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Prema članu 35. stav (1), ugovor o radu mora biti sačinjen u pisanom obliku, a član 34. stav (1) dalje propisuje da ugovor mora biti zaključen prije stupanja radnika na posao. Ako poslodavac ne zaključi pisani ugovor prije početka rada, član 34. stav (2) propisuje da se radni odnos smatra zasnovanim na neodređeno vrijeme od prvog dana rada, čime se osigurava pravna zaštita radnika.\u003C\u002Fp>\n\u003Ch3>Koji se podaci navode u pismenom ugovoru o radu, pismenoj izjavi o uslovima zaposlenja ili aktu o imenovanju?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, sadržaj pisanog ugovora o radu izričito je propisan. Član 35. stav (2) navodi da pisani ugovor o radu mora sadržavati sljedeće podatke:\n•   naziv i sjedište poslodavca,\n•   ime, prezime, kvalifikacije i prebivalište radnika,\n•   datum početka rada,\n•   naziv radnog mjesta i mjesto rada, uz podatke o trajanju i rasporedu radnog vremena,\n•   platu, novčane naknade i druga primanja iz radnog odnosa,\n•   trajanje godišnjeg odmora,\n•   trajanje ugovora i razlog zaključenja ugovora na određeno vrijeme (ako je primjenjivo),\n•   otkazne rokove za ugovore o radu na neodređeno vrijeme, i\n•   podatke o posebnim uslovima rada, ako su relevantni.\u003C\u002Fp>\n\u003Cp>Dodatno, član 35. stav (4) omogućava da se umjesto izričitog navođenja plate, godišnjeg odmora ili otkaznih rokova, u ugovoru mogu navesti upućivanja na odgovarajuće odredbe zakona ili kolektivnih ugovora kojima su ta prava uređena. Također, prema članu 35. stav (7), poslodavac je dužan uručiti ovjerenu kopiju potpisanog ugovora o radu radniku prije njegovog stupanja na rad.\u003C\u002Fp>\n\u003Ch3>U kojem roku od dana početka rada radniku se mora dostaviti takvo pismeno obavještenje?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, ugovor o radu mora biti zaključen u pisanom obliku prije nego što radnik započne s radom. Član 34. stav (1) propisuje da ugovor mora biti potpisan prije stupanja zaposlenog na posao, a član 35. stav (7) obavezuje poslodavca da radniku uruči ovjerenu kopiju ugovora o radu prije početka rada.\u003C\u002Fp>\n\u003Ch3>Da li zakon obavezuje poslodavca da radniku dostavi akt o imenovanju ili pismene podatke o zaposlenju sa detaljima o radnom odnosu?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske zahtijeva da se svaki radni odnos zasniva pisanim ugovorom o radu, koji predstavlja službeni dokument koji sadrži sve bitne elemente zaposlenja. Prema članu 32, ugovor o radu se smatra zaključenim kada ga potpišu i radnik i poslodavac, a član 35. stav (1) propisuje da ugovor mora biti u pisanom obliku. Ugovor mora sadržavati ključne podatke, kao što su: naziv i sjedište poslodavca, lični podaci radnika, datum početka rada, naziv radnog mjesta i mjesto rada, radno vrijeme, plata i druga primanja, trajanje godišnjeg odmora, trajanje ugovora (ako je riječ o ugovoru na određeno vrijeme), otkazni rokovi te eventualni posebni uslovi rada. Nadalje, član 35. stav (7) obavezuje poslodavca da zaposlenom uruči ovjerenu kopiju ugovora prije nego što radnik otpočne rad.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Izvori:\u003C\u002Fstrong> §32, 34 i 35 Zakona o radu RS\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Ugovori na određeno vrijeme\u003C\u002Fh2>\n          \u003Ch3>Koji je relevantni propis o ugovorima o radu na određeno vrijeme?\u003C\u002Fh3>\n\u003Cp>Relevantno zakonodavstvo o ugovorima na određeno vrijeme sadržano je u Zakonu o radu Republike Srpske, konkretno u članu 39.\u003C\u002Fp>\n\u003Ch3>Pod kojim uslovima su dozvoljeni ugovori o radu na određeno vrijeme?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, uslovi za zaključivanje ugovora na određeno vrijeme propisani su članom 39. Ugovor na određeno vrijeme može se zaključiti samo kada je radni odnos vremenski ograničen objektivnim razlozima, kao što su unaprijed utvrđen period, završetak određenog posla ili nastupanje određenog događaja.