Rasa Rukšėnaitė

Klausimas. Buvau priimta į darbą, bet iš karto susirgau nespėjusi išdirbti nė vienos dienos. Sirgau apie dvi savaites, darbdaviui buvo pranešta apie ligą. Po ligos sužinojau, kad esu atleista kaip neišlaikiusi bandomojo laikotarpio.

Tačiau kaip darbdavys galėjo nuspręsti, kad aš netinkama darbui, jei nedirbau nė vienos dienos? Ar galėjo mane atleisti ir gal man priklauso kokia nors kompensacija?

Atsakymas. Atsakymas. Lietuvos Respublikos darbo kodekso (toliau – DK) 107 str. įtvirtinta, kad, jei darbdavys pripažino, kad išbandymo norint patikrinti, ar darbuotojas tinka pavestam darbui, rezultatai nepatenkinami, jis iki išbandymo termino pabaigos gali atleisti darbuotoją iš darbo, apie tai raštu įspėjęs darbuotoją prieš tris dienas, ir nemokėti jam išeitinės išmokos.

Paprastai darbdaviai mano, kad ši norma suteikia absoliučią teisę atleisti darbuotoją tiesiog motyvuojant abstrakčia priežastimi, kad darbuotojo išbandymo rezultatai buvo nepatenkinami.

Lietuvos Aukščiausias Teismas (LAT) ne kartą patvirtino, kad išbandymo rezultatų vertinimas yra darbdavio prerogatyva, o tai reiškia, kad teismas negali pripažinti, kad darbuotojas tinka dirbti sulygtą darbą.

Tačiau, atsižvelgiant į darbo sutarties šalių lygiateisiškumą, darbuotojas turi teisę ginčyti jo atleidimą iš darbo pagal DK 107 str. 1 d. ir darbdavys privalo įrodyti, kad darbuotojas iš tiesų neišlaikė išbandymo, t.y. kad darbuotojas dėl savo dalykinių ar asmeninių savybių nesugeba ar negali dirbti darbo, dėl kurio atlikimo buvo sulygta sudarant sutartį.

Pastebėtina, kad yra draudžiama darbdaviui nutraukti darbo sutartį be jokių motyvų ir įrodymų, patvirtinančių, kad darbuotojas nesusitvarkė su jam pavestu darbu, ir todėl jis netinka pavestam darbui.

Darbdavys atleisdamas darbuotoją DK 107 str. 1 d. pagrindu privalo nurodyti konkrečią atleidimo priežastį, t.y. nurodyti kodėl darbuotojas netinka jam pavestam darbui atlikti.

Jeigu darbdavys to nepadaro, darbuotojui turi teisę kreiptis į kompetetingas valstybines institucijas (Valstybinę darbo inspekciją ar teismą), kad būtų apgintos jo teises, t.y. kad jis būtu grąžintas į darbą arba, kad jam būtu išmokėta kompensacija.

Aukščiau pateikta informacija yra bendro pobūdžio konsultacija ir negali būti vertinama kaip teisinė išvada ar konsultacija, pritaikyta konkrečiam atvejui. Dėl konsultacijų konkrečiais klausimais patariame kreipkitės į „Teisės tilto“ teisininkus.

„Teisės tiltas“

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www.teisestiltas.lt

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