Rules of the internal labor schedule: what it is necessary to know about them to the employer

In any organization, there are normative documents that regulate the activities of the firm and its employees separately. One of such local acts is the rules of internal labor regulations. However, not every organization has it. In this connection, it is worth turning to the law - how is this issue regulated in it? Is this document mandatory? What is the procedure for notifying employees?

Before proceeding to the legal aspects of the issue, I would like to note that the existence of such rules allows you to avoid a lot of unpleasant moments. Psychologists specializing in labor relations warn: disputes and conflict situations will inevitably arise if the parties are not clear about duties and rights. The director will demand too much, considering himself right, and staff will be outraged that his needs are not taken into account: in comfortable working conditions, in rest, lunch break.

The rules of internal labor regulations are an optional normative document. But there is a reservation in the law: discipline issues should be covered in other local acts, namely in an employment contract or in a collective agreement (art. 189, para. 2 of the Labor Code). However, these internal documents of the firm can not accommodate all the nuances associated with labor discipline. Hence the need to develop a separate local act - the rules of the labor schedule, which could include all the details of the relationship between the leader and subordinates.

The internal labor regulations of the organization contain the mode of work, the duration of the lunch break, the days off, the frequency and duration of leave, the procedure for approving the holiday schedule, incentive measures and penalties (article the same, paragraph 4). In accordance with the norms of the legislation, basic rights and duties are also prescribed. For example, "an employee is obliged to perform his functions conscientiously and on time" or "the employer undertakes to provide everything necessary to perform job duties, to ensure normal working conditions". And also you can specify the order of admission and dismissal (the list of necessary documents, the length of the probation period). As additional information in the rules you can make:

• Features of the admission regime (entrance to the building by passes);
• The procedure for notifying the manager of technical problems and other issues related to working conditions;
• Smoking rules in the building of the organization;
• And other discipline issues at the discretion of the employer.

Since the law does not oblige to write the rules of the internal labor regulations, there is no sense in developing them, if you are not going to familiarize the staff with this document. The act is created solely for the purpose of establishing discipline in the organization. And the employees should be introduced to him in accordance with the procedure established by the law: when applying for a job (as article 68 of the Labor Code, paragraph 3).

To date, there are still organizations with a trade union or other representative body. The rules of internal labor regulations are coordinated with this body (the representative must put his signature). If so, the employees have the opportunity to change the rules, find a compromise, discuss issues that the employer has overlooked. It is the representative body that should check the content of the local act for compliance with the legislation, it is quite possible that some of its items violate the rights of employees. But this "verification" should be done before signing the document. Otherwise, the signature will mean that you agree with the content. Although, if desired, these rules can be tried to challenge.

The internal labor regulations of the LLC do not differ much in content from the same act in the firm with a different organizational and legal form. The model of the act can be changed, since there is no uniform, recommended form.

If the organization is large enough, in addition to or in lieu of internal regulations, such provisions as staff regulations, bonuses, the work of a particular department or a structural unit can be created. Any option is preferable to the complete absence of clear instructions regarding discipline and working conditions.