\u003C\u002Fp>\n\u003Ch3>Koje je maksimalno trajanje pojedinačnog ugovora o radu na određeno vrijeme? (u mjesecima)\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, član 39. stav (2) propisuje da se jedan ili više ugovora na određeno vrijeme mogu zaključiti za period koji, sa ili bez prekida kraćih od 30 dana, ne može ukupno preći 24 mjeseca. To znači da maksimalno trajanje pojedinačnog ugovora na određeno vrijeme također iznosi 24 mjeseca, osim ako se ne primijeni jedna od izuzetaka iz člana 39. stav (4) (zamjena privremeno odsutnog radnika, rad na projektu do 60 mjeseci ili zaposlenje do sticanja uslova za penziju u roku od pet godina).\u003C\u002Fp>\n\u003Ch3>Koliki je broj dozvoljenih produženja pojedinačnog ugovora o radu na određeno vrijeme?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ne propisuje poseban maksimalni broj obnova ugovora na određeno vrijeme. Umjesto toga, član 39. stav (2) ograničava ukupno trajanje jednog ili više takvih ugovora (sa ili bez prekida kraćih od 30 dana) na najviše 24 mjeseca. Dakle, ugovor na određeno vrijeme može biti obnovljen više puta, ali ukupno trajanje rada po tim ugovorima ne smije preći 24 mjeseca, osim u slučajevima izuzetaka iz člana 39. stav (4) (zamjena odsutnog radnika, rad na projektu do 60 mjeseci ili zaposlenje do sticanja prava na penziju u roku od pet godina).\u003C\u002Fp>\n\u003Ch3>Koje je maksimalno trajanje ugovora o radu na određeno vrijeme, uključujući produženja? (u mjesecima)\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, maksimalno trajanje rada na određeno vrijeme, uključujući sva produženja, ograničeno je na ukupno 24 mjeseca (član 39. stav (2)). Ovo ograničenje važi bez obzira na broj obnova ugovora, pod uslovom da su prekidi između ugovora kraći od 30 dana. Izuzeci su dopušteni prema članu 39. stav (4), gdje ugovor na određeno vrijeme može trajati duže od 24 mjeseca: do 60 mjeseci za rad na projektima, za vrijeme trajanja zamjene privremeno odsutnog radnika ili do ispunjavanja uslova za penziju ako je zaposlenik unutar pet godina od sticanja prava na penziju.\u003C\u002Fp>\n\u003Ch3>Da li zakon ograničava zapošljavanje radnika na određeno vrijeme za poslove stalnog karaktera (na mjesto stalno zaposlenih radnika)?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ograničava upotrebu ugovora na određeno vrijeme za poslove stalne prirode. Prema članu 39. stav (1), ugovor na određeno vrijeme može se zaključiti samo kada je trajanje zaposlenja unaprijed određeno objektivnim razlozima, kao što su unaprijed utvrđen period, završetak određenog posla ili nastupanje određenog događaja. Nadalje, član 39. stav (5) izričito propisuje da, ako je ugovor na određeno vrijeme zaključen suprotno odredbama zakona ili ako radnik nastavi raditi najmanje pet radnih dana nakon isteka ugovora, radni odnos se smatra zasnovanim na neodređeno vrijeme.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Izvori:\u003C\u002Fstrong> §39 Zakona o radu RS\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Probni rad\u003C\u002Fh2>\n          \u003Ch3>Koja je relevantna legislativa o probnom radu\u002F probnom periodu?\u003C\u002Fh3>\n\u003Cp>Relevantno zakonodavstvo o probnom radu uređeno je Zakonom o radu Republike Srpske u članovima 37. i 38.\u003C\u002Fp>\n\u003Ch3>Da li zakon propisuje obavezni probni rad?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ne propisuje obavezan probni rad. Umjesto toga, prema članu 37. stav (1), probni rad se može ugovoriti ili u okviru ugovora o radu ili posebnim ugovorom o probnom radu, ali je opcionalan i zasniva se na sporazumu između poslodavca i radnika. Ako takvo uređenje nije izričito predviđeno, ugovor o radu se smatra važećim bez probnog rada.\u003C\u002Fp>\n\u003Ch3>Koje je maksimalno trajanje probnog perioda (sa ili bez produženja\u002Fobnavljanja)?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, maksimalno trajanje probnog rada uređeno je članom 37. Probni rad može trajati do tri mjeseca (član 37. stav (1)). Izuzetno, ovaj period može biti produžen jednom, sporazumom poslodavca i radnika, za dodatna tri mjeseca (član 37. stav (2)). Dakle, maksimalno trajanje probnog rada iznosi tri mjeseca bez produženja, odnosno ukupno šest mjeseci s produženjem.\u003C\u002Fp>\n\u003Ch3>Da li zakon predviđa različite probne periode za različite vrste poslova?