Terminuotosios darbo sutartys flexicurity aspektu

LTTerminuotosiomis sutartimis įforminami terminuoto pobūdžio darbo santykiai. Nors paprastai neleidžiama sudaryti terminuotųjų darbo sutarčių nuolatinio pobūdžio darbui, tačiau terminuotoji darbo sutartis dažnai įvardijama kaip lanksčių darbo santykių forma. Kadangi darbo santykių lankstumas vienaip arba kitaip yra susijęs su būtinybe derinti jį su saugumu, poreikis užtikrinti darbo santykių lankstumo bei saugumo pusiausvyrą taip pat iškyla ir sudarant terminuotąsias darbo sutartis. Šiame straipsnyje nagrinėjami terminuotųjų darbo sutarčių sudarymo, vykdymo bei nutraukimo probleminiai aspektai. Autorius, išanalizavęs Europos teisės šaltinius, užsienio valstybių praktiką, Europos Teisingumo Teismo bei nacionalinių teismų praktiką nagrinėjamuoju klausimu, prieina prie išvados, kad darbuotojo ir darbdavio lūkesčiai bei interesai sudarant terminuotąsias darbo sutartis geriausiai gali būti suderinti tik užtikrinus darbo santykių lankstumo bei saugumo pusiausvyrą. [Iš leidinio]Reikšminiai žodžiai: Darbo sutarties nutraukimas; Darbo sutarties sąlygos; Darbo teisių gynimas; Garantijos; Lankstumas ir saugumas; Nuolatinio pobūdžio darbas; Terminuota darbo sutartis; Fixed-term employment contract; Flexicurity; Guarantees; Permanent work; Protection of labour rights; Provisions of labour contract; Termination of employment contract; Termination of labour contract.

ENThis article aims to examine the problems of the conclusion, implementation and termination of fixed-term employment contracts in the context of flexicurity. Globalization as well as rapid progress in work organization and in society caused the emergence of various types of employment contracts, and this factor has changed the traditional perception of labour law. For example, a fixed-term employment contract now is considered as one of the possible forms of flexible labour relations. This research aims to analyse and disclose the balance of labour relations' flexibility, safety and stability under temporary work conditions. The analysis of the legal aspects of flexicurity is based on problems in the Lithuanian national regulation as well as on the practice of some European Union countries. The relevance of this research is obvious due to the present economic situation: the rapid progress of technologies, intense competition and shifting needs of consumers require to soften the traditional pattern of labour relations, which must be adapted to the changes and, especially, to dynamic economical processes. Therefore, we can observe plenty of attempts to 'simplify' the conclusion and termination of labour contracts with a negative impact on employees' rights. The analysis of the legislation of Lithuania and other countries as well as the case-law of the European Court of Justice and national courts shows that the best way to match the interests and expectations of employees and employers is the ensured balance of flexibility and security of labour relations.Reduced security and enhanced flexibility weighs in the employer's favour and increases the possibility of employees' discrimination. And, on the contrary, reduced flexibility and enhanced security make employees feel safer; however, it gives less benefit to the employer. Moreover, it was noticed that the national law of Lithuania sets forth strict requirements for the conclusion of temporary employment contracts; however, the Labour Code of the Republic of Lithuania allows exceptions to this imperative regulation in other laws or collective agreements. Such regulations of law provide, to some extent, flexible conditions, but it may also have an impact on further conclusions of temporary contracts on the same grounds and for the same work leading to the breach of the employee's rights. We may also come to the conclusion that liberal conclusion of temporary employment contracts without proper security of employees allows to bring pressure upon them. The possibility of employee's discrimination may be reduced by the balance of flexibility and security of labour relations. The more parties of temporary labour contract coordinate their expectations, the less probability of employees' discrimination arises. [From the publication]