TY  - JOUR
AU  - Kovačević, Ljubinka
AU  - Zlatanović, S.S.
PY  - 2023
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1429
PB  - Institut društvenih nauka - Centar za demografska istraživanja, Beograd
T2  - Stanovnistvo
T1  - Uvodna reč urednica tematskog broja
EP  - 8
IS  - 2
SP  - 1
VL  - 61
DO  - 10.59954/stnv.562
UR  - conv_3237
ER  - 

@article{
author = "Kovačević, Ljubinka and Zlatanović, S.S.",
year = "2023",
publisher = "Institut društvenih nauka - Centar za demografska istraživanja, Beograd",
journal = "Stanovnistvo",
title = "Uvodna reč urednica tematskog broja",
pages = "8-1",
number = "2",
volume = "61",
doi = "10.59954/stnv.562",
url = "conv_3237"
}

Kovačević, L.,& Zlatanović, S.S.. (2023). Uvodna reč urednica tematskog broja. in Stanovnistvo
Institut društvenih nauka - Centar za demografska istraživanja, Beograd., 61(2), 1-8.
https://doi.org/10.59954/stnv.562
conv_3237

Kovačević L, Zlatanović S. Uvodna reč urednica tematskog broja. in Stanovnistvo. 2023;61(2):1-8.
doi:10.59954/stnv.562
conv_3237 .

Kovačević, Ljubinka, Zlatanović, S.S., "Uvodna reč urednica tematskog broja" in Stanovnistvo, 61, no. 2 (2023):1-8,
https://doi.org/10.59954/stnv.562 .,
conv_3237 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2022
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1361
AB  - Uređivanje radnih odnosa praćeno je preduzimanjem mera od značaja za obezbeđivanje delotvorne primene radnog zakonodavstva. Među tim merama poseban značaj ima nadzor koji vrši inspekcija rada. U prošlom veku, u većini država razvijen je solidan pravni i institucionalni okvir inspekcijskog nadzora u svetu rada, pri čemu su mnoge države kao inspiraciju ili model za njegovu izgradnju koristile standarde sadržane u konvencijama Međunarodne organizacije rada br. 81 i 129. Uprkos tome, inspektori rada suočavaju se s brojnim izazovima i preprekama, između ostalog i stoga što proliferacija radnopravnih propisa i pojava novih profesionalnih rizika i novih formi rada nisu praćene odgovarajućim mehanizmima za obezbeđivanje delotvorne zaštite radnih prava. Ovo vredi i za izbijanje ekonomskih i finansijskih kriza, koje su redovno skopčane s nastojanjima poslodavaca da snize troškove rada zaobilaženjem primene radnopravnih, socijalnopravnih i poreskopravnih propisa. Ne treba gubiti iz vida ni to da u savremenom svetu rada ozbiljnu prepreku za delotvoran inspekcijski nadzor predstavlja i činjenica da nemali broj radnika ostaje izvan personalnog područja primene radnog zakonodavstva. Takođe, nemali broj radnika radi "na crno", dok je tzv. eksternalizacija rada zamaglila pravni položaj radnika, dovodeći u pitanje tradicionalno razlikovanje radnog odnosa i nezavisnog rada za drugog, ali i tradicionalnu (unitarnu) koncepciju poslodavca, budući da njegova ovlašćenja sada vrše dva ili više subjekata. Ozbiljnost navedenih izazova postaje veća ako se ima u vidu problem nedovoljnog broja i neodgovarajuće obučenosti inspektora rada, što redovno ima za posledicu sprovođenje nadzora samo nad neprihvatljivo skromnim delom (registrovanih i neregistrovanih) subjekata podložnih inspekcijskom nadzoru. Mala verovatnoća da će kod njih stvarno biti realizovana inspekcijska poseta dodatno ohrabruje poslodavce da nastave sa zaobilaženjem primene merodavnih propisa. Na to se nadovezuju i blage kazne koje inspektori rada imaju na raspolaganju, kao i činjenica da njihov rad neretko biva obesmišljen neažurnošću prekršajnih sudova. Konačno, poseban problem predstavlja i izostanak specijalizacije inspektora rada za pojedina radnopravna pitanja, odnosno za zaštitu određenih posebno osetljivih kategorija radnika. Autorka nastoji da ciljeve, funkcije i ovlašćenja inspekcije rada razmotri u svetlu standarda Međunarodne organizacije rada, kao i da ih preispita u svetlu aktuelnih tendencija u razvoju radnog prava, počevši od ekonomskog i političkog zaokreta ka neoliberalizmu, preko ekonomskih i finansijskih kriza, do intenzivnih međunarodnih migracija stanovništva.
AB  - Regulation of labour relations is accompanied by adoption of measures pivotal to ensuring effective implementation of labour legislation. One of the most important measures is labour inspection. During the last century, a solid legal and institutional framework for labour inspection had been developed in most of the world, with many countries using the standards contained in the International Labour Organization conventions no. 81 and 129 as inspiration or model. Nevertheless, labour inspectors face many challenges and obstacles, because the proliferation of labour regulations and the emergence of new occupational risks and new forms of work are not accompanied by appropriate mechanisms to ensure effective protection of labour rights. This also applies to the emergence of economic and financial crises, which are regularly linked to employers' efforts to reduce the cost of work by bypassing the labour, social and tax regulations. We should not lose sight of the fact that a large number of workers are outside of the personal scope of application of labour legislation, which, in the contemporary world of work, is a serious obstacle to successful labour inspection. In addition, a large number of workers performs undeclared work, and the so-called externalization of work has blurred the legal position of workers, calling into question the traditional distinction between employment and independent work for others, but also the traditional (unitary) concept of an employer, as its prerogatives are now exercised by two or more entities. The seriousness of these challenges becomes even greater if we take into account the insufficient number of labour inspectors and their inadequate training, which often results in the unacceptably modest number of (registered and unregistered) entities being inspected. The low probability of inspection actually taking place will further encourage employers to continue to circumvent the applicable regulations. This is bolstered by the lenient penalties that the labour inspectors have at their disposal, as well as the fact that their work is often rendered meaningless by the negligence of the misdemeanor courts. Another problem is the lack of specialization of labour inspectors for certain labour issues, such as the protection of particularly sensitive categories of workers. The authoress seeks to examine the goals, functions and prerogatives of labour inspectors in view of the International Labour Organization standards, as well as to review them taking into consideration the current trends in labour law, like economic and political turn towards neoliberalism, economic and financial crises as well as the intense international migrations.
PB  - Institut za uporedno pravo, Beograd
T2  - Strani pravni život
T1  - Delotvornost radnog zakonodavstva i uloga inspekcije rada u svetlu standarda Međunarodne organizacije rada
T1  - Effectiveness of labour legislation and the role of labour inspection in light of international labour organization standard
EP  - 41
IS  - 1
SP  - 1
DO  - 10.5937/spz66-36661
UR  - conv_1205
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2022",
abstract = "Uređivanje radnih odnosa praćeno je preduzimanjem mera od značaja za obezbeđivanje delotvorne primene radnog zakonodavstva. Među tim merama poseban značaj ima nadzor koji vrši inspekcija rada. U prošlom veku, u većini država razvijen je solidan pravni i institucionalni okvir inspekcijskog nadzora u svetu rada, pri čemu su mnoge države kao inspiraciju ili model za njegovu izgradnju koristile standarde sadržane u konvencijama Međunarodne organizacije rada br. 81 i 129. Uprkos tome, inspektori rada suočavaju se s brojnim izazovima i preprekama, između ostalog i stoga što proliferacija radnopravnih propisa i pojava novih profesionalnih rizika i novih formi rada nisu praćene odgovarajućim mehanizmima za obezbeđivanje delotvorne zaštite radnih prava. Ovo vredi i za izbijanje ekonomskih i finansijskih kriza, koje su redovno skopčane s nastojanjima poslodavaca da snize troškove rada zaobilaženjem primene radnopravnih, socijalnopravnih i poreskopravnih propisa. Ne treba gubiti iz vida ni to da u savremenom svetu rada ozbiljnu prepreku za delotvoran inspekcijski nadzor predstavlja i činjenica da nemali broj radnika ostaje izvan personalnog područja primene radnog zakonodavstva. Takođe, nemali broj radnika radi "na crno", dok je tzv. eksternalizacija rada zamaglila pravni položaj radnika, dovodeći u pitanje tradicionalno razlikovanje radnog odnosa i nezavisnog rada za drugog, ali i tradicionalnu (unitarnu) koncepciju poslodavca, budući da njegova ovlašćenja sada vrše dva ili više subjekata. Ozbiljnost navedenih izazova postaje veća ako se ima u vidu problem nedovoljnog broja i neodgovarajuće obučenosti inspektora rada, što redovno ima za posledicu sprovođenje nadzora samo nad neprihvatljivo skromnim delom (registrovanih i neregistrovanih) subjekata podložnih inspekcijskom nadzoru. Mala verovatnoća da će kod njih stvarno biti realizovana inspekcijska poseta dodatno ohrabruje poslodavce da nastave sa zaobilaženjem primene merodavnih propisa. Na to se nadovezuju i blage kazne koje inspektori rada imaju na raspolaganju, kao i činjenica da njihov rad neretko biva obesmišljen neažurnošću prekršajnih sudova. Konačno, poseban problem predstavlja i izostanak specijalizacije inspektora rada za pojedina radnopravna pitanja, odnosno za zaštitu određenih posebno osetljivih kategorija radnika. Autorka nastoji da ciljeve, funkcije i ovlašćenja inspekcije rada razmotri u svetlu standarda Međunarodne organizacije rada, kao i da ih preispita u svetlu aktuelnih tendencija u razvoju radnog prava, počevši od ekonomskog i političkog zaokreta ka neoliberalizmu, preko ekonomskih i finansijskih kriza, do intenzivnih međunarodnih migracija stanovništva., Regulation of labour relations is accompanied by adoption of measures pivotal to ensuring effective implementation of labour legislation. One of the most important measures is labour inspection. During the last century, a solid legal and institutional framework for labour inspection had been developed in most of the world, with many countries using the standards contained in the International Labour Organization conventions no. 81 and 129 as inspiration or model. Nevertheless, labour inspectors face many challenges and obstacles, because the proliferation of labour regulations and the emergence of new occupational risks and new forms of work are not accompanied by appropriate mechanisms to ensure effective protection of labour rights. This also applies to the emergence of economic and financial crises, which are regularly linked to employers' efforts to reduce the cost of work by bypassing the labour, social and tax regulations. We should not lose sight of the fact that a large number of workers are outside of the personal scope of application of labour legislation, which, in the contemporary world of work, is a serious obstacle to successful labour inspection. In addition, a large number of workers performs undeclared work, and the so-called externalization of work has blurred the legal position of workers, calling into question the traditional distinction between employment and independent work for others, but also the traditional (unitary) concept of an employer, as its prerogatives are now exercised by two or more entities. The seriousness of these challenges becomes even greater if we take into account the insufficient number of labour inspectors and their inadequate training, which often results in the unacceptably modest number of (registered and unregistered) entities being inspected. The low probability of inspection actually taking place will further encourage employers to continue to circumvent the applicable regulations. This is bolstered by the lenient penalties that the labour inspectors have at their disposal, as well as the fact that their work is often rendered meaningless by the negligence of the misdemeanor courts. Another problem is the lack of specialization of labour inspectors for certain labour issues, such as the protection of particularly sensitive categories of workers. The authoress seeks to examine the goals, functions and prerogatives of labour inspectors in view of the International Labour Organization standards, as well as to review them taking into consideration the current trends in labour law, like economic and political turn towards neoliberalism, economic and financial crises as well as the intense international migrations.",
publisher = "Institut za uporedno pravo, Beograd",
journal = "Strani pravni život",
title = "Delotvornost radnog zakonodavstva i uloga inspekcije rada u svetlu standarda Međunarodne organizacije rada, Effectiveness of labour legislation and the role of labour inspection in light of international labour organization standard",
pages = "41-1",
number = "1",
doi = "10.5937/spz66-36661",
url = "conv_1205"
}

Kovačević, L.. (2022). Delotvornost radnog zakonodavstva i uloga inspekcije rada u svetlu standarda Međunarodne organizacije rada. in Strani pravni život
Institut za uporedno pravo, Beograd.(1), 1-41.
https://doi.org/10.5937/spz66-36661
conv_1205

Kovačević L. Delotvornost radnog zakonodavstva i uloga inspekcije rada u svetlu standarda Međunarodne organizacije rada. in Strani pravni život. 2022;(1):1-41.
doi:10.5937/spz66-36661
conv_1205 .