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ne predviđa različite probne rokove u zavisnosti od vrste posla. Prema članu 37. stavovima (1)–(2), probni rad je jedinstveno regulisan, s maksimalnim trajanjem od tri mjeseca, uz mogućnost produženja sporazumom stranaka za dodatna tri mjeseca. Zakon ne pravi razliku između različitih kategorija poslova ili zanimanja pri utvrđivanju trajanja probnog rada.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Izvori:\u003C\u002Fstrong> §37–38 Zakona o radu RS\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Prekid radnog odnosa\u003C\u002Fh2>\n          \u003Ch3>Koje su različite vrste prestanka radnog odnosa?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, radni odnos može prestati po osnovama navedenim u članu 175: istekom vremena na koje je zaključen ugovor; navršenjem 65 godina života uz najmanje 15 godina staža osiguranja; sporazumom strana; otkazom (poslodavca ili radnika); odlukom suda; na zahtjev roditelja\u002Fstaratelja za radnika mlađeg od 18 godina; smrću radnika; te u drugim slučajevima predviđenim zakonom.\nPored toga, prestanak radnog odnosa može nastupiti i nezavisno od volje stranaka kada: postoji utvrđen gubitak radne sposobnosti; radnik bude osuđen na kaznu zatvora ili mu se izrekne mjera bezbjednosti, vaspitna ili zaštitna mjera u trajanju dužem od šest mjeseci; ili poslodavac prestane s radom (član 176).\u003C\u002Fp>\n\u003Cp>Zakon dalje razrađuje prestanak radnog odnosa sporazumom (član 177), otkaz ugovora o radu od strane radnika uz poštivanje otkaznog roka (član 178), te otkaz od strane poslodavca iz opravdanih razloga i uz propisanu proceduru (članovi 179–185).\u003C\u002Fp>\n\u003Cp>Posebne odredbe odnose se na prestanak radnog odnosa na zahtjev roditelja\u002Fstaratelja za maloljetnike (član 196) i na prestanak radnog odnosa smrću radnika (član 197).\u003C\u002Fp>\n\u003Ch3>Koja je procedura za kolektivne otkaze?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, kolektivni višak radnika uređen je u Glavi XI (članovi 160–166). Poslodavac je dužan donijeti program rješavanja viška radnika kada će, u periodu od 90 dana, prestati potreba za radom sljedećeg broja zaposlenih na neodređeno vrijeme: najmanje 10 radnika (kod poslodavaca sa više od 30, a manje od 100 zaposlenih na neodređeno vrijeme), 10% radnika (kod poslodavaca sa više od 100 zaposlenih na neodređeno vrijeme), ili 30 radnika (kod poslodavaca sa više od 300 zaposlenih na neodređeno vrijeme). Obaveza postoji i kada će 30 radnika postati višak u roku od 90 dana bez obzira na ukupan broj zaposlenih (član 160. stavovi (1)–(2)).\u003C\u002Fp>\n\u003Cp>Program mora sadržavati: razloge za utvrđivanje viška; ukupan broj zaposlenih; broj, kvalifikacionu strukturu, starosnu dob, staž osiguranja i radna mjesta radnika za koje prestaje potreba za radom; kriterije za izbor radnika za čijim radom prestaje potreba; mjere za sprječavanje ili ograničavanje otpuštanja (pre raspoređivanje, zapošljavanje kod drugog poslodavca, prekvalifikacija\u002Fdokvalifikacija, rad sa polovinom punog radnog vremena ili više, i dr.); mjere za poboljšanje socio-ekonomskog položaja radnika koji ostaju bez posla; te rok u kojem će se otkaz uručiti (član 161. stav (1)).\u003C\u002Fp>\n\u003Cp>Nadležni organ poslodavca usvaja program nakon razmatranja mišljenja dostavljenih u skladu sa članom 163 (član 162). Poslodavac mora nacrt programa dostaviti sindikatu ili radničkom vijeću te Zavodu za zapošljavanje RS u roku od 8 dana od njegove izrade (član 163); sindikat\u002Fvijeće radnika ima rok od 15 dana za dostavljanje mišljenja, a Zavod za zapošljavanje je, u istom roku, dužan predložiti mogućnosti za prekvalifikaciju\u002Fdokvalifikaciju, samozapošljavanje, upošljavanje kod drugih poslodavaca i druge mjere zapošljavanja (član 164). Poslodavac mora razmotriti ova mišljenja i obavijestiti obje strane o svom stavu u roku od 8 dana (član 165).\u003C\u002Fp>\n\u003Cp>Kriteriji za utvrđivanje viška radnika ne mogu uključivati odsustvo zbog privremene spriječenosti za rad, trudnoće, porodiljskog\u002Froditeljskog odsustva ili odsustva radi posebne njege djeteta (član 166).\u003C\u002Fp>\n\u003Ch3>Šta se podrazumijeva pod konstruktivnim prestankom radnog odnosa?