Suchergebnisse

Straipsnyje nagrinėjami dviejų iškiliausių sofistų - Gorgijo ir Protagoro - mąstymo atgarsiai graikų filoso- fijoje. Tariama, kad sofistų judėjimas savo siekiaís ir prielaidomis yra naujas ir santykinai autonomiškas reiškinys graikų kosme, o dėl to jį reikia legalizuoti. Mėglnama parodyti, kad sofistai jsivelia j filosofinę diskusiją, siekdami prasimušti kosme onto/oginę nišą savo veiklai. Vadovaujantis tokiu požiūriu anali- zuojamas Gorgijo kūrinys "Apie nebūti, arba prigimtį'. Parodoma, kad jame logiškai "sukiršinamos', taigi ir nuvainikuojamos Iigtolínės filosofijos išvados. Daroma išvada, kad taip Gorgijas sukomplikuoja ligtolinį "naivų", arba neproblemišką, graikų filosofavimą, o antra vertus, negatyviai nužymi pamatinę sofistų veik/os prielaidą - žmogaus nuomonės reikšmingumą. Vėliau parodoma, kad tą pačią prielaidą jau pozityviai pagrindžia Protagoras savo garsiuoju žmogaus-mato kriterijumi. Patikslinama, kad šio kriterijaus esmė ta, kad kosmo (Iogo)juslinis permatavimas nureikšmina mąstymą, taigi ir kilusius vidinius prieštaravimas, kartu santykinai išlaisvina kalbą ir sudaro prielaidas sofistiniam iškalbos menui atsirasti. Straipsnis baigiamas išvada, kad sofistų idėjų sąlytis su graikų filosofija privertė graikų filosofas jsisąmoninti pamatines - būties, pažinimo ir vertybių - problemas.

Šiame straipsnyje pristatomi 2017–2018 metais atlikto tyrimo rezultatai apie lyčių lygybės politiką savivaldoje, analizuojant 10 savivaldybių strateginius planus ir kokybinių interviu duomenis su savivaldybių merais, administracijų, švietimo ir socialinių paslaugų vadovais ir lyčių lygybės koordinatoriais. Nacionaliniu lygiu Moterų ir vyrų lygių galimybių įstatymas (2013) ir Darbo kodeksas (2016) įpareigoja savivaldybes ir joms pavaldžias institucijas integruoti lyčių lygybės politikos priemones. Tačiau vietos kontekstuose teisinės-politinės nuostatos gali būti įvairiai interpretuojamos (Hudson and Rönnblom, 2007). Straipsnyje, taikant politikos diskursų metodologinę prieigą, tiriami lyčių lygybės politikos diskursai: kaip vietos politikoje (ne)integruojamas lyties aspektas, tenkinant gyventojų poreikius, kokios sampratos fiksuojamos (fixing) ir kaip jos susiaurinamos (shrinking), pritempiamos (stretching) arba nukreipiamos (bending) į kitas politikos sritis. Analizuojant savivaldos atstovų pasisakymus ir interpretacijas, atskleidžiami vietos kontekstų kultūriniai filtrai. Pastarieji leidžia stebėti, kokie aspektai skatina arba trukdo lyčių lygybės politikos priemonių integravimui (Lombardo, Meier, Verloo, 2010). Tyrimo rezultatai rodo, kad savivaldos lygmeniu lyčių lygybės politikos tikslų svarbumas yra pripažįstamas. Tačiau dažniausiai lyčių lygybės politika susiaurinama iki nediskriminavimo principų teisinio reglamentavimo rėmuose. Vietos politikos uždaviniai ir jų įgyvendinimo rodikliai matuojami lyčiai neutraliomis sąvokomis. Kai lyties aspektas "dingsta" vietos kontekste, siekiama paaiškinti, kad lyčių lygybė netiesiogiai integruojama į savivaldos politiką, nukreipiama arba pritempiama prie kitų socialinių problemų sprendimo sričių. Analizuojant interviu su savivaldybių atstovais medžiagą pastebėta, kad kultūrinės nuostatos apie moterų ir vyrų skirtumus palaiko tradicines lyčių normas ir stereotipines nuostatas ir tai trukdo lyčių lygybės politikos įgyvendinimui.

