{"id":38704,"date":"2024-08-14T10:18:08","date_gmt":"2024-08-14T07:18:08","guid":{"rendered":"https:\/\/www.cobalt.legal\/?p=38704"},"modified":"2024-08-14T10:18:08","modified_gmt":"2024-08-14T07:18:08","slug":"kada-nekaltas-darbdaviu-melas-gali-baigtis-teisiniais-nemalonumais","status":"publish","type":"post","link":"https:\/\/www.cobalt.legal\/lt\/news-cases\/kada-nekaltas-darbdaviu-melas-gali-baigtis-teisiniais-nemalonumais\/","title":{"rendered":"Kada nekaltas darbdavi\u0173 melas gali baigtis teisiniais nemalonumais?"},"content":{"rendered":"<p><strong>Rasti, o v\u0117liau i\u0161laikyti gerus darbuotojus \u0161iandien tampa vis sunkiau, mat pinigai jau neb\u0117ra svarbiausia ir vienintel\u0117 motyvacin\u0117 priemon\u0117. Darbdaviai turi nemenkai sukti galv\u0105, kokiomis priemon\u0117mis darbuotojus paskatinti. Viena da\u017eniausiai darbdavi\u0173 darom\u0173 klaid\u0173 yra ta, jog per darbo ar metinius pokalbius jie <\/strong><strong>pri\u017eada tai, ko v\u0117liau negali \u012fgyvendinti, <\/strong><strong>sako Evelina Laty\u0161ovi\u010d, \u201eManpower\u201c Lietuvos padalinio verslo operacij\u0173 vadov\u0117. Kada nekalti darbdavio pa\u017eadai gali baigtis teisiniais nemalonumais ir kaip darbuotojas tur\u0117t\u0173 elgtis situacijose, kai jie netampa realybe, atskleid\u017eia\u00a0 Jovita Valatkait\u0117, advokat\u0173 kontoros COBALT asocijuota partner\u0117. <\/strong><\/p>\n<p>E. Laty\u0161ovi\u010d teigimu, \u0161iandien darbdaviai susiduria su nemenku i\u0161\u0161\u016bkiu \u2013 i\u0161laikyti reikalingus darbuotojus. Tam yra pasitelkiamos skirtingos motyvacin\u0117s priemon\u0117s.<\/p>\n<p>\u201e\u017dmon\u0117s i\u0161 darbo labiausiai tikisi lankstumo \u2013 darbo vietos, laiko, reakcijos \u012f asmenines gyvenimo situacijas prasme, taip pat personalizuoto d\u0117mesio, kult\u016bros atitikimo jo vertyb\u0117ms, sveiko santykio su tiesioginiu vadovu, emocinio ir finansinio \u012fvertinimo. Itin svarbi \u00a0ir draugi\u0161ka, padedanti komanda, plok\u0161\u010dia organizacijos strukt\u016bra, atviras bendravimas\u201c, \u2013 sako ji.<\/p>\n<p>\u201eManpower\u201c Lietuvos padalinio verslo operacij\u0173 vadov\u0117 pastebi, kad pasitaiko situacij\u0173, kai tarp vadov\u0173 ir darbuotoj\u0173 kyla konfliktai d\u0117l netinkamai i\u0161komunikuot\u0173 motyvacini\u0173 priemoni\u0173. Kartais gin\u010dai pasiekia ir teism\u0105.<\/p>\n<p><strong>Gresia teisiniai nemalonumai<\/strong><\/p>\n<p>Anot COBALT asocijuotos \u00a0partner\u0117s, darbdavys informacij\u0105 apie darbo sutarties s\u0105lygas gali teikti ir ra\u0161tu, ir \u017eod\u017eiu. Problema yra ta, kad darbuotojui bus sud\u0117tinga \u012frodyti \u017eodinius darbdavio pa\u017eadus, jei jie neatitinka v\u0117liau pasi\u016blytos darbo sutarties s\u0105lyg\u0173.<\/p>\n<p>Darbo kodekse yra \u012ftvirtinta pareiga ra\u0161tu pateikti pagrindin\u0119 informacij\u0105 apie darbo s\u0105lygas, \u012fskaitant ir informacij\u0105 apie darbo u\u017emokest\u012f, jo sudedam\u0105sias dalis. \u0160i\u0105 pareig\u0105 darbdaviai tur\u0117t\u0173 \u012fvykdyti iki darbo prad\u017eios ir \u012fprastai jie tai \u012fgyvendina pateikdami darbo sutart\u012f.<\/p>\n<p>\u201eDarbuotojai tur\u0117t\u0173 \u012fd\u0117miai skaityti sutart\u012f, nes joje da\u017enai b\u016bna \u012ftrauktas punktas, kuris nurodo, jog sutartyje yra \u012ftvirtintas galutinis deryb\u0173 rezultatas. Tai rei\u0161kia, kad jei ka\u017ekokios s\u0105lygos ir buvo aptartos anks\u010diau, o sutartyje jos apra\u0161ytos kitaip arba visai nepamin\u0117tos, vadovautis reikia b\u016btent ja\u201c, \u2013 akcentuoja advokat\u0117.<\/p>\n<p><strong>Skepti\u0161kai vertinti lai\u0161kus<\/strong><\/p>\n<p>Advokat\u0117 sako, jog pasitaiko atvej\u0173, kai darbdaviai b\u016bsimiems darbuotojams dar prie\u0161 sudarant sutart\u012f siun\u010dia specialios formos lai\u0161kus, kuriuose i\u0161d\u0117sto pagrindines darbo sutarties s\u0105lygas, t.y. u\u017emokest\u012f, priedus, premijas. Taip pat tokiuose lai\u0161kuose neretai pateikia bendr\u0105 \u012fmon\u0117s informacij\u0105, i\u0161vardija visas galiojan\u010dias naudas, kurias neb\u016btinai gaus konkretus darbuotojas.