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ne koristi izričito termin „konstruktivni otkaz“. Međutim, u Zakonu postoji slična zaštita sadržana u članu 178. stavovima (3)–(4), koji omogućavaju radniku da otkaže ugovor o radu uz otkazni rok od samo jednog dana ako poslodavac krši obaveze propisane zakonom, kolektivnim ugovorom ili ugovorom o radu. To obuhvata situacije u kojima poslodavac ozbiljno krši radnikova prava (npr. neisplaćivanje plata, nebezbjedni uslovi rada, uznemiravanje).\nU takvim slučajevima, iako formalno radnik daje otkaz, zakon tretira situaciju kao da je poslodavac prouzrokovao prestanak radnog odnosa, što je u suštini ekvivalent pravnom konceptu konstruktivnog otkaza.\u003C\u002Fp>\n\u003Ch3>Koji su zabranjeni razlozi za otkazivanje radnog odnosa?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, zakon jasno zabranjuje otkazivanje ugovora o radu radniku po određenim osnovama. Prema članu 183, poslodavac ne može zakonito otkazati ugovor o radu iz sljedećih razloga:\n•   privremena spriječenost za rad zbog bolesti, povrede na radu ili profesionalne bolesti;\n•   korištenje porodiljskog odsustva, roditeljskog odsustva ili odsustva radi njege djeteta ili posebne njege djeteta;\n•   članstvo ili nečlanstvo u političkoj stranci ili sindikatu, ili zbog angažmana u sindikalnim aktivnostima;\n•   spol, jezik, nacionalnost, etničko porijeklo, socijalno porijeklo, religija, političko ili drugo uvjerenje, ili bilo koja druga lična osobina radnika;\n•   djelovanje kao predstavnik radnika u skladu sa zakonom;\n•   podnošenje pritužbe ili zahtjeva sindikatu, inspekciji rada ili sudu radi zaštite prava iz radnog odnosa.\u003C\u002Fp>\n\u003Cp>Dodatno, član 183. stav (2) propisuje da poslodavac ne može otkazati ugovor o radu radnici za vrijeme trudnoće, porodiljskog odsustva, roditeljskog odsustva ili rada sa skraćenim radnim vremenom radi njege djeteta, u slučajevima otkaza predviđenim članom 179. stav (1) tačke 1), 3) i 4) Zakona (problemi u izvršavanju obaveza, tehnološki višak ili odbijanje potpisivanja zakonitog aneksa ugovora).\u003C\u002Fp>\n\u003Ch3>Koja je procedura za pregled odluka o otkazu radnog odnosa?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske uspostavlja jasnu proceduru za preispitivanje odluka o prestanku radnog odnosa radi zaštite prava radnika. Prema članovima 198–202, odluke o pravima i obavezama radnika, uključujući i odluke o prestanku radnog odnosa, moraju biti donesene u pisanom obliku, uz obrazloženje i uputstvo o pravnim lijekovima (član 199).\u003C\u002Fp>\n\u003Cp>Radnik koji smatra da mu je poslodavac povrijedio pravo može podnijeti pisani zahtjev poslodavcu radi zaštite prava, u roku od 30 dana od saznanja za povredu, a najkasnije tri mjeseca od dana povrede (član 200). Poslodavac mora odlučiti o zahtjevu u roku od 30 dana; ako odluka ne bude donesena, smatra se da je zahtjev usvojen.\u003C\u002Fp>\n\u003Cp>Nezavisno od ovog postupka, radnik ima pravo podnijeti prijedlog za mirno rješavanje spora nadležnom organu ili tužbu nadležnom sudu, u roku od šest mjeseci od povrede prava (član 201).\nDodatno, radnik se može obratiti i inspektoru rada u roku od mjesec dana od saznanja za povredu, a najkasnije tri mjeseca od povrede prava (član 202).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Izvori:\u003C\u002Fstrong> §160–166, 175–185, 196–197, 198–202 Zakona o radu RS\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_noticeseverance_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: employment contracts in Bosna i Hercegovina – .","\u003Cdiv>\n\n\u003Cspan>Ova stranica je zadnja ažurirana:\n      2025-12-17\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Pisani podaci o zaposlenju\u003C\u002Fh2>\n\u003Ch3>Koji je relevantni propis o ugovorima o radu (uključujući vrste: usmeni ili pismeni, na određeno ili neodređeno vrijeme)?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske reguliše ugovore o radu u Glavi II: Zasnivanje radnog odnosa (članovi 26–50).\u003C\u002Fp>\n\u003Ch3>Da li zakon zahtijeva pismene ugovore o radu ili pismene podatke o zaposlenju u slučaju da ne postoji pismeni ugovor?