Maloletni I Mladi
Detalji pismenog zapošljavanja
Zapošljavanje se uspostavlja zaključivanjem ugovora o zapošljavanju između radnika i poslodavca. Ugovor o zapošljavanju se uspostavlja pre početka rada u pismenoj formi. Ako poslodavac ne uspostavi ugovor o zapošljavanju sa zaposlenim pre početka rada u pisanoj formi, smatra se da je zaposleni započeo rad na neodređeni vremenski period, od dana kada je započeo sa radom. U tom slučaju, poslodavac treba da uspostavi ugovor o zapošljavanju za neodređeni vremenski period u roku od tri dana od dana započinjanja posla.
Ugovor o zapošljavanju mora da sadrži naziv i lokaciju poslodavca; ime i prezime zaposlenog, mesto stanovanja ili prebivalište zaposlenog; lični broj zaposlenog u centralnom registru ili lični identifikacioni broj u slučaju stranog državljanina; tip i stepen profesionalne kvalifikacije zaposlenog ili nivo obrazovanja i profesije; tip i opis posla koji treba da izvršava zaposleni; mesto rada, trajanje zaposlenja (fiksno vreme ili ugovor na neodređeni vremenski period); trajanje fiksnog ugovora o zapošljavanju; datum započinjanja rad; radno vreme; iznos osnovne plate; vremenski okvir plaćanja plate i druge benefite koje zaposleni ima; korišćenje pauze u toku rada, dnevna i nedeljna pauza, godišnji odmor, državni praznici i drugo odstustvo sa posla.
Ugovor o zapošljavanju obavezno uključuje trajanje plaćenog odsustva i godišnji odmor, period napomene o prekidu ugovora o zapošljavanju i odredbe za kolektivni ugovor koji važi za poslodavca.
Izvor: §30 u 31 Zakona o radu, 2019
Ugovori na određeno vreme
Ugovori o zapošljavanju, po pravilu, prave se na neodređeno vreme. Slično tome, ugovor o zapošljavanju koji ne navodi vremenski period trajanja zapošljavanja smatra se ugovorom na neodređeno vreme. Ugovor o zapošljavanju može da se izvrši za određeno vreme, zarad izvršavanja određenog posla čije trajanje je unapred određeno iz objektivnih razloga ili usled pojave nepredviđenih slučajeva ili događaja. Period ugovora na određeno vreme je produženo sa 24 meseca na 36 meseci. Ako zaposleni nastavi da radi za poslodavca nakon isteka ograničenja od 36 meseci, zaposlenje se pretvara u stalni posao.
Izvor: §25 Zakona o radu, 2019
Probni period
Probni period ne može da pređe šest meseci osim u slučajevima člana posade dubokomorskog trgovačkog broda gde probni period može da se pregovara za duži period npr. dok se brod ne vrati u glavnu luku.
Dužina probnog perioda i procena definiše se kolektivnim ugovorom ili ugovorom o zapošljavanju. U toku probnog perioda, radnici na probnom periodu imaju sva prava i odgovornosti, do kojih dolazi usled zapošljavanja. Ako je učinak radnika nezadovoljavajući u toku probnog perioda, zapošljavanje prestaje pri kraju probnog perioda, kao što je definisano pod ugovorom o zapošljavanju. Bilo koja strana može da okonča ugovor o zapošljavanju u toku probnog perioda tako što daje pismeno objašnjenje.
