Stašaitis & Partners

ATSAKYMAS. Visų pirma reikia pabrėžti, kad teisė grįžti į darbą po motinystės atostogų yra absoliuti ir darbdavys šiuo atveju neturi kito pasirinkimo. Vadovaujantis Lietuvos Respublikos darbo kodekso (toliau – LR DK) 180 str. 3 d. per vaiko priežiūros atostogų laikotarpį paliekama darbo vieta (pareigos), išskyrus atvejus, kai įmonė visiškai likviduojama. LR DK 132 str. nustato garantijas nėščioms moterims ir darbuotojams, auginantiems vaikus.

Šio straipsnio 2 d. teigiama, kad su darbuotojais, auginančiais vaiką (vaikus) iki trejų metų, darbo sutartis negali būti nutraukta, jei nėra darbuotojo kaltės. Vadinasi nesant Jūsų kaltės, darbo sutartis gali būti nutraukta tik Jūsų iniciatyva (LR DK 127 str.) ar bendru sutarimu (LR DK 125 str.).

Kadangi iš Jūsų pateikto klausimo galima suprasti, kad ketinate su darbdaviu tartis ir sieksite nutraukti darbo sutartį bendru sutarimu, susitarime dėl darbo sutarties nutraukimo turėtumėte susitarti ir dėl kompensacijos dydžio. Tokiu atveju įstatymai nereglamentuoja kompensacijos dydžio, jis priklauso išimtinai nuo šalių valios ir derybomis pasiekto susitarimo.

Derybų atspirties taškas galėtų būti LR DK 140 str. nustatyti kompensacijų dydžiai taikomi kitais atleidimų atvejais bei priklausantys nuo darbuotojo nepertraukiamojo stažo toje darbovietėje: iki dvylikos mėnesių – vieno mėnesio vidutinio darbo užmokesčio dydžio; nuo dvylikos iki trisdešimt šešių mėnesių – dviejų mėnesių vidutinio darbo užmokesčio dydžio; nuo trisdešimt šešių iki šešiasdešimties mėnesių – trijų mėnesių vidutinio darbo užmokesčio dydžio; nuo šešiasdešimties iki šimto dvidešimties mėnesių – keturių mėnesių vidutinio darbo užmokesčio dydžio; nuo šimto dvidešimties iki dviejų šimtų keturiasdešimties mėnesių – penkių mėnesių vidutinio darbo užmokesčio dydžio; daugiau kaip dviejų šimtų keturiasdešimties mėnesių – šešių mėnesių vidutinio darbo užmokesčio dydžio.

Taip pat, nustatant protingą kompensacijos dydį turėtų būti vertinama aplinkybė, kad LR DK 129 str. 1 dalyje nustatytas 4 mėnesių įspėjimo apie atleidimą iš darbo terminas, prieš kurį, po to kai vaikui sueis trys metai, darbdavys privalėtų jus įspėti, siekdamas nutraukti darbo sutartį jo iniciatyva, bei aplinkybė, kad darbo sutartis su darbuotojais, auginančiais vaikų iki keturiolikos metų, gali būti nutraukta tik ypatingais atvejais, jeigu darbuotojo palikimas darbe iš esmės pažeistų darbdavio interesus.

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