the civil servant has to follow the requirements and

instructions of the employer in relation to the fulfilment of contractual and other

obligations arising from the employment relation. These requirements or

instructions may be delivered by employer itself or by its management. The

employee has to follow, respect, and implement the regulations on safety and

health at work and perform his or her work carefully in order to protect his or her

life and health, and health and life of others.





Assessment of the Job Performance and Employee’s Promotion and





Acknowledgments.




As already mentioned above, the duty of the employee to perform his or her work

in employment relation to his or her best ability is inseparably connected to his or

her rights which must be acknowledged to the employee after the assessment of

his or her job performance, therefore the assessment itself is an important legal

issue. Nonetheless, ERA does not contain explicit regulation on this issue. Some

labour law (individual, collective) institutions, however, contain regulations on

the specific rights whose legal nature implicitly requires the assessment of job

performance. The assessment methods are left to be determined by the contractual

regulation and to good human resource practices. On the other hand, the issue of

the assessment of the job performance is much more explicitly regulated for the

public sector. The main reason for the regulation is in securing the statutory

guarantees which may enable safe managerial approach to the processes of

decision making about the legal position of the employees, excluding or

minimizing the possibilities of their unequal treatment or discrimination. The first

legal institution which decisively depends on assessment of job performance is

promotion, which is a special acknowledged right of the civil servants. According

to CSA, the officials may be promoted to a higher title.27 Officials and other civil

servants may be promoted to a higher payment class in conformity with the

statute governing the system of salaries in the public sector. The statute also

regulates the promotion period and standards of evaluation prescribed for

promotion.



The consequence and a kind of the positive sanction in regard to the employee’s

job performance quality is the formal acknowledgement of the successful work

of the employee. This human resource management tool is not at all regulated in

the general employment relations regulation of the private sector. Again the issue

is regulated by CSA for the public sector. CSA regulates the conditions for

awarding the civil servants who perform their job well. According to CSA, the

acknowledgement may be awarded to civil servants for outstanding

achievements contributing to the success and efficiency of service and to the

reputation of the body, to reducing the costs of service, and to reducing the length

of working procedures.





Assessment of the Job Performance and Employee’s Promotion and





Acknowledgments.




As already mentioned above, the duty of the employee to perform his or her work

in employment relation to his or her best ability is inseparably connected to his or

her rights which must be acknowledged to the employee after the assessment of



27 An official may be promoted to a higher title if he or she satisfies the conditions for

appointment to a higher title; the job, where an official works, may also be performed

holding a higher title; an official fulfils all the obligations of training according to the

programme; his or her evaluations meet the standards prescribed for promotion;





his or her job performance, therefore the assessment itself is an important legal

issue. Nonetheless, ERA does not contain explicit regulation on this issue. Some

labour law (individual, collective) institutions, however, contain regulations on

the specific rights whose legal nature implicitly requires the assessment of job

performance. The assessment methods are left to be determined by the contractual

regulation and to good human resource practices. On the other hand, the issue of

the assessment of the job performance is much more explicitly regulated for the

public sector. The main reason for the regulation is in securing the statutory

guarantees which may enable safe managerial approach to the processes of

decision making about the legal position of the employees, excluding or

minimizing the possibilities of their unequal treatment or discrimination. The first

legal institution which decisively depends on assessment of job performance is

promotion, which is a special acknowledged right of the civil servants. According

to CSA, the officials may be promoted to a higher title.28 Officials and other civil

servants may be promoted to a higher payment class in conformity with the

statute governing the system of salaries in the public sector. The statute also

regulates the promotion period and standards of evaluation prescribed for

promotion.



The consequence and a kind of the positive sanction in regard to the employee’s

job performance quality is the formal acknowledgement of the successful work

of the employee. This human resource management tool is not at all regulated in

the general employment relations regulation of the private sector. Again the issue

is regulated by CSA for the public sector. CSA regulates the conditions for

awarding the civil servants who perform their job well. According to CSA, the

acknowledgement may be awarded to civil servants for outstanding

achievements contributing to the success and efficiency of service and to the

reputation of the body, to reducing the costs of service, and to reducing the length

of working procedures.



