Besedilo konvencije v angleškem izvirniku in v slovenskem prevodu se glasi:
Convention 158
CONVENTION CONCERNING TERMINATION OF EMPLOYMENT AT THE INITIATIVE OF THE EMPLOYER
The General Conference of the International Labour Organisation,
Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its Sixty-eighth Session on 2 June 1982 and
Noting the existing international standards contained in the Termination of Employment Recommendation, 1963, and
Noting that since the adoption of the Termination of Employment Recommendation, 1963, significant developments have occurred in the law and practice of many member States on the questions covered by that Recommendation, and
Considering that these developments have made it appropriate to adopt new international standards on the subject, particularly having regard to the serious problems in this field resulting from the economic difficulties and technological changes experienced in recent years in many countries,
Having decided upon the adoption of certain proposals with regard to termination of employment at the initiative of the employer, which is the fifth item on the agenda of the session, and
Having determined that these proposals shall take the form of an international Convention;
adopts this twenty-second day of June of the year one thousand nine hundred and eighty-two the following Convention which may be cited as the Termination of Employment Convention, 1982:
Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its Sixty-eighth Session on 2 June 1982 and
Noting the existing international standards contained in the Termination of Employment Recommendation, 1963, and
Noting that since the adoption of the Termination of Employment Recommendation, 1963, significant developments have occurred in the law and practice of many member States on the questions covered by that Recommendation, and
Considering that these developments have made it appropriate to adopt new international standards on the subject, particularly having regard to the serious problems in this field resulting from the economic difficulties and technological changes experienced in recent years in many countries,
Having decided upon the adoption of certain proposals with regard to termination of employment at the initiative of the employer, which is the fifth item on the agenda of the session, and
Having determined that these proposals shall take the form of an international Convention;
adopts this twenty-second day of June of the year one thousand nine hundred and eighty-two the following Convention which may be cited as the Termination of Employment Convention, 1982:
PART I. METHODS OF IMPLEMENTATION SCOPE AND DEFINITIONS
Article 1
The provisions of this Convention shall, in so far as they are not otherwise made effective by means of collective agreements, arbitration awards or court decisions or in such other manner as may be consistent with national practice, be given effect by laws or regulations.
Article 2
1. This Convention applies to all branches of economic activity and to all employed persons.
2. A Member may exclude the following categories of employed persons from all or some of the provisions of this Convention:
(a) workers engaged under a contract of employment for a specified period of time or a specified task;
(b) workers serving a period of probation or a qualifying period of employment, determined in advance and of reasonable duration;
(c) workers engaged on a casual basis for a short period.
3. Adequate safeguards shall be provided against recourse to contracts of employment for a specified period of time the aim of which is to avoid the protection resulting from this Convention.
4. In so far as necessary, measures may be taken by the competent authority or through the appropriate machinery in a country, after consultation with the organisations of employers and workers concerned, where such exist, to exclude from the application of this Convention or certain provisions thereof categories of employed persons whose terms and conditions of employment are governed by special arrangements which as a whole provide protection that is at least equivalent to the protection afforded under the Convention.
5. In so far as necessary, measures may be taken by the competent authority or through the appropriate machinery in a country, after consultation with the organisations of employers and workers concerned, where such exist, to exclude from the application of this Convention or certain provisions thereof other limited categories of employed persons in respect of
which special problems of a substantial nature arise in the light of the particular conditions of employment of the workers concerned or the size or nature of the undertaking that employs them.
6. Each Member which ratifies this Convention shall list in the first report on the application of the Convention submitted under article 22 of the Constitution of the International Labour Organisation any categories which may have been excluded in pursuance of paragraphs 4 and 5 of this Article, giving the reasons for such exclusion, and shall state in subsequent reports the position of its law and practice regarding the categories excluded, and the extent to which effect has been given or is proposed to be given to the Convention in respect of such categories.
2. A Member may exclude the following categories of employed persons from all or some of the provisions of this Convention:
(a) workers engaged under a contract of employment for a specified period of time or a specified task;
(b) workers serving a period of probation or a qualifying period of employment, determined in advance and of reasonable duration;
(c) workers engaged on a casual basis for a short period.
3. Adequate safeguards shall be provided against recourse to contracts of employment for a specified period of time the aim of which is to avoid the protection resulting from this Convention.
4. In so far as necessary, measures may be taken by the competent authority or through the appropriate machinery in a country, after consultation with the organisations of employers and workers concerned, where such exist, to exclude from the application of this Convention or certain provisions thereof categories of employed persons whose terms and conditions of employment are governed by special arrangements which as a whole provide protection that is at least equivalent to the protection afforded under the Convention.
