Suchergebnisse

The economic crisis that shook the world in 2008 has affected the social and economic status of many State's and business subjects as well as separate persons. All countries that faced the economic downturn took various actions related to economic, legal and social measures, which aimed to promote labour market and reduce the negative effects of the crisis. All these measures in one way or another determined the social, economic and legal situation of employees, especially of unemployed persons.This article aims to analyse and evaluate the consequences of legal decisions made during the economic crisis and threats caused by them in the context of the right to decent work. It starts by defining the concept of decent work as well as its peculiarities of legal regulation in the context of international labour law and doctrine. This is followed by the analysis of measures, related to employment rights, which were taken to tackle causes of the economic downturn in Lithuania, and their legal doctrinal assessment.The economic crisis that shook European and world markets in 2008 at once revealed threats to the social and economic safety of employees. The international community responded immediately to the situation by calling countries to take anti-crisis measures, in a way that the principle of decent work will be led and the minimum of fundamental labour and social rights that are in content with such principle will be ensured.In order to tackle causes of the economic crisis as well as trying to prevent even greater its impact, during the period of 2008–2012 the Lithuanian government took many measures to liberalise employment relations. However, no crucial and radical decisions were made, so labour market took the so-called self-regulation. In Lithuania during the crisis negative atmosphere both in moral and economic sense as well as the measures taken by employee and the position of the government, created preconditions to talk about fundamental labour right violations, therefore, it means the disregard of the principle of decent work. ; Straipsnyje1 analizuojama oraus darbo principo samprata, jos elementai, deklaruojamos pagrindinės darbuotojų teisės. Atskleidžiant oraus darbo sampratą remiamasi tarptautinės darbo teisės standartais ir darbo teisės doktrina. Straipsnyje taip pat aptariama 2008 metais kilusi ekonominė krizė ir jos sukelti padariniai darbo santykiams ir priemonės, kurių buvo imtasi šiems padariniams likviduoti, vertinimas, šių priemonių poveikis oraus darbo principui.

In the new Labour Code of the Republic of Lithuania provisions regulating collective labour relations have a significant meaning. Tire collective agreements regarding these regulations have a great importance regulating labour relations and setting the work conditions. However, in the relations of the contractual nature the danger of conflicts arises unavoidably. For this reason the Labour Code regulates the method of solution of the collective labour disputes. Firstly, it strives to find solution of the disagreements between the parties of collective labour relations in the way of the bargaining. According to the Article 70 of the Labour Code mediation is considered as the last stage of bargaining During the process of mediation parties of conflict are trying to find the right decision for both of them. To reach this the third, neutral party - mediator - is providing his help. The mediator not only analyses the conflict situation and takes role in the process of bargaining and discussions between parties of conflict. Above-mentioned specialist provides recommendations for presumptive solutions of the conflict. It shows that the parties of conflict, on the one hand, are free to make a decision, but on the other hand, they have the possibility to profit by the help of mediator. This way of solving collective labour disputes is a new one in the Lithuanian Labour Law. In fact, the Labour Code does provide neither the rules of choosing certain mediator nor the mediation process itself. Such questions are left for parties to decide by the agreement. Of course, it prejudices the possibility to solve the conflict by means of the mediator quickly and smoothly. Besides, we don't have an adequate practice in the Lithuania too. Consequently in future the institute of mediation must be developed and detailed in the rules of law. Tlie special independent mediatory institution must be established. Such an institution cannot just to take mediation sendees, but also to select and analyse information concerned the collective labour disputes, and to execute the preventive activity. In the article later are discussed: the nature of mediation as a process of solution of the collective labour disputes, some practice in the foreign countries. Proposals for the development of the institute of mediation are given as well. ; Naujajame Lietuvos Respublikos Darbo kodekse svarbią vietą užima kolektyvinius darbo santykius reglamentuojančios nuostatos. Vienais iš svarbiausių darbo santykių principų yra laikomi socialinės partnerystės ir kolektyvinių derybų bei kolektyvinių sutarčių laisvės principai. Pagal Darbo kodekso nuostatas itin didelę reikšme reguliuojant darbo santykius ir nustatant darbo sąlygas turi kolektyvinės sutartys. Tačiau savame suprantama, kad ten, kur vyrauja sutartiniai santykiai, neišvengiamai kyla ir nesutarimų, konfliktų pavojus. Todėl Darbo kodekse reglamentuojama tokių nesutarimų sprendimo tvarka. Nustatant nesutarimų tarp kolektyvinių darbo santykių salių sprendimo tvarką taip pat pabrėžiamas kolektyvinių derybų principas. Darbo kodekse nustatyta, kad ne bet koks tarp minėtų subjektų kilęs nesutarimas yra laikomas kolektyviniu darbo ginču. Visų pirma siekiama, kad kilusį nesutarimą šalys bandytų išspręsti tarpusavio derybomis ir tik nepavykus to padaryti inicijuojamas kolektyvinis darbo ginčas, kitaip tariant, kiekvienas tarp kolektyvinių darbo santykių šalių kilęs nesutarimas yra dviejų stadijų: derybų ir ginčo. Pagal Darbo kodekso 70 straipsnio nuostatas tarpininkavimas taip pat yra laikytinas vienu, tiksliau paskutiniu, derybų stadijos etapu. Tarpininkavimo proceso metu nesutarimo šalys stengiasi išspręsti kilus] konfliktą ir priimti kompromisinį sprendimą. Tai padaryti joms padeda trečioji neutrali šalis - tarpininkas. Tai naujas Lietuvos darbo teisės praktikoje nesutarimų tarp kolektyvinių darbo santykių šalių sprendimo būdas, kurio iki Darbo kodekso galioję teisės aktai ne reglamentavo. Darbo kodeksas išsamiai nereglamentuoja nei tarpininkų pasirinkimo taisyklių, nenustato, kas gali būti kviečiami tarpininkais, nereglamentuoja ir tarpininkavimo proceso bei tarpininkų priimtų sprendimų reikšmės. Visa tai paliekama nustatyti pačioms nesutarimo šalims tarpusavio susitarimu. Straipsnyje nagrinėjama tarpininkavimo prigimtis, aptariama kai kurių užsienio valstybių tarpininkavimo praktika bei pateikiami siūlymai dėl tolesnio šio instituto tobulinimo Lietuvoje.