Obligation of Informing and the Prohibition of Harmful Actions or





Activities.




The worker must inform the employer of relevant circumstances which affect or

might affect the fulfilment of his or her contractual obligations. He or she must

inform the employer of any threatening danger to life or health or to the

occurrence of material damage he or she notices at work.

The prohibition of harmful actions or activities in the public sector, especially in

regard to the officers, is wider still. According to CSA, they may not perform

certain activities:



1. if the activity violates the prohibition of competition or the competition

clause pursuant to the law governing employment;



28 An official may be promoted to a higher title if he or she satisfies the conditions for

appointment to a higher title; the job, where an official works, may also be performed

holding a higher title; an official fulfils all the obligations of training according to the

programme; his or her evaluations meet the standards prescribed for promotion;





2. if the performance of the activity might affect the impartiality of the

performance of work;

3. if the performance of the activity might result in the abuse of data accessible at

the performance of the tasks at work, that are not accessible to the public;

4. if the performance of the activity is harmful to the reputation of the body.



In case in which the officer assumes that such consequences may arise from his or

her conduct executed outside the employment, he or she is obliged to notify the

principal about it. In such a case the principal may make a necessary judgement of

the relevant circumstances and may eventually edit an order prohibiting official to

perform activities in question. The duties of notification and the restrictions

mentioned above do not apply to activities relating to scientific and educational

work, work in associations and organisations in the field of culture, art, sport,

humanitarian activities and other similar associations and organisations, work in

the area of journalism, and to membership and activities in political parties. Some

categories of officials are still less free in their activities outside the job. Officials

holding the highest positions like director-general, secretary-general, the

principal of body within ministry, the principal of a Government office, the

principal of administrative unit, and the director of municipal administration

(municipal secretary), as well as their close relatives, may not perform any

profitable activities with the exception of activities in the field of science,

research, education, art, journalism, and culture.



General remarks about termination of the employment contract





General.




The employment contract can terminate only in accordance with the statute which

enumerates all the possible cases of the termination. This general principle is

envisaged to straighten the principle of the job security. Individual regulations of

this subject in ERA do not allow the use of civil-law regulations which regulate

the termination of contracts in general. The statute determinates the following

reasons for the termination of the employment contract:

- the expiration of the period for which the employment contract was concluded,

- the death of the worker or the employer-natural person,

- mutual consent,

- regular or irregular dismissal,

- termination of the employment contract on the basis of a court decision,

- in other cases determined by the statute.



Such statute which determines additional reasons for the termination of the

employment contract is CSA, which contains the following supplements to the

general regulation of the issue. According to the statute, the employment relation

of the civil servant may terminate by the force of law ( ex lege) in the following

cases: in case that the official does not pass the professional exam which is the

essential condition for his or her job performance according to the employment

contract. In such a case the employment contract terminates next day after the

expiration of the deadline determined by the employment contract for fulfilment

of this duty. Second case determined by the statute is related to the penal liability

of the officer. Officer’s employment contract terminates if he or she is convicted

of a criminal offence, which is prosecuted by the official duty and sentenced to

the imprisonment over six months. The employment relation of the civil servant

terminates at the latest 15 days after serving the judgement on the employer on the

ground of the employer’s act ascertaining the fact which causes the termination of

the employment contract. CSA also envisages the possibility that other statute

regulating the legal position of the civil servants regulates additional modes of the

termination of their employment contracts. The termination of the employment

contract has the effect on the title and the position of the civil servant, namely

they both terminate.



Reasons which Cause the Regular (Ordinary) Dismissal.



