In any organization there are regulatory documents regulating the activities of the company and its employees separately. One of these local acts is the rules of the internal labor schedule. However, not every organization has one. In this connection, it is worth turning to the law - how is this issue regulated in it? Is this document required? What is the procedure for notifying employees?
Before moving on to the legal aspects of the issue, I would like to note that the presence of such rules helps 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 responsibilities and rights. The director will demand too much, considering himself right, and the staff will be indignant that his needs are not taken into account: in comfortable working conditions, in rest, lunch break.
The internal labor regulations are an optional regulatory document. But there is a reservation in the law: discipline issues should be covered in other local acts, namely in the employment contract or in the collective agreement (clause 2 of article 189 of the labor code). However, these internal documents of the company cannot fit all the nuances associated with labor discipline. Hence the need arises to develop a separate local act - the rules of the work schedule, which could include all the details of the relationship between the leader and subordinates.
The organization’s internal labor regulations contain the work schedule, the duration of the lunch break, weekends, the frequency and duration of the leave, the procedure for approving the vacation schedule, incentives and penalties (same article, paragraph 4). In accordance with the provisions of the law, basic rights and obligations are also prescribed. For example, “the employee is obliged to perform his functions in good faith and on time” or “the employer is obligated to provide everything necessary for the performance of official duties, to ensure normal working conditions”. And you can also specify the procedure for admission and dismissal (list of required documents, duration of the probationary period). As additional information, you can add to the rules:
- access control features (entrance to the building by passes);
- the procedure for notifying the head of technical malfunctions and other issues related to working conditions;
- smoking rules in the organization building;
- and other matters of discipline at the discretion of the employer.
Since the law does not oblige to write the rules of the internal labor schedule, then there is no point in developing them if you are not going to familiarize the staff with this document. The act is created solely for the purpose of discipline in the organization. And to acquaint employees with him should be in the manner prescribed by law: against signature upon admission to work (as it says article 68 of the labor code, paragraph 3).
Today, there are still organizations in which a trade union or other representative body operates. The internal labor regulations are agreed with this body (the representative must put his signature). If there is one, employees have the opportunity to change the rules, find a compromise, and discuss issues that the employer has lost sight of. It is the representative body that must check the content of the local act for compliance with the law, it is possible that some of its points violate the rights of employees. But this "check" 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.
The rules of the internal labor schedule of LLC are not much different in content from the same act in a company with a different legal form. The sample act may be amended because a single, recommended form does not exist.
If the organization is large enough, in addition to or instead of the internal rules, such provisions as regulations on personnel, on bonuses, on the work of a particular department, structural unit can be created. Any option is preferable to a complete lack of clear instructions regarding discipline and working conditions.