Keresés
Keresési eredmények
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Az egyenlő bánásmód elméleti kérdései a munkajog jogági besorolása vonatkozásában
57-79Megtekintések száma:162A munkajog jogáig besorolását érintően számos hazai és nemzetközi tudományos vita van napirenden. Egyfelől a munkajogot a magánjog rendszerébe kategorizálhatjuk akkor, ha a munkaviszonyok létrejöttét vizsgáljuk. A munkaviszony jogalapja ugyanis kizárólag a munkaszerződés lehet, így a munkajog valamelyest illeszkedik a klasszikus magánjogba. Másfelől viszont a munkaviszony tartalmát nem csak a munkaszerződés, hanem több más norma képes alakítani. E normák jellemzően közjogi tartalommal bírnak, és mint munkajog úgynevezett közjogi elemei, a felek szerződési szabadságát igyekeznek korlátozni. A közjogi elemek létét ugyanis tipikusan azzal igazolja a jogalkotó, hogy a munkaviszonyban a felek között szubordináció van, így a magánjogban jellemző mellérendelt szerződéses egyensúly megbillent a munkáltató javára. A közjogi elemek jelenléte és így különösen az egyenlő bánásmód előírása e megbillent egyensúlyt kívánja helyreállítani a munkajogban oly módon, hogy korlátozza a felek közötti szerződéses szabadságot. A jelen írásunkban elsősorban azt vizsgáljuk, hogy a közjogi elemek jelenléte miatt a munkajog bír-e önálló jogági sajátossággal. Mindemellett pedig az egyenlő bánásmód alapelvére fókuszálva vizsgáljuk azt, hogy miként értelmezhető a diszkrimináció tilalma a munkajogban és a klasszikus magánjogban, valamint ezen általános magatartási követelmény alkalmas-e arra, hogy a felek közötti megbomlott egyensúlyt helyreállítsa. Végül pedig feltesszük azt a költői kérdést: ha az egyenlő bánásmód követelménye alkalmas az egyensúlyi állapot helyreállítására, akkor miért van szükség további közjogi elemekre a munkajogban?
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A monista felfogás érvényesülése a szerzői jogi törvényben
Megtekintések száma:59Examining the history of copyright law, we can distinct two significant theories. The distinction is based upon the position of entitled parties. Two separated fields can be found among the rights of the author: personal and financial rights. It is no doubt that personal rights are inseparable from the author itself, these rights cannot become objects of commercial businesses. If we look at these rights a little bit closer, we can realize that personal rights of the author do not play significant role in earning money from an intellectual product. These rights ensure the integrity and originality of works. Separating the two theories we have to focus on financial rights. Trying to describe these rights we can see that no exact definition can be given to them because of the permanent development of printing and publishing technology. Due to the monist theory it can be said that financial rights are close to personal ones, they are inseparable from personality of the author. Transcribing this opinion to the language of law it means that the decent regulation should prohibit the transfer of these rights among living persons. In the Anglo-Saxon legal system experts think that financial rights have to take part in commercial trade if we want to acknowledge the achievement of authors.
In Hungary copyright law is on the point of the monist theory. The Act refers that financial rights of the author cannot be transferred and the author has no right to abandon them. If we get a closer look at the structure of the valid Act, we can say that monist theory is not consistent. It is possible to inherit financial rights. We need this rule if we would like to harmonize the system to the time of protection. The other relevant fact of crossing the prohibition is in connection with works created under labour frames. In this case the employer gets financial rights ex lege. To find the reason of this regulation we have to examine the nature and aim of labour relations. The employer gives payment to his employee, the author to establish and create works. In this situation it is natural that the author looses his financial rights. The problem is that in Hungary differences can be found between civil and labour law. If we try to give meaning to labour relations, misunderstandings and different point of views can reveal. The other problematic factor is that the Act does not bother with the question of succession.
In my study I present the pros and cons of both theories and gather those significant practical and theoretical fields of copyright law that can be limits of monist theory. I examine special rules for special works, rules of civil and labour law in connection with authors and give a short historical overview to see what can be the main directions of future developments.