5. In so far as necessary, measures may be taken by the competent authority or through the appropriate machinery in a country, after consultation with the organisations of employers and workers concerned, where such exist, to exclude from the application of this Convention or certain provisions thereof other limited categories of employed persons in respect of
which special problems of a substantial nature arise in the light of the particular conditions of employment of the workers concerned or the size or nature of the undertaking that employs them.
6. Each Member which ratifies this Convention shall list in the first report on the application of the Convention submitted under article 22 of the Constitution of the International Labour Organisation any categories which may have been excluded in pursuance of paragraphs 4 and 5 of this Article, giving the reasons for such exclusion, and shall state in subsequent reports the position of its law and practice regarding the categories excluded, and the extent to which effect has been given or is proposed to be given to the Convention in respect of such categories.
Article 3
For the purpose of this Convention the terms "termination" and "termination of employment" mean termination of employment at the initiative of the employer.
PART II. STANDARDS OF GENERAL APPLICATION
Division A. Justification for termination
Article 4
The employment of a worker shall not be terminated unless there is a valid reason for such termination connected with the capacity or conduct of the worker or based on the operational requirements of the undertaking, establishment or service.
Article 5
The following, inter alia, shall not constitute valid reasons for termination:
(a) Union membership or participation in union activities outside working hours or, with the consent of the employer, within working hours;
(b) seeking office as, or acting or having acted in the capacity of, a workers representative;
(c) the filing of a complaint or the participation in proceedings against an employer involving alleged violation of laws or regulations or recourse to competent administrative authorities;
(d) race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin;
(e) absence from work during maternity leave.
(a) Union membership or participation in union activities outside working hours or, with the consent of the employer, within working hours;
(b) seeking office as, or acting or having acted in the capacity of, a workers representative;
(c) the filing of a complaint or the participation in proceedings against an employer involving alleged violation of laws or regulations or recourse to competent administrative authorities;
(d) race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin;
(e) absence from work during maternity leave.
Article 6
1. Temporary absence from work because of illness or injury shall not constitute a valid reason for termination.
2. The definition of what constitutes temporary absence from work, the extent to which medical certification shall be required and possible limitations to the application of paragraph 1 of this Article shall be determined in accordance with the methods of implementation referred to in Article 1 of this Convention.
2. The definition of what constitutes temporary absence from work, the extent to which medical certification shall be required and possible limitations to the application of paragraph 1 of this Article shall be determined in accordance with the methods of implementation referred to in Article 1 of this Convention.
Division B. Procedure prior to or at the time of termination
Article 7
The employment of a worker shall not be terminated for reasons related to the worker's conduct or performance before he is provided an opportunity to defend himself against the allegations, made, unless the employer cannot reasonably be expected to provide this opportunity.
Division C. Procedure of appeal against termination
Article 8
1. A worker who considers that his employment has been unjustifiably terminated shall be entitled to appeal against that termination to an impartial body, such as a court, labour tribunal, arbitration committee or arbitrator.
2. Where termination has been authorised by a competent authority the application of paragraph 1 of this Article may be varied according to national law and practice.
3. A worker may be deemed to have waived his right to appeal against the termination of his employment if he has not exercised that right within a reasonable period of time after termination.
2. Where termination has been authorised by a competent authority the application of paragraph 1 of this Article may be varied according to national law and practice.
3. A worker may be deemed to have waived his right to appeal against the termination of his employment if he has not exercised that right within a reasonable period of time after termination.
Article 9
1. The bodies referred to in Article 8 of this Convention shall be empowered to examine the reasons given for the termination and the other circumstances relating to the case and to render a decision on whether the termination was justified.
2. In order for the worker not to have to bear alone the burden of proving that the termination was not justified, the methods of implementation referred to in Article 1 of this Convention shall provide for one or the other or both of the following possibilities:
(a) the burden of proving the existence of a valid reason for the termination as defined in Article 4 of this Convention shall rest on the employer;
(b) the bodies referred to in Article 8 of this Convention shall be empowered to reach a conclusion on the reason for the termination having regard to the evidence provided by the parties and according to procedures provided for by national law and practice.
3. In cases of termination stated to be for reasons based on the operational requirements of the undertaking, establishment or service, the bodies referred to in Article 8 of this Convention shall be empowered to determine whether the termination was indeed for these reasons, but the extent to which they shall also be empowered to decide whether these reasons are sufficient to justify that termination shall be determined by the methods of implementation referred to in Article 1 of this Convention.