Šiame straipsnyje pristatomi 2017–2018 metais atlikto tyrimo rezultatai apie lyčių lygybės politiką savivaldoje, analizuojant 10 savivaldybių strateginius planus ir kokybinių interviu duomenis su savivaldybių merais, administracijų, švietimo ir socialinių paslaugų vadovais ir lyčių lygybės koordinatoriais. Nacionaliniu lygiu Moterų ir vyrų lygių galimybių įstatymas (2013) ir Darbo kodeksas (2016) įpareigoja savivaldybes ir joms pavaldžias institucijas integruoti lyčių lygybės politikos priemones. Tačiau vietos kontekstuose teisinės-politinės nuostatos gali būti įvairiai interpretuojamos (Hudson and Rönnblom, 2007). Straipsnyje, taikant politikos diskursų metodologinę prieigą, tiriami lyčių lygybės politikos diskursai: kaip vietos politikoje (ne)integruojamas lyties aspektas, tenkinant gyventojų poreikius, kokios sampratos fiksuojamos (fixing) ir kaip jos susiaurinamos (shrinking), pritempiamos (stretching) arba nukreipiamos (bending) į kitas politikos sritis. Analizuojant savivaldos atstovų pasisakymus ir interpretacijas, atskleidžiami vietos kontekstų kultūriniai filtrai. Pastarieji leidžia stebėti, kokie aspektai skatina arba trukdo lyčių lygybės politikos priemonių integravimui (Lombardo, Meier, Verloo, 2010). Tyrimo rezultatai rodo, kad savivaldos lygmeniu lyčių lygybės politikos tikslų svarbumas yra pripažįstamas. Tačiau dažniausiai lyčių lygybės politika susiaurinama iki nediskriminavimo principų teisinio reglamentavimo rėmuose. Vietos politikos uždaviniai ir jų įgyvendinimo rodikliai matuojami lyčiai neutraliomis sąvokomis. Kai lyties aspektas "dingsta" vietos kontekste, siekiama paaiškinti, kad lyčių lygybė netiesiogiai integruojama į savivaldos politiką, nukreipiama arba pritempiama prie kitų socialinių problemų sprendimo sričių. Analizuojant interviu su savivaldybių atstovais medžiagą pastebėta, kad kultūrinės nuostatos apie moterų ir vyrų skirtumus palaiko tradicines lyčių normas ir stereotipines nuostatas ir tai trukdo lyčių lygybės politikos įgyvendinimui.

Science is a systematic approach to building and organizing knowledge through testable explanations and predictions. However, since scientists are human beings, they are fallible and subject to various systematic and random biases. The COVID-19 pandemic has definitively unmasked the humanity of scientists, who committed severe communication mistakes or even adhered to conspiracy hypotheses. Indeed, emotionality and rationality (if not epistemic) can foster intellectual dishonesty and compromise the effectiveness of critical thinking. This highlights the importance of the context in which a scientist works, as politeness and respect are essential to maintain lucidity, credibility, and transparency. However, outside of the academic context, many scientists do not behave with the same level of courtesy and carefulness required in scientific publishing. This happens despite communication – which is crucial for scientific investigation, dissemination, and debunking campaigns – being scientifically based on compassion. Specifically, an effective communication plan should be tailored to a specific audience, taking into account their emotional state, cultural and social background, and cognitive and psychological characteristics. The sole purpose must be to help and not to manipulate. Therefore, empathy, kindness, and moderation are essential tools for the success of science, from research to communication and education, and awareness campaigns and training courses should be instituted to promote such a message.

