Zakon o ratifikaciji Konvencije o delu s krajšim delovnim časom (Konvencija ILO št. 175) (MKDKDČ)

Ratificira se Konvencija Mednarodne organizacije dela št. 175 o delu s krajšim delovnim časom (Konvencija ILO št. 175), sprejeta v Ženevi 24. junija 1994.

Konvencija se v izvirniku v angleškem jeziku in v prevodu v slovenskem jeziku glasi: Convention 175 The General Conference of the International Labour Organization, Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its 81st Session on 7 June 1994, and Noting the relevance, for part-time workers, of the provisions of the Equal Remuneration Convention, 1951, the Discrimination (Employment and Occupation) Convention, 1958, and the Workers with Family Responsibilities Convention and Recommendation, 1981, and Noting the relevance for these workers of the Employment Promotion and Protection against Unemployment Convention, 1988, and the Employment Policy (Supplementary Provisions) Recommendation, 1984, and Recognizing the importance of productive and freely chosen employment for all workers, the economic importance of part-time work, the need for employment policies to take into account the role of part-time work in facilitating additional employment opportunities, and the need to ensure protection for part-time workers in the areas of access to employment, working conditions and social security, and Having decided upon the adoption of certain proposals with regard to part-time work, which is the fourth item on the agenda of the session, and Having determined that these proposals shall take the form of an international Convention; adopts this twenty-fourth day of June of the year one thousand nine hundred and ninety-four the following Convention, which may be cited as the Part-Time Work Convention, 1994: For the purposes of this Convention: (a) the term part-time worker means an employed person whose normal hours of work are less than those of comparable full-time workers; (b) the normal hours of work referred to in subparagraph (a) may be calculated weekly or on average over a given period of employment; (c) the term comparable full-time worker refers to a full-time worker who: (i) has the same type of employment relationship; (ii) is engaged in the same or a similar type of work or occupation; and (iii) is employed in the same establishment or, when there is no comparable full-time worker in that establishment, in the same enterprise or, when there is no comparable full-time worker in that enterprise, in the same branch of activity, as the part-time worker concerned; (d) full-time workers affected by partial unemployment, that is by a collective and temporary reduction in their normal hours of work for economic, technical or structural reasons, are not considered to be part-time workers. This Convention does not affect more favourable provisions applicable to part-time workers under other international labour Conventions. 1. This Convention applies to all part-time workers, it being understood that a Member may, after consulting the representative organizations of employers and workers concerned, exclude wholly or partly from its scope particular categories of workers or of establishments when its application to them would raise particular problems of a substantial nature. 2. Each Member having ratified this Convention which avails itself of the possibility afforded in the preceding paragraph shall, in its reports on the application of the Convention under article 22 of the Constitution of the International Labour Organization, indicate any particular category of workers or of establishments thus excluded and the reasons why this exclusion was or is still judged necessary. Measures shall be taken to ensure that part-time workers receive the same protection as that accorded to comparable full-time workers in respect of: (a) the right to organize, the right to bargain collectively and the right to act as workers’ representatives; (b) occupational safety and health; (c) discrimination in employment and occupation. Measures appropriate to national law and practice shall be taken to ensure that part-time workers do not, solely because they work part time, receive a basic wage which, calculated proportionately on an hourly, performance-related, or piece-rate basis, is lower than the basic wage of comparable full-time workers, calculated according to the same method. Statutory social security schemes which are based on occupational activity shall be adapted so that part-time workers enjoy conditions equivalent to those of comparable full-time workers; these conditions may be determined in proportion to hours of work, contributions or earnings, or through other methods consistent with national law and practice. Measures shall be taken to ensure that part-time workers receive conditions equivalent to those of comparable full-time workers in the fields of: (a) maternity protection; (b) termination of employment; (c) paid annual leave and paid public holidays; and (d) sick leave, it being understood that pecuniary entitlements may be determined in proportion to hours of work or earnings. 1. Part-time workers whose hours of work or earnings are below specified thresholds may be excluded by a Member: (a) from the scope of any of the statutory social security schemes referred to in Article 6, except in regard to employment injury benefits; (b) from the scope of any of the measures taken in the fields covered by Article 7, except in regard to maternity protection measures other than those provided under statutory social security schemes. 2. The thresholds referred to in paragraph 1 shall be sufficiently low as not to exclude an unduly large percentage of part-time workers. 3. A Member which avails itself of the possibility provided for in paragraph 1 above shall: (a) periodically review the thresholds in force; (b) in its reports on the application of the Convention under article 22 of the Constitution of the International Labour Organization, indicate the thresholds in force, the reasons therefor and whether consideration is being given to the progressive extension of protection to the workers excluded. 4. The most representative organizations of employers and workers shall be consulted on the establishment, review and revision of the thresholds referred to in this Article. 