{"id":3663,"date":"2020-03-18T00:00:00","date_gmt":"2020-03-18T00:00:00","guid":{"rendered":"https:\/\/new.leinonen.eu\/lva\/darbinieku-skaita-samazinasana-un-kolektiva-atlaisana\/"},"modified":"2020-03-18T00:00:00","modified_gmt":"2020-03-18T00:00:00","slug":"darbinieku-skaita-samazinasana-un-kolektiva-atlaisana","status":"publish","type":"post","link":"https:\/\/leinonen.eu\/lva\/lv\/news\/darbinieku-skaita-samazinasana-un-kolektiva-atlaisana\/","title":{"rendered":"Darbinieku skaita samazin\u0101\u0161ana un kolekt\u012bv\u0101 atlai\u0161ana"},"content":{"rendered":"
\n
Saist\u012bb\u0101 ar COVID-19 izplat\u012b\u0161anos, 2020.gada 13.mart\u0101 Latvijas Republik\u0101 tika izsludin\u0101ta \u0101rk\u0101rt\u0113j\u0101 situ\u0101cija, l\u012bdz 2020.gada 14.apr\u012blim. Atsevi\u0161\u0137as tautsaimniec\u012bbas nozares ar\u012b Baltijas valstu re\u0123ion\u0101 izj\u016bt sekas, kas ir saist\u012btas ar COVID-19 izplat\u012b\u0161anos. Viens no gr\u016bt\u0101kajiem l\u0113mumiem, ko sakar\u0101 ar COVID-19 izplat\u012b\u0161anos ir j\u0101pie\u0146em darba dev\u0113jiem, ir l\u0113mums par darba attiec\u012bbu izbeig\u0161anu ar darbiniekiem. <\/p>\n

Tom\u0113r darba l\u012bguma izbeig\u0161ana ir at\u013cauta tikai Darba likum\u0101 noteiktos gad\u012bjumos un k\u0101rt\u012bb\u0101. Proti, neskatoties uz past\u0101vo\u0161iem finansi\u0101liem sare\u017e\u0123\u012bjumiem vai iev\u0113rojamu darba apjoma samazin\u0101\u0161anos, darba dev\u0113jam ir strikti j\u0101iev\u0113ro darba tiesisko attiec\u012bbu izbeig\u0161anas k\u0101rt\u012bba. Turpin\u0101jum\u0101 ir apkopota inform\u0101cija par darba tiesisko attiec\u012bbu izbeig\u0161anu, pamatojoties uz darbinieku skaita samazin\u0101\u0161anu. <\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
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Darba l\u012bguma uzteikuma k\u0101rt\u012bba<\/b><\/p>\n<\/td>\n<\/tr>\n

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Darb\u012bbas<\/p>\n<\/td>\n

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Apraksts<\/p>\n<\/td>\n<\/tr>\n

\n

1. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Visp\u0101r\u012bgs apraksts<\/b><\/p>\n<\/td>\n

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Saska\u0146\u0101 ar Darba likuma 101.panta pirm\u0101s da\u013cas 9.punktu, Darba dev\u0113jam ir ties\u012bbas rakstveid\u0101 uzteikt darba l\u012bgumu, ja tiek samazin\u0101ts darbinieku skaits. Darbinieku skaita samazin\u0101\u0161ana ir darba l\u012bguma uzteikums t\u0101du iemeslu d\u0113\u013c, kas nav saist\u012bti ar darbinieka uzved\u012bbu vai vi\u0146a sp\u0113j\u0101m, bet ir pietiekami pamatots ar neatliekamu saimniecisku, organizatorisku, tehnolo\u0123isku vai l\u012bdz\u012bga rakstura pas\u0101kumu veik\u0161anu uz\u0146\u0113mum\u0101.<\/p>\n