<\/p>\n<p>Tokius lai\u0161kus darbuotojai tur\u0117t\u0173 skaityti \u012fd\u0117miai ir vertinti skepti\u0161kai, sako J. Valatkait\u0117:<\/p>\n<p>\u201eDa\u017enai \u0161iuose lai\u0161kuose informacija aptariama gana abstrak\u010diai ir darbuotojai j\u0105 interpretuoja savaip. Pavyzd\u017eiui, lai\u0161ke nurodoma, jog darbuotojas gal\u0117s gauti 10 \u2013 15% dyd\u017eio metin\u0119 premij\u0105, o vidin\u0117je \u012fmon\u0117s tvarkoje nurodoma, jog premija mokama tik tuomet, kai \u012fmon\u0117 pasiekia tam tikr\u0105 pelningum\u0105.\u00a0Tad \u017einodamas ne vis\u0105 informacij\u0105 apie premij\u0105, darbuotojas gali susidaryti klaiding\u0105 \u012fsp\u016bd\u012f, jog ji mokama visuomet. Dalis naud\u0173 da\u017enai galioja \u201etik popieriuje\u201d, tai rei\u0161kia, kad realiai jomis pasinaudoti beveik ne\u012fmanoma. Tarkime, lai\u0161ke nurodoma, kad darbdavys skiria papildomas atostogas, suteikia kvalifikacijos k\u0117limo mokymus, kursus ir kitas naudas. O realyb\u0117je toki\u0173 atostog\u0173 metu darbuotojas sulaukia darbini\u0173 skambu\u010di\u0173, i\u0161vykti \u012f mokymus vis n\u0117ra l\u0117\u0161\u0173\u201c, \u2013 pavyzd\u017eiais dalijasi advokat\u0117.<\/p>\n<p><strong>Kur kreiptis? \u00a0<\/strong><\/p>\n<p>Kiekvienas darbuotojas, kuris mano, kad jo teis\u0117s buvo pa\u017eeistos, gali kreiptis \u012f Darbo gin\u010d\u0173 komisij\u0105, kuriai turi pateikti pra\u0161ym\u0105. Jame i\u0161d\u0117styt\u0105 informacij\u0105 darbuotojas turi pagr\u012fsti \u012frodymais, pavyzd\u017eiui, kartu prid\u0117ti susira\u0161in\u0117jim\u0105\u00a0el. pa\u0161tu, svarbius dokumentus, sutartis, susitarimus ir kit\u0105 aktuali\u0105 med\u017eiag\u0105. Galima \u012f pos\u0117d\u012f pasikviesti liudytoj\u0173, kurie patvirtint\u0173, kad \u012fmon\u0117 \u017ead\u0117jo suteikti kitokias s\u0105lygas nei pasirod\u0117 realyb\u0117je, sako J. Valatkait\u0117.<\/p>\n<p>Ji pabr\u0117\u017eia, kad svarbu nepraleisti nustatyto termino, nes pra\u0161ym\u0105 komisijai darbuotojas tur\u0117t\u0173 pateikti ne v\u0117liau nei per 3 m\u0117nesius nuo dienos, kai jo teis\u0117s buvo pa\u017eeistos: \u201ePavyzd\u017eiui, jei darbuotojui buvo numatyta premija u\u017e met\u0173 ketvirt\u012f, kuri mokama su artimiausiu darbo u\u017emokes\u010diu, \u012f komisij\u0105 reik\u0117t\u0173 kreiptis per 3 m\u0117nesius nuo dienos, kai premija tur\u0117jo b\u016bti sumok\u0117ta.\u201c<\/p>\n<p>Kreipdamasis \u012f komisij\u0105, darbuotojas gali reikalauti sumok\u0117ti premij\u0105, kuri buvo \u017ead\u0117ta, pritaikyti kitas s\u0105lygas, kurios buvo sutartos. Tiesa, jis tur\u0117s \u012frodyti, kad susitarimas i\u0161 ties\u0173 buvo kitoks nei realiai suteiktos s\u0105lygos.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Rasti, o v\u0117liau i\u0161laikyti gerus darbuotojus \u0161iandien tampa vis sunkiau, mat pinigai jau neb\u0117ra svarbiausia ir vienintel\u0117 motyvacin\u0117 priemon\u0117. Darbdaviai turi nemenkai sukti galv\u0105, kokiomis priemon\u0117mis darbuotojus paskatinti. Viena da\u017eniausiai darbdavi\u0173 darom\u0173 klaid\u0173 yra ta, jog per darbo ar metinius..<\/p>\n","protected":false},"author":19,"featured_media":21267,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[29],"country":[92],"class_list":["post-38704","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-lt","country-lithuania-lt"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Kada nekaltas darbdavi\u0173 melas gali baigtis teisiniais nemalonumais? | COBALT<\/title>\n<meta name=\"description\" content=\"Kada nekaltas darbdavi\u0173 melas gali baigtis teisiniais nemalonumais?. News. Naujienos. Jaunumi. 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