Saglasnost zakonskog zastupnika za zasnivanje radnog odnosa sa maloletnikom

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.