Employment Law

Original Language Title: Darba likums

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The Saeima has adopted and the President issued the following law: employment law, part A general provisions section 1 employment system and its fundamental principles article 1. Labour relations legislation labour legal relations governed by the Constitution of Latvia, Latvia of the binding rules of international law, this law and other laws, as well as collective bargaining and the agenda.
2. article. Labor legal relations regulating the power of the law to persons, this law and other legislation governing the employment relationship, are binding on all employers, regardless of their legal status and the employees if the employer and the employee mutual legal relations founded on a contractual basis.
3. article. Employee employee is an individual who, on the basis of an employment contract on the agreed wages shall carry out work under the direction of the employer.
4. article. The employer, the employer is the natural or legal person or a partnership that is of legal interest on the basis of the employment contract employed for at least one employee.
5. article. The company is a company within the meaning of this law is any organizational unit where the employer employs its own employees.
6. article. The employee's legal position deteriorating rule of invalidity (1) is in effect a collective agreement, the agenda, as well as the provisions of the contract and the order of the employer contrary to the provisions of the legislation impairs the employee's legal position.
(2) Not in the labour force, the provisions of the Treaty which contrary to the collective agreement to reduce an employee's legal status.
7. article. The principle of equal rights (1) everyone has the equal right to work, fair, safe and healthy working conditions, as well as to a fair remuneration.
(2) in the first subparagraph of this article, rights to be secured without any direct or indirect discrimination, irrespective of the person's race, colour, sex, age, disability, religious, political or other belief, national or social origin, property or marital status or other circumstances.
8. article. The right to organise (1) employees as well as employers have the right to organise freely and to join to defend their social, economic and professional rights and interests.
(2) the employee's affiliation to the first part of this article, these organisations or the desire to join the employee cannot justify refusal to conclude an employment contract, employment contract or other notice of employee rights.
9. article. The ban will cause adverse consequences prohibited punishing an employee or otherwise, directly or indirectly, lead to adverse consequences for him so that the employee labour relations within the permissible use of their rights.
2. the representative of the Department, the General provisions of article 10. Employee representation (1) employees of their social, economic and professional rights and interests implemented directly or with employee representatives. The employees ' representatives within the meaning of this law are: 1) the Workers Union, which acts on behalf of its statutes empowered Trade Union body or official;
2) the authorized representative of the employees, who are elected in accordance with the second paragraph of this article.
(2) employees ' authorized representatives may elect, if a company employing five or more employees. Authorized representatives of employees for a fixed term of Office with a simple majority of the members shall be elected at the meeting, in which at least half of the employer's company employed workers. In the course of the meeting the minutes and decisions shall be recorded in minutes. Authorized representative of employees expressing views on the single employer.
(3) if there is more than one employee trade unions, its joint negotiations with the employer representatives in proportion to the number of members of each of the trade unions, but no fewer than one representative each. If negotiations with employers, trade union representatives raised more, they are expressing a common view.
(4) if one or more of the Workers Union of the following trade unions and employees ' authorized representatives, they jointly negotiate with the employer representatives in proportion to the number of employees represented, but no fewer than one representative each. If negotiations with employers to put one or more of the Trade Union of employees of such Union representatives and authorized representative of the employees, they are expressing a common view.
(5) in calculating the number of employees in the company can elect employee representatives or authorised to create a representative body of employees, as well as calculating the number of employees represented, also takes into account the employees with whom a contract of employment for a specified period.
11. article. The representatives of the employees ' rights and obligations (1) the representatives of the employees in the performance of their duties, have the following rights: 1), to request and receive information from the employer about the company's economic and social situation;
2) time to receive information and to consult with the employer before it adopts decisions that may affect the employees ' interests, in particular decisions which may have a significant effect on the wages, working conditions and employment in the company. Consultation within the meaning of this law is the exchange of views and dialogue between employees ' representatives and the employer;
3) to participate in the wage provisions of the working environment, working conditions and working time in the determination and improvement of the organisation, as well as the protection of the safety and health of workers;
4) enter the business area, as well as access to places of work;
5) hold a staff meeting in the territory and the establishment of premises;
6) to monitor how the labour relations laws are respected, collective agreements and work rules.
(2) employees ' representatives the right to use it to reduce the company's operational efficiency.
(3) employee representatives are obliged not to disclose the information in their possession that is employer's trade secrets. The employer is obliged to specify in writing that the information constitutes business secrets.
(4) the duties of the employees ' representatives may not be a ground for the refusal to conclude an employment contract, employment contract or other notice of employee rights.
Chapter 3 international labour law, article 12. International treaties If an international agreement approved by the Saeima provides for different rules than this law, applicable international treaty provisions.
13. article. Employment contracts and labour relations applicable law (1) an employee and employer may agree to the contract of employment and labour law applicable to the legal relationship. Such a choice can not take away or restrict employee protection provided by the law of the country of pavēlošaj or aizliedzošaj, in which law would be applicable under this article, the second, third, fourth or fifth part.
(2) if the employee and the employer have not chosen the applicable law, the contract of employment and labour relations applicable to Latvian law, as far as this article is the third and fourth part provides otherwise.
(3) if the employee and the employer have not chosen the applicable law and employees under the employment contract typically perform their work in another country, the employment contract and labor legal relations apply the law of that other country.
(4) if the employee and the employer have not chosen the applicable law and employees under the employment contract does not carry out its work in the same country, the employment contract and labor legal relations of the company applicable to the location of the national law, in which the staff member was recruited.
(5) in the third and fourth subparagraphs shall not apply, if the circumstances of the case, it follows that the contract of employment or the employment relationship is more closely connected with another country. In this case the applicable law of that other country.
(6) of the Act for the purposes of this article, any of the provisions of the law.
14. article. The staff send (1) the sending of the employee within the meaning of this law are those cases concerning international services: 1), the employer, on the basis of the contracts they have concluded with a person whose good work is to be carried out, send the employee to another country;
2) employer sends an employee to another country within the Group of branch or Enterprise;
3) placement institutions as employer sends an employee to a person whose good work is to be carried out, if the company is located in another country or do their business in another country.
(2) the employee is sent for the purposes of this article is an employee who performs work for a certain time in a country other than the country in which he is usually takes work.
(3) If an employee sent to work in Latvia, then regardless of the employment contract and labor legal relations of the applicable law for this employee to be sent to the working conditions and terms of employment provided for in the laws of Latvia, as well as collective agreements recognised as generally binding and regulation: 1) maximum working time and minimum rest periods;
2) minimum annual paid leave;
3) minimum wage rates, as well as allowances for overtime work;
4) rules on the provision of labour, in particular by recruiting institutions;
5) safety, health and hygiene at work;

6) protective measures for persons under 18 years, pregnant women, women who have recently given birth, as well as the labour and employment;
7) equal treatment of men and women, as well as other forms of discrimination.
(4) an employer who sends an employee to work in Latvia is obliged before sending the employee to inform in writing the employment public services for this employee sent, indicating: 1) employee's name;
2) startup time;
3 the expected duration of employment);
4) work location;
5) employee representative in Latvia.
(5) the provisions of this article shall not apply to Merchant Navy undertakings of ship crews.
Chapter 4 time limits article 15. Time limits the time limits provided for in this Act is defined as a calendar date or period, calculated in years, months, weeks or days. The term can also be determined by specifying the event that must occur.
16. article. Calculation of time limits (1) the period shall begin on the date or in the event of accession, which determines the beginning of the period.
(2) a time period counted in years, the last year of the term of the month and date.
(3) period counted in months, the time limit shall expire on the relevant date last month. If months many dead-ends in a month, which does not have the date, expires on the last day of that month.
(4) time period counted in weeks, ends the last week of the period on a given day.
(5) If a cease to the weekly rest day or holiday, on the last day of the period shall be the next working day.
(6) a term specified to a particular date, this date.
(7) if the time limit specified in the execution of an operation, this operation can be performed on the last day of the period up to 24. If this operation must be executed by the company, expires at the hour when the company runs the specified job time.
(8) all written submissions or statement made available to the end of the last day of the period up to 24, are recognizable as time passed.
  (B) collective bargaining in Chapter 5 collective agreements General provisions article 17. Collective bargaining form and content (1) a collective agreement, the parties agree on the rules governing the labour relations content, especially wage and job protection, labour relations and employee termination, further training, as well as the agenda, the social protection of employees and other legal relations of work related issues, and determine mutual rights and obligations.
(2) without a special agreement, the parties to collective bargaining: 1) a collective agreement is in force shall refrain from measures which focus on the unilateral amendment of it, if the legislation or collective agreement provides otherwise;
2) shall ensure that the provisions of the collective agreement comply with and meet both the employer and the employee.
(3) a collective agreement is concluded in writing.
18. article. Collective bargaining (1) a collective agreement in the enterprise switch employers and workers Union or authorized representative of employees, if the employee is not in the unions joined forces.
(2) a collective agreement sector or territory (hereinafter ģenerālvienošan) switch, the employer, the employers ' group, the employers ' organisation or an Association of employers ' organisations with the Trade Union or Trade Union Association of employees of the (Union), if the party is an appropriate ģenerālvienošan authority or if the right to close down this ģenerālvienošano Association (Union) statutes.
(3) employers ' organizations or employers ' associations of the organization concluded on ģenerālvienošan is binding for that organisation or Association of organisations.
(4) If the employers ' organizations or employers ' Association of the Organization in any industry employs more than 60 percent of employees, ģenerālvienošan concluded between employers ' organisations and employers ' organisations and employees ' Trade Union or Trade Union Association of employees of the (Union), is binding on all the industry's employers and apply to all employees employed by the employer. For these employers and employees ģenerālvienošan shall enter into force the day of its publication in the newspaper "Gazette", if there are no other specific entry into force. Ģenerālvienošan-newspaper "journal" published on the joint application of the parties.
Chapter 6 collective bargaining power in article 19. The force of collective agreements (1) a collective agreement concluded for a specific period of time or on a specified job execution time. Collective agreement shall enter into force on the day of closing, if the collective agreement does not specify another entry into force. If the collective agreement does not specify the period of validity, this collective agreement shall be deemed concluded for one year.
(2) a collective agreement before the deadline may be terminated on the basis of: 1) the agreement of the parties;
2) notice on the one hand, if such a right is agreed in the collective agreement.
(3) after the expiry of the collective agreement, with the exception of this law, article 17 of the second subparagraph of paragraph 1, obligations are valid until a new collective agreement for the entry into force, unless otherwise agreed by the parties.
20. article. The power of collective bargaining to persons (1) a collective agreement is binding on the parties, and its provisions apply to all employees who are employed at the relevant employer or his company, if the collective agreement provides otherwise. Whether the employment relationship with the employee conceived before or after the entry into force of the collective agreement, does not matter.
(2) the employment contract of the employee and the employer may derogate from the provisions of the collective agreement only if the relevant employment contract provisions are more favourable to the employee.
Chapter 7 conclusion of collective bargaining agreements and the procedure for amending article 21. Procedure of conclusion of collective bargaining agreements (1) the conclusion of collective bargaining agreements suggests employees ' representatives, the employer or the law in article 18 these organisations or their associations (Union). The employer is not entitled to withdraw from the negotiations for collective bargaining.
(2) a written answer on the proposal to conclude a collective agreement to be provided within 10 days from the date of receipt of the proposal.
(3) the conclusion of a collective agreement, the Parties shall enter into negotiations for a collective bargaining agreement drafting and consultation procedures. The parties to these negotiations may invite experts, set up working groups to include in the same number of representatives of both parties, as well as independently to develop collective bargaining project.
(4) the employer at the request of the representative of the employee is obliged to give them a collective agreement for the conclusion of the necessary information.
(5) If, during negotiations, the opposition of one of the parties are not in agreement on collective bargaining and the drafting of policy or consultation on the content of collective agreements, has an obligation to the party no later than 10 days to provide a written answer to the other proposals. If you received a draft collective agreement as a whole, the answer to be given in writing not later than one month, and at the party tells his objections and proposals for this project.
(6) every employee has the right to submit in writing-type collective bargaining proposals to the parties with regard to collective bargaining.
22. article. Collective bargaining (1) the organization concluded a collective agreement in force requires its approval at a general meeting of employees (at the Conference).
(2) a collective agreement with a simple majority of those present to approve the staff general meeting in which at least half of the company's employees.
(3) if the employee is not possible to convene a general meeting of the company to employees employed in large numbers or characteristics of the organisation of work, collective agreements with a simple majority of those present to approve the employees ' representatives in the Conference, in which at least half of the employees ' representatives.
(4) the validity of the Ģenerālvienošan does not require its approval.
23. article. Collective agreement amendment provisions of the collective agreements in force, the parties amended this in accordance with the procedure laid down in the collective agreement. If such a procedure is laid down by this law, it does so in accordance with the procedure laid down in article 21.
24. article. Introduction to collective bargaining (1) it is the duty of the employer to familiarize all employees with collective agreement not later than one month after its approval or amendment of a collective agreement.
(2) it is the duty of the employer to ensure that the text of the collective agreement would be available to any employee.
Chapter 8 settlement of disputes article 25. Dispute resolution Conciliation Commission (1) the rights and interests of the disputes arising from the collective agreement relations or are related, distinction between Conciliation Commission. Reconciliation Commission establishes collective bargaining parties, both giving an equal number of representatives.
(2) in the event of a dispute, the parties to the collective agreement article dispute and not later than within three days, it shall be submitted to Conciliation Commission. Reconciliation Commission this Protocol shall examine within seven days.
(3) the Conciliation Commission shall take a decision by consensus. Decision is binding for both parties to collective agreements, and it is the force of collective agreements.
26. article. Dispute resolution law

