{"id":3668,"date":"2019-12-12T00:00:00","date_gmt":"2019-12-12T00:00:00","guid":{"rendered":"https:\/\/new.leinonen.eu\/lva\/darba-attiecibu-izbeigsana-gadijumos-kad-darbiniekam-nav-pietiekamu-profesionalo-speju-noligta-darba-veiksanai\/"},"modified":"2019-12-12T00:00:00","modified_gmt":"2019-12-12T00:00:00","slug":"darba-attiecibu-izbeigsana-gadijumos-kad-darbiniekam-nav-pietiekamu-profesionalo-speju-noligta-darba-veiksanai","status":"publish","type":"post","link":"https:\/\/leinonen.eu\/lva\/lv\/news\/darba-attiecibu-izbeigsana-gadijumos-kad-darbiniekam-nav-pietiekamu-profesionalo-speju-noligta-darba-veiksanai\/","title":{"rendered":"Darba attiec\u012bbu izbeig\u0161ana gad\u012bjumos, kad darbiniekam nav pietiekamu profesion\u0101lo sp\u0113ju nol\u012bgt\u0101 darba veik\u0161anai"},"content":{"rendered":"
\n
Darba l\u012bguma izbeig\u0161ana ir at\u013cauta tikai Darba likum\u0101 noteiktos gad\u012bjumos un k\u0101rt\u012bb\u0101. Ja darbiniekam nav pietiekamu profesion\u0101lo sp\u0113ju nol\u012bgt\u0101 darba veik\u0161anai, darba dev\u0113js ir ties\u012bgs izsniegt darba l\u012bguma uzteikumu (turpm\u0101k \u2013 Uzteikums), pamatojoties uz Darba likuma 101.panta pirm\u0101s da\u013cas 6.punku.<\/p>\n

Darba l\u012bguma uzteik\u0161anas k\u0101rt\u012bba<\/b> <\/p>\n\n\n\n\n\n\n\n\n\n\n
\n

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

\n

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

\n

\u00a0<\/p>\n

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

\n

J\u0101izv\u0113rt\u0113 darbinieka profesion\u0101l\u0101s sp\u0113jas un to atbilst\u012bba nol\u012bgt\u0101 darba veik\u0161anai nepiecie\u0161amaj\u0101m sp\u0113j\u0101m<\/b><\/p>\n<\/td>\n

\n

– \u00a0 \u00a0 \u00a0 \u00a0 Darba dev\u0113jam j\u0101defin\u0113 skaidri darba pien\u0101kumi un darbiniekam sasniedzamie m\u0113r\u0137i<\/p>\n

Darba dev\u0113js var objekt\u012bvi izv\u0113rt\u0113t to, vai darbinieka profesion\u0101l\u0101s sp\u0113jas atbilst t\u0101m sp\u0113j\u0101m, kas nepiecie\u0161amas nol\u012bgt\u0101 darba veik\u0161anai tikai tad, ja darbinieks iepriek\u0161 ir bijis inform\u0113ts par pras\u012bb\u0101m, kas no darbinieka tiek sagaid\u012btas attiec\u012bgaj\u0101 amat\u0101. T\u0101p\u0113c rekomend\u0113jams uzs\u0101kot darba attiec\u012bbas darbiniekiem skaidri noteikt darba pien\u0101kumus, un ja atbilsto\u0161i amatam ar\u012b skaidri sasniedzamus m\u0113r\u0137us.<\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 Darbinieka profesion\u0101lo sp\u0113ju izv\u0113rt\u0113jums<\/p>\n

Darba dev\u0113jam b\u016btu j\u0101veic darbinieka darba izpild\u012bjuma nov\u0113rt\u0113jums, lai izv\u0113rt\u0113tu, vai darbinieks ir sp\u0113jis izpild\u012bt t\u0101s pras\u012bbas, kas no attiec\u012bgaj\u0101 nol\u012bgtaj\u0101 darb\u0101 tika sagaid\u012btas. Izv\u0113rt\u0113jums b\u016btu j\u0101veic rakstveid\u0101.<\/p>\n

Izv\u0113rt\u0113\u0161anas procesam un krit\u0113rijiem b\u016btu j\u0101b\u016bt objekt\u012bviem, neitr\u0101liem un vienl\u012bdz\u012bgiem starp darbiniekiem, lai izvair\u012btos no iesp\u0113jamiem str\u012bdiem, kas saist\u012bti ar diskrimin\u0101ciju. <\/p>\n

