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dc.contributor.authorJarulaitis, Marius
dc.date.accessioned2014-09-25T06:20:12Z
dc.date.available2014-09-25T06:20:12Z
dc.identifier.urihttps://www3.mruni.eu/ojs/jurisprudence/article/view/1825/1674
dc.identifier.urihttps://repository.mruni.eu/handle/007/12075
dc.description.abstractlegal issues. From the analysis of non-conventional workers’ situations, it was confirmed that selection of employment type was in most cases made to correspond to each individual’s working style needs, and that few workers selected their current type of employment reluctantly, for lack of choices. This is a reflection of an "orientation to view their private life as more important than working," but we also recognized in several problems such as employment stability and development of career skills. Short-time part-time workers willing to become standard full-time employees are decreasing in proportion overall, but this proportion for male short-time part-timers is on the rise. It is probably necessary to handle these workers differently based on gender, age, and other individual attributes. Also, this overall decrease in desire to become a standard full-time employee can be understood to be a consequence of long working hours of standard full-time employees. Introduction of a short-time conventional employee system means not only a change from a so-called non-conventional employee to a conventional employee, but also an increase of more flexible working styles for standard employees. And for workers aside from standard employees, it is probably necessary to develop a wider variety of working choices by occupation, such as cases in which it is possible to work full-time on a day-to-day basis by working fewer days per week. In the diversification of employment types, working hours pose a problem that cannot be bypassed. [...].en
dc.language.isolten
dc.rightsinfo:eu-repo/semantics/openAccess
dc.titleNestandartiniai darbo santykiai ir jų reguliavimas.en
dc.typeArticleen
dc.description.abstract-ltStraipsnyje aptariami nestandartiniai darbo santykiai, jų raidos tendencijos ir veiksniai, turintys įtakos jų vystymuisi. Straipsnyje siekiama panagrinėti nestandartinių (neformalių) darbo santykių formas ir jų atsiradimo priežastis. Lietuvoje, jai tapus Europos Sąjungos nare, pradėjo galioti Europos Sąjungos teisės aktai, reglamentuojantys įdarbinimo institutą, Lietuvos piliečiams bei užsieniečiams atsivėrė naujos galimybės įgyvendinti darbuotojų judėjimo laisves ir teises. Atsižvelgdamas į tai straipsnyje autorius analizuoja Lietuvos ir kai kurias Europos Sąjungos teisės normas, reguliuojančias nestandartinius darbo santykius darbo rinkoje.en
dc.identifier.aleph000004215en
dc.publication.sourceJurisprudencija, 2008, Nr. 8(110)en
dc.subject.facultyTeisės fakultetasen
dc.subject.keywordDarbo santykiaien
dc.subject.keywordNestandartinių darbo santykių rūšysen
dc.subject.keywordEmployment relationsen
dc.subject.keywordNon-conventional employment relationsen
dc.subject.publicationtypeS3en
dc.subject.sciencedirection01S - Teisėen


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