Violation of labor discipline. What measures are best to apply? Violation of labor discipline under the Labor Code of the Russian Federation: examples and consequences

Each institution operates in accordance with internal labor regulations - this is stated in labor legislation. The law attaches great importance to discipline. Violation of labor discipline entails serious consequences, which every employee should be aware of. In this article we will look at all types of labor violations, penalties for them, as well as examples of non-compliance with discipline.

Work discipline – what do you need to know?

Production discipline presupposes compliance with rules and regulations by all employees of the organization: from the lowest level to management. In turn, these norms must be approved, and conditions must be provided for the team to fulfill its obligations (Labor Code of the Russian Federation, Article 190). If this is not done on time, responsibility for failure to comply with work discipline falls on the shoulders of the employer, not the workers.

Production discipline presupposes compliance with rules and regulations by all employees of the organization: from the lowest level to management.

The concept of labor discipline includes the following obligations of employees set out in the Labor Code of the Russian Federation (Article 189 of the Labor Code of the Russian Federation):

• Compliance with labor standards established by the institution.
• Careful attitude towards.
• High-quality performance of work duties.
• between managers and subordinates.
• Notifying the general director of the enterprise about an emergency situation.
• Compliance with the rules and requirements of regulations adopted by the management of the enterprise.

Failure to comply with these points constitutes a violation of labor discipline and leads to punishment.

Violation of labor discipline and its types

There are several types of violations of industrial discipline. They are classified in accordance with the standards established in production: violation of management, regime and technological standards.

Violations of discipline are classified in accordance with the standards established in production.

Regular non-compliance with discipline can include an employee’s ignoring the work schedule and the need to rest. Technological offenses are responsible for the release of products and their rejection, and managerial offenses are responsible for non-compliance with subordination and incorrect coordination of the enterprise’s workforce.

Failure to fulfill official duties is divided according to the place, method, timing, form and scope of execution.

The main violations of labor discipline include:

• Misconduct related to labor protection that led to emergency consequences.
• Failure to fulfill official duties in full.
• Ignoring orders from superiors.
• The appearance of an employee at the enterprise in a state of intoxication (alcohol, drugs, other psychotropic substances) and other immoral acts.
• Absenteeism or untimely departure from the workplace.
• Refusal to undergo training to improve the employee's qualifications.
• Failure to undergo a medical examination in a timely manner.
• to the workplace.
• Deliberate disregard for the rules and regulations of labor discipline.
• Theft of organization property, its damage.

Systematic disregard of the rules is regarded as a gross violation of labor organization and threatens with dismissal.

Penalties for violation of discipline

Punishment measures for misconduct include reprimand, reprimand (LC RF, Art. 192).

The remark does not entail significant consequences, however, a document must be drawn up by the manager regarding the fact of the act. A sample act of violation of discipline reflects the essence of the offense, the worker’s explanation and the measures taken.

Punishment measures for misconduct include reprimand, reprimand and dismissal.

The reprimand can be ordinary and severe. Both of them are not included in the work book, but their recording in the order is mandatory. Receiving two or more reprimands may result in termination.

Dismissal is also appropriate in case of regular disregard of labor organization rules and when committing a gross misconduct. The corresponding decision is made on the basis of the provisions of the enterprise documents.

Any employee of the institution is responsible for violation of labor discipline. In the latter case, the manager can apply penalties at his own discretion, paying attention to the severity of the violation.

For the preferential class of workers (part-time pregnant women), special penalties are provided.

Drawing up an act of committing a misdemeanor

Two copies of the normative act are drawn up if there are two or more eyewitnesses. The document submission form is approved in accordance with the organization’s labor regulations.

Statement of the employee's explanations

The explanation must be submitted in writing. They usually give you 2 days to write it. If an employee refuses to write an explanation, this fact is recorded in the order.

Issuance of an order to impose punishment

There is no specific sample of this order (only the dismissal order is approved in a clear form). But in the act, the founder is obliged to indicate the essence of the offense, its type, date and moment of commission, and also list the documents regulating the punishment of the employee. The order must be signed by the director of the enterprise, the personnel officer and the employee’s production manager.

This normative act is not displayed in the work book.

The employee is given three days to familiarize himself with the order and sign it.

Drawing up an act on the removal of punishment

If the employee has not committed any misconduct during the year, the penalty is eliminated. If the management of the organization decides to remove the punishment from the employee early, a corresponding act is drawn up. The reasons for canceling the punishment should be reflected here.

If the employee has not committed any misconduct during the year, the penalty is eliminated.

The time for imposing penalties is limited to 1 month. If a violation was discovered during audits, the penalty period increases to 2 years.

An example of non-compliance with rules in production

The most common violation of labor discipline is being late for work. At the same time, the manager should not rush to impose penalties on the employee, but first understand the reason for the tardiness. A one-time violation can be left without punishment, since the reasons may not depend on the employee.

Systematic lateness to work may be punishable by a fine, a severe reprimand, and if late by 4 or more hours, by dismissal.

Each employee of the enterprise must clearly know his rights and obligations, as well as penalties for committing offenses. Penalties for violation of work discipline must have valid grounds. Unreasonable punishments or punishments imposed outside the established procedure (for example, in the absence of witnesses to the violation) can be challenged by the trade union and the managers will be held accountable.

Therefore, we can distinguish three type of disciplinary offenses:

• culpable violation by an employee of technological standards ( technological);
• culpable failure or improper compliance by the subject of labor law with the norms of subordination and coordination in the process of labor management ( managerial);
• culpable failure by the subject of the labor relationship to comply with the rules governing working time and rest time ( sensitive, i.e., violating the “working hours” - Art. 100 Labor Code of the Russian Federation).