The reasons for a regular termination of the employment contract of the worker by

the employer are classified by the statute as (a) business reasons, (b) reasons of

incapacity (c) fault reasons, and (d) inability to work under conditions determined

by the employment contract on the ground of regulations about invalidity and

pension insurance or employment rehabilitation and employment of disabled

persons. The business reasons can be the legal ground for the termination of the

employment contract in cases of cessation of the employer’s need to carry out

certain activity due to economic, organisational, technological, structural, or

similar reasons on his or her side. The reason of incapacity entails the basis for

the termination of the employment contract because of non-achievement of

expected worker’s work results. More specifically, if the worker failed to carry

out the work in due time, professionally, and with due quality. This ground can

also be used in case of worker’s non-fulfilment of conditions for carrying out

work specified by law due to which the worker fails to fulfil or cannot fulfil the

contractual or other obligations arising from the employment relation. However,

the fault reason exists as the basis for the termination of the employment contract

if the worker violates an obligation arising from the employment relation.



Reasons for the Regular (Ordinary) Dismissal of Officers and Other Civil





Servants.




CSA excludes the application of general provisions about business reasons for

the regular dismissal. In cases of the reduction of public service activities, in cases

of the privatization of public services, and in cases of organizational, structural,

fiscal, and similar reasons, the civil servant may be transferred to a new job

regardless to his or her title or may be dismissed. The direct legal basis for a

decision about the transfer of an employee or the dismissal is the change of the

regulations about the internal organization and systemization of jobs

(reorganization). The decision of the reorganization may be adopted by the state

body or the Government. The plan for the reorganization must be supported by

the documentation explaining the goals and causes of the reorganization, the

analyses of the working tasks and working procedures, as well as the number and

the structure of jobs and the number of the civil servants. The plan must be sent to

the representative unions organized in the body, to enable them to form their

opinion.



The reason of incapacity is also regulated more precisely as it is in the case of

general regulation. The special regulation of this issue by CSA explicitly excludes

the application of general regulations. According to CSA, the civil servant is

considered not to be capable to perform the job if he or she is not achieving

expected working results. In case that he or she was transferred because of the

organizational reasons, the procedure of stating the incapacity may not begin in

the period of the first six month after the transfer as well as in the case that he or

she was not given the possibility of the professional training. The officer may be

considered as incapable for his or her job if the body or the organizational unit

of the body does not meet the expected results of its activity or if there are

frequent mistakes or if a grave mistake in the performance of the body or

organizational unit of the body occurs.29 However, his or her responsibility for the

results of the work unit is limited. If he or she succeeds to prove that he or she had

been acting throughout as good expert to prevent the wrongful performance of

the work unit.



If the civil servant is found not capable for his or her job or position, the employer

may give regular notice of the termination of the employment contract only in

case that there is no possibility for his or her transfer to other appropriate job.30 In

case that the transfer is realized during the notice period, the decision on the

dismissal is annulled.



In the state administration and the administrations of local communities two

additional legally defined cases of the regular dismissal related to the civil

servant’s capability exist. CSA therefore regulates the dismissal (with the

severance pay) of the civil servant who no longer fulfils the conditions for the

job performance if these conditions have been changed by the statute and the civil

servant has not fulfilled them in reasonable time-limit offered to him or her.

Another possibility for dismissal arises in case that the civil servant reaches the

full age and full pension period which ensures him or her the regular old pension

income.



Special Provision about the Employment Protection in State Administration





and the Local Communities.




State administration and local communities may go through different

organizational changes which may also influence the systemization and

personnel plans. As a consequence these changes may cause the personnel surplus

in some parts of the system and the lack of the deficiency of the personnel in other

parts. Organizational changes may lead to the transfer of tasks in case of the

abolishment of the body or even without its abolishment. Such organizational

changes have consequences for civil servants’ legal position. According to CSA,

all civil servants may be taken on by the body assuming the tasks of the

abolished body. Employment relation of such civil servants may therefore not be

terminated. They may be assigned to the same jobs. In case the tasks of the



29 It is considered that the civil servant or the work unit does not meet the expected results

if he or she fails to perform the job or activity in the determined deadlines or if the work

or activity performance does not reach required expertise or quality.

