{"id":39639,"date":"2024-09-23T13:23:04","date_gmt":"2024-09-23T10:23:04","guid":{"rendered":"https:\/\/www.cobalt.legal\/?p=39639"},"modified":"2024-09-23T13:23:04","modified_gmt":"2024-09-23T10:23:04","slug":"darbo-vieta-uzimta-ar-tai-reiskia-darbuotojo-atleidima","status":"publish","type":"post","link":"https:\/\/www.cobalt.legal\/lt\/news-cases\/darbo-vieta-uzimta-ar-tai-reiskia-darbuotojo-atleidima\/","title":{"rendered":"Darbo vieta u\u017eimta \u2013 ar tai rei\u0161kia darbuotojo atleidim\u0105?"},"content":{"rendered":"<p><strong>Rugs\u0117jo prad\u017eioje nuskamb\u0117jo \u017einia, kad viena did\u017eiausi\u0173 telekomunikacijos \u012fmoni\u0173 Lietuvoje atleid\u017eia 400 darbuotoj\u0173. Neb\u016btinai tokiu mastu, ta\u010diau su atleidimo procesu darbdaviai susiduria da\u017enai. Tiesa ekspertai pastebi, jog tiek darbdaviams, tiek darbuotojams vis dar kyla daug klausim\u0173, susijusi\u0173 su atleidimu. Viena jautriausi\u0173 socialini\u0173 grupi\u0173 \u2013 po vaiko prie\u017ei\u016bros atostog\u0173 \u012f darb\u0105 gr\u012f\u017e\u0119 t\u0117vai. Ekspertai paai\u0161kina, k\u0105 tur\u0117t\u0173 \u017einoti darbuotojai ir darbdaviai, susid\u016br\u0119 su t\u0117v\u0173 atleidimu. <\/strong><\/p>\n<p>Darbuotoj\u0173 tarpe vis dar vyrauja daug ne\u017einomyb\u0117s, susijusios su atleidimo procesu, sako \u017divil\u0117 \u0160ve\u017eauskien\u0117, globalios personalo sprendim\u0173 bendrov\u0117s \u201eManpower\u201c Lietuvos padalinio vadov\u0117. Daugiausiai nerimo kyla po vaiko prie\u017ei\u016bros atostog\u0173 \u012f darb\u0105 gr\u012f\u017eusioms mamoms, t\u0117\u010diams ar vaiko glob\u0117jams.<\/p>\n<p>\u201e\u017dmogus, kuris dvejus ar trejus metus praleido vaiko prie\u017ei\u016bros atostogose, neretai \u012f darb\u0105 gr\u012f\u017eta atitr\u016bk\u0119s ne tik nuo savo darbo, bet ir nuo rinkos, tod\u0117l ne\u017eino, kokios teis\u0117s jam priklauso. Ir nors did\u017eioji dalis tarptautini\u0173 \u012fmoni\u0173 \u0161iandien yra vis labiau suinteresuotos darbuotoj\u0105 atleisti draugi\u0161kai ir svarbiausia \u2013 teisingai, ie\u0161ko abiej\u0173 \u0161ali\u0173 sutarimo, vis dar egzistuoja ir darbdaviai, kurie tok\u012f darbuotoj\u0105 atleid\u017eia arba psichologiniu spaudimu siekia j\u012f priversti pat\u012f i\u0161eiti i\u0161 darbo, jei negali jam pasi\u016blyti tos pa\u010dios ar kitos darbo vietos \u012fmon\u0117je\u201d, \u2013 pastebi \u017d. \u0160ve\u017eauskien\u0117.<\/p>\n<p><strong>Ne visada yra k\u0105 pasi\u016blyti<\/strong><\/p>\n<p>Nors ir darbo kodekse \u012ftvirtinta, kad darbuotojas, kuris pasinaudojo teise \u012f tikslines atostogas, turi neprarasti savo darbo vietos, realyb\u0117 da\u017enai b\u016bna kitokia, pritaria ir Egl\u0117 Stra\u017enickien\u0117, advokat\u0173 kontoros COBALT vyresnioji teisinink\u0117.