Personnel Regulations. Standard Form of Staff Regulations
REGULATIONS ON THE PERSONNEL OF THE LIMITED LIABILITY COMPANY
Approved
By order of the director
OOO "___________________"
No. _____
from "__"__________ ____
POSITION
about the staff
Companies with limited liability
"_________________________"
1. GENERAL PROVISIONS
1.1. These Regulations were adopted on the basis of clause ___ of the Charter of the Limited Liability Company "_________________________", hereinafter referred to as the "Company", and in accordance with the procedure in force in the Company for the development and adoption of local regulations.
1.2. The Regulations determine the basic requirements for the formation of the Company’s personnel, the procedure for hiring and dismissal from the Company, the main duties and rights of the personnel and administration of the Company, labor organization, working hours, advanced training and job guarantees for personnel, incentives for success in work and liability for violations labor discipline, formation of social partnership between the personnel and the administration of the Company.
1.3. Personnel in the sense of these Regulations means the workforce of the Company’s employees who are in labor relations with the Company on the basis of employment agreements (contracts) concluded with the latter and who work for the Company on a permanent or temporary basis.
1.4. Persons performing work (services) for the Company on the basis of civil law contracts or other agreements that do not fall under the concept of an employment agreement (contract) are not considered to be members of the staff.
1.5. In accordance with the concluded employment agreement (contract) and the order of the director of the Company, employees occupy paid positions or jobs in the Company.
1.6. In accordance with the procedure established by the Company, they may be issued certificates or passes of the established form, certifying their work in the Company.
1.7. The Company has established the following categories of employees:
- managers of the Company (director, deputy directors, chief accountant, Chief Engineer);
- heads of departments (heads of workshops, departments and services);
- specialists;
- technical performers;
- junior service personnel;
- workers.
The Company may establish other categories of employees.
1.8. The employee's job responsibilities and qualification requirements for him are determined by the job description or employment agreement (contract).
1.9. Structure of the Company and its staffing table approved by the director of the Company.
1.10. Managers and heads of departments form the administration of the Company.
2. BASIC PRINCIPLES OF LABOR ORGANIZATION
ACTIVITIES IN SOCIETY AND RELATIONS
ADMINISTRATION AND STAFF
2.1. Labor activities in the Company are organized and carried out based on the following basic principles:
- legality, understood as exact and strict compliance with the requirements of laws and other legal acts, as well as internal documents of the Company;
- discipline based on the mandatory decisions of superiors for all employees officials and collegial bodies of the Company within their competence;
- control and accountability of the activities of employees and administration, their responsibility for failure to fulfill or improper performance of their duties;
- non-partisanship. The Society does not create structures of political parties and movements. Employees, when performing their official duties, are not guided by the decisions of parties, political movements and other public associations in which they may belong;
- equal access to vacant positions and jobs in accordance with the abilities and professional training of everyone.
2.2. The labor activity of employees is regulated by the Labor Code of the Russian Federation and other current legislation containing standards labor law, the Company's Charter, employment contracts, job descriptions and local regulations.
3. HIRING PERSONNEL IN THE COMPANY.
DISMISSAL FROM SOCIETY
3.1. The recruitment of personnel to the Company is carried out by the Company administration in accordance with the current labor legislation by concluding an employment agreement (contract) and is issued by order of the Director of the Company or a person authorized to do so in the prescribed manner.
3.2. When applying for a job at the Company, the administration is obliged to require the person applying for work to provide the documents specified in Art. 65 Labor Code RF.
Employment without the specified documents will not be accepted.
In order to more fully assess the professional and business qualities of an employee being hired, he may be asked to provide a brief written description (resume) of previously performed work, ability to use office equipment, work on a computer, etc. Everyone applying for a job undergoes a mandatory interview and, if necessary, testing.
Hiring to the Company is carried out, as a rule, with a probationary period lasting from _________ to _______ months (no more than 3 months, with the exception of persons for whom, in accordance with the Labor Code of the Russian Federation, a 6-month period may be established probation).