Kovačević, Ljubinka, "Delotvornost radnog zakonodavstva i uloga inspekcije rada u svetlu standarda Međunarodne organizacije rada" in Strani pravni život, no. 1 (2022):1-41,
https://doi.org/10.5937/spz66-36661 .,
conv_1205 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2020
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1190
AB  - Zaposleni, kao slabija (pravno podređena i ekonomski zavisna) strana radnog odnosa ima potrebu da blagovremeno i na odgovarajući način bude obavešten o uslovima rada, posebno u državama u kojima ugovor o radu ne mora biti zaključen u pisanoj formi. Dostavljanje podataka o uslovima rada zaposlenom, otud, predstavlja važnu pretpostavku delotvornog uživanja prava iz radnog odnosa, jer mu omogućava pravilno sagledavanje vlastitog radnopravnog položaja, a u slučaju radnog spora, i lakše dokazivanje ugovorenih uslova rada. Time se može doprineti i poštenoj konkurenciji na tržištu, kao i suzbijanju rada 'na crno', jer nepostojanje poslodavčevog pisanog obaveštenja o uslovima rada može poslužiti inspekciji rada i drugim nadležnim organima kao indikator povreda radnih prava u određenom preduzeću. Iako je na nivou EU, poslodavčeva obaveza obaveštavanja radnika o uslovima rada iscrpno uređena Direktivom Saveta 91/533/EEZ, nemali broj radnika ostaje uskraćen za pisano obaveštenje, između ostalog, i zbog pojave novih oblika rada koji su skopčani s rizikom otežanog ostvarivanja radnih prava. Ovaj rizik nastoji da prevaziđe Direktiva Evropskog parlamenta i Saveta 2019/1152 o transparentnim i predvidivim uslovima rada u EU, koja se primenjuje i na nove forme rada, kao i na lažno samozapošljavanje, a, pored proširenja kruga lica u pogledu kojih postoji obaveza obaveštavanja, utvrđuje i minimalni kataloga prava svih radnika. Stoga su u članku kritički razmotrena ključna rešenja iz nove direktive, uz ukazivanje na rizik da ovako širok krug zaštićenih lica može odvraćati poslodavce od zasnivanja radnog odnosa, kao i od dosledne primene merodavnih (radnopravnih, socijalnopravnih i poreskopravnih) propisa.
AB  - Employee, as a weaker (legally subordinate and economically dependent) party to the employment relationship, needs to be informed about working conditions in a timely and appropriate manner, especially in countries where the employment contract does not have to be concluded in writing. Providing information on working conditions to the employees, therefore, represents an important prerequisite for effective enjoyment of employment rights, because it allows them to properly assess their own employment status, and in the event of a labor dispute, makes it easier to prove the contractual working conditions. This can also contribute to the fairness of the competition on the market, as well as the suppression of undeclared work, because absence of an employer's written notice regarding working conditions can serve as an indicator, to the labor inspection and other relevant authorities, of violation of labor rights in a particular entreprise. Although an employer's obligation to inform workers about working conditions is regulated in detail by the Council Directive 91/533/EEC at the EU level, many workers are denied written notice, due to, amongst other things, the emergence of new forms of employment that are heavily associated with the risk of difficulty in exercising labor rights. Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union, which is applied to the new forms of employment, as well as to bogus self-employment seeks to overcome this risk, and, in addition to expanding the circle of persons who have to be notified, it also establishes the catalog of minimum rights of all workers. Therefore, the article critically discusses the key solutions from the new directive, pointing out the risk that such a wide circle of protected persons may deter employers from establishing employment, as well as from consistent application of relevant (labor law, social law and tax law) regulations.
PB  - Univerzitet u Novom Sadu - Pravni fakultet, Novi Sad
T2  - Zbornik radova Pravnog fakulteta, Novi Sad
T1  - Predvidivost uslova rada kao pretpostavka delotvornog ostvarivanja radnih prava - osvrt na direktivu (EU) 2019/1152
T1  - Predictability of working conditions as a prerequisite for effective exercise of labor rights: A review of directive (EU) 2019/1152
EP  - 1362
IS  - 4
SP  - 1339
VL  - 54
DO  - 10.5937/zrpfns54-27454
UR  - conv_2599
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2020",
abstract = "Zaposleni, kao slabija (pravno podređena i ekonomski zavisna) strana radnog odnosa ima potrebu da blagovremeno i na odgovarajući način bude obavešten o uslovima rada, posebno u državama u kojima ugovor o radu ne mora biti zaključen u pisanoj formi. Dostavljanje podataka o uslovima rada zaposlenom, otud, predstavlja važnu pretpostavku delotvornog uživanja prava iz radnog odnosa, jer mu omogućava pravilno sagledavanje vlastitog radnopravnog položaja, a u slučaju radnog spora, i lakše dokazivanje ugovorenih uslova rada. Time se može doprineti i poštenoj konkurenciji na tržištu, kao i suzbijanju rada 'na crno', jer nepostojanje poslodavčevog pisanog obaveštenja o uslovima rada može poslužiti inspekciji rada i drugim nadležnim organima kao indikator povreda radnih prava u određenom preduzeću. Iako je na nivou EU, poslodavčeva obaveza obaveštavanja radnika o uslovima rada iscrpno uređena Direktivom Saveta 91/533/EEZ, nemali broj radnika ostaje uskraćen za pisano obaveštenje, između ostalog, i zbog pojave novih oblika rada koji su skopčani s rizikom otežanog ostvarivanja radnih prava. Ovaj rizik nastoji da prevaziđe Direktiva Evropskog parlamenta i Saveta 2019/1152 o transparentnim i predvidivim uslovima rada u EU, koja se primenjuje i na nove forme rada, kao i na lažno samozapošljavanje, a, pored proširenja kruga lica u pogledu kojih postoji obaveza obaveštavanja, utvrđuje i minimalni kataloga prava svih radnika. Stoga su u članku kritički razmotrena ključna rešenja iz nove direktive, uz ukazivanje na rizik da ovako širok krug zaštićenih lica može odvraćati poslodavce od zasnivanja radnog odnosa, kao i od dosledne primene merodavnih (radnopravnih, socijalnopravnih i poreskopravnih) propisa., Employee, as a weaker (legally subordinate and economically dependent) party to the employment relationship, needs to be informed about working conditions in a timely and appropriate manner, especially in countries where the employment contract does not have to be concluded in writing. Providing information on working conditions to the employees, therefore, represents an important prerequisite for effective enjoyment of employment rights, because it allows them to properly assess their own employment status, and in the event of a labor dispute, makes it easier to prove the contractual working conditions. This can also contribute to the fairness of the competition on the market, as well as the suppression of undeclared work, because absence of an employer's written notice regarding working conditions can serve as an indicator, to the labor inspection and other relevant authorities, of violation of labor rights in a particular entreprise. Although an employer's obligation to inform workers about working conditions is regulated in detail by the Council Directive 91/533/EEC at the EU level, many workers are denied written notice, due to, amongst other things, the emergence of new forms of employment that are heavily associated with the risk of difficulty in exercising labor rights. Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union, which is applied to the new forms of employment, as well as to bogus self-employment seeks to overcome this risk, and, in addition to expanding the circle of persons who have to be notified, it also establishes the catalog of minimum rights of all workers. Therefore, the article critically discusses the key solutions from the new directive, pointing out the risk that such a wide circle of protected persons may deter employers from establishing employment, as well as from consistent application of relevant (labor law, social law and tax law) regulations.",
publisher = "Univerzitet u Novom Sadu - Pravni fakultet, Novi Sad",
journal = "Zbornik radova Pravnog fakulteta, Novi Sad",
title = "Predvidivost uslova rada kao pretpostavka delotvornog ostvarivanja radnih prava - osvrt na direktivu (EU) 2019/1152, Predictability of working conditions as a prerequisite for effective exercise of labor rights: A review of directive (EU) 2019/1152",
pages = "1362-1339",
number = "4",
volume = "54",
doi = "10.5937/zrpfns54-27454",
url = "conv_2599"
}

Kovačević, L.. (2020). Predvidivost uslova rada kao pretpostavka delotvornog ostvarivanja radnih prava - osvrt na direktivu (EU) 2019/1152. in Zbornik radova Pravnog fakulteta, Novi Sad
Univerzitet u Novom Sadu - Pravni fakultet, Novi Sad., 54(4), 1339-1362.
https://doi.org/10.5937/zrpfns54-27454
conv_2599

Kovačević L. Predvidivost uslova rada kao pretpostavka delotvornog ostvarivanja radnih prava - osvrt na direktivu (EU) 2019/1152. in Zbornik radova Pravnog fakulteta, Novi Sad. 2020;54(4):1339-1362.
doi:10.5937/zrpfns54-27454
conv_2599 .

Kovačević, Ljubinka, "Predvidivost uslova rada kao pretpostavka delotvornog ostvarivanja radnih prava - osvrt na direktivu (EU) 2019/1152" in Zbornik radova Pravnog fakulteta, Novi Sad, 54, no. 4 (2020):1339-1362,
https://doi.org/10.5937/zrpfns54-27454 .,
conv_2599 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2020
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1207
AB  - Javni oglas, odnosno konkurs za zasnivanje radnog odnosa predstavljaju instrumente posredstvom kojih se može ostvariti ustavno načelo da svakom pod jednakim uslovima moraju biti dostupni svi slobodni poslovi. Primena tog načela najtešnje je povezana s delotvornim ostvarivanjem slobode rada i prava na rad, zbog čega postupak zasnivanja radnog odnosa ne može biti van domašaja kontrole koja omogućava neposredno uklanjanje nepravilnosti i nezakonitosti u ovom postupku. U tom smislu je u članku razmotreno pitanje prava učesnika oglasa ili konkursa na delotvorno pravno sredstvo, i to ne samo kroz pravo na pravosudne i vanpravosudne pravne lekove, već i kroz pravo na prigovor ili žalbu, kao sredstva kojima se ostvaruje interna zaštita prava. U Republici Srbiji, ovo pitanje je posebno delikatno, jer Zakon o radu ne poznaje dvostepenost, dok sudska zaštita prava učesnika oglasa ili konkursa nije neposredno uređena, uz izuzetak zaštite od diskriminacije, kao i zaštite radnika kojima je kod poslodavca prethodno prestao radni odnos kao višku zaposlenih, zbog čega uživaju prvenstvo pri zapošljavanju za obavljanje istih poslova. Takvo rešenje prati niz otvorenih pitanja, posebno što učesnici oglasa ili konkursa u posebnim režimima radnih odnosa uživaju dvostepenost u istoj situaciji, čime se dovodi u pitanje delotvorna primena načela jednakosti i jednake zakonske zaštite. U članku su, otud, formulisani predlozi de lege ferenda za stvaranje uslova za delotvorno ostvarivanje prava na rad, slobode rada i zaštite od diskriminacije u postupku u kom radnik nastoji da stekne status koji će mu obezbediti sredstva za izdržavanje, kao i mogućnost da kroz rad razvija svoju ličnost.
AB  - Public job announcements and advertisements are instruments which provide for exercising the constitutional principle that all available jobs must be accessible to everyone under equal conditions. The application of this principle is most closely connected with the effective exercise of freedom of work and the right to work. For this reason, recruitment procedure cannot be beyond the scope of control which enables immediate elimination of irregularities in this procedure. In that context, this article discusses the issue of the right of participants in public announcements or job advertisements to an effective legal remedy, not only via the right to judicial and extrajudicial remedies, but also via the right to object or appeal, as the means to achieve internal protection of rights. In the Republic of Serbia, this issue is particularly delicate because the Labour Act does not recognize the two-instance internal procedure, while judicial protection of the rights of jobseekers has not been directly regulated, with the exception of protection against discrimination, and protection of workers whose employment was previously terminated due to redundancy, resulting in their employment priority when hiring for the same jobs. This legal solution is accompanied by a number of open questions, especially as the participants in public announcements and job advertisements procedures in special employment regimes enjoy the two instance internal protection in the same situation, which calls into question the effective application of the principle of equality before the law. Therefore, the article formulates proposals de lege ferenda to create conditions for effective exercise of the right to work, freedom of work, and protection against discrimination in a procedure in which a worker seeks to acquire a status that will provide him with the means of subsistence as well as an opportunity to develop his personality through work.
PB  - Univerzitet u Nišu - Pravni fakultet, Niš
T2  - Zbornik radova Pravnog fakulteta u Nišu
T1  - Zaštita učesnika oglasa ili konkursa i pravo na delotvorno pravno sredstvo u opštem režimu radnih odnosa
T1  - Protection of jobseekers participating in job announcements and advertisements, and the right to an effective remedy in the general employment regime
EP  - 284
IS  - 89
SP  - 263
VL  - 59
DO  - 10.5937/zrpfn0-26955
UR  - conv_1690
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2020",
abstract = "Javni oglas, odnosno konkurs za zasnivanje radnog odnosa predstavljaju instrumente posredstvom kojih se može ostvariti ustavno načelo da svakom pod jednakim uslovima moraju biti dostupni svi slobodni poslovi. Primena tog načela najtešnje je povezana s delotvornim ostvarivanjem slobode rada i prava na rad, zbog čega postupak zasnivanja radnog odnosa ne može biti van domašaja kontrole koja omogućava neposredno uklanjanje nepravilnosti i nezakonitosti u ovom postupku. U tom smislu je u članku razmotreno pitanje prava učesnika oglasa ili konkursa na delotvorno pravno sredstvo, i to ne samo kroz pravo na pravosudne i vanpravosudne pravne lekove, već i kroz pravo na prigovor ili žalbu, kao sredstva kojima se ostvaruje interna zaštita prava. U Republici Srbiji, ovo pitanje je posebno delikatno, jer Zakon o radu ne poznaje dvostepenost, dok sudska zaštita prava učesnika oglasa ili konkursa nije neposredno uređena, uz izuzetak zaštite od diskriminacije, kao i zaštite radnika kojima je kod poslodavca prethodno prestao radni odnos kao višku zaposlenih, zbog čega uživaju prvenstvo pri zapošljavanju za obavljanje istih poslova. Takvo rešenje prati niz otvorenih pitanja, posebno što učesnici oglasa ili konkursa u posebnim režimima radnih odnosa uživaju dvostepenost u istoj situaciji, čime se dovodi u pitanje delotvorna primena načela jednakosti i jednake zakonske zaštite. U članku su, otud, formulisani predlozi de lege ferenda za stvaranje uslova za delotvorno ostvarivanje prava na rad, slobode rada i zaštite od diskriminacije u postupku u kom radnik nastoji da stekne status koji će mu obezbediti sredstva za izdržavanje, kao i mogućnost da kroz rad razvija svoju ličnost., Public job announcements and advertisements are instruments which provide for exercising the constitutional principle that all available jobs must be accessible to everyone under equal conditions. The application of this principle is most closely connected with the effective exercise of freedom of work and the right to work. For this reason, recruitment procedure cannot be beyond the scope of control which enables immediate elimination of irregularities in this procedure. In that context, this article discusses the issue of the right of participants in public announcements or job advertisements to an effective legal remedy, not only via the right to judicial and extrajudicial remedies, but also via the right to object or appeal, as the means to achieve internal protection of rights. In the Republic of Serbia, this issue is particularly delicate because the Labour Act does not recognize the two-instance internal procedure, while judicial protection of the rights of jobseekers has not been directly regulated, with the exception of protection against discrimination, and protection of workers whose employment was previously terminated due to redundancy, resulting in their employment priority when hiring for the same jobs. This legal solution is accompanied by a number of open questions, especially as the participants in public announcements and job advertisements procedures in special employment regimes enjoy the two instance internal protection in the same situation, which calls into question the effective application of the principle of equality before the law. Therefore, the article formulates proposals de lege ferenda to create conditions for effective exercise of the right to work, freedom of work, and protection against discrimination in a procedure in which a worker seeks to acquire a status that will provide him with the means of subsistence as well as an opportunity to develop his personality through work.",
publisher = "Univerzitet u Nišu - Pravni fakultet, Niš",
journal = "Zbornik radova Pravnog fakulteta u Nišu",
title = "Zaštita učesnika oglasa ili konkursa i pravo na delotvorno pravno sredstvo u opštem režimu radnih odnosa, Protection of jobseekers participating in job announcements and advertisements, and the right to an effective remedy in the general employment regime",
pages = "284-263",
number = "89",
volume = "59",
doi = "10.5937/zrpfn0-26955",
url = "conv_1690"
}

Kovačević, L.. (2020). Zaštita učesnika oglasa ili konkursa i pravo na delotvorno pravno sredstvo u opštem režimu radnih odnosa. in Zbornik radova Pravnog fakulteta u Nišu
Univerzitet u Nišu - Pravni fakultet, Niš., 59(89), 263-284.
https://doi.org/10.5937/zrpfn0-26955
conv_1690

Kovačević L. Zaštita učesnika oglasa ili konkursa i pravo na delotvorno pravno sredstvo u opštem režimu radnih odnosa. in Zbornik radova Pravnog fakulteta u Nišu. 2020;59(89):263-284.
doi:10.5937/zrpfn0-26955
conv_1690 .

