ПРАЦЮВАТИ ПО-НОВОМУ АБО ЧОГО ЧЕКАТИ ВІД НОВОГО ТРУДОВОГО КОДЕКСУ?

Цілком імовірно, що вже восени Україна таки почне працювати по-новому, тобто, за новими трудовими правилами. Радянський кодекс законів про працю, який був прийнятий в далекому 1971-му, перепишуть. Хоча до остаточного варіанту, очевидно, ще далеко. Дати правову оцінку новим правилам гри на трудовому полі ми попросили партнера юридичної компанії Arzinger Павла ХОДАКОВСЬКОГО.

– Пане Павле, представники бізнесу скаржаться, що трудове законодавство України не відповідає реаліям сьогодення і потребує нагальних змін. Про це говорять іноземні інвестори й українські роботодавці. Як практикуючий юрист ви як оцінюєте нинішній стан трудового законодавства України та відповідність його європейським нормам?

– Сучасне українське трудове законодавство, крім деяких винятків, не відповідає вимогам сьогодення та суттєво відрізняється від підходів до регулювання трудових відносин зарубіжних країн. Нормативний акт, прийнятий у 1971 році, навряд чи може адекватно регулювати суспільні відносини, які за цей час кардинально трансформувалися в рамках реалій ринкової економіки.

– Про які саме вади йдеться?

–  Роботодавцям вади чинного Кодексу законів про працю добре відомі: обмежена сфера застосування диспозитивних норм у відносинах працівник – роботодавець, гіпертрофована роль профспілок та покладення на них нетипових функцій у трудових відносинах… Норми, що регулюють порядок укладення та розірвання трудових договорів, негнучкі, вони не враховують потреб ринку праці у врегулюванні окремих положень. Скажімо, статус посадових осіб суб’єктів господарювання, режим конфіденційності інформації, врегулювання конкурентних положень, надомну роботу тощо. За таких умов часто суб’єкти трудових відносин змушені користуватися аналогією закону, враховувати звичаї ділового обороту, або ж у гіршому випадку – залишати трудові відносини латентними або позбавленими правового регулювання повністю або частково. При тому, що чинний Кодекс законів про працю як суто юридичний документ не є вже аж таким поганим, в тому числі завдячуючи вдалому коментарю і напрацьованим підходам у вирішенні типових питань, але він не в змозі вийти за рамки основної своєї вади, бо не містить у собі потенційної моделі трудових відносин. А саме в таку модель повинен трансформуватися поточний ринок праці для вирішення завдань, які стоять перед українським суспільством на даному етапі його розвитку.

– Уже кілька років ми чекаємо прийняття нового Трудового кодексу, який замінить застарілий Кодекс законів про працю. Які принципові нововведення він повинен містити? Як ви оцінюєте готовність суспільства до змін у трудовому законодавстві взагалі?

– У проекті нового Кодексу (проект № 1658) врегульовано багато питань, які, будучи вже давно нагальними, не знайшли свого вирішення у чинному Кодексі законів про працю України. Серед таких слід відзначити: можливість роботодавця звільнити працівника за розголошення комерційної таємниці, контроль ходу роботи за допомогою спеціальних технічних засобів, спроба врегулювання надомної роботи, запровадження окремої спрощеної процедури звільнення посадових осіб, запровадження більш гнучкого режиму для процедури скорочення персоналу. Також ідеться про розширення і деталізацію підстав для відсторонення працівників й обов’язковість укладення працівниками письмового трудового договору. Водночас, окремі питання, які вимагали критичного перегляду та змін, залишилися практично недоторканими і в проекті Трудового кодексу, зокрема, окремі права профспілок, а точніше – їх право ініціювати звільнення менеджменту підприємств, запровадження строкових трудових договорів у більш широкому форматі, більша гнучкість в частині переліку підстав для звільнення працівників, у тому числі й в обмін на розширений компенсаційний пакет, неможливість звільнення під час перебування на лікарняному, тощо.

– Як ви оцінюєте збільшення мінімальної щорічної відпустки?

– Дійсно, серед інших змін, які містяться в проекті № 1658, доцільно відзначити збільшення мінімальної щорічної відпустки. Це позитивна зміна, необхідна для гармонізації законодавства України з Європейською соціальною хартією (переглянутою). Законопроектом передбачається збільшення тривалості щорічної неоплачуваної відпустки до трьох місяців. Слід відзначити, що дане нововведення в умовах, які склалися в Україні, несе певні ризики – працівники можуть писати заяви на такі відпустки під тиском роботодавця, і таким чином не отримувати заробітну плату. Цим же проектом, до речі, передбачається й збільшення випробувального строку для деяких категорій працівників до 6 місяців. Ця ініціатива загалом відповідає європейському законодавству. Так, у Німеччині встановлено шестимісячний випробувальний термін для всіх категорій працівників.

– Які ще суттєві нововведення містяться у проекті?

– Роботодавцям надаватимуть ширші повноваження щодо прийняття нормативно-правових актів, а також у них з’являється право переводити працівника до іншого роботодавця. Цікаво, що цей проект вводить окрему категорію – працівники з сімейними обов’язками. Окрім того, у роботодавця згідно з проектом може з’явитися можливість покласти на працівника додаткові обов’язки, виконання яких не завжди буде оплачуватися. З іншого боку, роботодавці стають більш відповідальними в разі невиплати заробітної плати (подвійний розмір облікової ставки).

– Але очевидно, що до проекту будуть вноситися зміни.

