Termination of the employment contract without giving the employee notice according to the lithuanian and polish laws

The main goal of this study is to make the theoric and practice analysis of Labor Code of Lithuanian Republic and of Poland in general, the main attention lay on labour contract ending without notice. This study consists of introductions, parts I, II, III, conclusions and proposals. In the introduction author explains the goal of this study, describes methods of research and special literature. In the first part of this work the author gives a definition of labor contract as a main institution of Labor Law, gives a definition of the subjects of Labor contract, makes an analysis of this institution. The author of this research gives a definition of the content of the contract, compares the Contract law iv force with the old Labor laws. The second part reviews the grounds of termination of employment contract without notification, in case of outrage violation of labour duties, under the Labour Code of Republic of Lithuania. It is still very unclear how it will be applied in practice. Nearly all the rules in labour law are new. Here we found the actuality of this article. It is important to accent that Labour code provides that the employment contract can be terminated only for valid reasons. Only the circumstances, which are related to the qualification, professional skills or conduct of an employee, shall be recognised as valid. Moreover, an employment contract may also be terminated on economic, technological grounds or due to the restructuring of the workplace, as well as for other similar valid reasons. In such a case there must be given a notice for employee in accordance with the procedure established in the Labour Code. At the end of this work the author gives a conclusions and proposals