Employment Contract Termination under Employer's Initiative without the Employee's The relevance of the topic discussed in the paper is determined by the need to have a new attitude towards labour relations, to look at them through the prism of the protection of human rights and legal interests, having effective cooperation between the two subjects of labour relations – the employee and the employer. Such attitude is significant at this time of development of free market in Lithuania and the growth of competitive ability. Taking into consideration the economic and social changes, other circumstances, often there is a situation when the employer at its own initiative has to dismiss the employee without any fault of the latter. This is one of the ways of termination of the employment contract, which may constitute the most serious violation of the employee's interests. Therefore, it is no coincidence that the legislature gives special attention to this way of termination of the employment contract. In regulating the labour relations and the termination of the contract when there is no fault of the employee it is important to make sure that there is neither unsubstantiated domination of any of the parties in such relations nor dependency of one party on the other. The employment contract may be terminated by the employer at its initiative when there is no fault of the employee further to the provisions of the law. The employment contract may be terminated only when there is an important and lawful basis and reason for that. Structural changes in the company may be considered to be an important reason only when they are substantial but not arbitrary. The employment contract also may be terminated by the employer at its initiative due to insufficient qualification of the employee or due to the employee's behaviour. The paper emphasises that in the latter case it is important to indicate in the regulations of the company what qualifications and behaviour the employee should meet. The paper raises the issue of the employer's knowledge about the activities of the employee in the labour union. Since that kind of activities may not be a lawful reason for the dismissal from work, the employer must be informed about the above mentioned activities of the employee. It is also noted that the retirement age of the employee may be a lawful reason for dismissal from work when due to that age the employee may not perform his/her work properly. The termination of the employment contract at the initiative of the employer when there is no fault of the employee must be carried out strictly according to the corresponding procedure. There has been made a conclusion in the paper that the Labour Code laid out more strict requirements for the content of the warning: instead of the standard and abstract formulation of the reason for the dismissal from work the employer now must indicate a specific reason for the dismissal of specific employee. It is suggested to determine the minimum period indicated in the Labour Code taking into consideration the record of service of the employee in the company. There are certain problems encountered with regard to the way of delivery of the warning because the law does not indicate the duty of the employee to sign on the warning. It is suggested that the law should include the requirement that the employee has to sign on the warning indicated that he/she received the warning or refused to accept it. The shortcoming of the law in prejudice of the employer is also considered the fact that the employer is not obligated to make a written record of an alternative job offer to the employee who is being dismissed from work. This may cause problems for the employer in court trying to prove that such offer was made. The analysis of the topic of the paper partially confirmed the hypothesis that the employer encounters much higher requirements when dismissing an employee at its initiative when there is no fault of the employee.

Employment Contract Termination under Employer's Initiative without the Employee's The relevance of the topic discussed in the paper is determined by the need to have a new attitude towards labour relations, to look at them through the prism of the protection of human rights and legal interests, having effective cooperation between the two subjects of labour relations – the employee and the employer. Such attitude is significant at this time of development of free market in Lithuania and the growth of competitive ability. Taking into consideration the economic and social changes, other circumstances, often there is a situation when the employer at its own initiative has to dismiss the employee without any fault of the latter. This is one of the ways of termination of the employment contract, which may constitute the most serious violation of the employee's interests. Therefore, it is no coincidence that the legislature gives special attention to this way of termination of the employment contract. In regulating the labour relations and the termination of the contract when there is no fault of the employee it is important to make sure that there is neither unsubstantiated domination of any of the parties in such relations nor dependency of one party on the other. The employment contract may be terminated by the employer at its initiative when there is no fault of the employee further to the provisions of the law. The employment contract may be terminated only when there is an important and lawful basis and reason for that. Structural changes in the company may be considered to be an important reason only when they are substantial but not arbitrary. The employment contract also may be terminated by the employer at its initiative due to insufficient qualification of the employee or due to the employee's behaviour. The paper emphasises that in the latter case it is important to indicate in the regulations of the company what qualifications and behaviour the employee should meet. The paper raises the issue of the employer's knowledge about the activities of the employee in the labour union. Since that kind of activities may not be a lawful reason for the dismissal from work, the employer must be informed about the above mentioned activities of the employee. It is also noted that the retirement age of the employee may be a lawful reason for dismissal from work when due to that age the employee may not perform his/her work properly. The termination of the employment contract at the initiative of the employer when there is no fault of the employee must be carried out strictly according to the corresponding procedure. There has been made a conclusion in the paper that the Labour Code laid out more strict requirements for the content of the warning: instead of the standard and abstract formulation of the reason for the dismissal from work the employer now must indicate a specific reason for the dismissal of specific employee. It is suggested to determine the minimum period indicated in the Labour Code taking into consideration the record of service of the employee in the company. There are certain problems encountered with regard to the way of delivery of the warning because the law does not indicate the duty of the employee to sign on the warning. It is suggested that the law should include the requirement that the employee has to sign on the warning indicated that he/she received the warning or refused to accept it. The shortcoming of the law in prejudice of the employer is also considered the fact that the employer is not obligated to make a written record of an alternative job offer to the employee who is being dismissed from work. This may cause problems for the employer in court trying to prove that such offer was made. The analysis of the topic of the paper partially confirmed the hypothesis that the employer encounters much higher requirements when dismissing an employee at its initiative when there is no fault of the employee.