(1) If the Commission is not in a reconciliation agreement disputes be settled by it in court or in arbitration.
(2) the Court is subject to any legal dispute between the parties concerning the collective bargaining: 1) claims arising from collective agreements;
2) collective bargaining rules;
3) collective agreement in force of presence or absence.
(3) the collective bargaining parties may agree on any disputes — and one that has already occurred, and such, which may arise between the parties to the collective agreement for the settlement of the transfer, the arbitration. Treaty on the transfer of the dispute resolution to arbitration in writing. This contract as a separate provision (arbitration clause) may include in collective bargaining agreements.
27. article. Interest dispute resolution if the Reconciliation Commission is not agreed to settle the dispute of interest, working in accordance with the procedure laid down in the collective agreement.
  (C) the part of an employment contract labour contract Chapter 9 General provisions article 28. Labour relations and employment contract (1) the employer and the employee mutual working relationship established with employment contracts.
(2) the employment contract the employee undertakes to work, subject to a specific agenda and the order of the employer, but the employer — to pay the agreed remuneration and ensure fair, safe and healthy working conditions.
(3) the provisions of the law applicable to the contract, in so far as this law and other legislation governing the employment relationship, unless otherwise specified.
29. article. Different treatment of the ban (1) the establishment of an employment relationship, as well as the existence of a legal relationship, in particular raising the employee, determining working conditions, wages or professional training, as well as praising the work contract prohibited different treatment depending on the gender of the employee.
(2) different treatment depending on the gender of the employee is permitted only if a certain covering sex is the job or occupation concerned objective and justified prerequisite.
(3) If, in the event of a dispute the employee indicates circumstances that might justify his direct or indirect discrimination based on sex, it is the responsibility of the employer to prove that different treatment is based on objective circumstances not related to the employee's sex, or that the employee's affiliation to a particular gender is the job or occupation concerned objective and justified prerequisite.
(4) indirect discrimination exists where an apparently neutral provisions, criteria or practice cause unfavourable consequences for a considerably larger part of persons of one sex, unless such provision, criterion or practice is appropriate and necessary and can be justified by objective circumstances unrelated to gender.
(5) the provisions of this article shall also apply to different treatment, depending on the employee's ban on race, colour, age, disability, religious, political or other belief, national or social origin, property or marital status or other circumstances.
30. article. Individual rights dispute resolution individual rights disputes between employees and employers, if they are not settled in the company, are to be settled in court.
31. article. Limitation period (1) all claims arising from the legal relationship of employment, a lapse in two years, if the law does not specify a shorter limitation period.
(2) If the employer was obliged to grant an employee a written estimate, in the first part the limitation period starts with the date of issue. If the employer was not issued, the relevant calculations claim to lapse within three years from the date on which the calculation was to be served.
The first section labour relations setting Chapter 10 job advertisement and preparation of the contract article 32. Job announcement (1) job announcement (the employer's notice of vacancies) should not only refer to men or only for women, unless a specific gender covering is the job or occupation concerned objective and justified prerequisite.
(2) job advertisements specify the prohibited age limits, except in accordance with the law of a person of a certain age may not carry out the relevant work.
33. article. Job interview (1) labour interview is the employer prepared for oral or written survey of the suitability of the applicant.
(2) the job interview is not allowed the employer's questions that do not apply to the intended work or are not related to the applicant's suitability for the job, as well as issues that are directly or indirectly discriminatory, especially the issues of: 1) pregnancy, except where the work or occupation can not be performed during pregnancy;
2) family or marital status;
3) previous convictions, except in relation to the work to be done could be crucial;
4) religious beliefs or affiliation to a religious confession;
5) to a membership of political parties, trade unions or other employee of the public body;
6) national or ethnic origin.
(3) the employer is obliged to present the applicant with company collective agreements in force and the provisions of the agenda, as well as to provide other information that is relevant to the conclusion of the contract of employment.
(4) the applicant is obliged to provide information to the employer for their health status and vocational training, in so far as it is relevant to the employment contract and for work.
34. article. Different treatment of the consequences of breaching the ban, the establishment of an employment relationship (1) If, by establishing employment relationship, the employer violated the prohibition of different treatment, applicants have the right to obtain adequate compensation. In the event of a dispute, the amount of remuneration is determined at the discretion of the Court.
(2) the applicant can bring this article to the requirements provided for in the first subparagraph in court within one month from the date of receipt of the refusal of the employer to establish with their working relationship.
(3) if the employment relationship is not established with a different attitude, contravening the ban because the applicant is not entitled to require the establishment of this relationship.
35. article. A contract for the preparation of the necessary documents (1) preparing the employment contract, the applicant must: 1) show identity documents (passport or birth certificate, if he is younger than 16 years);
2) submit other documents legislation.
(2) in preparing a contract job that requires special knowledge or skills, the employer has the right to request the applicant shall present documents certifying their education or vocational training.
36. article. Health check (1) the employer may require the applicant to undergo a medical examination, which would be certain about his suitability for the job.
(2) opinion on the State of health of the applicant, the doctor indicates only whether the applicant is suitable for the job.
(3) expenses related to the applicant's medical examination shall be borne by the employer, except that the applicant at the time of the interview provided by the employer deliberately false information.
37. article. Employment prohibitions and restrictions (1) prohibited to employ children in permanent work. A child within the meaning of this law is a person who is younger than 15 years or until 18 years of age continue to get basic education.
(2) in exceptional cases children from the age of 13 years, if one of the parents (guardian) has given written consent from a learning leisure time can employ the light, a child's safety, health, morals and development friendly. Such employment may not prevent the child's schooling. Works that are permitted to employ children aged 13 years is determined by the Cabinet of Ministers.
(3) in exceptional cases, if one of the parents (guardian) has given written consent for the National Labour Inspectorate's permission, the child as performers can employ cultural, artistic, sports and advertising activities if such employment is not harmful to the child's safety, health, morals and development. Such employment may not prevent the child's schooling. The order in which you are authorised as a bailiff for the employment of children in cultural, artistic, sports and advertising activities, as required in the permit restrictions on the conditions of work and terms of employment shall be determined by the Cabinet of Ministers.
(4) it is prohibited to employ adolescents in jobs under special circumstances associated with increased risk to their safety, health, morals and development. The meaning of this law, the teenager is a person between the ages of 15 and 18 years who is not considered a child of the first paragraph of this article. Work that is prohibited to employ adolescents and exceptions when employment in these occupations is allowed with the adolescent's professional training shall be determined by the Cabinet of Ministers.
(5) the employer shall have a duty before the conclusion of the contract of work to inform one of the child's or adolescent's parents (guardian) on the risk assessment of the working environment and labor protection measures in the respective work place.

