Evidenca o izrabi delovnega ?asa

Ali je potrebno evidenco o prisotnosti na delu oziroma evidenco o izrabi delovnega ?asa?res voditi ter v kak?nem obsegu? Te dol?nosti bolj podrobno opredeljujeta Zakon o delovnih razmerjih in Zakon o evidencah na podro?ju dela in socialne varnosti. Vendar pozor: ?e bolj podrobno lahko evidentiranje delovnega ?asa opredeljujejo tudi kolektivne pogodbe.

Velikokrat se namre? na tem podro?ju pojavljajo ?tevilne kr?itve – in ravno v teh primerih je evidenca o izrabi delovnega ?asa tista, na katero se lahko opremo.

Najprej preverimo, kaj to?no opredeljuje zakonodaja:?

Zakon o evidencah na podro?ju dela in socialne varnosti?(ZEPDSV)??

18. ?len, Evidenca o izrabi delovnega ?asa

Delodajalec dnevno vpisuje v evidenco o izrabi delovnega ?asa za posameznega delavca naslednje podatke:

- podatke o ?tevilu ur,

- skupno ?tevilo opravljenih delovnih ur s polnim delovnim ?asom in s kraj?im delovnim ?asom od polnega z oznako vrste opravljenega delovnega ?asa,

- opravljene ure v ?asu nadurnega dela,

- neopravljene ure, za katere se prejema nadomestilo pla?e iz sredstev delodajalca, z oznako vrste nadomestila,

- neopravljene ure, za katere se prejema nadomestilo pla?e v breme drugih organizacij ali delodajalcev in organov z oznako vrste nadomestila,

- neopravljene ure, za katere se ne prejema nadomestilo pla?e,

- ?tevilo ur pri delih na delovnem mestu, za katera se ?teje zavarovalna doba s pove?anjem, oziroma na katerih je obvezno dodatno pokojninsko zavarovanje, z oznako vrste statusa.

19. ?len, Vodenje evidence o izrabi delovnega ?asa

(1) Evidenca o izrabi delovnega ?asa se za?ne za posameznega delavca voditi z dnem, ko sklene pogodbo o zaposlitvi, preneha pa z dnem, ko mu preneha pogodba o zaposlitvi.

(2) Dokumenti s podatki o delavcu, za katerega se preneha voditi evidenca o izrabi delovnega ?asa, se hranijo kot listina trajne vrednosti, ki jo je delodajalec dol?an predlo?iti na zahtevo pristojnega organa.

(3) Ob prenehanju dejavnosti delodajalca prevzame arhiv podatkov o izrabi delovnega ?asa pravni naslednik. ?e pravnega naslednika ni, prevzame arhivsko gradivo Arhiv Republike Slovenije.

Zakon o delovnih razmerjih?(ZDR-1)

142. ?len, Definicija delovnega ?asa

(1) Delovni ?as je efektivni delovni ?as in ?as odmora po 154. ?lenu tega zakona ter ?as upravi?enih odsotnosti z dela v skladu z zakonom in kolektivno pogodbo oziroma splo?nim aktom.

(2) Efektivni delovni ?as je vsak ?as, v katerem delavec dela, kar pomeni, da je na razpolago delodajalcu in izpolnjuje svoje delovne obveznosti iz pogodbe o zaposlitvi.

(3) Efektivni delovni ?as je osnova za izra?un produktivnosti dela.

Zakon?o evidencah na podro?ju dela in socialne varnosti podrobno opredeljuje na kak?en na?in je potrebno voditi evidenco, kaj mora evidenca vsebovati, ... medtem ko Zakon o delovnih razmerjih navaja opredelitev oziroma definicijo delovnega ?asa. Evidence lahko vodimo v elektronski ali papirnati obliki.?

Pogosto se podjetja odlo?ijo za Pravilnik o delovnem ?asu – ob tem poudarjamo, da pravilnik ni obvezen, vendar je izjemno dobrodo?el, saj pomaga razre?iti marsikatero dilemo ali vpra?anje. Tako tudi prepre?ite potencialne nesporazume o razumevanju in izrabi delovnega ?asa, kori??enju odmorov, odrejanju nadurnega dela, ...?