Ja izv\u0113rt\u0113\u0161anas laik\u0101 darba dev\u0113js konstat\u0113, ka darbiniekam nav nepiecie\u0161amo profesion\u0101lo sp\u0113ju nol\u012bgt\u0101 amata veik\u0161anai, darba dev\u0113js ir ties\u012bgs izbeigt darba l\u012bgumu. <\/p>\n<\/td>\n<\/tr>\n

\n

\u00a0<\/p>\n

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

\n

Darbiniekam j\u0101pied\u0101v\u0101 str\u0101d\u0101t cit\u0101 darb\u0101 pie darba dev\u0113ja vai t\u0101 saist\u012bt\u0101 uz\u0146\u0113mum\u0101 <\/b><\/p>\n<\/td>\n

\n

Pirms darba tiesisko attiec\u012bbu izbeig\u0161anas, darba dev\u0113jam j\u0101izv\u0113rt\u0113, vai darbinieku var nodarbin\u0101t cit\u0101 darb\u0101, kas ir l\u012bdzv\u0113rt\u012bgs eso\u0161ajam darbam un kas atbilstu konkr\u0113t\u0101 darbinieka kvalifik\u0101cijai \/ profesion\u0101laj\u0101m sp\u0113j\u0101m. T\u0101p\u0113c darba dev\u0113jam j\u0101izv\u0113rt\u0113, vai ir \u0161\u0101das vakances darba dev\u0113ja uz\u0146\u0113mum\u0101 vai saist\u012bt\u0101 uz\u0146\u0113mum\u0101.<\/p>\n

Ja ir \u0161\u0101das vakances, darba dev\u0113jam ir pien\u0101kums t\u0101s pied\u0101v\u0101t darbiniekam. Ieteicams pied\u0101v\u0101jumu izteikt rakstveid\u0101. <\/p>\n

<\/p>\n

Ja darbinieks atsak\u0101s no pied\u0101v\u0101t\u0101s vakances, vai ja darba dev\u0113js konstat\u0113 ka \u0161\u0101du vakan\u010du nav, tad darba dev\u0113js var turpin\u0101t darba l\u012bguma izbeig\u0161anas procesu. Apst\u0101klis, ka darbinieks ir atteicies no vakances vai ka \u0161\u0101das vakances nav b\u016btu j\u0101iek\u013cauj Uzteikum\u0101. <\/p>\n<\/td>\n<\/tr>\n

\n

\u00a0<\/p>\n

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

\n

J\u0101izv\u0113rt\u0113 vai un cik ilgi darbinieks ir darbinieku arodbiedr\u012bbas biedrs<\/b><\/p>\n<\/td>\n

\n

Darba dev\u0113jam ir pien\u0101kums noskaidrot, vai darbinieks ir darbinieku arodbiedr\u012bbas biedrs ilg\u0101k par 6 m\u0113ne\u0161iem. Piepras\u012bjumam sniegt inform\u0101ciju un darbinieka atbildei b\u016btu j\u0101b\u016bt rakstveid\u0101.<\/p>\n

Ja darbinieks ir arodbiedr\u012bbas biedrs ilg\u0101k par 6 m\u0113ne\u0161iem, tad darba dev\u0113jam ir pien\u0101kums sa\u0146emt attiec\u012bg\u0101s arodbiedr\u012bbas piekri\u0161anu pirms darba l\u012bguma uzteik\u0161anas.<\/p>\n<\/td>\n<\/tr>\n

\n

\u00a0<\/p>\n

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

\n

Arodbiedr\u012bbas at\u013caujas sa\u0146em\u0161ana (ja nepiecie\u0161ams)<\/b><\/p>\n<\/td>\n

\n

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

<\/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

\n

\u00a0<\/p>\n

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

\n

Izv\u0113rt\u0113 apst\u0101k\u013cus, kuros aizliegts uzteikt darba l\u012bgumu<\/b><\/p>\n<\/td>\n

