What is the significance of labor discipline? Reevaluating it is really difficult. Indeed, in an employment relationship, the employer and employee often encounter situations where both consider themselves right, but their opinions do not lead to agreement. Labor discipline legislatively regulates many points in which disputes and discontent among participants in labor relations simply do not arise.
Labor discipline is strengthened through persuasion or encouragement, coercion or disciplinary action. The article discusses the concept and objectives of labor discipline, its conditions, duties of the employee and employer, promotion and recovery, as well as the work schedule as part of the labor discipline.
The concept
All employees are required to obey the law and certain rules adopted by a particular organization. The employer must create all the necessary conditions for workers 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 the whole production is established. Technological discipline is a discipline in which the whole process of product manufacturing technology is followed.
What is the significance of labor discipline
The tasks by which the importance of labor discipline is revealed are:
- ensuring a high-quality result of the labor activity of individual workers and the effectiveness of the entire work process;
- high level of labor productivity and production in general;
- the opportunity for an employee to show initiative and innovation in the work process;
- promoting the health of workers;
- correct and efficient use of working time.
Working conditions
The employer is obliged to provide economic and organizational working conditions in order for the work to be effective and efficient. To do this, he creates the necessary factors:
- working condition of fixtures, machine tools and machines;
- good quality of tools and materials for work, as well as their supply on time;
- supply of electricity, gas and other sources necessary for the performance of work on time;
- safe working conditions.
Internal work schedule
To ensure that labor discipline is truly effective, a labor regime has been introduced in organizations. The internal work schedule is the rules of conduct for employees during working hours.
The work schedule is developed by the enterprise on the basis of legislation and on the organization’s necessary requirements that do not contradict it.
The labor regulations are an act of a specific organization, which is approved by the employer and which takes into account the views of employees. This act consists of:
- General Provisions
- The procedure for admission and dismissal from work, not contrary to the labor code and other laws.
- The duties of workers.
- Obligations of the employer.
- Use of working time.
- Days, hours of work, a break and its duration. This can be a five-day week with two or six-day with one day off, a rolling schedule, alternating days of work and days off. The exact break time for rest and its duration should be established. If a break is not possible, it lists where and how the employee can rest and eat without interruption from production.
- Days of pay.
- Types of rewards for successful work.
- Disciplinary liability.
In the plan of the above act, the general rules of the labor schedule are established. A sample of these standards, however, in addition to those indicated, may contain the following points:
- Workers with irregular working hours.
- Jobs that require special extra breaks.
- Weekends on different days of the week (in organizations with a continuous cycle of work).
- Duration of additional leave (for employees with irregular working hours).
This is what the rules of the work schedule look like. A sample is provided below.
Employer Responsibilities
The duties of the employer, as well as his administration, usually include:
- proper organization of work of workers;
- prevention of downtime, marriage and reduction of working time;
- labor discipline;
- compliance with labor laws and labor protection;
- proper attitude to employees, improvement of their working conditions.
Employee Responsibilities
What is the significance of labor discipline for an employee? An employee of the organization, performing its work, is usually obliged to adhere to the following standards:
- discipline;
- the performance of his duties in a conscientious and honest manner;
- careful and attentive attitude to property at work;
- compliance with labor standards;
- execution of administrative orders;
- performance improvement;
- product quality improvement.
Promotions
The management of labor discipline includes the possibility of applying rewards or disciplinary action. If the employee fulfills his duties successfully, honestly and in good faith, the employer may apply incentive measures, thus recognizing the merits and successes of the employee.
Promotion is different. Depending on who uses it:
- employer promotion;
- encouragement by higher authorities.
By their nature, incentives are divided into:
- moral - in the form of diplomas, titles, thanks, medals, orders and so on;
- material - in the form of gifts, bonuses, obtaining the highest position, rank and so on.
To apply incentives, a special order is issued in which information about the award is communicated to the team. Promotions should be noted in the workbook. If the employee is under disciplinary action, then the promotion cannot 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? Disciplinary liability is applied to him - that is, a special penalty, which he must transfer for a misconduct. This penalty is general and special.
The general includes disciplinary liability, which occurs for all employees of the team and its administration.
Disciplinary liability established by law not for all employees, but only for their individual categories, is called special.
The employer can apply such penalties as dismissal, reprimand or just a reprimand.
It is unacceptable to apply disciplinary sanctions that are not contained in laws, charters and regulations on discipline. Before applying the penalties, the employer is obliged to demand from the employee an explanation of the misconduct in writing. If the employee refuses to provide it, an act is drawn up. The penalty must be applied no later than a month after the misconduct has been discovered. At the same time, the employee’s absence due to illness or his vacation is not considered. A disciplinary sanction cannot be applied after more than six months after the misconduct has been committed, and after an audit, audit or financial and economic audit - no later than two years later. If a criminal case was conducted at this time, then it is not included in these terms. For one misconduct, only one penalty may be applied.
The employee receives a recovery order within three business days from the date the document was issued. If the employee refuses to sign the order, then an act is drawn up about this. An employee may appeal a disciplinary action to the Labor Inspectorate or to other bodies that consider labor disputes. If the employee is not recovered during the year, it shall be considered that he did not have it. Prior to this period, the employer may withdraw the penalty from the employee.