(6) a Person who is under 18 years of age shall be recruited only after a preliminary medical examination, and those under 18 years of age must carry out compulsory annual medical examination.
(7) the employer shall, after receiving the opinion of the doctor prohibited to employ pregnant women and women who have recently given birth to one year, but if the woman is breastfeeding, feeding time, throughout, if it is recognised that the work poses a risk to the woman or her child's safety and health.
(8) foreign nationals and stateless persons who do not have a permanent residence permit, may be employed only if they have received a work permit regulations.
38. article. Details of the applicant and the job application documents for the selection of the next employee, the employer is entitled under this law, 33, 35 and 36 to article, as well as the information submitted by the applicant to the logon service to only those individuals who in the company on behalf of the employer shall draw up the decision on the recruitment of employees. The above information and documents may be communicated to third parties only with the consent of the applicant.
Chapter 11 of the employment contract article 39. Employee and employer agreed in the contract of employment is considered concluded at the moment when the employee and the employer have agreed on work and pay, as well as the employee's subsequent compliance with a specific agenda and the employer's orders.
40. article. The form of the employment contract (1) the contract is concluded in writing.
(2) the contract shall specify: 1) employee's name, surname, personal code, place of residence, the employer's name (name), registration number and address;
2) labour relations start date;
3) labour relations expected duration (if the work contract concluded for a specified period of time);
4) job (if the duty is not intended in any specific work, that employee can employ various locations);
5) employee's profession (trade, post) and General characteristics of the contracted work.
6) wage and salary costs and time;
7) days or the agreed weekly working time;
8) annual paid leave;
9) a contract notice period;
10) to collective bargaining, staff rules applicable to labour relations. 
(3) the second paragraph of this article 6, 7, 8 and 9 of the report referred to in paragraph may be replaced by a reference to the relevant provisions contained in laws and regulations, collective agreements, or a reference to the provisions of the agenda.
(4) in addition to contract in the second part of this article in the news also includes other information, if the parties deem it necessary.
(5) the contract shall be prepared in two copies, one of which is stored at the employee, the other — to the employer.
(6) the employer is obliged to provide for the conclusion of a contract in writing and make the conclusion of contracts of employment.
Article 41. Written form of consequences (1) If a contract of employment, are not met, the written form for the employee is entitled to require the expression of a contract in writing. To this end, the employee may use any evidence relating to labour relations and the existence of content.
(2) if the employee and the employer, or at least one of the parties has started to take the tied ones, written form not appropriate for work contract has the same effect as expressed in writing a contract.
Article 42. The contract invalidation (1) a contract of employment, which is contrary to the law, be void only to the subsequent time, and the employer if he has been guilty of this in the contract and it is not possible to conclude employment contracts of employees according to the legislation, are obliged to pay the employee compensation of at least six months average earnings.
(2) any individual provisions in the contract of invalidity in the case of doubt, do not affect the force of the contract in the rest.
12. the Division of labour relations article 43 duration. The work force at the time of the contract of employment concluded for an indeterminate period of time, with the exception of article 44 of this law in specific cases.
44. article. Employment contract for a fixed period of time (1) the fixed-term contract may be concluded, to perform certain short-term work, it being understood: 1) seasonal work;
2 the operations) working in areas where the employment contract is not normally closed indefinitely, given the nature of the occupation or the temporary nature of the work;
3) absent or disqualified from work employee replacement, as well as the employee's permanent replacement, whose work had been free pending the recruited new employees;
4) casual work that is normally carried out in the establishment;
5) determine the temporary work associated with the business activity of a temporary expansion or increase in the production volume;
6) urgent work to prevent cases of force majeure, fortuitous event, or other exceptional circumstances caused by the consequences which adversely affects or may affect the normal work of the Organization;
7) for the unemployed paid temporary public work or unemployment, associated with vocational training or retraining.
(2) the first subparagraph of article 1 and 2, the work referred to in paragraph shall be determined by the Cabinet of Ministers.
(3) the members of the executive body of the Corporation concluded a contract of employment, unless they are employed on the basis of other civil law contract. If a corporation's Executive members are employed on the basis of the employment contract, it will be concluded for a fixed period of time. This provision also applies to Cabinet officers subordinated to a legal relationship is established on the basis of the contract of employment. Where the contract of employment with this part of article the persons referred to in those for a fixed period may be defined in other laws.
(4) for a certain period of time in a closed contract of employment specifies the working end of the contract or the circumstances of the job in question.
(5) if the contract does not specify the time for which it is concluded, or if appropriate conditions are not permissible in the employment contract for a specified period, the contract shall be concluded for an indefinite period. In this case, the applicable law and this article 122.123. Requirements for the period beginning with the day after the end of the period for which the contract of employment. These provisions do not apply to the persons specified in the third paragraph of this article.
(6) on the employee, with which a contract of employment for a specified period, subject to the same rules as employees, with which a contract of employment for an indefinite period.
(7) the employer shall inform the employee that a contract of employment for a specified period, of vacancies in the company where workers can be employed for an indefinite period. The employer shall inform the employee representatives on the possibility of the company to employ employees for a specified period if the employee representatives such information requests.
Article 45. Fixed-term work concluded by the term of the contract (1) fixed-term employment contracts concluded by the deadline may not exceed two years (including the extension). On the extension of the contract of employment shall be considered also the conclusion of a new contract of employment with the same employer if the period of previous employment contract date to the new work for the day of conclusion of the contract legal relations have been suspended for more than 30 consecutive days.
(2) to a contract of employment to take seasonal work (including the extension) may not be longer than 10 months within a period of one year.
(3) in accordance with article 44 of this law, the first subparagraph of paragraph 3, the term of the contract of employment concluded, if necessary, may be extended beyond the first paragraph of this article the term. If absent or disqualified from the job a worker could not continue or not to continue the employment relationship, the employee of their substitution employment contract shall be deemed concluded for an indefinite period.
(4) If, on the expiry of the time limit to a contract of employment, none of the parties has requested to terminate the employment contract and the employment relationship actually continues, the contract shall be deemed concluded for an indefinite period.
13. Chapter test, recruiting article 46. Test Discovery (1) entering into a contract of employment, you can determine a check to see if the employee meets him in the job. If your test setting is specified in the contract of employment, it is considered closed without examination. The inspection does not determine the persons who are under 18 years of age.
(2) the inspection period may not be longer than three months. Within that period, not temporary incapacitation of the time and other times when the employee is not performing the job for good reason.
47. article. Test the effects of (1) the time of the inspection, the employer and the employee have the right to terminate the employment contract in writing, three days in advance. Employer, praising the employment contract during the test, there is no obligation to state the reasons for such a notice.
(2) where the agreed inspection period has expired and the employee continues to work, recognized that he has passed the examination.
48. article. Different treatment of the prohibition, praising the employment contract during the test

(1) If an employer, praising the employment contract during the test, disparate treatment violated the ban, the employee has the right to demand appropriate compensation. In the event of a dispute, the amount of remuneration is determined at the discretion of the Court.
(2) the employee may bring this article to the requirements provided for in the first subparagraph in court within one month from the day when he received a notice from the employer.
The second section of the EMPLOYEE relationship chapter 14 employee's commitment to the General provisions of article 49. Employee commitment to performance of obligations of employees in the determination of the type of performance, time, and location of the employment contract shall be determined by the employer, in so far as this does not conflict with the laws and regulations, collective agreements or work rules or aizliedzošaj the pavēlošaj norms.
50. article. Employee care (1) the employee is obliged to work with such care, which according to the nature of the work and of the work necessary for the employee's abilities and suitability should be fairly expected of him.
(2) the employee doing the job, have a duty to carefully treat the employer's property.
Chapter 15 obligations the performance of the employee type, amount, time and place of article 51. The nature and extent of performance (1) the employee is obliged to take the jobs that are necessary for the proper performance of his obligations.
(2) the employer shall have a duty to ensure the organisation of work and working conditions to employees could run him down.
(3) the rules established and amended by the employer, in consultation with the staff representatives. The new work rules or also on the existing provisions for the amendment of the work, the employer shall notify the employee not later than one month before the new work rules or norms of the entry into force of the amendments. Temporary and lump-sum provision, the employer shall notify the employee before starting work.
52. article. Performance time employee is obliged to perform work within the framework of working time. If the labour contract, the job is an important performance in time of acceptance, the employee and the employer agree to a specific time in which such work is performed.
53. article. Place of performance (1) the employee is obliged to perform work in the company, if the employee and employer agree otherwise.
(2) it is Prohibited to send missions or work trip persons under 18 years, as well as pregnant women and postnatal period up to one year, but if the woman is breastfeeding, feeding time, throughout, except when pregnant, women who have recently given birth or is breastfeeding, it agrees in writing.
(3) a Person who is less than 18 years of age, can be sent on a business trip if one of the parents (guardian) has given written consent.
(4) the employee sent on a business trip, this time in the place of work (position) and average earnings.
16. Chapter agenda, and the orders of the employer article 54. Agenda the agenda of the company determines the agenda, the rules of the collective agreement, employment contract, and the employer's orders.
55. article. Agenda (1) an employer who normally employs the company not less than 10 employees, in consultation with the employee representatives shall adopt the staff rules. Work rules acceptable not later than two months from the date of commencement of activities of the enterprise.
(2) rules the agenda: 1) the working time of beginning and end of breaks at work, as well as the length of the working week;
2) the Organization of working time;
3) wage costs for time, location and type.
4) leave granted the General arrangements;
5) labour protection measures;
6) employee code of conduct and other rules relating to the agenda of the organization.
(3) with the accepted provisions of the agenda presents all the employees. The employer is obliged to ensure that the text of the agenda should be available to any employee.
Article 56. The employer's orders and limits (1) the employer with your orders within the labour contract may specify the employee's job responsibilities.
(2) the employer with your orders within the labour contract may specify the agenda and the rules of conduct of the employee in the company.
(3) the employer shall not have the right to require that the employee performed contract work not provided for, except for article 57 of this law in specific cases.
57. article. The contract of employment is not intended to perform the work (1) the employer shall have the right to not more than one month, one year to designate the employee contract not intended the work to be carried out in order to prevent cases of force majeure, fortuitous event, or other exceptional circumstances caused by the consequences which adversely affects or may affect the normal work of the company. Downtime in case the employer has the right to appoint the employee contract not intended the work to be carried out not more than two months of a year.
(2) the employment contract does not work out for the employer is obliged to pay the appropriate remuneration, which shall be not less than the employee's previous average earnings.
58. article. Removal from work (1) the removal from the work with the employer's written order established a temporary ban on the employee to be in the work place and perform the work, the period of suspension for not paying his wages.
(2) the employer shall have a duty to impeach the employee from work, if the law in the cases required by an authorized State body.
(3) the employer has the right to censure the employee from work, if the employee to perform the job or from work, is alcohol, drugs or toxic intoxication, as well as in other cases when the employee is not removal from the job could harm his own or third parties ' safety and health, as well as employer or third party justified interests.
(4) if the employee's dismissal from work have been unwarranted due to the fault of the employer, the employer is obliged to pay the employee average earnings for all the work of forced absence time, as well as pay the damages incurred by the suspension.
The third section of the chapter 17 pay pay general provisions article 59. The concept of wage remuneration has to be paid regularly in the employee remuneration for work, including wages and the law, collective agreement or employment contract in certain allowances, as well as bonuses and any other form of compensation in connection with the work.
60. article. Equal pay (1) the employer shall have a duty to establish equal pay for men and women for the same work or work of equal value.
(2) If the employer is in breach of this article, the provisions of the first subparagraph, the employee is entitled to claim compensation, the employer will usually pay for the same work or work of equal value.
(3) the employee may bring a second part of this article, the requirements laid down in the Court within one month from the day when he learned or had to know about the first part of this article.
61. article. Minimum wage (1) the minimum wage must not be less than the State minimum.
(2) the minimum monthly salary in the normal working time, as well as the minimum hourly rate determined by the Cabinet of Ministers.
62. article. Pay Organization (1) payroll system or payroll system, the chords as well as bonus and bonus system in the employer company organized pursuant to the laws, regulations and collective agreements.
(2) the payroll calculation Time according to the working time actually worked independently from the quantity of the work done. Chords of payroll calculation according to the quantity of work carried out regardless of the time in which it accomplished.
(3) If a pregnant woman, woman who have up to one year, but if the woman is breastfeeding, feeding time, throughout a particular chord in the salary and in accordance with the opinion of a doctor, she is reduced to work rules, the employer is obliged to pay the clerk for the period previous average earnings.
(4) on the new pay system implementation in the company, as well as on the amendment to the existing wage system, the employer is obliged to inform the employees in writing at least one month in advance.
(5) to be financed from the national budget institutions pay and its accounting system is determined by the Cabinet of Ministers.
Article 63. Wages for persons under 18 years (1) teenagers, which is employed in article 132 of this law in the first and third working hours laid down in part, the monthly wage shall not be less than the Cabinet fixed minimum monthly wages in the normal working time.
(2) If a teenager in addition to secondary education or vocational education production work, they also work for pay according to the time worked. In this case, the boy set hourly rate should be not less than the Cabinet fixed minimum hourly rate for normal working time.
(3) children on the job pays according to the work done.
64. article. Statement of income and the State social insurance compulsory contribution by the employer, at the request of five working days, the employee shall be issued a statement about his pay and the State social insurance compulsory contribution.
18. Article 65 of the premium. Bonus for the extra work