2. In order for the worker not to have to bear alone the burden of proving that the termination was not justified, the methods of implementation referred to in Article 1 of this Convention shall provide for one or the other or both of the following possibilities:
(a) the burden of proving the existence of a valid reason for the termination as defined in Article 4 of this Convention shall rest on the employer;
(b) the bodies referred to in Article 8 of this Convention shall be empowered to reach a conclusion on the reason for the termination having regard to the evidence provided by the parties and according to procedures provided for by national law and practice.
3. In cases of termination stated to be for reasons based on the operational requirements of the undertaking, establishment or service, the bodies referred to in Article 8 of this Convention shall be empowered to determine whether the termination was indeed for these reasons, but the extent to which they shall also be empowered to decide whether these reasons are sufficient to justify that termination shall be determined by the methods of implementation referred to in Article 1 of this Convention.
Article 10
If the bodies referred to in Article 8 of this Convention find that termination is unjustified and if they are not empowered or do not find it practicable, in accordance with national law and practice, to declare the termination invalid and or order or propose reinstatement of the worker, they shall be empowered to order payment of adequate compensation or such other relief as may be deemed appropriate.
Division D. Period of notice
Article 11
A worker whose employment is to be terminated shall be entitled to a reasonable period of notice or compensation in lieu thereof, unless he is guilty of serious misconduct, that is, misconduct of such a nature that it would be unreasonable to require the employer to continue his employment during the notice period.
Division E. Severance allowance and other income protection
Article 12
1. A worker whose employment has been terminated shall be entitled, in accordance with national law and practice, to
(a) a severance allowance or other separation benefits, the amount of which shall be based inter alia on length of service and the level of wages, and paid directly by the employer or by a fund constituted by employers' contributions; or
(b) benefits from unemployment insurance or assistance or other forms of social security, such as old-age or invalidity benefits, under the normal conditions to which such benefits are subject; or
(c) a combination of such allowance and benefits.
2. A worker who does not fulfill the qualifying conditions for unemployment insurance or assistance under a scheme of general scope need not be paid any allowance or benefit referred to in paragraph 1. subparagraph (a), of this Article solely because he is not receiving an unemployment benefit under paragraph 1, subparagraph (b).
3. Provision maybe made by the methods of implementation referred to in Article 1 of this Convention for loss of entitlement to the allowance or benefits referred to in paragraph 1, subparagraph (a), of this Article in the event of termination for serious misconduct.
(a) a severance allowance or other separation benefits, the amount of which shall be based inter alia on length of service and the level of wages, and paid directly by the employer or by a fund constituted by employers' contributions; or
(b) benefits from unemployment insurance or assistance or other forms of social security, such as old-age or invalidity benefits, under the normal conditions to which such benefits are subject; or
(c) a combination of such allowance and benefits.
2. A worker who does not fulfill the qualifying conditions for unemployment insurance or assistance under a scheme of general scope need not be paid any allowance or benefit referred to in paragraph 1. subparagraph (a), of this Article solely because he is not receiving an unemployment benefit under paragraph 1, subparagraph (b).
3. Provision maybe made by the methods of implementation referred to in Article 1 of this Convention for loss of entitlement to the allowance or benefits referred to in paragraph 1, subparagraph (a), of this Article in the event of termination for serious misconduct.
PART III. SUPPLEMENTARY PROVISIONS CONCERNING TERMINATIONS OF EMPLOYMENT FOR ECONOMIC, TECHNOLOGICAL, STRUCTURAL OR SIMILAR REASONS
Division A. Consultation of workers representatives
Article 13
1. When the employer contemplates terminations for reasons of an economic, technological, structural or similar nature, the employer shall:
(a) provide the workers' representatives concerned in good time with relevant information including the reasons for the terminations contemplated, the number and categories of workers likely to be affected and the period over which the terminations are intended to be carried out;
(b) give, in accordance with national law and practice, the workers' representatives concerned, as early as possible, an opportunity for consultation on measures to be taken to avert or to minimise the terminations and measures to mitigate the adverse effects of any terminations on the workers concerned such as finding alternative employment.
2. The applicability of paragraph 1 of this Article may be limited by the methods of implementation referred to in Article 1 of this Convention to cases in which the number of workers whose termination of employment is contemplated is at least a specified number or percentage of the workforce.
3. For the purposes of this Article the term ,,the workers representatives concerned" means the workers' representatives recognised as such by national law or practice, in conformity with the Workers' Representatives Convention, 1971.
