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Nuo 2024-09-02 mano iniciatyva buvo uždraustas Rūkymas mano daugiabutyje. Kaimynai buvo apie tai įspėti Jonavos Savivaldybės viešosios tvarkos direktoriaus įsakymu draudžiančiu rūkyti mano gyvenamame daugiabutyje. Rūkymai toliau tesiasi. Kaip galiu nepažeidžiant įstatymo užfiksuoti nufilmuoti rūkančius asmenis? Apie niuansus plačiau gyvame susitikime (pateiksiu dokumentus gautus iš Jonavos savivaldybės viešosios tvarkos skyriaus). Man tinka tik gyvas susitikimas su teisininku (-e) Jonavoje idealu taip pat, tinka Kaunas ir kiti miestai aplink Jonavą 35 km spinduliu.

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?

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