1. Measures shall be taken to facilitate access to productive and freely chosen part-time work which meets the needs of both employers and workers, provided that the protection referred to in Articles 4 to 7 is ensured. 2. These measures shall include: (a) the review of laws and regulations that may prevent or discourage recourse to or acceptance of part-time work; (b) the use of employment services, where they exist, to identify and publicize possibilities for part-time work in their information and placement activities; (c) special attention, in employment policies, to the needs and preferences of specific groups such as the unemployed, workers with family responsibilities, older workers, workers with disabilities and workers undergoing education or training. 3. These measures may also include research and dissemination of information on the degree to which part-time work responds to the economic and social aims of employers and workers. Where appropriate, measures shall be taken to ensure that transfer from full-time to part-time work or vice versa is voluntary, in accordance with national law and practice. The provisions of this Convention shall be implemented by laws or regulations, except in so far as effect is given to them by means of collective agreements or in any other manner consistent with national practice. The most representative organizations of employers and workers shall be consulted before any such laws or regulations are adopted. The formal ratifications of this Convention shall be communicated to the Director-General of the International Labour Office for registration. 1. This Convention shall be binding only upon those Members of the International Labour Organization whose ratifications have been registered with the Director-General. 2. It shall come into force 12 months after the date on which the ratifications of two Members have been registered with the Director-General. 3. Thereafter, this Convention shall come into force for any Member 12 months after the date on which its ratification has been registered. 1. A Member which has ratified this Convention may denounce it after the expiration of ten years from the date on which the Convention first comes into force, by an act communicated to the Director-General of the International Labour Office for registration. Such denunciation shall not take effect until one year after the date on which it is registered. 2. Each Member which has ratified this Convention and which does not, within the year following the expiration of the period of ten years mentioned in the preceding paragraph, exercise the right of denunciation provided for in this Article, will be bound for another period of ten years and, thereafter, may denounce this Convention at the expiration of each period of ten years under the terms provided for in this Article. 1. The Director-General of the International Labour Office shall notify all Members of the International Labour Organization of the registration of all ratifications and denunciations communicated to him by the Members of the Organization. 2. When notifying the Members of the Organization of the registration of the second ratification communicated to him, the Director-General shall draw the attention of the Members of the Organization to the date upon which the Convention will come into force. The Director-General of the International Labour Office shall communicate to the Secretary-General of the United Nations for registration in accordance with Article 102 of the Charter of the United Nations full particulars of all ratifications and acts of denunciations registered by him in accordance with the provisions of the preceding Articles. At such times as it may consider necessary, the Governing Body of the International Labour Office shall present to the General Conference a report on the working of this Convention and shall examine the desirability of placing on the agenda of the Conference the question of its revision in whole or in part. 1. Should the Conference adopt a new Convention revising this Convention in whole or in part, then, unless the new Convention otherwise provides— (a) the ratification by a Member of the new revising Convention shall ipso jure involve the immediate denunciation of this Convention, notwithstanding the provisions of Article 14 above, if and when the new revising Convention shall have come into force; (b) as from the date when the new revising Convention comes into force this Convention shall cease to be open to ratification by the Members. 2. This Convention shall in any case remain in force in its actual form and content for those Members which have ratified it but have not ratified the revising Convention. The English and French versions of the text of this Convention are equally authoritative. Konvencija št. 175 Generalna konferenca Mednarodne organizacije dela, ki jo je v Ženevi sklical Administrativni svet Mednarodnega urada za delo in se je 7. julija 1994 sestala na svojem 81. zasedanju, je upoštevala, da so za delavce, ki delajo krajši delovni čas, pomembne določbe Konvencije o enakem nagrajevanju žensk in moških za enako delo, 1951, Konvencije o diskriminaciji pri zaposlovanju in poklicih, 1958, ter Konvencije in Priporočila o enakih možnostih delavcev in delavk in njihovem enakem obravnavanju, 1981, in upoštevala, da sta za te delavce pomembna Konvencija o pospeševanju zaposlenosti in zaščita za primer brezposelnosti, 1988, in Priporočilo o politiki zaposlovanja (dodatne določbe), 1984, in se zavedala pomembnosti ustvarjalne in svobodno izbrane zaposlitve za vse delavce, gospodarske pomembnosti dela s krajšim delovnim časom, potrebe, da se v politiki zaposlovanja upošteva vloga dela s krajšim delovnim časom pri pospeševanju dodatnih priložnosti za zaposlitev, potrebe po zagotovitvi varstva delavcev, ki delajo krajši delovni čas, na področjih dostopa do zaposlitve, delovnih pogojev in socialne varnosti ter sklenila, da sprejme nekatere predloge glede dela s krajšim delovnim časom, kar je četrta točka dnevnega reda zasedanja, in določila, da so ti predlogi v obliki mednarodne konvencije, sprejema štiriindvajsetega junija tisoč devetsto štiriindevetdeset to konvencijo, ki se imenuje Konvencija o delu s krajšim delovnim časom, 1994:

V tej konvenciji: (a) izraz “delavec, ki dela krajši delovni čas“ pomeni zaposleno osebo, katere običajni delovni čas je krajši od delovnega časa primerljivih delavcev, ki delajo polni delovni čas; (b) običajni delovni čas iz pododstavka (a) je lahko izračunan tedensko ali pa kot povprečje za določen čas zaposlitve; (c) izraz “primerljivi delavec, ki dela polni delovni čas“ pomeni delavca, ki dela polni delovni čas: (i) v enakem delovnem razmerju, (ii) opravlja enako ali podobno vrsto dela ali poklica in (iii) je zaposlen v istem obratu, ali če ni primerljivega delavca, ki dela polni delovni čas v tem obratu, v istem podjetju, ali če ni primerljivega delavca, ki dela polni delovni čas v podjetju, v isti panogi kot delavec, ki dela krajši delovni čas; (d) delavci, ki delajo polni delovni čas in so postali delno brezposelni, to je, da se jim je kolektivno in začasno zmanjšalo število ur njihovega običajnega delovnega časa iz gospodarskih, tehničnih ali organizacijskih razlogov, se ne štejejo za delavce, ki delajo krajši delovni čas.

Ta konvencija ne vpliva na ugodnejše določbe, ki veljajo za delavce, ki delajo krajši delovni čas, po drugih mednarodnih konvencijah o delu.

1. Ta konvencija se nanaša na vse delavce, ki delajo krajši delovni čas; članica lahko po posvetovanju z reprezentativnimi organizacijami delodajalcev in delavcev v celoti ali delno preneha uporabljati to konvencijo za določene kategorije delavcev ali podjetje, kadar bi uporaba konvencije zanje povzročila posebne probleme precejšnjega pomena. 2. Vsaka članica, ki je ratificirala to konvencijo in uporabi možnost iz prejšnjega odstavka, mora v svojih poročilih o izvajanju konvencije po 22. členu Ustave Mednarodne organizacije dela navesti vsako posebno kategorijo delavcev ali podjetij, ki so bila tako izvzeta, in razloge, zakaj se šteje, da je to bilo ali pa je še potrebno.