T\u0101d\u0113j\u0101di, lai uzteiktu darba l\u012bgumu, pamatojoties uz darbinieku skaita samazin\u0101\u0161anu, uzteikumam ir j\u0101b\u016bt pietiekami <\/u>pamatotam ar neatliekamu<\/u> saimniecisku, organizatorisku, tehnolo\u0123isku vai l\u012bdz\u012bga rakstura pas\u0101kumu veik\u0161anu uz\u0146\u0113mum\u0101.<\/p>\n<\/td>\n<\/tr>\n

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2. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/p>\n<\/td>\n

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Darba dev\u0113ja l\u0113mums par darbinieku skaita samazin\u0101\u0161anu<\/b><\/p>\n<\/td>\n

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Darba dev\u0113jam ir j\u0101pie\u0146em rakstisks l\u0113mums par darbinieku skaita samazin\u0101jumu, aprakstot konkr\u0113tos neatliekamos saimnieciskos, organizatoriskos vai cita rakstura pas\u0101kumus, kas ir darbinieku skaita samazin\u0101\u0161anas pamat\u0101 un nor\u0101dot to ietekmi uz nodarbin\u0101t\u012bbu – cik un k\u0101das amata vietas tiks likvid\u0113tas. Iesp\u0113jama str\u012bda gad\u012bjum\u0101 \u0161\u0101ds rakstveida l\u0113mums ar attiec\u012bgu pamatojumu var kalpot par pier\u0101d\u012bjumu tam, ka darbinieku skaita samazin\u0101\u0161ana bija tiesiska un nepiecie\u0161ama.<\/p>\n

T\u0101d\u0113j\u0101di, izskatot darbinieku skaita samazin\u0101jumu saist\u012bb\u0101 ar COVID-19 izrais\u012bt\u0101m sek\u0101m, darba dev\u0113jiem b\u016btu prec\u012bzi j\u0101apraksta COVID-19 pand\u0113mijas ietekme uz attiec\u012bgo darba dev\u0113ja uz\u0146\u0113mumu. T\u0101pat darba dev\u0113ja l\u0113mum\u0101 b\u016btiski konstat\u0113t nepiecie\u0161am\u012bbu likvid\u0113t noteiktus amatus, nevis atlaist konkr\u0113tu darbinieku. Ja tiesa konstat\u0113s, ka darbavieta nav likvid\u0113ta, tad t\u0101 var atz\u012bt, ka nav iest\u0101ju\u0161ies apst\u0101k\u013ci, lai piem\u0113rotu ties\u012bbu normu par darbinieku skaita samazin\u0101\u0161anu.<\/p>\n<\/td>\n<\/tr>\n

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3. <\/b><\/p>\n<\/td>\n

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J\u0101izv\u0113rt\u0113, vai ir iesp\u0113jams nodarbin\u0101t darbinieku cit\u0101 amat\u0101<\/b><\/p>\n<\/td>\n

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Darbinieku skaita samazin\u0101\u0161anas gad\u012bjum\u0101, darba l\u012bgumu uzteikt ir at\u013cauts, ja darba dev\u0113jam nav iesp\u0113jams darbinieku ar vi\u0146a piekri\u0161anu nodarbin\u0101t cit\u0101 darb\u0101 tai pa\u0161\u0101 vai cit\u0101 uz\u0146\u0113mum\u0101. \u0160aj\u0101 kontekst\u0101 ar citu uz\u0146\u0113mumu j\u0101saprot t\u0101s pa\u0161as juridisk\u0101s personas cita organizatoriska vien\u012bba. <\/p>\n

Darba dev\u0113ja pien\u0101kums pied\u0101v\u0101t darbu ir, ja darba dev\u0113jam \u0161\u0101da iesp\u0113ja past\u0101v uzteikuma izsnieg\u0161anas laik\u0101, \u0146emot v\u0113r\u0101, ka j\u0101pied\u0101v\u0101 tikai t\u0101ds darbs, kuru darbinieks atbilsto\u0161i savai kvalifik\u0101cijai un sp\u0113j\u0101m var\u0113tu veikt. Ja darba dev\u0113js nav izv\u0113rt\u0113jis iesp\u0113ju p\u0101rcelt darbinieku cit\u0101 darb\u0101, faktiski past\u0101vot \u0161\u0101dai iesp\u0113jai (uzteikuma izsnieg\u0161anas laik\u0101), b\u016btu pamats atz\u012bt, ka darba dev\u0113js ir p\u0101rk\u0101pis darba l\u012bguma uzteik\u0161anas k\u0101rt\u012bbu.[1]<\/a><\/p>\n<\/td>\n<\/tr>\n

