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Revščina in socialna izključenost sta tesno povezani z uresničevanjem ustavnih določb, ki se nanašajo na človekove pravice in temeljne svoboščine. Čim več je njihovih kršitev, tem večja so tveganja za nastajanje revščine in socialne izključenosti. Zato je pomembna pozitivna obveznost države, da ustvarja pogoje za uresničevanje in varstvo človekovih pravic in temeljnih svoboščin. V prispevku je obravnavana nacionalna in mednarodna normativna ureditev nekaterih človekovih pravic in temeljnih svoboščin, ki pomembno vplivajo na pravico do varstva pred revščino in socialno izključenostjo. Obravnavane so tudi ustavno sodne presoje Ustavnega sodišča Republike Slovenije, ki s svojimi odločitvami pomembno zapolnjuje ustavne norme, ki določajo človekove pravice in temeljne svoboščine in s tem skrbi za njihovo varstvo. Iz statističnih podatkov izhaja, da kljub obsežni normativni ureditvi, ki se nanaša na človekove pravice in temeljne svoboščine, problem revščine in socialne izključenosti obstaja.

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The Salary System in the Private Sector in the Republic SloveniaIn the article the authors discuss the salary system in the private sector in the Republic of Slovenia. They present relevant legislation dealing with remuneration, in particular the Employment Relations Act, which regulates individual employment relations and in a separate chapter regulates remuneration. Remuneration includes a salary and other additional payments. The authors treat all the components of a salary, i.e. the basic salary, extra payments, the part of the salary based on job performance, and the payment for positive business performance. Other additional payments are payments in kind or in money, in securities, or profit-related pay, i.e. the participation of employees in profit sharing. The authors also treat other income of employees laid down in the Employment Relations Act and collective agreements as well as the reimbursement of expenses related to work. The authors also focus on the obligatory content of an employment contract with reference to remuneration. Finally, they address open issues regarding types of other additional payments and possible solutions for determining individual remuneration instruments in collective agreements and in employment contracts.