Kovačević, Ljubinka, "Zaštita učesnika oglasa ili konkursa i pravo na delotvorno pravno sredstvo u opštem režimu radnih odnosa" in Zbornik radova Pravnog fakulteta u Nišu, 59, no. 89 (2020):263-284,
https://doi.org/10.5937/zrpfn0-26955 .,
conv_1690 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2020
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1167
AB  - Premda se u srcu radnopravnih pravila o zaštiti radnika migranata nalazi potreba za obezbeđivanjem dostojanstvenih uslova rada, poseban izazov za savremene države predstavlja stvaranje uslovā za dostojanstveno zapošljavanje ovih lica. U radu su, otud, razmotrena pitanja pretpostavki (uredan ulazak u određenu državu) i uslovā za zasnivanje radnog odnosa sa strancima (odobrenje za boravak i dozvola za rad), kao i pitanje ograničenja njihovog zapošljavanja u odabranim državama (kvote za zapošljavanje stranaca, ograničavanje kataloga poslova čije se obavljanje može poveriti strancima i dr.). Autor polazi od hipoteze da se utvrđivanjem odgovarajućih pretpostavki i specijalnih uslova za zasnivanje radnog odnosa sa strancima, za radnike migrante uspostavlja i niz različitih migrantskih položaja, od kojih su neki izrazito prekarni. Primena merodavnih pravnih propisa bi, otud, morala biti praćena (pravnim i vanpravnim) merama upravljenim ka delotvornoj zaštiti dostojanstva radnika migranata i sprečavanju njihove radne eksploatacije.
AB  - Although the need to provide decent working conditions is at the heart of the labour law rules on protection of migrant workers, a significant challenge for modern countries remains to create such conditions for their decent employment. The article discusses assumptions (legally entering a country), requirements for employment of foreigners (stay visa and work permit), as well as the employment limitations (quotas for employment of foreigners, limiting the catalogue of jobs that can be entrusted to foreigners, etc.). Regulation of these issues is closely related to the needs and the state of the domestic labour market (general and/or in specific professions), as well as the goals of migration, demographic, economic and employment policies. The author concludes that by establishing certain assumptions and special requirements for establishing employment relationships with foreigners, a number of different migrant positions are established for migrant workers, some of which are extremely precarious. Implementation of the relevant legal regulations should therefore be accompanied by (legal and extralegal) measures aimed at effectively protecting the dignity of migrant workers and preventing their labour exploitation. Among much else, this can be facilitated by establishing authorizations for employment of foreigners, as a special condition to be fulfilled by the employer, which can only be issued to the employers who respect labour and immigration regulations. Although this prevents employers who violate the rights of migrant workers from hiring new workers, there are no instruments in place to protect vulnerable categories of persons from labour exploitation in the period until the application for renewal of the employment authorisation or the application for a new employment authorisation is submitted. This is especially true as the dependence of migrant workers on the employer often discourages migrants from initiating the proceedings for protection of rights.
PB  - Institut za uporedno pravo, Beograd
T2  - Strani pravni život
T1  - Zapošljavanje radnika migranata - pretpostavke, uslovi i ograničenja
T1  - Employment of migrant workers: Assumptions, requirements and limitations
EP  - 25
IS  - 2
SP  - 5
DO  - 10.5937/spz64-25648
UR  - conv_1192
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2020",
abstract = "Premda se u srcu radnopravnih pravila o zaštiti radnika migranata nalazi potreba za obezbeđivanjem dostojanstvenih uslova rada, poseban izazov za savremene države predstavlja stvaranje uslovā za dostojanstveno zapošljavanje ovih lica. U radu su, otud, razmotrena pitanja pretpostavki (uredan ulazak u određenu državu) i uslovā za zasnivanje radnog odnosa sa strancima (odobrenje za boravak i dozvola za rad), kao i pitanje ograničenja njihovog zapošljavanja u odabranim državama (kvote za zapošljavanje stranaca, ograničavanje kataloga poslova čije se obavljanje može poveriti strancima i dr.). Autor polazi od hipoteze da se utvrđivanjem odgovarajućih pretpostavki i specijalnih uslova za zasnivanje radnog odnosa sa strancima, za radnike migrante uspostavlja i niz različitih migrantskih položaja, od kojih su neki izrazito prekarni. Primena merodavnih pravnih propisa bi, otud, morala biti praćena (pravnim i vanpravnim) merama upravljenim ka delotvornoj zaštiti dostojanstva radnika migranata i sprečavanju njihove radne eksploatacije., Although the need to provide decent working conditions is at the heart of the labour law rules on protection of migrant workers, a significant challenge for modern countries remains to create such conditions for their decent employment. The article discusses assumptions (legally entering a country), requirements for employment of foreigners (stay visa and work permit), as well as the employment limitations (quotas for employment of foreigners, limiting the catalogue of jobs that can be entrusted to foreigners, etc.). Regulation of these issues is closely related to the needs and the state of the domestic labour market (general and/or in specific professions), as well as the goals of migration, demographic, economic and employment policies. The author concludes that by establishing certain assumptions and special requirements for establishing employment relationships with foreigners, a number of different migrant positions are established for migrant workers, some of which are extremely precarious. Implementation of the relevant legal regulations should therefore be accompanied by (legal and extralegal) measures aimed at effectively protecting the dignity of migrant workers and preventing their labour exploitation. Among much else, this can be facilitated by establishing authorizations for employment of foreigners, as a special condition to be fulfilled by the employer, which can only be issued to the employers who respect labour and immigration regulations. Although this prevents employers who violate the rights of migrant workers from hiring new workers, there are no instruments in place to protect vulnerable categories of persons from labour exploitation in the period until the application for renewal of the employment authorisation or the application for a new employment authorisation is submitted. This is especially true as the dependence of migrant workers on the employer often discourages migrants from initiating the proceedings for protection of rights.",
publisher = "Institut za uporedno pravo, Beograd",
journal = "Strani pravni život",
title = "Zapošljavanje radnika migranata - pretpostavke, uslovi i ograničenja, Employment of migrant workers: Assumptions, requirements and limitations",
pages = "25-5",
number = "2",
doi = "10.5937/spz64-25648",
url = "conv_1192"
}

Kovačević, L.. (2020). Zapošljavanje radnika migranata - pretpostavke, uslovi i ograničenja. in Strani pravni život
Institut za uporedno pravo, Beograd.(2), 5-25.
https://doi.org/10.5937/spz64-25648
conv_1192

Kovačević L. Zapošljavanje radnika migranata - pretpostavke, uslovi i ograničenja. in Strani pravni život. 2020;(2):5-25.
doi:10.5937/spz64-25648
conv_1192 .

Kovačević, Ljubinka, "Zapošljavanje radnika migranata - pretpostavke, uslovi i ograničenja" in Strani pravni život, no. 2 (2020):5-25,
https://doi.org/10.5937/spz64-25648 .,
conv_1192 .

TY  - JOUR
AU  - Kovačević, Ljubinka
AU  - Kovács, Erika
PY  - 2019
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1091
AB  - Protection of employees in the event of a change of employer in Serbia was first regulated by the Labour Act (2005). This was a result of the harmonization of Serbian legislation with Council Directive 2001/23/EC, while the effect of the European Court of Justice jurisprudence was negligible. Protection is guaranteed regardless of whether the company identity has been preserved or not, thereby making it more favourable than the European concept of transfer of undertaking. Nevertheless, the relevant provisions of the Labour Act have often been evaded in practice, especially when it comes to the application of the principle of preservation of employment. This was facilitated by the content of certain legal provisions. There is a notable need for their improvements, in order to enable employees to continue to work for the transferee under the same working conditions and be protected from dismissals exclusively or predominantly motivated by the change of employer.
PB  - Univerzitet u Beogradu - Pravni fakultet, Beograd
T2  - Anali Pravnog fakulteta u Beogradu
T1  - Change of employer and preservation of employment: Serbian experience in light of European law
EP  - 127
IS  - 2
SP  - 102
VL  - 67
DO  - 10.5937/AnaliPFB1902107K
UR  - conv_490
ER  - 

@article{
author = "Kovačević, Ljubinka and Kovács, Erika",
year = "2019",
abstract = "Protection of employees in the event of a change of employer in Serbia was first regulated by the Labour Act (2005). This was a result of the harmonization of Serbian legislation with Council Directive 2001/23/EC, while the effect of the European Court of Justice jurisprudence was negligible. Protection is guaranteed regardless of whether the company identity has been preserved or not, thereby making it more favourable than the European concept of transfer of undertaking. Nevertheless, the relevant provisions of the Labour Act have often been evaded in practice, especially when it comes to the application of the principle of preservation of employment. This was facilitated by the content of certain legal provisions. There is a notable need for their improvements, in order to enable employees to continue to work for the transferee under the same working conditions and be protected from dismissals exclusively or predominantly motivated by the change of employer.",
publisher = "Univerzitet u Beogradu - Pravni fakultet, Beograd",
journal = "Anali Pravnog fakulteta u Beogradu",
title = "Change of employer and preservation of employment: Serbian experience in light of European law",
pages = "127-102",
number = "2",
volume = "67",
doi = "10.5937/AnaliPFB1902107K",
url = "conv_490"
}

Kovačević, L.,& Kovács, E.. (2019). Change of employer and preservation of employment: Serbian experience in light of European law. in Anali Pravnog fakulteta u Beogradu
Univerzitet u Beogradu - Pravni fakultet, Beograd., 67(2), 102-127.
https://doi.org/10.5937/AnaliPFB1902107K
conv_490

Kovačević L, Kovács E. Change of employer and preservation of employment: Serbian experience in light of European law. in Anali Pravnog fakulteta u Beogradu. 2019;67(2):102-127.
doi:10.5937/AnaliPFB1902107K
conv_490 .

Kovačević, Ljubinka, Kovács, Erika, "Change of employer and preservation of employment: Serbian experience in light of European law" in Anali Pravnog fakulteta u Beogradu, 67, no. 2 (2019):102-127,
https://doi.org/10.5937/AnaliPFB1902107K .,
conv_490 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2019
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1098
AB  - Poslednje dve decenije, razvoj prava Evropske unije (EU) obeležilo je interesovanje njenih institucija za učešće zaposlenih u donošenju odluka u privrednim društvima. To je rezultiralo plodnom normativnom delatnošću u ovoj oblasti radnog i kompanijskog prava, budući da je u mnogim državama, razvoj tržišne ekonomije doveo do jačanja upravljačkih ovlašćenja poslodavaca, dok su pad stope sindikalizacije i slabljenje uticaja sindikatâ imali za posledicu krizu socijalnog dijaloga. U takvom okruženju, produbljena je potreba za jačanjem uloge zaposlenih u sprečavanju i savladavanju negativnih posledica stalnih promena sa kojima se privredna društva suočavaju usled globalizacije privrede. Ovo tim pre što je na nivou EU uočena snažna veza između socijalnog dijaloga i veće produktivnosti. U tom smislu su potvrđena načela obaveštavanja i konsultovanja zaposlenih u preduzećima koja posluju na nacionalnom nivou (Direktiva 2002/14/EZ), kao i u evropskim kompanijama (Direktiva 2001/86/EZ i Pravilo 2157/2001) i drugim multinacionalnim preduzećima koja posluju u okviru EU (direktive o evropskim radnim savetima 94/45/EZ i 2009/38/EZ). Među ovim izvorima prava postignut je značajan stepen koherentnosti, premda ima mesta za dalja unapređenja njihovih rešenja. Ona su u članku razmotrena, kako iz ugla normativne sadržine, tako i iz ugla mogućnosti da (neposredno i posredno) doprinesu zaštiti pravâ i interesâ zaposlenih, ali i očuvanju konkurentnosti preduzećâ. Zaključeno je da merodavni propisi EU mogu pomoći donošenju ispravnih odluka u preduzećima, čime se osnažuje legitimnost procesa odlučivanja, sprečavaju radni sporovi, gradi korporativna kultura i jača odnos poverenja između uprave i zaposlenih.
AB  - Over the last two decades, the development of EU law has been marked by the interest of its institutions for employee participation in company decision-making. This resulted in a fruitful normative activity in the field of labour and company law, since, in many countries, the development of market economy led to the strengthening of employers' managerial prerogatives, while the decline in unionization and its dwindling influence resulted in the crisis of social dialogue. There was a growing need, in such an environment, to strengthen the role of employees in order to prevent and overcome negative consequences of constant changes that businesses faced due to the globalization of the economy. This is, among much else, because the EU identifes strong link between social dialogue and greater productivity. Accordingly, the principles of information and consultation of employees in companies operating at the national level (Directive 2002/14/ EC), as well as in European companies (Directive 2001/86/EC and Regulation 2157/2001) and other multinational enterprises operating within the EU (Directives on European Works Councils 94/45/EC and 2009/38/EC) have been adopted under EU auspices. A significant degree of coherence has been achieved among the aforementioned sources of law although there's room for further improvement of their solutions. These solutions have been considered in this article both from the perspective of "legislative history" as well as their normative content and the possibility to (directly and indirectly) contribute to the protection of the rights and interests of employees, and to the preservation of the competitiveness of companies. In conclusion, it may be said that the EU's relevant regulations can help the companies make the right decisions, thus strengthening the legitimacy of the decision-making process, preventing labour disputes, building corporate culture and strengthening the relationship of trust between management and employees.
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Evropski radnopravni standardi o obaveštavanju i konsultovanju zaposlenih u privrednim društvima
T1  - European labour law standards on information and consultation of company employees
EP  - 678
IS  - 7-9
SP  - 649
VL  - 57
UR  - conv_2307
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2019",
abstract = "Poslednje dve decenije, razvoj prava Evropske unije (EU) obeležilo je interesovanje njenih institucija za učešće zaposlenih u donošenju odluka u privrednim društvima. To je rezultiralo plodnom normativnom delatnošću u ovoj oblasti radnog i kompanijskog prava, budući da je u mnogim državama, razvoj tržišne ekonomije doveo do jačanja upravljačkih ovlašćenja poslodavaca, dok su pad stope sindikalizacije i slabljenje uticaja sindikatâ imali za posledicu krizu socijalnog dijaloga. U takvom okruženju, produbljena je potreba za jačanjem uloge zaposlenih u sprečavanju i savladavanju negativnih posledica stalnih promena sa kojima se privredna društva suočavaju usled globalizacije privrede. Ovo tim pre što je na nivou EU uočena snažna veza između socijalnog dijaloga i veće produktivnosti. U tom smislu su potvrđena načela obaveštavanja i konsultovanja zaposlenih u preduzećima koja posluju na nacionalnom nivou (Direktiva 2002/14/EZ), kao i u evropskim kompanijama (Direktiva 2001/86/EZ i Pravilo 2157/2001) i drugim multinacionalnim preduzećima koja posluju u okviru EU (direktive o evropskim radnim savetima 94/45/EZ i 2009/38/EZ). Među ovim izvorima prava postignut je značajan stepen koherentnosti, premda ima mesta za dalja unapređenja njihovih rešenja. Ona su u članku razmotrena, kako iz ugla normativne sadržine, tako i iz ugla mogućnosti da (neposredno i posredno) doprinesu zaštiti pravâ i interesâ zaposlenih, ali i očuvanju konkurentnosti preduzećâ. Zaključeno je da merodavni propisi EU mogu pomoći donošenju ispravnih odluka u preduzećima, čime se osnažuje legitimnost procesa odlučivanja, sprečavaju radni sporovi, gradi korporativna kultura i jača odnos poverenja između uprave i zaposlenih., Over the last two decades, the development of EU law has been marked by the interest of its institutions for employee participation in company decision-making. This resulted in a fruitful normative activity in the field of labour and company law, since, in many countries, the development of market economy led to the strengthening of employers' managerial prerogatives, while the decline in unionization and its dwindling influence resulted in the crisis of social dialogue. There was a growing need, in such an environment, to strengthen the role of employees in order to prevent and overcome negative consequences of constant changes that businesses faced due to the globalization of the economy. This is, among much else, because the EU identifes strong link between social dialogue and greater productivity. Accordingly, the principles of information and consultation of employees in companies operating at the national level (Directive 2002/14/ EC), as well as in European companies (Directive 2001/86/EC and Regulation 2157/2001) and other multinational enterprises operating within the EU (Directives on European Works Councils 94/45/EC and 2009/38/EC) have been adopted under EU auspices. A significant degree of coherence has been achieved among the aforementioned sources of law although there's room for further improvement of their solutions. These solutions have been considered in this article both from the perspective of "legislative history" as well as their normative content and the possibility to (directly and indirectly) contribute to the protection of the rights and interests of employees, and to the preservation of the competitiveness of companies. In conclusion, it may be said that the EU's relevant regulations can help the companies make the right decisions, thus strengthening the legitimacy of the decision-making process, preventing labour disputes, building corporate culture and strengthening the relationship of trust between management and employees.",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Evropski radnopravni standardi o obaveštavanju i konsultovanju zaposlenih u privrednim društvima, European labour law standards on information and consultation of company employees",
pages = "678-649",
number = "7-9",
volume = "57",
url = "conv_2307"
}

Kovačević, L.. (2019). Evropski radnopravni standardi o obaveštavanju i konsultovanju zaposlenih u privrednim društvima. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 57(7-9), 649-678.
conv_2307

Kovačević L. Evropski radnopravni standardi o obaveštavanju i konsultovanju zaposlenih u privrednim društvima. in Pravo i privreda. 2019;57(7-9):649-678.
conv_2307 .

Kovačević, Ljubinka, "Evropski radnopravni standardi o obaveštavanju i konsultovanju zaposlenih u privrednim društvima" in Pravo i privreda, 57, no. 7-9 (2019):649-678,
conv_2307 .