The type of disciplinary offense influences the procedure for establishing circumstances indicating non-fulfillment or improper compliance by an employee with his work duties.

Thus, when producing defective products, the employee’s guilt is established in case of violation of technological standards, absenteeism, being late for work, unproductive use of working time (guilty violation by the employee of working hours). The investigation of managerial misconduct involves identifying the person responsible for the employee’s failure to comply with the legal order of the head of the production process.

According to the law, labor discipline is obligatory for all employees to obey the rules of conduct determined in accordance with the Labor Code, other laws, collective agreements, agreements, employment contracts, local regulations of the organization (Part.

1 tbsp. 189 TK). The obligation to comply with labor discipline is one of the main duties of an employee (Article 21 of the Labor Code). The basis of labor discipline is the internal labor regulations - the legal order in the labor sphere that operates within a particular organization.

The most important legal form of regulation of joint labor within a particular organization is the internal labor regulations. According to Part 4 of Art. 189 of the Labor Code is a local regulatory act of an organization that regulates, in accordance with the Labor Code and other federal laws, the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to an employment contract, working hours, rest periods, incentives and penalties applied to employees, as well as other issues of regulation of labor relations in the organization. The following main sections can be distinguished, of which this normative act usually consists:

1. General Provisions;

2) the procedure for hiring and dismissing employees;

3) basic rights and obligations of the parties to the employment contract;

4) working hours;

5) rest time;

6) incentive measures for success in work;

7) liability for violation of labor discipline;

8) other issues of regulation of labor relations in the organization.

The employer is obliged to familiarize employees when hiring them with the internal labor regulations in force in the organization (Part 3 of Article 68 of the Labor Code). In addition, internal labor regulations must be available for review by employees at any time.

In some sectors of the economy, where violations of labor discipline can lead to dire consequences, statutes and regulations on discipline apply to certain categories of workers (transport, nuclear energy, communications, etc.). These statutes and regulations impose increased requirements on the employees to whom they apply.

One of the means of combating unlawful behavior of employees who have committed violations of labor discipline is legal measures in the form of bringing violators to disciplinary and (or) financial liability.

Disciplinary liability is the obligation of the violator to answer for the disciplinary offense committed and to suffer unpleasant consequences in the form of personal, organizational or property restrictions. On the part of the employer, the reaction to a disciplinary offense is to demand a report from the violator and apply sanctions to him according to legal norms of labor law.

A disciplinary offense, like any other offense, has a set of characteristics: subject, subjective side, object, objective side.

The subject of a disciplinary offense is a person who is in an employment relationship with a specific employer and, therefore, has legal capacity to work.

The object of a disciplinary offense is social relations that develop in the process of joint work, regulated by labor law, and the rule of law within a particular organization.

The objective side of a disciplinary offense is formed by those elements that characterize it as a certain act of external behavior of a person. Disciplinary offenses, like other offenses, are always the behavior of people. Mandatory elements of the objective side of a disciplinary offense are:

– unlawful act (action or inaction);

– causing harm to the employer;

– the presence of a causal connection between the unlawful act and the resulting harm.

Unlawfulness of behavior is manifested in violation of labor duties assigned to an employee by an employment contract, collective agreement, internal labor regulations, job descriptions, etc., and is not limited to the performance of only a labor function. An example of illegal behavior of employees may be absenteeism, being late, showing up at work in a state of alcohol or other intoxication, failure to comply with labor standards, and participation in an illegal strike.

Illegal behavior of an employee not related to the performance of work duties is not a violation of labor discipline (for example, failure to fulfill a public order).

The harmful consequences that occur as a result of committing various disciplinary offenses are heterogeneous in content. Thus, some disciplinary offenses are characterized by real property damage (for example, when a driver breaks down the employer’s car). These are so-called disciplinary offenses with material composition. When other disciplinary offenses are committed, the harm, although less noticeable, is also present (for example, when an employee is late for work). Such offenses are called formal offenses.

The subjective side of a disciplinary offense is expressed in the guilt of the offender. In labor law, disciplinary offenses are not differentiated depending on the form of guilt.

Labor legislation distinguishes between two types of disciplinary liability: general and special.

General disciplinary liability, sometimes referred to as disciplinary liability according to internal labor regulations, is regulated by the Labor Code. It applies to all employees, except those for whom special disciplinary liability is established.

The list of disciplinary measures includes reprimand, reprimand and dismissal on appropriate grounds. This list is exhaustive and cannot be expanded.

The most severe and extreme measure of influence on violators of labor discipline is dismissal on the appropriate grounds: repeated failure by an employee to perform labor duties without good reason, if he has a disciplinary sanction (clause 5 of Article 81 of the Labor Code), as well as the following types of single gross violation of labor duties by an employee (clause 6 of article 81 of the Labor Code):

– absenteeism;

– appearing at work in a state of alcohol, drug or other toxic intoxication;

– disclosure of secrets protected by law that became known to the employee in connection with the performance of his job duties;

– committing theft of someone else’s property, embezzlement, intentional destruction or damage at the place of work, established by a court verdict that has entered into legal force or a resolution of an authority authorized to apply administrative penalties;

– violation by an employee of labor protection requirements, if this violation entailed serious consequences (industrial accident, accident, catastrophe) or knowingly created a real threat of such consequences.

The implementation of general disciplinary liability is carried out in accordance with the procedure regulated by the Labor Code, which provides a number of legal guarantees for employees in order to prevent unjustified prosecution.

Disciplinary sanctions are not recorded in the work record book. The exception is dismissal for violation of labor discipline.