30. It may be considered that no transfer is possible if there is no free job which matches

with the competences of the civil servant according to the principal’ estimation or if the

civil servant refuses the offered transfer. The principal is obliged to notify representative

union in the body of the incapacity to.

abolished body are not assumed by another body, the employment of the civil

servant may be terminated. The body may be finally abolished only when the

principal manages to finish the proceedings relating to the termination of

employment for the reasons of service. In case the tasks of a state body are

assumed by a local community administration or vice versa, the employment may

be terminated only to be newly concluded on the following day with the new

employer, without job announcement or open competition. Civil servants may

retain equivalent jobs and all rights acquired by the contract of employment or by

an act of the employer.



These rules may be reasonably applied also in the case of transfer of tasks from a

body to an entity of public law and vice versa. The reasons of service, namely

the reasons of reduction in the scope of public tasks, the privatisation of public

tasks for organisational, structural, or financial reasons, and other similar reasons

are legitimate grounds for the unfavourable transfer as well as for the

termination of the employment contract of the civil servant. According to CSA,

such reasons which result in amendments to the internal organisation act and the

job systematisation may lead to termination of the employment contract or civil

servants may be transferred to new jobs that do not correspond to their titles for

reasons of service.





Programme to Manage the Dismissal.




The programme, which is focused towards the efficient and just approach to

resolve the problem of work unit concerning the redundancy, consists of different

elements. According to the statute the programme must contain

o reasons for the redundancies,

o measures for preventing or limiting to the highest possible degree the

termination of

workers’ employment relations. The main duty of the employer in this area

is to examine the possibility to secure the continuation of the employment

of the employees under modified conditions,

o the list of redundant workers. It is of a big importance that it also contains

measures and criteria for the selection of measures to mitigate harmful

consequences of the termination of employment relations, such as the offer

for a new job with another employer, the assurance of pecuniary aid, the

assurance of financial help for starting an independent activity, and the

purchase of insurance period. The dismissal programme for redundant

workers must be financially assessed.



The dismissal of the great number of the employees may also take place in the

public sector. In the public sector the programme to manage the dismissal must be

elaborated according CSA provisions as well. In the procedure of stating the

existence of the great number of redundant civil servants every body is considered

as the independent unit of the public sector, however, in the process of resolving

the problem of redundancy, the personnel needs and demands of all bodies

included in the web of internal labour market must be taken into consideration.

Officer whose work becomes redundant may be transferred to the job which

corresponds to his or her title and competences if such job is available in the

body. Other civil servants who perform the supportive jobs may be transferred to

the job if the basic wage for job performance is assessed at least as high as their

previous basic wage and if only they are competent to perform such job.



If the transfer of the civil servant is not possible, the professional training may be

granted to the civil servant providing him or her competences needed for the

performance of the free job in the body. CSA also regulates the situation and

conditions for his or her eventual transfer to other jobs with the change of the

title. In case that none of these possibilities exist, the civil servant may be placed

in the internal labour market. If the transfer is not possible within one month

the civil servant may be dismissed as a redundant employee.31 In such case, he or

she is entitled to have the right of priority of employment in later hiring

procedure regardless of the rules of the public competition if the new hiring takes

place in the period of two years from the dismissal. If the possibility for the

transfer of the employee in a remote location exists, the competent authority must

offer this possibility to the civil servant; however, the civil servant may choose

whether to accept such offer or to refuse it and assert the right to the severance

pay.



The Types of Immediate Termination of the Employment Contract.