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske izričito zahtijeva da svi ugovori o radu budu zaključeni u pisanom obliku. Prema članu 35. stav (1), ugovor o radu mora biti sačinjen u pisanom obliku, a član 34. stav (1) dalje propisuje da ugovor mora biti zaključen prije stupanja radnika na posao. Ako poslodavac ne zaključi pisani ugovor prije početka rada, član 34. stav (2) propisuje da se radni odnos smatra zasnovanim na neodređeno vrijeme od prvog dana rada, čime se osigurava pravna zaštita radnika.\u003C\u002Fp>\n\u003Ch3>Koji se podaci navode u pismenom ugovoru o radu, pismenoj izjavi o uslovima zaposlenja ili aktu o imenovanju?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, sadržaj pisanog ugovora o radu izričito je propisan. Član 35. stav (2) navodi da pisani ugovor o radu mora sadržavati sljedeće podatke:\n•   naziv i sjedište poslodavca,\n•   ime, prezime, kvalifikacije i prebivalište radnika,\n•   datum početka rada,\n•   naziv radnog mjesta i mjesto rada, uz podatke o trajanju i rasporedu radnog vremena,\n•   platu, novčane naknade i druga primanja iz radnog odnosa,\n•   trajanje godišnjeg odmora,\n•   trajanje ugovora i razlog zaključenja ugovora na određeno vrijeme (ako je primjenjivo),\n•   otkazne rokove za ugovore o radu na neodređeno vrijeme, i\n•   podatke o posebnim uslovima rada, ako su relevantni.\u003C\u002Fp>\n\u003Cp>Dodatno, član 35. stav (4) omogućava da se umjesto izričitog navođenja plate, godišnjeg odmora ili otkaznih rokova, u ugovoru mogu navesti upućivanja na odgovarajuće odredbe zakona ili kolektivnih ugovora kojima su ta prava uređena. Također, prema članu 35. stav (7), poslodavac je dužan uručiti ovjerenu kopiju potpisanog ugovora o radu radniku prije njegovog stupanja na rad.\u003C\u002Fp>\n\u003Ch3>U kojem roku od dana početka rada radniku se mora dostaviti takvo pismeno obavještenje?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, ugovor o radu mora biti zaključen u pisanom obliku prije nego što radnik započne s radom. Član 34. stav (1) propisuje da ugovor mora biti potpisan prije stupanja zaposlenog na posao, a član 35. stav (7) obavezuje poslodavca da radniku uruči ovjerenu kopiju ugovora o radu prije početka rada.\u003C\u002Fp>\n\u003Ch3>Da li zakon obavezuje poslodavca da radniku dostavi akt o imenovanju ili pismene podatke o zaposlenju sa detaljima o radnom odnosu?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske zahtijeva da se svaki radni odnos zasniva pisanim ugovorom o radu, koji predstavlja službeni dokument koji sadrži sve bitne elemente zaposlenja. Prema članu 32, ugovor o radu se smatra zaključenim kada ga potpišu i radnik i poslodavac, a član 35. stav (1) propisuje da ugovor mora biti u pisanom obliku. Ugovor mora sadržavati ključne podatke, kao što su: naziv i sjedište poslodavca, lični podaci radnika, datum početka rada, naziv radnog mjesta i mjesto rada, radno vrijeme, plata i druga primanja, trajanje godišnjeg odmora, trajanje ugovora (ako je riječ o ugovoru na određeno vrijeme), otkazni rokovi te eventualni posebni uslovi rada. Nadalje, član 35. stav (7) obavezuje poslodavca da zaposlenom uruči ovjerenu kopiju ugovora prije nego što radnik otpočne rad.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Izvori:\u003C\u002Fstrong> §32, 34 i 35 Zakona o radu RS\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Ugovori na određeno vrijeme\u003C\u002Fh2>\n\u003Ch3>Koji je relevantni propis o ugovorima o radu na određeno vrijeme?\u003C\u002Fh3>\n\u003Cp>Relevantno zakonodavstvo o ugovorima na određeno vrijeme sadržano je u Zakonu o radu Republike Srpske, konkretno u članu 39.\u003C\u002Fp>\n\u003Ch3>Pod kojim uslovima su dozvoljeni ugovori o radu na određeno vrijeme?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, uslovi za zaključivanje ugovora na određeno vrijeme propisani su članom 39. Ugovor na određeno vrijeme može se zaključiti samo kada je radni odnos vremenski ograničen objektivnim razlozima, kao što su unaprijed utvrđen period, završetak određenog posla ili nastupanje određenog događaja.