Treba je sprejeti ukrepe, da se delavcem, ki delajo krajši delovni čas, zagotovi tako varstvo, kot je zagotovljeno primerljivim delavcem, ki delajo polni delovni čas, glede: (a) pravice do organiziranja, kolektivnih pogajanj in nastopanja kot predstavniki delavcev; (b) poklicne varnosti in zdravja; (c) diskriminacije pri zaposlovanju in poklicu.

V skladu z notranjo zakonodajo in prakso se sprejmejo ukrepi, s katerimi bo zagotovljeno, da ne bodo delavci, ki delajo krajši delovni čas, samo zato, ker delajo krajši delovni čas, prejemali nižje osnovne plače, izračunane sorazmerno na podlagi ur, delovnega učinka ali akorda, kot jo prejemajo primerljivi delavci, ki delajo polni delovni čas in se njihova osnovna plača izračunava po isti metodi.

Zakonske sisteme socialne varnosti, ki temeljijo na poklicni dejavnosti, je treba prilagoditi tako, da so delavci, ki delajo krajši delovni čas, deležni takih pogojev, ki so enakovredni pogojem primerljivih delavcev, ki delajo polni delovni čas; ti pogoji se lahko določijo v sorazmerju z delovnimi urami, prispevki ali zaslužki ali po drugih metodah v skladu z notranjo zakonodajo in prakso.

Sprejmejo se ukrepi, s katerimi se zagotovi, da imajo delavci, ki delajo krajši delovni čas, enakovredne pogoje kot delavci, ki delajo polni delovni čas, glede: (a) varstva materinstva, (b) prenehanja zaposlitve, (c) plačanega letnega dopusta in plačanih državnih praznikov ter (d) odsotnosti z dela zaradi bolezni, pri čemer se denarni prejemki lahko določijo v razmerju z opravljenimi urami dela ali zaslužkom.

1. Članica lahko izključi delavce, ki delajo krajši delovni čas, katerih število delovnih ur ali zaslužek je pod določenimi spodnjimi mejami: (a) iz obsega katerega koli od zakonskih sistemov socialne varnosti, omenjenih v 6. členu, razen za prejemke zaradi poškodb pri delu, (b) iz obsega katerega koli od ukrepov, sprejetih na področjih, navedenih v 7. členu, razen glede ukrepov v zvezi z varstvom materinstva, ki se razlikujejo od ukrepov, zagotovljenih po zakonskih sistemih socialne varnosti. 2. Spodnje meje iz prvega odstavka morajo biti dovolj nizke, da ne izključujejo pretirano visokega odstotka delavcev, ki delajo krajši delovni čas. 3. Članica, ki uporabi možnost iz prvega odstavka, mora: (a) občasno pregledati veljavne spodnje meje; (b) navesti v svojih poročilih o izvajanju konvencije po 22. členu Ustave Mednarodne organizacije dela veljavne spodnje meje, razloge zanje in ali se proučuje progresivna širitev zaščite tudi na izključene delavce. 4. O določitvi, pregledu ali spremembi spodnjih meja, omenjenih v tem členu, se je treba posvetovati z najbolj reprezentativnimi organizacijami delodajalcev in delavcev.

1. Sprejmejo se ukrepi, s katerimi se olajša dostop do učinkovitega in svobodno izbranega dela s krajšim delovnim časom, ki ustreza tako delodajalcem kot delavcem, če je zagotovljena zaščita iz 4. do 7. člena. 2. S temi ukrepi se zagotovijo: (a) pregled zakonov in predpisov, ki lahko preprečujejo ali otežujejo dostop do dela s krajšim delovnim časom ali njegovo sprejetje; (b) uporaba služb za zaposlovanje, kjer obstajajo, da pri svojih dejavnostih obveščanja in zaposlovanja ugotovijo možnosti za delo s krajšim delovnim časom in jih objavijo; (c) da bo v politiki zaposlovanja posebna pozornost namenjena potrebam in željam posebnih skupin, kot so brezposelni, delavci z družinskimi obveznostmi, starejši delavci, delavci s posebnimi potrebami in delavci, ki se izobražujejo ali usposabljajo. 3. Ti ukrepi lahko vključujejo tudi raziskavo in obveščanje o stopnji, do katere delo s krajšim delovnim časom ustreza gospodarskimi in socialnim ciljem delodajalcev in delavcev.

