What is the significance of labor discipline? The concept, essence and importance of labor discipline

What is the significance of labor discipline? It is really difficult to overestimate it. After all, in an employment relationship, the employer and the employee often face situations where both consider themselves right, but their opinions do not lead to agreement. Labor discipline legislatively regulates many moments in which disputes and discontent among participants in labor relations simply does not arise.

Labor discipline is strengthened through persuasion or encouragement, coercion or disciplinary punishment. The article deals with the concept and tasks of the labor discipline, its conditions, the duties of the employee and employer, encouragement and recovery, as well as the work schedule as part of the labor discipline.

The concept of

All employees are required to obey legislation and certain rules adopted in a particular organization. The employer must create all the necessary conditions for employees to observe labor discipline.

The concept of labor discipline in production includes production and technology.

Production discipline means the discipline of officials, the organization of activities in such a way that a clear and uninterrupted work of all production is established. Technological discipline is a discipline in which the whole process of manufacturing technology of the product is observed.

What is the importance of labor discipline

The tasks by which the meaning of labor discipline is revealed are:

• Ensuring a high-quality result of the work activity of individual workers and the effectiveness of the entire work process;
• High level of labor productivity and production as a whole;
• The employee's ability to show initiative and innovation in the work process;
• Contributing to the protection of workers' health;
• Correct and effective use of working time.

Working conditions

The employer is obliged to provide economic and organizational labor conditions in order for the work to be effective and efficient. For this he creates the necessary factors:

• Working condition of appliances, machines and machines;
• Good for work quality tools and materials, as well as their filing in the required time;
• Supply of electricity, gas and other necessary sources for the performance of work on time;
• Safe working conditions.

Internal labor regulations

In order for the work discipline to be truly effective, a labor regime was introduced in the organizations. Internal work schedules are rules of conduct for employees during working hours.

The work schedule is developed by the enterprise on the basis of legislation and on the necessary requirements of the organization that do not contradict it.

Labor rules are an act of a specific organization, which is approved by the employer and takes into account the views of employees. This act consists of:

• General provisions.
• The order of admission and dismissal from work that does not contradict the labor code and other laws.
• Responsibilities of employees.
• Obligations of the employer.
• Use of working time.
• Days, hours of work, break and its duration. It can be a five-day week with two or six days with one day off, a sliding schedule, alternation of working days and days off. The exact time of the break for rest and its duration should be set. If a break is impossible, then it is listed where and how the employee can rest and take food on the job.

• Days of payment of salary.
• Types of rewards for successful work.
• Disciplinary responsibility.

In the plan of the above act, general rules of the labor procedure are established. A sample of these norms, however, besides these, may contain the following items:

• Workers with an irregular working day.
• Work for which special extra breaks are necessary.
• Weekends on different days of the week (in organizations with an uninterrupted cycle of work).
• The duration of the additional leave (for workers with a non-standard working day).

This is how the rules of the labor regulations look. The sample is presented below.

Obligations of the employer

The duties of the employer, as well as his administration, usually include:

• Correct organization of labor of workers;
• Prevention of downtime, marriage and reduction of working hours;
• Ensuring labor discipline;
• Compliance with labor legislation and labor protection;
• Due regard to employees, improvement of their working conditions.

Obligations of the employee

What is the importance of labor discipline for an employee? The employee of the organization, performing his work, as a rule, must adhere to the following standards:

• Observance of discipline;
• Fulfillment of the duties assigned to him in a conscientious and honest manner;
• Careful and attentive attitude to property at work;
• Implementation of labor standards;
• Execution of administrative orders;
• performance improvement;
• Quality improvement of the product.

Promotion

The management of labor discipline includes the possibility of applying incentives or disciplinary sanctions. If an employee performs his duties successfully, honestly and in good faith, the employer can apply incentive measures, thus recognizing the merits and successes of the employee.

Encouragement is different. Depending on who uses it:

• Encouraging the employer;
• Encouragement by higher authorities.

By their nature, incentives are divided into:

• Moral - in the form of honorary diplomas, titles, gratitude, medals, orders and so on;
• Material - in the form of gifts, prizes, obtaining a higher office, discharge, and so on.

For the application of incentives, a special order is issued, in which information about the awarding is communicated to the collective. Encouragement should be noted in the work book. If the employee is under disciplinary action, the incentive can not be applied to him, even if he is worthy of it.

Disciplinary responsibility

What is the significance of labor discipline in the event that an employee performs his duties in bad faith? It is subject to disciplinary responsibility - that is, a special penalty, which he must be transferred for a committed offense. This recovery is general and special.

The disciplinary responsibility that applies to all employees of the collective and its administration is common.

Special is called disciplinary responsibility, established by law not for all employees, but only for their individual categories.
The employer may apply such penalties as dismissal, reprimand or simply a remark.

It is inadmissible to apply disciplinary sanctions, which are not contained in laws, charters and regulations on discipline. Before applying foreclosure measures, the employer is obliged to require the employee to explain the misconduct in writing. If the employee refuses to provide it, an act is drawn up. The penalty must be applied not later than a month after the misdemeanor was discovered. In this case, the time when the employee is absent due to illness or his being on leave is not considered. Disciplinary punishment can not be applied after more than six months after the offense was committed, and after the audit, audit or financial and economic audit - no later than two years. If at this time a criminal case was being conducted, it is not included in these terms. For one misdemeanor, only one penalty can be used.

The employee receives an order for recovery within three working days from the moment the document was issued. If the employee refuses to sign the order, an act is drawn up about this. An employee may appeal a disciplinary penalty to the Labor Inspectorate or other bodies that deal with labor disputes. If the employee is not recaptured within a year, it is considered that he did not have it. Until that time, the employer can withdraw the penalty from the employee.