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Estijos darbo teisės tobulinimo problemos
No full textIn the process of accession to the European Union the changes in legal system are needed. In Estonian legal system especially in labour law the harmonisation process has been started, but not finished yet. One Important aspect in this modification and harmonisation process is also the fact that in spring last year the Estonian parliament has ratified the Revised European Social Charter. European Social Charter also prescribes for the government certain obligations concerning employment and social matters. In addition to that fact, the changes in the legal system are needed due to the changes in the economy as a whole. As the labour law is very closely connected to the economical situation, the changes that are connected with the changes in economy are needed at first.Estijos darbo teisės norminių aktų pakeitimus galima suskirstyti į du laikotarpius: 1) 1990-1996 m.; 2) nuo 1996 m. iki šių dienų. Pirmuoju laikotarpiu buvo stengiamasi pakeisti senus tarybinius įstatymus ir priimti naujus norminius aktus, reglamentuojančius teisinius darbo santykius. Tai Darbo sutarties, Darbo ir poilsio laiko, Atostogų,, Kolektyvinių sutarčių, Kolektyvinių ir individualių darbo ginčų, Saugos darbe, Drausminės atsakomybės įstatymai. Pagrindinė antrojo laikotarpio idėja buvo sukurti tarptautinius ir Europos Sąjungos standartus atitinkantį darbo kodeksą. Deja, toks kodeksas iki šiol neparengtas. Tuo pat metu buvo rengiama ir nauja Darbo sutarties įstatymo redakcija. 1999 m. priimti nauji Darbo saugos ir aplinkos, Darbo ir poilsio laiko ir Atostogų įstatymai Nors šie aktai ir atitinka Europos Sąjungos standartus, tačiau pagal juos darbuotojas gali dirbti iki 60 valandų per savaitę, o tai prieštarauja 48 valandų normai. Ypač daug problemų dėl Darbo sutarties įstatymo. Estijos teisingumo ir socialinių reikalų ministerijos iki šiol nesutaria dėl darbo sutarties vietos bendroje sutarčių sistemoje. Taip pat opus klausimas, kiek liberaliai tarp darbo sutarties šalių gali būti sprendžiami darbo sąlygų nustatymo klausimai. Šiuos klausimus būtų galima išspręsti kolektyvinėmis derybomis, bet Estijoje gerai išplėtotos kolektyvinių derybų sistemos šiuo metu nėra. Iki šiol nepradėta tobulinti ir kolektyvinių santykių norminė bazė. Neišvengiamai kyla problemų ir dėl darbuotojų teisių darbdavio nemokumo atveju. Teisės derinimo procese Estijoje daug dėmesio skiriama vyrų ir moterų lygių galimybių klausimui. Iki šiol Estijoje nėra atskiro šį klausimą reglamentuojančio įstatymo, tačiau tikimasi, kad jis bus priimtas dar iki 2002 m
Dear reader,
No full textIt is not uncommon to encounter a situation in which one must admit that understandings of many legal situations are varied. On the one hand, everything might appear simple and clear; however, when one delves a bit further into the specifics of a particular legal regulation, the landscape may turn out to be much more complex, and perceptions change. Legal regulation leaves room for different understandings and interpretations. Although the legislator’s goal is to ensure legal regulation that is as precise as possible, there are always some gaps that need to be filled through either analogy or interpretation. Also, case law and the positions of legal professionals have an important role to play in the understanding of legal regulation and in application of the law. Alongside analysis of the bottlenecks found in the current law, historical experience should not be overlooked either. The dissection of a legal situation in the past, one long forgotten, may offer us an unexpected and necessary solution for applicable legislation. Accordingly, studying and analysing historical experiences is necessary and justified in every way. This issue offers broad-based analysis of various modern legal problems and their solutions, from a wealth of perspectives. It should be noted here that non-lawyers too can be of great help in interpreting legal issues. One good example can be seen in the article ‘Interpretation of Undefined Legal Concepts and Fulfilling of Legal Gaps, in Jüri Lotman’s Semiotic Framework’, on the potential impact of this globally esteemed semiotics luminary’s legacy with regard to legal interpretation. Legal issues are present in all facets of life. Generalised approaches to various legal issues are addressed in the following papers, among others: ‘(Just) Give Me a Reason’, ‘The General Data Protection Regulation and its Violation of EU Treaties’, and ‘Current Challenges of the Labour Law of Ukraine: On the Way to European Integration’. The journal’s content is enriched further with approaches to specific legal issues that are relevant for understanding various legal fields and when one is generalising. Some pieces that make this contribution are ‘Shareholders’ Draft Resolutions in Estonian Company Law: An Example of Unreasonable Transposition of the Shareholder Rights Directive’, ‘Which Adverse Environmental Impacts of an Economic Activity Are Legally Acceptable and on What Conditions’, and ‘Digital Inheritance: Heirs’ Right to Claim Access to Online Accounts under Estonian Law’. These analyses demonstrate the role of lawyers in explaining and interpreting various legislative gaps for the purpose of establishing legal clarity. We have commented on the vital role of historical experience in legal analysis. In this regard, the following articles offer further insight: ‘Limitation of Freedom of Speech and of the Press by Penal Law in the Final Decades of the Russian Empire’ and ‘Land Reform and the Principle of Legal Certainty: The Practice of the Supreme Court of Estonia in 1918–1933’. In addition to the works highlighted above, the reader will find several other topical, intriguing, and discussion-sparking articles. For example, one addresses a topic that is rarely discussed – dignity at the end of life and analysis of the related ethical, legal, and social arguments. All this only goes to show the diversity of opinions in the legal world. We wish you pleasant reading and thinking along! 