The immediate termination of the employment contract is a legal fact caused by

the unilaterally expressed will of an employment contract party in accordance

with the statute. The statute determines the cases in which the employment

contract party has the right to terminate the existing contract with the immediate

legal effect. These cases are concretely described by the statute, taking into

account the abstract frames of the definition of the justified or valid reasons for

the termination of the employment contract upon the unilateral decision of the

party of the contract. There are two possible modes of the immediate termination

of the employment contract. On one hand, there is the possibility of the

employer’s immediate dismissal of the employee, and on the other hand, there is

also an irregular (extraordinary) termination of the employment contract, caused

by the employees decision notified to the employer. For both situations the

statute imposes a, strict condition which must be fulfilled in order for the

unilateral decision of the employment contract party to terminate the contract to

be legally valid. This condition entails that in the given circumstances it is not

possible to preserve the employment relation even until the expiration of the

notice of termination or until the expiration of the period for which the

employment contract was concluded. The irregular termination of the employment

contract must be delivered by the contractual party in short deadlines. The party

may do so within 30 days as from learning of the reasons which justify the

irregular termination of the employment contract (subjective deadline) and no

later than six months as from the occurrence of the reason in reality (objective

deadline). In the case of a fault reason caused by the worker or by the employer,

which has all characteristics of a criminal offence, the contractual party may

terminate the employment contract within 30 days as from learning of the reasons

which justify the irregular termination of the employment contract (subjective



31 During the notice period the possibility of transfer of the public servant may be found.

In such a case the dismissal may be cancelled if the civil servant agrees.

deadline) and regarding the offender, for the entire period in which he or she may

be the subject to criminal prosecution.





WAGES - Supplements as the Elements of the Wage or Salary System in the





Public Sector.




Supplements in the public sector are more or less regulated on the basis of the

common starting point. The statute determines the basis for the supplements

recognition. These bases are as followed:

- supplement on the basis of the managerial position of the officer,32

- supplement on the basis of the period of employment,33

- supplement for the mentorship to the applicants, 34

- supplement for the reached specialization, the master degree or Ph degree

if this is not a precondition for a specific job,35

- supplement for due bilingual service,36

- supplement for the unfavourable working conditions, which have not been

taken into account in the process of the evaluation of the job or title or

function,37

- supplement for work in less favourable working time.38



Functionaries are as a general rule not entitled to supplements with the exception

of the supplement for the employment period. The supplements are determined by

the statute, the Government ordinance, or the collective contracts stipulated for the

public sector and are calculated on the basis of the basic wage or salary of the

civil servant. The supplements for judges and some functionaries are separately

regulated by the statute.





Education and Training


ERA does not regulate the issues of the scholarships in the private sector. The

subject is namely considered a special area of free contractual regulation



32 The supplement which is based on the managerial position of the officer or functionary

is determined by the statute in or by the Governmental ordinance.

33 The supplement which is based on the employment period of a person has its legitimate

grounds in fact that the person has acquired added working skills in his or her entire

professional career.

34 The supplement for the mentorship to the applicants may be determined by the

collective contract for the public sector.

35 The supplement may be determined by the collective contract for the public sector.

36 The supplement is acknowledged to civil servants and functionaries who work on the

territory with the bilingual administration.

37 The supplement may be granted to persons who work in difficult working

circumstances however this fact is not taken into account in the evaluation of their basic

wage. Special type of this supplement is the one which is based on the fact that persons

work in dangerous circumstances and with increased workload. They are determined by

the collective contract for the public sector.

38 This supplements may be determined for the work in shifts, work in irregular

distribution of the working time, work at night, etc. The special supplement is secured to

persons who have the duty of permanent readiness for emergency interventions. They are

determined by the collective contract for the public sector.

between the employees and employers. The subject, however, may be an

important part of collective bargaining between the employers and workers’

representatives. Scholarships are also an important subject of a national

employment policy and as such present the important issue of the national

employment strategy under the custody of the Employment Service Institute of

Republic of Slovenia and the Ministry of Labour, Social Affaires and Family. The

main subject of this policy is to provide national scholarships for pupils and

students, who prove their learning or studying excellence or who are living in

unfavourable social conditions such that their social situation disable them to

learn or study without the state support.