Special disciplinary liability is regulated by other federal laws, as well as charters and regulations on discipline. It is borne by judges, employees of the prosecutor's office, civil servants, employees of those sectors of the economy in which special charters and regulations on discipline are in force, etc.

More on the topic Topic 2. Labor discipline and responsibility for its violation:

1. 7.5. Labor discipline and responsibility for its violation
2. 14.4. Labor discipline and responsibility for its violation
3. Lecture 14. EMPLOYMENT CONTRACT. LABOR DISCIPLINE AND RESPONSIBILITY FOR ITS VIOLATION
4. Topic 16. Internal labor regulations. Labor discipline. Types of liability in labor law.

The law states what responsibility an employee bears for violation of labor discipline and what penalties are provided for in this case. Let's consider this issue in more detail.

You will learn:

• What types of violations of labor discipline are prescribed in legislative acts.
• What is the procedure for penalties for violation of labor discipline?
• How is a reprimand issued for violation of labor discipline?
• For what violations of labor discipline can an employee not be dismissed?

What does violation of labor discipline mean?

Violations of labor discipline by an employee can be different, but they can be divided into two main groups:

• minor violations, the consequences of which do not seriously affect the normal operation of the enterprise and the results of its activities. This category includes, for example, a small one-time delay to work;
• rude violations of labor discipline by an employee, which, even if committed once, can lead to significant negative consequences for the company. Here we can talk about non-compliance with safety precautions and injury to an employee.

Download the act of violation of labor discipline (sample)

It is often quite difficult to distinguish between these concepts. Often, even minor violations can cause negative consequences for an enterprise if they are repeated regularly.

Download a sample reprimand for violation of labor discipline in the form of an order

The Labor Code of the Russian Federation does not say what reasons for violation of discipline are considered valid. It is impossible to predict what might happen, and therefore the manager must consider this issue taking into account the arguments provided by the employee (Article 193 of the Labor Code of the Russian Federation).

Good reasons include, for example:

• interruptions in public transport and traffic jams on the way to work;
• summons to law enforcement agencies and court;
• employee illness;
• urgent hospitalization of a relative in need of emergency care;
• emergency situations: fires, natural disasters, due to which the employee was unable to arrive at work on time.

In this case, the employee is obliged not only to justify in writing the reason for his absence from work, but also to present documentary evidence of the existence of valid reasons. Documentary evidence includes certificates, acts, summonses, sick leaves, etc.

Main types of labor discipline violations

Labor discipline is a set of rules of conduct that all employees of an enterprise, both managers and lower-level employees, are required to observe. Labor discipline includes:

• internal labor regulations;
• labor protection rules;
• corporate ethics, etc.

In accordance with the Labor Code of the Russian Federation, each enterprise is obliged to formulate rules of internal labor discipline with a description of all the nuances of the work schedule and work process: the company indicates at what time the working day begins and ends, how bonuses are calculated and issued, and how trade secrets are maintained.

Violations of labor discipline by an employee can be of a different nature. Thus, an employee may violate:

• management norms - subordination and coordination in managing the work process;
• technological standards;
• Regime norms of working time and rest time.

That is, if an employee is guilty of releasing defective goods, then, in accordance with this classification, he commits a technological disciplinary offense; if he skips work or is significantly late, then he violates regime norms. In all cases, the employee is liable for violation of labor discipline.

If an employee violated discipline, then, accordingly, he committed a disciplinary offense. Note: there is a significant difference between the material and disciplinary liability of an employee. An employee may also incur financial liability upon termination of the employment relationship if the company suffered material damage during the period while he was officially working there.

Violation of labor discipline, as already noted, can be different. Depending on the type of violation, the reasons for the incident are investigated and the necessary papers are collected.

An employee is considered to have violated labor discipline if he:

• appeared at work in a state of alcohol, drug or other type of intoxication;
• violated labor safety rules, resulting in an accident or accident;
• skipped work;
• committed theft, embezzlement, damaged equipment or other property of the company;
• was repeatedly late for the start of the shift and after the lunch break, left the workplace before the allotted time during the lunch break or at the end of the working day;
• disclosed a commercial secret of the enterprise;
• did not fulfill his job duties in full or performed them poorly, that is, did not comply with the quality criteria adopted by the company;
• refused to undergo training or medical examination if it was necessary for the professional and high-quality performance of job duties;
• grossly violated the chain of command in the organization;
• committed an immoral act in the workplace;
• directly ignored written instructions and orders from management;
• deliberately failed to comply with the requirements of the instructions and rules in force at the enterprise.

If an employee appears at work in a state of intoxication, commits theft proven in court, commits an immoral act, or falsifies documentation, the court regards this as a gross violation of labor discipline.

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What punishment can be applied for violation of labor discipline?

Based on the Labor Code of the Russian Federation, all employees are required to comply with labor discipline and the company’s internal regulations, follow job descriptions, and know the contents of documents on labor protection and work procedures. He must sign all documents that the employee has read. If he violates labor discipline, the employer has the right to impose penalties at his discretion. The type of penalty depends on the severity of the violation of labor discipline by the employee.

In Art. 192 of the Labor Code of the Russian Federation specifies the penalties that an employer has the right to apply against an employee:

• rebuke;
• comment;
• dismissal for violation of labor discipline (Labor Code of the Russian Federation).

The employer also has the right to deprive a negligent employee of bonuses (as part of a reprimand, if the internal documents of the organization allow this).

For certain groups of employees, whose labor functions are regulated by separate federal laws, other types of penalties for violation of labor discipline apply.

• Reprimand for violation of labor discipline.