TY  - JOUR
AU  - Kovačević, Ljubinka
AU  - Novaković, Uroš
PY  - 2018
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1064
AB  - U početnoj fazi, usklađivanje porodičnog i profesionalnog života zaposlenog imalo je za cilj obezbeđivanje jednakog učešća muškaraca i žena u tržištu rada, dok danas ono podrazumeva pravo zaposlenog na poštovanje porodičnog života, u svetlu priznavanja prava na porodiljsko odsustvo i odsustvo sa rada radi nege deteta ili odraslog nemoćnog člana porodice, uvođenja fleksibilnih uslova rada i ostvarivanja različitih socijalnih prestacija. Delotvorno ostvarivanje ovih prava nije moguće bez zaštite od diskriminacije, koja se može pojaviti prilikom zasnivanja radnog odnosa, kao i u pogledu ostvarivanja bilo kog prava iz radnog odnosa, uključujući dovođenje u nepovoljniji položaj zaposlenog koji je koristio pravo na odsustvo ili ometanje zaposlenog u njegovom ostvarivanju i korišćenju. Sporove povodom diskriminacije zaposlenih na osnovu porodičnih dužnosti, pritom, odlikuju medijabilnost i arbitrabilnost, budući da u našem pravu, za njihovo rešavanje nije predviđena isključiva nadležnost suda ili drugog organa. Oni se mogu rešavati u skladu sa Zakonom o posredovanju - medijaciji, Zakonom o radu, i Zakonom o mirnom rešavanju radnih sporova, čije je noveliranje u toku. I arbitraža i posredovanje imaju određene prednosti (brzina odlučivanja, sniženi troškovi, fleksibilnost, neformalnost, nejavnost, posebne veštine i znanja arbitara i posrednika, i dr.) i nedostatke (npr. problemi vezani za dvostepenost i izvršenje arbitražne odluke) u poređenju sa sudskim rešavanjem sporova nastalih povodom osporavanja, ugrožavanja ili povrede jednakosti na radu. Stoga će u članku biti razmotreni predmet i priroda ovih sporova, kao i metodi njihovog mirnog rešavanja, i to u svetlu izmena tradicionalnih porodičnih uloga i potrebe za pomirenjem različitih ciljeva socijalne, pronatalitetne i antidiskriminacione politike.
AB  - The initial stage of harmonization of work and family life of employees was aimed at ensuring equal participation of men and women in the labour market, but today it entails the right of employees to family life in light of the recognition of the right to maternity leave, child care leave or sick leave to care for an incapacitated family member, introduction of flexible working conditions and the enjoyment of various social benefits. These rights cannot be effectively exercised without protection against discrimination that may arise during the employment relationship, as well as in the exercise of any employment rights, including putting employees who exercised their right to leave of absence in an unfavourable position or obstructing employees in exercising and using that right. Disputes over family responsibility discrimination are characterized by mediability and arbitrability, since the national law does not provide sole jurisdiction of the court or another authority for their resolution. They can be resolved in accordance with the Law on Mediation, the Labour Law and the Law on Amicable Resolution of Labour Disputes, whose revision is in progress. Both arbitration and mediation have certain advantages (quick decision making, low costs, flexibility, informality, non-publicity, special skills and knowledge of arbitrators and mediators, etc.) and disadvantages (e.g. problems related to the two-instance decision-making and execution of an arbitration decision) when compared to the court handled disputes arising from challenging, endangering or violating equality at work. Therefore, this article will discuss the subject and nature of these disputes, as well as the methods of their amicable resolution, in light of the changes of traditional family roles and the need to reconcile the different aims of social, pronatalism and anti-discrimination policies.
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Mirno rešavanje sporova povodom diskriminacije zaposlenih na osnovu porodičnih dužnosti
T1  - Amicable resolution of disputes concerning family responsibility discrimination
EP  - 460
IS  - 7-9
SP  - 431
VL  - 56
UR  - conv_2261
ER  - 

@article{
author = "Kovačević, Ljubinka and Novaković, Uroš",
year = "2018",
abstract = "U početnoj fazi, usklađivanje porodičnog i profesionalnog života zaposlenog imalo je za cilj obezbeđivanje jednakog učešća muškaraca i žena u tržištu rada, dok danas ono podrazumeva pravo zaposlenog na poštovanje porodičnog života, u svetlu priznavanja prava na porodiljsko odsustvo i odsustvo sa rada radi nege deteta ili odraslog nemoćnog člana porodice, uvođenja fleksibilnih uslova rada i ostvarivanja različitih socijalnih prestacija. Delotvorno ostvarivanje ovih prava nije moguće bez zaštite od diskriminacije, koja se može pojaviti prilikom zasnivanja radnog odnosa, kao i u pogledu ostvarivanja bilo kog prava iz radnog odnosa, uključujući dovođenje u nepovoljniji položaj zaposlenog koji je koristio pravo na odsustvo ili ometanje zaposlenog u njegovom ostvarivanju i korišćenju. Sporove povodom diskriminacije zaposlenih na osnovu porodičnih dužnosti, pritom, odlikuju medijabilnost i arbitrabilnost, budući da u našem pravu, za njihovo rešavanje nije predviđena isključiva nadležnost suda ili drugog organa. Oni se mogu rešavati u skladu sa Zakonom o posredovanju - medijaciji, Zakonom o radu, i Zakonom o mirnom rešavanju radnih sporova, čije je noveliranje u toku. I arbitraža i posredovanje imaju određene prednosti (brzina odlučivanja, sniženi troškovi, fleksibilnost, neformalnost, nejavnost, posebne veštine i znanja arbitara i posrednika, i dr.) i nedostatke (npr. problemi vezani za dvostepenost i izvršenje arbitražne odluke) u poređenju sa sudskim rešavanjem sporova nastalih povodom osporavanja, ugrožavanja ili povrede jednakosti na radu. Stoga će u članku biti razmotreni predmet i priroda ovih sporova, kao i metodi njihovog mirnog rešavanja, i to u svetlu izmena tradicionalnih porodičnih uloga i potrebe za pomirenjem različitih ciljeva socijalne, pronatalitetne i antidiskriminacione politike., The initial stage of harmonization of work and family life of employees was aimed at ensuring equal participation of men and women in the labour market, but today it entails the right of employees to family life in light of the recognition of the right to maternity leave, child care leave or sick leave to care for an incapacitated family member, introduction of flexible working conditions and the enjoyment of various social benefits. These rights cannot be effectively exercised without protection against discrimination that may arise during the employment relationship, as well as in the exercise of any employment rights, including putting employees who exercised their right to leave of absence in an unfavourable position or obstructing employees in exercising and using that right. Disputes over family responsibility discrimination are characterized by mediability and arbitrability, since the national law does not provide sole jurisdiction of the court or another authority for their resolution. They can be resolved in accordance with the Law on Mediation, the Labour Law and the Law on Amicable Resolution of Labour Disputes, whose revision is in progress. Both arbitration and mediation have certain advantages (quick decision making, low costs, flexibility, informality, non-publicity, special skills and knowledge of arbitrators and mediators, etc.) and disadvantages (e.g. problems related to the two-instance decision-making and execution of an arbitration decision) when compared to the court handled disputes arising from challenging, endangering or violating equality at work. Therefore, this article will discuss the subject and nature of these disputes, as well as the methods of their amicable resolution, in light of the changes of traditional family roles and the need to reconcile the different aims of social, pronatalism and anti-discrimination policies.",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Mirno rešavanje sporova povodom diskriminacije zaposlenih na osnovu porodičnih dužnosti, Amicable resolution of disputes concerning family responsibility discrimination",
pages = "460-431",
number = "7-9",
volume = "56",
url = "conv_2261"
}

Kovačević, L.,& Novaković, U.. (2018). Mirno rešavanje sporova povodom diskriminacije zaposlenih na osnovu porodičnih dužnosti. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 56(7-9), 431-460.
conv_2261

Kovačević L, Novaković U. Mirno rešavanje sporova povodom diskriminacije zaposlenih na osnovu porodičnih dužnosti. in Pravo i privreda. 2018;56(7-9):431-460.
conv_2261 .

Kovačević, Ljubinka, Novaković, Uroš, "Mirno rešavanje sporova povodom diskriminacije zaposlenih na osnovu porodičnih dužnosti" in Pravo i privreda, 56, no. 7-9 (2018):431-460,
conv_2261 .

TY  - JOUR
AU  - Vuković, Igor
AU  - Kovačević, Ljubinka
AU  - Radović, Vuk
PY  - 2018
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/1011
AB  - The role of a whistle-blower is most commonly taken on by an employee, whose duty of loyalty to the employer is in conflict with disclosure of the employer's wrongdoing. This requires a balance between the interests of the parties to the employment relationship, on the one hand, and the public interest, on the other hand. It was taken into account in Serbian law when defining the legal status of whistle-blowers, from the fragmented protection of civil servants to the adoption of the Law on Protection of Whistle-blowers (2014). After elaboration of the evolution of protection, authors identify and analyze essential elements of the whistle-blowing concept, as well as its basic functions in Serbian and foreign law. This is followed by critical re-evaluation of the key aspects of protection of whistle-blowers in the legislation and case law of the Republic of Serbia (the circle of protected persons, motives for disclosure of information, damaging actions, the burden of proof and the gradual approach in whistle-blowing). The conclusion is that Serbia has achieved a slow but steady progress in the legal protection of whistle-blowers, and that there is need for further improvement, since certain legal solutions may separate the guarantee of protection of whistle-blowers from the purpose for which it was established.
PB  - Babes-Bolyai Univ, Cluj-Napoca
T2  - Transylvanian Review of Administrative Sciences
T1  - Legal status of whistle-blowers in the republic of Serbia: from fragmented protection of civil servants to the full-scale protection model
EP  - 122
IS  - 53E
SP  - 107
DO  - 10.24193/tras.53E.7
UR  - conv_2938
ER  - 

@article{
author = "Vuković, Igor and Kovačević, Ljubinka and Radović, Vuk",
year = "2018",
abstract = "The role of a whistle-blower is most commonly taken on by an employee, whose duty of loyalty to the employer is in conflict with disclosure of the employer's wrongdoing. This requires a balance between the interests of the parties to the employment relationship, on the one hand, and the public interest, on the other hand. It was taken into account in Serbian law when defining the legal status of whistle-blowers, from the fragmented protection of civil servants to the adoption of the Law on Protection of Whistle-blowers (2014). After elaboration of the evolution of protection, authors identify and analyze essential elements of the whistle-blowing concept, as well as its basic functions in Serbian and foreign law. This is followed by critical re-evaluation of the key aspects of protection of whistle-blowers in the legislation and case law of the Republic of Serbia (the circle of protected persons, motives for disclosure of information, damaging actions, the burden of proof and the gradual approach in whistle-blowing). The conclusion is that Serbia has achieved a slow but steady progress in the legal protection of whistle-blowers, and that there is need for further improvement, since certain legal solutions may separate the guarantee of protection of whistle-blowers from the purpose for which it was established.",
publisher = "Babes-Bolyai Univ, Cluj-Napoca",
journal = "Transylvanian Review of Administrative Sciences",
title = "Legal status of whistle-blowers in the republic of Serbia: from fragmented protection of civil servants to the full-scale protection model",
pages = "122-107",
number = "53E",
doi = "10.24193/tras.53E.7",
url = "conv_2938"
}

Vuković, I., Kovačević, L.,& Radović, V.. (2018). Legal status of whistle-blowers in the republic of Serbia: from fragmented protection of civil servants to the full-scale protection model. in Transylvanian Review of Administrative Sciences
Babes-Bolyai Univ, Cluj-Napoca.(53E), 107-122.
https://doi.org/10.24193/tras.53E.7
conv_2938

Vuković I, Kovačević L, Radović V. Legal status of whistle-blowers in the republic of Serbia: from fragmented protection of civil servants to the full-scale protection model. in Transylvanian Review of Administrative Sciences. 2018;(53E):107-122.
doi:10.24193/tras.53E.7
conv_2938 .

Vuković, Igor, Kovačević, Ljubinka, Radović, Vuk, "Legal status of whistle-blowers in the republic of Serbia: from fragmented protection of civil servants to the full-scale protection model" in Transylvanian Review of Administrative Sciences, no. 53E (2018):107-122,
https://doi.org/10.24193/tras.53E.7 .,
conv_2938 .

TY  - JOUR
AU  - Kovačević, Ljubinka
AU  - Novaković, Uroš
PY  - 2017
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/965
AB  - Zbog psiho-fizičkih svojstava koja utiču na mogućnost maloletnika da pravilno shvataju događaje, procenjuju sopstveno ponašanje i usmeravaju lične postupke, maloletnicima nije dozvoljeno da zasnivaju pravne odnose i raspolažu pravima i obavezama u jednakoj meri kao i odrasli. Ovo pravilo ne vredi za oblast zapošljavanja, budući da lice koje je navršilo određene godine života može da stekne svojstvo zaposlenog. U radnom pravu se, naime, utvrđuje minimalni uzrast za zasniva- nje radnog odnosa koji je niži od uzrasta određenog za sticanje punoletstva (prema građanskom pravu) i koji predstavlja opšti uslov za zasnivanje radnog odnosa, uz obezbeđivanje niza zaštitnih mera koje treba da doprinesu nesmetanom razvoju i obrazovanju maloletnika. Koncept Porodičnog zakona od 2005. godine promovisao je izvesna prava deteta koja nisu bila poznata u prethodnom Zakonu o braku i porodičnim odnosima. Pored prava deteta izričito predviđenih Porodičnim zakonom (pravo da zna ko su mu roditelji, da živi sa roditeljima, da održava lične odnose sa roditeljem sa kojim ne živi, pravo na obrazovanje i dr.) pravo na zasnivanje radnog odnosa je još jedno pravo koje dete (stariji maloletnik) ima. Budući da Porodični zakon ne sadrži odredbe o zapošljavanju maloletnika, lex specialis u ovoj oblasti je Zakon o radu, koji izričito zahteva postojanje saglasnosti roditelja ili drugih zakonskih zastupnika deteta za zasnivanje ugovora o radu. Ovo rešenje je zanimljivo za istraživanje, između ostalog i stoga što je Zakon o braku i porodičnim odnosima predviđao da maloletnik može zasnovati radni odnos bez saglasnosti roditelja. Takođe, u mnogim drugim pravnim sistemima, zasnivanje radnog odnosa maloletnika nije uslovljeno saglasnošću njegovog zakonskog zastupnika, jer se smatra da rad ne može biti opasan i štetan za maloletnika, ako on ispunjava opšti i posebne uslove za zasnivanje radnog odnosa i ako mu je obezbeđena posebna radno-pravna zaštita (u smislu zabrane ili ograničenja noćnog i prekovremenog rada, zdravstvenih pregleda, posebne zaštite bezbednosti i zdravlja na radu i dr.). Ovo rešenje polazi i od postavke da zapošljavanje maloletnika treba urediti tako da što je moguće više odgovara njihovim problemima i potrebama. Stoga su u članku razmotreni ključni aspekti zasnivanja radnog odnosa sa maloletnikom u domaćem, međunarodnom i stranim pravima. Posebna pažnja u toj analizi posvećena je značaju saglasnosti zakonskog zastupnika za zasnivanje radnog odnosa, kao i pitanju (ne)opravdanosti ovog vida kontrolisanog (autorizovanog) uključivanja maloletnika u tržište rada.
AB  - Due to the psycho-physical properties that affect the ability of minors to properly understand events, evaluate their own behaviour and direct personal actions, minors are not allowed to establish legal relationships and have the same rights and duties as adults. This rule does not apply to the field of employment, as a person who has reached a certain age can become an employee. The labour law establishes the minimum age for employment which is lower than the age of adulthood (according to civil law) and represents a general requirement for employment, while providing a set of protective measures that should contribute to the unobstructed development and education of minors. The concept of the Family Law (2005) promoted certain rights of children that the previous Law on Marriage and Family Relations did not recognize. In addition to the rights explicitly provided by the Family Law (the right to know who their parents are, to live with their parents, to maintain a personal relationship with a parent that doesn't live with them, the right to education etc.) a child (a mature minor) has the right to enter into an employment relationship. Since the Family Law has no provisions regarding child employment, lex specialis in this field is the Labour Law, which specifically provides for the parental (legal guardians) consent to enter into a contract of employment. This is an interesting solution, especially having in mind that the former Law on Marriage and Family Relations allowed employment of minors without parental consent. Besides Serbia, authorization of employment of minors was established as a necessary requirement in several other countries. Contrary to this, most legal systems do not make the consent of a legal guardian a requirement for employment of minors, because working is not considered dangerous or harmful for the minors, assuming they meet the general and special requirements for employment and assuming special legal protection was ensured (in terms of banning or limiting overtime and night work, limiting the length of working hours, ensuring health and safety at work etc.). This solution starts with the assumption that employment of minors should be regulated so that it fits their needs and concerns as much as possible. Therefore, this article discusses the key aspects of an employment contract with a minor in domestic, international and foreign law. Special attention was devoted to the significance of consent of legal guardians in employment of minors, as well as the issue of (non) justification of this type of controlled (authorized) induction of minors into the labour market.
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Saglasnost zakonskog zastupnika za zasnivanje radnog odnosa sa maloletnikom
T1  - The significance of consent of legal guardian in employment of minors
EP  - 690
IS  - 4-6
SP  - 662
VL  - 55
UR  - conv_2212
ER  - 

