1,720,984 research outputs found
Implementation of principle of free movement of persons in the eu and lithuania: problems and trends.
No full textImplementation of Principle of Free Movement of Persons in the EU and Lithuania: Problems and Trends La mise en œuvre du principe de Libre circulation des personnes dans l'UE et la Lituanie: les problèmes et tendances Le principe de libre circulation des personnes, qui est inscrit dans le traité sur l'Union européenne (TUE), le traité sur le fonctionnement de l'Union européenne (TFUE) et la Charte des droits fondamentaux de l'UE, est la base du marché intérieur. Ce principe au marché commun de l'Union européenne, comme l'une des quatre libertés fondamentales, donne la possibilité aux citoyens de chercher les conditions plus pertinentes et préférables de la vie et du travail. Sans aucun doute la bonne mise en œuvre de droit de libre circulation des personnes est important pour chaque État membre, responsable non seulement pour le bien-être social de ses citoyens, mais aussi pour assurance de droit de libre circulation des personnes, comme condition préalable aux objectifs généraux de l'UE, qui donnent les conséquences directes sur le marché intérieur de chaque État membre, la bonne répartition des ressources humaines, le progrès social, l'amélioration de l'emploi, etc. Néanmoins, dans la pratique, pour la bonne mise en œuvre de ce droit, on est souvent confrontés aux obstacles divers. Un des problèmes est lié au principe de non-discrimination, qui est inscrit dans le TFUE et appliqué uniquement aux personnes, qui exercent le droit de la libre circulation dans l’UE, et qui est une condition essentielle de bonne mise en œuvre de la liberté de mouvement dans l’UE, lorsque tous les citoyens de l'UE ont le droit de circuler, de résider, de travailler et d'être des participants dans le système de la sécurité sociale dans un autre État membre de l'Union européenne dans les mêmes conditions que les citoyens nationaux de cet État. Cela détermine les cas de la discrimination à rebours des personnes, qui restent dans les États de leurs citoyennetés nationaux. Ces cas doivent être traités par les moyens de droit national des États membres, mais ce ne sont pas tous les États qui en prennent bon soin. Le droit national des États membres a le rôle important aussi dans les autres situations, liées au droit de libre circulation des personnes dans l'Union européenne, par exemple, en examinant plus en détail la réglementation juridique de reconnaissance de mariage et (ou) partenariat de couples de même sexe, on voit, que la reconnaissance de personne, comme le membre de la famille des citoyens de l'UE, qui est réglementé par le droit de l’UE, dépend plutôt de droit national des États membres. Malgré la recherche continuelle des moyens d’assurer égalité des droits et chances en matière d'emploi dans un autre État membre, que de la citoyenneté nationale, pour tous les migrants de l'UE, alors, le désir constant d'encourager les gens à migrer d'un État membre à l'autre dans l'UE, certains États membres ont exprimé l'opposé de cette position politique. Pour la réglementation juridique de l'UE, notamment la coordination des systèmes de sécurité sociale, il y a des propositions de changements, qui devaient limiter les droits des migrants et contrôler les problèmes de la situation intérieure des États membres. Ce jour-là, l'Union européenne se balance sur la ligne entre l'amplification des droits et garanties aux personnes et la nécessité de limiter ces droits dans une certaine mesure à cause d’intérêts nationaux des États membres
Peculiarities of legal regulation and court practice of illegal employment.
No full textPeculiarities of Legal Regulation and Court Practice of Illegal Employment Since illegal employment is assessed as one of the gravest forms of labor law infringement, due to qualifying and determination of proportional sanctions it is necessary to reveal peculiarities of legal regulation and court practice of illegal employment by analyzing national legislation, international law and case law. Illegal employment shall be assessed as one of the gravest forms of labor law infringement, defying key imperative norms of labor law. If one seeks to qualify such acts as infringing Article 95 of Administrative Offence Code and such work as “illegal”, one must qualify objective characteristics of the administrative offence. Subjective characteristics and subject of illegal employment itself play a role in qualifying and regulating such activities as well. It is important to note that each state regulates and qualifies illegal employment differently. ILO as well as EU institutions, differentiates between illegal employment and undeclared work. ILO and EU describe illegal employment as labor, which opposes laws, regulation and established practice in general, whereas undeclared work is interpreted as generally legal activity, while avoiding state tax obligations. The legislator of Lithuania does not differentiate between these two. This particular legal gap should be amended by the Employment law, which should come into force as of 1 July, 2017, however new regulation will not marginally effect the existing laws – illegal employment will continue to be interpreted as legal activity, while avoiding state tax obligations. However, initiatives as such are welcome. However imprecise such differentiation might be a groundwork for more precise regulation in the future. One of the most striking peculiarities of regulation of the illegal employment – regulation of illegal employment of foreigners, stateless persons and third country citizens. Although it is an established practice in Lithuania to lay down employment in the form of employment agreement, laws allow parties to form civil agreements as well. Self-employment, contract of independent work, copyright agreements have similarities with employment agreements. In order to avoid improper qualification of illegal employment under article 95 of Administrative Offence Code it is important to weight on relation between civil and employment agreements, since illegal employment is defined through partitioning of these two agreements. Illegal employment, through the object of infringement is classified as administrative offence in the field of labor. Although in Lithuania, following the established EU practice, exists a criminal liability for the illegally present third country citizen’s work. Since the legislator has established only one definition – illegal employment - it is difficult to differentiate between administrative and criminal liability. Employer, as a stronger party, takes upon a major part of liability for the illegal employment, at the same time, employee`s liability for the illegal employment is not present in Labor Code or Administrative Offence Code, neither it is going to be present in Employment law
Status of state pension in lithuanian pension system and regulatory problems.
