Evropski radnopravni standardi o obaveštavanju i konsultovanju zaposlenih u privrednim društvima

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.