Abstract
Although the need to provide decent working conditions is at the heart of the labour law rules on protection of migrant workers, a significant challenge for modern countries remains to create such conditions for their decent employment. The article discusses assumptions (legally entering a country), requirements for employment of foreigners (stay visa and work permit), as well as the employment limitations (quotas for employment of foreigners, limiting the catalogue of jobs that can be entrusted to foreigners, etc.). Regulation of these issues is closely related to the needs and the state of the domestic labour market (general and/or in specific professions), as well as the goals of migration, demographic, economic and employment policies. The author concludes that by establishing certain assumptions and special requirements for establishing employment relationships with foreigners, a number of diferent migrant positions are established for migrant workers, some of which are extremely precarious. Implementation of the relevant legal regulations should therefore be accompanied by (legal and extralegal) measures aimed at efectively protecting the dignity of migrant workers and preventing their labour exploitation. Among much else, this can be facilitated by establishing authorizations for employment of foreigners, as a special condition to be fulfilled by the employer, which can only be issued to the employers who respect labour and immigration regulations. Although this prevents employers who violate the rights of migrant workers from hiring new workers, there are no instruments in place to protect vulnerable categories of persons from labour exploitation in the period until the application for renewal of the employment authorisation or the application for a new employment authorisation is submitted. This is especially true as the dependence of migrant workers on the employer often discourages migrants from initiating the proceedings for protection of rights.
Highlights
Stoga se i jedna od klasifikacija radnika migranata zasniva na zakonitosti njihovog prekograničnog kretanja, u smislu razlikovanja regularnih i neregularnih migracija
Kao specijalni uslov za zasnivanje radnog odnosa sa strancem najpre se može pojaviti odobrenje za boravak na teritoriji određene države, ali preovlađuje režim dvostrukih dozvola, u kom se, pored odobrenja za boravak, kao specijalan uslov pojavljuje i dozvola za rad
Valja imati u vidu i to da se u nekim državama primenjuje bodovni sistem, kod koga se odobrenje za boravak i dozvola za rad mogu izdati svim strancima koji ostvare dovoljan broj bodova za njihovo izdavanje, istina uz izuzetak kandidata u određenim ili svim visokospecijalizovanim poslovima u licencnim zanimanjima, čije obavljanje može biti povereno samo domaćim državljanima
Summary
Zapošljavanje stranaca pretpostavlja njihov uredan ulazak u određenu državu, tj. ulazak s važećom putnom ispravom i s odobrenjem za ulazak, boravak ili tranzit koje se pribavlja pre ulaska na teritoriju određene države (viza), ako je to potrebno. Zapošljavanje stranaca pretpostavlja njihov uredan ulazak u određenu državu, tj. U skladu s opštim načelima međunarodnog prava, imaju suvereno pravo da odlučuju o ulasku stranaca na njihovu teritoriju, uz određena izuzetna ograničenja. Uredan ulazak na teritoriju određene države predstavlja opštu pretpostavku, ne i specijalni uslov za zasnivanje radnog odnosa sa strancem, iako već i ta pretpostavka ograničava pristup tržištu rada. Stoga se i jedna od klasifikacija radnika migranata zasniva na zakonitosti njihovog prekograničnog kretanja, u smislu razlikovanja regularnih i neregularnih migracija. Premda se ova klasifikacija ne tiče samo urednosti ulaska na teritoriju određene države već i poštovanja njenih propisā o boravku, nastanjenju i obavljanju profesionalne aktivnosti na domaćoj teritoriji, pitanje ispunjenosti opšte pretpostavke za zasnivanje radnog odnosa sa strancem značajno je i nezavisno od drugih segmenata regularnosti migracija
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