Straipsnyje analizuojama šakos kolektyvinių derybų instituto vaidmuo ir reikšmė Lietuvoje viešajame ir valstybės tarnybos sektoriuose. Šakos lygio socialinė partnerystė yra pati svarbiausia ir populiariausia reglamentuojant darbo santykius Europos Sąjungos valstybėse narėse. Lietuvoje šio lygio socialinės par­tnerystės santykiai beveik nevyksta. Straipsnyje siekiama išsiaiškinti šio reiškinio priežastis. This article analyses the branch collective bargaining situation and significance in the public sector in Lithuania. The practice of the member states of the European Union shows that branch level collective bargaining and social dialogue have the significant meaning in establishing the working and social con­ditions of public sector workers'. Meanwhile such processes don't take place in Lithuania at all. Author tries to find and clear reasons of such situation and propose possible ways of resolving this problem.

Social rights and social guarantees of individuals attract a lot of attention of the legislator and of the public reaction. The article analyses the part of social guarantees, in specific, the social security benefits, which amounts and payment terms have been changed during the economic crisis. Three types of social security benefits, which were touched by the highest level, are analysed: old-age and disability pensions, unemployment benefits and sickness benefits. Although the reduction of social security benefits during the crisis was upheld and legitimate according the Constitutional Court of the Republic of Lithuania, but part of the decisions may be found not meeting the requirements of the main principles of the law. The compensation arrangements of social insurance pensions do not sufficiently provide all pension beneficiaries the right to compensation, and do not correspond the principles of justice and proportionality in the society. Actual amounts of unemployment insurance benefits and the sickness benefits during the crisis did not meet even the minimum social protection standards enshrined in the provisions of international law. ; Straipsnyje yra nagrinėjamas pastarųjų metų ekonominės krizės poveikis asmens socialinės apsaugos garantijoms. Šiuo laikotarpiu priimti sprendimai palietė daugumą socialinės apsaugos išmokų. Tačiau dėl kai kurių išmokų priimti sprendimai buvo itin jautrūs tiek poveikiu visuomenei, tiek teisinių principų laikymosi garantijomis. Straipsnyje plačiau nagrinėjamos dviejų tipų socialinės apsaugos garantijos – socialinio draudimo pensijos ir trumpalaikės išmokos – nedarbo draudimo išmoka ir ligos pašlapa.

The article analyses the international standards of labour law regulating the institute of labour disputes through revealing the content and principal rules of these standards addressed to states and their respective national laws. The article further provides examples of legal regulation in foreign countries and analyses their compliance with the international standards. The main bottlenecks of the Lithuanian institute of labour disputes are revealed in the context of the international standards and likely proposals for the elimination of those bottlenecks are presented.

The article analyses the international standards of labour law regulating the institute of labour disputes through revealing the content and principal rules of these standards addressed to states and their respective national laws. The article further provides examples of legal regulation in foreign countries and analyses their compliance with the international standards. The main bottlenecks of the Lithuanian institute of labour disputes are revealed in the context of the international standards and likely proposals for the elimination of those bottlenecks are presented.