\n

Pamatojoties uz Darba likuma 101.panta pirm\u0101s da\u013cas 6.punktu, aizliegts uzteikt darba l\u012bgumu \u0161\u0101dos gad\u012bjumos:<\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 ar gr\u016btnieci, k\u0101 ar\u012b ar sievieti p\u0113cdzemd\u012bbu period\u0101 l\u012bdz 1 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 2 gadu vecumam<\/p>\n

\u00a0 <\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 darbinieka p\u0101rejo\u0161as darbnesp\u0113jas laik\u0101 un 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

\n

\u00a0<\/p>\n

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

\n

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

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

\n

Darba dev\u0113js sagatavo Uzteikumu rakstveid\u0101 un pazi\u0146o to darbiniekam. Uzteikum\u0101 oblig\u0101ti nor\u0101d\u0101mi apst\u0101k\u013ci, uz kuru pamata darba l\u012bgums tiek uzteikts.<\/p>\n

Izbeidzot l\u012bgumu, pamatojoties uz Darba likuma 101.panta pirm\u0101s da\u013cas 6.punktu, Uzteikuma termi\u0146\u0161 ir 1 m\u0113nesis. <\/p>\n

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

– \u00a0 \u00a0 \u00a0 \u00a0 Personiski (ieteicams l\u016bgt darbiniekam parakst\u012bties uz uzteikuma, apliecinot faktu, ka uzteikums ir sa\u0146emts);<\/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\u0113t akt\u0101;<\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 Pa pastu k\u0101 ierakst\u012btu v\u0113stuli uz darbinieka adresi; t\u0101d\u0101 gad\u012bjum\u0101 uzskat\u0101ms, ka uzteikums pazi\u0146ots sept\u012btaj\u0101 dien\u0101 p\u0113c s\u016bt\u012bjuma nodo\u0161anas past\u0101;<\/p>\n

– \u00a0 \u00a0 \u00a0 \u00a0 Pa elektronisko pastu, izmantojot dro\u0161u elektronisko parakstu, tikai gad\u012bjum\u0101, 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 pazi\u0146ots otraj\u0101 darba dien\u0101 p\u0113c t\u0101 nos\u016bt\u012b\u0161anas.<\/p>\n<\/td>\n<\/tr>\n

\n

\u00a0<\/p>\n

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

\n

Darbiniekam pien\u0101ko\u0161o summu izmaksa<\/b><\/p>\n<\/td>\n

\n

Darbiniekam ir ties\u012bbas sa\u0146emt atlai\u0161anas pabalstu, k\u0101 apm\u0113rs tiek noteikts saska\u0146\u0101 ar Darba l\u012bguma 112.pantu, vai attiec\u012bgo darba l\u012bgumu vai kopl\u012bgumu (ja attiecin\u0101ms). <\/p>\n

Atlai\u0161anas pabalsts un citas naudas summas (darba alga, neizmantot\u0101 atva\u013cin\u0101juma kompens\u0101cija, neizmaks\u0101tie avansa maks\u0101jumi un citas summas, ja attiecin\u0101ms), kas darbiniekam pien\u0101kas no darba dev\u0113ja, izmaks\u0101jamas p\u0113d\u0113j\u0101 darba dien\u0101.<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

\u00a0<\/b>
Citi b\u016btiski aspekti, kas j\u0101\u0146em v\u0113r\u0101<\/b><\/p>\n

1) \u00a0 \u00a0 J\u0101p\u0101rliecin\u0101s, ka konkr\u0113tais darba l\u012bgums vai kopl\u012bgums neparedz \u012bpa\u0161us nosac\u012bjumus darba l\u012bguma izbeig\u0161anai. <\/p>\n

2) \u00a0 \u00a0 Nepiecie\u0161am\u0101s darb\u012bbas darba l\u012bguma uzteik\u0161anai ir j\u0101dokument\u0113, lai nodro\u0161in\u0101tu pier\u0101d\u012bjumus str\u012bdu gad\u012bjum\u0101 ar darbinieku. <\/p>\n

3) \u00a0 \u00a0 Darbinieks var celt ties\u0101 pras\u012bbu par darba dev\u0113ja uzteikuma atz\u012b\u0161anu par sp\u0113k\u0101 neeso\u0161u 1 m\u0113ne\u0161a laik\u0101 no uzteikuma sa\u0146em\u0161anas dienas. Ja darba dev\u0113ja uzteikums nav tiesiski pamatots vai ir p\u0101rk\u0101pta noteikt\u0101 darba l\u012bguma uzteik\u0161anas k\u0101rt\u012bba, tas saska\u0146\u0101 ar tiesas spriedumu atz\u012bstams par sp\u0113k\u0101 neeso\u0161u un p\u0113c darbinieka l\u016bguma, tiesa var atjaunot darbinieku atpaka\u013c darb\u0101. <\/p>\n