(1) an employee who, at one and the same employer in addition to the principal by the contracted work is entitled to receive the appropriate premium for such work.
(2) the first part of this article, determine the amount of the premium determined in a collective agreement or employment contract.
66. article. Bonus for work in specific circumstances (1) an employee who performs work in specific circumstances, which are associated with increased risk to his safety or health, may determine the premium.
(2) the amount of the premium determined in a collective agreement or employment contract.
Article 67. Supplement for night work (1) employees who perform night work shall receive not less than 50 percent of him in certain hours or days of salary rate, but if the contracted salary, bonus chords of not less than 50 percent of the akorddarb pricing for your work.
(2) a collective agreement or employment contract may prescribe a higher premium for night work.
68. article. Bonus for overtime work, work during the rest of the week or holiday (1) an employee who performs overtime work, work during the rest of the week or holiday shall receive not less than 100 percent from him in certain hours or days of salary rate, but if the agreed wage premium — the chords of not less than 100 percent of akorddarb pricing for your work.
(2) a collective agreement or employment contract may prescribe a higher premium for overtime work, work during the rest of the week or holidays.
19. the chapter of the wage costs of article 69. Wage costs (1) the employer is obliged to pay wages not less than twice a month, if the employee and employer agree to pay the cost every month.
(2) if the wage costs are not calculated or contracted for a certain period of time, pay according to the work to be done after the completion of the work or the expiry of the period in question, but no less than once a month.
(3) if the wage-cost day coincides with the weekly rest day or holiday, the wages paid before that date.
(4) payment for vacation time and pay for to leave time worked shall be paid not later than one day before you leave.
(5) remuneration and related state compulsory social insurance contributions is the first round of payments made by the employer.
70. article. Wage-cost way to pay and be paid in cash. The employer has the right to pay the wages of the non-cash transfer only if the employee and the employer, for it is certainly agreed.
71. article. Calculation of the remuneration Paid to the pay, the employer shall prepare a written wage calculation. At the request of the employer has the obligation to explain those calculations.
72. article. Pay the cost of the employee's obligations in the event of unsatisfactory performance (1) where the agreed time salary employee's obligations in the event of unsatisfactory performance, the employer is obliged to pay wages according to the working time actually worked. Compensation for the losses incurred by the employer not the employee due to performance reasons, the employer may withhold from the wages payable to the employee under this law, the provisions of article 79.
(2) If agreed, the employee's salary for the chords of obligations in the event of partial performance of the employer has the right to be paid wages according to the quantity of work carried out. Compensation for the losses incurred by the employer not the employee quality performance, the employer may withhold from the wages payable to the employee under this law, the provisions of article 79.
73. article. The cost of the average earnings in cases where the employee is not performing the job for good reasons (1) if the employee does not perform the work for good reasons, the employer is obliged to pay to average earnings, in particular in cases where an employee: 1) are annual paid leave or do not carry out any work on the public holiday;
2) based on the relevant employer's orders, undergo a medical examination in medical institution;
3) notice to the employer, the medical institution shall transfer the blood;
4) within the framework of working time participates in the employer's action in vocational training or further training;
5) not more than two working days does due to the spouse, parent, child, or other close family member death;
6) no more than one working day does not perform work in resettlement to another resident in the same locality at the employer's initiative or not more than two working days, due to move to a different residence in another locality; 
7) based on the call, arriving the cognitive authority of the public prosecutor's Office, court or participate in the hearing as the judge;
8) take part in such a force majeure event, accidental or other exceptional circumstances lead to consequences, which endanger or may endanger public safety or order.
(2) the first subparagraph of paragraph 7 and 8 in the cases set out in the employee average earnings paid by the employer for which they pay the appropriate State institutions. The order in which the national authority for the employer to pay the employee average earnings to be paid shall be determined by the Cabinet of Ministers.
(3) the first subparagraph of this article shall not apply where an employee does not work the transient unfitness.
(4) staff medical institution shall transfer the blood after each day's following grant rest days, saving the average earnings. The request that day is added to the annual paid leave.
74. article. The cost of the average earnings in the event of downtime (1) If an employer does not employ staff or an employee commitment to performance activities required for adoption, the employee shall be deemed to comply with the commitments and the employer is obliged to pay the employee average earnings for all the downtime.
(2) For downtime due to the fault of the employee, he receives no pay.
75. article. The average earnings calculation (1) in all cases where the employee under this Act shall be paid average earnings, it calculated from the wage calculated on the employee on the job in the last six months.
(2) If the last six months the employee has worked and been paid his wages, average earnings for the calculation of wages for work six months before this period.
(3) If the last 12 months the employee has worked and been paid his wages, average earnings for the calculation of the national minimum monthly wage totals over the past six months.
(4) monthly average earnings calculated on the last six months the total remuneration divided by six.
(5) the average daily earnings, excluding the charge for the amount of paid vacation time, calculated over the last six months, the total pay during that period divided by the number of days worked.
(6) hours, the calculation of average earnings in the last six months wages divided by the total amount in this period, the number of hours worked.
(7) If the employee is employed for less than six months, days or hours the average earnings calculation of wages for days, they worked a total of dividing the hours worked during that period, the number of days or hours.
(8) the average earnings amount to be paid is calculated by the day (hours, months) average earnings multiplied by the day (hours, months) for which the employee is to be paid to the average earnings.
(9) the daily average earnings to pay for annual paid leave time is calculated as the last six months, pay the total divided by the number of days in this period. If the employee is employed for less than six months, the average daily earnings calculated on the total remuneration divided by the number of days in this period. On the amount of paid vacation time to pay payable is the amount calculated on the average daily earnings multiplied by the number of days of vacation time.
20. Chapter Staff expenses article 76. (1) the employer is obliged to pay the expenses of the employees under the provisions of the contract of employment are required to complete your work or have occurred with the consent of the employer, in particular expenditure: 1) is related to an employee's travel or travel;
2) employee from moving to another place of residence at the initiative of the employer;
3) employee due to work equipment belonging to him (which, according to the work contract is used for business purposes) tear (depreciation).
(2) at the request of the employer is obliged to pay the estimated expenditure under the advance.
(3) the Mission of the employee paid average earnings.
77. article. Loss (1) the employer is obliged to compensate the damage that the employee performs the work, due to his working equipment damage or destruction and for which the employee is not at fault. Following the employee's employer to pay damages even if he himself — with their orders or not providing proper working conditions — was guilty of causing it.
(2) the employer shall pay the first part of this article, these losses only if employee-owned work equipment in use is contracted.
Chapter 21 the deductions from pay and their limitations

