Забезпечення свободи укладення трудового договору та гендерної рівності при прийнятті на роботу в умовах воєнного стану
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Дата
2022
ORCID
DOI
Науковий ступінь
Рівень дисертації
Шифр та назва спеціальності
Рада захисту
Установа захисту
Науковий керівник
Члени комітету
Видавець
Вісник Харківського національного університету внутрішніх справ. – 2022. – № 3 (98). – С. 77-88
Анотація
Досліджено стан забезпечення свободи укладення трудового договору та гендерної
рівності при прийнятті на роботу в умовах воєнного стану. Вивчено точки зору науковців щодо змісту категорій «свобода трудового договору» та «рівність». Розроблено пропозиції та рекомендації з удосконалення відповідного національного законодавства. Обґрунтовано доцільність розширення переліку осіб, яких забороняється
залучати до суспільно корисних робіт в умовах воєнного стану.
The state of ensuring the freedom to enter into an employment contract and gender equality in employment under martial law conditions has been studied. It has been proven that getting a job is an important event in the life of every person who, in connection with this, acquires the status of an employee, performs the work specified in the employment contract, and receives wages for the work performed in order to provide oneself and family with the means to existence. The national labor legislation provides for a number of guarantees to ensure the labor rights of a person when hiring. A special place among such guarantees is the provision of freedom to conclude an employment contract and gender equality upon hiring. The point of view of the scientists regarding the content of the categories “freedom of labor contract” and “equality” has been studied. The norms of national legislation, which provide for the freedom to conclude an employment contract and gender equality in hiring, have been studied. It is indicated that the labor obligation, introduced today under martial law, which does not require the mandatory consent of the person in respect of whom the corresponding labor obligation is introduced, as well as his/her registration in an employment contract, destroys the understanding of the employment contract as an agreement between the parties on working conditions based on free choice. Proposals and recommendations for improving national legislation have been provided. The expediency of expanding the list of persons who are prohibited from engaging in socially useful works has been substantiated, for this purpose the paragraph 6 of the Procedure for involving able-bodied persons in socially useful works in conditions of martial law, approved by Resolution of the Cabinet of Ministers of Ukraine dated July 13, 2011 No. 753, has been proposed to be set out in the following edition: “It is forbidden to involve minors, pregnant women, women with children under the age of three, as well as persons with disabilities in socially useful works, if the performance of such works may negatively affect their health”. In order to strengthen the regulatory provision of gender equality in employment, it is proposed to: 1) delete the word “may” after the word “employers” and change the ending of the word “implement” in Part 4 of Article 17 of the Law of Ukraine “On Ensuring Equal Rights and Opportunities of Women and Men”; 2) to supplement the employer’s duties provided for in Part 2 of Article 17 of the Law of Ukraine “On ensuring equal rights and opportunities for women and men”, as follows: “do not allow discrimination based on gender when concluding, changing and terminating an employment contract”.
Исследовано состояние обеспечения свободы заключения трудового договора и гендерного равенства при принятии на работу в условиях военного положения. Изучены точки зрения ученых по содержанию категорий "свобода трудового договора" и "равенство". Разработаны предложения и рекомендации по усовершенствованию соответствующего национального законодательства. Обоснована целесообразность расширения перечня лиц, которых запрещается привлекать к общественно полезным работам в условиях военного положения.
The state of ensuring the freedom to enter into an employment contract and gender equality in employment under martial law conditions has been studied. It has been proven that getting a job is an important event in the life of every person who, in connection with this, acquires the status of an employee, performs the work specified in the employment contract, and receives wages for the work performed in order to provide oneself and family with the means to existence. The national labor legislation provides for a number of guarantees to ensure the labor rights of a person when hiring. A special place among such guarantees is the provision of freedom to conclude an employment contract and gender equality upon hiring. The point of view of the scientists regarding the content of the categories “freedom of labor contract” and “equality” has been studied. The norms of national legislation, which provide for the freedom to conclude an employment contract and gender equality in hiring, have been studied. It is indicated that the labor obligation, introduced today under martial law, which does not require the mandatory consent of the person in respect of whom the corresponding labor obligation is introduced, as well as his/her registration in an employment contract, destroys the understanding of the employment contract as an agreement between the parties on working conditions based on free choice. Proposals and recommendations for improving national legislation have been provided. The expediency of expanding the list of persons who are prohibited from engaging in socially useful works has been substantiated, for this purpose the paragraph 6 of the Procedure for involving able-bodied persons in socially useful works in conditions of martial law, approved by Resolution of the Cabinet of Ministers of Ukraine dated July 13, 2011 No. 753, has been proposed to be set out in the following edition: “It is forbidden to involve minors, pregnant women, women with children under the age of three, as well as persons with disabilities in socially useful works, if the performance of such works may negatively affect their health”. In order to strengthen the regulatory provision of gender equality in employment, it is proposed to: 1) delete the word “may” after the word “employers” and change the ending of the word “implement” in Part 4 of Article 17 of the Law of Ukraine “On Ensuring Equal Rights and Opportunities of Women and Men”; 2) to supplement the employer’s duties provided for in Part 2 of Article 17 of the Law of Ukraine “On ensuring equal rights and opportunities for women and men”, as follows: “do not allow discrimination based on gender when concluding, changing and terminating an employment contract”.
Исследовано состояние обеспечения свободы заключения трудового договора и гендерного равенства при принятии на работу в условиях военного положения. Изучены точки зрения ученых по содержанию категорий "свобода трудового договора" и "равенство". Разработаны предложения и рекомендации по усовершенствованию соответствующего национального законодательства. Обоснована целесообразность расширения перечня лиц, которых запрещается привлекать к общественно полезным работам в условиях военного положения.
Опис
Мельник, К. Ю. Забезпечення свободи укладення трудового договору та гендерної рівності при прийнятті на роботу в умовах воєнного стану / Костянтин Юрійович Мельник // Вісник Харківського національного університету внутрішніх справ. – 2022. – № 3 (98). – С. 77-88. - DOI: https://doi.org/10.32631/v.2022.3.07.
Ключові слова
Трудове право. Право соціального забезпечення. Labor law. Law of social guaranteeing. Трудовое право. Право социального обеспечения, Наукові публікації. Scientific publications. Научные публикации, Україна. Ukraine. Украина, трудовий договір, employment contract, трудовой договор, трудові правовідносини, labor legal relations, трудовые правоотношения, воєнний стан, martial law, военное положение, гендерна рівність, gender equality, гендерное равенство, дискримінація, discrimination, дискриминация, працівник, employee, работник, роботодавець, employer, работодатель, свобода трудового договору, freedom of employment contract, свобода трудового договора