<\/p>\n<p>Vyresnioji teisinink\u0117 sako, kad darbuotojas, ar tai b\u016bt\u0173 mama, ar t\u0117tis, ar vaiko glob\u0117jas, gr\u012f\u017e\u0119s po vaiko prie\u017ei\u016bros atostog\u0173, gali reikalauti darbdavio suteikti t\u0105 pa\u010di\u0105, o jei to padaryti ne\u012fmanom\u0105 \u2013 lygiavert\u0119 darbo viet\u0105. Darbuotojas taip pat turi teis\u0119 \u012f ne prastesnes, t.y. tas pa\u010dias arba geresnes darbo s\u0105lygas negu buvusios iki atostog\u0173, \u012fskaitant darbo u\u017emokest\u012f. O darbdavys privalo u\u017etikrinti, kad po pertraukos gr\u012f\u017e\u0119s darbuotojas gal\u0117t\u0173 naudotis visomis geresn\u0117mis s\u0105lygomis, \u012fskaitant teis\u0119 \u012f darbo u\u017emokes\u010dio padid\u0117jim\u0105, \u012f kurias b\u016bt\u0173 tur\u0117j\u0119s teis\u0119, jeigu b\u016bt\u0173 dirb\u0119s.<\/p>\n<p>Tiesa, E. Stra\u017enickien\u0117 pastebi, kad praktikoje b\u016bna situacij\u0173, kai darbuotojui n\u0117ra galimyb\u0117s suteikti buvusi\u0173 pareig\u0173, pavyzd\u017eiui, panaikinus pareigyb\u0119 d\u0117l strukt\u016brini\u0173 poky\u010di\u0173, pasikeitus teisiniam reguliavimui, pasikeitus darbdavio poreikiams d\u0117l ekonomini\u0173 ar gamybini\u0173 prie\u017eas\u010di\u0173.<\/p>\n<p>\u201eTokiu atveju, darbuotojui turi b\u016bti garantuojama lygiavert\u0117 darbo vieta. Lygiavertis darbas rei\u0161kia ne ma\u017eesn\u0117s kvalifikacijos ir ne ma\u017eiau reik\u0161ming\u0105 darbdavio veiklai darb\u0105. Tod\u0117l reik\u0117t\u0173 \u012fvertinti pareigybei keliamus kvalifikacijos reikalavimus, priskiriamas funkcijas, atsakomyb\u0117s apimt\u012f ir kitas reik\u0161mingas aplinkybes. Svarbu tai, jog pakeisti darbuotojo pareigyb\u0119 galima tik su ra\u0161ytiniu darbuotojo sutikimu\u201d, \u2013 pabr\u0117\u017eia vyresnioji teisinink\u0117.<\/p>\n<p><strong>Kas priklauso?<\/strong><\/p>\n<p>Vyresnioji teisinink\u0117 sako, kad darbuotojas, kuris gr\u012f\u017eo po vaiko prie\u017ei\u016bros atostog\u0173, ta\u010diau augina vaik\u0105 iki trej\u0173 met\u0173, negali b\u016bti atleistas i\u0161 darbo darbdavio iniciatyva be darbuotojo kalt\u0117s. Pavyzd\u017eiui, d\u0117l toki\u0173 prie\u017eas\u010di\u0173 kaip darbuotojo darbo funkcija darbdaviui tapo pertekline arba darbuotojas atsisak\u0117 dirbti pakeistomis darbo sutarties s\u0105lygomis. Darbo sutartis gal\u0117t\u0173 b\u016bti nutraukta abiej\u0173 \u0161ali\u0173 susitarimu, tarpusavyje suderinus darbo sutarties nutraukimo s\u0105lygas.<\/p>\n<p>\u201eTiek darbuotojas, tiek darbdavys gali si\u016blyti kitai darbo santyki\u0173 \u0161aliai darbo sutarties nutraukimo s\u0105lygas. Sudarant susitarim\u0105, \u0161alys turi teis\u0119 susitarti d\u0117l darbo sutarties nutraukimo s\u0105lyg\u0173, \u012fskaitant kompensacij\u0105. Darbuotojas ir darbdavys tur\u0117t\u0173 bendromis pastangomis siekti abi puses tenkinan\u010dio rezultato\u201d \u2013 teigia E. Stra\u017enickien\u0117.