Veiksmingesnio darbo ginčų sprendimo galimybės

LTReikšminiai žodžiai: Darbo ginčai; Darbo ginčas; Darbo kodeksas; Darbo teismai; Kolektyviniai darbo ginčai; Teisių gynimas; Teismas; Viešas interesas; Collective labor disputes; Court; Labor courts; Labor disputes; Labour dispute; Public interest; The labour code; The rights of defense.

ENLabour law currently valid in Lithuania has a binary system of labour disputes entrenched since the Soviet times. Absolutely separate and different dispute resolution systems are applied though the causes of the disputes might be similar. Such a system operates in an inefficient way in practice and docs not induce fast dispute resolution. The article analyses collective and individual labour disputes revealing the key characteristics of the Lithuanian labour dispute system and its theoretical and practical bottlenecks as well as formulates key procedural problems in judicial proceedings related to individual labour disputes and provides relevant recommendations for the situation improvement. According to the authors' view, the concepts of labour disputes, as entrenched in legislation and applied in practice, as well as systems of methods and measures for labour dispute resolution arising from them, have a number of defects and should be reformed on a complex basis subject to the evaluation of all theoretical and practical specific features of this institute. A new scientifically justified concept of the labour dispute system should be approved, whereunder an objective criterion should be considered to be the basis and labour disputes would be first classified into disputes of law and disputes of interests with further grouping into collective and individual labour disputes subject to the features of the parties to a dispute. On the basis of conducted analyses, authors recommend to set out a binary system of methods for settling all labour disputes, whereunder both individual and collective labour disputes of law would be settled in courts, while disputes of interests between the parties to an individual employment contract and between the parties to collective labour relations would be settled by way of intermediation.In Lithuania, the existence of a pre-trial stage of individual labour dispute resolution is not based on practical or theoretical legal, social, economic and even moral aspects It is therefore necessary to review the structure of this stage and the role it plays in essence and to reform it fundamentally. According to the authors, it is necessary to take into account the existing social and economic situation in Lithuania, but the fundamental principles of labour law, including the principle of social partnering as a key one, should not be defied. Apparently, if the pre-trial stage of labour dispute settlement is not eliminated at all, it should be based on the principles of active participation of the social partners and decisions of an independent expert. In addition, with a view to improving the pre trial stage of labour dispute resolution, due regard should be given to the specifics of particular disputes, allowing for setting out specific measures for settling such disputes. [From the publication]

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