Europos Teisingumo teismo praktikos įtaka ne viso darbo laiko teisinio reglamentavimo pokyčiams

The article deals with the main provisions concerning the protection of the rights of part-time employees provided for in the present European Community law as a result of a continuous legal practice of the European Court of Justice (hereinafter referred to as the Court). The author compares the provisions of the European social partners’ Agreement on Part- time Work and Jurisprudence of the Court (hereinafter referred to as the Agreement) in order to find out to what extent the practice of the Court has impacted the present part-time work regulation. The results of the analysis of various cases of the Court allow to conclude that the decisions of the Court have had a substantial effect on the content of the Agreement. It is concluded that in comparison with the jurisprudence of the Court, European social partners have not made any further developments in the regulation of the protection of part-time employees’ rights. Therefore, it can be stated that the Court has influenced part-time work regulation and the protection of the rights of part-time employees under the present European Community Labour Law. Even if the Court’s jurisprudence in this field is based only on the application of the principle of non-discrimination on the basis of gender, its role remains the most important because of the reasons mentioned above.Finally, the author concludes that the present regulation has no direct impact on the protection of the social security rights of part-time employees. As a result, dualistic aims of the Part-Time Work Directive, i.e. to protect the rights of the employees and to stimulate competition in the labour market, can be achieved only partly. Therefore, the author concludes that in order to improve the protection of the rights of part-time employees, it is necessary to further develop the law of social security taking into consideration the principles of pro rata temporis and proportionality.Straipsnyje nagrinėjamos pagrindinės Europos Teisingumo Teismo (toliau – ETT) jurisprudencijoje lyčių lygybės principo pagrindu suformuluotos ne visą darbo laiką dirbančių darbuotojų teisių apsaugos nuostatos. Autorė lygindama šias nuostatas su „direktyvinėmis“, numatytomis Europos socialinių partnerių bendrame susitarime dėl darbo ne visą darbo dieną (toliau – Susitarimas), vertina, kokia apimtimi ETT praktika turėjo įtakos minėto Susitarimo turiniui. Keliamas klausimas, ar priėmus Europos Bendrijos (toliau – EB) „direktyvines“ teisės normas buvo užtikrinta didesnė tokių darbuotojų darbo ir socialinė apsauga ir ar direktyvos normomis išties pasiekiami dualistiniai jos tikslai, susiję ne tik su lankstesnio darbo organizavimo bei konkurencijos poreikiu darbo rinkoje, bet ir su būtinybe atsižvelgti į darbuotojų reikmes