Employment Contract Termination under Employer's Initiative without the Employee's The relevance of the topic discussed in the paper is determined by the need to have a new attitude towards labour relations, to look at them through the prism of the protection of human rights and legal interests, having effective cooperation between the two subjects of labour relations – the employee and the employer. Such attitude is significant at this time of development of free market in Lithuania and the growth of competitive ability. Taking into consideration the economic and social changes, other circumstances, often there is a situation when the employer at its own initiative has to dismiss the employee without any fault of the latter. This is one of the ways of termination of the employment contract, which may constitute the most serious violation of the employee's interests. Therefore, it is no coincidence that the legislature gives special attention to this way of termination of the employment contract. In regulating the labour relations and the termination of the contract when there is no fault of the employee it is important to make sure that there is neither unsubstantiated domination of any of the parties in such relations nor dependency of one party on the other. The employment contract may be terminated by the employer at its initiative when there is no fault of the employee further to the provisions of the law. The employment contract may be terminated only when there is an important and lawful basis and reason for that. Structural changes in the company may be considered to be an important reason only when they are substantial but not arbitrary. The employment contract also may be terminated by the employer at its initiative due to insufficient qualification of the employee or due to the employee's behaviour. The paper emphasises that in the latter case it is important to indicate in the regulations of the company what qualifications and behaviour the employee should meet. The paper raises the issue of the employer's knowledge about the activities of the employee in the labour union. Since that kind of activities may not be a lawful reason for the dismissal from work, the employer must be informed about the above mentioned activities of the employee. It is also noted that the retirement age of the employee may be a lawful reason for dismissal from work when due to that age the employee may not perform his/her work properly. The termination of the employment contract at the initiative of the employer when there is no fault of the employee must be carried out strictly according to the corresponding procedure. There has been made a conclusion in the paper that the Labour Code laid out more strict requirements for the content of the warning: instead of the standard and abstract formulation of the reason for the dismissal from work the employer now must indicate a specific reason for the dismissal of specific employee. It is suggested to determine the minimum period indicated in the Labour Code taking into consideration the record of service of the employee in the company. There are certain problems encountered with regard to the way of delivery of the warning because the law does not indicate the duty of the employee to sign on the warning. It is suggested that the law should include the requirement that the employee has to sign on the warning indicated that he/she received the warning or refused to accept it. The shortcoming of the law in prejudice of the employer is also considered the fact that the employer is not obligated to make a written record of an alternative job offer to the employee who is being dismissed from work. This may cause problems for the employer in court trying to prove that such offer was made. The analysis of the topic of the paper partially confirmed the hypothesis that the employer encounters much higher requirements when dismissing an employee at its initiative when there is no fault of the employee.