The article analyses the international standards of labour law regulating the institute of labour disputes through revealing the content and principal rules of these standards addressed to states and their respective national laws. The article further provides examples of legal regulation in foreign countries and analyses their compliance with the international standards. The main bottlenecks of the Lithuanian institute of labour disputes are revealed in the context of the international standards and likely proposals for the elimination of those bottlenecks are presented.

The article analyses the international standards of labour law regulating the institute of labour disputes through revealing the content and principal rules of these standards addressed to states and their respective national laws. The article further provides examples of legal regulation in foreign countries and analyses their compliance with the international standards. The main bottlenecks of the Lithuanian institute of labour disputes are revealed in the context of the international standards and likely proposals for the elimination of those bottlenecks are presented.

The article analyses the international standards of labour law regulating the institute of labour disputes through revealing the content and principal rules of these standards addressed to states and their respective national laws. The article further provides examples of legal regulation in foreign countries and analyses their compliance with the international standards. The main bottlenecks of the Lithuanian institute of labour disputes are revealed in the context of the international standards and likely proposals for the elimination of those bottlenecks are presented.

The article analyses the international standards of labour law regulating the institute of labour disputes through revealing the content and principal rules of these standards addressed to states and their respective national laws. The article further provides examples of legal regulation in foreign countries and analyses their compliance with the international standards. The main bottlenecks of the Lithuanian institute of labour disputes are revealed in the context of the international standards and likely proposals for the elimination of those bottlenecks are presented.

The modern European concept of collective labour relations is based on the social dialogue, which represents an opportunity for ensuring permanent social peace. The social dialogue is regulated by the provisions of the primary European law, conducted at the supranational level by the social partners functioning in the European social area. It is also an important model for conducting dialogue by the social partners in the EU Member States and for establishment by the authorities of particular EU Member States of the principles and procedures for the social dialogue in the labour law systems. The freedom of association, collective bargaining, social dialogue and quality of collective labour relations are the fundamental elements of the European social model. The collective bargaining as being a part of this model should promote workplace democracy, redistribution of resources, and efficiency of employment relations. However, collective agreements that may be concluded at the European level are still a novelty in the legislative system of European labour law and they do not play a role as the alternative sources of European labour law.

The modern European concept of collective labour relations is based on the social dialogue, which represents an opportunity for ensuring permanent social peace. The social dialogue is regulated by the provisions of the primary European law, conducted at the supranational level by the social partners functioning in the European social area. It is also an important model for conducting dialogue by the social partners in the EU Member States and for establishment by the authorities of particular EU Member States of the principles and procedures for the social dialogue in the labour law systems. The freedom of association, collective bargaining, social dialogue and quality of collective labour relations are the fundamental elements of the European social model. The collective bargaining as being a part of this model should promote workplace democracy, redistribution of resources, and efficiency of employment relations. However, collective agreements that may be concluded at the European level are still a novelty in the legislative system of European labour law and they do not play a role as the alternative sources of European labour law.

The modern European concept of collective labour relations is based on the social dialogue, which represents an opportunity for ensuring permanent social peace. The social dialogue is regulated by the provisions of the primary European law, conducted at the supranational level by the social partners functioning in the European social area. It is also an important model for conducting dialogue by the social partners in the EU Member States and for establishment by the authorities of particular EU Member States of the principles and procedures for the social dialogue in the labour law systems. The freedom of association, collective bargaining, social dialogue and quality of collective labour relations are the fundamental elements of the European social model. The collective bargaining as being a part of this model should promote workplace democracy, redistribution of resources, and efficiency of employment relations. However, collective agreements that may be concluded at the European level are still a novelty in the legislative system of European labour law and they do not play a role as the alternative sources of European labour law.

The modern European concept of collective labour relations is based on the social dialogue, which represents an opportunity for ensuring permanent social peace. The social dialogue is regulated by the provisions of the primary European law, conducted at the supranational level by the social partners functioning in the European social area. It is also an important model for conducting dialogue by the social partners in the EU Member States and for establishment by the authorities of particular EU Member States of the principles and procedures for the social dialogue in the labour law systems. The freedom of association, collective bargaining, social dialogue and quality of collective labour relations are the fundamental elements of the European social model. The collective bargaining as being a part of this model should promote workplace democracy, redistribution of resources, and efficiency of employment relations. However, collective agreements that may be concluded at the European level are still a novelty in the legislative system of European labour law and they do not play a role as the alternative sources of European labour law.