(a) provide the workers' representatives concerned in good time with relevant information including the reasons for the terminations contemplated, the number and categories of workers likely to be affected and the period over which the terminations are intended to be carried out;
(b) give, in accordance with national law and practice, the workers' representatives concerned, as early as possible, an opportunity for consultation on measures to be taken to avert or to minimise the terminations and measures to mitigate the adverse effects of any terminations on the workers concerned such as finding alternative employment.
2. The applicability of paragraph 1 of this Article may be limited by the methods of implementation referred to in Article 1 of this Convention to cases in which the number of workers whose termination of employment is contemplated is at least a specified number or percentage of the workforce.
3. For the purposes of this Article the term ,,the workers representatives concerned" means the workers' representatives recognised as such by national law or practice, in conformity with the Workers' Representatives Convention, 1971.
Division B. Notification to the competent authority
Article 14
1. When the employer contemplates terminations for reasons of an economic, technological, structural or similar nature, he shall notify, in accordance with national law and practice, the competent authority thereof as early as possible, giving relevant information, including a written statement of the reasons for the terminations, the number and categories of workers likely to be affected and the period over which the terminations are intended to be carried out.
2. National laws or regulations may limit the applicability of paragraph 1 of this Article to cases in which the number of workers whose termination of employment is contemplated is at least a specified number or percentage of the workforce.
3. The employer shall notify the competent authority of the terminations referred to in paragraph 1 of this Article a minimum period of time before carrying out the terminations, such period to be specified by national laws or regulations.
2. National laws or regulations may limit the applicability of paragraph 1 of this Article to cases in which the number of workers whose termination of employment is contemplated is at least a specified number or percentage of the workforce.
3. The employer shall notify the competent authority of the terminations referred to in paragraph 1 of this Article a minimum period of time before carrying out the terminations, such period to be specified by national laws or regulations.
PART IV. FINAL PROVISIONS
Article 15
The formal ratifications of this Convention shall be communicated to the Director-General of the International Labour Office for registration.
Article 16
1. This Convention shall be binding only upon those Members of the International Labour Organisation whose ratifications have been registered with the Director-General.
2. It shall come into force twelve months after the date on which the ratifications of two Members have been registered with the Director-General.
3. Thereafter, this Convention shall come into force for any Member twelve months after the date on which its ratification has been registered.
2. It shall come into force twelve months after the date on which the ratifications of two Members have been registered with the Director-General.
3. Thereafter, this Convention shall come into force for any Member twelve months after the date on which its ratification has been registered.
Article 17
1. A Member which has ratified this Convention may denounce it after the expiration of ten years from the date on which the Convention first comes into force, by an act communicated to the Director-General of the International Labour Office for registration. Such denunciation shall not take effect until one year after the date on which it is registered.
2. Each Member which has ratified this Convention and which does not, within the year following the expiration of the period of ten years mentioned in the preceding paragraph, exercise the right of denunciation provided for in this Article, will be bound for another period of ten years and, thereafter, may denounce this Convention at the expiration of each period of ten years under the terms provided for in this Article.
2. Each Member which has ratified this Convention and which does not, within the year following the expiration of the period of ten years mentioned in the preceding paragraph, exercise the right of denunciation provided for in this Article, will be bound for another period of ten years and, thereafter, may denounce this Convention at the expiration of each period of ten years under the terms provided for in this Article.
Article 18
1. The Director-General of the International Labour Office shall notify all Members of the International Labour Organisation of the registration of all ratifications and denunciations communicated to him by the Members of the Organisation.
2. When notifying the Members of the Organisation of the registration of the second ratification communicated to him, the Director-General shall draw the attention of the Members of the Organisation to the date upon which the Convention will come into force.
2. When notifying the Members of the Organisation of the registration of the second ratification communicated to him, the Director-General shall draw the attention of the Members of the Organisation to the date upon which the Convention will come into force.
Article 19
The Director-General of the International Labour Office shall communicate to the Secretary-General of the United Nations for registration in accordance with article 102 of the Charter of the United Nations full particulars of all ratifications and acts of denunciation registered by him in accordance with the provisions of the preceding Articles.
Article 20
At such times as it may consider necessary the Governing Body of the International Labour Office shall present to the General Conference a report on the working of this Convention and shall examine the desirability of placing on the agenda of the Conference the question of its revision in whole or in part.