Izvor: §34 Zakona o radu, 2019
Prestanak radnog odnosa
Under Montenegrin Labour Law, an employment contract may end by operation of law, by mutual agreement, or by notice from the employer or the employee. Employment ends by operation of law in the situations expressly listed in the Labour Law. These include, among others, the employee reaching 66 years of age with at least 15 years of insurance service, loss of working capacity established by a final decision, a legal prohibition on performing the work where reassignment is not possible, imprisonment or a security measure lasting more than six months, bankruptcy or liquidation of the employer, expiry of a fixed-term contract, and the employee’s death. In each case the employer must issue a written decision stating the legal basis, reasons and available legal remedy. Mutually agreed employment termination must be made in writing, must specify the date on which employment ends, and becomes effective only after certification by a notary, court or competent local authority. The parties may agree on severance pay, but the law does not make severance mandatory in every mutual-termination case. An employee may resign by written notice that has also been certified by a notary, court or competent local authority. Unless the parties agree otherwise, the notice must be delivered at least 30 days before the intended contract termination date. If the employee fails to observe the notice period, the employer may seek proportionate damages. An employer may terminate employment only on grounds recognised by the Labour Law and by following the prescribed procedure. For conduct- or performance-based dismissals, the law lists specific grounds, including unsatisfactory performance over at least 30 days, certain serious breaches of workplace obligations, giving false information when entering employment or reassignment, refusal to sign certain lawful amendments to the contract, and abuse of sick leave. Before dismissing an employee on those grounds, the employer must generally issue a written warning stating the reasons and evidence, and give the employee at least five working days to respond. Redundancy dismissals are regulated separately. Where at least 20 employees are to be dismissed within 90 days, the employer must first consult the union or employee representatives for at least 30 days and notify the Employment Agency. The purpose of the consultation is to consider measures to avoid or reduce dismissals and to mitigate their consequences. The Labour Law also identifies reasons that cannot justify dismissal. These include temporary incapacity for work due to illness or injury, pregnancy-related leave, maternity leave, parental leave, adoptive or foster-care leave, trade-union activity, political or other personal beliefs, and protected whistleblowing, including reports of suspected corruption or environmental harm. The ordinary notice period is at least 30 days. Immediate termination without that notice is possible only in the situations expressly allowed by the law. During the notice period, the employee is entitled to four hours of paid time off each week to look for new work. Any challenge to a dismissal decision must generally be brought within 15 days. In litigation, the burden of proving lawful and justified dismissal lies on the employer. Courts may order interim reinstatement where it is clear that dismissal was unfair. If the dismissal is ultimately found to be unlawful, the employee may be reinstated and awarded lost pay, contributions, and, where appropriate, non-material damages. Source: § 163-180 of the Labour Law, No. 086/24; 1 of the Law on Pension and Disability Insurance, No. 125/23
Odredbe o bezbednosti zapošljavanja:
- Labour Law, 2008
Detalji pismenog zapošljavanja
Zapošljavanje se uspostavlja zaključivanjem ugovora o zapošljavanju između radnika i poslodavca. Ugovor o zapošljavanju se uspostavlja pre početka rada u pismenoj formi. Ako poslodavac ne uspostavi ugovor o zapošljavanju sa zaposlenim pre početka rada u pisanoj formi, smatra se da je zaposleni započeo rad na neodređeni vremenski period, od dana kada je započeo sa radom. U tom slučaju, poslodavac treba da uspostavi ugovor o zapošljavanju za neodređeni vremenski period u roku od tri dana od dana započinjanja posla.
Ugovor o zapošljavanju mora da sadrži naziv i lokaciju poslodavca; ime i prezime zaposlenog, mesto stanovanja ili prebivalište zaposlenog; lični broj zaposlenog u centralnom registru ili lični identifikacioni broj u slučaju stranog državljanina; tip i stepen profesionalne kvalifikacije zaposlenog ili nivo obrazovanja i profesije; tip i opis posla koji treba da izvršava zaposleni; mesto rada, trajanje zaposlenja (fiksno vreme ili ugovor na neodređeni vremenski period); trajanje fiksnog ugovora o zapošljavanju; datum započinjanja rad; radno vreme; iznos osnovne plate; vremenski okvir plaćanja plate i druge benefite koje zaposleni ima; korišćenje pauze u toku rada, dnevna i nedeljna pauza, godišnji odmor, državni praznici i drugo odstustvo sa posla.
Ugovor o zapošljavanju obavezno uključuje trajanje plaćenog odsustva i godišnji odmor, period napomene o prekidu ugovora o zapošljavanju i odredbe za kolektivni ugovor koji važi za poslodavca.