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A magyar kollektív munkajog egyes jogértelmezési kérdéseiről
77-87Megtekintések száma:63The primary and outstanding legal policy objective of Act I of 2012 on the Labour Code (hereinafter Mt. with its Hungarian abbreviation) is to extend the opportunities of collective autonomy and the regulatory role of agreements concluded between entities subject to collective labour law. With a view to this, the content of the legal institution has been significantly altered, establishing a „complex system” of specific rules that are instrumental in generating a system. The Labour Code is very often characterised as an especially complex piece of legislation, a „law intended for lawyers”, though it is one of the laws that are widely referred to and used, applied by people other than lawyers, including the classic actors (entities) of collective labour law. Below I will underline five regulatory „contradictions” in the area of collective labour law, which due to the lack of sufficient clarity and various ways of possible interpretation might become the source of legal disputes and conflicts of interest between the entities of collective labour law. These critical observations and proposals - which are far from being exhaustive - are related to the conclusion, amendment and termination of collective agreements, and the exercise of certain trade union rights.
Thus, in the paper I will analyse the issues related to the conditions of collective agreements concluded by multiple employers from the perspective of workers (trade unions); the contradictions of the situation of the trade unions becoming entitled to conclude collective agreements subsequently; the possibilities for a trade union losing its capacity to conclude collective agreements and its consequences for the workers (the rate of unionisation dropping below 10% at the employer concerned); the problems related to the various levels of hierarchy in trade union structures; and finally, I will discuss issues of establishing and calculating the working time allowance, the grounds for and problems of its application.
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A mediáció lehetőségei a büntető igazságszolgáltatásban munkajogi szemmel
Megtekintések száma:38Mediation or agreement between perpetrator and victim in criminal law is a special form of damage reparation. Contrary to the simple reparation – where is no need to have a formal contract between the parties – mediation means a meeting between the parties to make an agreement that suits to both of them.
Development of mediation in criminal law has its roots in the birth of diversion. It was a formal legal procedure to rebuild the injured legal system and repair damages. The first programs of mediation have appeared in Canada and the United States.
Differently from the conciliation in labour law authorities have to define guidelines about forms of procedures outside the trial, about the process and modes of harmonization to preserve the prestige of state’s power of punish.
In the mediation process competence of making decisions are in the hand of the parties too. Parties have to order upon the agreement. This extra-jurisdictional form of agreement means that the potential victim gives up his right to accusation. This agreement frees the perpetrator from the criminal liability.
We can say that fundamental principles of mediation are the same in any fields of law, but mediation in criminal law has the most interesting and numerable specification because of the state power.
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A közérdekű munka speciális jellegének főbb vonásai
Megtekintések száma:57In Hungary there are two types of punishments: principal punishments and supplementary punishments. I examined the labour in the public interest, which is one of the principal punishments. Judges use this punishment barely than imprisonment, fine. Difficult to use this punishment, because it needs many preliminary works. I examined the labour in the public interest’s ruling from the 1950.:II. Criminal Code of General Part to nowadays.
In Hungary a person sentenced to labor in the public interest is obligated to perform the work defined for him in the court sentence. Only such work may be ordered as work in the public interest which the convict, in light of his health condition and education, is presumed to be capable of performing. There are many problems in rule of the labour in the public interest, for example one day of work in the public. As rule of the Criminal Code punishment shall be six hours of work, but other rule is, punishment shall be 4-8 hours of work for one day.
Other interesting rule is, the imprisonment substituting labour in the public interest or the remaining part thereof shall be established in such a way that one day of labour in the public interest shall correspond to one day of imprisonment. In my opinion it would be better, if the imprisonment substituting labour in the public interest or the remaining part thereof shall be established in fine.
On the other hand I suggested to use this punishment if a person younger than 18 years old. I think if a person is 16 years old, this punishment can be more effective than other punishments.
I found many differences, and many similarities between Hungarian and international Criminal Codes, Propositions, and finally I wrote some important, new point to change the rules.
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Egyenlő munkáért egyenlőtlen bér – avagy mennyire értékteremtő a közfoglalkoztatási bér?
Megtekintések száma:121The aim of this paper is to scrutinise the wages in the Hungarian public work programme – probably the most controversial anomaly of the Act CVI of 2011 on public work and the modification of the act on public work and other acts. Furthermore, the study analyses the effectivity of the value creation in this programme and exposes the passive sight of the public work.The paper identifies the public work programme as a hybrid contract of the Hungarian labour law and detected the social side of this kind of legal instrument of the active labour market policies. The research also focuses on Order no. 3175/2016 of the Hungarian Constitutional Court and highlights the discriminative dangers of the wages. To emphasize my opinion I set the European Pillar of Social Rights in the middle of the research and concluded that the national regulation is not even enough to create effective reintegration to the primal labour market. In my opinion, to increase the effectivity of this program, we need to use the principles of the Social Pillar and the national labour law system. The conclusion of the paper can be a possible way to highlight the value creation in the public work programme.
