Klientų užklausos

A small company needs consultation regarding existing labour law in Lithuania. We would like to get answers to the following questions:
1) What documents, besides the Employment Agreement and NDA, must we also sign with the new employee on behalf of the company during hiring? (Are there any medical forms/certificates? Instructions that they have acknowledged the company's operations/safety regulations?)

2) What documents should we request from the employee at the time of hiring?
- A statement from SODRA detailing all their places of employment?
- A Recommendation Letter from the previous employer? OR Contact information for the last employer?
- If the person is on maternity leave, should we request any documents as proof of their maternity leave?
- Should we request anything related to medicine? Regarding children?

3) Can the regulator or the company registry in Lithuania request from our company documents related to employees, such as the Employment Agreement and other documents during an audit?

3.1.) Do we need to keep printed copies of these documents for each employee at our office, or is an electronic version sufficient?

4) An employee is allowed to work only 80 hours, correct? 40 hours (let's say at one job) + 20 hours (let’s say with us)?

5) Can we specify a probation period in the employment contract of more than 3 months? For example, 4 months?

6) If we terminate an employee during the probation period at our initiative, how many days in advance must we notify them? Vacation pay is NOT provided, correct? (Since the contract is terminated during the probation period)

7) After the probation period, if the employee does NOT adequately fulfill their responsibilities according to the employment contract, can we terminate them at our initiative WITHOUT paying them double compensation?

7.1.) Should we reference a clause in the employment contract that states they did not meet specific conditions? For example, not attending calls—how can this be proven? Should we attach any evidence? Non-fulfillment of job instructions?

7.2.) Is there a system of reprimands/warnings that can lead to termination by the employer?

7.3.) What circumstances under the law allow an employer to terminate an employee?

8) Is the company obligated to conduct an annual or quarterly salary review? Or is this optional/at our discretion?

9) If we change the conditions for an employee (salary amount or number of hours), do we need to sign an Amendment to the employment contract with them, and then submit this document to SODRA? Or not?

10) Are there any other circumstances or requirements for hiring and terminating employees that haven’t been mentioned here?

Sveiki. Paveldėjant mamos turtą, iškilo problema. Notarė rado dokumentuose klaidą ir atsisakė išduoti dokumentus. Mamos turtas: 2-jų kambarių butas su ūkiniu pastatu ir žemė. Su butu ir žeme viskas gerai. O dėl ūkinio pastato kreipiausi į Registrų centrą, kad ištaisytu klaida. Duomenų bazėje suvesta, kad mamai priklauso 1/1 ir kitų savininku dalys, kas sudaro daugiau sveiko 1. Prašymą atmėtė. Turiu pirkimo sutartį ir matininko dokumentus. Vilnius.

Sveiki. Svarstau pirkti konkretų butą Vilniuje. Dabar tas butas yra išnuomotas užsieniečiams tamsiaodžiams, visai neseniai jiems gimė vaikas. NT brokeris sakė, kad nuomos sutartis galioja iki 2025 rugsėjo, bet sutarus galima nuomininkus iškelti per du mėnesius. Svarstau, kaip pateikti konkurencingą buto pirkimo pasiūlymą, tačiau minimalizuoti savo kaip pirkėjo rizikas susijusias su potencialiais nuomininkų aplaidžiais ar priešiškais veiksmais, o konkrečiai – kas būtų jeigu man tapus savininku, nuomininkai nebemokėtų nuomos mokesčio, atsisakytų išsikelti motyvuodami, kad neturi kur keltis ir yra nepilnametis vaikas arba ir padarytų reikšmingą žala buto turtui arba žala žemiau gyvenantiems kaimynams. Pirkimo atveju aš ketinu tame bute pats gyventi t.y. nebenuomoti. Išsikėlimo terminas 2 mėnesiai man tinka. Išsikėlimas „iki rugsėjo t.y. ~6mėn.“ - man kelia nerimo. Ką galite patarti. Reiktų konsultacijos. Kokia kaina? Ačiū.