Article 21
1. Should the Conference adopt a new Convention revising this Convention in whole or in part, then, unless the new Convention otherwise provides
(a) the ratification by a Member of the new revising Convention shall ipso jure involve the immediate denunciation of this Convention, notwithstanding the provisions of Article 17 above, if and when the new revising Convention shall have come into force;
(b) as from the date when the new revising Convention comes into force this Convention shall cease to open to ratification by the Members.
2. This Convention shall in any case remain in force in its actual form and content for those Members which have ratified it but have not ratified the revising Convention.
(a) the ratification by a Member of the new revising Convention shall ipso jure involve the immediate denunciation of this Convention, notwithstanding the provisions of Article 17 above, if and when the new revising Convention shall have come into force;
(b) as from the date when the new revising Convention comes into force this Convention shall cease to open to ratification by the Members.
2. This Convention shall in any case remain in force in its actual form and content for those Members which have ratified it but have not ratified the revising Convention.
Article 22
The English and French versions of the text of this Convention are equally authoritative.
The foregoing is the authentic text of the Convention duly adopted by the General Conference of the International Labour Organisation during its Sixtyeighth Session which was held at Geneva and declared closed the twenty-third day of June 1982.
In faith whereof we have appended our signatures this twenty-third day of June 1982.
The foregoing is the authentic text of the Convention duly adopted by the General Conference of the International Labour Organisation during its Sixtyeighth Session which was held at Geneva and declared closed the twenty-third day of June 1982.
In faith whereof we have appended our signatures this twenty-third day of June 1982.
President Convention, A. Grados Bertorini, (s)
Director-General of the International Labour Office, Francis Blanchard, (s)
The text of the Convention as here presented is a true copy of the text authenticated by the signatures of the President of the International Labour Conference and of the Director-General of the International Labour Office.
Certified true and complete copy,
For the Director-General of the International Labour Office
Konvencija št. 158
KONVENCIJA O PRENEHANJU DELOVNEGA RAZMERJA NA POBUDO DELODAJALCA
Generalna konferenca Mednarodne organizacije dela,
ki jo je v Ženevi sklical administrativni svet Mednarodnega urada za delo in je začela 68. zasedanje 2. junija 1982,
se je seznanila z veljavnimi mednarodnimi normami, ki jih vsebuje priporočilo o prenehanju delovnega razmerja, 1963,
in je upoštevala, da je prišlo po sprejetju priporočila o prenehanju delovnega razmerja, 1963, do pomembnih sprememb v zakonodaji in v praksi mnogih držav članic glede vprašanj, ki so zajeta v tem priporočilu,
in je menila, da je glede na te spremembe treba sprejeti nove mednarodne norme v zvezi s tem vprašanjem, zlasti glede na resne probleme na tem področju, ki so nastali zaradi ekonomskih težav in tehnoloških sprememb, do katerih prihaja v zadnjih letih v številnih državah,
je odločila, da sprejme nekatere predloge, ki se nanašajo na prenehanje delovnega razmerja na pobudo delodajalca, kar je 5. točka dnevnega reda zasedanja,
in sklenila, da bodo imeli ti predlogi obliko mednarodne konvencije,
zato je 22. junija 1982 sprejela naslednjo konvencijo o prenehanju delovnega razmerja, 1982:
Če uporaba te konvencije ni zagotovljena s kolektivnimi pogodbami, arbitražnimi odločbami ali sodbami sodišč ali na kakšen drug način, ki je v skladu z državno prakso, se zagotovi z zakoni ali predpisi.
1.
Ta konvencija se nanaša na vse panoge gospodarskih dejavnosti in na vse zaposlene.
2.
Država članica lahko določi, da vse ali samo nekatere določbe te konvencije ne veljajo za naslednje kategorije zaposlenih:
a)
za delavce, ki so zaposleni na podlagi pogodbe o delu za določen čas ali za določeno nalogo;
b)
za delavce na poskusnem delu ali za pripravnike, katerih pripravniška doba je vnaprej določena in je v razumnih mejah;
c)
za delavce, ki so občasno zaposleni za krajši čas.
3.
Predvideno bo ustrezno varstvo pred sklepanjem pogodb o delu za določen čas, katerih namen je izogniti se varstvu po tej konvenciji.
4.
Po potrebi lahko pristojni organ ali pa druge ustrezne inštitucije v posamezni državi po posvetovanju z zainteresiranimi organizacijami delodajalcev in delavcev, kjer le-te obstajajo, ukrepajo, da se uporaba te konvencije ali nekaterih njenih določb izvzame za tiste kategorije zaposlenih, katerih zaposlitveni pogoji so predmet posebnih sporazumov, ki v celoti zagotavljajo vsaj takšno varstvo kot ta konvencija.