If an employee commits an offense, a report on violation of labor discipline is drawn up. The report reflects what the offense was, includes the employee’s explanations and the reprimand received. A direct remark cannot become something serious for an employee and lead to big troubles. However, if this person again violates labor discipline, then it will be possible to speak with confidence about a systematic violation of the routine.

• Reprimand for violation of labor discipline.

As a rule, a reprimand is issued for a disciplinary offense. There are ordinary and severe reprimands. The reprimand is not recorded in the work book, but entered into the order. In the book, information about the reprimand is written only if the employee is fired for poor performance of work duties and regular violation of labor regulations.

• Dismissal of an employee for violation of labor discipline.

Dismissal is the most severe punishment. An employee can be fired if he systematically violates labor discipline, fails to fulfill his job duties, and also if he commits a gross disciplinary offense.

For example, educational organizations have the right to terminate employment relations with an employee who has acted immorally.

The practitioner tells

I punish you with extra work

Alexander Elin,

General Director of the audit company "Audit Academy", Moscow

Despite the fact that the company's regulations mention certain penalties applied for violation of labor discipline, we try not to use them in practice. To influence an employee who has violated labor discipline, I do this: I suggest that such an employee complete a task that is much more important than what he did before. As a rule, this gives positive results: after successfully completing a task, the employee’s self-esteem increases, he feels more significant and begins to do everything that depends on him, so as not to violate discipline in the company in the future.

Typically, we impose fines for violations of labor discipline or reprimand them for employees who repeatedly violate the rules, as well as for those employees whose misconduct caused the company to suffer financial losses.

• Dismissal under an article: how to take tough measures against the offender

What is the procedure for penalties for violation of labor discipline?

1. Act on committing a disciplinary offense.

If an employee commits any disciplinary offense, a report on violation of labor discipline is drawn up. This document is prepared by his immediate superior in the presence of two witnesses.

Two copies of the act are required: one is handed over by the employee’s immediate supervisor to senior management so that he can make a decision on the penalty, and the other copy is received by the employee. The form of the document and the persons responsible for its development should be stated in the company’s internal labor regulations.

1. Employee's explanation.

The employee must explain in writing why he committed the offense. Note: it is better to demand an explanation in writing in order to record this fact. If an employee refuses to explain why he committed a violation of labor discipline, this is mentioned in the report.

The period given to the employee for an explanation is two days. An employee’s refusal to draw up an explanatory note does not exempt him from imposing a penalty.

The employee's explanatory note is accompanied by an act describing the violation of labor discipline; a memorandum from the employee’s immediate supervisor must also be submitted. This set of documents is passed on to senior management, who, in turn, makes a decision on penalties.

1. Order on violation of labor discipline.

Having studied all the circumstances of the employee’s violation of labor discipline and all the necessary documentation, the head of the company issues an appropriate order.

There is no standard form of the order (the exception is the dismissal order, which is developed according to forms No. T-8 and No. T-8a, approved by Resolution of the State Statistics Committee of the Russian Federation of January 5, 2004 No. 1 “On approval of unified forms of primary accounting documentation for labor accounting and its payment"). But at the same time, the document must clarify what disciplinary offense the employee committed, when it happened (date and time) and what penalty is provided for such a violation. It is also necessary to list the regulatory documentation. The collection order must contain the visas of the manager, the head of the structural unit (or the direct superior of the employee), as well as the director of the company’s personnel department.

The Labor Code of the Russian Federation on violation of labor discipline states that such an order is not entered into the employee’s work book. The exception is dismissal for violation of labor discipline - this is regulated by the Labor Code of the Russian Federation. A copy of the order can be filed in the employee’s personal file. The period for mandatory familiarization of the employee with the collection order is three days. After review, the employee signs the document.

The penalty must be justified, and its severity must correspond to the severity of the violation.

1. Order to lift a disciplinary sanction.

If the company management makes an appropriate decision, the disciplinary sanction for violation of labor discipline against the employee can be lifted within one calendar year. This decision is supported by a corresponding order. The document indicates the basis and reason why the penalty is being lifted. The employee is introduced to the order to lift the penalty in the same manner as the order to impose the penalty.

If a year has passed and the penalty has not been lifted, even if during this period the employee has never violated labor discipline, then the penalty will be lifted from him automatically. After cancellation of a penalty, it is considered that the employee has never received it before.

When considering the issue of applying a penalty for a disciplinary offense, management must take into account the deadlines prescribed in Art. 193 of the Labor Code of the Russian Federation:

• the period for applying the penalty may be equal to one month from the moment the employer discovers the violation. At the same time, the specified period does not include the time during which the employee was on vacation and sick leave, as well as the period during which the opinion of the trade union is taken into account;
• a sanction can be applied to an employee only if six months have not passed since the actual violation of labor discipline. However, for violations identified as a result of an official inspection, this period increases to two years.

That is, even if a violation was discovered a couple of weeks ago, but more than six months have passed since it was committed, it is impossible to apply punishment.

The practitioner tells

How to properly punish employees in case of violation of labor discipline

Elena Karsetskaya,

lawyer, leading expert of the Personnel System

If you intend to dismiss an employee for systematic violation of labor discipline, make sure that the labor duties he violates are specified in the contract.

An employee can be required to perform only those functions that are specified in his employment agreement, job description or local regulations. Moreover, after familiarization, the employee is obliged to sign these documents - they are provided to the person for study when he is hired (paragraph 10, part 2, article 22 of the Labor Code of the Russian Federation).

If this condition is not met, the court may consider that the employee was fired illegally for repeated failure to fulfill labor obligations (appeal ruling of the Bryansk Regional Court dated January 20, 2015 in case No. 33-90/2015, 33-4441/2014).