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4. \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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J\u0101izv\u0113rt\u0113, kuriem darbiniekiem ir priek\u0161roc\u012bbas turpin\u0101t darba attiec\u012bbas<\/b><\/p>\n<\/td>\n

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Ja tiek likvid\u0113ta tikai da\u013ca no konkr\u0113t\u0101 amata viet\u0101m (vai da\u017e\u0101das nosaukuma amata vietas, bet kas veic t\u0101das pa\u0161as vai l\u012bdz\u012bgas funkcijas un pien\u0101kumus), tad darba dev\u0113jam ir pien\u0101kums izv\u0113rt\u0113t, kuriem no darbiniekiem, kas ie\u0146em likvid\u0113jam\u0101s amata vietas, ir priek\u0161roc\u012bba turpin\u0101t darba attiec\u012bbas (piem\u0113ram, tiek likvid\u0113tas 5 no 10 p\u0101rdo\u0161anas speci\u0101listu amatu viet\u0101m). \u0160\u0101d\u0101 gad\u012bjum\u0101 priek\u0161roc\u012bbas turpin\u0101t darba attiec\u012bbas ir tiem darbiniekiem, kuriem ir lab\u0101ki darba rezult\u0101ti <\/b>un augst\u0101ka kvalifik\u0101cija<\/b>. <\/p>\n

Ja darba rezult\u0101ti un kvalifik\u0101cija b\u016btiski neat\u0161\u0137iras, priek\u0161roc\u012bbas palikt darb\u0101 ir tiem darbiniekiem, kuri atbilst k\u0101dai no priek\u0161roc\u012bb\u0101m, kas noteikti Darba likuma 108.pnta 2.da\u013c\u0101. B\u016btiski, ka neviena no \u0161\u012bm priek\u0161roc\u012bb\u0101m nav priorit\u0101ra sal\u012bdzin\u0101jum\u0101 ar p\u0101r\u0113j\u0101m. Tom\u0113r, ja izv\u0113rt\u0113juma rezult\u0101t\u0101 darba dev\u0113js secina, ka ir darbinieki, kuriem ir da\u017e\u0101das priek\u0161roc\u012bbas turpin\u0101t darbu, tad darba dev\u0113jam ir ties\u012bbas lemt, kurai no priek\u0161roc\u012bb\u0101m katr\u0101 konkr\u0113taj\u0101 gad\u012bjum\u0101 dodama priek\u0161roka. <\/p>\n

Lai nodro\u0161in\u0101tu, ka izv\u0113rt\u0113jums tiek veikts objekt\u012bvi, b\u016bti ieteicams rakstveid\u0101 izstr\u0101d\u0101t konkr\u0113tu procesu\u0101lo k\u0101rt\u012bbu, noteikt v\u0113rt\u0113\u0161anas krit\u0113rijus, p\u0113c kuriem veikt darbinieku darba rezult\u0101tu un kvalifik\u0101cijas izv\u0113rt\u0113jumu.[2]<\/a> Ieteicams izveidot speci\u0101lu komisiju darbinieku izv\u0113rt\u0113\u0161anai, uz kuras atzinuma pamata tiek pie\u0146emts l\u0113mums par darba l\u012bguma uzteik\u0161anu konkr\u0113tajam darbiniekam.[3]<\/a><\/p>\n<\/td>\n<\/tr>\n

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5. \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Darba dev\u0113ja uzteikuma aizliegumi un ierobe\u017eojumi<\/b><\/p>\n<\/td>\n

