| Abstract [eng] |
This master thesis addresses the most important Lithuanian labor law work of minors issues, considering the international level of the particular regulation. An employee is the central figure of the employment relationship, whose ability to be employment subject (legal capacity) depends on his age. In Lithuania may become employees also persons under 18 years of age. However, labor laws, such persons assign to the most vulnerable categories of workers, therefore the minors have so many guarantees, incentives, and various exceptions to general rules. A special legal regulation established with a view to such minors specificities like physical and mental underdevelopment, inexperience, the obligation to attend school. The aim of this regulation is to give these individuals the opportunity to realize their right to work, protecting them from potential physical and moral hazards. It can be stated that the legal regulation of minors is derived from the international nature of the law who are admitted to United Nations, ILO, the European Council and European Union levels. These regulations are found in the principal provisions like the ban on child labor, protection of minors from the hard and dangerous work, minimum age and other criteria. It should be noted that the Lithuanian labor law is in full compliance with these requirements. Serving minors Lithuanian labor laws are divided into children (14-16 yr.) and adolescents (16-18 yr.). Whose legal status is different. Adolescents classified as working-age persons who are involved in labor relations matter of course. However, they incorporate a variety of benefits as a more favorable work and rest periods, night work, overtime ban, prohibition of hazardous work, and others. Children's ability to work is more limited, since they can only do only light work – statutory work. In addition, to start a relationship requiring the legal representatives, and the school's consent. The latter condition, there is debate on the theory of children's personality legal capacity. Also, in addition to general benefits, working children have stricter work and leisure time, a special procedure for concluding and terminating an employment contract. Juvenile work is strictly regulated, and excessive mandatory rules for the proper observance of the employer is responsible. However, because of strict safety standards, employers are not always interested to employ young persons. |
