{"id":2497,"date":"2021-07-16T08:00:00","date_gmt":"2021-07-16T06:00:00","guid":{"rendered":"https:\/\/www.nimi.rs\/?p=2497"},"modified":"2023-12-11T09:20:36","modified_gmt":"2023-12-11T08:20:36","slug":"dostavljanje-resenja-o-godisnjem-odmoru-u-elektronskoj-formi","status":"publish","type":"post","link":"https:\/\/www.nimi.rs\/en\/dostavljanje-resenja-o-godisnjem-odmoru-u-elektronskoj-formi\/","title":{"rendered":"Dostavljanje re\u0161enja o godi\u0161njem odmoru u elektronskoj formi"},"content":{"rendered":"

U \u010dlanu 30. stav 3-5. Zakona o radu (\u201cSlu\u017ebeni glasnik RS\u201d, br. 24\/05 \u2026 95\/18 \u2013 autenti\u010dno tuma\u010denje) propisano je da se ugovor o radu smatra zaklju\u010denim kad ga potpi\u0161u zaposleni i poslodavac. Ugovor o radu zaklju\u010duje se u najmanje tri primerka od kojih se jedan obavezno predaje zaposlenom, a dva zadr\u017eava poslodavac. Ugovor o radu u ime i za ra\u010dun poslodavca zaklju\u010duje nadle\u017eni organ kod poslodavca, odnosno lice utvr\u0111eno zakonom ili op\u0161tim aktom poslodavca ili lice koje oni ovlaste.<\/p>\n\n\n\n

\u010clanom 32. stav 1. Zakona o radu propisano je da se ugovor o radu zaklju\u010duje pre stupanja zaposlenog na rad, u pisanom obliku<\/strong> i smatra se zaklju\u010denim kad ga potpi\u0161u zaposleni i poslodavac.<\/p>\n\n\n\n

U \u010dlanu 185. st. 2-4. Zakona o radu propisano je da se ugovor o radu otkazuje re\u0161enjem, u pisanom obliku<\/strong>, i obavezno sadr\u017ei obrazlo\u017eenje i pouku o pravnom leku. Re\u0161enje mora da se dostavi zaposlenom li\u010dno, u prostorijama poslodavca, odnosno na adresu prebivali\u0161ta ili boravi\u0161ta zaposlenog. Ako poslodavac zaposlenom nije mogao da dostavi re\u0161enje u smislu stava 2. ovog \u010dlana, du\u017ean je da o tome sa\u010dini pismenu bele\u0161ku. U slu\u010daju iz stava 3. ovog \u010dlana re\u0161enje se objavljuje na oglasnoj tabli poslodavca i po isteku osam dana od dana objavljivanja smatra se dostavljenim.<\/p>\n\n\n\n

\u010clanom 193. Zakona o radu je propisano da se zaposlenom u pisanom obliku dostavlja re\u0161enje o ostvarivanju prava, obaveza i odgovornosti, sa obrazlo\u017eenjem i poukom o pravnom leku, osim u slu\u010daju iz \u010dlana 172. ovog zakona. Odredbe \u010dlana 185. st. 2-4. ovog zakona odnose se i na postupak dostavljanja re\u0161enja iz stava 1. ovog \u010dlana.<\/p>\n\n\n\n

Od navedenog pravila Zakon o radu dozvoljava izuzetak kod dostavljanja re\u0161enja o kori\u0161\u0107enju godi\u0161njeg odmora i obra\u010duna zarade, odnosno naknade zarade. U \u010dlanu 75. stav 6. Zakona o radu propisano je da re\u0161enje o kori\u0161\u0107enju godi\u0161njeg odmora poslodavac mo\u017ee dostaviti zaposlenom u elektronskoj formi<\/strong>, a na zahtev zaposlenog poslodavac je du\u017ean da to re\u0161enje dostavi i u pisanoj formi.<\/p>\n\n\n\n

Imaju\u0107i u vidu navedeno, kada se re\u0161enje o kori\u0161\u0107enju godi\u0161njeg odmora dostavlja zaposlenom u elektronskoj formi, mi\u0161ljenja smo, da isto treba da se dostavi skenirano u elektronskoj formi, kao i da poslodavac obezbedi dokaz da je zaposlenom uru\u010dio re\u0161enje elektronskim putem, odnosno da je zaposleni primio i pro\u010ditao elektronsku po\u0161tu. U \u010dlanu 121. stav 5. Zakona o radu propisano je da obra\u010dun na osnovu koga je ispla\u0107ena zarada, odnosno naknada zarade u celosti mo\u017ee se dostaviti zaposlenom u elektronskoj formi<\/strong>.<\/p>\n\n\n\n

Izvor: aktivasistem.com<\/p>","protected":false},"excerpt":{"rendered":"

Da li se dokumentima, za koja Zakon o radu utvr\u0111uje obavezu pisane forme (ugovor o radu, re\u0161enja, odluke i dr.) mo\u017ee osporavati punova\u017enost ukoliko su u elektronskom obliku?<\/p>","protected":false},"author":2,"featured_media":2506,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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