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Darba dev\u0113jam ir aizliegts uzteikt darba l\u012bgumu saist\u012bb\u0101 ar darbinieku skaita samazin\u0101\u0161anu <\/i>ar: gr\u016btnieci; ar sievieti p\u0113cdzemd\u012bbu period\u0101 l\u012bdz vienam gadam, bet, ja sieviete baro b\u0113rnu ar kr\u016bti, \u2014 vis\u0101 baro\u0161anas laik\u0101, bet ne ilg\u0101k k\u0101 l\u012bdz b\u0113rna divu gadu vecumam; k\u0101 ar\u012b ar darbinieku, kur\u0161 atz\u012bts par personu ar invalidit\u0101ti.<\/p>\n

Darba dev\u0113jam nav ties\u012bbu uzteikt darba l\u012bgumu darbinieka p\u0101rejo\u0161as darbnesp\u0113jas laik\u0101, k\u0101 ar\u012b laik\u0101, kad darbinieks ir atva\u013cin\u0101jum\u0101 vai neveic darbu citu attaisnojo\u0161u iemeslu d\u0113\u013c.<\/p>\n<\/td>\n<\/tr>\n

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6. \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Darba l\u012bguma uzteik\u0161ana arodbiedr\u012bbas biedram<\/b><\/p>\n<\/td>\n

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Pirms uzteikuma izsnieg\u0161anas darba dev\u0113jam j\u0101l\u016bdz darbinieku rakstveid\u0101 sniegt inform\u0101ciju par to, vai darbinieks ir arodbiedr\u012bbas biedrs ilg\u0101k k\u0101 6 m\u0113ne\u0161us. Ja darbinieks ir arodbiedr\u012bbas biedrs ilg\u0101k par 6 m\u0113ne\u0161iem, tad, pirms darba l\u012bguma uzteik\u0161anas ir nepiecie\u0161ama arodbiedr\u012bbas piekri\u0161ana.<\/p>\n<\/td>\n<\/tr>\n

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7. \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Arodbiedr\u012bbas piekri\u0161anas sa\u0146em\u0161ana (kad nepiecie\u0161ams)<\/b><\/p>\n<\/td>\n

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Ja nepiecie\u0161ama arodbiedr\u012bbas piekri\u0161ana, darba dev\u0113js iesniedz attiec\u012bgajai arodbiedr\u012bbai piepras\u012bjumu, ar kuru l\u016bdz arodbiedr\u012bbas piekri\u0161anu darba l\u012bguma uzteikumam. Ja 7 darba dienu laik\u0101 arodbiedr\u012bba neinform\u0113 darba dev\u0113ju par savu l\u0113mumu, uzskat\u0101ms, ka arodbiedr\u012bba piekritusi darba l\u012bguma izbeig\u0161anai. <\/p>\n

Ja darbinieku arodbiedr\u012bba nepiekr\u012bt darba l\u012bguma uzteikumam, viena m\u0113ne\u0161a laik\u0101 no atbildes sa\u0146em\u0161anas dienas darba dev\u0113js var celt pras\u012bbu ties\u0101 par darba l\u012bguma izbeig\u0161anu.<\/p>\n<\/td>\n<\/tr>\n

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8. \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Uzteikuma pazi\u0146o\u0161ana<\/b><\/p>\n<\/td>\n

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Ja arodbiedr\u012bbas at\u013cauja sa\u0146emta vai ja t\u0101 nav nepiecie\u0161ama, darba dev\u0113js sagatavo rakstveida darba l\u012bguma uzteikumu un pazi\u0146o to darbiniekam. Uzteikum\u0101 oblig\u0101ti nor\u0101d\u0101mi apst\u0101k\u013ci, uz kuru pamata darba l\u012bgums tiek uzteiks.<\/p>\n