4) \u00a0 \u00a0 Str\u012bdu gad\u012bjum\u0101 ties\u0101 darba dev\u0113jam b\u016bs pien\u0101kums pier\u0101d\u012bt, ka darba l\u012bguma uzteikums ir tiesiski pamatots un atbilst noteiktajai darba l\u012bguma uzteik\u0161anas k\u0101rt\u012bbai. Ja darbinieks c\u0113lis pras\u012bbu par atjauno\u0161anu darb\u0101, darba dev\u0113jam ir pien\u0101kums pier\u0101d\u012bt, ka, atlai\u017eot darbinieku no darba, vi\u0146\u0161 nav p\u0101rk\u0101pis darbinieka ties\u012bbas turpin\u0101t darba tiesisk\u0101s attiec\u012bbas.<\/p>\n

Ja Jums nepiecie\u0161ama pal\u012bdz\u012bba saist\u012bb\u0101 ar darba tiesisko attiec\u012bbu izbeig\u0161anu vai ja Jums ir citi jaut\u0101jumi saist\u012bb\u0101 ar darba ties\u012bb\u0101m, aicin\u0101m J\u016bs sazin\u0101ties ar Leinonen Latvia juristu komandu.<\/b><\/p>\n

Inform\u0101ciju sagatavoja Leinonen Latvija, Nodok\u013cu un Juridisko konsult\u0101ciju departaments.<\/p>\n

\u00a0<\/p><\/div>\n

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

Darba l\u012bguma izbeig\u0161ana ir at\u013cauta tikai Darba likum\u0101 noteiktos gad\u012bjumos un k\u0101rt\u012bb\u0101. Ja darbiniekam nav pietiekamu profesion\u0101lo sp\u0113ju nol\u012bgt\u0101 darba veik\u0161anai, darba dev\u0113js ir ties\u012bgs izsniegt darba l\u012bguma uzteikumu (turpm\u0101k \u2013 Uzteikums), pamatojoties uz Darba likuma 101.panta pirm\u0101s da\u013cas 6.punku. Darba l\u012bguma uzteik\u0161anas k\u0101rt\u012bba Darb\u012bbas Apraksts \u00a0 1. J\u0101izv\u0113rt\u0113 darbinieka profesion\u0101l\u0101s sp\u0113jas un to atbilst\u012bba […]<\/p>\n","protected":false},"author":20,"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":[120],"class_list":["post-3668","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"acf":[],"yoast_head":"\nDarba attiec\u012bbu izbeig\u0161ana gad\u012bjumos, kad darbiniekam nav pietiekamu profesion\u0101lo sp\u0113ju nol\u012bgt\u0101 darba veik\u0161anai – 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\/darba-attiecibu-izbeigsana-gadijumos-kad-darbiniekam-nav-pietiekamu-profesionalo-speju-noligta-darba-veiksanai\/\" \/>\n<meta property=\"og:locale\" content=\"lv_LV\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Darba attiec\u012bbu izbeig\u0161ana gad\u012bjumos, kad darbiniekam nav pietiekamu profesion\u0101lo sp\u0113ju nol\u012bgt\u0101 darba veik\u0161anai – Leinonen Latvia\" \/>\n<meta property=\"og:description\" content=\"Darba l\u012bguma izbeig\u0161ana ir at\u013cauta tikai Darba likum\u0101 noteiktos gad\u012bjumos un k\u0101rt\u012bb\u0101. Ja darbiniekam nav pietiekamu profesion\u0101lo sp\u0113ju nol\u012bgt\u0101 darba veik\u0161anai, darba dev\u0113js ir ties\u012bgs izsniegt darba l\u012bguma uzteikumu (turpm\u0101k \u2013 Uzteikums), pamatojoties uz Darba likuma 101.panta pirm\u0101s da\u013cas 6.punku. Darba l\u012bguma uzteik\u0161anas k\u0101rt\u012bba Darb\u012bbas Apraksts \u00a0 1. 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