An order on compliance with labor discipline is a personnel document with the help of which the employer ensures the maintenance of the work schedule approved in the organization. Such an order is drawn up in order to ensure control over the employees of the enterprise and warn potential violators of possible penalties for disobeying the restrictions of work discipline.
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Labor discipline
Labor discipline is understood as a set of rules and norms of behavior of employees during the performance or labor function. These standards regulate the labor responsibilities of employees, as well as the responsibilities of employers towards their employees. In addition, these standards will include methods for ensuring labor discipline, including rewards for good work results, as well as measures of responsibility in case of failure to perform work properly. For example, violation of labor discipline provides for disciplinary liability. It differs from administrative, civil and other types of liability in that sanctions are imposed on the violator by the leader, not the state. It is the manager who decides what punishment to apply to the violator: a reprimand, a reprimand or dismissal.
Important! The manager has no right to impose a fine. Despite the fact that deprivation of bonuses is possible, it has nothing to do with disciplinary sanctions.
Specific provisions on labor discipline in the company are developed and approved by a local act. As a rule, such a document is the “Internal Labor Regulations”. This document can be developed by the organization’s lawyers, but it is approved by order of the director.
Internal labor regulations are developed in accordance with the Labor Code of the Russian Federation, as well as other regulatory legislative acts. This is necessary to ensure that the employee’s position is not worsened by this provision in comparison with the law. In some industries, neglect of labor discipline can even lead to industrial disasters. For example, in the transport or fishing industries, as well as communications industries.
Important! When established standards are not observed, we can say that discipline is low. And this leads to the need to strengthen control over the implementation of its compliance.
Errors
One of the most common is the mistake in understanding the essence of the order to comply with labor discipline. Often, under this order, incentives are given for the employee’s compliance with established labor rules. However, this document has nothing to do with bonuses.
With various types of incentives, the employer draws up an order to issue any gift or value to the employee (the reason may also be compliance with the discipline established in the organization). In this case, it is advisable to call the document not “Order on compliance with labor discipline”, but “Order on bonuses”, and indicate compliance with labor regulations as the basis.
An order on the observance of labor discipline cannot infringe on the rights of workers. For example, it is illegal to impose restrictions on weekends or make vacations subject to any conditions. The order can only correct:
In other cases, you can complain about the employer’s order to the Labor Inspectorate or court.
When it is necessary to strengthen control over compliance with discipline
The need to strengthen control over discipline may be caused by failure to comply with the orders of the heads of departments and the company within the appropriate time frame, or a complete refusal to carry them out. In this case, the functioning of the company is disrupted.
Monitoring compliance with discipline is the collection of information about the execution by employees of instructions, instructions and orders, as well as the analysis of the information received. After processing, this information is provided to company officials, who in turn take the necessary measures. As measures, additional orders may be issued, as well as penalties may be applied to violators. In addition, managers can stimulate performers, for which they are awarded bonuses in case of timely and strict compliance with labor discipline requirements (
Rules and procedure for drawing up an order
An order to comply (another option: to strengthen) labor discipline is a document that is drawn up by the employer at his own discretion. Usually the legal department is directly involved in writing it, and the head of the company either puts the inscription “I approve” and his signature on the draft document, or draws it up on a separate paper.
There is no generally required form for this document. In practice, an order to strengthen control over labor discipline is rarely adopted, so there is no need for a standard form.
The rules only stipulate that this document must contain the following elements:
- order number;
- the date when it was issued; this detail is usually considered to be the date at the bottom next to the signature, while the date at the top of the document is considered the day when it was drawn up;
- designation of the employing company;
- if we are talking about a specific employee, then his last name, first name and patronymic are required;
- In addition, the background that led to the release of this paper is given.
In practice, an order on the observance of labor discipline, a sample of which is given below, may have specific content both as a desire to directly strengthen labor discipline, and to strengthen control over employees, or to encourage them for compliance with labor regulations.
For more information on strengthening labor discipline at the enterprise, watch the video:
Violation of labor discipline
When a new employee is hired, he must be familiarized with the labor regulations under his signature. By signing, the employee confirms that he has read this document and agrees to the need to comply with these rules. If an employee neglects these rules, then he is responsible for his violations.
Responsibilities that an employee must perform (21 Labor Code of the Russian Federation):
- labor standards established in the organization;
- your job responsibilities;
- labor regulations, labor protection;
- safety of company property;
- report any dangers that arise.
If an employee violates at least one of the above points, the employer has the right to impose penalties on him.
Order on keeping a working time log
The magazine is designed for slightly different purposes. It is needed to ensure constant control over the attendance of registered workers at their workplaces. This local document will reflect both departure and arrival hours. If a person commits absenteeism, then measures arising from the rules of labor discipline of the enterprise and a specific unit can be applied to him on the basis of data from this local regulatory act.
A system for such fixation of working hours is being introduced after an order is issued by the general director of the company. In addition to the very fact of the existence of the new rule, it will indicate who is responsible for maintaining this document.
In practice there are three cases:
- the manager himself (in very small enterprises);
- head of a specific department;
- employee from the HR department.
Most employers lean towards the latter option. Another difference between companies when it comes to logging relates to how often it is completed. There is daily, weekly and cumulative accounting.
