Lietuvos Respublikos Konstitucijos 48 straipsnis nustato, kad „kiekvienas žmogus gali laisvai pasirinkti darbą bei verslą ir turėti tinkamas, saugias ir sveikas darbo sąlygas, gauti teisingą apmokėjimą už darbą ir socialinę apsaugą nedarbo atveju“. Šis principas suponuoja kiekvieno žmogaus teisę laisvai pasirinkti darbą, laisva valia sutikti dirbti; teisę laisvai disponuoti savo sugebėjimais dirbti, galimybę laisvai pasirinkti veiklos rūšį ir profesiją. Laisvė pasirinkti darbą reiškia ir tai, kad asmuo savo noru gali nedirbti. Laisvės principas leidžia žmogui priimti sprendimus dirbti nuolatinį arba terminuotą darbą, dirbti ne visą darbo laiką, t.y. būti iš dalies užimtam. / The purpose of final work for master‘s degree is to examine the legal basis of seasonal work in the Republic of Lithuania, to estimate the particular regulatory features of seasonal work, to underline the main problems, to give recommendations and conclusions. The purpose of final work for master‘s degree is elaborated by setting problems that determined the following structure of final work for master‘s degree: in the first part of work the author analyses the theoretic aspects of seasonal work that are concerned with the concept of seasonal work and the labour contracts for seasonal work and their fundamental features; in the second part of final work for master‘s degree the author gives particular regulatory features for seasonal work in the Republic of Lithuania (making labour contracts for seasonal work, changing and breaking them, working hours and the time of breaks, the salary, also there is provided the analysis of seasonal, temporal, and terminal labour contracts).

Le droit potestatif permet à son titulaire de créer, modifier ou éteindre la situation juridique d’autrui. La relation de travail, quant à elle, est empreinte d’une logique de pouvoir(s). Comment intégrer dans ces conditions le concept de droit potestatif au contrat de travail ? Comment ce dernier réceptionne-t-il la potestativité ? À quel prix la figure du droit potestatif s’adapte-t-elle ? Si les droits potestatifs sont acceptés dans le contrat de travail, ce n’est que de manière encadrée, dirigée, limitée. Les droits potestatifs sont alors contrôlés et sanctionnés par une jurisprudence qui entend en faire respecter l’esprit et les limites. Mais, parce que le droit potestatif s’exerce au moyen d’un acte unilatéral, parce qu’il s’agit de la faculté d’imposer sa volonté à autrui, les intérêts du destinataire ne doivent-ils pas a minima être préservés ? L’objet du contrat de travail, la subordination du salarié, pose ainsi notamment la question de la place à accorder aux droits et libertés fondamentaux du salarié. / A potestative right allows his holder to create, modify or extinguish another’s legal situation. The employment relation, as for it, is marked by a logic of power(s). How, in these conditions, does the concept of potestative right enter the employment contract? How does the latter receive the potestative right ? What sacrifices should be made by the potestative rights ?If potestative rights are accepted in the employment contract, it is only in a framed, supervised and limited way. Potestative rights are then controlled and sanctioned by judges willing to enforce both its spirit and limits.However, since the potestative right is applied through a unilateral act, because it concerns the ability to impose one’s will upon others, shouldn’t the interests of the recipient be preserved, at the very least? The object of the employment contract, the subordination of the employee, therefore leads towards the question of the place to begiven to the employee’s fundamental rights and freedoms.