No full textStatus of State Pension in Lithuanian Pension System and Regulatory Problems According the current legal regulation, pension system in Lithuania consists of social insurance pensions, social assistance pensions, state pensions and other material benefits, which includes pension funds and occupational pensions. State pensions are separate part of pensions system, which are financed from the state budget. State pensions comprises the first ant the second grade, aggrieved persons state pensions, also pensions for the officers and soldiers, scientists, judges and spouse of President of Republic. Appointment and payment of state pensions is concomitant with persons merit to Lithuania or with person’s service. Legislator, while regulating the appointment and payment of the state pensions, provides a variety of conditions, which are necessary to receive a pension, but it should be noted, that appointment and payment of each state pension is bound with being pensionary age and having citizenship of Republic of Lithuania. Statutory circle of beneficiaries is expanded unreasonably against one part of persons and too narrow against others. That kind of regulation should be changed considering the legal basis for state pensions to receive
Recovery of the amounts paid by the employer to the employee.
No full textThe topic of this research paper is the recovery of amounts paid to the employee by the employer. The first section of the paper analyzes the theoretical and practical aspects of reimbursement to the employee by the employer. The principles of relevant equitable work related compensation are analyzed within National, International and Regional laws. The relevance is emphasized in the practices of the Labor Law. The basics of deductions from wages are discussed, also naming the parties that are allowed to make the aforementioned deductions. Section two of the research paper analyzes the recovery procedures for reimbursements made by the employer, while discussing the legal regulations depicting the order of how the recovery of the overpaid amounts can be processed emphasizing on a specific overpay recovery. An overpayment can be recovered according to Labor Code when there were calculation errors involved, also reimbursement can be recovered under the Civil Code when errors in the accounting have been identified or the employee (receiver) is proven to be dishonest. The last section of the paper deals with the practice of dispute resolution regarding the recovery of overpayments from the employee to the employer. The burden of proof in labor dispute cases involving the overpayment recovery from the employee by the employer is discussed. In addition, the mechanism of dispute settlements is described along with the practical problems that incur due to it. The analysis for each chapter of this research paper is based on specialized literature, the existing legislation and the law practices of the Lithuanian court system
Performance of employment contract: theory and practice.
No full textPerformance of Employment Contract: Theory and Practice The theme of master thesis is fulfilment of the employment contract: theory and practice. The aim of the work is to exzamine and analyse the fulfillment of the employment contract theory and practice. The institute for the execution of the contract of employment is established in the Labour Code of the Republic of Lithuania, consisting of: 1. The agreement of conditions of the contract of employment, the changes of production, technology, organization of work, with the consent of the employee, the employer may change the terms of the contract. Prior written consent of the employee may also change the conditions of the contract. 2. The temporary modification of working conditions in specific cases, the possible transfer of the employee to work up to one month period, in the same area, in order to prevent natural disaster. 3. Transfer to another job is possible in the event of down time, when an employer cannot provide work. The employee`s consent is required for the transference, appropriate health condition, the employee may be transferred only downtime. 4. Suspension from work is a temporary suspension of the execution of the contract if the worker appears in the work place intoxicated or under the influence of other substances. The employee may also be removed from work at the request of officials, or other organs. 5. An emploee may suspend the execution of the work to the employer for more than two months without fulfilling their obligations set out in the employment contract. An employment contract can be suspended for a fixed period, say three months. The employee informs the employer before three working days, about the suspension of the employment contract. Suspension ends when the employer fulfills his commitments. The labour contract problems can be searched by analysing Labour Code Project. The topic was analyzed on the basis of the Labour Code, as well as, the Labour Code comment, where the authors interpret the application of the articles based on laws, regulations, legislation, the Supreme Court of Lithuania formed practice, as well as, other relevant decisions, legal literature, scientific articles
Employees’ right to work safely.