Darba dev\u0113js uzteikumu var pazi\u0146ot darbiniekam:<\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 Personiski (ieteicams l\u016bgt darbiniekam parakst\u012bties par to, ka sa\u0146\u0113mis uzteikumu);<\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 Ja darbinieks atsak\u0101s personiski sa\u0146emt uzteikumu, darba dev\u0113js darbiniekam var uzteikumu nolas\u012bt divu liecinieku kl\u0101tb\u016btn\u0113 un min\u0113to uzteikuma nolas\u012b\u0161anas faktu fiks\u0113jot akt\u0101;<\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 Pa elektronisko pastu, izmantojot dro\u0161u elektronisko parakstu, ja darba l\u012bgum\u0101 vai darba kopl\u012bgum\u0101 tie\u0161i noteiks, ka \u0161\u0101ds sazi\u0146as veids pus\u0113m ir pie\u0146emams; t\u0101d\u0101 gad\u012bjum\u0101 uzskat\u0101ms, ka uzteikums sa\u0146emts otraj\u0101 darba dien\u0101 p\u0113c t\u0101 nos\u016bt\u012b\u0161anas;<\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 Pa pastu uz darba l\u012bgum\u0101 nor\u0101d\u012bto adresi; t\u0101d\u0101 gad\u012bjum\u0101 uzskat\u0101ms, ka uzteikums sa\u0146emts sept\u012btaj\u0101 dien\u0101 p\u0113c s\u016bt\u012bjuma nodo\u0161anas past\u0101.<\/p>\n

Darba dev\u0113ja uzteikuma termi\u0146\u0161, saist\u012bb\u0101 ar darbinieku skaita samazin\u0101\u0161anu ir viens m\u0113nesis<\/b>.<\/p>\n<\/td>\n<\/tr>\n

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9. \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/p>\n<\/td>\n

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Laiks jauna darba mekl\u0113\u0161anai<\/b><\/p>\n<\/td>\n

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Darba dev\u0113jam p\u0113c darbinieka rakstveida piepras\u012bjuma ir pien\u0101kums nol\u012bgt\u0101 darba laika ietvaros pie\u0161\u0137irt darbiniekam atbilsto\u0161u laiku cita darba mekl\u0113\u0161anai. \u0160\u0101 laika ilgumu un \u0161aj\u0101 laikposm\u0101 darbiniekam saglab\u0101jam\u0101s izpe\u013c\u0146as apm\u0113ru nosaka darba kopl\u012bgum\u0101 vai darba l\u012bgum\u0101. Savuk\u0101rt, ja \u0161ajos dokumentos attiec\u012bgais jaut\u0101jums netiek regul\u0113ts, tad puses par to atsevi\u0161\u0137i vienojas.<\/p>\n<\/td>\n<\/tr>\n

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10. \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Atlai\u0161anas pabalsts<\/b><\/p>\n<\/td>\n

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Ja darba kopl\u012bgum\u0101 vai darba l\u012bgum\u0101 nav noteikts liel\u0101ks atlai\u0161anas pabalsts, uzteicot darba l\u012bgumu saist\u012bb\u0101 ar darbinieku skaita samazin\u0101\u0161anu, darba dev\u0113jam ir pien\u0101kums izmaks\u0101t darbiniekam atlai\u0161anas pabalstu Darba likuma 112.pant\u0101 noteiktajos apm\u0113ros. <\/p>\n<\/td>\n<\/tr>\n

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11. \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Darbiniekam pien\u0101ko\u0161os naudas summu izmaksa<\/b><\/b><\/p>\n<\/td>\n

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Visas naudas summas (darba alga, neizmantot\u0101 atva\u013cin\u0101juma kompens\u0101cija, neizmaks\u0101tie avansa maks\u0101jumi un citas summas, ja attiecin\u0101ms), kas vi\u0146am pien\u0101kas no darba dev\u0113ja, izmaks\u0101jamas p\u0113d\u0113j\u0101 darbinieka darba dien\u0101.<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

\u00a0<\/p>\n

Sagatavojot rakstu, nav iesp\u0113jams ignor\u0113t Darba likum\u0101 ietverto regul\u0113jumu, kas skar iev\u0113rojamu darbinieku skaita samazin\u0101jumu, kas pie noteiktiem apst\u0101k\u013ciem var\u0113tu uzskat\u012bt par kolekt\u012bvu atlai\u0161anu.<\/p>\n