<\/p>\n<p>Tiesa, jeigu darbdavys negali suteikti buvusios darbo vietos d\u0117l objektyvi\u0173, nuo darbdavio valios nepriklausan\u010di\u0173 prie\u017eas\u010di\u0173, ir darbuotojas nesutinka dirbti kito jam pasi\u016blyto darbo, galima skirti prastov\u0105. Jos metu darbuotojui mokama tokia tvarka:<\/p>\n<p>\u201ePirm\u0105 prastovos dien\u0105 paliekamas vidutinis darbo u\u017emokestis, antr\u0105 ir tre\u010di\u0105 dienomis mokama 2\/3 vidutinio darbo u\u017emokes\u010dio bei likus\u012f prastovos laik\u0105 mokama 40 proc. vidutinio darbo u\u017emokes\u010dio, ta\u010diau ne ma\u017eiau nei minimalioji m\u0117nesin\u0117 alga\u201d, \u2013 sako ji.<\/p>\n<p>\u017d. \u0160ve\u017eauskien\u0117 pastebi, kad atleidimo procesas n\u0117ra malonus nei darbuotojui, nei darbdaviui. Tod\u0117l tarptautin\u0117se \u012fmon\u0117se vis labiau populiar\u0117ja i\u0161darbinimo (angl. outplacement) praktika, kuria darbdavys siekia, kad atleidimo procesas darbuotojui b\u016bt\u0173 kuo lengvesnis:<\/p>\n<p>\u201eTai tokia paslauga, kuomet atleistam darbuotojui darbdavys suteikia kelias sesijas su personalo skyriaus specialistu. J\u0173 metu darbuotojui padeda susipa\u017einti su rinka, jei yra poreikis \u2013 susikurti CV, \u00a0per\u017ei\u016br\u0117ti darbo skelbimus, imituoti darbo pokalb\u012f. Trumpai tariant, padeda darbuotojui atleidim\u0105 i\u0161gyventi kuo ramiau.\u201c<\/p>\n<p><strong>K\u0105 daryti, jei buvote neteis\u0117tai atleistas?<\/strong><\/p>\n<p>E. Stra\u017enickien\u0117 sako, kad darbuotojas, manantis, jog buvo neteis\u0117tai atleistas i\u0161 darbo, turi teis\u0119 kreiptis \u012f darbo gin\u010d\u0173 komisij\u0105 su pra\u0161ymu i\u0161nagrin\u0117ti darbo gin\u010d\u0105.<\/p>\n<p>\u201ePateikti pra\u0161ym\u0105 jis turi per vien\u0105 m\u0117nes\u012f nuo atleidimo dienos. Praleidus pra\u0161ymo pateikimo termin\u0105, darbuotojas gali pra\u0161yti j\u012f atnaujinti nurodant termino praleidimo prie\u017eastis. Prie\u017eastis pripa\u017einusi svarbiomis, praleistas terminas gali b\u016bti atnaujintas darbo gin\u010d\u0173 komisijos sprendimu\u201d, \u2013 teigia vyresnioji teisinink\u0117.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Rugs\u0117jo prad\u017eioje nuskamb\u0117jo \u017einia, kad viena did\u017eiausi\u0173 telekomunikacijos \u012fmoni\u0173 Lietuvoje atleid\u017eia 400 darbuotoj\u0173. Neb\u016btinai tokiu mastu, ta\u010diau su atleidimo procesu darbdaviai susiduria da\u017enai. Tiesa ekspertai pastebi, jog tiek darbdaviams, tiek darbuotojams vis dar kyla daug klausim\u0173, susijusi\u0173 su atleidimu. Viena..<\/p>\n","protected":false},"author":19,"featured_media":28865,"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-39639","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>Darbo vieta u\u017eimta \u2013 ar tai rei\u0161kia darbuotojo atleidim\u0105? | COBALT<\/title>\n<meta name=\"description\" content=\"Darbo vieta u\u017eimta \u2013 ar tai rei\u0161kia darbuotojo atleidim\u0105?. News. Naujienos. Jaunumi. 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