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The editorial board: IPOLITAS NEKROŠIUS, ARMANAS ABRAMAVIČIUS, ANTANAS DAPŠYS, PETER GILLES PRANAS KUCONIS, MINDAUGAS MAKSIMAITIS, ANTANAS MARCIJONAS, VALENTINAS MIKELĖNAS, ZENONAS PETRAUSKAS, ALVYDAS PUMPUTIS. Contact address: |
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The editorial board: IPOLITAS NEKROŠIUS, ARMANAS ABRAMAVIČIUS, ANTANAS DAPŠYS, PETER GILLES PRANAS KUCONIS, MINDAUGAS MAKSIMAITIS, ANTANAS MARCIJONAS, VALENTINAS MIKELĖNAS, ZENONAS PETRAUSKAS, ALVYDAS PUMPUTIS. Contact address: |
GIANNI ARRIGO
Straipsnyje nagrinėjami įvairūs teisiniai ir praktiniai darbuotojų informavimo ir konsultavimo teisių reguliavimo bei įgyvendinimo Europos šalyse aspektai. Nagrinėjami šie aspektai: a) darbuotojų dalyvavimas Europos Sąjungos teisėje: jos nuostatai ir modeliai; b) darbuotojų dalyvavimas kaip naudojimasis informavimo ir konsultavimo teise dviem įgyvendinimo lygiais: valstybiniu ir tarpvalstybiniu.
Pateikiama speciali nuoroda į šaltinius - 1994 m. Europos Direktyvą Nr. 45, kartu ir į 1980 m. "Vredeling pasiūlymo", 1987 m. Socialinio dialogo ir 1989 m. Socialinės chartijos analizę. Supažindinama su diskusija apie Europos Darbo Tarybos (EDT) vaidmenį ateityje ir strateginę jos poziciją dėl gamybinių santykių sistemos Europoje.
Taip pat pabrėžiami sunkumai ir kliūtys kelyje į darbuotojų dalyvavimo politikos harmonizavimą, pateikiant specialią nuorodą į teisės normų skirtumus šalių narių ir nacionalinių darbo santykių sistemų, ypač tų, kurios susijusios su dalyvavimo formomis, kolektyvinėmis derybomis ir su darbuotojų informavimu bei konsultavimu.
Straipsnio pabaigoje pateikiama Europos Direktyvos 94/45 bendra turinio ir veikimo sferos analizė, įskaitant ekonominius ir socialinius jos tikslus. Pagrindinis dėmesys skiriamas įvairioms Direktyvos charakteristikoms, kurios yra: lankstumas, kolektyvinės autonomijos palaikymas ir procedūrinė struktūra. Iš tiesų išskirtinis Direktyvos 94/45 bruožas yra bendras jos procedūros planas, apimantis ir jos įgyvendinimo priemones - arba įstatymais, arba kolektyvinėmis derybomis - kiekvienos šalies narės nacionalinėje sistemoje. Autoriaus nuomone, Direktyva 94/45 svarbus įstatymų leidybos atskaitos taškas, siekiant progresyvesnio tikslų, numatytų šioje direktyvoje, įgyvendinimo, kartu suteikiant socialiniams partneriams laisvę ieškoti geresnių būdų (kolektyvinėmis derybomis) pasiekti šiuos tikslus.
Apskritai straipsnyje mėginama tiksliau apibrėžti dalyvavimo funkcijų ir funkcijų, susijusių su atstovavimu ir kolektyvinėmis derybomis, taip pat su atskiromis institucijomis, priklausančiomis dalyvavimo sistemai, kaip numatyta Europos teisėje, santykį su specialia nuoroda į daugianacionalines bendroves.
PETRAS ČIOČYS
Different legal regulation of separate regulations of work contract and professional military service contract, which is being regulated by organization of system of defence of the Republic of Lithuania and laws of military service, and advantages of these contracts are being analysed in the article according to comparative aspect. Legal nature of professional military service contract, attributed to the sphere of administrative law, the excluded character of service contract, that is the urgency, are being emphasized. Some norms of service contract are being comparable with analogical regulations of other countries.
Performed comparative analysis of legal peculiarities of work contract and service contract, by authors opinion, may play a positive role in mutually developing separate positive mechanisms and in trying to protect the interests of participants of work (service) relations in a better way.
PAULIUS KOVEROVAS
The article analyses possibilities of employer and employee to undertake additional obligation to compare with the compulsory regulations of the labour law. One specific institution of labour law, related to professional training and education of employee, was investigated. The main problem on this matter - restrictable regulations of the labour laws that prevent parties of the labour contract to undertake equivalent obligations. The Law on Labour contract of the Republic of Lithuania prohibits parties of the labour contract to agree on labour conditions which are worse than labour condition granted to the employee by the Law on Labour contract and other related laws. Formally such regulations allow employer to grant additional privileges to the employee, notwithstanding those privileges are not statutory obligations of an employer, but practically an employer isnt interested to grant such privileges because equivalent response or equivalent obligations of employee are not allowed by the law.