@article{
author = "Kovačević, Ljubinka and Novaković, Uroš",
year = "2017",
abstract = "Zbog psiho-fizičkih svojstava koja utiču na mogućnost maloletnika da pravilno shvataju događaje, procenjuju sopstveno ponašanje i usmeravaju lične postupke, maloletnicima nije dozvoljeno da zasnivaju pravne odnose i raspolažu pravima i obavezama u jednakoj meri kao i odrasli. Ovo pravilo ne vredi za oblast zapošljavanja, budući da lice koje je navršilo određene godine života može da stekne svojstvo zaposlenog. U radnom pravu se, naime, utvrđuje minimalni uzrast za zasniva- nje radnog odnosa koji je niži od uzrasta određenog za sticanje punoletstva (prema građanskom pravu) i koji predstavlja opšti uslov za zasnivanje radnog odnosa, uz obezbeđivanje niza zaštitnih mera koje treba da doprinesu nesmetanom razvoju i obrazovanju maloletnika. Koncept Porodičnog zakona od 2005. godine promovisao je izvesna prava deteta koja nisu bila poznata u prethodnom Zakonu o braku i porodičnim odnosima. Pored prava deteta izričito predviđenih Porodičnim zakonom (pravo da zna ko su mu roditelji, da živi sa roditeljima, da održava lične odnose sa roditeljem sa kojim ne živi, pravo na obrazovanje i dr.) pravo na zasnivanje radnog odnosa je još jedno pravo koje dete (stariji maloletnik) ima. Budući da Porodični zakon ne sadrži odredbe o zapošljavanju maloletnika, lex specialis u ovoj oblasti je Zakon o radu, koji izričito zahteva postojanje saglasnosti roditelja ili drugih zakonskih zastupnika deteta za zasnivanje ugovora o radu. Ovo rešenje je zanimljivo za istraživanje, između ostalog i stoga što je Zakon o braku i porodičnim odnosima predviđao da maloletnik može zasnovati radni odnos bez saglasnosti roditelja. Takođe, u mnogim drugim pravnim sistemima, zasnivanje radnog odnosa maloletnika nije uslovljeno saglasnošću njegovog zakonskog zastupnika, jer se smatra da rad ne može biti opasan i štetan za maloletnika, ako on ispunjava opšti i posebne uslove za zasnivanje radnog odnosa i ako mu je obezbeđena posebna radno-pravna zaštita (u smislu zabrane ili ograničenja noćnog i prekovremenog rada, zdravstvenih pregleda, posebne zaštite bezbednosti i zdravlja na radu i dr.). Ovo rešenje polazi i od postavke da zapošljavanje maloletnika treba urediti tako da što je moguće više odgovara njihovim problemima i potrebama. Stoga su u članku razmotreni ključni aspekti zasnivanja radnog odnosa sa maloletnikom u domaćem, međunarodnom i stranim pravima. Posebna pažnja u toj analizi posvećena je značaju saglasnosti zakonskog zastupnika za zasnivanje radnog odnosa, kao i pitanju (ne)opravdanosti ovog vida kontrolisanog (autorizovanog) uključivanja maloletnika u tržište rada., Due to the psycho-physical properties that affect the ability of minors to properly understand events, evaluate their own behaviour and direct personal actions, minors are not allowed to establish legal relationships and have the same rights and duties as adults. This rule does not apply to the field of employment, as a person who has reached a certain age can become an employee. The labour law establishes the minimum age for employment which is lower than the age of adulthood (according to civil law) and represents a general requirement for employment, while providing a set of protective measures that should contribute to the unobstructed development and education of minors. The concept of the Family Law (2005) promoted certain rights of children that the previous Law on Marriage and Family Relations did not recognize. In addition to the rights explicitly provided by the Family Law (the right to know who their parents are, to live with their parents, to maintain a personal relationship with a parent that doesn't live with them, the right to education etc.) a child (a mature minor) has the right to enter into an employment relationship. Since the Family Law has no provisions regarding child employment, lex specialis in this field is the Labour Law, which specifically provides for the parental (legal guardians) consent to enter into a contract of employment. This is an interesting solution, especially having in mind that the former Law on Marriage and Family Relations allowed employment of minors without parental consent. Besides Serbia, authorization of employment of minors was established as a necessary requirement in several other countries. Contrary to this, most legal systems do not make the consent of a legal guardian a requirement for employment of minors, because working is not considered dangerous or harmful for the minors, assuming they meet the general and special requirements for employment and assuming special legal protection was ensured (in terms of banning or limiting overtime and night work, limiting the length of working hours, ensuring health and safety at work etc.). This solution starts with the assumption that employment of minors should be regulated so that it fits their needs and concerns as much as possible. Therefore, this article discusses the key aspects of an employment contract with a minor in domestic, international and foreign law. Special attention was devoted to the significance of consent of legal guardians in employment of minors, as well as the issue of (non) justification of this type of controlled (authorized) induction of minors into the labour market.",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Saglasnost zakonskog zastupnika za zasnivanje radnog odnosa sa maloletnikom, The significance of consent of legal guardian in employment of minors",
pages = "690-662",
number = "4-6",
volume = "55",
url = "conv_2212"
}

Kovačević, L.,& Novaković, U.. (2017). Saglasnost zakonskog zastupnika za zasnivanje radnog odnosa sa maloletnikom. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 55(4-6), 662-690.
conv_2212

Kovačević L, Novaković U. Saglasnost zakonskog zastupnika za zasnivanje radnog odnosa sa maloletnikom. in Pravo i privreda. 2017;55(4-6):662-690.
conv_2212 .

Kovačević, Ljubinka, Novaković, Uroš, "Saglasnost zakonskog zastupnika za zasnivanje radnog odnosa sa maloletnikom" in Pravo i privreda, 55, no. 4-6 (2017):662-690,
conv_2212 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2016
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/917
AB  - Radnopravna zaštita zaposlenih obezbeđuje se, između ostalog, i priznavanjem njihovih kolektivnih prava, koja im omogućavaju da u odnosima sa poslodavcima izražavaju stavove i budu predstavljeni na odgovarajući način. To uključuje i pravo zaposlenih na participaciju u odlučivanju o pitanjima od značaja za njihov položaj, što je naročito važno u slučaju restrukturiranja kompanija, budući da informisanje i konsultovanje predstavnika zaposlenih o planiranom kolektivnom otpuštanju ili određenoj statusnoj promeni može uticati na ublažavanje negativnih posledica restrukturiranja i doprineti donošenju pravičnih odluka, odluka, koje su dovoljno legitimne da ih prihvate i zaposleni i njihovi predstavnici. U radu su razmotreni ključni aspekti participacije u slučaju restrukturiranja kompanija, uz uočavanje potrebe da se u domaćem pravu, obezbedi to da participacija u donošenju odluke o kolektivnom otpuštanju obuhvati i uspostavljanje dovoljno razvijenog socijalnog dijaloga o načinima sprečavanja kolektivnog otpuštanja, ograničavanja njegovog obima i ublažavanja njegovih posledica. Osim toga, neophodno je da participacija bude obezbeđena i u onim kompanijama u kojima zaposleni nisu sindikalno organizovani ili ni jedan od sindikata ne ispunjava uslove za sticanje svojstva reprezentativnosti. Slično vredi i za slučaju promene poslodavca, kada bi participaciju trebalo osnažiti uključivanjem predstavnika zaposlenih u utvrđivanje i preduzimanje mera u cilju ublažavanja posledica promene, i u onim radnim sredinama u kojima ne postoji reprezentativni sindikat. Potrebno je obezbediti i uslove za delotvorno ostvarivanje prava na konsultovanje, zbog čega zaposlenima mora biti dostupna odgovarajuća upravna ili sudska zaštita, u slučaju da poslodavac povredi ovo njihovo pravo.
AB  - Protection of employees, as the weaker party to the employment relationship, is ensured through the recognition of their collective rights, which allow them to express their views to their employers and be properly represented. It is at that collective level that the labour law seeks to establish equality between parties to employment relationship, which can never be fully achieved at the individual level. This goes for restructuring of companies as well, since information and consultation with employees' representatives, regarding the planned restructuring, aims to prevent dismissals or at least reduce the number of dismissed employees to a minimum and mitigate the effects of restructuring. The Serbian Labour Law needs to be amended, since participation of employees in the decision making on collective redundancies should not be reduced to giving opinions. Instead, a sophisticated social dialogue on ways to prevent collective redundancies, how to limit their scope and mitigate their consequences, needs to take place. Therefore, it seems more appropriate to ensure the participation of employees in companies where employees are not unionized or none of the unions meet the requirements to be qualified as representative. Also, conditions for effective exercise of right to participation need to be created, which is why appropriate administrative or judicial protection must be available to employees, just in case an employer decides to break his information and consultation obligation. The same goes for the measures to alleviate the socio-economic effects of transfer of undertakings on the status of employees.
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Participacija zaposlenih u odlučivanju o restrukturiranju kompanija
T1  - Employees' participation in the decision-making in the event of restructuring of companies
EP  - 676
IS  - 4-6
SP  - 651
VL  - 54
UR  - conv_2178
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2016",
abstract = "Radnopravna zaštita zaposlenih obezbeđuje se, između ostalog, i priznavanjem njihovih kolektivnih prava, koja im omogućavaju da u odnosima sa poslodavcima izražavaju stavove i budu predstavljeni na odgovarajući način. To uključuje i pravo zaposlenih na participaciju u odlučivanju o pitanjima od značaja za njihov položaj, što je naročito važno u slučaju restrukturiranja kompanija, budući da informisanje i konsultovanje predstavnika zaposlenih o planiranom kolektivnom otpuštanju ili određenoj statusnoj promeni može uticati na ublažavanje negativnih posledica restrukturiranja i doprineti donošenju pravičnih odluka, odluka, koje su dovoljno legitimne da ih prihvate i zaposleni i njihovi predstavnici. U radu su razmotreni ključni aspekti participacije u slučaju restrukturiranja kompanija, uz uočavanje potrebe da se u domaćem pravu, obezbedi to da participacija u donošenju odluke o kolektivnom otpuštanju obuhvati i uspostavljanje dovoljno razvijenog socijalnog dijaloga o načinima sprečavanja kolektivnog otpuštanja, ograničavanja njegovog obima i ublažavanja njegovih posledica. Osim toga, neophodno je da participacija bude obezbeđena i u onim kompanijama u kojima zaposleni nisu sindikalno organizovani ili ni jedan od sindikata ne ispunjava uslove za sticanje svojstva reprezentativnosti. Slično vredi i za slučaju promene poslodavca, kada bi participaciju trebalo osnažiti uključivanjem predstavnika zaposlenih u utvrđivanje i preduzimanje mera u cilju ublažavanja posledica promene, i u onim radnim sredinama u kojima ne postoji reprezentativni sindikat. Potrebno je obezbediti i uslove za delotvorno ostvarivanje prava na konsultovanje, zbog čega zaposlenima mora biti dostupna odgovarajuća upravna ili sudska zaštita, u slučaju da poslodavac povredi ovo njihovo pravo., Protection of employees, as the weaker party to the employment relationship, is ensured through the recognition of their collective rights, which allow them to express their views to their employers and be properly represented. It is at that collective level that the labour law seeks to establish equality between parties to employment relationship, which can never be fully achieved at the individual level. This goes for restructuring of companies as well, since information and consultation with employees' representatives, regarding the planned restructuring, aims to prevent dismissals or at least reduce the number of dismissed employees to a minimum and mitigate the effects of restructuring. The Serbian Labour Law needs to be amended, since participation of employees in the decision making on collective redundancies should not be reduced to giving opinions. Instead, a sophisticated social dialogue on ways to prevent collective redundancies, how to limit their scope and mitigate their consequences, needs to take place. Therefore, it seems more appropriate to ensure the participation of employees in companies where employees are not unionized or none of the unions meet the requirements to be qualified as representative. Also, conditions for effective exercise of right to participation need to be created, which is why appropriate administrative or judicial protection must be available to employees, just in case an employer decides to break his information and consultation obligation. The same goes for the measures to alleviate the socio-economic effects of transfer of undertakings on the status of employees.",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Participacija zaposlenih u odlučivanju o restrukturiranju kompanija, Employees' participation in the decision-making in the event of restructuring of companies",
pages = "676-651",
number = "4-6",
volume = "54",
url = "conv_2178"
}

Kovačević, L.. (2016). Participacija zaposlenih u odlučivanju o restrukturiranju kompanija. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 54(4-6), 651-676.
conv_2178

Kovačević L. Participacija zaposlenih u odlučivanju o restrukturiranju kompanija. in Pravo i privreda. 2016;54(4-6):651-676.
conv_2178 .