In companies where employees who violate labor discipline are not reprimanded, and managers do not pay due attention to minor offenses, the quality of work decreases. In the future, more and more employees begin to systematically violate discipline, because they know that punishment will not follow. All this together reduces profitability and worsens the reputation of the enterprise.

If disciplinary action is taken against employees for violating labor discipline, a reprimand should be given to everyone who committed the violation, and not to just one person. If a manager acts differently, the psychological climate in the team deteriorates. Employees become less loyal to the company, their motivation decreases and increases. This, of course, affects the activities of the entire company.

• Examples of corporate standards and tips for their development

How to issue a reprimand for violation of labor discipline

Before issuing an order for disciplinary action in the form of a reprimand, the enterprise must record the violation and prove that the employee is truly guilty. The manager must require the employee to explain what happened in writing, to establish the presence or absence of a valid reason (if there is one, the penalty will be more lenient). Within two days after drawing up the act, the employee responds to the demands presented to him in writing.

The basis for issuing an order to apply punishment in the form of a reprimand or reprimand is a written explanation from the employee. Punishment is not applied if it is impossible to establish the fact of a disciplinary offense or it becomes known about the circumstances that led to the violation on the part of the employee.

If an employee is guilty of causing material damage to the company, he will compensate it in full - voluntarily or through the court. In this situation, a penalty order is not always formed in the form of a remark, since employers often decide to terminate the employment relationship with such employees under the article.

The employer has the right to reprimand the employee within a month from the moment the violation is discovered. If the violation was identified by the audit or auditing, then the reprimand is applied for six months. At the same time, the employer does not have the right to apply different penalties for the same offense.

An order for punishment in the form of a reprimand is developed only if the employee continues to work in the company. There is no need to make an entry in the work book, but it is entered into the employee’s personal card. The validity period of the reprimand is one year from the date of issuance of the order.

In some cases, early withdrawal of foreclosure is allowed, namely:

• if the employee submits a corresponding request in writing;
• if the employer makes a corresponding decision;
• if this is requested in writing by the head of the unit where the employee who violated discipline works;
• if a trade union requests this in writing (if there is one in the organization).

If the order to apply a disciplinary sanction was developed less than a year ago and the employee again committed a violation of labor discipline, the employer has the right to terminate the employment relationship with him and reflect this fact in his work record book. Let us note: these are extreme penalties, and it is not very reasonable for management to apply them to representatives of rare specialties or highly qualified personnel. The law allows dismissal for violation of labor discipline (the Labor Code of the Russian Federation), but this step is not mandatory.

The practitioner tells

If violation of labor discipline has become a habit

Natalia Volkova,

Associate Professor, Department of Business Economics, Biysk Technological Institute, Altai State Technical University (Biysk)

Let's consider the situation related to regular violations of labor discipline using a specific example. Sergey N. runs the small enterprise “M”, which has been supplying production equipment to companies for more than 15 years. During the period of working activity, a rather favorable atmosphere was formed in the company’s team. Many specialists have been working in the company since its founding, including chief accountant Maria L., who is due to retire in a few years. However, the manager began to notice that Maria L. was violating discipline: she was late, stayed late from her lunch break, and often left work earlier than expected. Sergei N. pointed out disciplinary offenses to her and once did not even pay bonuses, but this did not give any results.

The manager did not want to act radically, that is, fire a valuable employee. At the same time, Maria L. continued to violate discipline. As a result, Sergei simply stopped noticing the employee’s misconduct. However, other members of the team did not understand why the chief accountant violated discipline, and management did not react to this in any way. Moreover, some were silently perplexed, while others openly condemned the leader’s actions.

• How should a boss act in such a situation?

I would recommend Sergei to talk with Maria and understand why she commits violations. It is possible that she has good reasons: for example, no one but her can pick up her grandson from kindergarten. Of course, this is not a good reason for an employee to violate labor discipline, but, in my opinion, Maria can be fired only if she cannot cope with her job functions. If she completes all tasks within the established time frame, then it is reasonable to introduce a more flexible schedule for her.

• How can you influence Maria L. without dismissal?

Create a personnel reserve and personnel rotation system. This will help increase Sergei’s authority among employees who will know about career prospects. It will also encourage key workers, including Maria, to be more responsible in fulfilling their responsibilities. But you need to work with the reserve. That is why the list of Maria L.’s labor functions should include the development of reservists for the position of chief accountant. If she refuses, the company can train a third-party reservist. If Maria continues to commit violations, the reservist will temporarily take over the position of chief accountant while the woman is on vacation or sick leave.

At the same time, the manager should make it clear to Maria that based on the results of the next certification, if the reservist is successful, the chief accountant will be replaced. It is likely that the woman will begin to take her responsibilities more responsibly, hoping to complete the remaining time before retirement without any problems.

• What should Sergei do to retain his valuable employee and improve the climate in the team?

One should not lose sight of the fact that Maria has been working at the company since its inception and probably thinks that management does not appreciate this. Therefore, Sergei, as a boss, should be told more often that the stability of the team is very important and valuable. It would be useful to introduce benefits or additional payments for length of service, as well as a flexible work schedule, which was mentioned earlier. But at the same time, not only Mary should be stimulated with such methods. The motivational system must affect all employees. The main conditions for receiving benefits or additional payments should be transparency and achievability.

In what case can an employee be dismissed for repeated violation of labor discipline?

According to the law, an employer can terminate an employment contract on its own initiative on the following grounds: “dismissal for repeated failure to fulfill job duties without good reason, if the employee already has a disciplinary sanction.” What difficulties await the employer before entering into the work book of a subordinate the entry “dismissed under clause 5 of part 1 of Art. 81 of the Labor Code of the Russian Federation"? How is repeated violation of labor discipline interpreted? What documentary evidence can there be for this?

