Country Detail: Georgia

Referencias

Categorías de trabajadores excluidas:

CDD regulados: Si

Razones de utilización legítima de CDD: razones materiales y objetivas

Remarks

Art. 6 LC
The fixed term contract can be used for the following reasons: a) work of specific volume has to be fulfilled; b) seasonal work has to be fulfilled; c) the volume of work increases temporarily; d) an employee who is temporarily absent from work is replaced on the basis of a suspension of labour relations; e) there is any other objective circumstance justifying the execution of the agreement for a definite period.

Número máximo de CDD consecutivos: sin restricción

Remarks

Art. 6 LC states that the fixed term contract may be used two or more “times” if the duration of the work is 30 months.

Duración máxima acumulativa de CDD consecutivos: 30mes(es)

Remarks

Art. 6 LC

Probationary (trial) period

Duración maxima del periodo de prueba (en meses): 6 mes(es)

Remarks

Art. 9 LC
The probationary period is payable and the agreement on probationary period shall be concluded in a written form

Valid and prohibited grounds for dismissal

Obligación de motivar el despido: Si

Motivos autorizados (despido justificado):

Motivos prohibidos: raza, color, sexo, orientación sexual, religión, opinion política, origen social, nacionalidad, edad, afiliación sindical y actividades sindicales, discapacidad, lengua, propriedad, nacimiento, origen étnico

Remarks

Art. 2 LC

Workers enjoying special protection against dismissal

Trabajadores que gozan de una protección particular (fuero): mujeres embarazadas o con licencia de maternidad

Art. 36 LC on suspension of employment during which the employment cannot be terminated.

Procedures for individual dismissal

Forma de la notificación del despido al trabajador: escrita

Plazo de preaviso:

Remarks

According to the art. 38 LC in terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement. Reference to the relevant paragraphs of the art. 37 may be found under the "Valid grounds (justified dismissal)" mentioned above.

Indemnización sustitutiva de preaviso: Si

Notificación a la administración: No

Notificación a los representantes de los trabajadores: No

Aprobación de la administración publica o de organismos judiciales: No

Acuerdo de los representantes de los trabajadores: No

Procedures for collective dismissal

Definición de despido colectivo (número de empleados afectados) Art. 38.1 LC states that if at least 100 employees’ labour agreements are terminated within 15 calendar days on the grounds stipulated by Article 37(1)(a) of this Law (massive layoff), the employer shall give the Ministry of Labour, Health, and Social Affairs of Georgia and the employees whose labour agreements are terminated, at least 45 calendar days’ written notice prior to such a massive layoff.

Notificación a la administración No

Notificación a los sindicatos (representantes de los trabajadores) Yes

Remarks

Art. 38.1 LC

Notificación a los representantes de los trabajadores: No

Acuerdo de los sindicatos (representantes de los trabajadores) No

Acuerdo de los representantes de los trabajadores No

Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) No

Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) No

Reglas de prioridad para la re-contratación No

Redundancy and severance pay

:

Art. 38 LC states that:

1. In terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) of this Law, the employer shall give the employee at least 30 calendar days’ prior written notice. Besides, the employee shall be granted a severance pay of at least one month’s salary within 30 calendar days after the termination of the labour agreement.
2. In terminating the labour agreement on any of the grounds stipulated by Article 37(1)(a, f, i, n) of this Law, the employer may give the employee at least three calendar days prior written notice. In such case, the employee shall be granted a severance pay of at least two months’ salary within 30 calendar days after the termination of the labour agreement.
3. If the labour agreement is terminated on the initiative of the employee on the ground stipulated by Article 37(1)(d) of this Law, the employee shall give the employer at least 30 calendar days’ prior written notice.

: 1 mes(es)

:

No specific redundancy payment - See severance pay.

: 1 mes(es)

Redress

mineros: Si

Art. 38.8 LC states that if the court voids the employer’s decision for termination of the labour agreement, under the court’s decision, the employer shall restore the person, whose labour agreement was terminated, to his/her original job or provide the person with an equal job or pay such a person the compensation in the amount fixed by the court.

directores/ gerentes: Si

Art. 38.8 LC states that If the court voids the employer’s decision for termination of the labour agreement, under the court’s decision, the employer shall restore the person, whose labour agreement was terminated, to his/her original job or provide the person with an equal job or pay such a person the compensation in the amount fixed by the court..

policía: No

Art. 48(6) of the Labour Code: An individual dispute may be settled through conciliatory procedures and individual negotiations as well as through a court.

Ordinary courts have jurisdiction over individual labour disputes.

Arbitraje: Si

Art. 48(7) LC

Carga de la prueba: ambos