5.
Po potrebi lahko pristojni organ ali pa druge ustrezne inštitucije v posamezni državi po posvetovanju z zainteresiranimi organizacijami delodajalcev in delavcev, kjer le-te obstajajo, ukrepajo, da se uporaba te konvencije ali nekaterih njenih določb izvzame tudi za druge omejene kategorije zaposlenih, glede katerih so posebni problemi bistvenega pomena zaradi posebnih zaposlitvenih pogojev zadevnih delavcev ali velikosti oziroma značaja podjetja, ki jih zaposluje.
6.
Vsaka država članica, ki ratificira to konvencijo, navede v prvem poročilu o njeni uporabi, ki ga predloži v skladu z 22. členom ustave Mednarodne organizacije dela, vse kategorije, ki so morebiti izvzete v skladu s četrtim in petim odstavkom tega člena, in to izvzetje obrazloži, v naslednjih poročilih pa mora navesti stališče svoje zakonodaje in prakse glede izvzetih kategorij ter v kolikšnem obsegu se ta konvencija za te kategorije uporablja ali se predlaga, da se ta konvencija uporablja glede teh kategorij.
Za namene te konvencije izraza ,,prenehanje" in ,,prenehanje delovnega razmerja" pomenita prenehanje delovnega razmerja na pobudo delodajalca.
Delovno razmerje delavca ne preneha, če za to ni resnega razloga v zvezi s sposobnostjo ali obnašanjem delavca ali v zvezi z operativnimi potrebami podjetja, ustanove ali službe.
Naslednjih razlogov zlasti ni mogoče šteti za resne razloge za prenehanje delovnega razmerja:
a)
članstvo v sindikatu ali udeležba pri dejavnostih sindikata izven delovnega časa ali v delovnem času, če za to da soglasje delodajalec;
b)
potegovanje za funkcijo delavskega predstavnika oziroma sedanje ali prejšnje nastopanje v tem statusu;
c)
vložitev pritožbe ali udeležba v postopku zoper delodajalca zaradi zatrjevane kršitve zakonov ali predpisov ali obračanje na pristojne upravne organe oblasti;
d)
rasa, barva, spol, zakonski stan, družinske obveznosti, nosečnost, veroizpoved, politično mnenje, nacionalna pripadnost ali socialno poreklo;
e)
odsotnost z dela med porodniškim dopustom.
1.
Začasna odsotnost z dela zaradi bolezni ali poškodbe ni resen razlog za prenehanje delovnega razmerja.
2.
Definicija začasne odsotnosti z dela, kdaj se bo zahtevalo zdravniško spričevalo in možne omejitve glede uporabe prvega odstavka tega člena bodo določeni v skladu z metodami za uporabo iz 1. člena te konvencije.
Delovno razmerje delavca ne preneha zaradi razlogov v zvezi z obnašanjem delavca ali njegovim delom, preden mu je omogočeno, da se zagovarja zaradi takšnih trditev, razen če od delodajalca z razlogom ni pričakovati, da mu to omogoči.
1.
Delavec, ki meni, da mu je delovno razmerje neopravičeno prenehalo, se ima pravico pritožiti zoper prenehanje delovnega razmerja pri nepristranskem organu, kot je sodišče, delavsko sodišče, arbitražni komite ali arbiter.
2.
Če je prenehanje delovnega razmerja odobril pristojni organ oblasti, se sme uporaba prvega odstavka tega člena prilagoditi državni zakonodaji in praksi.
3.
Šteje se, da delavec ne bo uveljavljal svoje pravice do pritožbe zoper prenehanje delovnega razmerja, če je ni uveljavil v določenem roku po prenehanju delovnega razmerja.
1.
Organi iz 8. člena te konvencije so pooblaščeni, da proučijo razloge za prenehanje delovnega razmerja ter druge okoliščine v zvezi z zadevnim primerom in odločijo o tem, ali je bilo prenehanje opravičeno.
2.
Da bi se zagotovilo, da delavcu ne bi bilo treba samemu dokazovati, da prenehanje delovnega razmerja ni bilo utemeljeno, je treba z metodami uporabe iz 1. člena te konvencije določiti eno ali drugo ali obe naslednji možnosti:
a)
dokazno breme, da obstaja resen razlog za prenehanje delovnega razmerja po definiciji iz 4. člena te konvencije, je na delodajalcu;
b)
organi iz 8. člena te konvencije so pooblaščeni, da sprejmejo sklep o razlogu za prenehanje delovnega razmerja na podlagi dokazov, ki so jih predložile stranke, in v postopku, predvidenem v državni zakonodaji in praksi.