Incorrect interpretation of legislative norms often leads to disputes about when this basis can be used to terminate an employment relationship and when not. Let's consider this issue in more detail.

The dismissal we have in mind is only permissible if certain conditions are met:

• the employee does not fulfill his duties labor functions;
• he doesn't have it in him valid reasons;
• He repeatedly commits violations;
• the fact of violations confirms disciplinary action;
• in violations guilty employee directly.

Let's consider examples of violation of labor discipline by an employee:

1. The employee is not at work or at the workplace. The employment agreement with him or the company’s internal act (order, schedule, etc.) may not indicate a specific workplace, that is, if a dispute arises about where the employee should perform work duties, the provisions of Art. 209 of the Labor Code of the Russian Federation. Based on part 6 of this article, “a workplace is a place where an employee must be or where he needs to arrive in connection with his work and which is directly or indirectly under the control of the employer.”
2. The employee refuses to perform his job functions on the basis of changes in labor standards carried out legally (Article 162 of the Labor Code of the Russian Federation). This situation must be distinguished from cases when an employee refuses to perform duties because certain parties have changed the terms of the employment agreement. There is no violation of labor discipline by the employee here.

Example. The Onyx company has always used a time-based wage system. The head of the LLC (Petrov R.L.) took into account the requests of the employees and decided to transfer the enterprise to a piece-rate wage system. The workers were informed about the introduction of new labor standards two months earlier (Article 162 of the Labor Code of the Russian Federation). But two months passed, the company had already switched to a new operating mode, and machine operator Ivanov L.R. stated that the introduced rules did not suit him and he “wouldn’t even get close to the machine.” The head of the workshop, T.D. Petrov, filed a report on violation of labor discipline, on the basis of which L.R. Ivanov was reprimanded for refusing to perform duties in connection with the changed standards. Since L.R. Ivanov had previously already been subject to a disciplinary sanction in the form of a reprimand for constant tardiness, he was fired on the basis of clause 5 of part 1 of Art. 81 of the Labor Code of the Russian Federation.

Example. The head of production at the Silko textile plant has changed. Sidorov L.P. became the new manager. Having familiarized himself with all the intricacies of the production process, he decided to purchase new equipment, which can only be used if you have certain skills and knowledge. Sidorov, as required by law, informed the staff about the planned changes two months in advance and invited them to undergo retraining. All employees agreed, except for the adjuster Borisov L.S. Three times Borisov L.S. was offered another job at the same enterprise, but three times he refused, and therefore the agreement with him was terminated on the basis of clause 7 of part 1 of Art. 77 of the Labor Code of the Russian Federation.

1. The employee refuses or avoids undergoing a medical examination(however, this is required by his specialization), and also does not want to undergo special training during working hours and take exams on labor protection, safety precautions and operating rules, if this is a mandatory condition for his admission to work.
2. The employee refuses to enter into an agreement on full financial liability for the safety of property, if, on the basis of the law, such an agreement can be concluded with him (clause 36 of the resolution of the Plenum of the Supreme Court of the Russian Federation of March 17, 2004 No. 2).

Illegal actions of an employee are actions (or inactions) that do not comply with or contradict the norms of the current Labor Code of the Russian Federation. If the employee acted lawfully, there was no violation of labor discipline on his part. For example, if an employee did not comply with an order developed in violation of legal norms, or did not arrive at work due to illness, then the court, when considering such a situation, will consider his actions lawful.

If an employee repeatedly fails to fulfill his job duties, we are talking about repeated violation of labor discipline, which confirms disciplinary action. Repeated violation of labor discipline is such disciplinary offenses that, in the presence of an existing penalty, the employee committed again at the same workplace within one year. Disciplinary sanctions imposed at a part-time job or at a previous place of work are not taken into account.

That is, the manager has the right to dismiss an employee for repeated failure to fulfill labor duties in the event of a repeated violation of discipline, if by the time he repeatedly fails to perform labor functions in the absence of valid reasons, the disciplinary sanction has not been lifted or extinguished.

According to the Plenum of the Supreme Court of the Russian Federation, applying a new disciplinary sanction to an employee, including dismissing him on the grounds under study, is also permitted for ongoing violation of labor discipline. That is, the employee continues to fail to perform or perform improperly his job duties, despite the fact that a penalty has already been applied to him.

An employer may apply disciplinary sanctions for violation of labor discipline even if the employee submitted a resignation letter of his own free will before committing the violation. This is acceptable, since the employment relationship ends only upon expiration of the notice period for dismissal.

Example . The accountant of the Investstroyyug enterprise, O.D. Rodionova, who had previously been subject to disciplinary action, refused to correct errors in the expense report, which were pointed out to her by her manager. That is, the employee did not comply with his order without good reason.

The next day, the accountant wrote a letter of resignation of her own free will, but the manager fired her on the basis of clause 5 of Part 1 of Art. 81 of the Labor Code of the Russian Federation, and this was absolutely lawful on his part, since the labor relationship in this case lasts until the end of the notice period for dismissal. All conditions required for termination of employment relations at the initiative of the manager have been met.

An employee can only be fired if he does not perform his job duties through my own fault, that is, he commits a violation of labor discipline or inaction intentionally or through negligence. If the employee did not perform his labor functions due to circumstances beyond his control, then there is no violation here. In this case, we may be talking, for example, about the lack of necessary working conditions.

Disciplinary action is applied no later than one month from the moment a violation of labor discipline is detected by the employee. As the Plenum of the Supreme Court of the Russian Federation established, the day the misconduct was discovered is the day when the employee’s immediate supervisor learned about the violation (clause 34 of the resolution of March 17, 2004 No. 2).