\u00a0 <\/p>\n\n\n\n\n\n\n\n\n
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Kolekt\u012bv\u0101 atlai\u0161ana<\/b><\/p>\n<\/td>\n<\/tr>\n

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Darb\u012bbas<\/p>\n<\/td>\n

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Apraksts<\/p>\n<\/td>\n<\/tr>\n

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1. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Defin\u012bcija<\/b><\/p>\n<\/td>\n

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Kolekt\u012bv\u0101 atlai\u0161ana ir t\u0101da darbinieku skaita samazin\u0101\u0161ana, ja atlai\u017eamo darbinieku skaits 30 dienu laik\u0101 ir:<\/p>\n

1) \u00a0 \u00a0 vismaz 5 darbinieki, ja darba dev\u0113js parasti nodarbina 21-49 darbiniekus;<\/p>\n

2) \u00a0 \u00a0 vismaz 10 darbinieki, ja darba parasti nodarbina 50-99 darbiniekus;<\/p>\n

3) \u00a0 \u00a0 vismaz 10% no darbinieku skaita, ja darba dev\u0113js parasti nodarbina 100-299 darbiniekus;<\/p>\n

4) \u00a0 \u00a0 vismaz 30 darbinieki, ja darba dev\u0113js parasti nodarbina 300 un vair\u0101k darbinieku.<\/p>\n

Piem\u0113ram, ja darba dev\u0113js nodarbina 50 darbiniekus, un atlai\u017e viena 30 dienu perioda ietvaros 5 darbiniekus un v\u0113l 5 darbiniekus p\u0113c tam, tad \u0161is gad\u012bjums uzskat\u0101ms par kolekt\u012bvo atlai\u0161anu.<\/p>\n

Apr\u0113\u0137inot atlai\u017eamo darbinieku skaitu, \u0146em v\u0113r\u0101 ar\u012b tos darba tiesisko attiec\u012bbu izbeig\u0161anas gad\u012bjumus, kad darba dev\u0113js nav uzteicis darba l\u012bgumu, bet darba tiesisk\u0101s attiec\u012bbas ir izbeigtas uz citiem pamatiem, kas nav saist\u012bti ar darbinieka uzved\u012bbu vai sp\u0113j\u0101m un ko ir veicin\u0101jis darba dev\u0113js.<\/p>\n<\/td>\n<\/tr>\n

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\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a02.<\/b>\u00a0<\/b><\/p>\n<\/td>\n

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Inform\u0113\u0161ana un konsult\u0113\u0161an\u0101s, veicot kolekt\u012bvo atlai\u0161anu<\/b><\/p>\n<\/td>\n

\n

Darba dev\u0113js laikus uzs\u0101k konsult\u0113\u0161anos ar darbinieku p\u0101rst\u0101vjiem, lai vienotos par kolekt\u012bvajai atlai\u0161anai pak\u013cauto darbinieku skaitu, kolekt\u012bv\u0101s atlai\u0161anas norisi un atlai\u017eamo darbinieku soci\u0101laj\u0101m garantij\u0101m. Darba dev\u0113jam b\u016btu j\u0101uzs\u0101k konsult\u0113\u0161an\u0101s br\u012bd\u012b, kad radies nodoms veikt kolekt\u012bvo atlai\u0161anu, nevis kad l\u0113mums jau pie\u0146emts. [4]<\/a> <\/p>\n