78. article. Deductions arising from the employer's right to repayment (1) deductions arising from the employer, the repayment can be done from the wages payable to the employee in order to reclaim: 1) amounts overpaid in error due to the employer if an employee on this overpayment is known or under the circumstances should have known or if the overpayment is made based on the circumstances in which the blame for the employee;
2) advances paid to pay the invoice, as well as unused and not repaid the advance paid to the employee due to a business trip or travel or other foreseeable expenses;
3) paid average earnings for atstrādātaj not leave days for employees laid off before the end of the year, for which he received the leave, except where the employment contract is cancelled on the basis of this law, the first paragraph of article 101 of the 6, 7, 9, or 10 points.
(2) the first subparagraph of point 1 and 2, in the cases provided for by the employer may give a written order for a deduction to be made not later than two months from the day the excess payment or repayment of the advance termination of the statutory period. On the issue of such order, the employer shall immediately notify the employee.
(3) if the employee disputes the first paragraph of this article 1 and 2 of the employer as provided for in the basic law or the repayment amount, the employer may bring an appropriate action in the two years from the day the excess payment or repayment of the advance termination of the statutory period.
Article 79. Deduction to reimburse the employer for damage resulting from (1) the employer shall have the right to withhold from the employee's pay due to damages that he has incurred employee, blamed the action unlawful. Such withholding of an employee's required written consent.
(2) if the employee disputes the employer claims of loss or the basis of the amount, the employer may bring an appropriate action in the two years from the date of breach.
80. article. Of the wage deduction restrictions be made (1) the total of All deductions may not exceed 20 per cent, but in particular the law of civil procedure the cases provided, 50 percent of the employee paid monthly pay. In any case, the employee shall retain the minimum wage.
(2) in the first subparagraph of this article, the restrictions do not apply to the maintenance of minor children.
(3) if the amount is not sufficient to satisfy all claims, law of civil procedure to be followed in several recovery continuity.
(4) it is prohibited to make deductions from severance pay, remuneration for employee expenses and other amounts to be paid to employees under the law of civil procedure may not bring recovery.
The fourth section employee responsibilities and rights chapter 22. Employee responsibilities article 81. Progress (1) an employee within the framework of their work or duties are required to take care of it, in order to eliminate or reduce barriers that adversely affect or may affect the normal work of the Organization, as well as on it, in order to prevent or reduce imminent or already occurring. The exception permitted only when such action is not by force, the employee is not expected from his fair or prohibited by the employer.
(2) the employee has the obligation to immediately notify the employer of the first paragraph of this article obstacles arose the threat of injury or pre-existing losses.
Article 82. The obligation to carry out a health check for the employee, based on the employer's orders, have the obligation to immediately take a medical examination in cases where such inspection provided for in legislation or in collective bargaining agreements, or there is a reasonable suspicion about the presence of the employee with the infectious disease.
83. article. Non-disclosure obligations (1) the employee is obliged not to disclose the information in his possession, which is the employer's trade secrets. The employer is obliged to indicate in writing that the information constitutes business secrets.
(2) the employee is obliged to take care of it to the first paragraph of this article, concerning his work performance should not directly or indirectly available to third parties.
84. article. Restriction of competition after the expiry of the legal relationship (1) employee and employer agreement on employee professional activity restriction (restriction of competition) after the termination of the legal relationship shall be permissible only if that agreement complies with the following characteristics: 1) its purpose is to protect the employer from the employee's work activities which may create competition for the business of the employer;
2) restrictions of competition period shall not exceed two years from the termination of employment date;
3) for all competition limit the time it provides for the obligation of the employer to pay the employee the appropriate monthly remuneration for the restriction of competition.
(2) restriction of competition can only refer to the scope in which the employee was employed in the employment relationship.
(3) the agreement on the restriction of competition is void in so far as it according to the type of competitive constraints around location and time, as well as taking into account the consideration to be paid to the employee, shall be deemed to be unfair to the employee's future professional activity.
(4) the agreement on the restriction of competition, in writing specifying those restrictions of competition type, extent, location, time and amount of remuneration payable to the employee.
85. article. Unilateral withdrawal from agreement on the restriction of competition (1), the employer before the termination of labour relations may deviate from the agreement in writing of the restriction of competition.
(2) If the employer praised the employment contract on the basis of this law, article 101, first paragraph, 1., 2., 3., 4., or the provisions of point 5, the employee loses the right to receive remuneration for the restriction of competition.
(3) If an employee praised the employment contract on the basis of article 100 of this law the provisions of the fifth paragraph, he shall, within one month from the date of the contract notice, in writing, to depart from the agreement on the restriction of competition.
23. Chapter Staff responsibility article 86. The civil liability of the employee and about (1) If an employee without justification does not or did not properly perform well or otherwise unlawful, perfect result have caused damages to the employer, the employee is obliged to reimburse the employer for damage.
(2) an employee shall be the sole responsibility of the employer's reduction of the present, but is not responsible for the atrāvum of expected profit.
(3) if the loss suffered by an employer to an employee's bad or his unlawful, perfect as a result that is not related to the contracted work, the employee shall be responsible for all damages from the employer.
(4) an employee whose work is related to the emergence of an increased risk of injury, only if the damage caused to the employer to harm or serious negligence.
87. article. Basic employee exemption from civil liability (1) the employee is wholly or partially exempted from the civil liability of the employer for loss suffered if the employer himself — with their orders or not providing proper working conditions or work equipment — was guilty of a breach. Employee's liability shall be determined depending on the circumstances of the case, especially in view of the extent to which mostly had the employee's or employer's fault.
(2) the first paragraph of this article, the provisions of the applicable even when the employer has not been warned about the loss of such employee the risk that employees will does not intend and has not needed to anticipate, as well as when the employer has not adhered to due diligence, to prevent or reduce losses.
(3) the Court depending on the circumstances of the case may reduce the extent of the employee's liability to suit his belongings.
88. article. More employee civil liability (1) if the loss incurred by the employer of illegal workers, more perfect as a result, each employee's responsibility to be determined according to his participation in the breach and the degree of guilt.
(2) employees who work directly in the contract entered into as a debtor in bankruptcy, the employer jointly and severally responsible for loss suffered.
Article 89. Indemnification procedure can willingly, fully or partially reimburse the employer for damage caused. With the consent of the employer of the employee to make up the loss, you can put the equivalent case or repair damage.
Article 90. Note and reprimand (1) for the specific agenda or violation of the contract of employment by the employer an employee may make a written note or reprimand, stating the circumstances that indicate the infringement.
(2) before the note, or reprimand of the employer in writing of the employee with his present the nature of the infringement and then require from him a written explanation of the infringement.

(3) the note or reprimand shall, not later than one month from the date of the opening of the infringement, not including the employee's temporary incapacity and the time when the employee is on leave or do other work for good reasons, but not later than six months from the date of the offence. For each violation may make only a single note or reprimand.
(4) where a note or reprimand those in circumstances not true or these conditions are not treated as such, which points to the agenda or a breach of the employment contract, the employee shall be entitled to claim such notes or reprimand the abolition of this law, in article 94(1).
(5) If, during the year from notes or reprimand of the day employees have expressed a new note or reprimand, he considered not punish disciplinary action.
24. the Department's employee rights in article 91. Next to the work of the employee has the right to enter into employment contracts with several employers, if the contract of employment or collective agreement provides otherwise.
92. article. The restrictions make the next job the employee's right to make the next job can be limited to the employer, to the extent justified by the employer's legitimate interests protected, especially if next work negatively affects or may affect the proper implementation of the obligations of the employee.
93. article. Information about the employee (1) messages about the State of health of employees and the training of staff in accordance with this law, 33, 35 and 36, the employer can be used only when the company is required to take organisational, technological or social events.
(2) the employer is responsible for ensuring that the first paragraph of this article, should the company information available only to those persons who, on behalf of the employer of these messages use the appropriate organizational, technological or social activity.
94. article. The employee of the protection of the rights and interests of the company (1) the employee has the right to their own rights or interests of the injured defensive end, complain to the company duly authorised person. The right to lodge a complaint, to defend the rights and interests of employees, there are also representatives of the employees.
(2) the complaint and answer the decision taken shall promptly, but not later than seven days after receipt of the complaint. The employee and the employee representative has the right to participate in the consideration of complaints, provide explanations and to express their views.
(3) any unacceptable adverse effect on the employee in connection with the submission and consideration of the complaint in accordance with the provisions of this article.
Article 95. Different treatment of the consequences of breaching the ban, raising the Office and determining working conditions (1) If an employer, increasing capacity, violated the prohibition of different treatment, the employee has the right to demand appropriate compensation. The amount of remuneration is determined at the discretion of the Court.
(2) If the employer in determining working conditions, different treatment violated the ban, the employee has the right to request the termination of such different treatment.
(3) the employee may bring the first and second part of the requirement laid down in the Court within one month from the day when he learned or had to know about the different treatment a violation of prohibition.
Article 96. Training the employee, stopped working, sent to raise qualifications, save the job. Expenses related to the training shall be borne by the employer.
25. the Department of contract modification of article 97. The amendment of the employment contract, the employee and the employer in agreement the employee and employer can amend the contract of employment by mutual agreement. In this case, the applicable article 40 of this law.
98. article. Notice the employment contract in connection with the amendments proposing (1) an employer has the right not later than one month's notice in writing terminate the contract of employment provided that the employment relationship will be terminated if the employee does not agree they continue according to the employer's proposed amendments to the employment contract. Such a notice is permissible if it is based on the employee's behavior, his abilities or with economic, organizational, technological or similar measures of the nature of the company.
(2) where a continuing employment relationship pursuant to the employer's proposed amendments to the employment contract, decreasing the average earnings for the employee, the employer is obliged to pay the employee the previous average earnings for one month after the date of the contract amendment.
(3) the second paragraph of this article shall not apply if the contract notice is made due to the employee for any contract of employment or staff rules.
(4) If an employee believes that the contract notice according to the first paragraph of this article is not legally justified, he has the right to bring a court action for the recognition of such a notice the void. In this case, the applicable 122. and article 123.
Article 99. The obligation of the employer to amend the provisions of the employment contract (1) in order to prevent any risk that may negatively affect the safety or health of the pregnant woman, the employer, after receiving the opinion of the doctor's duty to ensure the pregnant woman the working conditions and working time, to her exposure to the above risks are resolved. If such working conditions or working hours cannot be achieved, the employer is obliged to transfer a pregnant woman of another time, a suitable work. The amount of pay after the amendment of the employment contract must not be less than women of previous average earnings.
(2) If such a transfer is not possible, to ensure that the employer is obliged to grant a pregnant woman leave. Following the leave granted to a pregnant woman is saved the previous average earnings.
(3) the provisions of this article shall also apply to the woman concerned, who have up to one year, but if the woman is breastfeeding, feeding time, throughout the.
The fifth section labour relations expired 26. Chapter resignation article 100. Employee resignation (1) an employee has the right to terminate the employment contract in writing one month in advance, if the collective agreement or the employment contract does not specify a shorter notice period. At the request of the notice period excludes temporary inability to work.
(2) an employee who is employed in paid temporary public work, shall have the right to terminate the contract of employment one day in advance.
(3) the employee's right to cancel notice is determined by the employer, if such rights are not laid down in the collective agreement or the employment contract.
(4) an employee and employer agreement, employment contract may be terminated before the expiry of the notice period.
(5) an employee has the right to terminate the employment contract in writing, pursuant to this article if the notice period is important to him. For this reason, the ranks of each such circumstance, which is the basis of morals and taisnprātīb considerations, do not allow you to continue the employment relationship.
101. article. Employer's notice (1) an employer has the right to terminate the employment contract in writing, only on grounds relating to the behaviour of the employee, his or her ability or with economic, organizational, technological or similar nature activities in the company, in the following cases: 1) employee without valid reason, the essential breach of contract or a specific agenda;
2) employee, doing work, acted unlawfully and therefore lost the trust of the employer;
3) employee, doing work, acted contrary to morality, and such action is incompatible with the continuation of labour relations;
4) employee performing work are alcohol, drugs or toxic intoxication;
5) employee grossly violated labour protection rules, and threatened by other people's safety and health;
6) employee does not have sufficient professional ability hired job;
7) the employee is unable to perform the contracted work for health reasons, and the doctor's opinion;
8) is restored to the employee who made the earlier work;
9) is reduced the number of employees;
10) are eliminated, the employer — a legal person or a partnership.
(2) If the employer intends to terminate the employment contract on the basis of the first subparagraph 1., 2., 3., 4., or the provisions of paragraph 5, he/she should request a written explanation from the staff. Deciding on the possible resignation of the contract of employment, the employer is obliged to assess the seriousness of the infringement committed, in circumstances in which it was committed, as well as the employee's personal qualities and experience to the job.
(3) the employer may terminate the employment contract on the basis of the first subparagraph 1., 2., 3., 4., or the provisions of paragraph 5, no later than one month from the date of the opening of the infringement, not including temporary incapacity of the employee time, or a time when he has been on vacation or not done this work for other valid reasons, but not later than six months from the date of the offence.
(4) a shout out this contract in the first paragraph of article 7, 8 or 9 of these reasons are allowed if the employer is not possible with the consent of the employees they employ another job at the same or another company.

