Psichologinio smurto darbe samprata ir tarptautinis teisinis reguliavimas

LTPsichologinis smurtas darbe, kaip diskriminacijos darbuotojų santykiuose apraiška bei depresijos ir kitų darbuotojų sveikatos sutrikimų padarinys, yra pakankamai naujas ir Lietuvoje išsamiai netirtas institutas. O kasdieniame gyvenime šis reiškinys vis labiau plinta ir tampa opia problema ne tik darbuotojams, bet ir darbdaviams, kurie skaičiuoja vis didesnius nuostolius, patiriamus dėl sumažėjusio darbo našumo. Šiame straipsnyje siekiama ne tik atskleisti psichologinio smurto darbe sampratų ir šio reiškinio požymius, bet ir pateikti teisinio reglamentavimo analizę Europos Sąjungoje, tam tikrose užsienio valstybėse ir Lietuvoje. [Iš leidinio]Reikšminiai žodžiai: Bulingas; Darbo sutartis; Darbo sąlygos; Darbo teisė; Emocinė prievarta; Mobingas; Psichologinis smurtas; Psichologinis spaudimas; Psichologinis teroras; Psichologinė agresija; Sauga ir sveikata; Bulingas; Emotional abuse; Employment contract; Health and safety; Labour law; Mobbing; Psychological aggression; Psychological harassment; Psychological pressure; Psychological terror; Psychological violence; Working conditions.

ENPsychological violence at work, which in scientific literature is mostly described as a "widespread" negative social phenomenon, does not have a commonly distinguished and unified conception yet neither in academic society nor legislators. Researchers from different states provide various definitions of psychological violence at work and the terminology itself is not unified. A similar situation can be observed in legislation. International communities as well as EU and Lithuanian legal base are not developed enough towards prohibition and prevention of psychological violence at work. Neither international community nor EU does have special laws, regulating the prevention, control and adequate penalties application of this phenomenon. A couple of decades ago International community started a discussion that employees safety and health protection mechanism has to cover actions, which would be oriented not only to physical working conditions, but psychological factors, which, if affected, could cause serious impact on health. EU legal acts, which establish the main principals of health and safety regulations at a workplace, only indirectly regulate the manifestations of psychological violence a work.Still, these guidelines, which member states need to follow on the national lever, arc very important measures regulating mobbing. Different states have adopted special anti-mobbing regulation, which has many versions: special laws, indirect regulation through employees' health and safety institute, court practice, collective agreements and other documents (procedures, guidelines, good practice codes). However, as of today Lithuanian law system does not have preventive measures and penalties for mobbing and does not provide any definition of the psychological violence at work. 'Ihis means that there are practically no measures, which an employee could use to defend oneself from mobbing in Lithuania. [From the publication]

• Psichologinis smurtas darbe. Problema ar fikcija? / Birutė Pajarskienė. Visuomenės sveikata. 2007, Nr 4 (39), p. 22-26.
• Psichologinis smurtas darbe : psichologiniai ir teisiniai aspektai / Daiva Petrylaitė, Neringa Blažienė. Justitia. 2009, Nr. 2, p. 22-44.