{"id":16495,"date":"2017-06-15T10:12:20","date_gmt":"2017-06-15T10:12:20","guid":{"rendered":"http:\/\/triniti.eu\/insights\/rekomendacijos-ka-reikia-atlikti-pakeitus-darbo-kodeksa\/"},"modified":"2026-04-15T13:39:26","modified_gmt":"2026-04-15T13:39:26","slug":"rekomendacijos-ka-reikia-atlikti-pakeitus-darbo-kodeksa","status":"publish","type":"insights","link":"https:\/\/triniti.1kdigital.com\/lt\/insights\/rekomendacijos-ka-reikia-atlikti-pakeitus-darbo-kodeksa\/","title":{"rendered":"Rekomendacijos, k\u0105 reikia atlikti pakeitus darbo kodeks\u0105"},"content":{"rendered":"\nJeigu \u012fmon\u0117je dirba ma\u017eiau nei 20 darbuotoj\u0173:<\/em><\/strong>\n\nDarbo sutarties pakeitimai<\/u><\/strong>\n\nPri\u0117mus nauj\u0105 Darbo kodeks\u0105, pakeisti darbo sutartis yra:\n
    \n \t
  • privaloma<\/u>, jeigu ji prie\u0161tarauja imperatyviems reikalavimams (pvz., netinkamai nurodyta darbo vieta, per ma\u017eas darbo u\u017emokestis u\u017e kvalifikuot\u0105 darb\u0105 ir pan.),<\/li>\n<\/ul>\narba\n
      \n \t
    • rekomenduojama<\/u>, jeigu darbdavys pageidauja pasinaudoti Darbo kodekso teikiamomis galimyb\u0117mis ir darbuotojas su tuo sutinka (pvz., atsirado daugiau galim\u0173 darbo sutarties r\u016b\u0161i\u0173, kurias galima rinktis, didesn\u0117s galimyb\u0117s sudaryti neterminuotas darbo sutartis, galima tartis d\u0117l ilgesnio laikotarpio mokymo i\u0161laid\u0173 atlyginimo ir pan.), taip pat jeigu norima tinkamai sutvarkyti nuorodas \u012f Darbo kodekso straipsnius.<\/li>\n<\/ul>\nSusitarimas d\u0117l nekonkuravimo<\/u><\/strong>\n\nNustatytos privalomos tokio susitarimo s\u0105lygos (pvz., ilgiausias galiojimo terminas \u2013 2 metai po darbo sutarties pasibaigimo, galima sudaryti tik su darbuotojais, turin\u010diais speciali\u0173 \u017eini\u0173 ar geb\u0117jim\u0173, kompensacija \u2013 ne ma\u017eesn\u0117 kaip 40\u00a0% darbo sutarties pasibaigimo metu buvusio darbuotojo vidutinio darbo u\u017emokes\u010dio ir kt.).\n\nSusitarimas d\u0117l konfidencialios informacijos apsaugos<\/u><\/strong>\n\nJis gali b\u016bti sudaromas su visais darbuotojais, kurie turi pri\u0117jim\u0105 prie konfidencialios informacijos. Turi b\u016bti sudarytas konfidencialios informacijos s\u0105ra\u0161as, kuris negali apimti vie\u0161ai prieinam\u0173 duomen\u0173, kurie negali b\u016bti laikomi konfidencialiais pagal teis\u0117s aktus ar pagal j\u0173 paskirt\u012f ar kuri\u0173 apsaugai darbdavys nesiima proting\u0173 priemoni\u0173. Taip pat privaloma numatyti susitarimo galiojimo termin\u0105 ir darbdavio pareigas, susijusias su informacijos slaptumo i\u0161saugojimo priemon\u0117mis. Galima nustatyti netesybas u\u017e pa\u017eeidimus. Galiojimo terminas \u2013 1 metai po darbo santyki\u0173 pasibaigimo, bet \u0161alys gali susitarti ir d\u0117l ilgesnio termino.\n\nNuotolinis darbas<\/u><\/strong>\n\nDirbti nuotoliniu b\u016bdu gali b\u016bti skiriama tik darbuotojo pra\u0161ymu arba \u0161ali\u0173 susitarimu, tod\u0117l rekomenduojama parengti pra\u0161ymo ir susitarimo formas. Taip pat ra\u0161tu turi b\u016bti nustatomi darbo vietos reikalavimai (jeigu tokie keliami), darbui suteikiamos naudoti darbo priemon\u0117s, apr\u016bpinimo jomis tvarka, naudojimosi darbo priemon\u0117mis taisykl\u0117s, nurodomas darboviet\u0117s padalinys, skyrius ar atsakingas asmuo, kuriam darbuotojas turi atsiskaityti u\u017e atlikt\u0105 darb\u0105 darbdavio nustatyta tvarka.