The approach to scholarships in the public sector has a different starting point.

The public sector entities have a legitimate goal of providing the financial support

to pupils and students with the aim of drawing the hiring policy. On such basis

CSA determines frames of scholarship relations with the pupils and students. The

statute provides for scholarship-holders to be selected on the basis of open

competition. The selection must made by an administrative decision served on all

those participating in the competition. Appeal is allowed against the decision and

is decided by an appellate commission. Upon the finality of the decision on

selection, a contract, regulating mutual rights and duties must be concluded

with the scholarship-holder.



xxx. The Role of the Training for the Employment Contract Parties.



In the era of quick changes of modern states in direction of developments of the

information society and growing competition among enterprises on global

markets, human knowledge and the knowledge and skills of the employees play a

vital role in the business success and perspectives works units. The paradigm of

the lifelong learning has become an important value. This paradigm has its

regulatory basis in the Constitution, relevant international regulations, i.e. the ILO

conventions and others. Slovene legislation has included some regulations about

the education and training of the employees amongst the minimal working

conditions. Educated and skilled employees are essential for employers to be

competitive on the market. At the same time, the employees have a vital interest

to gain additional knowledge and skills during the employment relation in order to

stay in touch with technical and technological development and to improve their

professional skills.



According to statute, a worker has the right and obligation to the education,

advanced training, and retraining in accordance with the requirements of the

working process with the purpose of maintaining and/or improving capability to

be able to keep the job. An employer is obliged to provide education, advanced

training, and retraining of workers if so required by the needs of the working

process, or if the education, advanced training, or training may prevent the

termination of the employment contract due to incapacity of the employee or

business reasons. In accordance with the needs of education, advanced training,

and training of workers, the employer has the right to refer the worker to

education, training, and advanced training, whereas the worker has the right to

apply for this himself or herself. The duration and the course of education and the

rights of the contracting parties during and after the education is determined by

the contract on education and/or a collective agreement.



In the public sector the importance of permanent education and training is

emphasized even more. First of all, civil servants must prepare themselves for

passing the prescribed exams to be permanently permitted to perform their jobs.

Such exams are of two kinds, firstly, the state exam regarding the public

administration, and secondly, the expert administration exam. The first one is

imposed as the condition for the access to titles which may be reached by the

persons with the high education degree; whereas the second must be passed by

officers with other titles.39The exams are enabled without charge to apprentices

and to officials who have the duty to pass the exam in a deadline specified in the

employer’s decision of appointment in the title. The statute defines the content of

the exams and regulates the recognition of contents if the civil servant has already

passed a similar exam.



CSA namely regulates that officials have the right to apply to be referred to

receive additional education provided in the interest of the employer. Referrals to

further education are carried out on the basis of internal competition published

by the principal, provided that funding has been secured.40 The employer bears the

costs of the further education of officials. The rights and obligations of officials

referred to further education are determined in a contract concluded by the

principal and the official. Officials referred to further education must, after the

completion of education, remain employed with the same employer at least for a

further period of the duration of such education. Otherwise, the employer is

entitled to receive reimbursement of the proportionate share of the paid costs of

education.41 Civil servants also have the right and duty of further training in

respect to their jobs. The officials also have the duty to develop their expert

knowledge according to the specified programme and upon referral by their

superior. The programmes of education, training, and additional

qualifications determine the contents of education, training, and additional

qualifications, and also the funds earmarked for further education and for the

implementation of training and additional qualifications. The general

programme of education, training, and additional qualifications determining the

contents that apply to all bodies, is formed by the Government. The proposal of

the programme is drafted by the body competent for personnel issues on the basis

of expert analyses; the body also manages the implementation of the programme

and makes a plan for its funding. The other plans mentioned above are determined

by principles of the bodies in the specified deadline after the state budget or local



39 CSA provisions regulate the composition of the exam commission, however, the

procedure and other issues regarding the exams fall within the regulatory competence of

the minister for the administration.