\u003C\u002Fp>\n\u003Ch3>Koje je maksimalno trajanje pojedinačnog ugovora o radu na određeno vrijeme? (u mjesecima)\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, član 39. stav (2) propisuje da se jedan ili više ugovora na određeno vrijeme mogu zaključiti za period koji, sa ili bez prekida kraćih od 30 dana, ne može ukupno preći 24 mjeseca. To znači da maksimalno trajanje pojedinačnog ugovora na određeno vrijeme također iznosi 24 mjeseca, osim ako se ne primijeni jedna od izuzetaka iz člana 39. stav (4) (zamjena privremeno odsutnog radnika, rad na projektu do 60 mjeseci ili zaposlenje do sticanja uslova za penziju u roku od pet godina).\u003C\u002Fp>\n\u003Ch3>Koliki je broj dozvoljenih produženja pojedinačnog ugovora o radu na određeno vrijeme?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ne propisuje poseban maksimalni broj obnova ugovora na određeno vrijeme. Umjesto toga, član 39. stav (2) ograničava ukupno trajanje jednog ili više takvih ugovora (sa ili bez prekida kraćih od 30 dana) na najviše 24 mjeseca. Dakle, ugovor na određeno vrijeme može biti obnovljen više puta, ali ukupno trajanje rada po tim ugovorima ne smije preći 24 mjeseca, osim u slučajevima izuzetaka iz člana 39. stav (4) (zamjena odsutnog radnika, rad na projektu do 60 mjeseci ili zaposlenje do sticanja prava na penziju u roku od pet godina).\u003C\u002Fp>\n\u003Ch3>Koje je maksimalno trajanje ugovora o radu na određeno vrijeme, uključujući produženja? (u mjesecima)\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, maksimalno trajanje rada na određeno vrijeme, uključujući sva produženja, ograničeno je na ukupno 24 mjeseca (član 39. stav (2)). Ovo ograničenje važi bez obzira na broj obnova ugovora, pod uslovom da su prekidi između ugovora kraći od 30 dana. Izuzeci su dopušteni prema članu 39. stav (4), gdje ugovor na određeno vrijeme može trajati duže od 24 mjeseca: do 60 mjeseci za rad na projektima, za vrijeme trajanja zamjene privremeno odsutnog radnika ili do ispunjavanja uslova za penziju ako je zaposlenik unutar pet godina od sticanja prava na penziju.\u003C\u002Fp>\n\u003Ch3>Da li zakon ograničava zapošljavanje radnika na određeno vrijeme za poslove stalnog karaktera (na mjesto stalno zaposlenih radnika)?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ograničava upotrebu ugovora na određeno vrijeme za poslove stalne prirode. Prema članu 39. stav (1), ugovor na određeno vrijeme može se zaključiti samo kada je trajanje zaposlenja unaprijed određeno objektivnim razlozima, kao što su unaprijed utvrđen period, završetak određenog posla ili nastupanje određenog događaja. Nadalje, član 39. stav (5) izričito propisuje da, ako je ugovor na određeno vrijeme zaključen suprotno odredbama zakona ili ako radnik nastavi raditi najmanje pet radnih dana nakon isteka ugovora, radni odnos se smatra zasnovanim na neodređeno vrijeme.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Izvori:\u003C\u002Fstrong> §39 Zakona o radu RS\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Probni rad\u003C\u002Fh2>\n\u003Ch3>Koja je relevantna legislativa o probnom radu\u002F probnom periodu?\u003C\u002Fh3>\n\u003Cp>Relevantno zakonodavstvo o probnom radu uređeno je Zakonom o radu Republike Srpske u članovima 37. i 38.\u003C\u002Fp>\n\u003Ch3>Da li zakon propisuje obavezni probni rad?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ne propisuje obavezan probni rad. Umjesto toga, prema članu 37. stav (1), probni rad se može ugovoriti ili u okviru ugovora o radu ili posebnim ugovorom o probnom radu, ali je opcionalan i zasniva se na sporazumu između poslodavca i radnika. Ako takvo uređenje nije izričito predviđeno, ugovor o radu se smatra važećim bez probnog rada.\u003C\u002Fp>\n\u003Ch3>Koje je maksimalno trajanje probnog perioda (sa ili bez produženja\u002Fobnavljanja)?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, maksimalno trajanje probnog rada uređeno je članom 37. Probni rad može trajati do tri mjeseca (član 37. stav (1)). Izuzetno, ovaj period može biti produžen jednom, sporazumom poslodavca i radnika, za dodatna tri mjeseca (član 37. stav (2)). Dakle, maksimalno trajanje probnog rada iznosi tri mjeseca bez produženja, odnosno ukupno šest mjeseci s produženjem.\u003C\u002Fp>\n\u003Ch3>Da li zakon predviđa različite probne periode za različite vrste poslova?