Izvor: §30 u 31 Zakona o radu, 2019
Ugovori na određeno vreme
Ugovori o zapošljavanju, po pravilu, prave se na neodređeno vreme. Slično tome, ugovor o zapošljavanju koji ne navodi vremenski period trajanja zapošljavanja smatra se ugovorom na neodređeno vreme. Ugovor o zapošljavanju može da se izvrši za određeno vreme, zarad izvršavanja određenog posla čije trajanje je unapred određeno iz objektivnih razloga ili usled pojave nepredviđenih slučajeva ili događaja. Period ugovora na određeno vreme je produženo sa 24 meseca na 36 meseci. Ako zaposleni nastavi da radi za poslodavca nakon isteka ograničenja od 36 meseci, zaposlenje se pretvara u stalni posao.
Izvor: §25 Zakona o radu, 2019
Probni period
Probni period ne može da pređe šest meseci osim u slučajevima člana posade dubokomorskog trgovačkog broda gde probni period može da se pregovara za duži period npr. dok se brod ne vrati u glavnu luku.
Dužina probnog perioda i procena definiše se kolektivnim ugovorom ili ugovorom o zapošljavanju. U toku probnog perioda, radnici na probnom periodu imaju sva prava i odgovornosti, do kojih dolazi usled zapošljavanja. Ako je učinak radnika nezadovoljavajući u toku probnog perioda, zapošljavanje prestaje pri kraju probnog perioda, kao što je definisano pod ugovorom o zapošljavanju. Bilo koja strana može da okonča ugovor o zapošljavanju u toku probnog perioda tako što daje pismeno objašnjenje.
Izvor: §34 Zakona o radu, 2019
Prestanak radnog odnosa
Under Montenegrin Labour Law, an employment contract may end by operation of law, by mutual agreement, or by notice from the employer or the employee. Employment ends by operation of law in the situations expressly listed in the Labour Law. These include, among others, the employee reaching 66 years of age with at least 15 years of insurance service, loss of working capacity established by a final decision, a legal prohibition on performing the work where reassignment is not possible, imprisonment or a security measure lasting more than six months, bankruptcy or liquidation of the employer, expiry of a fixed-term contract, and the employee’s death. In each case the employer must issue a written decision stating the legal basis, reasons and available legal remedy. Mutually agreed employment termination must be made in writing, must specify the date on which employment ends, and becomes effective only after certification by a notary, court or competent local authority. The parties may agree on severance pay, but the law does not make severance mandatory in every mutual-termination case. An employee may resign by written notice that has also been certified by a notary, court or competent local authority. Unless the parties agree otherwise, the notice must be delivered at least 30 days before the intended contract termination date. If the employee fails to observe the notice period, the employer may seek proportionate damages. An employer may terminate employment only on grounds recognised by the Labour Law and by following the prescribed procedure. For conduct- or performance-based dismissals, the law lists specific grounds, including unsatisfactory performance over at least 30 days, certain serious breaches of workplace obligations, giving false information when entering employment or reassignment, refusal to sign certain lawful amendments to the contract, and abuse of sick leave. Before dismissing an employee on those grounds, the employer must generally issue a written warning stating the reasons and evidence, and give the employee at least five working days to respond. Redundancy dismissals are regulated separately. Where at least 20 employees are to be dismissed within 90 days, the employer must first consult the union or employee representatives for at least 30 days and notify the Employment Agency. The purpose of the consultation is to consider measures to avoid or reduce dismissals and to mitigate their consequences. The Labour Law also identifies reasons that cannot justify dismissal. These include temporary incapacity for work due to illness or injury, pregnancy-related leave, maternity leave, parental leave, adoptive or foster-care leave, trade-union activity, political or other personal beliefs, and protected whistleblowing, including reports of suspected corruption or environmental harm. The ordinary notice period is at least 30 days. Immediate termination without that notice is possible only in the situations expressly allowed by the law. During the notice period, the employee is entitled to four hours of paid time off each week to look for new work. Any challenge to a dismissal decision must generally be brought within 15 days. In litigation, the burden of proving lawful and justified dismissal lies on the employer. Courts may order interim reinstatement where it is clear that dismissal was unfair. If the dismissal is ultimately found to be unlawful, the employee may be reinstated and awarded lost pay, contributions, and, where appropriate, non-material damages. Source: § 163-180 of the Labour Law, No. 086/24; 1 of the Law on Pension and Disability Insurance, No. 125/23
Odredbe o bezbednosti zapošljavanja:
- Labour Law, 2008
