Granice utvrđivanja posebnih uslova za zasnivanje radnog odnosa

Abstract

Sloboda ugovaranja, sloboda preduzetništva i činjenica da se ugovor o radu zaključuje intuitu personae imaju za posledicu široka ovlašćenja poslodavca prilikom zapošljavanja novih radnika. Premda široka, ova ovlašćenja nisu apsolutna, već poslodavca u izboru kandidata za zaposlenje ograničavaju imperativne norme o opštim uslovima za zasnivanje radnog odnosa, eventualni prioriteti u zapošljavanju, načelo jednakosti i zabrane diskriminacije, kao i garantije prava i osnovnih sloboda lica koja traže zaposlenje. Ovo pitanje suštinski je povezano sa pitanjem utvrđivanja posebnih uslova za zasnivanje radnog odnosa, zbog čega je u radu analizirano pitanje (ne)dopuštenosti utvrđivanja određenih posebnih uslova za zasnivanje radnog od- nosa u domaćem, uporednom i međunarodnom pravu. U prvom delu rada, utvrđivanje posebnih uslova za zasnivanje radnog odnosa razmotreno je u kontekstu napetosti koja postoji između slobode preduzetništva, sa jedne strane, i prava na rad i slobode rada, sa druge strane, da bi u okviru drugog dela rada bilo posebno razmotreno omeđivanje odgovarajućih po- slodavčevih ovlašćenja načelom jednakosti i zabrane diskriminacije. U posebnom delu rada, analizirana je zaštita prava na poštovanje privatnog života tražilaca zaposlenja, uz ukazivanje na neke praktične probleme koji nastaju u vezi sa sadržinom određenih posebnih uslova za zasnivanje radnog odnosa i proverom njihove ispunjenosti.

The hiring process is marked by extensive managerial and normative prerogatives of employer and his superior bargaining position, which result from freedom of entrepreneurship and freedom of contract. However, important human rights issues arise in respect of employer's prerogative for prescribing conditions for performance of certain jobs (special employment conditions). For this reason, the hiring process is subject of the limited protection of applicants for employment, including their protection against discrimination and protection of their privacy. First, limitation presupposes that an employer is not allowed to apply requirements that an employee possesses or does not possess a particular protected characteristic, with the exceptions to the prohibition on direct discrimination in circumstances in which an employer may impose so called 'genuine occupational requirements' in respect of specific posts. Secondly, labour law tends to strike the correct balance between employer's prerogatives in hiring process and the applicants' right of privacy. This aim is linked with the difficulty in knowing how far an employer may require information of personal kind about applicants for employment. The author points out possible solutions while emphasizing that special employment conditions are directly linked to performance of certain jobs. That is the reason why prerogative for prescribing special employment conditions is defined and limited by the function of special employment conditions: the employer is allowed to apply requirements that an employee possesses particular qualifications and other abilities and characteristics as long as they are necessary for performance of certain jobs and directly linked with prestation of work.