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A munkaviszony megszűnésének és megszüntetésének új szabályai a korábbi szabályozás tükrében
24-34Megtekintések száma:124From the 1st of July 2012, Act XXII of 1992 on the Labour Code, which was effective from the 1st of July 1992, had given place Act I of 2012 on the Labour Code (New Code). The New Code has brought a lot of changes concerning the cessation and termination of the employment. The univoque aim of the legislator, near reducing the number of the labour suits, was resolving the inconsistency of the practice, corresponding to the changing social and economic relations, furthermore harmonising the Hungarian law to the law of the European Union. The rules concerning the termination of the employment have not substantially changed. The New Code broadens the list of cases regulated previously. Concerning the termination of the employment, the New Code determines the ordinary dismissal as dismissal, whereas the extraordinary dismissals as dismissal with prompt effect.
At the same time, it is a new rule, that the parties could terminate the definite term employment with dismissal, if the conditions determined by the New Code emerge. The New Code has brought substantial changes concerning the rules of the dismissal protection. It constricts the number of cases when the dismissal protection could be applicable and respecting the application of the dismissal protection, it considers authoritative the moment of the notification of the dismissal. For example an expectant mother could refer to the dismissal protection, if she had notified the employer about the pregnancy before the notification of dismissal.
According to subsection 3 of section 65, there are cases, when the dismissal should not be communicated, whereas according to subsection 2 of section 68, the dismissal could be communicated, but the termination period would start earliest after the last day determined by the New Code.
The New Code, contrary to the old one, determines 6 months as the longest term of the dismissal period. The rules of the acquittal and the severance pay have not changed substantially. Regarding the dismissal with prompt effect, the legislator makes a distinction between the termination with motivation and the termination without motivation. It is a substantial modification regarding the unlawful termination of the employment, that according to the rules of the New Code, the employee could claim for damages as arrears of salary, which could not exceeds the 12 months amount of the absence fee. The restoration of the employment could be executed only in the few cases determined by section 83 and only if the employee requests for it. -
A munkabérfizetés és munkabérvédelem alapvető kérdései a magyar munkajogi szabályozásban és joggyakorlatban
27-37Megtekintések száma:36The aim of my publication is to scrutinise the Hungarian rules concerning the protection of wages and concluding how effectively they serve the social interests of employees. Furthermore, I researched if the regulation is efficient and consistent enough to protect the employees in point of the compensation for work.
During the research, I was examining the efficiency of the protection of the employees and their salaries in practice. The other question was whether the current regulation is satisfactory enough to provide the main purposes. In order to answer these questions I was analysing the theoretical dimension and the judicial practice as well.
I concluded that even if there are some incompleteness and inconsistency in the Hungarian labour law, the regulation seems appropriate and rational concerning the interests of the employees. In my opinion, the social function of labour law serves the employees’ interests enough to give them a decent standard of living.
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A munkaügyi alternatív vitafeloldó módszerek a bírósághoz fordulás alapjogának fényében
Megtekintések száma:77Thanking to the fact that numerous European countries have become more democratized, and to the practical experience based on common law legal system, from the middle of the XXth century some of the continental legal systems have begun to apply alternative procedures for solving disputes between parties, such as facilitation, arbitration or mediation. We can stress two important common features of these solutions. Firstly, if parties apply these ways, they can avoid the traditional judicial way (or, if the result of the chosen method is not satisfactory, these ways can be considered as the preliminary step before the judicial way). Secondly, these procedures have appeared firstly in labour law.
As we emphasized, applying these solutions parties try to avoid the judicial way, for this reason in this study we try to introduce the relationship between these methods and the basic right to turn a (traditional) court. Expert’s opinions in connection with these processes are very different, we introduce only the two farthest standpoint: on the one hand these ways can speed up the procedure between parties, and can increase the efficiency of it, and parties can agree with each other by amicable way. On the other hand, applying these ways some of the basic rights (for example the principle of independence of courts and the right of fair trial or the principle of contradictory) will be decreased.
