| Abstract | U Republici Hrvatskoj prava radnika su regulirana Zakonom o radu dok se ugovorom o radu, kolektivnim ugovorom, pravilnikom o radu ili pak odlukom poslodavca utvrđuju materijalna prava radnika. U slučaju kada radnik smatra da su mu neka od navedenih prava povrijeđena zaštitu istih traži kod nadležnog suda. Zakon o parničnom postupku (Narodne novine br. 53/91, 91/92, 58/93, 112/99, 88/01, 117/03, 88/05, 02/07,84/08, 96/08, 123/08, 57/11, 148/11, 25/13, 89/14, 70/19), članak 434. kaže da se pred prvostupanjskim sudom postupak u parnicama iz radnih odnosa mora završiti najkasnije u roku od šest mjeseci od onog dana kada je podnesena tužba dok je drugostupanjski sud dužan u roku od trideset dana od trenutka primitka žalbe donijeti odluku o žalbi protiv odluke prvostupanjskog suda. Kao alternativa sudskom postupku u Republici Hrvatskoj 2003. godine donesen je Zakon o mirenju ( Narodne novine br. 18/11) kojim se između ostalog uređuje mirenje i u radnim sporovima te mu je svrha olakšavanje pristupa mirenju, osiguravanje raspoloživosti mirenja i osiguravanje ravnoteže između mirenja i sudskog postupka. Osnovna načela mirenja su dispozitivnost, stranačka autonomija, načelo povjerljivosti samog postupka, ravnoteža stranaka u procesu, načelo poštenja i savjesnosti te načelo dobrovoljnosti (Čičin-Šain, 2010). Iako je mirenje dobrovoljan postupak ono je u tri slučaja obvezno, a jedan od tih slučajeva je iz područja radnog zakonodavstva i to u slučaju štrajka i rješavanja kolektivnih radnih sporova gdje Zakon o radu navodi „U slučaju spora koji može dovesti do štrajka ili drugog oblika industrijske akcije, mora se provesti postupak mirenja propisan ovim Zakonom, ako stranke spora nisu dogovorile neki drugi način njegova mirnog rješavanja“ (članak 206. stavak 1. Zakona o radu, Narodne novine br. 93/14, 127/17). |
| Abstract (english) | In the Republic of Croatia, workers' rights are regulated by the Labour Act, while the workers’ benefits are determined by an employment contract, a collective agreement, employment regulations or an employer’s decision. In case that an employee considers some of the above rights have been violated, they should seek the protection of the same from a competent court. The Civil Procedure Act (NN number 53/91, 91/92, 58/93, 112/99, 88/01, 117/03, 88/05, 02/07, 84/08, 96/08, 123/08, 57/11, 148/11, 25/13, 89/14, 70/19), Article 434, stipulates that in the proceedings in employment-related litigation, the proceedings before the court of first instance must be concluded within six months of the date when the complaint was filed, whereas the court of second instance shall render a decision on the appeal lodged against a decision by the court of first instance within thirty days of the receipt of the appeal. As an alternative to judicial proceedings in the Republic of Croatia, the Mediation Act ( NN number 18/11) was adopted in 2003 regulating, among other things, mediation in labour disputes with the purpose to facilitate access to mediation, to ensure the availability of mediation and to ensure a balanced relationship between mediation and judicial proceedings. The basic principles of mediation are dispositiveness, party autonomy, the principle of confidentiality of the proceedings, procedural balance of the parties, the principle of conscientiousness and honesty, and the principle of voluntariness (Čičin-Šain, 2010). Although mediation is a voluntar procedure, it is compulsory in three cases of which one is in the field of labour legislation,in the case of a strike and the settlement of collective labor disputes where the Labor Act states "In case of a dispute which could result in a strike or other form of industrial action, mediation procedure must be conducted as prescribed by this Act, except when the parties have reached an agreement on an alternative method for its peaceful resolution” (Article 206, Paragraph 1 of the Labour Act, NN number 93/14, 127/17). |