3.
Če delovno razmerje preneha zaradi operativnih potreb podjetja, ustanove ali službe, so organi iz 8. člena te konvencije pooblaščeni, da ugotovijo, ali je delovno razmerje dejansko prenehalo zaradi teh razlogov, v kolikšni meri pa bodo pooblaščena tudi odločati, ali ti razlogi zadostujejo, da se utemelji to prenehanje delovnega razmerja, bo določeno z metodami uporabe iz 1. člena te konvencije.
Če organi iz 8. člena te konvencije ocenijo, da je prenehanje delovnega razmerja neutemeljeno, in če niso pooblaščeni ali menijo, da prenehanja delovnega razmerja v skladu z državno zakonodajo in prakso ni mogoče izreči za neveljavno in / ali odrediti ali predlagati, da se delavec vrne na delo, so pooblaščeni, da odredijo izplačilo ustreznega nadomestila ali kakšnega drugega ustreznega prejemka.
Delavec, ki mu preneha delovno razmerje, ima pravico do razumnega odpovednega roka ali namesto tega do nadomestila, razen če je kriv za hujšo kršitev delovne discipline oziroma za takšno kršitev delovne discipline, da bi bilo nerazumno zahtevati od delodajalca, da ga zadrži med odpovednim rokom.
1.
Delavec, ki mu je prenehalo delovno razmerje, ima v skladu z državno zakonodajo in prakso pravico:
a)
do odpravnine ali kakšnega drugega podobnega nadomestila, katerega znesek bo med drugim odvisen tudi od delovne dobe in višine plače; izplačuje ga neposredno delodajalec ali se izplačuje iz sklada, ustanovljenega iz prispevkov delodajalcev;
b)
do prejemkov iz zavarovanja v primeru nezaposlenosti ali pomoči nezaposlenim ali do kakšnih drugih prejemkov iz socialnega zavarovanja, kot so starostni in invalidski prejemki, ki se dajejo v normalnih pogojih, pod katerimi se uveljavlja pravica do njih;
c)
do kombinacije takšne odpravnine in prejemkov.
2.
Delavcu, ki ne izpolnjuje potrebnih pogojev za prejemke iz zavarovanja v primeru nezaposlenosti ali za pomoč nezaposlenim na podlagi splošnih predpisov, ni treba izplačati nobene odpravnine ali nadomestila iz prvega odstavka tega člena pod a) samo zato, ker ne dobiva gmotne oskrbnine za nezaposlenost na podlagi prvega odstavka pod b).
3.
Če delovno razmerje preneha zaradi hujše kršitve delovne discipline, se lahko z metodami za uporabo iz 1. člena te konvencije določi izguba pravice do odpravnine ali nadomestila iz prvega odstavka tega člena pod a).
1.
Kadar namerava delodajalec prekiniti delovno razmerje z delavci zaradi ekonomskih, tehnoloških, strukturnih ali podobnih razlogov, mora:
a)
zainteresiranim delavskim predstavnikom pravočasno dati ustrezne informacije, obvestiti jih mora tudi o razlogih za nameravane prekinitve delovnega razmerja, številu in kategorijah delavcev, ki bodo verjetno zajeti, ter o roku, v katerem namerava prekiniti njihovo delovno razmerje;
b)
v skladu z državno zakonodajo in prakso čim prej omogočiti zainteresiranim delavskim predstavnikom posvetovanja o ukrepih, ki so potrebni za preprečitev ali kar največjo omejitev prekinitev delovnega razmerja ter o ukrepih za omilitev škodljivih posledic prekinitve delovnega razmerja za prizadete delavce, kot je iskanje alternativne zaposlitve.
2.
Uporaba prvega odstavka tega člena se lahko z metodami za uporabo iz 1. člena te konvencije omeji na primere, ko število delavcev, katerih prekinitev delovnega razmerja se obravnava, doseže najmanj določeno število oziroma odstotek delovne sile.
3.
Za namene tega člena pomeni izraz ,,predstavnik prizadetih delavcev" delavskega predstavnika, ki ga kot takšnega prizna državna zakonodaja ali praksa v skladu s konvencijo o delavskih predstavnikih, 1971.
