Darius Sabaitis

KLAUSIMAS. Norime išgirsti kompetentingą nuomonę. Dirbame ikimokyklinėje įstaigoje auklėtojomis, dėl vaikų sumažėjimo direktorė nusprendė mažinti etatus. Kol kas užsiminė tik žodžiu, kad įteiks atleidimo lapelius. Situacija tokia: išeiti iš darbo buvo pasiūlyta žmogui, kuris vienas augina nepilnametį vaiką, turinčiam aukštąjį išsilavinimą ir 3 metų darbo stažą toje įstaigoje.

Taip pat kitam žmogui, kuris taip pat augina nepilnametį vaiką tik pilnoje šeimoje, turi aukštąjį išsilavinimą bei 9 metų darbo stažą toje įstaigoje. Tačiau nepaprašė išeiti žmogaus, kuris neturi pedagoginio išsilavinimo, nors dirba įstaigoje keturiolika metų, vaikai jo suaugę.

Įstaigoje dar yra kelios auklėtojos neturinčios aukštojo pedagoginio išsilavinimo, bet turinčios daugiau nei 15 metų darbo stažą.

Ar direktorė turėtų pirmiausiai atleisti žmogų be atitinkamo išsilavinimo? Visų pirma be pedagoginio, o po to neturinčias aukštojo? Kuri iš atleidžiamų turi pirmenybę likti darbe?

ATSAKYMAS. Remiantis Lietuvos Respublikos darbo kodekso (toliau – DK) 132 str. darbo sutartis negali būti nutraukta su nėščia moterimi nuo tos dienos, kai darbdaviui buvo pateikta medicinos pažyma apie nėštumą, ir dar vieną mėnesį pasibaigus nėštumo ir gimdymo atostogoms, išskyrus atskiras DK numatytas išimtis, taip pat laikinąją darbo sutartį pasibaigus jos terminui. Su darbuotojais, auginančiais vaiką (vaikus) iki trejų metų, darbo sutartis negali būti nutraukta, jei nėra darbuotojo kaltės.

Kai dėl ekonominių ar technologinių priežasčių arba dėl darbovietės struktūrinių pertvarkymų mažinamas darbuotojų skaičius, pirmenybės teisę būti palikti dirbti turi darbuotojai:

1) kurie toje darbovietėje buvo sužaloti arba susirgo profesine liga;

2) kurie vieni augina vaikus (įvaikius) iki šešiolikos metų arba prižiūri kitus šeimos narius, kuriems nustatytas sunkaus ar vidutinio neįgalumo lygis arba mažesnio negu 55 procentai darbingumo lygis, arba šeimos narius, sukakusius senatvės pensijos amžių, kuriems teisės aktų nustatyta tvarka nustatytas didelių ar vidutinių specialiųjų poreikių lygis;

3) kurie turi ne mažiau kaip dešimties metų nepertraukiamąjį darbo stažą toje darbovietėje, išskyrus darbuotojus, įgijusius teisę į visą senatvės pensiją arba ją gaunančius;

4) kuriems iki senatvės pensijos liko ne daugiau kaip treji metai;

5) kuriems tokia teisė nustatyta kolektyvinėje sutartyje;

6) kurie yra išrinkti į darbuotojų atstovaujamuosius.

2, 3, 4 ir 5 punktuose nustatyta pirmenybė likti darbe taikoma tik tiems darbuotojams, kurių kvalifikacija nėra žemesnė už kitų tos pačios specialybės darbuotojų, dirbančių toje įmonėje, įstaigoje, organizacijoje, kvalifikaciją.

Taigi iš pradžių reikia vertinti darbuotojo kvalifikaciją ir tik nustačius, kad kvalifikacija vienoda, reikia analizuoti kitus požymius, kurie darbuotojai turi pirmenybės teise būti palikti dirbti.

Pirmiausia turėtų būti atleisti žemiausios kvalifikacijos darbuotojai.

Šiame straipsnyje yra pateikti UAB „LB BALTIC“ teisininkų komentarai, pagrįsti teisės aktų ir teismų praktikos analize. Šis straipsnis negali būti laikomas oficialia teisine išvada. Dėl teisinės konsultacijos konkrečiu atveju prašome kreiptis į UAB „LB BALTIC“ teisininkus.

UAB „LB BALTIC"

LAW & BUSINESS COMPANY

Naugarduko g. 41-217

LT-03227, Vilnius

Tel. / Fax. 852030795

Tel. 867472024

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www.lbbaltic.lt

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