Employment Contract Termination under Employer's Initiative without the Employee's The relevance of the topic discussed in the paper is determined by the need to have a new attitude towards labour relations, to look at them through the prism of the protection of human rights and legal interests, having effective cooperation between the two subjects of labour relations – the employee and the employer. Such attitude is significant at this time of development of free market in Lithuania and the growth of competitive ability. Taking into consideration the economic and social changes, other circumstances, often there is a situation when the employer at its own initiative has to dismiss the employee without any fault of the latter. This is one of the ways of termination of the employment contract, which may constitute the most serious violation of the employee's interests. Therefore, it is no coincidence that the legislature gives special attention to this way of termination of the employment contract. In regulating the labour relations and the termination of the contract when there is no fault of the employee it is important to make sure that there is neither unsubstantiated domination of any of the parties in such relations nor dependency of one party on the other. The employment contract may be terminated by the employer at its initiative when there is no fault of the employee further to the provisions of the law. The employment contract may be terminated only when there is an important and lawful basis and reason for that. Structural changes in the company may be considered to be an important reason only when they are substantial but not arbitrary. The employment contract also may be terminated by the employer at its initiative due to insufficient qualification of the employee or due to the employee's behaviour. The paper emphasises that in the latter case it is important to indicate in the regulations of the company what qualifications and behaviour the employee should meet. The paper raises the issue of the employer's knowledge about the activities of the employee in the labour union. Since that kind of activities may not be a lawful reason for the dismissal from work, the employer must be informed about the above mentioned activities of the employee. It is also noted that the retirement age of the employee may be a lawful reason for dismissal from work when due to that age the employee may not perform his/her work properly. The termination of the employment contract at the initiative of the employer when there is no fault of the employee must be carried out strictly according to the corresponding procedure. There has been made a conclusion in the paper that the Labour Code laid out more strict requirements for the content of the warning: instead of the standard and abstract formulation of the reason for the dismissal from work the employer now must indicate a specific reason for the dismissal of specific employee. It is suggested to determine the minimum period indicated in the Labour Code taking into consideration the record of service of the employee in the company. There are certain problems encountered with regard to the way of delivery of the warning because the law does not indicate the duty of the employee to sign on the warning. It is suggested that the law should include the requirement that the employee has to sign on the warning indicated that he/she received the warning or refused to accept it. The shortcoming of the law in prejudice of the employer is also considered the fact that the employer is not obligated to make a written record of an alternative job offer to the employee who is being dismissed from work. This may cause problems for the employer in court trying to prove that such offer was made. The analysis of the topic of the paper partially confirmed the hypothesis that the employer encounters much higher requirements when dismissing an employee at its initiative when there is no fault of the employee.

TERMINATION OF WORK CONTRACT ON EMPLOYER'S INITIATIVE WHEN THERE IS NO EMPLOYEE'S GUILT Mažvydas Aliukonis Vilnius University Faculty of Law SUMMARY Present master's thesis examines the termination of work contract on employer's initiative when there is no employee's guilt in accordance with the Labour Code of the Republic of Lithuania, which has come into force on January 1st, 2003. The presented master's thesis comprises the opening, five parts and conclusions, which include the analysis of the termination of work contract on employer's initiative when there is no employee's guilt conceptions and historical development, the reasons of the termination of work contract, applied restrictions and guarantees in case of the termination of work contract. Separate part provides the analysis of requirements to the employer under the employee redundancy, as well as dissensions regarding the terminations of work contract on employer's initiative when there is no employee's guilt, regulation in labour laws. In order to perform a comprehensive analysis of the issues, courts' practice is being carried out; equally the examples of civil cases are provided in the presented paper. Considering and implementing the raised issues in master's thesis, legal acts of international Labour Organization are widely used in the provided examination, additionally the view of comparative aspect of some labour laws in foreign countries; likewise is given an indication of similarities and distinctions of legislation regulation under the consideration. In recognition of termination of work contract on employer's initiative when there is no employee's guilt some of provided provisions in the Labour Code do not fully conform to the international legal acts' provisions; I have reached a decision that regulation of most legal acts in the laws of the Republic of Lithuania is coordinated with legal acts of the European Union and ILO.

TERMINATION OF WORK CONTRACT ON EMPLOYER'S INITIATIVE WHEN THERE IS NO EMPLOYEE'S GUILT Mažvydas Aliukonis Vilnius University Faculty of Law SUMMARY Present master's thesis examines the termination of work contract on employer's initiative when there is no employee's guilt in accordance with the Labour Code of the Republic of Lithuania, which has come into force on January 1st, 2003. The presented master's thesis comprises the opening, five parts and conclusions, which include the analysis of the termination of work contract on employer's initiative when there is no employee's guilt conceptions and historical development, the reasons of the termination of work contract, applied restrictions and guarantees in case of the termination of work contract. Separate part provides the analysis of requirements to the employer under the employee redundancy, as well as dissensions regarding the terminations of work contract on employer's initiative when there is no employee's guilt, regulation in labour laws. In order to perform a comprehensive analysis of the issues, courts' practice is being carried out; equally the examples of civil cases are provided in the presented paper. Considering and implementing the raised issues in master's thesis, legal acts of international Labour Organization are widely used in the provided examination, additionally the view of comparative aspect of some labour laws in foreign countries; likewise is given an indication of similarities and distinctions of legislation regulation under the consideration. In recognition of termination of work contract on employer's initiative when there is no employee's guilt some of provided provisions in the Labour Code do not fully conform to the international legal acts' provisions; I have reached a decision that regulation of most legal acts in the laws of the Republic of Lithuania is coordinated with legal acts of the European Union and ILO.

