Rules of the internal labor schedule: what it is necessary to know about them to the employer
In any organization, there are normativedocuments regulating 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 moving on 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 do not have clear obligations and rights. The director will demand too much, considering himself right, and the 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 arean 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.
Rules of internal labor regulationsorganizations contain the mode of work, the length of the lunch break, the days off, the frequency and duration of leave, the procedure for approving the leave schedule, incentive measures and penalties (the same article, para. 4). In accordance with the norms of 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 is obliged to provide everything necessary to perform job duties, to ensure normal working conditions". And also you can specify the procedure for admission and dismissal (the list of necessary documents, the length of the probation period). As additional information in the rules you can make:
- peculiarities 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 rulesinternal labor regulations, then there is no sense in developing them, if you are not going to introduce staff to 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 states, point 3).
To date, there are stillorganizations in which the trade union or other representative body operates. 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.
Rules of internal labor regulationsthan differ in content from the same act in a 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 orInstead of the internal regulations, such provisions can be created, such as the provision on personnel, bonuses, the work of a particular department, a structural unit. Any option is preferable to the complete absence of clear instructions regarding discipline and working conditions.