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International labour law standards for protection against harassment at work – implementation in the law of the Republic of Serbia
Međunarodni radni standardi zaštite od zlostavljanja na radu – primena u pravu Republike Srbije
M. Gligorić, Slađana
Apstrakt: Zlostavljanje na radu predstavlja problem na radu i u radnoj sredini koji svoju aktuelnost dobija poslednjih decenija, uz povećanu svest zaposlenih o neprihvatljivosti takvih ponašanja. Kao psihosocijalni rizik, zlostavljanje na radu nastaje kao produkt savremenih uslova rada, koji vođeni neoliberalnim modelom ekonomije dovode do veće nesigurnosti radnih mesta usled fleksibilizacije izvršenja prestacije rada, ali i sveopšte borbe radnika za očuvanje radnopravnog položaja, što sve vodi do „makijavelističkog“ koncepta ponašanja na radu. U „nehumanim“ uslovima borbe za očuvanje zaposlenja koriste se brojni metodi psihičkog maltretiranja kako bi se „neželjeni“ zaposleni oterao iz radne sredine. Proces osvešćivanja zaposlenih, sindikata i poslodavaca o protivpravnosti zlostavljanja na radu dovodi do različitog normiranja pravne zaštite od zlostavljanja na radu, posmatrano od države do države. U pojedinim državama zabrana ponašanja koje poprima oblik zlostavljanja na radu obezbeđena je posredno ustavom kao najvišim pravnim aktom, u nekim državama odredbama posebnih zakona (kao što je slučaj u Republici Srbiji), dok u pojedinim državama u okviru radnog zakonodavstva, ili pak u okviru krivičnopravne materije. Usvajanjem međunarodnih radnih standarda, Konvencije Međunarodne organizacije rada broj 190 i prateće Preporuke broj 206, sprečavanje i zaštita od zlostavljanja na radu bivaju izdignuti na najviši nivo, univerzalan i međunarodni, što sve doprinosi većoj pravnoj sigurnosti uz širi obim pravne zaštite. Shodno pomenutim standardima Međunarodne organizacije rada usvojenim 2019. godine, kriterijum ponavljanja radnje zlostavljanja na radu gubi ulogu bitnog elementa za definisanje ovog pravnog pojma, jer se zlostavljanjem na radu smatraju i jednokratna ponašanja. Namera izvršioca zlostavljanja na radu bitan je element pravnog pojma zlostavljanja na radu ukoliko se radnje preduzimaju s ciljem, dok ukoliko se dokazuje tako da su ponašanja rezultirala ili će verovatno rezultirati negativnim posledicama po fizičko i psihičko zdravlje, dostojanstvo i ekonomsku sigurnost zaposlenog, uključujući i rodno zasnovano nasilje i uznemiravanje, postojanje dokazivanja namere je irelevantno. Primenom istorijskog i normativnog metoda nastojaćemo da ukažemo na (ne)usklađenost srpskog normativnog okvira zaštite od zlostavljanja na radu sa međunarodnim radnim standardima.
Abstract: Harassment at work is a problem at work and in the labour environment that has gained relevance in recent decades with the increased consciousness of employees of the unacceptality of such behaviors. As a psychosocial risk, harassment at work arises as a product of modern working conditions, which, guided by the neoliberal model of the economy, lead to greater job insecurity through the flexibility of work, but also the general struggle of workers to preserve their labor position, which all leads to the „Machiavellian“ concept of behavior at work. In the „inhumane“ conditions of the struggle to preserve employment, numerous methods of psychological harassment are used to drive the „unwanted“ employee to quit his job. The process of raising the awareness of employees, trade unions and employers about illegality of harassment at work leads to different standardization of legal protection against harassment at work, observed from country to country. In some countries, the prohibition of behavior that takes the form of harassment at work is provided indirectly by the constitution as the highest legal act, in some countries by the provisions of special laws (such as the case in the Republic of Serbia), while in some countries within the framework of labour legislation, or within the framework of criminal law matters. With the adoption of international labour standards, International Labour Organisation Convention No. 190 and accompanying Recommendation No. 206, the protection against harassment at work are raised to the highest level, universal and international, which all contributes to greater legal certainty and wider scope of legal protection. In accordance with the standards of the International Labor Organization adopted in 2019, the criterion of repeated acts of harassment at work loses the role of an important element for defining this legal term, because harassment at work is also considered to be one-off behaviors. The intention of the perpetrator of harassment at work is an important element of the legal concept of harassment at work if the actions are undertaken with a purpose, while if it is proven that the behavior has resulted or is likely to result in negative consequences for the physical and mental health, dignity and economic security of the employee, including gender-based violence and harassment, the existence of proof of intent is irrelevant. By applying the historical and normative method, we will try to point out the (in)compliance of the Serbian normative framework of protection against harassment at work with international labour standards.
srpski
2024
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Keywords: harassment at work, Internationa Labour Organisation, serbian legislation
Ključne reči: zlostavljanje na radu, Međunarodna organizacija rada, srpsko zakonodavstvo