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ne predviđa različite probne rokove u zavisnosti od vrste posla. Prema članu 37. stavovima (1)–(2), probni rad je jedinstveno regulisan, s maksimalnim trajanjem od tri mjeseca, uz mogućnost produženja sporazumom stranaka za dodatna tri mjeseca. Zakon ne pravi razliku između različitih kategorija poslova ili zanimanja pri utvrđivanju trajanja probnog rada.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Izvori:\u003C\u002Fstrong> §37–38 Zakona o radu RS\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Prekid radnog odnosa\u003C\u002Fh2>\n\u003Ch3>Koje su različite vrste prestanka radnog odnosa?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, radni odnos može prestati po osnovama navedenim u članu 175: istekom vremena na koje je zaključen ugovor; navršenjem 65 godina života uz najmanje 15 godina staža osiguranja; sporazumom strana; otkazom (poslodavca ili radnika); odlukom suda; na zahtjev roditelja\u002Fstaratelja za radnika mlađeg od 18 godina; smrću radnika; te u drugim slučajevima predviđenim zakonom.\nPored toga, prestanak radnog odnosa može nastupiti i nezavisno od volje stranaka kada: postoji utvrđen gubitak radne sposobnosti; radnik bude osuđen na kaznu zatvora ili mu se izrekne mjera bezbjednosti, vaspitna ili zaštitna mjera u trajanju dužem od šest mjeseci; ili poslodavac prestane s radom (član 176).\u003C\u002Fp>\n\u003Cp>Zakon dalje razrađuje prestanak radnog odnosa sporazumom (član 177), otkaz ugovora o radu od strane radnika uz poštivanje otkaznog roka (član 178), te otkaz od strane poslodavca iz opravdanih razloga i uz propisanu proceduru (članovi 179–185).\u003C\u002Fp>\n\u003Cp>Posebne odredbe odnose se na prestanak radnog odnosa na zahtjev roditelja\u002Fstaratelja za maloljetnike (član 196) i na prestanak radnog odnosa smrću radnika (član 197).\u003C\u002Fp>\n\u003Ch3>Koja je procedura za kolektivne otkaze?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, kolektivni višak radnika uređen je u Glavi XI (članovi 160–166). Poslodavac je dužan donijeti program rješavanja viška radnika kada će, u periodu od 90 dana, prestati potreba za radom sljedećeg broja zaposlenih na neodređeno vrijeme: najmanje 10 radnika (kod poslodavaca sa više od 30, a manje od 100 zaposlenih na neodređeno vrijeme), 10% radnika (kod poslodavaca sa više od 100 zaposlenih na neodređeno vrijeme), ili 30 radnika (kod poslodavaca sa više od 300 zaposlenih na neodređeno vrijeme). Obaveza postoji i kada će 30 radnika postati višak u roku od 90 dana bez obzira na ukupan broj zaposlenih (član 160. stavovi (1)–(2)).\u003C\u002Fp>\n\u003Cp>Program mora sadržavati: razloge za utvrđivanje viška; ukupan broj zaposlenih; broj, kvalifikacionu strukturu, starosnu dob, staž osiguranja i radna mjesta radnika za koje prestaje potreba za radom; kriterije za izbor radnika za čijim radom prestaje potreba; mjere za sprječavanje ili ograničavanje otpuštanja (pre raspoređivanje, zapošljavanje kod drugog poslodavca, prekvalifikacija\u002Fdokvalifikacija, rad sa polovinom punog radnog vremena ili više, i dr.); mjere za poboljšanje socio-ekonomskog položaja radnika koji ostaju bez posla; te rok u kojem će se otkaz uručiti (član 161. stav (1)).\u003C\u002Fp>\n\u003Cp>Nadležni organ poslodavca usvaja program nakon razmatranja mišljenja dostavljenih u skladu sa članom 163 (član 162). Poslodavac mora nacrt programa dostaviti sindikatu ili radničkom vijeću te Zavodu za zapošljavanje RS u roku od 8 dana od njegove izrade (član 163); sindikat\u002Fvijeće radnika ima rok od 15 dana za dostavljanje mišljenja, a Zavod za zapošljavanje je, u istom roku, dužan predložiti mogućnosti za prekvalifikaciju\u002Fdokvalifikaciju, samozapošljavanje, upošljavanje kod drugih poslodavaca i druge mjere zapošljavanja (član 164). Poslodavac mora razmotriti ova mišljenja i obavijestiti obje strane o svom stavu u roku od 8 dana (član 165).\u003C\u002Fp>\n\u003Cp>Kriteriji za utvrđivanje viška radnika ne mogu uključivati odsustvo zbog privremene spriječenosti za rad, trudnoće, porodiljskog\u002Froditeljskog odsustva ili odsustva radi posebne njege djeteta (član 166).\u003C\u002Fp>\n\u003Ch3>Šta se podrazumijeva pod konstruktivnim prestankom radnog odnosa?