Kovačević, Ljubinka, "Participacija zaposlenih u odlučivanju o restrukturiranju kompanija" in Pravo i privreda, 54, no. 4-6 (2016):651-676,
conv_2178 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2015
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/871
AB  - Pravila obligacionog prava koja dopuštaju izmenu ugovora zbog promenjenih okolnosti primenjuju se i u oblasti radnog prava, ali uz njihova neophodna prilagođavanja osobenoj prirodi ugovora o radu i obezbeđivanje zaštite zaposlenog, kao slabije (ekonomski zavisne i pravno podređene) strane ugovora. Izmenom ugovora o radu se, pritom, mogu smatrati samo trajne izmene njegovih bitnih elemenata, dok se izmena uslova rada koja se ne tiče bitnih elemenata ugovora smatra izrazom poslodavčeve vlasti sa čijim je vršenjem zaposleni saglasan od momenta zaključenja ugovora. Izmena uslova ugovora o radu ima prednost u odnosu na otkaz, tako da radni odnos neće prestati ako zaposleni pristane na pravičnu izmenu određenih uslova ugovora. Zaposleni koji odbije ponudu za zaključenje aneksa može zahtevati primenu neizmenjenog ugovora, dok poslodavac može da se složi sa tim zahtevom, ali može i da zadrži svoju ponudu i zaposlenom da otkaz. Premda su radnopravna pravila o izmeni ugovora o radu bitno drugačija od odgovarajućih pravila obligacionog prava, pažnju radnopravnih stručnjaka privlače i alternativni predlozi koji su učinjeni u Drugoj knjizi Prednacrta građanskog zakonika Republike Srbije, u pogledu raskida ili izmene ugovora zbog promenjenih okolnosti. U radu su razmotrene pravne posledice upućivanja ponude za zaključenje aneksa ugovora o radu, dok su u okviru posebnih poglavlja obrađeni ključni aspekti premeštaja zaposlenog na drugi posao ili u drugo mesto rada. Posebna pažnja u toj analizi posvećena je slučajevima kojima je svojstven rizik od zloupotrebe instituta premeštaja (neograničeno proširivanje sadržine okolnosti u kojima je dopušten privremeni premeštaj; premeštaj na slabije plaćeni posao posle korišćenja odsustva sa rada zbog trudnoće i porođaja; ograničavanje prava na poštovanje porodičnog života zbog premeštaja u drugo mesto rada).
AB  - In labour law, the rules of the contract law that allow modifications due to changed circumstances are applied, alongside necessary adjustments to these rules to fit the particular nature of the employment contract. Although the rules on employment contract modification in the labour law differ from the corresponding rules in the contract law, what grabbed the attention of the experts were the new solutions proposed in the Second Volume of the Preliminary Draft of the Civil Code of the Republic of Serbia, regarding termination and modification of contract due to changed circumstances (art. 145-148). This paper has examined the legal consequences of referring an offer for an annex to an employment contract. Specific chapters deal with the key aspects of employee transfers to another job or to a different (geographic) place of work. The analysis identifies cases where the amendments to an employment contract had a significant risk for misuse of transfers, such as unlimited expanding of circumstances where temporary transfer is allowed, and also transfer of employees to lower level jobs and lower paid jobs, especially upon their return from maternity leave. It is pointed out that attempts of the Serbian legislator to establish a contractual concept of employment relationship have resulted, amongst other things, in regulation of issues regarding amendments of employment contract, with appropriate protection provided for weaker party in employment relationship. Only permanent modifications of the essential elements of the contract shall be considered employment contract modifications, while modifications of the working conditions outside of the essential elements of the contract shall be considered an expression of employer's ius variandi. Modification of employment contract terms take precedence over its termination, meaning that the employment relationship will not be terminated if an employee agrees to a fair modification of the terms. On the other hand, an employee who rejects an offer, may require application of the unmodified contract, and the employer can agree with that request (i.e. enable work under previous conditions), or keep the offer and dismiss the employee. An employer, who, despite the refusal of the employee to accept the offer, via facti imposes the modification of the contract, is in breach of the contract and an employee is not obliged to perform new tasks or to work in a new place of work.
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Pravne posledice upućivanja ponude za izmenu elemenata ugovora o radu, sa posebnim osvrtom na premeštaj zaposlenog
T1  - Legal consequences of referring an offer to amend elements of an employment contract with a focus on employee relocation or transfer to another job
EP  - 851
IS  - 4-6
SP  - 823
VL  - 53
UR  - conv_2161
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2015",
abstract = "Pravila obligacionog prava koja dopuštaju izmenu ugovora zbog promenjenih okolnosti primenjuju se i u oblasti radnog prava, ali uz njihova neophodna prilagođavanja osobenoj prirodi ugovora o radu i obezbeđivanje zaštite zaposlenog, kao slabije (ekonomski zavisne i pravno podređene) strane ugovora. Izmenom ugovora o radu se, pritom, mogu smatrati samo trajne izmene njegovih bitnih elemenata, dok se izmena uslova rada koja se ne tiče bitnih elemenata ugovora smatra izrazom poslodavčeve vlasti sa čijim je vršenjem zaposleni saglasan od momenta zaključenja ugovora. Izmena uslova ugovora o radu ima prednost u odnosu na otkaz, tako da radni odnos neće prestati ako zaposleni pristane na pravičnu izmenu određenih uslova ugovora. Zaposleni koji odbije ponudu za zaključenje aneksa može zahtevati primenu neizmenjenog ugovora, dok poslodavac može da se složi sa tim zahtevom, ali može i da zadrži svoju ponudu i zaposlenom da otkaz. Premda su radnopravna pravila o izmeni ugovora o radu bitno drugačija od odgovarajućih pravila obligacionog prava, pažnju radnopravnih stručnjaka privlače i alternativni predlozi koji su učinjeni u Drugoj knjizi Prednacrta građanskog zakonika Republike Srbije, u pogledu raskida ili izmene ugovora zbog promenjenih okolnosti. U radu su razmotrene pravne posledice upućivanja ponude za zaključenje aneksa ugovora o radu, dok su u okviru posebnih poglavlja obrađeni ključni aspekti premeštaja zaposlenog na drugi posao ili u drugo mesto rada. Posebna pažnja u toj analizi posvećena je slučajevima kojima je svojstven rizik od zloupotrebe instituta premeštaja (neograničeno proširivanje sadržine okolnosti u kojima je dopušten privremeni premeštaj; premeštaj na slabije plaćeni posao posle korišćenja odsustva sa rada zbog trudnoće i porođaja; ograničavanje prava na poštovanje porodičnog života zbog premeštaja u drugo mesto rada)., In labour law, the rules of the contract law that allow modifications due to changed circumstances are applied, alongside necessary adjustments to these rules to fit the particular nature of the employment contract. Although the rules on employment contract modification in the labour law differ from the corresponding rules in the contract law, what grabbed the attention of the experts were the new solutions proposed in the Second Volume of the Preliminary Draft of the Civil Code of the Republic of Serbia, regarding termination and modification of contract due to changed circumstances (art. 145-148). This paper has examined the legal consequences of referring an offer for an annex to an employment contract. Specific chapters deal with the key aspects of employee transfers to another job or to a different (geographic) place of work. The analysis identifies cases where the amendments to an employment contract had a significant risk for misuse of transfers, such as unlimited expanding of circumstances where temporary transfer is allowed, and also transfer of employees to lower level jobs and lower paid jobs, especially upon their return from maternity leave. It is pointed out that attempts of the Serbian legislator to establish a contractual concept of employment relationship have resulted, amongst other things, in regulation of issues regarding amendments of employment contract, with appropriate protection provided for weaker party in employment relationship. Only permanent modifications of the essential elements of the contract shall be considered employment contract modifications, while modifications of the working conditions outside of the essential elements of the contract shall be considered an expression of employer's ius variandi. Modification of employment contract terms take precedence over its termination, meaning that the employment relationship will not be terminated if an employee agrees to a fair modification of the terms. On the other hand, an employee who rejects an offer, may require application of the unmodified contract, and the employer can agree with that request (i.e. enable work under previous conditions), or keep the offer and dismiss the employee. An employer, who, despite the refusal of the employee to accept the offer, via facti imposes the modification of the contract, is in breach of the contract and an employee is not obliged to perform new tasks or to work in a new place of work.",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Pravne posledice upućivanja ponude za izmenu elemenata ugovora o radu, sa posebnim osvrtom na premeštaj zaposlenog, Legal consequences of referring an offer to amend elements of an employment contract with a focus on employee relocation or transfer to another job",
pages = "851-823",
number = "4-6",
volume = "53",
url = "conv_2161"
}

Kovačević, L.. (2015). Pravne posledice upućivanja ponude za izmenu elemenata ugovora o radu, sa posebnim osvrtom na premeštaj zaposlenog. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 53(4-6), 823-851.
conv_2161

Kovačević L. Pravne posledice upućivanja ponude za izmenu elemenata ugovora o radu, sa posebnim osvrtom na premeštaj zaposlenog. in Pravo i privreda. 2015;53(4-6):823-851.
conv_2161 .

Kovačević, Ljubinka, "Pravne posledice upućivanja ponude za izmenu elemenata ugovora o radu, sa posebnim osvrtom na premeštaj zaposlenog" in Pravo i privreda, 53, no. 4-6 (2015):823-851,
conv_2161 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2014
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/805
AB  - Like so many European countries, the Republic of Serbia is facing high rates of unemployment among persons with disabilities. This can be explained by various factors, including indirect discrimination of persons with disabilities within the school system and employment procedures, as well as their fear of forfeiture of social benefits upon entering into an employment contract. Law on vocational rehabilitation and employment of persons with disabilities (2009) is promoting employment of such persons in the open market, in accordance with the general conditions or by reasonably adjusting the workplace to their needs, while 'sheltered' employment is, as a rule, reserved for persons who, due to the grade of their disability, are unable to fulfil their need for economic security as initially described above. Based on international standards and comparative experience, the legislator prescribed multiple measures, including employment quotas, for equal participation of persons with disabilities in the labour market as well as increase in their employment. Although the rate of employment of persons with disabilities has risen slightly since the Law came into force, many of these people are still without work, mainly because employers sought to 'bypass' their designated employment obligations any way they could, even pressuring the (existing) staff to register as persons with disabilities. On the other hand, judges are faced with the challange of 'honing down' reasonable adjustments standard, especially as the corresponding obligation of the employer exceeds the ban for indirect discrimination, and yet differs from positive discrimination. Therefore, the paper shall reasses the limits of the obligation for reasonable adjustments, as well as the circle of protected persons, since comparative law recognizes the practise of reserving employment quotas exclusively for people with severe disabilities. Especially so, because limiting the designated employment obligation to persons with severe disabilities is justified when the purpose of the quota system is to facilitate employment for people facing the biggest problems on the labour market. Conversely, the need to reduce the number of users of social benefits speaks in favour of establishing a general obligation for employment of persons with disabilities.
PB  - Pravni Fakultet Sveucilista Josipa Jurja Strossmayera & Osijeku, Osijek
T2  - Pravni vjesnik
T1  - Protection of persons with disabilities from employment discrimination, with a focus on serbian legislation and practice
EP  - 74
IS  - 2
SP  - 57
VL  - 30
UR  - conv_3037
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2014",
abstract = "Like so many European countries, the Republic of Serbia is facing high rates of unemployment among persons with disabilities. This can be explained by various factors, including indirect discrimination of persons with disabilities within the school system and employment procedures, as well as their fear of forfeiture of social benefits upon entering into an employment contract. Law on vocational rehabilitation and employment of persons with disabilities (2009) is promoting employment of such persons in the open market, in accordance with the general conditions or by reasonably adjusting the workplace to their needs, while 'sheltered' employment is, as a rule, reserved for persons who, due to the grade of their disability, are unable to fulfil their need for economic security as initially described above. Based on international standards and comparative experience, the legislator prescribed multiple measures, including employment quotas, for equal participation of persons with disabilities in the labour market as well as increase in their employment. Although the rate of employment of persons with disabilities has risen slightly since the Law came into force, many of these people are still without work, mainly because employers sought to 'bypass' their designated employment obligations any way they could, even pressuring the (existing) staff to register as persons with disabilities. On the other hand, judges are faced with the challange of 'honing down' reasonable adjustments standard, especially as the corresponding obligation of the employer exceeds the ban for indirect discrimination, and yet differs from positive discrimination. Therefore, the paper shall reasses the limits of the obligation for reasonable adjustments, as well as the circle of protected persons, since comparative law recognizes the practise of reserving employment quotas exclusively for people with severe disabilities. Especially so, because limiting the designated employment obligation to persons with severe disabilities is justified when the purpose of the quota system is to facilitate employment for people facing the biggest problems on the labour market. Conversely, the need to reduce the number of users of social benefits speaks in favour of establishing a general obligation for employment of persons with disabilities.",
publisher = "Pravni Fakultet Sveucilista Josipa Jurja Strossmayera & Osijeku, Osijek",
journal = "Pravni vjesnik",
title = "Protection of persons with disabilities from employment discrimination, with a focus on serbian legislation and practice",
pages = "74-57",
number = "2",
volume = "30",
url = "conv_3037"
}

Kovačević, L.. (2014). Protection of persons with disabilities from employment discrimination, with a focus on serbian legislation and practice. in Pravni vjesnik
Pravni Fakultet Sveucilista Josipa Jurja Strossmayera & Osijeku, Osijek., 30(2), 57-74.
conv_3037

Kovačević L. Protection of persons with disabilities from employment discrimination, with a focus on serbian legislation and practice. in Pravni vjesnik. 2014;30(2):57-74.
conv_3037 .

Kovačević, Ljubinka, "Protection of persons with disabilities from employment discrimination, with a focus on serbian legislation and practice" in Pravni vjesnik, 30, no. 2 (2014):57-74,
conv_3037 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2014
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/773
AB  - U vreme ekonomske krize, široke garantije sigurnosti zaposlenja kritikuju se kao prepreka za prevazilaženje teškoća sa kojima se poslodavci suočavaju na tržištu. Sa druge strane, kritici su izloženy i pravni sistemi koji poslodavcima priznaju bezmalo apsolutnu slobodu otpuštanja, budući da radnici imaju potrebu za većom zaštitom u vreme kada ih ugrožava povećan rizik (dugoročne) nezaposlenosti. Ove dileme obeležile su i period koji je usledio po razbuktavanju ekonomske krize u jesen 2008. godine, zbog čega je u radu, najpre, razmotren uticaj krize na reforme radnog zakonodavstva u više evropskih država. Posebnu pažnju u toj analizi zauzimaju rezultati primene koncepcije fleksibilne sigurnosti koji su, umesto očekivanog povećanja zaposlenosti, doveli do produbljivanje socijalnih nejednakosti i marginalizacije najosetljivijih kategorija radnika (posebno mladih i starijih radnika), kao i do značajnog narušavanja stabilnosti zaposlenja, te povećanja broja radnika koji rade van radnog odnosa. Centralni deo rada posvećen je skorašnjim primerima fleksibilizacije (i deregulacije) zaštite od otkaza u više evropskih država (pojednostavljivanje otkaznog postupka, preispitivanje kataloga valjanih otkaznih razloga, skraćivanje otkaznog roka, sužavanje zaštite u slučaju nezakonitog otkaza). Konstatovano je da usvajanje fleksibilnih pravila o otkazu nije značajnije doprinelo ostvarivanju njihovog osnovnog cilja - stvaranju novih poslova, što bi trebalo da bude važna pouka i za srpskog zakonodavca. Ovo tim pre što se teško može dokazati da će smanjeni obim zaštite od otkaza uticati na povećanje zaposlenosti (za šta je neophodno stvaranje novih poslova zahvaljujući većim ulaganjima, ozbiljnoj industrijskoj politici, delotvornijoj javnoj upravi i snižavanju troškova zapošljavanja novih radnika). U tom smislu se zaključuje da ekonomska kriza može biti legitiman razlog za izmene radnog zakonodavstva u cilju ograničavanja troškova rada, ali da te izmene ne smeju imati za posledicu prekomernu nesigurnost radnika i povredu njihovih osnovnih socijalnih prava.
AB  - In a time of economic crisis, a broad guarantee for job security is criticized, for it represents an obstacle in overcoming difficulties that employers face in the market. On the other hand, the legal systems that give the employers an almost absolute freedom to terminate employment are criticized as well, as employees need to be better protected during the periods of time with increased risk for (long-term) unemployment. These dilemmas had marked the period after the flare-up of economic crisis in the autumn of 2008. Therefore, the paper shall first consider the impact of the economic crisis on labour legislation reforms in several European countries. Particular attention in this analysis shall be paid to the results of the implementation of the flexicurity concept, which was supposed to increase employment, but instead led to the marginalization and impoverishment of certain categories of employees as well as significant disruption of employment stability and an increase in numbers of persons working under civil or commercial contracts. Central part of the paper shall be dedicated to the most recent examples of flexibilization (and deregulation) of protection against termination of employment in several European countries (simplification of the dismissal procedure, review of the catalogue of valid reasons for termination, shortening of the notice period, decreasing of the protection in cases of wrongful dismissal). It is noted that the adoption of flexible rules for termination of employment has not contributed significantly to the achievement of the main objective - creation of new jobs, which is an important lesson for Serbian legislators. All the more so because it cannot be concluded that the lower protection from termination of employment will cause the employment to rise (which requires the creation of new jobs through increased investment, serious industrial policies, more effective public administration and lower costs of hiring new workers). In this sense, we can say that the economic crisis represents a legitimate reason to change the labour laws in order to limit labour costs, and that these changes shall not result in excessive job insecurity and breach of the worker's fundamental social rights.
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Ekonomska kriza i reforme radnog zakonodavstva u evropskim državama, sa posebnim osvrtom na pravila o otkazu ugovora o radu - moguće pouke za srpsko radno pravo
T1  - Economic crisis and labour legislation reforms in European countries, with special reference to the rules of termination of employment: Possible lessons for the Serbian labour legislation
EP  - 526
IS  - 7-9
SP  - 500
VL  - 52
UR  - conv_2137
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2014",
abstract = "U vreme ekonomske krize, široke garantije sigurnosti zaposlenja kritikuju se kao prepreka za prevazilaženje teškoća sa kojima se poslodavci suočavaju na tržištu. Sa druge strane, kritici su izloženy i pravni sistemi koji poslodavcima priznaju bezmalo apsolutnu slobodu otpuštanja, budući da radnici imaju potrebu za većom zaštitom u vreme kada ih ugrožava povećan rizik (dugoročne) nezaposlenosti. Ove dileme obeležile su i period koji je usledio po razbuktavanju ekonomske krize u jesen 2008. godine, zbog čega je u radu, najpre, razmotren uticaj krize na reforme radnog zakonodavstva u više evropskih država. Posebnu pažnju u toj analizi zauzimaju rezultati primene koncepcije fleksibilne sigurnosti koji su, umesto očekivanog povećanja zaposlenosti, doveli do produbljivanje socijalnih nejednakosti i marginalizacije najosetljivijih kategorija radnika (posebno mladih i starijih radnika), kao i do značajnog narušavanja stabilnosti zaposlenja, te povećanja broja radnika koji rade van radnog odnosa. Centralni deo rada posvećen je skorašnjim primerima fleksibilizacije (i deregulacije) zaštite od otkaza u više evropskih država (pojednostavljivanje otkaznog postupka, preispitivanje kataloga valjanih otkaznih razloga, skraćivanje otkaznog roka, sužavanje zaštite u slučaju nezakonitog otkaza). Konstatovano je da usvajanje fleksibilnih pravila o otkazu nije značajnije doprinelo ostvarivanju njihovog osnovnog cilja - stvaranju novih poslova, što bi trebalo da bude važna pouka i za srpskog zakonodavca. Ovo tim pre što se teško može dokazati da će smanjeni obim zaštite od otkaza uticati na povećanje zaposlenosti (za šta je neophodno stvaranje novih poslova zahvaljujući većim ulaganjima, ozbiljnoj industrijskoj politici, delotvornijoj javnoj upravi i snižavanju troškova zapošljavanja novih radnika). U tom smislu se zaključuje da ekonomska kriza može biti legitiman razlog za izmene radnog zakonodavstva u cilju ograničavanja troškova rada, ali da te izmene ne smeju imati za posledicu prekomernu nesigurnost radnika i povredu njihovih osnovnih socijalnih prava., In a time of economic crisis, a broad guarantee for job security is criticized, for it represents an obstacle in overcoming difficulties that employers face in the market. On the other hand, the legal systems that give the employers an almost absolute freedom to terminate employment are criticized as well, as employees need to be better protected during the periods of time with increased risk for (long-term) unemployment. These dilemmas had marked the period after the flare-up of economic crisis in the autumn of 2008. Therefore, the paper shall first consider the impact of the economic crisis on labour legislation reforms in several European countries. Particular attention in this analysis shall be paid to the results of the implementation of the flexicurity concept, which was supposed to increase employment, but instead led to the marginalization and impoverishment of certain categories of employees as well as significant disruption of employment stability and an increase in numbers of persons working under civil or commercial contracts. Central part of the paper shall be dedicated to the most recent examples of flexibilization (and deregulation) of protection against termination of employment in several European countries (simplification of the dismissal procedure, review of the catalogue of valid reasons for termination, shortening of the notice period, decreasing of the protection in cases of wrongful dismissal). It is noted that the adoption of flexible rules for termination of employment has not contributed significantly to the achievement of the main objective - creation of new jobs, which is an important lesson for Serbian legislators. All the more so because it cannot be concluded that the lower protection from termination of employment will cause the employment to rise (which requires the creation of new jobs through increased investment, serious industrial policies, more effective public administration and lower costs of hiring new workers). In this sense, we can say that the economic crisis represents a legitimate reason to change the labour laws in order to limit labour costs, and that these changes shall not result in excessive job insecurity and breach of the worker's fundamental social rights.",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Ekonomska kriza i reforme radnog zakonodavstva u evropskim državama, sa posebnim osvrtom na pravila o otkazu ugovora o radu - moguće pouke za srpsko radno pravo, Economic crisis and labour legislation reforms in European countries, with special reference to the rules of termination of employment: Possible lessons for the Serbian labour legislation",
pages = "526-500",
number = "7-9",
volume = "52",
url = "conv_2137"
}