Order on keeping a log of employees' working hours - sample
By writing an order, a journal and time sheet are not only created, but changes are made to them in the same way. A sample of such an order can be found below.
Creation of a labor discipline commission
An organization can create a special body to improve labor discipline indicators - a commission. This body operates in accordance with the following documents:
- Order on the creation of a labor discipline commission.
- Regulations on the labor discipline commission.
Both the first and second documents are approved by the manager. The documents contain the procedure for forming a commission, which, for example, may include the following employees as the chairman of the commission - the head of the personnel department or the director of personnel. In addition, the commission may include employees:
- HR department;
- legal department;
- security department;
- representatives of a trade union or other body representing the interests of personnel.
The main tasks of the commission include:
- ensuring compliance by company employees with labor discipline rules;
- consideration of the possibility of applying disciplinary sanctions to employees.
The commission informs employees about cases of violation of labor discipline, including the sanctions that follow these violations. The functioning of the commission takes place in the form of regular meetings. For example, the committee chair may organize meetings every two weeks. They are held in a closed format, but the meeting may be attended by employees whose case is being considered, as well as their immediate supervisors.
Shelf life
Personnel documentation of the enterprise is subject to mandatory storage during the entire period of work. According to the Order of the Ministry of Culture of the Russian Federation dated August 25, 2010, documents on the procedure for granting vacations, duty, business trips, as well as on rewards and punishments for employees, must be in the organization for 75 years.
The order, which introduces adjustments to labor discipline, contains additional information about the rights and responsibilities of employees. It is the legal basis for bonuses or dismissals, therefore, it relates to personnel documents and must be preserved for 75 years. If the company closes before the specified deadline, all personnel records are transferred to state archives.
Order on compliance with labor discipline at the enterprise
Important! An order to comply with or strengthen labor discipline is a document drawn up by the head of the company. As a rule, the legal department draws up this document, and the manager only approves it and signs it.
There is no special form for this document. In addition, the issuance of such an order in practice cannot be called a frequent occurrence. Therefore, document forms are rarely developed by companies. However, despite this, the order must be drawn up in accordance with the rules of office work, therefore the structure of the document should be as follows:
| Order structure | Contents of the document |
| Document header | The order, as a rule, is drawn up on the company’s letterhead and must contain the name of the organization and its basic details. Below is the name of the document (Order), its number is assigned and the date is entered. |
| Main part | If the order is issued for a specific employee, then his full name and position are indicated. If the order is issued for heads of departments, then a separate indication of their names and positions is not required. In addition, the main part indicates the reasons that led to the need to compile this document. |
| Final part | The document is signed by the head of the organization, as well as all employees who are directly affected by this order (individual employee or department heads). In addition to the signature, they also indicate the date of familiarization with this document. |
Sample order on compliance with labor discipline
Contents of the document
The legislation of the Russian Federation does not establish the essential conditions of the order on compliance with labor discipline. Therefore, the employer draws up a form for such an order at his own discretion.
Based on the customs of personnel records management, the necessary elements of the document can be identified:
- full name (“Order on approval of labor discipline”, “Order on strengthening control over the time of arrival/departure of employees”);
- number, date and city of compilation;
- reasons for the issuance (for example, “Due to the increasing incidence of abuse by employees”, “In order to suppress cases of unauthorized absence from the workplace”, etc.);
- an indication of the measures being introduced (approval of a log of employee arrivals/departures, creation of commission checks of the department’s work, etc.);
- Full name, position of the person responsible for executing the order;
- Full name, position of the signatory.
In the form, as an appendix to the order, you can draw up samples of applications, registration sheets, journals and other documents that will strengthen compliance with labor discipline. The order is signed by the head of the organization. If his deputies or the head of the personnel department have the authority to put signatures in personnel documents, the order can be endorsed by such employees.
All persons responsible for the execution of the document must be familiarized with its contents upon signature. If the order establishes obligations in relation to a specific employee, the position and full name of such employee must be indicated in the text.
The order will not have legal significance until all members of the labor collective mentioned in it are familiar with it.
Rules for keeping a work schedule log
The rules depend on what schedule each employee works. In any case, a certain period is selected for which the results are summarized. It is believed that the maximum period for control during summary accounting is one year, and in hazardous working conditions - three months.
How to create a work schedule journal?
For registration today, either a manual or printed version can be used. Manual remains more traditional - in it, each employee confirms the entries made with a personal signature. Such magazines are sold in almost all printing houses. Also, for this option, you can simply print out standard sheets with a lined table and sew them together.
The electronic version involves the use of special software. Thanks to the software, you can automatically generate reports at any time for the period of interest to the manager. Modern software allows you to implement time control using special electronic passes and cards that are issued to employees.
Time log - sample
The first page in this type of documentation is the title page. In addition to the name itself, this sheet indicates when the journal began and when it ended.
The main part of the document is presented in table form. The first column in this table is date. Next comes the time of arrival at the workplace, after which the full name of the employee is indicated. After this, the time of his departure is recorded and in the next field it is calculated how many total hours he spent at the workplace. The same employee signs opposite the entries about himself.
A separate column is reserved for notes that can be entered by the person responsible for filling out this form.