– Авжеж, кінцевий варіант Трудового кодексу після його прийняття буде суттєво відрізнятися від проекту, який знаходиться на розгляді зараз. Запропонований законопроект у його нинішній редакції є компромісом між державою, роботодавцями та профспілками, і очевидно, компромісом не в усьому вдалим, але в проекті все ж містяться конструктивні пропозиції, покликані сприяти якнайшвидшій адаптації українського трудового законодавства до європейських стандартів та стандартів МОП. Зважаючи на це, а також заради навіть тієї обмеженої кількості прогресивних норм, які він містить, Трудовий кодекс варто приймати.

– Від бізнесу часто чути нарікання на те, що численні підзаконні акти ускладнюють як розуміння трудового законодавства загалом, так і реалізацію певних бізнес-процесів. Як Трудовий кодекс вирішує питання такої немалої кількості підзаконних актів?

– На сьогодні трудові відносини регулюються значною кількістю підзаконних нормативно-правових актів. Однак,  основна проблема полягає не стільки в кількості підзаконних актів, скільки у їхній суперечливості. Трудові відносини, окрім Кодексу, регулюються численними законами, зокрема, Законом України «Про оплату праці», Законом України «Про відпустки» і так далі. Норми цих законів нерідко суперечать нормам КЗпП. Проект Трудового кодексу цю проблему вирішує – у ньому інкорпоровані норми відповідних законів. Що ж до саме підзаконних нормативних актів, то немає необхідності включати їхні норми до Трудового кодексу і ще більше збільшувати його обсяг. У 2009 році МОП, розглядаючи черговий проект Трудового кодексу, в одній зі своїх рекомендацій зазначила необхідність спрощення кодексу, надання нормам більшої зрозумілості та винесення окремих норм у підзаконні акти.

– Тоді розтлумачте, у чому ж основна проблема підзаконних актів?

– Не в кількості, а, так би мовити, в якості. Багато з них були прийняті ще за радянських часів, тож однозначно застаріли. Вирішувати це краще шляхом розробки нових якісних підзаконних актів, які будуть детально і чітко регулювати трудові відносини. А вміщувати всі можливі норми в єдиний документ, який і без цього все ще залишається занадто важким для розуміння, недоречно.

– Поговорімо про наболіле. Яким чином покращити й закріпити права мобілізованих працівників, які знаходяться у зоні АТО?

– Події, які розгорнулися в Криму і на Сході України протягом останніх двох років, виявили значні прогалини в нормах українського законодавства, що регламентують залучення громадян України до військової служби, зокрема їх участі в АТО. Це стосується таких питань, як ведення військового обліку на підприємствах та права і обов’язки роботодавців і працівників, що виникають у цьому зв’язку, проведення мобілізації на всіх її етапах, бронювання працівників, оплата праці мобілізованих працівників роботодавцем та наступна її компенсація з боку держави та інші. Неврегульованість цих питань породжує багато практичних проблем та вимагає більш гнучкого, швидкого та адекватного реагування з боку державних органів. Очевидно, що і проект Трудового кодексу повинен приділити цим питанням набагато більше уваги, аніж це передбачено зараз.

– Одна з проблем – статус працівників під час мобілізації.

– Так і є. Хоча державою багато робиться в напрямку захисту прав військовослужбовців, мобілізованих в особливий період, на практиці роботодавці шукають шляхи звільнення таких працівників або ж невиплати заробітної плати за час його відсутності. Ці питання вимагають прийняття норм щодо посилення контролю з боку держави за дотримання роботодавцями прописаних норм та підвищення відповідальності за їх невиконання. Окремі моменти потребують уточнення та деталізації. Наприклад, це стосується питання мобілізації власника-фізичної особи, адже у такому разі, щоб уникнути застосування санкцій і штрафів, свої обов’язки щодо проведення розрахунку з працівником та видачі йому трудової книжки він зобов’язаний виконати лише протягом місяця після своєї демобілізації. Таким чином, такий працівник на тривалий термін може залишитися без роботи, грошей та своєї трудової книжки.

– То як же з цим бути?

– Необхідно внести зміни у законодавство щодо запровадження можливості «бронювання» підприємствам осіб, без яких продовження нормальної господарської діяльності підприємства є під загрозою.

– Численні дискусії розгорнулися навколо ЗУ «Про очищення влади». Чи є щось із цього приводу у новому Трудовому кодексі?

– З моменту вступу Закону в силу в Україні було люстровано 658 чиновників (дивись: http://lustration.minjust.gov.ua/register). Даний нормативно-правовий акт є дієвим механізмом для очищення влади, захисту та утвердження демократичних цінностей та верховенства права в Україні, а також потужним індикатором прагнення нашої країни до європейських цінностей. Із прийняттям Закону було внесено зміни у ст. 36 КЗпП про підстави припинення трудового договору. У той же час, вважається, що немає великої необхідності внесення положень про люстрацію у новий Трудовий кодекс. Їх, між іншим, там не передбачено. Даний Закон покликаний очистити владу, а також не допустити прийняття на керівні посади в державі осіб, які своїми рішеннями, діями чи бездіяльністю здійснювали заходи, спрямовані на узурпацію влади колишнім президентом, підрив основ національної безпеки і оборони України або протиправне порушення прав і свобод людини. Очевидно, що даний Закон є свого роду тимчасовим, і до кінця його дії більшість із завдань, які визначили його прийняття, будуть виконані.

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