1. Kadar delodajalec predvidi prekinitve delovnega razmerja zaradi ekonomskih, tehnoloških, strukturnih ali podobnih razlogov, o tem čim prej obvesti pristojni organ, pri čemer navede vse odločilne informacije, vštevši tudi pisno izjavo o razlogih za takšne prekinitve, o številu in kategorijah delavcev, ki bodo verjetno zajeti, ter o roku, v katerem namerava prekiniti delovno razmerje.
2. Z državnimi zakoni ali predpisi se lahko omeji uporaba prvega odstavka tega člena na primere, ko število delavcev, katerih prekinitev delovnega razmerja se obravnava, doseže najmanj določeno število oziroma odstotek delovne sile.
3. Delodajalec obvesti pristojni organ o prekinitvi delovnega razmerja iz prvega odstavka tega člena v določenem minimalnem roku pred prenehanjem delovnega razmerja; ta rok, je treba določiti z državnimi zakoni ali predpisi.
Formalne ratifikacije te konvencije se pošljejo v registracijo generalnemu direktorju Mednarodnega urada za delo.
1.
Ta konvencija je obvezna samo za tiste države članice Mednarodne organizacije dela, katerih ratifikacije je registriral generalni direktor.
2.
Konvencija začne veljati 12 mesecev po dnevu, ko generalni direktor registrira ratifikaciji dveh držav članic.
3.
Ta konvencija začne veljati za vsako posamezno državo članico 12 mesecev po dnevu, ko je bila registrirana njena ratifikacija.
1. Država članica, ki je ratificirala to konvencijo, jo lahko odpove po desetih letih od dneva, ko je prvič začela veljati, in sicer z aktom, ki ga pošlje v registracijo generalnemu direktorju Mednarodnega urada za delo. Odpoved začne veljati po enem letu od dneva njene registracije.
2. Ta konvencija je za vsako državo članico, ki jo je ratificirala in ki v letu po desetletnem obdobju, omenjenem v prejšnjem odstavku, ni uveljavila pravice do odpovedi iz tega člena, obvezna za naslednje desetletno obdobje, potem pa jo lahko pod pogoji, ki jih določa ta člen, odpove po poteku vsakega desetletnega obdobja.
1.
Generalni direktor Mednarodnega urada za delo obvesti vse države članice Mednarodne organizacije dela o registraciji vseh ratifikacij in odpovedi, ki so mu jih poslale članice organizacije.
2.
Ko generalni direktor obvesti članice organizacije o registraciji druge ratifikacije, ki mu je bila poslana, jih opozori tudi na dan uveljavitve konvencije.
Generalni direktor Mednarodnega urada za delo pošlje generalnemu sekretarju Združenih narodov v registracijo v skladu s 102. členom ustanovne listine Združenih narodov popolne podatke o vseh ratifikacijah in odpovedih, ki jih je registriral v skladu s prejšnjimi členi.
Administrativni svet Mednarodnega urada za delo predloži, kadarkoli meni, da je to potrebno, generalni konferenci poročilo o uporabi te konvencije in prouči, ali je umestno uvrstiti v dnevni red konference njeno celotno ali delno revizijo.
1.
Če konferenca sprejme novo konvencijo, s katero se ta konvencija v celoti ali delno revidira, in če z novo konvencijo ni drugače določeno:
a)
povzroči ratifikacija nove revidirane konvencije pri eni državi članici ne glede na 17. člen te konvencije ipso iure neposredno odpoved te konvencije, če in ko začne veljati nova revidirana konvencija;
b)
od dneva uveljavitve nove revidirane konvencije ta konvencija državam članicam ni več odprta za ratifikacijo.
2.
V vsakem primeru velja ta konvencija še naprej v svoji sedanji obliki in vsebini za tiste države članice, ki so jo ratificirale, niso pa ratificirale revidirane konvencije.
Angleško in francosko besedilo te konvencije sta enakoveljavni.
To besedilo je avtentično besedilo konvencije, ki jo je po predpisih sprejela generalna konferenca Mednarodne organizacije dela na 68. zasedanju v Ženevi, ki se je končalo 23. junija 1982.
Da bi to potrdila, sta se 23. junija 1982 podpisala
Predsednik konference: A. Grados Bertorini l. r. Generalni direktor Mednarodnega urada za delo: Francis Blanchard l. r.
Besedilo te konvencije je verodostojna kopija besedila, ki sta ga s svojima podpisoma potrdila predsednik Mednarodne konference dela in generalni direktor Mednarodnega urada za delo.
Potrjuje se, da je kopija verodostojna in popolna.
Za generalnega direktorja Mednarodnega urada za delo