Neterminuotos darbo sutarties nutraukimo darbdavio iniciatyva, nesant darbuotojo kaltės, priežasčių problematika

LTStraipsnyje analizuojamos Lietuvos Respublikos darbo kodekso 129 straipsnio 1-2 dalyje reglamentuojamo neterminuotos darbo sutarties nutraukimo darbdavio iniciatyva, kai nėra darbuotojo kaltės, priežasčių sampratos. Darbo sutartis darbdavio iniciatyva, nesant darbuotojo kaltės, gali būti nutraukta tik dėl svarbių priežasčių, kurių sąrašo Lietuvos Respublikos darbo kodeksas nepateikia, nurodydamas tik bendriausius jų bruožus. Taip dėl jų buvimo paliekama teisė nuspręsti pačiam darbdaviui. Tačiau teisės doktrina ir teismų praktika išaiškino, kas sudaro sąvokos „svarbios priežastys“ turinį ir suformulavo jų sampratas. [Iš leidinio]Reikšminiai žodžiai: Atleidimas iš darbo; Darbo sutarties nutraukimas; Darbo sutartis; Darbuotojo elgesys; Darbuotojo kvalifikacija; Neterminuota darbo sutartis; Struktūriniai pertvarkymai; Svarbi priežastis; Employment contract; Fixed contracts; Important reason; Staff qualifications; Structural changes; Termination of a employment contract; Termination of employment contract; The employee's behavior.

ENEmployment contract is one of the fundamental rights of individuals for the work, and its social and economic implications are huge. Under circumstances of loss the employment, any person is affected by significant economic, social and emotional difficulties. Therefore, termination of employment of the employer, in the absence of the employee’s fault, is very important. Such situation is governed by the Republic of Lithuania Labour Code Article 129, Parts 1-2. However, the law does not provide list of reasons concerning such termination of employment and the right to decide the question of exemption is granted to the employer. The employer, as a strong working relationship party may abuse it. Only a proper interpretation of this clause can ensure the working relationship of weak party as employer interests. Authors of this article examines the reasons of termination of open-ended employment contract without fault of the employee, regulated by Republic of Lithuania Labor Code Article 129, paragraph 1-2. According to law, legal doctrine and case analysis, the summarized concepts of these reasons are also presented in this paper. The aim of research – to reveal the reasons and conptions of open-ended employment contract termination initiated by employer in the absence of the employee’s fault.The object of investigation – reasons of open-ended employment contract termination by the employer, in the absence of employee’s fault. Research methods: systematic, general and comparative analysis, synthesis, logical and aggregation methods. Therefore, open-ended employment contract of the employer, without fault of the employee may be terminated only with reasonable causes, which actually are not listed in Republic of Lithuania Labor Code does, indicating only the overall features of it. Important reasons could be recognized only such, associated with an employee’s qualification, professional competence or behavior at work, as well as economic and technological reasons, or employment in structural adjustments and similar serious reasons. Thus, an employer can identify other reasons, which will be the cause to terminate contract with an employee who is not his fault, in accordance with the basis of Republic of Lithuania Labor Code Article 129. However, these circumstances can be an important reason to terminate the contract only when employee is unfit to carry out the delegated work due to such circumstances, but it is not related to the worker’s fault. [...]. [From the publication]