Trišalės partnerystės įgyvendinimo problemos Lietuvoje

LTStraipsnyje analizuojamas Lietuvoje naujas reiškinys: trišalė partnerystė, kaip darbuotojų ir darbdaviai atstovų bei valstybinės valdžios bendradarbiavimo modelis, leidžiantis darbuotojų ir darbdavių atstovams lygiomis teisėmis su valstybinės valdžios atstovais dalyvauti įvairiose su darbo klausimais susijusiose diskusijose ir priimti visoms šalims priimtinus ar kompromisinius sprendimus. Šia moksline analize siekiama išnagrinėti trišalės partnerystės įgyvendinimo ir kūrimo Lietuvoje problemas, atkreipiant dėmesį i normines, procedūrines, funkcines ir kitas kliūtis, kuriant trišalio bendradarbiavimo sistemą; panagrinėti trišalių institucijų veiklą, struktūras, priimtų sprendimų ir dalyvaujančių subjektų teisinį statusą, atskleisti esminius trišalės partnerystės trūkumus Lietuvoje. Straipsnyje akcentuojama trišalės partnerystės institucionalizavimo problema, pateikiami konceptualūs trišalio bendradarbiavimo tobulinimo ir plėtros pasiūlymai. [Iš leidinio]Reikšminiai žodžiai: Trišalė partnerystė; Darbuotojai; Darbdaviai; Valstybinė valdžia; Three-party partnership; Employers; Employees; Public authorities.

ENArticle investigates and analyzes three-party partnership as an instrument enabling representatives of employees and employers to participate, on the basis of parity with the representatives of public authorities, in various discussions relevant to matters of labor and to reach acceptable to all parties or trade-off decisions, without ignoring or infringing upon legal and economic interests of any party or international labor standards. In Lithuania three-party partnership is still at the primary phase, at the initial stage of development in comparison with the world practice. This probably is the reason, why the problem of institutionalization of three-party partnership itself is faced in Lithuania, as until now there are no legal acts in Lithuania, authorizing three-party partnership, its fundamentals, principles of operation, verification and responsibility mechanisms, subjects and their legal status. For that reason three-party partnership is rather a manifestation of initiative of social partners, i.e. representatives of employers and employees, than a legally defined and institutionalized framework. At present there are legislative gaps in regulation of the activities of trade unions and employers' organizations in Lithuania: criteria for representation of trade unions and employers' organizations in three-party institutions have not been set out, legal status of organizations representing employers has not been defined.Obligations of subjects of tree-party partnership for non-fulfillment or improper fulfillment of three-party agiccmcnts has not as well been legally defined, mechanism of fulfillment of and control over such agreements has not been lain down. Decisions and conclusions made by three-party institutions are not binding upon the parties, but are purely guidelines. Annual three-party agreements, which would be binding upon the parties and would place the parties under the commitment to fulfill the said agreements, are not concluded. Institutions operating on the three-party principle, and, which is most important, the Three-party Council of the Republic of Lithuania and its committees operate inefficiently due to a number of reasons, which condition long and fruitless discussions. In Lithuania three-party partnership acts only on the governmental level, as territorial and branch structures of such nature do not actually participate in such activity, local social partners and local authority institutions are not included into social dialogue. Insignificant part played by local social partners, poorly organized trade unions and employers' organizations on territorial level impede expansion of three-party cooperation and creation of its framework. [From the publication]