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

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

What is the meaning of labor discipline? It's really hard to overestimate it. Indeed, in labor relations, the employer and employee often face situations where both consider themselves right, but their opinions do not lead to agreement. Labor discipline legally regulates many points in which disputes and dissatisfaction among participants in labor relations simply do not arise.

Work discipline is strengthened through persuasion or encouragement, coercion or disciplinary action. The article discusses the concept and tasks of labor discipline, its conditions, the obligations of the employee and the employer, incentives and pen alties, as well as the labor schedule as part of labor discipline.

Concept

All employees are required to obey the law and certain rules adopted in a particular organization. The employer mustcreate 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 the entire production is established. Technological discipline is the discipline in which the entire process of product manufacturing technology is observed.

What is the meaning of labor discipline

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

• Ensuring high-quality results of the work of individual employees and the efficiency of the entire workflow;
• high level of labor productivity and production in general;
• the opportunity for the employee to show initiative and innovation in the work process;
• promoting the he alth of workers;
• correct and efficient use of work time.

Working conditions

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

• working condition of fixtures, machines and machines;
• good quality of tools and materials for work, as well as their supply on time;
• supply of electricity, gas and other necessary to carry out the worksources on time;
• safe working conditions.

Internal work schedule

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

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

The labor regulations are an act of a particular organization, which is approved by the employer and which takes into account the opinions of employees. This act consists of:

• General provisions.
• The procedure for hiring and dismissal from work, which does not contradict the labor code and other laws.
• Obligations of employees.
• Obligations of the employer.
• Use 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 rotating schedule, alternating working days and days off. The exact time of the break for rest and its duration must be established. If a break is not possible, then it is listed where and how the employee can rest and eat on the job.

• Pay days.
• Types of rewards for successful work.
• Disciplinary responsibility.

In terms of the above act, general labor rules are establishedroutine. A sample of these norms, however, in addition to those indicated, may contain the following items:

• Workers with irregular working hours.
• Work requiring special extra breaks.
• Weekends on different days of the week (in organizations with a continuous work cycle).
• Duration of additional leave (for workers with irregular hours of work).

This is how the work schedule looks like. A sample is shown below.

Employer Responsibilities

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

• correct organization of work of workers;
• prevention of downtime, waste and reduction of working hours;
• ensuring labor discipline;
• compliance with labor laws and labor protection;
• proper treatment of employees, improvement of their working conditions.

Employee Duties

What is the meaning of labor discipline for an employee? An employee of the organization, performing his work, as a rule, is obliged to adhere to the following norms:

• discipline;
• carrying out the duties entrusted to him in good faith and honestly;
• careful and attentive attitude to property at work;
• compliance with labor standards;
• execution of administrative orders;
• performance improvement;
• quality improvement of the product.

Rewards

Management of labor discipline includes the possibility of applying incentives or disciplinary action. If the employee performs his duties successfully, honestly and in good faith, the employer may apply incentive measures, thus recognizing the merits and successes of the employee.

Encouragement is different. Depending on who uses it:

• employer promotion;
• encouragement from higher authorities.

By their nature, incentives are divided into:

• moral - in the form of diplomas, titles, gratitude, medals, orders and so on;
• material - in the form of gifts, bonuses, receiving the highest position, rank and so on.

For the use of incentives, a special order is issued, in which information about the award is brought to the team. Incentives must be noted in the work book. If an employee is under disciplinary action, then promotion cannot be applied to him, even if he deserves it.

Disciplinary responsibility

What is the meaning of labor discipline in the event that the employee performs his duties in bad faith? Disciplinary liability is applied to him - that is, a special pen alty that he must endure for a committed misconduct. This pen alty is general and special.

The general is disciplinary responsibility, which occurs for all employees of the team and its administration.

Special is called disciplinary responsibility established by law notfor all employees, but only for certain categories of them. The employer can apply pen alties such as dismissal, reprimand or just a remark.

It is unacceptable to apply disciplinary actions that are not contained in laws, statutes and discipline regulations. Before applying disciplinary 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 pen alty must be applied no later than one month after the offense was discovered. In this case, the time of absence of the employee due to illness or his stay on vacation is not considered. A disciplinary sanction cannot be applied more than six months after the offense was committed, and after an audit, audit or financial and economic audit - no later than two years later. If a criminal case was being conducted at that time, then it is not included in these terms. Only one pen alty can be applied per misdemeanor.

The employee receives a recovery order within three working 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 sanction to the Labor Inspectorate or other bodies that deal with labor disputes. If the employee is not subjected to a pen alty again within a year, it is considered that he did not have it. Before this period, the employer can remove the pen alty from the employee.