No full textEmployees’ Right to Work Safely SUMMARY All working people find it important to have the right to a safe work environment, which must be created and assured by the employer. The only way to avoid accidents at work and occupational diseases is to ensure that the employees can indeed take advantage of this right rather than just know about its existence. However, in reality, exercising of employees’ right to a safe work environment is often obstructed by various occupational safety and health violations committed by both employers and employees. In such cases of violation, civil (financial), disciplinary, administrative and criminal liability applies, and each of them has its own peculiarities and associated problems. No comprehensive analysis of the right to a safe work environment has been carried out in Lithuania. A big lack of systematic analysis of court practice and legal liability for breaches of the employees’ right to a safe work environment is also noticed. The goal of the study is to analyze the concept and content of worker’s right to a safe work environment as well as related problems. The results of the study showed that the workers’ right to a safe work environment is a set of legal, social, economic, technical, hygienic and organizational preventative measures intended to preserve employees’ health and lives. Each right that an employee or employer has in the field of occupational safety corresponds to a respective obligation and vice versa. Work safety control is performed internally on the company level and governmentally on the national level. All workplaces are subject to minimum general requirements and additional special requirements in case of high risk and work peculiarities. Employees are provided with collective protective equipment and, when necessary, additional personal protective equipment. Potentially harmful work equipment is supervised governmentally. Some of the preventive occupational safety and health measures include employee instructions, trainings and employer certification. Flexible system of causation is applied in cases of property damage, and employee negligence influences the size of caused damage. As of 2015, the regulation that the employer alone is civilly liable for any damage caused by the employee has been partially abolished. This helped the victims seeking reimbursement from bankrupt companies. The major criterion for determining non-pecuniary damage is the negative consequences caused. Adjudgment of higher non-pecuniary damage is seen as negative when both the employer and employee are at fault rather than when the victim is not at fault. Enforcement of disciplinary liability is the right of the employer. It is not an obligation, however, and therefore sometimes employers act irresponsibly and do not take any disciplinary actions for breaches of occupational safety and health regulations. The accusations recorded in the administrative violation reports tend to be classified inaccurately, and sometimes the administrative penalties enforced by the National Labor Relations Board are too severe. Criminal liability applies only when the victim is severely injured. However, the court practice reveals the mistakes when certain health consequences are deemed severe and criminal liability is applied without reasonable substantiation
THE COMPLEXITY OF THE MODERN FRENCH SOCIAL INSURANCE SYSTEM
Get PDFIn this article the social security system and its development in France is analysed; the analysis, the assumptions of the complexity of the French system and the relations between general and independent professions social security systems are presented. In this article author analyses the financing, identifies specific types of benefits, other specific regulations in the general and independent professions social insurance schemes. The paper presents reforms, the trends of the social insurance and deficit reduction measures. The French government introduced the new general social security system in 1945 according to the
principles of universality, unity and social equality of the partners. In 1947-1967, the social insurance system become fragmented, split special professional systems. This situation could be explained by the fact, that different professional groups treat social security as a social victory and does not want to accept stricter or universal conditions, does not want to lose the current benefits and independent social insurance fund management. The general social insurance system applies to employed persons and includes five branches, which
become autonomous since 1967: health insurance（including maternity, disability and death risk）, accidents at work and occupational diseases insurance, old-age insurance, family insurance, and the collection of social security contributions.
Special social insurance systems are applied to the professional groups or to the company’s professional funds. The analyse of autonomous advocate’s social insurance system is presented in this article, because the principle of independence of advocacy institute is introduced in French legislation. In France we could identify the classical approach, that an advocate is independent profession, having a legal procedural independence and advocacy institute is autonomous. As conclusion we could note, that financial problems can not be solved only by reducing the coverage of social security and it must be accompanied by institutional reforms, providing employment and higher labour market activation measures, as well to increase the competitiveness of companies and the financial sustainability of the state budget.Article論説departmental bulletin pape
PROFESINIAI PENSIJŲ FONDAI: TEISINIS REGULIAVIMAS IR PROBLEMOS
Get PDFŠiame straipsnyje analizuojamos profesinių pensijų fondų teisinio reguliavimo nuostatos Europos Sąjungos instituciniu lygmeniu ir Lietuvoje, profesinių pensijų fondų veiklos schemos ir problematika. Atskleidžiami esminiai Lietuvos profesinių pensijų sistemos trūkumai ir pateikiami galimi šių trūkumų šalinimo pasiūlymai. Straipsnio tikslas – pateikti profesinių pensijų fondų instituto analizę ir atskleisti probleminius šio instituto taikymo aspektus. Straipsnis skiriamas finansų rinkos dalyviams, teisininkams ir šia sritimi besidomintiems mokslininkams
EUROPEAN AND INTERNATIONAL PENSION SYSTEM REFORM STRATEGIES ： THE LITHUANIAN CASE
Get PDFThe aim of this article is to analyze the recommendations of the international organizations and European Union in the field of the pension system reforms, to define the Lithuanian pension system model and implemented reforms following to these recommendations. Problems of the Lithuanian pension system are similar to the other European Union countries ; therefore international organizations recommendations and indications for future reforms should be evaluated and implemented. The pension system reform of 2003 and 2011 raised the wide discussion on the state social pension insurance system future development of Lithuania. This reform clearly demonstrates that the government in 2003 opted for a liberal position and in 2011 – it was decided to strengthen state social insurance guarantees. Moreover, Lithuanian population is ageing rapidly (low birth rate, longer life expectancy) and ageing influences all society and requires pension system reforms more complex and pressing.Articledepartmental bulletin pape
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