Within a period of one month during which the disciplinary sanction must be applied, does not count the period during which the employee is on sick leave, on vacation, as well as the time during which the opinion of the representative body of employees must be taken into account (Part 3 of Article 193 of the Labor Code of the Russian Federation).

Vacation that interrupts the flow of a month must include all vacations that the employer provides on the basis of current legislative norms. These also include annual (main and additional) vacation periods, vacations related to studying in educational institutions, and vacations without pay. An employee’s absence from work due to other circumstances, even if he uses rest days (time off) regardless of their duration (for example, if the work is organized on a rotational basis), doesn't interrupt the course of the designated period.

The application of a disciplinary sanction later than six months from the day the violation of labor discipline was committed is prohibited. If an audit, inspection of the financial and economic activities of the company or an audit was carried out, disciplinary action based on the results of these activities cannot be applied after two years from the date of the offense. The indicated time limits do not include the period of criminal proceedings (Part 4 of Article 193 of the Labor Code of the Russian Federation).

The practitioner tells

Dismissal for repeated violation of discipline of an employee who is a member of a trade union

Yuri Peleshenko,

Head of the Legal Department of the Office of the Federation of Independent Trade Unions of Russia

If the employer decides to dismiss an employee who is a member of a trade union for repeated failure to perform labor functions without good reason, then he must send in advance a draft dismissal order along with copies of documents on the application of disciplinary punishment to the trade union (Part 1 of Article 373 of the Labor Code of the Russian Federation) . Otherwise, if a court hearing takes place, the employee will be reinstated.

After the trade union body receives the draft order and copies of documents, it will have to consider this issue within seven working days and send its reasoned opinion to the administration in writing.

It is necessary to understand that the employer does not take into account an opinion not submitted within seven days.

If the union does not agree with the decision that management plans to make, then additional consultations must be held within three working days, the results of which will be reflected in the minutes.

If it was not possible to reach a compromise, then after 10 working days from the moment the documentation was sent to the trade union, the administration has the right to make a final decision, which can be appealed to the labor inspectorate (Article 373 of the Labor Code of the Russian Federation).

If you, as an employer, dismiss an employee on your own initiative, you should first carefully study and think through everything. Even if you are completely sure that a penalty was applied to the employee for violation of labor discipline, check whether it was lifted within the prescribed time. Let us emphasize: Russian legislation does not say that the employer is obliged to remove penalties from an employee who committed a violation, but he has the right to do this. If a year will pass from the moment the penalty is imposed, and during this time no new punishment is applied to the employee, it is considered that there is no disciplinary sanction against him (Part 1 of Article 194 of the Labor Code of the Russian Federation).

If a dispute arises about whether a disciplinary sanction was lawfully imposed on an employee for violating labor discipline, the body studying this situation has the right to either agree or cancel the employer’s decision. Mechanisms of influence that are not prescribed in the legislation on disciplinary liability and in Art. 192 of the Labor Code of the Russian Federation (for example, deprivation of a bonus for violation of labor discipline, a strict warning, imposition of a fine on an employee or transfer to a lower-paid position).

If your company dismisses employees who have violated labor discipline without the law, it risks facing serious problems. If it turns out that the rights of a former employee have been infringed, he will file a lawsuit, which will accept the employee’s position. In this case, the person will prove the illegality of his dismissal, and the employer will have to incur significant financial losses, in particular, to pay the employee the average salary for the period of forced absence (Part 2 of Article 394 of the Labor Code of the Russian Federation). In addition, based on the employee’s request, the court will determine that the employee is due monetary compensation for moral damage caused. Conclusion: to avoid any problems with the court, you should terminate your employment relationship with an employee in the prescribed manner.

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For what violations of labor discipline an employee cannot be fired

There are situations when violations of labor discipline or job duties do not fall under the characteristics of “disciplinary measures under the Labor Code of the Russian Federation.” Eg:

• if an employee working with material assets commits an offense leading to a decrease in the degree of responsibility while away from the workplace (Labor Code of the Russian Federation, paragraph 7, article 81);
• if an employee holds a position related to educational activities and outside the enterprise commits an immoral (incompatible with moral standards) act, then the court does not classify it as a violation for which a penalty should be provided (clause 8 of Article 81 of the Labor Code of the Russian Federation).

In accordance with Part 1 of Art. 192 of the Labor Code of the Russian Federation, these reasons cannot be considered exhaustive in order to cancel an employment contract, since it is necessary to prove that the employee actually committed these violations, and they were the reason for the non-fulfillment or poor performance of direct labor duties.

The grounds listed above can be classified as “labor penalties”, as this is confirmed by judicial practice. But legal proceedings require taking into account certain factors that fall under disciplinary action:

• the time of commission of the violation in question;
• employee behavior;
• his attitude towards the violation committed.

Despite the stated requirements, the court does not specifically indicate what can be used to guide the assessment of these circumstances. Labor law standards are specified in the Civil Procedure Code of the Russian Federation: clause 4 of Art. 1 regulates the application of procedural rules, and clause 5 of Art. 11 - material. In this regard, it is necessary to assess the listed circumstances on the basis of procedural and substantive standards in force for assessing non-standard situations.

We can draw the following conclusion: if Art. 81 of the Labor Code of the Russian Federation (clause 7 and clause 8), it is necessary to strictly observe the rules for imposing penalties. In addition, the indicated penalties should be applied in the case of special disciplinary liability.

