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首页> 外文期刊>Journal of Process Management: New Technologies >Analysis of the new legal acts on mobbing protection of the employees in the Republic of Macedonia
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Analysis of the new legal acts on mobbing protection of the employees in the Republic of Macedonia

机译：分析马其顿共和国关于保护员工的新法律行为

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摘要

Emotional abuse in the work place, psychological terror, social isolation, are terms well known to the Labor Union organizations. They all refer to harassment in the work place, which is actually mobbing. The word ''mobbing'' denotes a wide range of complex activities which represent harassment of the employees in their work places, in all social spheres. Therefore the consequences range from mild disturbances to disappointing repercussions to the employees. Those consequences mostly reflect badly on the family of the harassed employee, as well on the organization and the society in general. For that reason, the subject of this article is to analyze the regulations of the Law on Labor Relations which refer to protection of employees from harassment in the work place and to analyze the new ''Law on Harassment Protection in the work place'' adopted recently, in order to increase the protection measures against harassment in the work place on a higher level. The efficiency of this law is to be comprehended through professional and scientific approach, where the research should emphasize the efficiency of the new legal acts. The purpose of this article is not only to analyze the abovementioned laws on harassment protection in the work place in the Republic of Macedonia, but also to present a critique of the eventual mistakes that might occur during implementation and to identify legal gaps as obstacles against mobbing evidence. The methodological approach of this article is directed towards implementation of the qualitative method-analyzing content founded on scientific and expert competence as well as on previously established real state of affairs by the adopted law regulations in order to present our own point of view. The conclusion of this article refers to the fact that weaknesses in some of the legal acts on the Law on Labor Relations and the Law on Harassment Protection could be noticed. Those cracks might be misinterpreted by the people in charge, by the employees as well as during their enforcement in the Legal Procedure.
机译：工作场所的情感虐待，心理恐怖，社会孤立是工会组织众所周知的术语。他们都提到工作场所的骚扰，实际上是在骚扰。 “围攻”一词是指各种各样的复杂活动，表示在所有社会领域中员工在工作场所的骚扰。因此，后果从轻度干扰到令人失望的员工影响不等。这些后果在很大程度上反映了被骚扰员工的家庭以及整个组织和整个社会。因此，本文的主题是分析《劳动关系法》中有关保护员工免受工作场所骚扰的法规，并分析通过的新《工作场所骚扰保护法》。最近，为了在更高层次上增加针对工作场所骚扰的保护措施。该法律的效力应通过专业和科学的方法来理解，其中研究应强调新法律行为的效力。本文的目的不仅是分析上述关于马其顿共和国工作场所骚扰保护的法律，而且还对实施过程中可能发生的最终错误提出批评，并找出法律上的空白作为阻碍围攻的障碍证据。本文的方法论方法旨在实施定性的方法分析内容，该内容基于科学和专家的能力以及所采用的法律法规在先前建立的真实状态下建立，以提出我们自己的观点。本文的结论是这样一个事实，即可以注意到《劳动关系法》和《骚扰保护法》的某些法律行为存在缺陷。这些裂缝可能会被负责人，员工以及在执行法律程序期间误解。

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