Darbo santykių reguliavimas kolektyvinėmis sutartimis

LTMonografijoje tiriama darbo teisėje taikomo teisinio reguliavimo metodo įtaka darbo santykių reguliavimui kolektyvinėmis sutartimis, kolektyvinės sutarties teisinė prigimtis ir vieta teisės šaltinių sistemoje. Tyrimu siekiama atskleisti kolektyvinio sutartinio darbo santykių reguliavimo metodo reikšmę viso darbo santykių teisinio reguliavimo kontekste, įvertinti kolektyvinės sutarties teisinę prigimtį ir jos taikymo reguliuojant darbo santykius Lietuvoje problemas. Taip pat siekiama kompleksiškai, teoriniu ir praktiniu aspektais ištirti ir įvertinti, kokiu mastu Lietuvoje esanti teisinė bazė skatina socialinį dialogą ir kolektyvinią sutarčų tarp socialinių partnerių sudarymą, nustatyti menko vietinio teisinio reguliavimo priežastis ir pasiūlyti jų pašalinimo būdą. Tirta darbo santykių reguliavimo metodo teisinė prigimtis ir veiksniai, lemiantys jo sampratą atskirais darbo santykių raidos etapais; atskleista autonominio (decentralizuoto) teisinio reguliavimo prigimtis, nustatyta dispozityviojo ir imperatyviojo teisinio reguliavimo būdų pusiausvyra ir nuo jos tiesiogiai priklausanti kolektyvinės sutarties svarba Lietuvoje; analizuota kolektyvinės sutarties teisinė prigimtis ir veiksniai, nulemiantys jos išskirtinį vaidmenį reguliuojant darbo santykius; nustatyta vieno iš darbo teisės šaltinių - kolektyvinės sutarties - vieta kitų darbo teisės šaltinių hierarchijoje. Daug dėmesio skiriama pozityviųjų teisės šaltinių - teisės aktų - analizei. Lyginamuoju metodu tiriamos įvairių mokslininkų koncepcijos, išryškinami jų skirtumai, analizuojama Lietuvos teisinio reguliavimo atitiktis tarptautiniams teisės aktams.Reikšminiai žodžiai: Darbo santykiai; Kolektyviniai darbo santykiai; Kolektyvinė sutartis; Kolektyvinė darbo teisė; Labour relations; Collective labour relations; Collective agreement; Collective labour law; Kolektyvinės sutartys; Kolektyvinės derybos; Lokaliniai norminiai aktai; Collective agreements; Collective bargaining; Labour relationship; Local normative acts.

ENLabour relations are specific social relations determining the specific need for legal regulation. It is obvious that the regulation of labour relations, which is established solely by means of laws, does not create op ti mum nor proper conditions for development of the market economy, nor does it ensure absolute labour and social guarantees for the employees. Due to this, while regulating labour relations, one must coordinate centralised (state) and contractual legal regulation, which manifests itself when individual contracts and collective agreements are concluded. It is evident that in the future, more attention and a greater role will have to be attributed to the collective agreement as a regulator of labour relations. Due to this is necessary to have a look, in a complex manner, at the peculiarities of regulation of labour relations by means of collective agreements in Lithuania, especially by emphasising the legal nature of the collective agreement. The research has been conducted by applying the methods of logical analysis, systemic analysis, the historical-comparative, teleological, comparative, analytical- critical, empirical, descriptive, and chronological as well as other methods. In the course of the preparation of the study, the author substantiated himself by the works conducted by Lithuanian and foreign representatives of the doctrine of labour law. While revealing the problematics of the research, one paid much attention was paid to an analysis of positive sources of law, international as well as national legal acts. In this work the case-law of the Court of Justice of the European Communities (hereinafter - EC]), the Constitutional Court of the Republic of Lithuania, the Supreme Court of Lithuania (hereinafter - SCL) is analysed and the provisions of valid collective agreements are investigated. inve.The First Part of the study titled "The Method of Legal Regulation in Labour Law" investigates into the concept of one of the basic notions - the method of legal regulation - in the legal thinking. Upon assessment of different conceptions of the method of legal regulation, a presumption is made that the method of legal regulation is applied in labour law is ambivalent. This ambivalence is determined by consolidation of the legal norms regulating labour relations in the legal sources of virtually different nature, i.e. in legal acts (both in laws and sub statutory acts) and in collective agreements of various levels. It is noted that in a concrete state at a concrete time period the proportion of the applied state (i.e. regulation of labour relations by means of legal acts) and contractual (i.e. regulation of labour relations by means of collective agreements) legal regulation are different. These differences are determined by the interaction of the imperative and dispositive ways of legal regulation upon which the extent and significance of the regulation by collective agreements are directly dependent. The dynamics of regulation of labour relations by means of collective agreements is especially noticeable in Lithuanian labour law. If one takes an approach from the position of regulation of labour relations by means of collective agreements in Lithuania, four main time periods (till 1 January 2003, when the Labour Code came into effect) of dispositive regulation of labour relations are singled out in Lithuania: (I) rudiments of regulation of labour relations by means of collective agreements in the territory of Lithuania (till 16 February 1918); (2) regulation of labour relations by means of collective agreements during the interwar period in Lithuania (from 16 February 1918 till 15 June 1940).3) regulation of labour relations by means of collective agreements in the Lithuanian Soviet Socialist Republic (hereinafter - the LSSR) (from 15 June 1940 till, II March 1990); (4) regulation of labour relations by means of collective agreements after the restoration of the independence of Lithuania (from II March 1990 till 1 January 2003). Until 16 February 1918, the role of collective agreements in the regulation of social labour relations was absolutely insignificant, since self regulation was prevailing, while the laws of that 'time did not provide for any particular legal procedures regulating collective bargaining. Imperative regulation of labour relations used to be dominant also in the interwar Lithuania (from 16 February 1918 till 15 June 1940). In the context of the discussed problematics, the period of the dispositive regulation of labour relations in the LSSR is grouped into three stages (a) the first stage - from 15 June 1940 (the beginning of the first Soviet occupation) till January 1971, when the bases of the labour laws of the Union of the Soviet Socialist Republics and those of the Soviet republics came into force; (b) the second stage - from I January 1971 till January 1973, when the LSSR Code of Labour Laws came into force; (c) the third stage, from I January 1973 till II March 1990, when the Law "On the Provisional Basic Law of the Republic of Lithuania" was adopted. Irrespective of the differences in the legal regulation of the formal labour relations (i.e. those established in Legal acts) by means of collective agreements, at that time the collective agreement was only a declarative document, while the then legal regulation on conclusion of collective agreements is to be assessed as an attempt to imitate contractual law-making in legal acts. In fact, collective agreements were a legal source derived not from an agreement of social partners, but from state power. [...]. [From the publication]