Lai darbinieku p\u0101rst\u0101vjiem nodro\u0161in\u0101tu iesp\u0113ju iesniegt priek\u0161likumus, k\u0101 izvair\u012bties no uz\u0146\u0113mum\u0101 nodarbin\u0101to darbinieku kolekt\u012bv\u0101s atlai\u0161anas vai samazin\u0101t tai pak\u013cauto darbinieku skaitu un k\u0101 m\u012bkstin\u0101t \u0161\u0101das atlai\u0161anas sekas, darba dev\u0113js laikus inform\u0113 darbinieku p\u0101rst\u0101vjus par kolekt\u012bvo atlai\u0161anu, rakstveid\u0101 pazi\u0146ojot Darba likuma 106.pant\u0101 noteikto inform\u0101ciju. <\/p>\n

Darba dev\u0113jam inform\u0113\u0161anas pien\u0101kums saglab\u0101jas vis\u0101 konsult\u0113\u0161an\u0101s procesa laik\u0101, kas noz\u012bm\u0113, ka darba dev\u0113jam atlai\u0161anas procesa gait\u0101 darbiniekiem j\u0101nodro\u0161ina aktu\u0101l\u0101 inform\u0101cija. <\/p>\n

Darbinieku konsult\u0113\u0161anas m\u0113r\u0137is ir v\u0113rsts uz darbinieka soci\u0101lo aizsardz\u012bbu. Ta\u010du tas nevar ierobe\u017eot darba dev\u0113ja ties\u012bbas veikt organizatoriskus un saimnieciska rakstura pas\u0101kumus uz\u0146\u0113mum\u0101 un lemt par darbinieku skaita samazin\u0101\u0161anu, t\u0101d\u0113\u013c likum\u0101 paredz\u0113ta \u012bpa\u0161a konsult\u0113\u0161an\u0101s un inform\u0113\u0161anas proced\u016bra, lai vienotos par kolekt\u012bv\u0101s atlai\u0161anas norisi un atlai\u017eamo darbinieku soci\u0101laj\u0101m garantij\u0101m.[5]<\/a> <\/p>\n<\/td>\n<\/tr>\n

\n

3. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

\n

Valsts iest\u0101\u017eu inform\u0113\u0161ana<\/b><\/p>\n<\/td>\n

\n

Darba dev\u0113js, kas paredz\u0113jis veikt kolekt\u012bvo atlai\u0161anu, ne v\u0113l\u0101k k\u0101 30 dienas iepriek\u0161 rakstveid\u0101 par to pazi\u0146o Nodarbin\u0101t\u012bbas valsts a\u0123ent\u016brai un pa\u0161vald\u012bbai, kuras administrat\u012bvaj\u0101 teritorij\u0101 uz\u0146\u0113mums atrodas, pazi\u0146ojum\u0101 ietverot Darba likuma 106.pant\u0101 noteikto inform\u0101ciju. Pazi\u0146ojuma norakstu darba dev\u0113js nos\u016bta ar\u012b darbinieku p\u0101rst\u0101vjiem. Nodarbin\u0101t\u012bbas valsts a\u0123ent\u016bra un pa\u0161vald\u012bba var piepras\u012bt no darba dev\u0113ja ar\u012b citu inform\u0101ciju, kas attiecas uz paredz\u0113to kolekt\u012bvo atlai\u0161anu.<\/p>\n<\/td>\n<\/tr>\n

\n

4. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/b>\u00a0<\/b><\/p>\n<\/td>\n

\n

Kolekt\u012bv\u0101s atlai\u0161anas uzs\u0101k\u0161ana<\/b><\/p>\n<\/td>\n

\n

Darba dev\u0113js kolekt\u012bvo atlai\u0161anu var uzs\u0101kt ne agr\u0101k k\u0101 30 dienas p\u0113c pazi\u0146ojuma iesnieg\u0161anas Nodarbin\u0101t\u012bbas valsts a\u0123ent\u016brai, ja darba dev\u0113js un darbinieku p\u0101rst\u0101vji nav vienoju\u0161ies par v\u0113l\u0101ku kolekt\u012bv\u0101s atlai\u0161anas uzs\u0101k\u0161anas termi\u0146u.<\/p>\n