Evidenca odmorov

Zakon opredeljuje pravico do sorazmernega dela odmora glede na polni delovni ?as. Po trenutni zakonodaji odmora ni potrebno bele?iti, zato je zelo pomembno, da imate v pravilniku o delovnem ?asu oziroma v splo?nem pravilniku opredeljeno pravico do odmora oziroma njegovo kori??enje.

Trenutno je podanih ve? predlogov sprememb Zakona o evidencah na podro?ju dela in socialne varnosti – med njimi tudi?predlog o vodenju?evidence o kori??enju odmora (za?etek in zaklju?ek odmora), saj je sicer te?ko ugotavljati morebitne kri?tve na tem podro?ju.?

Nadurno delo

Nadurno delo mora biti odrejeno vnaprej in pisno, izjemoma pa (zaradi narave dela ali nujnosti opravljanja nadurnega dela) ustno z ustrezno vro?itvijo pisne odreditve do konca delovnega tedna po opravljenem nadurnem delu. Te ure je potrebno pravilno evidentirati – ob tem poudarjamo, da ne pozabite na Zakon o delovnih razmerjih, ki bolj opredeljuje tedenske, mese?ne in letne omejitve na podro?ju nadurnega dela.

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Evidence of working time

Is it really necessary to keep records of attendance at work or of the use of working time, and to what extent? These duties are defined in more detail in the Employment Relations Act and the Labour and Social Security Records Act. But beware: collective agreements may also define records of working time in even more detail.

This is because there are often many violations in this field - and it is in these cases that the working time record is the one to which you can rely.

Let's first check what exactly the legislation defines:

The Law on Labour and Social Security Records (ZEPDSV)?

Article 18, Working time records

The employer shall enter the following information in the working time record for each worker on a daily basis:

- information on the number of hours,

- the total number of full-time and part-time hours worked, with an indication of the type of hours worked,

- hours worked during overtime,

- hours not worked for which a salary allowance is paid from the employer's resources, with an indication of the type of allowance,

- hours not worked for which remuneration is paid to other organisations or employers and bodies, with an indication of the type of remuneration,

- hours not worked for which no salary compensation is received,

- the number of hours of work in the workplace for which the insurance period is counted with an increase, or for which supplementary pension insurance is compulsory, with an indication of the type of status.

Article 19, Record-keeping of working time

(1) Records of the use of working time shall be kept for each worker from the date on which he enters into an employment contract and shall cease on the date on which his employment contract is terminated.

(2) The documents containing the information relating to a worker in respect of whom the working time record ceases to be kept, shall be kept as a document of permanent value which the employer is obliged to present at the request of the competent authority.

(3) On the cessation of the employer's activity, the archive of working time records shall be taken over by a legal successor. If there is no legal successor, the archive material shall be taken over by the Archives of the Republic of Slovenia.

Labour Relations Act (ZDR-1)

Article 142, Definition of working time

(1) Working time means effective working time and break time pursuant to Article 154 of this Act, as well as time of justified absences from work in accordance with the law and the collective agreement or general act.

(2) Effective working time is any time during which a worker is working, which means that he is at the disposal of the employer and fulfils his work obligations under the employment contract.

(3) Effective working time shall be the basis for calculating labour productivity.

The Act on Labour and Social Security Records defines in detail the manner in which records must be kept, what the records must contain, etc., while the Employment Relations Act provides a definition of working time. Records can be kept digitally or in physical (paper) form.

Often, companies opt for a Working Time Policy - noting that it is not mandatory, but highly recommended as it helps to resolve many possible dilemma or issue. It also helps to avoid potential misunderstandings about interpretation and use of working time, taking breaks, ordering overtime, etc.

Recording breaks

The law defines the right to a proportion of break in relation to full-time work. Under current legislation, break time does not need to be recorded, so it is very important to have the right to use a break set out in your working time regulations or in general policies.

There are currently several proposals for amendments to the Labour and Social Security Records Act - including a proposal to keep records of break time (start and end of break), as it is otherwise difficult to identify any potential irregularities in this area.

Overtime

Overtime must be ordered in advance and in writing or, exceptionally (due to the nature of the work or the urgency of the overtime) verbally, with the written order duly served by the end of the working week following the overtime work. These hours must be properly registered - please note that the Employment Relations Act is more specific in terms of weekly, monthly and annual limits on overtime.