Kovačević, L.. (2014). Ekonomska kriza i reforme radnog zakonodavstva u evropskim državama, sa posebnim osvrtom na pravila o otkazu ugovora o radu - moguće pouke za srpsko radno pravo. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 52(7-9), 500-526.
conv_2137

Kovačević L. Ekonomska kriza i reforme radnog zakonodavstva u evropskim državama, sa posebnim osvrtom na pravila o otkazu ugovora o radu - moguće pouke za srpsko radno pravo. in Pravo i privreda. 2014;52(7-9):500-526.
conv_2137 .

Kovačević, Ljubinka, "Ekonomska kriza i reforme radnog zakonodavstva u evropskim državama, sa posebnim osvrtom na pravila o otkazu ugovora o radu - moguće pouke za srpsko radno pravo" in Pravo i privreda, 52, no. 7-9 (2014):500-526,
conv_2137 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2014
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/766
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Radno i socijalno pravo
T1  - Labour and social law
EP  - 193
IS  - 10-12
SP  - 181
VL  - 52
UR  - conv_2141
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2014",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Radno i socijalno pravo, Labour and social law",
pages = "193-181",
number = "10-12",
volume = "52",
url = "conv_2141"
}

Kovačević, L.. (2014). Radno i socijalno pravo. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 52(10-12), 181-193.
conv_2141

Kovačević L. Radno i socijalno pravo. in Pravo i privreda. 2014;52(10-12):181-193.
conv_2141 .

Kovačević, Ljubinka, "Radno i socijalno pravo" in Pravo i privreda, 52, no. 10-12 (2014):181-193,
conv_2141 .

TY  - CONF
AU  - Kovačević, Ljubinka
PY  - 2013
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/728
PB  - Udruženje pravnika u privredi Srbije, Beograd
C3  - Pravo i privreda
T1  - Vrednovanje sposobnosti i rada zaposlenih - ključni pravni aspekti
T1  - Evaluation of employees' capacities and work: Key legal aspects
EP  - 567
IS  - 7-9
SP  - 548
VL  - 50
UR  - conv_2110
ER  - 

@conference{
author = "Kovačević, Ljubinka",
year = "2013",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Vrednovanje sposobnosti i rada zaposlenih - ključni pravni aspekti, Evaluation of employees' capacities and work: Key legal aspects",
pages = "567-548",
number = "7-9",
volume = "50",
url = "conv_2110"
}

Kovačević, L.. (2013). Vrednovanje sposobnosti i rada zaposlenih - ključni pravni aspekti. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 50(7-9), 548-567.
conv_2110

Kovačević L. Vrednovanje sposobnosti i rada zaposlenih - ključni pravni aspekti. in Pravo i privreda. 2013;50(7-9):548-567.
conv_2110 .

Kovačević, Ljubinka, "Vrednovanje sposobnosti i rada zaposlenih - ključni pravni aspekti" in Pravo i privreda, 50, no. 7-9 (2013):548-567,
conv_2110 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2013
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/725
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Radno i socijalno pravo
EP  - 179
IS  - 10-12
SP  - 170
VL  - 50
UR  - conv_2116
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2013",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Radno i socijalno pravo",
pages = "179-170",
number = "10-12",
volume = "50",
url = "conv_2116"
}

Kovačević, L.. (2013). Radno i socijalno pravo. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 50(10-12), 170-179.
conv_2116

Kovačević L. Radno i socijalno pravo. in Pravo i privreda. 2013;50(10-12):170-179.
conv_2116 .

Kovačević, Ljubinka, "Radno i socijalno pravo" in Pravo i privreda, 50, no. 10-12 (2013):170-179,
conv_2116 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2013
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/721
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Radno i socijalno pravo
EP  - 176
IS  - 1-3
SP  - 167
VL  - 50
UR  - conv_2086
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2013",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Radno i socijalno pravo",
pages = "176-167",
number = "1-3",
volume = "50",
url = "conv_2086"
}

Kovačević, L.. (2013). Radno i socijalno pravo. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 50(1-3), 167-176.
conv_2086

Kovačević L. Radno i socijalno pravo. in Pravo i privreda. 2013;50(1-3):167-176.
conv_2086 .

Kovačević, Ljubinka, "Radno i socijalno pravo" in Pravo i privreda, 50, no. 1-3 (2013):167-176,
conv_2086 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2013
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/680
AB  - Premda se građanske slobode i prava tradicionalno posmatraju u svetlu odnosa između pojedinca i države (tj. obaveze države da se uzdrži od zadiranja u nečiju slobodu ili pravo), važni aspekti ostvarivanja ovih sloboda i prava vezuju se i za odnos koji se uspostavlja između zaposlenog i poslodavca. Ovo stoga što zasnivanjem radnog odnosa zaposleni dobrovoljno pristaje na ograničenje svoje autonomije na radu u meri u kojoj je to neophodno za obavljanje poslova pod vlašću poslodavca. Zbog toga se kao jedan od težišnih problema radnog prava pojavljuje problem zaštite zaposlenih od zloupotreba poslodavčevih (upravljačkih, normativnih i disciplinskih) ovlašćenja, što uključuje i stvaranje uslova za delotvorno uživanje slobode izražavanja, prava na poštovanje privatnog života i drugih građanskih sloboda i prava zaposlenih na mestu rada. Kako je svaka zamisao o ovom problemu nerazumljiva ako nije ugrađena u jedan širi kontekst, koji obuhvata veze istorije prava ljudskih prava sa sferom radnih odnosa, u radu je, najpre, razmotreno pitanje radnika kao titulara ljudskih prava i sloboda. Nakon toga su preispitani najvažniji uslovi i prepreke za uživanje građanskih sloboda i prava na mestu rada, kao i strogi uslovi za njihovo izuzetno ograničavanje. U zaključnim razmatranjima ukazano je na različita teorijska tumačenja skorašnjeg 'uspona' građanskih sloboda i prava u oblasti radnog prava, koja se kreću od objašnjenja da je reč o postavljanju novih granica pravne subordinacije u radnom odnosu do stava da je to kompenzacija za nove rizike koji prate veću fleksibilnost uslova rada, naročito rizik nesigurnosti zaposlenja.
AB  - Although civil rights and liberties have traditionally been viewed through a relationship between the state and the individual (i.e. the obligation of the state to refrain from interfering with individual rights and liberties), important aspects in exercising these rights and liberties are associated with the employer-employee relationship. This is due to the fact that, by entering into employment, an employee agrees to limit his/her autonomy at work to the extent necessary to perform under the power of an employer. Therefore, one of the focal issues of labour law is how to protect employees from the abuse of managerial, normative, and disciplinary prerogatives by the employer, which includes creating the conditions to effectively exercise the freedom of expression, the right to a private life, as well as other rights and liberties in the workplace. Any idea related to this issue will be incomprehensible unless it is built into a broader context that includes the links between the history of the human rights law and the sphere of employment relations. Hence, this paper first examines the issue of employees as holders of human rights and liberties. Subsequently, the paper examines the most important requirements and obstacles for enjoyment of civil rights and liberties in the workplace. A special section of this paper is dedicated to analyzing the strict requirements for exceptional limitation of liberties and rights of employees, while the conclusion deals with various theoretical interpretations of the recent 'ascent' of civil rights and liberties within the field of labour law.
PB  - Univerzitet u Nišu, Niš
T2  - Teme
T1  - Radnopravna zaštita građanskih sloboda i prava zaposlenih na mestu rada - prodor demokratskih vrednosti u svet rada ili kompenzacija za veću nesigurnost zaposlenja?
T1  - Labour-law protection of civil rights and liberties of employees in the workplace: Penetration of democratic values into the realm of labour or compensation for greater job insecurity?
EP  - 1599
IS  - 4
SP  - 1583
VL  - 37
UR  - conv_1782
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2013",
abstract = "Premda se građanske slobode i prava tradicionalno posmatraju u svetlu odnosa između pojedinca i države (tj. obaveze države da se uzdrži od zadiranja u nečiju slobodu ili pravo), važni aspekti ostvarivanja ovih sloboda i prava vezuju se i za odnos koji se uspostavlja između zaposlenog i poslodavca. Ovo stoga što zasnivanjem radnog odnosa zaposleni dobrovoljno pristaje na ograničenje svoje autonomije na radu u meri u kojoj je to neophodno za obavljanje poslova pod vlašću poslodavca. Zbog toga se kao jedan od težišnih problema radnog prava pojavljuje problem zaštite zaposlenih od zloupotreba poslodavčevih (upravljačkih, normativnih i disciplinskih) ovlašćenja, što uključuje i stvaranje uslova za delotvorno uživanje slobode izražavanja, prava na poštovanje privatnog života i drugih građanskih sloboda i prava zaposlenih na mestu rada. Kako je svaka zamisao o ovom problemu nerazumljiva ako nije ugrađena u jedan širi kontekst, koji obuhvata veze istorije prava ljudskih prava sa sferom radnih odnosa, u radu je, najpre, razmotreno pitanje radnika kao titulara ljudskih prava i sloboda. Nakon toga su preispitani najvažniji uslovi i prepreke za uživanje građanskih sloboda i prava na mestu rada, kao i strogi uslovi za njihovo izuzetno ograničavanje. U zaključnim razmatranjima ukazano je na različita teorijska tumačenja skorašnjeg 'uspona' građanskih sloboda i prava u oblasti radnog prava, koja se kreću od objašnjenja da je reč o postavljanju novih granica pravne subordinacije u radnom odnosu do stava da je to kompenzacija za nove rizike koji prate veću fleksibilnost uslova rada, naročito rizik nesigurnosti zaposlenja., Although civil rights and liberties have traditionally been viewed through a relationship between the state and the individual (i.e. the obligation of the state to refrain from interfering with individual rights and liberties), important aspects in exercising these rights and liberties are associated with the employer-employee relationship. This is due to the fact that, by entering into employment, an employee agrees to limit his/her autonomy at work to the extent necessary to perform under the power of an employer. Therefore, one of the focal issues of labour law is how to protect employees from the abuse of managerial, normative, and disciplinary prerogatives by the employer, which includes creating the conditions to effectively exercise the freedom of expression, the right to a private life, as well as other rights and liberties in the workplace. Any idea related to this issue will be incomprehensible unless it is built into a broader context that includes the links between the history of the human rights law and the sphere of employment relations. Hence, this paper first examines the issue of employees as holders of human rights and liberties. Subsequently, the paper examines the most important requirements and obstacles for enjoyment of civil rights and liberties in the workplace. A special section of this paper is dedicated to analyzing the strict requirements for exceptional limitation of liberties and rights of employees, while the conclusion deals with various theoretical interpretations of the recent 'ascent' of civil rights and liberties within the field of labour law.",
publisher = "Univerzitet u Nišu, Niš",
journal = "Teme",
title = "Radnopravna zaštita građanskih sloboda i prava zaposlenih na mestu rada - prodor demokratskih vrednosti u svet rada ili kompenzacija za veću nesigurnost zaposlenja?, Labour-law protection of civil rights and liberties of employees in the workplace: Penetration of democratic values into the realm of labour or compensation for greater job insecurity?",
pages = "1599-1583",
number = "4",
volume = "37",
url = "conv_1782"
}

Kovačević, L.. (2013). Radnopravna zaštita građanskih sloboda i prava zaposlenih na mestu rada - prodor demokratskih vrednosti u svet rada ili kompenzacija za veću nesigurnost zaposlenja?. in Teme
Univerzitet u Nišu, Niš., 37(4), 1583-1599.
conv_1782

Kovačević L. Radnopravna zaštita građanskih sloboda i prava zaposlenih na mestu rada - prodor demokratskih vrednosti u svet rada ili kompenzacija za veću nesigurnost zaposlenja?. in Teme. 2013;37(4):1583-1599.
conv_1782 .

Kovačević, Ljubinka, "Radnopravna zaštita građanskih sloboda i prava zaposlenih na mestu rada - prodor demokratskih vrednosti u svet rada ili kompenzacija za veću nesigurnost zaposlenja?" in Teme, 37, no. 4 (2013):1583-1599,
conv_1782 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2012
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/673
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Radno i socijalno pravo
T1  - Labour and social law
EP  - 144
IS  - 10-12
SP  - 136
VL  - 49
UR  - conv_2084
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2012",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Radno i socijalno pravo, Labour and social law",
pages = "144-136",
number = "10-12",
volume = "49",
url = "conv_2084"
}

Kovačević, L.. (2012). Radno i socijalno pravo. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 49(10-12), 136-144.
conv_2084

Kovačević L. Radno i socijalno pravo. in Pravo i privreda. 2012;49(10-12):136-144.
conv_2084 .