In this study we try to examine the problem determined in the title, on the basis of the rules of the Convention for the Protection of Human Rights and Fundamental Freedoms, and the Constitution of Hungary. But, we have to examine not only the right of fair trial and turning to a (traditional) court, but the monopoly of courts in connection with solving legal disputes (as constitutional principle) in details. We utilize the orders of the Hungarian Constitutional Court as well as the theological and practical experience of these procedures. We have to emphasize that from the different alternative dispute-solving mechanisms we examine not all of the models, but only the model of New York, because only the procedures follow these model are relevant for us in this study.
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A kényszermunka tilalma és a hátrányos megkülönböztetés tilalma összefüggései az Emberi Jogok Európai Bírósága esetjogában
Megtekintések száma:67The European Convention on Human Rights sets forth a number of fundamental rights and freedoms, including prohibition of slavery and forced labour (Article 4.) and the prohibition of discrimination (Article 14.). However, the European Convention on Human Rights prohibits discrimination only in relation to the enjoyment rights protected in the text of the Convention and did not originally include a provision proclaiming the equality of all before the law. As the European Court of Human Rights stated in Abdulaziz case: „Article 14 ... has no independent existence since it has effect solely in relation to „the enjoyment of the rights and freedoms” safeguarded by those provisions. Although the application of Article 14 does not necessarily presuppose a breach of those provisions - and to this extent it is autonomous -, there can be no room for its application unless the facts at issue fall within the ambit of one or more of the latter.”
In this study we examine only the relationship between Article 4. and Article 14 of the Convention. There is only one case, in which the applicant could call upon Article 4 and Article 14 together with success before the European Court of Human Rights: the case of Van der Mussele versus Belgium. For this reason we introduce not only this basic case, but lots of other cases, in which there were no discrimination in connection with Article 4. The applicants should find another group of persons are in analogous situations, which worsens the position of applicants seriously because of the difficulty of this condition.
In the above mentioned Van der Mussele case the applicant Belgian lawyer stated that Belgian lawyers are subject to less favourable treatment than that of members of a whole series of other professions, because in legal aid cases lawyers have to work without any remuneration, but the State accords remuneration to judges, registrars and interpreters in these cases. The Court emphasized that everybody could know the conditions of a profession in advance, and in the light of these conditions could choose it or not, and nobody compelled the applicant to be a lawyer. For this reason legal aid cases cannot be considered as forced labour, independently the remuneration of these cases.
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A munkajog területén megvalósuló egyenlő bánásmód követelménye, valamint megsértésének módjai az Európai Bíróság és a magyar bírói gyakorlat tükrében
Megtekintések száma:238Employment and occupation are crucial to ensuring equal opportunities for all and in large measure contribute to the full participation of citizens in economic, social and culture life. However, many cases of discrimination have been identified in the field of employment and the labour market.
In this study I try to examine how the equal treatment works in the EU Law and Hungarian national law, and I try to present the case-law of the European Court of Justice and the Hungarian Courts in this area. The first part of the study deals with the definition of key concepts (direct discrimination, indirect discrimination, harassment), and include its legal background – with respect to the directives of the European Parliament and the Council, and the Hungarian legislation. The second part tries to describe the legal concept of indirect discrimination, mentioned as justification (statutory derogation, objective justification). And finally I try to present the special burden of proof, which is used in discrimination cases.
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A foglalkoztatáspolitikai eszközök szabályozásának változása napjainkban
Megtekintések száma:41The aim of the present essay is to give an overview of the means of the employment policy through the analysis and construction of the relevant statutory intruments and legal rules.
During the treatment of the means of the employment policy this essay tooks the classification accepted by the scientific literature as a basis therefore it deals with these instruments divided into two big groups.
Among the active types of the means of the employment policy the direct and also the indirect kinds of benefits of the jobless and unemployed are treated here.
Among the passive types of means those instruments are presented which are to succeed the unemployment benefit and the unemployment allowance such as jobsearch benefit and jobsearch allowance.
The definition of ‘employment policy’ is widely construed that is why this definition comprises the classical instruments of Labour Law and in a separate subsection the subsidy of the atypical legal relations of employment are also presented.
