Kolektyvinio darbuotojų atleidimo iš darbo reglamentavimas Lietuvoje.
Mačernytė Panomariovienė, Ingrida
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Crises in enterprises cannot be evaded in circumstances of market economy; therefore the redundancy of a part of workers is indispensable. In general, it is necessary to make redundant a group of workers due to the economic, social and other circumstances, leading to the closure (liquidation) or reorganisation (restructuring) of enterprises. This article is aimed at analysing of guarantees submitted to workers in cases of collective redunancies applied in Lithuania. A great number of guarantees is provided with a view to solving the problem of employment of workers, forasmuch it is the essential part of the protection of whole set of rights of workers. In such cases the international standards do not impose any special requirements for the employer, except the following: a) submission to workers of proper information in due time; b) the arrangement of consultations with them; c) the redundancies must subject only to the procedure prescribed by laws; d) the transfer of part of authority to public institutions which in certain cases would necessitate to stay or completely prohibit the redundancies. In order to explore the raised tasks, the work deals with the appropriate problems related to regulation and procedure of collective redundancies. In the course of research it was established that the collective redundancies in the Labour Code of Lithuania are understood more constricted in relation to the conception under the Directive No 98/59/EC, which provides that collective redundancies shall be held redundancies on the initiative of the employer (irrespective of the origin of initiative) provided that there are at least five redundancies not related to personal characteristics of workers.
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