40 Officials with higher average annual assessment over the last three years have priority

with respect to referrals to further education.

41 This obligation expires in case the employer within 6 months fails to appoint the

official to title, or to transfer to the work post, for which the education received by the

official is prescribed.





budgets come into force. A report on the implementation and effectiveness of the

programme adopted for the previous period must also be prepared by the

principles within specified deadlines. The content of the programmes and the

evaluation of their success depend on the modern human resource management

principles. The competent authority have to monitor the careers and the expertise

of the civil servants, especially officials. It means that the superior must monitor

the work and the careers of officials, and at least once a year conduct an interview

with each official. Along with this the superior has to monitor the professional

qualifications of officials and provide for occasional testing of their theoretical

and practical knowledge.





The Enforcement and the Protection of Rights, Obligations, and





Responsibilities of the Employees.


ERA contains the provisions which have the function of dispute preventive

measures in cases in which employers do not fulfil their obligations to

employees. The statute determines that whenever a worker learns that the

employer does not fulfil his or her obligations arising from the employment

relation or that he or she violates any of his or her rights arising from employment

relation, the employee can make a request in writing addressed to the employer

to abolish the violation and/or fulfils his or her obligations. Should the employer

not fulfil his or her obligation arising from the employment relation and/or not

abolish the violation within eight working days upon the receipt of the worker’s

written request, and the worker insist upon his or her request, the individual

labour dispute may be initiated on the employee’s unilateral request before the

competent state authority or on his or her request addressed to the third party with

the consent of the employer. Claims arising from employment relation lapse after





five years.


Similar provisions can be found in the law regulating employment relations of

civil servants. The decisions over the legal position of the civil servants should

be made in written form.42 The same rule is applied for the decisions made on

requests to remedy43 the violations of rights arising out of employment relation.

Such decisions must be edited by a written act. Such act must be composed of the

definition of the content of the decision, the statement of grounds, and must be

handed to the civil servant. The provisions of the law governing civil procedure

reasonably apply to the handing of these decisions. In case of the disagreement

with such decision, the employee has the right to appeal which is allowed

against the decision on the rights and obligations arising out of civil servant's

employment relation, and against the violations of rights arising out of



42 Managerial orders and instructions in respect of work falling within the description of

the specific job may not be considered as the decisions on the rights and duties of the

employees. The nature of these decisions must be regarded as the execution of their rights

and duties.

43 In case a civil servant is of the opinion that the employer failed to meet the

obligations or has violated any of his or her rights arising out of employment relation,

he or she has the right to request that violations be remedied and that the employer's

obligations are met. The employer must meet his or her obligations or remedy the

violations within 15 days.

employment relation. The civil servant may file an appeal in deadlines determined

by the statute to the appellate commission.44 When deciding on appeals against

administrative acts, an appellate commission applies the provisions of law

governing general administrative procedure. On the other hand, when deciding

on appeals against acts on the rights, obligations, or responsibilities of civil

servants in pure labour dispute without the authoritative elements, appellate

commissions reasonably apply the statutory regulations governing civil

procedure. An appeal may suspend the execution of the decision on the rights and

obligations arising out of civil servant's employment relation, unless otherwise

provided by the statute. In cases where an authoritative decision on the rights

and obligations of the civil servant is taken, an appeal is allowed in conformity

with the law governing general administrative procedure, unless otherwise

provided by the statute; judicial review of the final decision is allowed in an

administrative dispute. Judicial review of the decision made about the

complainant’s claims is allowed at the labour court, if the civil servant has

previously exhausted the right to appeal. The possibility of submitting the dispute

to the arbitration body is also allowed under the same condition. A civil servant

or the job applicant may request judicial review by submitting the suit to a

competent labour court or administrative court45 within deadlines determined by

the statute. These deadlines run from the time the civil servant has been served

with the decision of the appellate commission or the time in which the deadline

for issuing the order of the appellate commission has expired. If no appeal is

allowed, the period for the submission of the suit begins with the service of the

first-instance act.