Iz\u0146\u0113muma gad\u012bjumos Nodarbin\u0101t\u012bbas valsts a\u0123ent\u016bra var pagarin\u0101t \u0161\u0101 panta pirmaj\u0101 da\u013c\u0101 noteikto termi\u0146u l\u012bdz 60 dien\u0101m. Par termi\u0146a pagarin\u0101\u0161anu un t\u0101s iemesliem Nodarbin\u0101t\u012bbas valsts a\u0123ent\u016bra rakstveid\u0101 pazi\u0146o darba dev\u0113jam un darbinieku p\u0101rst\u0101vjiem divas ned\u0113\u013cas pirms \u0161\u0101 panta pirmaj\u0101 da\u013c\u0101 min\u0113t\u0101 termi\u0146a izbeig\u0161an\u0101s. <\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

[1]<\/a> AT Civillietu departamenta 2015. gada 30. apr\u012b\u013ca spriedums liet\u0101 Nr. SKC-2196\/2015 (C28338613).<\/p>\n

[2]<\/a> AT tiesu prakses apkopojums \u201cPar likumu piem\u0113ro\u0161anu, iz\u0161\u0137irot ties\u0101s str\u012bdus, kas saist\u012bti ar darba l\u012bgumu izbeig\u0161anos vai groz\u012b\u0161anu\u201d, 2004, 5. lpp.<\/p>\n

[3]<\/a> AT Sen\u0101ta Civillietu departamenta 2003. gada 22. oktobra spriedums liet\u0101 Nr. SKC-518<\/p>\n

[4]<\/a> EST 2009. gada 10. septembra spriedums liet\u0101 Nr. C-44\/08, Akavan Erityisalojen Keskusliitto AEK ry u.c. pret Fujitsu Siemens Computers Oy, 39. punkts<\/p>\n

[5]<\/a> AT Sen\u0101ta Civillietu departamenta 2013. gada 26. apr\u012b\u013ca spriedums liet\u0101 Nr. SKC-1106\/2013, 10.3. punkts. <\/div>\n

<\/div>\n","protected":false},"excerpt":{"rendered":"

Saist\u012bb\u0101 ar COVID-19 izplat\u012b\u0161anos, 2020.gada 13.mart\u0101 Latvijas Republik\u0101 tika izsludin\u0101ta \u0101rk\u0101rt\u0113j\u0101 situ\u0101cija, l\u012bdz 2020.gada 14.apr\u012blim. Atsevi\u0161\u0137as tautsaimniec\u012bbas nozares ar\u012b Baltijas valstu re\u0123ion\u0101 izj\u016bt sekas, kas ir saist\u012btas ar COVID-19 izplat\u012b\u0161anos. Viens no gr\u016bt\u0101kajiem l\u0113mumiem, ko sakar\u0101 ar COVID-19 izplat\u012b\u0161anos ir j\u0101pie\u0146em darba dev\u0113jiem, ir l\u0113mums par darba attiec\u012bbu izbeig\u0161anu ar darbiniekiem. Tom\u0113r darba l\u012bguma izbeig\u0161ana […]<\/p>\n","protected":false},"author":22,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[1],"tags":[],"coauthors":[122],"class_list":["post-3663","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"acf":[],"yoast_head":"\nDarbinieku skaita samazin\u0101\u0161ana un kolekt\u012bv\u0101 atlai\u0161ana – Leinonen Latvia<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/leinonen.eu\/lva\/lv\/news\/darbinieku-skaita-samazinasana-un-kolektiva-atlaisana\/\" \/>\n<meta property=\"og:locale\" content=\"lv_LV\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Darbinieku skaita samazin\u0101\u0161ana un kolekt\u012bv\u0101 atlai\u0161ana – Leinonen Latvia\" \/>\n<meta property=\"og:description\" content=\"Saist\u012bb\u0101 ar COVID-19 izplat\u012b\u0161anos, 2020.gada 13.mart\u0101 Latvijas Republik\u0101 tika izsludin\u0101ta \u0101rk\u0101rt\u0113j\u0101 situ\u0101cija, l\u012bdz 2020.gada 14.apr\u012blim. 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