Töötajale iseloomulikud tunnused tööõiguse rakendusala piiritlemise alusena
No full texthttps://www.ester.ee/record=b4125717*es
Eesti Vabariigi sotsiaalkindlustussüsteem pensionikindlustuse näitel
No full texthttps://www.ester.ee/record=b3567230*es
The Right to Collective Action in Labour Relations in Estonia: Is the Right to Organise a Strike Guaranteed?
Get PDFIn Estonia, a new draft law on collective agreements and collective labour disputes has been discussed. Besides conclusion of collective agreements, an important role is played by various collective actions that are connected to the process of collective bargaining. The majority of attention on the international level has been paid to the regulation of strikes and exercise of the right to strike. The recent conflict between employers’ representatives and the ILO shows very clearly that legal regulation of exercise of the right to strike is a very important issue, clearly worthy of discussion. The conventions of the ILO do not contain any definition of ‘strike’ per se. Also, the ILO conventions do not enshrine any right to strike. At the same time, one can find reference in the European Social Charter to employees’ right to use strikes in order to protect their interests. Although a right to strike has been recognised in such contexts, the regulation of support strikes is not settled and is far from guaranteeing a right in this respect. In today’s situation, one cannot argue that regulation of support strikes is necessary, because of international labour standards
NEW BOUNDARIS, NEW POSSIBILITIES - Minorities and Citizenship in Estonia (Deliverable 4.5)
No full textThe Estonian government has taken many steps in order to integrate minorities into Estonian society. Although some international organisations’ reports indicate to obstacles in equal treatment, still the integration policy during the last twenty years can be described as successful. The latest integration policy paper until 2020 has shown the Estonia is still paying greater attention to the integration policy and cohesion between Estonian and non-Estonian people.
Estonian Government has during the decades adopted different programmes in order to develop the integration policy. The main concern is connected with Russian minorities. Although there has been some criticism, still those programmes can be evaluated as successful.
The realisation of civil and political rights is sometimes connected with ability to communicate in Estonian. The language requirements seems to be one of the most crucial issue. Although the Estonian government is seeking for opportunities to offer language courses for minorities, it seems to be, that in some regions (e.g. eastern part of Estonia) still the Russian language prevails. Still the necessary information for exercising of the political rights are also provided in Russian.
In realisation of economic, social and cultural rights the possible benefits are not connected to citizenship, but to a right to stay in Estonia (permanent or fixed term). Accessing the labour market again the problem of language has been raised. Although there is no case law, still one can observe, that the knowledge of Estonian language gives to a certain extent a better position
Erinevused töötaja, notari ja advokaadi õiguslikus seisundis
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Tollisüsteem ja selle organisatsioonilis-õiguslik korraldus
No full texthttps://www.ester.ee/record=b3551911*es
Трудове право Європейського Союзу та його гармонізація з національним законодавством: досвід Естонії та поточна ситуація
No full textДля того, щоб забезпечити однакове застосування права Європейського Союзу, держави-члени повинні прийняти право Європейського Союзу. Це можна зробити різними способами: гармонізувати директиви Європейського Союзу; імплементувати регламенти Європейського Союзу; виконувати рішення Суду ЄС. Європейський Союз залишає державам-членам можливість самим вирішувати, як імплементувати право ЄС: або гармонізувати директиви слово в слово, або створити правову базу лише для реалізації мети директиви.
У цій статті проаналізовано застосування права Європейського Союзу до трудових відносин на основі естонського права. Спочатку аналізується компетенція Європейського Союзу щодо встановлення правових норм у трудових відносинах. Далі аналізується персональна сфера регулювання трудового права Європейського Союзу. Насамкінець проаналізовано окремі приклади того, як Естонія застосовувала право Європейського Союзу до різних аспектів трудових відносинIn order to ensure uniform applicaCon of European Union law, member states must adopt European Union law. This can be done in different ways: harmonize European Union direcCves; implement European Union regulaCons; implement CJEU judgments. The European Union leaves the member states with the opCon of deciding how to implement EU law, either by harmonizing direcCves word for word or by establishing a legal framework only to implement the purpose of the direcCve.
This article analyzes the application of European Union law to labor relations based on Estonian law. First, the competence of the European Union to establish legal norms in labor relations is analyzed. In the following, the personal scope of the labor law regulation of the European Union is analyzed. Finally, individual examples of how Estonia has applied European Union law to various aspects of labor relations are analyzed
Tasks and Responsibilities of an Employer in a Digital Age: How to Comply with the Applicable Requirements for Work Conditions
No full textNew forms of employment are not in line with the assumptions or terms of the labour-law rules that are in force today. In these cases, the employer has to employ different protection mechanisms in practice. If the necessary protection is to be guaranteed, there is still a need to follow work- and rest-time rules, occupational health and safety rules, etc., yet all those obligations are connected to the workplace. Because new forms of employment, however, are usually not connected to a concrete workplace, applying all of the necessary protection mechanisms is growing more complicated, particularly when the laws and regulation are out of step with technological and other development of society. In addition, difficulties arise in connection with assessment of the quality of the work done. The article examines these issues, the roles of the employer and employee in emergent forms of work, and mechanisms that represent possibilities for the future
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