Kadar je to primerno, je treba sprejeti ukrepe v skladu z notranjimi zakoni in prakso, s katerimi se na podlagi svobodne odločitve zagotovi prehod z dela s krajšim delovnim časom na delo s polnim delovnim časom ali obratno.

Določbe te konvencije se uresničujejo z zakoni ali predpisi, razen če se uresničujejo s kolektivnimi pogodbami ali kako drugače v skladu s prakso v državi. Pred sprejemom takih zakonov ali predpisov se je treba posvetovati z najbolj reprezentativnimi organizacijami delodajalcev in delavcev.

Listine o ratifikaciji te konvencije se pošljejo generalnemu direktorju Mednarodnega urada za delo v registracijo.

1. Ta konvencija zavezuje samo tiste članice Mednarodne organizacije dela, katerih registracije so registrirane pri generalnem direktorju. 2. Veljati začne dvanajst mesecev po dnevu, ko sta bili pri generalnem direktorju registrirani ratifikaciji dveh članic. 3. Nato začne konvencija veljati za vsako članico dvanajst mesecev po dnevu, ko je bila ratifikacija registrirana.

1. Članica, ki je ratificirala to konvencijo, jo lahko odpove po preteku desetih let po dnevu, ko je prvič začela veljati, z aktom, ki ga pošlje v registracijo generalnemu direktorju Mednarodnega urada za delo. Taka odpoved začne učinkovati šele eno leto po dnevu, ko je bila registrirana. 2. Vsaka članica, ki je ratificirala to konvencijo in v enem letu po izteku desetletnega obdobja iz prejšnjega odstavka ne uveljavi pravice do odpovedi po tem členu, ostane zavezana za naslednje desetletno obdobje, potem pa jo lahko pod pogoji iz tega člena odpove po izteku vsakega desetletnega obdobja.

1. Generalni direktor Mednarodnega urada za delo uradno obvesti vse članice Mednarodne organizacije dela o registraciji vseh ratifikacij in odpovedi, ki so mu jih poslale članice organizacije. 2. Ko generalni direktor uradno obvesti članice organizacije o registraciji druge ratifikacije, ki mu je bila poslana, jih opozori na datum začetka veljavnosti te konvencije.

Generalni direktor Mednarodnega urada za delo sporoči generalnemu sekretarju Združenih narodov vse podatke o vseh ratifikacijah in odpovedih, ki jih je registriral v skladu z določbami prejšnjih členov, zaradi registracije v skladu s 102. členom Ustanovne listine Združenih narodov.

Administrativni svet Mednarodnega urada za delo predloži Generalni konferenci poročilo o uporabi te konvencije, kadar koli meni, da je to potrebno, in prouči, ali je primerno na dnevni red konference uvrstiti vprašanje njene celotne ali delne spremembe.

1. Če konferenca sprejme novo konvencijo, ki to konvencijo v celoti ali delno spreminja, in če z novo konvencijo ni drugače določeno, (a) nova spremenjena konvencija, ki jo ratificirajo posamezne članice, povzroči ipso iure takojšnjo odpoved te konvencije ne glede na določbe 14. člena zgoraj, če in ko nova spremenjena konvencija začne veljati; (b) od dneva, ko začne veljati nova spremenjena konvencija, ta konvencija članicam ni več na voljo za ratifikacijo. 2. Ta konvencija vsekakor še naprej velja v svoji sedanji obliki in vsebini za tiste članice, ki so jo ratificirale, niso pa ratificirale spremenjene konvencije.

Angleška in francoska različica besedila te konvencije sta enako verodostojni.

Za izvajanje konvencije skrbi Ministrstvo za delo, družino in socialne zadeve.

Ta zakon začne veljati naslednji dan po objavi v Uradnem listu Republike Slovenije – Mednarodne pogodbe. Št. 101-01/00-11/1 Ljubljana, dne 31. januarja 2001 Predsednik Državnega zbora Republike Slovenije Borut Pahor l. r.