\n\nPri\u0117mimo \u012f darb\u0105 ir darbo sutarties nutraukimo proced\u016bros<\/u><\/strong>\n\nSudarant darbo sutart\u012f, darbdavys privalo pateikti darbuotojui prane\u0161im\u0105 apie darbo s\u0105lygas. Nutraukiant darbo sutart\u012f, darbdavys tur\u0117s priimti sprendim\u0105 nutraukti darbo sutart\u012f arba konstatuoti darbo sutarties pasibaigim\u0105. Be to, reik\u0117t\u0173 per\u017ei\u016br\u0117ti atleidimo pagrindus ir \u012fra\u0161us apie darbo sutarties nutraukimus daryti pagal nauj\u0105j\u012f Darbo kodeks\u0105 ir jo straipsnius.\n\n\u012evair\u016bs prane\u0161imai, atsakymai, pa\u017eymos<\/u><\/strong>\n\nDarbdaviui nustatyta daug pareig\u0173, susijusi\u0173 su ra\u0161tu pateiktinais dokumentais. D\u0117l \u0161ios prie\u017easties patartina parengti tipines formas, kurios bus naudojamos, tokiu b\u016bdu sutaupant laiko (pvz., pa\u017eymos ir motyvuoti atsakymai darbuotojams, darbo rezultat\u0173 \u012fvertinimas, rezultat\u0173 gerinimo planas, \u012fsp\u0117jimas apie galim\u0105 atleidim\u0105 u\u017e antr\u0105 tok\u012f pat\u012f darbo pareig\u0173 pa\u017eeidim\u0105).\n\nVisi\u0161kos materialin\u0117s atsakomyb\u0117s sutartis<\/strong> \u2013 <\/u>nebegalima<\/em>\n\nInformacini\u0173 ir komunikacini\u0173 technologij\u0173 naudojimo bei darbuotoj\u0173 steb\u0117senos ir kontrol\u0117s darbo vietoje tvarka.<\/u><\/strong>\n\nPAPILDOMAI: jeigu \u012fmonej\u0117 dirba 20-49 darbuotojai:<\/em><\/strong>\n
        \n \t
      1. \u00a0<\/em><\/strong>Darbo taryb\u0173 inicijavimas (sudaroma rinkim\u0173 komisija);<\/li>\n \t
      2. Darbo apmok\u0117jimo sistema.<\/li>\n<\/ol>\nPAPILDOMAI: jeigu \u012fmon\u0117je dirba daugiau nei 50 darbuotoj\u0173:<\/em><\/strong>\n
          \n \t
        1. \u00a0<\/em><\/strong>Lygi\u0173 galimybi\u0173 politika;<\/li>\n \t
        2. Darbuotoj\u0173 asmens duomen\u0173 apsaugos taisykl\u0117s.<\/li>\n<\/ol>\nPagal darbdavio poreik\u012f:<\/em><\/strong>\n
            \n \t
          1. Darbo tvarkos taisykl\u0117s ar j\u0173 pakeitimai;<\/li>\n \t
          2. Pareigybi\u0173 nuostatai;<\/li>\n \t
          3. Kita<\/li>\n<\/ol>\n \n\n \n\n \n","protected":false},"featured_media":7373,"template":"","person_countries":[248],"people_industries":[],"experience_practice_area":[569],"insight_category":[441],"class_list":["post-16495","insights","type-insights","status-publish","has-post-thumbnail","hentry","person_countries-lietuva","experience_practice_area-darbo-teise","insight_category-tinklarastis"],"acf":[],"yoast_head":"\nRekomendacijos, k\u0105 reikia atlikti pakeitus darbo kodeks\u0105 - TRINITI - Pan-Baltic Law Firm<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"lt_LT\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Rekomendacijos, k\u0105 reikia atlikti pakeitus darbo kodeks\u0105 - TRINITI - Pan-Baltic Law Firm\" \/>\n<meta property=\"og:description\" content=\"Jeigu \u012fmon\u0117je dirba ma\u017eiau nei 20 darbuotoj\u0173: Darbo sutarties pakeitimai Pri\u0117mus nauj\u0105 Darbo kodeks\u0105, pakeisti darbo sutartis yra: privaloma, jeigu ji prie\u0161tarauja imperatyviems reikalavimams (pvz., netinkamai nurodyta darbo vieta, per ma\u017eas darbo u\u017emokestis u\u017e kvalifikuot\u0105 darb\u0105 ir pan.), arba rekomenduojama, jeigu darbdavys pageidauja pasinaudoti Darbo kodekso teikiamomis galimyb\u0117mis ir darbuotojas su tuo sutinka (pvz., atsirado […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/triniti.1kdigital.com\/lt\/insights\/rekomendacijos-ka-reikia-atlikti-pakeitus-darbo-kodeksa\/\" \/>\n<meta property=\"og:site_name\" content=\"TRINITI - 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