VYTAUTAS NEKROŠIUS
This article deals with the quite recent occurrence in Western Europe countries civil
procedure - the enrootment and extensive recognition of the principle of cooperation. The
essence of this principle of the civil procedure - the active and operative collaboration
between the court and the parties in the process of dispute settlement. This cooperation
is being achieved providing the court, hearing the case, with the additional rights in the
domain of determination of the subject - matter of the case, the collection of evidences
and edition of the material of the case. This article also examines the problem of
impartiality, alive role of the court is related to. The author makes a conclusion, that
the interests of the state and society in both the proper implementation of material norms
of law and the acceleration of the dispute settlement condition the active role of the
court.
In one group of countries such cooperation between the court and parties to the dispute is
characterized as an independent (autonomous) principle of cooperation, in another group of
countries it such operative collaboration is supposed to be an element of the principle of
the contentiousness, but there is achieved unanimous consent in this field, that active
cooperation between the court and the parties is necessary precondition for the
concentration and the best practicable acceleration of the civil process.
This article also analyses the present Lithuanian Code of the Civil Procedure in the light of the principle of cooperation, and the propositions for the revision of the present laws in order to fashion fruitful the above - mentioned operative collaboration between the court and the parties are being formulated.
VYTAUTAS NEKROŠIUS
The article is examining the pre-trial legal procedure established in the Lithuanian civil process. The author is emphasising the direct interdependence between the efficiency of this phase of the legal proceedings and the possibility for the adoption of the decision by the court of the law at the very first courts sitting. The powers of the judge, the rights and duties of the parties to the dispute, which are provided for in this phase, are directly affecting and influencing the possibility for the enthrallment of the investigation of the case.
The article is analysing the relevant norms of the present Lithuanian Civil Process Code and the conclusion is being made that the present pre-trial legal procedure is rather symbolic and decla-rative and that is the reason of the impraticableness of this phase of legal procedure. Legal investigation of the case in the first instance courts is often related to the indefinite postponements and procrastination of the trial specifically due to the absence of efficient phase of the pre-trial legal proceedings. The volume of the judges powers is also quite confound and undefined in this phase. That is obviously indicating the non-existence of unambiguous concept of the law of the civil process reform in Lithuania. The article is also dealing with the validated phases of pre-trial legal proceedings in other countries (e.g. in Germany, Belgium, and Sweden); the proposals are tendered as to the direction of the further reforms in this area in Lithuania.
ANDRIUS PRANCKEVIČIUS
During the years of independence Lithuania started reforming its labour laws. Issues of the material liability of the employees still require of the review.
The purpose of this paper is to review selected problems of the material liability of employees. One of the main problems is to try co-ordinate protection of property with protection of the workers fundamental rights.
According to Lithuanian Labour code Article 143 for the damage which have been made to the company, institution, organisation while fulfilling ones working duties, workers and employees, due to whom fault the damage arise, are materially liable for the direct actual size of the damage, which is not exceeding their average monthly salary. Material liability exceeding the average monthly salary is applicable only in the cases provided by the law. Is such restriction acceptable? In most of western countries material liability of employees is regulated establishing full liability for the damage made with some exceptions.
One of the most important issues deciding on limits of the liability of the employees is the guilt. The liability of the employee is connected to the guilt, though there are various kinds of guilt, i.e. intentional or negligence actions. The negligence also could be divided into the gross or slight. That is why, we think, the liability should be differentiated.
One of the problems is liability of key management of the companies. According to Lithuanian laws members of the board of the company are aloud to conclude employment contract with the company or not to conclude. In such a case the different liability can rise for different members of the same board. In most of western countries agreements with the members of the board of the company are treated not as employment contracts but as management contracts.
Summary could be as follows: the liability of the employees for the damage made to the property or beneficial interests of the employer could be applied in accordance with the some basic principles:
1. As a general principle establish full material liability of the employees for the damage made to the property or beneficial interests of the employer.
2. The principle of fault - is applicable in all cases of employees intentional actions or gross negligence the full material liability.
3. The size of the employees liability should be determined by establishing the obligatory insurance of liability, for doing certain works with certain equipment.
ARŪNAS ŠUMINAS
After re-creating Lithuanian independence the system of Labour Right has been reformed: accepted new laws and other standards when regulate expira-tions of labour agreement. The article investigates and analyses foundations of labour agreement expire, presents their classification with the purpose to disclose mistakes of juridical technology in passing the Law and employment contract. Also the article tries to solve specific application problems of labour agreement foundations expire, present reasons of labour agreement foundation expire regulations. There are presented experiences of Hungary Republic in regulating labour agreement expire regulations governed by law. The author came to conclusion that it is very difficult to present a comprehensive list of labour agreement foundation expire at present time. There are layed out the suggestion to refuse accidental labour agreement expire regulations and proceed to flexible and abstract system of legal regulation meantime regulating mentioned legal relationship.