TERMINATION OF WORK CONTRACT ON EMPLOYER'S INITIATIVE WHEN THERE IS NO EMPLOYEE'S GUILT Mažvydas Aliukonis Vilnius University Faculty of Law SUMMARY Present master's thesis examines the termination of work contract on employer's initiative when there is no employee's guilt in accordance with the Labour Code of the Republic of Lithuania, which has come into force on January 1st, 2003. The presented master's thesis comprises the opening, five parts and conclusions, which include the analysis of the termination of work contract on employer's initiative when there is no employee's guilt conceptions and historical development, the reasons of the termination of work contract, applied restrictions and guarantees in case of the termination of work contract. Separate part provides the analysis of requirements to the employer under the employee redundancy, as well as dissensions regarding the terminations of work contract on employer's initiative when there is no employee's guilt, regulation in labour laws. In order to perform a comprehensive analysis of the issues, courts' practice is being carried out; equally the examples of civil cases are provided in the presented paper. Considering and implementing the raised issues in master's thesis, legal acts of international Labour Organization are widely used in the provided examination, additionally the view of comparative aspect of some labour laws in foreign countries; likewise is given an indication of similarities and distinctions of legislation regulation under the consideration. In recognition of termination of work contract on employer's initiative when there is no employee's guilt some of provided provisions in the Labour Code do not fully conform to the international legal acts' provisions; I have reached a decision that regulation of most legal acts in the laws of the Republic of Lithuania is coordinated with legal acts of the European Union and ILO.

TERMINATION OF WORK CONTRACT ON EMPLOYER'S INITIATIVE WHEN THERE IS NO EMPLOYEE'S GUILT Mažvydas Aliukonis Vilnius University Faculty of Law SUMMARY Present master's thesis examines the termination of work contract on employer's initiative when there is no employee's guilt in accordance with the Labour Code of the Republic of Lithuania, which has come into force on January 1st, 2003. The presented master's thesis comprises the opening, five parts and conclusions, which include the analysis of the termination of work contract on employer's initiative when there is no employee's guilt conceptions and historical development, the reasons of the termination of work contract, applied restrictions and guarantees in case of the termination of work contract. Separate part provides the analysis of requirements to the employer under the employee redundancy, as well as dissensions regarding the terminations of work contract on employer's initiative when there is no employee's guilt, regulation in labour laws. In order to perform a comprehensive analysis of the issues, courts' practice is being carried out; equally the examples of civil cases are provided in the presented paper. Considering and implementing the raised issues in master's thesis, legal acts of international Labour Organization are widely used in the provided examination, additionally the view of comparative aspect of some labour laws in foreign countries; likewise is given an indication of similarities and distinctions of legislation regulation under the consideration. In recognition of termination of work contract on employer's initiative when there is no employee's guilt some of provided provisions in the Labour Code do not fully conform to the international legal acts' provisions; I have reached a decision that regulation of most legal acts in the laws of the Republic of Lithuania is coordinated with legal acts of the European Union and ILO.