(5) in exceptional cases, the employer has the right to a period of one month to bring a court action for employment termination in cases other than those referred to in the first subparagraph of this article, if he has a compelling reason. For this reason, the ranks of each of the fact that, on the basis of virtue and taisnprātīb considerations, do not allow you to continue the employment relationship. Question about the important reason being settled in court at its discretion.
(6) prior to the termination of the employment contract, the employer has an obligation to find out whether the employee is a member of the Trade Union of employees.
Article 102. The employer's notice of the grounds for the employment contract, "the employer is obliged to notify the employee in writing of the circumstances that are the basis of the contract notice.
Article 103. The cooling-off period of the employer (1) If a collective agreement or employment contract does not specify a longer cooling-off period, the employer, praising employment contract, subject to the following terms: 1) immediately, if an employment contract is cancelled for this law, article 101, first paragraph, point 2 or 4 cases;
2) 10 days — if a cancelled contract law 101 is the first paragraph of article 1, paragraph 3 or 5 cases;
3) one month, if the work contract is cancelled for this law, the first paragraph of article 101 of the 6, 7, 8, 9 or 10 in the cases in point.
(2) at the request of the notice period excludes temporary inability to work.
(3) the right to withdraw the notice of the employer determines the employee if they are not determined in a collective agreement or employment contract.
(4) an employee and employer agreement, employment contract may be terminated by the employer prior to the expiry of the cooling-off.
Article 104. The reduction in the number of employees (1) the reduction in the number of Employees is the resignation of the contract for reasons that are not related to an employee's behavior or his ability, but is justified by the urgent economic, organizational, technological or similar measures of the nature of the company.
(2) the number of employees in the event of a reduction of this Act apply accordingly article 106 of the fourth part.
Article 105. Collective redundancies (1) collective redundancy is the reduction of the number of employees, number of employees, if remitted 30 days are: 1) at least five employees if the employer company normally employing more than 20 and less than 50 employees;
2) at least 10 employees if the employer organization usually employ at least 50 but less than 100 employees;
3) at least 10 per cent of the number of employees of the employer in the establishment normally employing at least 100 but less than 300 employees;
4) at least 30 employees if the employer company usually employs 300 and more employees.
(2) the provisions of this law on collective redundancies do not apply to: 1) the crews of seagoing vessels;
2) public administrations employed workers.
Article 106. Information and consultation in collective redundancy (1) an employer who intends to carry out collective redundancies, consultation with the launch time for the employees ' representatives to agree on a collective dismissal, the number of workers exposed, collective redundancies and remitted social guarantees of employees. During the consultation the employer and the employees ' representatives shall examine all possibilities to avoid the company of employees employed in collective redundancies or reducing the number of workers exposed to it and how to soften such consequences by carrying out social actions, which raises the possibility of further employ or retrain workers discarded.
(2) in order to ensure that the employees ' representatives the opportunity to submit proposals, the employer shall inform the employee of the time representatives of the collective redundancies and notify in writing the reasons for the collective redundancy, redundant workers, citing their profession and skills, usually in the company of the number of staff employed during the period in which the collective redundancies envisaged, and the severance pay calculation procedures, if different from this law, the procedure laid down in article 112.
(3) in the first and second subparagraphs are enforceable obligations irrespective of whether the decision regarding collective redundancies is taken by the employer or employers as a dependent of the company governing the company. Reservation is not allowed, that information, consultation and notification failure due to the fact that the dominant firm has not provided the necessary information.
(4) an employer who intends to carry out collective redundancies, not later than 60 days in advance, in writing, notify the State employment service and the municipality where the administrative territory of the company is located. The notice will indicate the employer's name, last name, company name, location and type of activity, the causes of collective redundancies, the number of employees redundant, with each employee's profession and qualification, the company usually the number of staff employed and the period in which the collective redundancies intended. A copy of the notice, the employer shall also be sent to representatives of the employees. The public employment service and the municipality may require from the employer and other information related to the intended collective redundancies.
Article 107. The initiation of collective redundancies (1) employer collective redundancies may be initiated no earlier than 60 days after submission of the notification, the State employment service where the employer and the employees ' representatives have not agreed on a later commencement of collective redundancies.
(2) in exceptional cases, the public employment service may be extended in the first part of this article, the time limit for up to 75 days. On the extension and the reasons for State employment service will be notified in writing to the employer and employee representatives in the two weeks before the first paragraph of this article the date of expiry.
Article 108. Benefits continue for the number of employees in the event of a reduction in the number of employees (1) in the event of a reduction of benefits to continue the employment relationship is for those employees who have better performance and higher qualifications.
(2) If the results of the work and qualifications are not significantly different, the advantages to stay at work are those employees: 1) which at the relevant employer worked for a longer period of time;
2) which at the relevant employer suffered an accident at work or an occupational disease contracted;
3) which brought up a child under the age of 14 or a disabled child under the age of 16 years;
4) which have two or more dependents;
5) where family members do not have regular income;
6) who are disabled or ill with radiation sickness;
7) which participated in the Chernobyl nuclear power plant accident consequences liquidation;
8) which up to retirement age had less than five years;
9) which while still working, in any educational institution learn professions (posts, trade);
10) which assigned a repressed personality.
(3) none of the second part of this article to the benefits mentioned do not have priority over the other.
109. article. The employer's notice of the prohibitions and restrictions (1) the employer is prohibited to terminate the employment contract with a pregnant woman, and a woman who have up to one year, but if the woman is breastfeeding, feeding time, whole — except as provided in this law, the first paragraph of article 101-1., 2., 3., 4., 5., and in paragraph 10.
(2) the employer is prohibited to terminate the employment contract with the employee, if he recognised as disabled persons, except as provided in this law, the first paragraph of article 101-1., 2., 3., 4., 5., 7., and in paragraph 10.
(3) the employer shall not have the right to terminate the employment contract of an employee's temporary incapacity, as well as the time when the employee is on vacation or does other justifiable reasons.
110. article. Termination of the employment contract the employee labour union membership (1) the employer is prohibited to terminate the employment contract of an employee, a member of a Trade Union, without the prior consent of the trade union concerned, except as provided in this law, the first subparagraph of article 47 and article 101, first paragraph 4, 8 and 10.
(2) Workers Union is obliged in time, but not later than within one week after receipt of the request of the employer to inform the employer of his decision.
(3) the employer may terminate the employment contract not later than one month from the date of receipt of employee unions.
(4) if the employee does not agree with the Trade Union of the contract notice, one month from the date of receipt of the reply, the employer can bring a court action for termination of the employment contract.
111. article. Time to search for a new job if the contract is cancelled on the basis of this law, the first paragraph of article 101 of the 6, 7, 8, 9 or 10, the employer, upon written request of the employee's obligation to work within the contracted time to grant the appropriate time for the employee to another job search. The duration of this time and this period retained earnings of the employee shall be determined in a collective agreement or employment contract.
112. article. Severance pay If a collective agreement or employment contract does not specify a higher severance pay, praised the work of the Treaty article 100 of this law in the fifth subparagraph, and article 101, first paragraph, 6, 7, 8, 9 or 10 cases in point, the employer is obliged to pay the employee severance pay amounting to:

1) one month's average wages if the employee at the employer concerned had been employed less than five years;
2) two months average earnings if the employee at the employer concerned was employed for five to 10 years;
3) three months average earnings if the employee at the employer been employed in 10 to 20 years;
4) four months average earnings if the employee at the employer concerned was employed for over 20 years.
27. Chapter other labour relations expired based on article 113. Fixed-term contract of employment concluded by expiration (1) employment relationship after the contract was concluded for a fixed period, of the date of termination of the employment contract.
(2) If a work contract concluded for a fixed period of time, no set end date, the employer is obliged to notify the employee in writing of the impending labour relations ending not later than two weeks before.
114. article. Employee and employer agreement the employee and the employer can terminate the employment relationship by mutual agreement. Such a contract is concluded in writing.
115. article. Third party requests (1) parents (guardians) or the national labour inspectorate may request in writing the employment relationship with a person who is less than 18 years of age, if in work which endangers the security of the person, health or morals, or negatively affect development and education.
(2) the employer, after the first paragraph of this article of the receipt of the request is obliged, no later than five days to end the employment relationship with the employee and pay him compensation of not less than one month's average wages.
116. article. The death of the employer employer's death is the basis of employment termination, if the employee's obligations are closely related exclusively to the employer personally.
Chapter 28 the company's transition to another person article 117. The company's concept of the transition (1) a company within the meaning of this law, the transition is part of the company or its independent transfer to another person on a contractual basis, as well as a company merger or Division.
(2) the national authorities or municipal administrative reorganization, as well as one institution, the transfer of administrative functions to the other body does not constitute the company's transition and cannot in itself be the basis of the contract notice.
(3) the provisions of this chapter shall not apply to seagoing vessels.
118. article. Rights and obligations of the transition (1) rights and obligations of the transferor resulting from the transition of the company in force at the time of labour legal relations, to move the company's benefit.
(2) the traitor within the meaning of this law is any natural or legal person who, as a result of the transition of the company loses the status of the employer. Company: the meaning of this law, any natural or legal person who, in the company's transition into the status of the employer.
(3) the transferor is obliged to inform the company's benefit for all rights and obligations over to the acquiring company, in so far as the undertaking at the time of the company's transition to the rights and obligations of the transferor that are known or ought to have known them. Non-compliance with this obligation shall not affect the rights and obligations of the transition, as well as the employee's claims against the company in connection with acquiring these rights and responsibilities.
(4) following the company's transition business winners continue to meet the previously closed and company at the time of transition, the existing collective agreement, the provisions of this collective agreement until the expiry time or new collective agreement entry into force of, or another application the provisions of collective bargaining agreements. One year after the transition provisions of collective bargaining agreements are not amenable to the detriment of employees.
(5) the transition itself may not be on the basis of the contract notice. This provision does not limit the employer's right to terminate the contract of employment, if such notice is based on an economic, organizational, technological or similar measures of the nature of the company.
119. article. The company's bankruptcy by the transferor (1) article 118 of this law first, third and fourth subparagraphs shall not apply to transfers of undertakings within the bankruptcy proceedings.
(2) not allowed company traitor insolvency abuse in order to restrict or deprive employees the rights provided for in this chapter.
120. article. Information and consultation (1) both the transferor and acquirer of the company is obliged to inform the representatives of their respective employees, but if not, its own employees about the company — the transition date or expected date of transition, a company in transition, the transition of the company of the reasons legal, economic and social consequences, as well as the measures that will be taken in relation to employees.
(2) the traitor in the first paragraph, the obligation shall be carried out no later than one month before the company's transition, but the winner of the company not later than one month before the start of the transition of the company directly affect his employees ' working conditions and terms of employment.
(3) the transferor or acquirer of the company, which due to the transition of the company intend to take organizational, technological or social measures for employees, have a duty to not later than three weeks prior to launch consultations with the representatives of its employees, to reach agreement on such measures and their progress.
(4) the provisions of this article shall apply irrespective of whether the decision on the company's transition is taken by the employer or employers as a dependent of the company governing the company. Not eligible for reservation information and consultation obligations failure due to the fact that the dominant firm has not provided the necessary information.
121. article. Representation of employees in the event of transfers of undertakings if the enterprise or part thereof after the transition of the company retains its autonomy, the following representatives of the employees affected by the status and the function are stored with the same rules that were in force up to the moment of the transition of the company. These provisions do not apply if the conditions required for the election of the representatives of the employees or employee representative of a new creation.
29. the Department of Defense Employee, termination of employment relationships article 122. The deadline for claims, can take legal action for the employer's notice of invalidation, within one month from the date of receipt of the notice. In other cases, where the employee's rights violated to continue the employment relationship, he may take legal action for reinstatement within one month from the date of dismissal.
123. article. Missed the deadline for renewal of claims (1) if the employee for any valid reason missed this law requirements laid down in article 122 of the deadline, the Court may restore the term on the basis of the employee's application.
(2) the application for the renewal of the period of late requirements delineated reasons, which were based on time delay requirements, and relevant evidence to be added to the application. Simultaneously with the filing of an employee is obliged to bring in this law, the Court also laid down in article 122.
(3) an application for renewal of the period of late claims shall be submitted not later than two weeks from the date of the claim of lost time delay basis. Such an application may be made if the missed requirement from the end of the period of more than six months.
124. article. The employer's notice of recognition for the reinstatement of the employee and the employer (1) If a notice is not legally justified or is violated in a particular employment contract termination, in accordance with a court decision declared void.
(2) an employee who is laid off from work, on the basis of the employer's notice, declared void or otherwise violates the rights of the employees continue working relationship, in accordance with the judgment of the Court of Justice of the previous work to restore.
125. article. The burden of proof to the employer's duty to prove that the contract notice is legally justified and comply with the prescribed procedures for the termination of the employment contract. In other cases when an employee brought a claim for reinstatement, the employer has the obligation to prove that by releasing the employee from work, he has not violated the rights of employees to continue the employment relationship.
Article 126. Remuneration of work forced delays or less paid job (1) employee who unlawfully laid off from work and restore the previous work, in accordance with the judgment of the Court shall be paid average earnings for all the work of forced absence time. Reward for all the work of forced absence time payable even if the Court, although there is reason to restore the previous work of the employees, at his request in terminating the employment relationship with the judgment of the Court of Justice.
(2) an employee who unlawfully transferred, less paid job and then restore the previous work, in accordance with the judgment of the Court shall be paid average earnings difference about the time he made the less paid work.
Article 127. Judgment of the Court of Justice on the reinstatement of the employee to perform