Inspectors and Their Activities.




Supervision over implementation of the provisions of ERA, executive regulations,

collective agreements, and general acts of an employer, which regulate

employment relations, is exercised by a labour inspection, unless otherwise

provided by the law. In case of violation of the fundamental provisions of ERA,

the labour inspector has upon the performed supervisory inspection the right and

obligation to issue a decision and order the employer to ensure the implementation

of the Act.





44 The appellate commission is organized with the Government, on issues relating to

civil servants in public administration bodies and judiciary bodies; with other state

bodies, on issues relating to civil servants in other state bodies, with the representative

associations of local communities, on issues relating to civil servants in local

community administrations; in case no such commission is established, appeals may be

decided by the Governmental commission. The statute determines the structure of

commissions, the level of education as the condition for the membership in the

commission, appointment and dismissals of chairman and members, as well as other

procedural and organizational issues (e.g. deadlines).





45 No appeal is allowed against the decisions of the special competition commission but

judicial review in an administrative dispute is, however, allowed.



In order to prevent arbitrary conduct and irreparable damage the labour inspection

may suspend the effect of the termination of the employment contract due to a

notice until the expiry of the time limit for commencing the arbitration and/or

judicial protection procedure, and/or, until the executable arbitration award,

and/or, if the worker in a judicial proceedings requests, not later than by the filing

of a complaint, a temporary injunction, until the decision of the court following a

proposal for issue of a temporary injunction.



According to CSA, the supervision over the use and implementation of the

regulations about the legal position of civil servants is imposed on the inspector

for civil servants system. Inspector has the right to inspect all the documentation

and the data records related to the employment of civil servants. He or she

performs inspections out of official duty. In particular, the inspectors supervise

the conformity of the acts on the systematisation and general acts with laws and

executive regulations; legality and regularity of providing the central personnel

records with the relevant data, and the keeping of the collection of documents

related to the personnel records; it is inspector’s duty to inspect whether

individual acts are issues in a timely and regular mode, the legality of the

contracts of employment, whether the employment is in accordance with

personnel plans, and that employment is otherwise legally correct, the conduct of

competition procedures, that the acts on appointment to title or to a position are

legal; the conduct of proceedings for the assessment of working and professional

qualities, for promotion and for transfer, the conduct of reorganisation

proceedings, the conduct of proceedings for determining incompetence of civil

servants for the performance of work, the implementation of the programmes of

education, training, and additional qualifications, and other. In the conduct of

inspection supervision, the inspector acts independently.46



Inspectors must protect the security of personal and other data that they acquire

during the conduct of supervision. Inspectors draw up the minutes on the

conducted supervision and they are obliged to pass the minutes to the principal of

the body and to the minister competent for the administration as well.



In case inspectors find unlawfulness or irregularities in the activities of the body,

they may propose to the principal that disciplinary proceedings be commenced

against the person who is held responsible. They may also address a claim to the

competent appellate commission, proposing that the unlawful act should be

annulled. They may address to the principal of the body and the minister

competent for the administration a proposal that the measure necessary for the

removal of irregularities be taken. In case the actions found by inspectors amount

to a serious violation of law, they must propose that the proceedings for stating

the responsibility of the competent officers should be instituted. They must

consider the applications of civil servants and representative trade unions of

activities and professions, or representative trade unions in the body, falling

within they competence, and notify the applicants of their findings.



46 The authorisation for the performance of supervision must be demonstrated with an

official identity card. The minister competent for the administration makes provisions as

to the form of the identity card and the procedure for the issuing thereof.