Kovačević, Ljubinka, "Radno i socijalno pravo" in Pravo i privreda, 49, no. 10-12 (2012):136-144,
conv_2084 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2012
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/665
AB  - Zaposlenom koji je, zbog bolesti, povrede ili drugog zdravstvenog razloga, privremeno sprečen da obavlja poslove za poslodavca pripada pravo na plaćeno odsustvo sa rada, koje se kolokvijalno označava i kao pravo na bolovanje. Korišćenje ovog prava ne može predstavljati opravdani razlog za kažnjavanje zaposlenog ili za otkaz ugovora o radu, u skladu sa načelom zabrane diskriminacije i garantijama prava na poštovanje privatnog života i prava na zdravlje. To ne isključuje, međutim, mogućnost kažnjavanja zaposlenog koji svesno i smišljeno postupa u cilju odobravanja prava na odsustvo protivno njegovoj nameni, kao i zaposlenog koji za vreme odsustva preduzima aktivnosti koje su kontraindikovane njegovoj bolesti ili na drugi način prolongira proces ozdravljenja (i period isplate naknade zarade). Odstupanje zaposlenog od cilja plaćenog odsustva je, pri tom, skopčano sa neosnovanim sticanjem povlastica i drugim posledicama koje pogađaju poslodavca i nosioca zdravstvenog osiguranja, zbog čega su u radu analizirane ključne (socijalnopravne i radnopravne) granice korišćenja prava za slučaj privremene sprečenosti zaposlenog za rad. U toj analizi, posebna pažnja posvećena je razmatranju domašaja poslodavčeve vlasti za vreme prekida rada, kao i abuzivnim ponašanjima zaposlenog koja se mogu kvalifikovati kao povreda njegove obaveze vernosti poslodavcu. Ukazano je i na problem nepreciznog opisa sadržine otkaznog razloga koji se sastoji u zloupotrebi prava na odsustvo zbog privremene sprečenosti za rad, a, zatim i na neuređenost kontrole korišćenja prava na odsustvo i neusklađenost merodavnih odredaba radnog i socijalnog zakonodavstva.
AB  - Paid sick leave is a significant benefit to every employee who is absent from work because of illness. However, this benefit is accompanied with a risk of abuse. For this reason, labour and social legislation provides many measures in order to effectively control and manage sick leave (employee's reporting obligation concerning incapacity for work, employer's request for an expert opinion in order to eliminate doubts about the employee's incapacity for work, random checks on diagnosis of incapacity for work made by health care service, control of the employee's behaviour during his/her absence from work, etc.). Furthermore, in cases of abuse of sick leave, the health insurance organization can suspend the payment of wages compensations, while the employer has a right to dismissal for misconduct if employee has undertaken any act that has delayed recovery (and lengthened the period of wage compensation payment). The author emphasizes problems related to the abuse of the right to paid sick leave, and concludes that domestic legislator has not adopted legislation governing control of the employee's behaviour during his/her absence from work. This situation raises many questions and cause uncertainty, so the next step in regulation of temporary inability to work for medical reasons should eliminate the uncertainty connected with the meaning and evidence of sick leave abuse in Serbian labour and social law. The author concludes that the essential aim in combating sick leave abuse should be to prevent employees to enjoy any advantages from their abusive acts and to ensure that employees should only use paid sick leave if it is justified and for as long as necessary.
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - (Ne)dopušteno korišćenje prava na odsustvo zbog privremene sprečenosti zaposlenog za rad
T1  - (Im)permissible exercise of right to paid sick leave
EP  - 509
IS  - 7-9
SP  - 483
VL  - 49
UR  - conv_2078
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2012",
abstract = "Zaposlenom koji je, zbog bolesti, povrede ili drugog zdravstvenog razloga, privremeno sprečen da obavlja poslove za poslodavca pripada pravo na plaćeno odsustvo sa rada, koje se kolokvijalno označava i kao pravo na bolovanje. Korišćenje ovog prava ne može predstavljati opravdani razlog za kažnjavanje zaposlenog ili za otkaz ugovora o radu, u skladu sa načelom zabrane diskriminacije i garantijama prava na poštovanje privatnog života i prava na zdravlje. To ne isključuje, međutim, mogućnost kažnjavanja zaposlenog koji svesno i smišljeno postupa u cilju odobravanja prava na odsustvo protivno njegovoj nameni, kao i zaposlenog koji za vreme odsustva preduzima aktivnosti koje su kontraindikovane njegovoj bolesti ili na drugi način prolongira proces ozdravljenja (i period isplate naknade zarade). Odstupanje zaposlenog od cilja plaćenog odsustva je, pri tom, skopčano sa neosnovanim sticanjem povlastica i drugim posledicama koje pogađaju poslodavca i nosioca zdravstvenog osiguranja, zbog čega su u radu analizirane ključne (socijalnopravne i radnopravne) granice korišćenja prava za slučaj privremene sprečenosti zaposlenog za rad. U toj analizi, posebna pažnja posvećena je razmatranju domašaja poslodavčeve vlasti za vreme prekida rada, kao i abuzivnim ponašanjima zaposlenog koja se mogu kvalifikovati kao povreda njegove obaveze vernosti poslodavcu. Ukazano je i na problem nepreciznog opisa sadržine otkaznog razloga koji se sastoji u zloupotrebi prava na odsustvo zbog privremene sprečenosti za rad, a, zatim i na neuređenost kontrole korišćenja prava na odsustvo i neusklađenost merodavnih odredaba radnog i socijalnog zakonodavstva., Paid sick leave is a significant benefit to every employee who is absent from work because of illness. However, this benefit is accompanied with a risk of abuse. For this reason, labour and social legislation provides many measures in order to effectively control and manage sick leave (employee's reporting obligation concerning incapacity for work, employer's request for an expert opinion in order to eliminate doubts about the employee's incapacity for work, random checks on diagnosis of incapacity for work made by health care service, control of the employee's behaviour during his/her absence from work, etc.). Furthermore, in cases of abuse of sick leave, the health insurance organization can suspend the payment of wages compensations, while the employer has a right to dismissal for misconduct if employee has undertaken any act that has delayed recovery (and lengthened the period of wage compensation payment). The author emphasizes problems related to the abuse of the right to paid sick leave, and concludes that domestic legislator has not adopted legislation governing control of the employee's behaviour during his/her absence from work. This situation raises many questions and cause uncertainty, so the next step in regulation of temporary inability to work for medical reasons should eliminate the uncertainty connected with the meaning and evidence of sick leave abuse in Serbian labour and social law. The author concludes that the essential aim in combating sick leave abuse should be to prevent employees to enjoy any advantages from their abusive acts and to ensure that employees should only use paid sick leave if it is justified and for as long as necessary.",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "(Ne)dopušteno korišćenje prava na odsustvo zbog privremene sprečenosti zaposlenog za rad, (Im)permissible exercise of right to paid sick leave",
pages = "509-483",
number = "7-9",
volume = "49",
url = "conv_2078"
}

Kovačević, L.. (2012). (Ne)dopušteno korišćenje prava na odsustvo zbog privremene sprečenosti zaposlenog za rad. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 49(7-9), 483-509.
conv_2078

Kovačević L. (Ne)dopušteno korišćenje prava na odsustvo zbog privremene sprečenosti zaposlenog za rad. in Pravo i privreda. 2012;49(7-9):483-509.
conv_2078 .

Kovačević, Ljubinka, "(Ne)dopušteno korišćenje prava na odsustvo zbog privremene sprečenosti zaposlenog za rad" in Pravo i privreda, 49, no. 7-9 (2012):483-509,
conv_2078 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2012
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/664
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Radno i socijalno pravo
T1  - Labour and social law
EP  - 172
IS  - 1-3
SP  - 164
VL  - 49
UR  - conv_2055
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2012",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Radno i socijalno pravo, Labour and social law",
pages = "172-164",
number = "1-3",
volume = "49",
url = "conv_2055"
}

Kovačević, L.. (2012). Radno i socijalno pravo. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 49(1-3), 164-172.
conv_2055

Kovačević L. Radno i socijalno pravo. in Pravo i privreda. 2012;49(1-3):164-172.
conv_2055 .

Kovačević, Ljubinka, "Radno i socijalno pravo" in Pravo i privreda, 49, no. 1-3 (2012):164-172,
conv_2055 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2011
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/583
AB  - U okviru Evropske unije, duže od pola veka funkcioniše poseban model povezivanja nacionalnih sistema socijalne sigurnosti koji obezbeđuje kontinuiranu zaštitu migranata od osnovnih socijalnih rizika (bolesti, starosti, invalidnosti, nezaposlenosti i dr.). Ovo stoga što razlike koje postoje između socijalnog zakonodavstva država članica Unije, kao i ograničenost važenja njihovih propisa na domaću teritoriju, suočavaju migrante sa rizikom gubitka (stečenih i očekivanih) prava na socijalne prestacije, kao i sa rizikom diskriminacije na osnovu državljanstva. Zaštita migranata od socijalnih rizika, otuda, podrazumeva određivanje merodavnog socijalnog zakonodavstva, pravedno vrednovanje svih perioda rada i osiguranja navršenih u različitim državama, mogućnost isplate socijalnih prestacija u inostranstvu, kao i zabranu (neposredne i posredne) diskriminacije na osnovu državljanstva. Navedeni zadaci ostvaruju se na osnovu pravila o koordinaciji nacionalnih sistema socijalne sigurnosti. Ona ne pretpostavljaju usklađivanje socijalnog zakonodavstva država članica Unije, niti postepenu izgradnju nekakvog unifikovanog 'evropskog sistema socijalne sigurnosti'. Svaka država članica je, umesto toga, slobodna da utvrđuje uslove sticanja, ostvarivanja i korišćenja socijalnih prestacija, pod uslovom da vršenjem ovih ovlašćenja ne uspostavlja prepreke za slobodu kretanja lica unutar Unije. U radu su, najpre, analizirani smisao, značaj i domašaj međunarodnih pravila o socijalnoj sigurnosti migranata, a, zatim, i odnos Evropske unije prema materiji socijalne sigurnosti, te 'legislativna istorija' pravila o koordinaciji sistema socijalne sigurnosti (pravila br. 3/58, 1408/71 i 883/2004). U posebnom delu rada analiziran je sadržaj i domašaj osnovnih načela koordinacije, dok je u zaključnim razmatranjima učinjen kritički osvrt na najnoviju reformu pravila o koordinaciji, posebno na njihov kapacitet da doprinesu slobodnom kretanja lica unutar Unije.
AB  - In recent years, much discussion has taken place on the social security of persons moving within the European Union, especially in the context of what has been agreed on the coordination of social security schemes in Regulations No 883/2004, No 987/2009 and No 1231/2010. The main purpose of this article is to analyze the capacity of these Regulations to abolish the obstacles to the free movement of workers that can be created if migration were to lead to discrimination and loss of social benefits in the state hosting EU citizen. The author first analyzes the aim and purpose of international social law protection of migrants, and shows how territoriality and diversity of national social legislations can cause problems when people move from one State to another. In second part of the article, the author comments on the legislative history of Regulations on coordination of social security schemes and personal and material scope of their provisions. She argues that the overall objective of Regulations is to link together the various social security systems in the European Union, so as to prevent migrants from losing out on social security rights on account of their moving, without creating a common 'European system of social security'. Special attention is paid to the basic principles of the coordination of social security schemes: the principle of prohibition of (direct and indirect) discrimination on the basis of nationality; the principle of preservation of acquired social security rights and the principle of preservation of social security rights in the course of acquisition. These principles are placed in the context of challenges that (international and comparative) social law will have to face, including the challenges of protection of new social risks, the importance of private insurance systems and new patterns of migrations.
PB  - Institut za uporedno pravo, Beograd
T2  - Strani pravni život
T1  - Zaštita migranata od socijalnih rizika u pravu Evropske unije
T1  - Migrants' protection against social risks in EU law
EP  - 171
IS  - 3
SP  - 151
UR  - conv_1144
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2011",
abstract = "U okviru Evropske unije, duže od pola veka funkcioniše poseban model povezivanja nacionalnih sistema socijalne sigurnosti koji obezbeđuje kontinuiranu zaštitu migranata od osnovnih socijalnih rizika (bolesti, starosti, invalidnosti, nezaposlenosti i dr.). Ovo stoga što razlike koje postoje između socijalnog zakonodavstva država članica Unije, kao i ograničenost važenja njihovih propisa na domaću teritoriju, suočavaju migrante sa rizikom gubitka (stečenih i očekivanih) prava na socijalne prestacije, kao i sa rizikom diskriminacije na osnovu državljanstva. Zaštita migranata od socijalnih rizika, otuda, podrazumeva određivanje merodavnog socijalnog zakonodavstva, pravedno vrednovanje svih perioda rada i osiguranja navršenih u različitim državama, mogućnost isplate socijalnih prestacija u inostranstvu, kao i zabranu (neposredne i posredne) diskriminacije na osnovu državljanstva. Navedeni zadaci ostvaruju se na osnovu pravila o koordinaciji nacionalnih sistema socijalne sigurnosti. Ona ne pretpostavljaju usklađivanje socijalnog zakonodavstva država članica Unije, niti postepenu izgradnju nekakvog unifikovanog 'evropskog sistema socijalne sigurnosti'. Svaka država članica je, umesto toga, slobodna da utvrđuje uslove sticanja, ostvarivanja i korišćenja socijalnih prestacija, pod uslovom da vršenjem ovih ovlašćenja ne uspostavlja prepreke za slobodu kretanja lica unutar Unije. U radu su, najpre, analizirani smisao, značaj i domašaj međunarodnih pravila o socijalnoj sigurnosti migranata, a, zatim, i odnos Evropske unije prema materiji socijalne sigurnosti, te 'legislativna istorija' pravila o koordinaciji sistema socijalne sigurnosti (pravila br. 3/58, 1408/71 i 883/2004). U posebnom delu rada analiziran je sadržaj i domašaj osnovnih načela koordinacije, dok je u zaključnim razmatranjima učinjen kritički osvrt na najnoviju reformu pravila o koordinaciji, posebno na njihov kapacitet da doprinesu slobodnom kretanja lica unutar Unije., In recent years, much discussion has taken place on the social security of persons moving within the European Union, especially in the context of what has been agreed on the coordination of social security schemes in Regulations No 883/2004, No 987/2009 and No 1231/2010. The main purpose of this article is to analyze the capacity of these Regulations to abolish the obstacles to the free movement of workers that can be created if migration were to lead to discrimination and loss of social benefits in the state hosting EU citizen. The author first analyzes the aim and purpose of international social law protection of migrants, and shows how territoriality and diversity of national social legislations can cause problems when people move from one State to another. In second part of the article, the author comments on the legislative history of Regulations on coordination of social security schemes and personal and material scope of their provisions. She argues that the overall objective of Regulations is to link together the various social security systems in the European Union, so as to prevent migrants from losing out on social security rights on account of their moving, without creating a common 'European system of social security'. Special attention is paid to the basic principles of the coordination of social security schemes: the principle of prohibition of (direct and indirect) discrimination on the basis of nationality; the principle of preservation of acquired social security rights and the principle of preservation of social security rights in the course of acquisition. These principles are placed in the context of challenges that (international and comparative) social law will have to face, including the challenges of protection of new social risks, the importance of private insurance systems and new patterns of migrations.",
publisher = "Institut za uporedno pravo, Beograd",
journal = "Strani pravni život",
title = "Zaštita migranata od socijalnih rizika u pravu Evropske unije, Migrants' protection against social risks in EU law",
pages = "171-151",
number = "3",
url = "conv_1144"
}

Kovačević, L.. (2011). Zaštita migranata od socijalnih rizika u pravu Evropske unije. in Strani pravni život
Institut za uporedno pravo, Beograd.(3), 151-171.
conv_1144

Kovačević L. Zaštita migranata od socijalnih rizika u pravu Evropske unije. in Strani pravni život. 2011;(3):151-171.
conv_1144 .

Kovačević, Ljubinka, "Zaštita migranata od socijalnih rizika u pravu Evropske unije" in Strani pravni život, no. 3 (2011):151-171,
conv_1144 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2011
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/562
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Radno i socijalno pravo
EP  - 175
IS  - 1-3
SP  - 169
VL  - 48
UR  - conv_2030
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2011",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Radno i socijalno pravo",
pages = "175-169",
number = "1-3",
volume = "48",
url = "conv_2030"
}

Kovačević, L.. (2011). Radno i socijalno pravo. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 48(1-3), 169-175.
conv_2030

Kovačević L. Radno i socijalno pravo. in Pravo i privreda. 2011;48(1-3):169-175.
conv_2030 .

Kovačević, Ljubinka, "Radno i socijalno pravo" in Pravo i privreda, 48, no. 1-3 (2011):169-175,
conv_2030 .

TY  - JOUR
AU  - Kovačević, Ljubinka
PY  - 2011
UR  - https://ralf.ius.bg.ac.rs/handle/123456789/550
PB  - Udruženje pravnika u privredi Srbije, Beograd
T2  - Pravo i privreda
T1  - Radno i socijalno pravo
T1  - Labour and social law
EP  - 162
IS  - 10-12
SP  - 155
VL  - 48
UR  - conv_2052
ER  - 

@article{
author = "Kovačević, Ljubinka",
year = "2011",
publisher = "Udruženje pravnika u privredi Srbije, Beograd",
journal = "Pravo i privreda",
title = "Radno i socijalno pravo, Labour and social law",
pages = "162-155",
number = "10-12",
volume = "48",
url = "conv_2052"
}

Kovačević, L.. (2011). Radno i socijalno pravo. in Pravo i privreda
Udruženje pravnika u privredi Srbije, Beograd., 48(10-12), 155-162.
conv_2052

Kovačević L. Radno i socijalno pravo. in Pravo i privreda. 2011;48(10-12):155-162.
conv_2052 .

Kovačević, Ljubinka, "Radno i socijalno pravo" in Pravo i privreda, 48, no. 10-12 (2011):155-162,
conv_2052 .