(1) the Court may, at the request of the employee to establish that the judgment provides for employees to restore the work and recover the average earnings for all the work of forced absence time, enforceable immediately.
(2) If the employer in reaching the first paragraph of this article, in the enforcement of the judgment, the employee shall be paid average earnings for all the delay time from the date of the judgment until the date of its execution.
Chapter 30 employers ' obligations, releasing the employee from work article 128. Employees due to the amount of money paid (1) releasing the employee from work, all sums of money due to him from the employer, payable the day of dismissal. If the employee on the date of dismissal not done this work, his payment of the entire amount of money paid not later than the day after the employee applied for the calculation.
(2) If an employee is released from work, are in dispute about the amount of money due to him, the employer in the first part of this article on time is an obligation to pay the amount of money that the parties do not dispute.
(3) if the employment relationship ended and pay the employer's fault is not paid in time, he must pay the employee for losses.
129. article. Statement of work (1) the employer is obliged, at the request of a State or local government or authority to carry out its statutory function to issue a written statement of the employer and employee labour relations, the work carried out by employees, withholding and the State social insurance compulsory contribution.
(2) the Statement shall indicate the requested that the employer can justify with records or archive the documents.
  (D) working time and rest time in the sixth SECTION of the working time working time chapter 31 General provisions article 130. The concept of working time (1) working time within the meaning of this law is the period of time from the beginning to the end of work, within which the employee performs the work and at the employer's disposal, excluding breaks.
(2) the beginning and end of a period determined by the rules, shift schedules or work contract.
131. article. The normal working time (1) the employee's normal daily working time may not exceed eight hours, but the normal weekly working time – 40 hours. The daily working time within the meaning of this law is working time 24-hour period.
(2) if the daily working time in one of the weekly working days is shorter than the normal daily working time, another working day of the week normal daily working time may be extended, but by no more than one hour. In this case, you must comply with the rules on the weekly working time.
(3) employees who are exposed to particular risks, normal working time may not exceed seven hours per day and 35 hours a week, if they are employed in this work not less than 50 percent of the normal daily or weekly working time. The Cabinet of Ministers may establish normal short working time to other categories of employees.
132. article. Working time for persons under 18 years (1) persons who are under 18 years of age, is determined the five day work week.
(2) children who have attained 13 years of age may not be employed: 1) for more than two hours a day and more than 10 hours a week if work is performed during the school year;
2) for more than four hours a day and more than 20 hours per week if work is carried out at a time when education is a vacation.
(3) the Adolescents may not be employed for more than seven hours a day and more than 35 hours a week.
(4) If a person who is under 18 years of age, in addition to the work continues to get basic education, secondary education or vocational education, training and work time spent together and the sum may not exceed seven hours per day and 35 hours a week.
(5) If a person who is under 18 years of age, are employed to more employers, working time will be summarized.
133. article. The duration of the working week (1) the employee is a specified five-day work week. If the character cannot be determined because the five-day work week, the employer shall, after consultation with representatives of employees down the six-day work week.
(2) If a certain six-day work week, the daily working time must not exceed seven hours. Employees whose normal working time may not exceed this law, the third paragraph of article 131, daily working time may not exceed six hours.
(3) the work last Saturday earlier than on other days. The duration of the work day on Saturday would be in collective bargaining agreements, rules or employment contract.
134. article. Part time (1) the employment contract by the employer and the employee may agree on part-time work, which is less than the normal daily or weekly hours of work.
(2) the employer shall determine the part time, at the request of a pregnant woman, woman who have up to one year, but if the woman is breastfeeding, feeding time, whole — as well as the employee who has a child until 14 years of age or disabled children up to 16 years of age.
(3) an employee employed part-time, the same rules apply as for an employee employed in the normal working time.
(4) the employee's refusal to move from normal working hours to part time or vice versa cannot in itself be the basis for a contract or other notice to the employee's rights. This provision does not limit the employer's right to terminate the contract of employment, if such notice is sufficiently justified by the urgent economic, organizational, technological or similar measures of the nature of the company.
(5) the employer shall, at the request of moving him from normal working hours to part time or vice versa, if the company-standing this possibility.
(6) the employer shall inform the employee representatives on the possibility of the company to employ workers part time if the employee representatives of all such information requests.
Article 135. The duration of a working day before holidays before the holidays, the duration of the working day reduced by one hour, if collective agreements, work rules or employment contract does not specify a shorter working time.
136. article. Overtime (1) overtime is work which the employee performs above the normal working time.
(2) overtime is permitted if the employee and employer agree in writing about it.
(3) the employer shall have the right to employ the employee overtime without their written consent in the following exceptional circumstances: 1) if required by the company's most pressing needs;
2) to prevent cases of force majeure, fortuitous event, or other exceptional circumstances caused by the consequences that adversely affect or may affect the normal work of the Organization;
3) urgent, unforeseen job completion time.
(4) When referred to in the third subparagraph, in the cases of overtime work continues for more than six days in a row, the employer requires the National Labour Inspectorate's permission for future overtime, except where similar work is not expected to recur.
(5) the overtime work must not exceed 48 hours in a period of four weeks and 200 hours per calendar year.
(6) it is Prohibited to engage in overtime work persons who are under 18 years, pregnant women and postnatal period up to one year, but if the woman is breastfeeding, feeding time, throughout the.
137. article. Working time accounts (1) the employer shall have a duty to accurately enumerate each employee's hours worked, overtime, and weekly rest during work hours.
(2) employees who, on the basis of the employer's order, while learning a profession (post trade), work and training time is spent together and the sum is considered working time.
(3) an employee has the right to personally or with employee representatives to examine the work done by the employer for time tracking.
32. the chapter of the Organization of working time article 138. Night work (1) night work is any work performed during night time more than two hours. With night time saying the 22 to 6. for kids night time period, within the meaning of this law is from 20 to 6. (2) night workers are employees who normally perform night work under the shift schedule or at least 50 days in a calendar year.
(3) a night employee the normal daily working time is reduced by one hour. This provision does not apply to employees whose defined normal short working time. Night employee the normal daily working time is not shortened if necessary due to business operations.
(4) the employee has the right night to perform a medical examination before he is employed in night work, as well as the right to regular medical check-ups at least every two years, but the employee reached age 50, not less frequently than once a year. The costs associated with such medical examination shall be borne by the employer.
(5) the employer must transfer the employee suitable work in the night, to be taken during the day, if there is a doctor's opinion that night work negatively affects his health.
(6) it is prohibited to employ at night persons who are less than 18 years of age, pregnant women and postnatal period up to one year, but if the woman is breastfeeding, feeding time, throughout the.