Employees who fall under the (special) grounds in question usually have more significant powers compared to ordinary company personnel. In this regard, it is necessary to remove them from office or dismiss them in connection with offenses that do not fall under the category of disciplinary ones. That is, special disciplinary sanctions may be imposed on employees of this group.

Based on Art. 192 of the Labor Code of the Russian Federation (Part 3), measures cannot be applied as punishment that are not contained in the lists proposed by the state standard, charter and disciplinary regulations. If this article is violated, the person punished is recognized as an employee against whom no disciplinary sanction was applied for violation of labor discipline.

Consequently, the disciplinary measure for misconduct must be indicated in regulatory and legal documents. Thus, an employee who has committed a violation can be refused payment of a bonus, his ordinal number in the queue for receiving living space can be changed, etc.

In Art. 192 of the Labor Code of the Russian Federation (Part 1) provides a list of penalties that can be applied to employees who have violated labor discipline in the company.

In Art. 192 of the Labor Code of the Russian Federation (Part 2), based on state laws, regulations, acts and charters that regulate labor regulations, states that there are other measures allowed for use as punishment in relation to violators of discipline. Accordingly, the list indicated in paragraph 1 of this article can be expanded by adding special disciplinary sanctions to it. However, these amendments must not contradict existing laws.

When expanding the list of penalties for violations of labor discipline by an employee, be sure to take into account the legal requirements. For example, in Part 3 of Art. 55 of the Constitution of the Russian Federation states that restrictions on the individual’s right to freedom and work are permitted only in accordance with current legislation, and then only in order to achieve the goals outlined in the Constitution.

If the manager, at his discretion, introduces penalties as special grounds on which an employee can be dismissed or removed from office, he thereby violates the Constitution of the Russian Federation, since he imposes a restriction on a person’s right to work.

Accordingly, such a penalty as “special grounds” can be introduced only at the state level in relevant laws to protect the foundations of the constitutional system, the health and rights of citizens, as well as to ensure the security of the country.

Labor discipline is mandatory for an employee. Often the final result of the work, quality and economic indicators depend on it. But this does not mean that the employer sets the rules himself. There are mandatory requirements for the parties to fulfill, which constitute the rules of labor discipline.

Labor discipline is the employee’s compliance with generally binding rules of conduct defined by the Labor Code, additional agreements, collective agreements and other regulations, and the creation by the employer of appropriate conditions.

Responsibilities of employees and labor discipline

General responsibilities of employees are determined by the Labor Code and include:

• fulfillment of assigned duties
• compliance with internal labor regulations
• compliance with labor protection requirements
• careful attitude of the employee towards the property of employees and the enterprise

In addition, each employee must qualitatively and conscientiously perform professional duties defined by the contract, regulations and job descriptions.

Labor responsibilities are fixed in the employment contract and additional agreements thereto. As well as internal labor regulations, collective labor agreements, and regulations on bonuses for employees. An employee can be required to comply with labor discipline and perform assigned duties only if the employee is familiar with the relevant document against signature.

Responsibilities of employers aimed at ensuring labor discipline

The employer also has a certain range of responsibilities for ensuring labor discipline:

• creating conditions for the employee to perform job duties
• ensuring labor protection
• supply of necessary equipment and tools
• providing equal opportunities for remuneration of employees
• full and timely payment
• encouragement for conscientious performance of labor duties and punishment for their violation
• compulsory social insurance for all employees
• compensation for damage caused during the performance of duties by an employee

One of the mandatory local acts is the Internal Labor Regulations. They are approved by the employer, but the provisions of the Rules must not contradict the mandatory requirements and rules.

Encouragement as a method of ensuring labor discipline

Labor legislation defines two main methods of ensuring discipline: encouragement and punishment.

Encouragement is public recognition of an employee’s professional merits, the provision of public honor, and awards. This method can be applied both to an individual employee and to the work team as a whole.

For conscientious performance of duties, the Labor Code of the Russian Federation provides for the following types of incentives:

• bonuses
• announcement of gratitude
• awarding a certificate of honor
• rewarding with a valuable gift
• nomination for the title of best in profession

Other types of incentives may be provided for by internal regulations, collective agreements, enterprise charters and other regulations.

For special labor services to the state, an employee may be nominated for a state award. An entry about employee incentives is made in the work book.

Violation of labor discipline

An employee often faces violations of his labor rights, mainly in non-state owned organizations. The most common of them are: the use of unauthorized penalties, illegal dismissals of employees, non-payment or partial payment of wages, payment to employees of amounts that do not correspond to accounting documents, failure to provide regular vacations or provision without pay, non-payment of benefits for temporary disability, and so on.

An example of such a violation is the arbitrary imposition of penalties on an employee by an employer at a time when the regulatory acts of the enterprise do not provide for such an impact.

Responsibility for violation of labor discipline

Violators are subject to disciplinary action through disciplinary action. The basis for such involvement is the employee’s misconduct.

A disciplinary offense is an unlawful intentional or unintentional failure to perform or improper performance of duties by an employee.

According to the Labor Code of the Russian Federation, these include:

• comment
• rebuke
• dismissal

Such a list is exhaustive and cannot be supplemented by internal regulations or, with the exception of a certain category of employees who are subject to discipline provisions and charters. For example, a law enforcement officer who is subject to disciplinary action may receive a warning about incomplete performance, a reduction in class rank, or lose his badge.

The application of liability measures to an employee for violation of labor discipline must be justified and carried out in accordance with established rules.

An order from the employer is issued to impose a disciplinary sanction. After conducting an internal investigation and drawing up the appropriate. Employees may appeal any disciplinary action by filing a . In case of violation of labor discipline, compliance with the rules for bringing to responsibility is very important, and the employee can use methods for the slightest violations.