[full article and abstract in Lithuanian; abstract in English] In the process of criminalisation of certain offences, the relevant requirements for legislature must be raised, which limit discretion of legislature and do not allow distorting the essence of criminal law. The theory of criminalisation determines these requirements and one of them is the ultima ratio (latin last, final argument, last resort) principle.This principle means that criminal liability, being the most restricting measure in terms of rights and freedoms of persons, must be applied in exceptional cases only, when other legal or non-legal means are not sufficient in order to stop criminality.The content of the ultima ratio principle includes: 1) serious violation of individual, social and state legal interests;2) absence of alternative influence means for this violation in other legal branches. The content of the ultima ratioprinciple also encompasses inner (consistency of criminal law system) and outer (the means of criminal law is exceptional when compared with the means of other legal branches) aspects as well as aspects of legislature and implementation of law.The ultima ratio principle is given a different meaning: from the scientific recommendation for legislature to the obligatory constitutional principle. Due to the relation with the defence of fundamental rights and the principle of proportionality, which makes ultima ratio peremptory, the ultima ratio principle is considered as the regulatory provision of law – the legal principle which is related to criminal justice. Since the ultima ratio principle functions, first of all, in legislature, i.e. in the process of criminalization, it must be considered as the substantive special principle of criminal policy. ; [straipsnis ir santrauka lietuvių kalba; santrauka anglų kalba] Straipsnyje siekiama pagrįsti, kad ultima ratio išreiškia baudžiamosios atsakomybės, kaip paskutinės teisinių gėrių apsaugos priemonės, idėją; ultima ratio nėra tik rekomendacija ar įstatymų leidybos etikos principas, tačiau turėtų būti laikomas savarankišku normatyviniu teisės principu; atsižvelgiant į tai, kad ultima ratio pirmiausia veikia kriminalizuojant atitinkamas veikas, jis laikomas specialiuoju baudžiamosios politikos principu.

[full article, abstract in English; abstract in Lithuanian] This paper outlines a new research project that aims to catalogue and investigate all booklength translations of Dante's Divine Comedy in 100 countries. This will be, in fact, the first project to map the circulation and translation of Dante's Commedia across the globe using statistics and analysis. Despite 700 years of Dante Studies, there still exists no comprehensive bibliography of translations; and critical studies still focus primarily on major languages, neglecting less-translated languages. The theoretical background of this project draws on Franco Moretti's 'distant reading', David Damrosch's theories of world literature, and Johan Heilbron's world system of translations. This project will include three strands, which it aims to carry out with a team of scholars. The first will examine the empirical data about the translations of the Commedia and their circulation abroad. The second strand will study the formal aspects of the translations, seeing where the Commedia was translated into terza rima, and discovering the predominant metrical forms of translations across the world. The third strand will investigate how the Commedia was translated under censorship, in fascist regimes, theocracies, military dictatorships, constitutional monarchies, the Eastern Bloc and Communist dictatorships. As the project is still in the early stages of research I will not be giving conclusions, but rather suggesting new pathways for future development. ; [straipsnis ir santrauka anglų kalba, santrauka lietuvių kalba] Straipsnyje aptariamas naujas mokslinis projektas, kurio tikslas – parengti šimte šalių išleistų Dantės "Dieviškosios komedijos" (Commedia)vertimų katalogą ir juos išnagrinėti statistiniais ir analitiniais me-todais. Nepaisant to, kad Dantės kūrinys studijuojamas jau 700 metų, vis dar nėra išsamios jo vertimų bibliografijos, o pagrindiniai kritikos darbai apima tik į vadinamąsias didžiąsias kalbas išverstus kūrinius, todėl numatoma užpildyti šią spragą. Teorinis vertimų tyrimas grindžiamas Franco Moretti "nuotolinio skaitymo" metodu, Davido Damroscho pasaulio literatūros teorija ir Johano Heilbrono pasaulinės ver-timų sistemos teorija. Projekte numatomos trys tyrimų, kuriuos vykdys tyrėjų grupės, kryptys. Pirmoji grupė tirs empi-rinius Commedia vertimų duomenis ir kūrinio paplitimą pasaulyje. Antroji grupė nagrinės formaliuosius Commedia vertimų aspektus, daugiausia dėmesio skirdama vertimuose taikomoms strategijoms, ypač terzarima ir kitoms metrinės eilėdaros rūšims, kad nustatytų vyraujančią eilėdarą vertimuose į pasaulio kalbas. Trečiosios tyrimų krypties tikslas – ištirti, kaip Commedia buvo verčiama cenzūros sąlygomis, fašistiniuose režimuose, teokratinėse ir Rytų bloko šalyse, karinės diktatūros, konstitucinės monarchijos ir komunistinės diktatūros sąlygomis.