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A menekültügyi őrizet elrendelésének anyagi jogi feltételei az uniós jog tükrében
21-31Megtekintések száma:104Hungary lies in the route of the stream of refugees coming from the Balkan. It is a transit country, so the refugees do not typically intend to stay here, they rather wish to travel torwards to West- and North Europe. Particular sections of Hungary's border also mean the external borders of the European Union, the area of freedom, security and justice, which has a common asylum system. Significant part of illegal immigrants presents asylum claim only to avoid the aliens procedures.
From the 1st of January 2013, the legislature terminated the aliens detention against asylum applicants. From 1st of July 2013 the Hungarian legislature reintroduced the possibility of detention of applicants. The new regulation has been placed in Act LXXX of 2007 on the Right of Asylum, Sections 31/A-31/H by Act XCIII of 2013 on the Amendment of Particular Laws Concerning Law Enforcement. The introduction of asylum-seeker detention and the practice of its application have raised dust. In my essay I am introducing the connections between the reasons of ordering asylum-seeker detention in the Act on Asylum and its backgroud in the EU Directive. I am not dealing with the question of compatibility of asylum detention and human rights and with problematic procedural issues, because I consider it more important to review the substantive conditions of asylum-seeker detention and the certain practical questions of its application therefore I am focusing on this segment of jurisdiction.
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Az egészségügyi ágazati béremelés jogi aspektusai egy gyakorló munkajogász szemével
Megtekintések száma:108My essay analyses the rules of the wage-rise in the Hungarian health service system performed in two stages in 2012 and 2013. The difficulties of applying the rules and the continuous changes in the law are presented from a practical viewpoint.
The personal and material scope of the raise in the health sector was the same circle: higher education institutions and religious institutions performing public mission that provide for in- and out-patient care. The wage-rise affected the employees having service relations with the above mentioned institutes in civil servant and commissionaire positions.
In 2012 altogether86.000 persons benefitted from the raise (67.978 of them were directly involved in the healthcare), and 95.000 persons in 2013. The Act LXXXIV of 2003 distinguishes three groups of employees regarding the continuous and retroactive (ex post facto) raise of wages: doctors, graduates, pharmacists and health workers. In the case of these groups no uniformed wage scale exists, so different rules must be applied.
The retroactive wager is in the case of the doctors depended on their salary, and the continuous rise was realized by a new wage scale. Other graduates and pharmacists gained a fixed rise. The retro active rise of the health workers was also fixed, the continuous wage rise was realized through a new wage scale and it depended whether their legal relation with the employer was established before or after the 1st of the July 2012.
The complicated and frequently inaccurate regulation was corrected by the legislator, when a uniformed wage scale was directed to each group of employees in the September of 2013. A new sectoral wage scale was applied for the doctors and the health workers, and for other graduates and pharmacists the old public wage scale must be applied.
Contrary to the uniformed regulation, there still remained legal institutions where the day/night duty, readiness, shift bonus, overtime must be specified according to the legislations in force on the 30th of June, 2012.
Summing up, the legislator finally prevented the emigration of the highly qualified specialists by the execution of the wage rise in the last two years.
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Jogérvényesítési lehetőségek az egyoldalú hatalmasság visszaélésszerű gyakorlása esetén a munkaidő területén
101-125Megtekintések száma:96A Munka Törvénykönyve munkaidőkeretre vonatkozó szabályait módosító 2018. évi CXVI. törvény korábban említett rendelkezéseitől eltekintve sehol nem lelhető fel hatályos joganyagunkban a munkavállalói egyetértés érdemleges igénylése a munkaidő témakörében, ami pedig – akár egy munkáltatói ultima ratio fenntartása mellett – álláspontunk szerint rendkívül előnyös lenne, nem csak alapjogi, nem csak szociális, de gazdasági-hatékonysági szempontból is. Az előzőekben említett európai uniós jogharmonizációs kötelezettség teljesítése nem kétségesen ezen a területen is előnyöket rejtene magában. Észre kell vennünk ugyanakkor, hogy az Európai Unió jogalkotása sem ad a fenti problémákra kielégítő megoldást, hiszen maga sem tartalmaz a munkavállalói oldalt a munkaidővel/munkarenddel kapcsolatos döntésekbe kellő mélységben bevonó jogszabályi rendelkezéseket. Álláspontunk szerint megoldást kizárólag egy olyan hazai jogalkotási reform jelenthetne, amely az európai Unió jogával összhangban, de saját utas megoldásokkal választ adna a tanulmányunkban felemlített problémák összességére.