(7) an employee who has a child up to three years of age, to employ night time allowed only with his consent.
139. article. Shift work (1) if necessary to ensure the continued progress of work, the employer shall, after consultation with the employee representatives determine the shift work. In such cases, the Exchange duration must not exceed the relevant categories of employees the normal daily working time.
(2) it is Prohibited to designate the employees into two shifts in a row.
(3) change the replace the second One, a shift schedule. If the specified time is not changed, the employee is not changed, there is an obligation to continue to work if the termination is not permissible. For the continuation of the work the employee shall immediately notify the employer. Amount of time the employee has worked at the end of the Exchange, is considered overtime work.
(4) the transition from one Exchange to another organisation's shift schedule set out in the order, but at least every week.
(5) the employer shall have a duty to familiarize staff with the shift schedule not later than one month before their entry into force.
140. article. The aggregated working time (1) If the nature of the work it is not possible to adhere to the relevant categories of employees the normal daily or weekly working time, the employer shall, after consultation with the employee representatives shall determine the total time of the job.
(2) the aggregated working time shall not exceed 56 hours a week and 160 hours in a four week period, if the collective agreement provides otherwise.
(3) the work that the employee is made above in the second paragraph of this article, given time, be considered overtime work.
(4) If you have aggregated working time, rest time is granted to the employee in accordance with the work schedule.
The seventh section rest time chapter 33 the rest of the time, the General provisions of article 141. The concept of rest periods (1) the rest period within the meaning of this law is the period within which the employee does not need to do his job and that he may use at its discretion.
(2) the hours of rest include breaks in work, daily rest, weekly rest, holidays and vacations.
142. article. Daily rest (1) the duration of the daily rest period of 24 hours may not be less than 12 hours in a row. This provision may not be applied where the aggregated working time.
(2) the duration of daily rest for children 24-hour period must not be less than 14 hours in a row.
143. article. The rest of the week (1) weekly rest times seven-day period may not be less than 42 hours in a row. This provision may not be applied where the aggregated working time.
(2) If a certain five-day work week, the employee is granted two weeks rest days; If a certain six-day work week, — one weekly rest day. The two weekly rest days normally granted.
(3) General the weekly rest day is Sunday. If you need to ensure the continuous progress of work, allowed to employ workers on Sunday, giving him a rest on another day of the week.
(4) individual employees with the employer's written order may involve work in the weekly rest period, at the choice of the employee giving rest on another day of the week or paying out compensation under this law, the provisions of article 68, in the following cases: 1 if the company so requires) the most pressing needs;
2) to prevent cases of force majeure, fortuitous event, or other exceptional circumstances caused by the consequences that adversely affect or may affect the normal work of the Organization;
3) urgent, unforeseen job completion time.
(5) in accordance with the fourth paragraph of this article, the rules prohibited to employ persons under 18 years, pregnant women and postnatal period up to one year, but if the woman is breastfeeding, feeding time, throughout the.
144. article. Working holidays (1) an employee is not employed in statutory public holidays.
(2) if necessary to ensure the continued progress of work, allowed to employ the employee public holiday, giving him rest on another day of the week or paid appropriate remuneration.
34. Article 145 of chapter breaks. Breaks at work (1) every employee is entitled to a break from work, if his daily working time is longer than six hours.
(2) Break granted no later than after four hours of work. Breaks will be determined by the employer following consultation with the staff representatives, but it may not be less than 30 minutes. Break not counted as working time.
(3) break the employee is entitled to leave their place of work, if the work contract, collective agreement or policy rules otherwise. To break the prohibition to leave the work place must be sufficiently substantiated.
(4) If the nature of the work breaks for eating is not possible, the employer shall provide the employee with an opportunity to eat during work.
(5) the break to rest granted in any case. If the break to rest it is not possible to assign all at once, it allowed parts of the Division, which may not be shorter than 15 minutes each.
(6) the employer shall grant an additional break for workers who are exposed to particular risks. Breaks will be determined by the employer following consultation with the employee representatives, and these should include the work breaks.
146. article. Breaks for feeding the child (1) an employee who has a child up to the age of a year and a half, granted additional breaks for feeding the child. On the need of such breaks employee shall notify the employer in time.
(2) the child's feeding breaks of not less than 30 minutes, shall not be less frequently than every three hours. If an employee has two or more children up to the age of a year and a half, to be granted for at least a hour long break. Breaks will be determined by the employer following consultation with the employee representatives. In determining the procedure for break, as far as possible, be taken of the relevant employee's wishes.
(3) the child's feeding breaks can be added to the break at work or, if the employee so requests, be transferred to the end of working time, the duration of the working day, shortening.
(4) breaks for feeding a child shall be counted as working time, for this time paying the average earnings.
147. article. Temporary absence (1) the employer shall ensure the possibility of a pregnant woman leave the work site to perform a health check on prenatal period, if such verification cannot be performed outside working hours.
(2) the employee has the right to temporary absence when his immediate presence is impossible for reasons of force majeure, fortuitous event, or other exceptional circumstances. For such a temporary absence for the employee shall immediately notify the employer. Temporary absences cannot justify an employer's right to terminate the contract of employment.
148. article. The specific organisation of working time provisions in this law, the first paragraph of article 131, 136. Fifth, article 138 article 142 of the third part of the first paragraph of article, the first paragraph of article 143 and article 145, pursuant to the provisions of the occupational safety and health, as well as ensuring sufficient rest, may not extend to situations where, pursuant to the specific features of the activities concerned, the duration of working time is not measured or predetermined or can be determined by the employees themselves.
35. chapter leave article 149. Annual paid vacation (1) every employee is entitled to annual paid leave. Such leave may not be less than four calendar weeks, public holidays excluded. Persons under 18 years, granted one month long annual paid leave.
(2) an employee and employer agreement, annual paid leave in the current year may be granted in parts, but one of the parts of a vacation during the year must not be less than two uninterrupted calendar weeks.
(3) in exceptional cases, where the amount of paid leave to employees for the award in full during the year may adversely affect the normal work of the Organization, with the employee's written consent will be allowed to transfer part of the leave to the following year. In this case, leave part of the current year must not be less than two uninterrupted calendar weeks. Moved part of the holiday as the occasion of next year's vacation. Part of the leave may be extended only for one year.
(4) the third paragraph of this article shall not apply to persons under 18 years, pregnant women and postnatal period up to one year, but if the woman is breastfeeding, feeding time, throughout the.
(5) the amount of paid leave compensation in cash is not permitted, except where the employment relationship is terminated and the employee annual paid leave is not used.
150. article. Annual paid leave procedure (1) the annual paid leave is granted each year to a specific time in accordance with the employee's and the employer's agreement or leave schedule drawn up by the employer after consultation with employee representatives. With the holiday schedule and amendments thereto all iepazīstinām employees and should be available to every employee.
(2) the employer is obliged by giving the annual paid leave, to take into account the wishes of the employee.

(3) a staff member may request annual paid leave for the first year of service to the employer, if he is continuously employed for not less than six months. The employer is obliged to grant such leave in full.
(4) the woman at her request, be granted annual paid leave before the maternity leave or immediately after it regardless of the time that she had been employed at the employer.
(5) the employee is under 18 years old, and an employee who has a child up to three years of age, annual paid leave may be granted, the summer after his election or at any other time. If the employee who is younger than 18 years of age, continues to get education, annual paid leave may be granted, with the holiday of the educational institution.
(6) the annual paid leave carried forward or extending the employee's temporary incapacity.
151. article. (1) the annual leave paid leave granted: 1) employees who have three or more children up to 16 years of age or a child with disabilities, within three working days;
2) employees who are exposed to particular risks, — no less than three working days.
(2) a collective agreement or employment contract may prescribe other cases (night work, shift work, lifelong work, etc.), when an employee is to be granted annual paid leave.
152. article. Time, which gives the right to annual paid leave (1), which gives the right to annual paid leave, including the time when the employee was actually employed by the employer, and the time the employee is not performing the job for good reasons, including: 1) transient disability;
2) prenatal and maternity leave;
3) temporary absence;
4) forced a delay time, if an employee is unlawfully dismissed from work and restore the previous work.
(2) the first paragraph of this article are not included during the period of parental leave.
Article 153. Leave without pay for the conservation of the employer after the employee's request to grant him a leave without pay.
154. article. Maternity leave (1) maternity leave of 56 calendar days, maternity leave of 56 calendar days calculation: the total and 112 calendar days granted irrespective of how many vacation days used in pregnancy to childbirth.
(2) a woman with regard to pregnancy medical care launched preventive medical institution to 12 weeks of pregnancy and continue throughout the pregnancy, granted leave of 14 days, adding it to the maternity leave and calculating a total of 70 calendar days.
(3) in pregnancy, or labour or post-natal complications, as well as if born to two or more children, the woman is granted leave of 14 days, adding it to the maternity leave and calculating a total of 70 calendar days.
(4) the leave granted in connection with pregnancy and childbirth, the amount of paid leave are not included in the.
155. article. Leave the child's father, adoptive parents or other person (1) father of the child is entitled to 10 calendar days leave of absence. Leave is granted to the child's father immediately after childbirth, but not later than two months after the birth.
(2) if the mother at birth or during the post-natal period for up to 42 days to dead or in the procedure prescribed by law to 42 who have abandoned the day of maternity and upbringing, the child's father be granted leave up to the child's life. This leave may be granted also to another person who has actual care of the child.
(3) if the mother can not set the time up to 42 children who day of illness, injury or other health-related reasons, the father or other person who has actual care of the child, granted leave to those days where the mother is not itself capable of children together.
(4) family, who adopted a child up to the age of two months, one of the adoptive parents grant 56 calendar days leave of absence beginning with the date of adoption of a child.
(5) the family that adopted children aged from two months to three years, one of the adoptive parents grant 14 calendar days leave of absence.
156. article. Parental leave (1) every employee is entitled to parental leave in connection with the child's birth or adoption. Such leave shall be granted for a period of not more than a year and a half, until the child reaches the age of eight.
(2) parental leave granted at the employee's request for a full time or a part by part. The employee's obligation of one month's notice in writing to the employer of maternity leave or any part of it at the beginning and duration.
(3) the time that the employee spends in the parental leave, including the total seniority.
(4) an employee who uses parental leave, is saved in the previous work. If this is not possible, the employer shall ensure equivalent or similar work.
157. article. Study leave (1) an employee who, without interrupting your work, learn any type of educational institution, in accordance with the collective agreement or the employment contract granted study leave with pay or without saving.
(2) an employee of the State examination for sorting or the development and advocacy of a diploma granted study leave, which is not shorter than 20 working days a year, this time paying out on average earnings.
Transitional provisions 1. With the entry into force of this law shall lapse: 1) the labour code of Latvia;
2) the law on collective bargaining "(the Republic of Latvia Supreme Council and Government Informant, 1991, 21./22.nr.).
2. Article 112 of this Act shall enter into force on 1 January 2005.
3. Until 1 January 2005 the employer, praising the work contract law 101. the first paragraph of article 6, paragraph 9 or 10 cases where the collective agreement or the employment contract does not specify a higher severance pay, paid severance pay of one month's average wages.
4. If the working relationship will continue after this date of entry into force of the Act, the employer is obliged to grant the request of him working, if it is kept at the employer. If the employment relationship continues after this date of entry into force of the law and does not require the employee to the employer for work issued to him, its to labour relations expired the time kept by the employer, but after labour relations expired job returned book. Employer work carried out in the booklet notes for the labour relations date of termination, if the employee so requests. This rule shall not limit the right of employees to claim this law certificate referred to in article 129.
5. With the entry into force of this law day job legal relations established before the entry into force of this law, the provisions of this law are applicable, except for the transitional provisions in paragraph 6 and 7 above.
6. Article 44 of this law, the fifth subparagraph shall not apply to those contracts of employment concluded for a specified period before the entry into force of this law.
7. If the parental leave is granted before the date of entry into force of the Act, applicable in respect of the Latvian labour code, the provisions of article 173.
8. Employment contracts concluded before the entry into force of this law the day and does not meet this law, the provisions of article 40, within six months from the date of entry into force of the law, prepared pursuant to the provisions of article 40.
The law shall enter into force on 1 June 2002.
The Parliament adopted the law of 20 June 2001.
State v. President Vaira Vīķe-Freiberga in Riga on 6 July 2001, the Editorial Note: the law shall enter into force by 1 June 2002.

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