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske ne koristi izričito termin „konstruktivni otkaz“. Međutim, u Zakonu postoji slična zaštita sadržana u članu 178. stavovima (3)–(4), koji omogućavaju radniku da otkaže ugovor o radu uz otkazni rok od samo jednog dana ako poslodavac krši obaveze propisane zakonom, kolektivnim ugovorom ili ugovorom o radu. To obuhvata situacije u kojima poslodavac ozbiljno krši radnikova prava (npr. neisplaćivanje plata, nebezbjedni uslovi rada, uznemiravanje).\nU takvim slučajevima, iako formalno radnik daje otkaz, zakon tretira situaciju kao da je poslodavac prouzrokovao prestanak radnog odnosa, što je u suštini ekvivalent pravnom konceptu konstruktivnog otkaza.\u003C\u002Fp>\n\u003Ch3>Koji su zabranjeni razlozi za otkazivanje radnog odnosa?\u003C\u002Fh3>\n\u003Cp>Prema Zakonu o radu Republike Srpske, zakon jasno zabranjuje otkazivanje ugovora o radu radniku po određenim osnovama. Prema članu 183, poslodavac ne može zakonito otkazati ugovor o radu iz sljedećih razloga:\n•   privremena spriječenost za rad zbog bolesti, povrede na radu ili profesionalne bolesti;\n•   korištenje porodiljskog odsustva, roditeljskog odsustva ili odsustva radi njege djeteta ili posebne njege djeteta;\n•   članstvo ili nečlanstvo u političkoj stranci ili sindikatu, ili zbog angažmana u sindikalnim aktivnostima;\n•   spol, jezik, nacionalnost, etničko porijeklo, socijalno porijeklo, religija, političko ili drugo uvjerenje, ili bilo koja druga lična osobina radnika;\n•   djelovanje kao predstavnik radnika u skladu sa zakonom;\n•   podnošenje pritužbe ili zahtjeva sindikatu, inspekciji rada ili sudu radi zaštite prava iz radnog odnosa.\u003C\u002Fp>\n\u003Cp>Dodatno, član 183. stav (2) propisuje da poslodavac ne može otkazati ugovor o radu radnici za vrijeme trudnoće, porodiljskog odsustva, roditeljskog odsustva ili rada sa skraćenim radnim vremenom radi njege djeteta, u slučajevima otkaza predviđenim članom 179. stav (1) tačke 1), 3) i 4) Zakona (problemi u izvršavanju obaveza, tehnološki višak ili odbijanje potpisivanja zakonitog aneksa ugovora).\u003C\u002Fp>\n\u003Ch3>Koja je procedura za pregled odluka o otkazu radnog odnosa?\u003C\u002Fh3>\n\u003Cp>Zakon o radu Republike Srpske uspostavlja jasnu proceduru za preispitivanje odluka o prestanku radnog odnosa radi zaštite prava radnika. Prema članovima 198–202, odluke o pravima i obavezama radnika, uključujući i odluke o prestanku radnog odnosa, moraju biti donesene u pisanom obliku, uz obrazloženje i uputstvo o pravnim lijekovima (član 199).\u003C\u002Fp>\n\u003Cp>Radnik koji smatra da mu je poslodavac povrijedio pravo može podnijeti pisani zahtjev poslodavcu radi zaštite prava, u roku od 30 dana od saznanja za povredu, a najkasnije tri mjeseca od dana povrede (član 200). Poslodavac mora odlučiti o zahtjevu u roku od 30 dana; ako odluka ne bude donesena, smatra se da je zahtjev usvojen.\u003C\u002Fp>\n\u003Cp>Nezavisno od ovog postupka, radnik ima pravo podnijeti prijedlog za mirno rješavanje spora nadležnom organu ili tužbu nadležnom sudu, u roku od šest mjeseci od povrede prava (član 201).\nDodatno, radnik se može obratiti i inspektoru rada u roku od mjesec dana od saznanja za povredu, a najkasnije tri mjeseca od povrede prava (član 202).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Izvori:\u003C\u002Fstrong> §160–166, 175–185, 196–197, 198–202 Zakona o radu RS\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fbs-ba\u002Frad-u-bosni-i-hercegovini\u002Fzakon-o-radu-fbih\u002Fugovori-i-otkazi\u002Fobavjestenje-i-otpremnina'>Obavještenje i otpremnina\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fbs-ba\u002Frad-u-bosni-i-hercegovini\u002Fzakon-o-radu-fbih\u002Frad-i-plate'>Rad i plate\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fbs-ba\u002Frad-u-bosni-i-hercegovini\u002Fzakon-o-radu-fbih\u002Fmajcinstvo-i-rad'>Majčinstvo i rad\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fbs-ba\u002Frad-u-bosni-i-hercegovini\u002Fzakon-o-radu-fbih\u002Fbolovanje'>Bolovanje\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Kontaktirajte 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