Hiring after concluding an employment contract is formalized by an order, which is announced to the employee against signature.
Actual admission to work is considered the conclusion of an employment contract, regardless of whether the hiring was properly formalized.
3.3. In order to more fully assess the professional and business qualities of an employee being hired, the latter may be asked to provide a brief written description (resume) of previously performed work.
Everyone applying for a job undergoes a mandatory interview and, if necessary, testing.
3.4. Admission to permanent employment at the Company is carried out, as a rule, with a probationary period lasting from 1 to 3 months. When hiring a temporary job, there is no probationary period.
3.5. Hiring after the conclusion of an employment agreement (contract) is formalized by an order, which is announced to the employee against signature.
Sign up for work book is entered in strict accordance with the text of the order.
3.6. Actual admission to work is considered the conclusion of an employment contract, regardless of whether the hiring was properly formalized.
3.7. When an employee starts work before concluding an employment agreement (contract) or transferring him to another job in the prescribed manner, the Company administration is obliged to:
- familiarize him with the assigned work, conditions and remuneration, explain to the employee his duties and rights;
- familiarize yourself with these Regulations;
- conduct training on safety precautions, industrial sanitation, fire protection and other labor protection rules;
- instruct on the procedure and measures that an employee must follow to preserve information constituting a commercial or official secret of the Company, and responsibility for its disclosure or transfer to other persons.
3.8. If necessary, the hired employee undergoes short course training or instruction on the work performed. At the same time, for the period of mastering job responsibilities, the employee may be assigned a mentor from among highly qualified specialists or employees of the Company.
3.9. The Company allows, with the consent of the administration, part-time and other additional work for employees, which is paid in accordance with the established procedure.
3.10. When released due to a reduction in staff or numbers, the employee may be given another job if there are vacant positions (jobs) or offered to undergo retraining, or employment contract(the contract) with him is terminated.
3.11. Termination of an employment agreement (contract) can only take place on the grounds and in the manner provided for by labor legislation or the terms of the employment agreement (contract).
A contract concluded for the duration of a specific work is terminated when it becomes impossible to perform this work.
An employee has the right to terminate an employment agreement (contract) concluded for an indefinite period by notifying the Company administration two weeks in advance.
Upon expiration of the specified period of notice of dismissal, the employee has the right to stop working, and the administration is obliged to issue him a work book and make payments to him.
By agreement between the employee and the administration, the employment agreement (contract) can be terminated within the period requested by the employee.
A fixed-term employment agreement (contract) is subject to early termination at the request of the employee in the event of his illness or disability preventing the performance of work under the agreement (contract), violation by the administration of labor legislation, a collective or labor agreement (contract) and for other valid reasons provided for by the current labor legislation.
3.12. After the expiration of the employment contract, it can be extended by agreement of the parties, or a new employment contract can be concluded between them for temporary or permanent work.
3.13. If, after the expiration of the employment contract, the employment relationship actually continues and neither party has demanded its termination, then the employment contract is extended for an indefinite period. If the contract was concluded to perform temporary work, then in this case the temporary worker acquires the status of a permanent employee.
3.14. In addition to the grounds listed in clause 3.13 of these Regulations, a contract for temporary work that has not been extended for an indefinite period in accordance with clauses. 3.14 and 3.15, may be terminated:
3.14.1. At the initiative of the employee, subject to written notification by the latter to the Company three days before the date of proposed termination.
3.14.2. At the initiative of the Company in the event of:
a) suspension of work in the Company for a period of more than one week for production reasons, as well as reduction of work in the Company - with payment of severance pay provided for in clause 8.4 of these Regulations;
b) absence from work for more than two weeks in a row due to temporary disability - without payment of severance pay;
c) failure by the employee, without good reason, to fulfill the duties assigned to him by this employment contract - without payment of severance pay.
3.15. Termination of an employment agreement (contract) is formalized by order of the Company. On the day of dismissal, the administration is obliged to give the employee his work book with a note of dismissal included in it and make a final settlement with him. Entries about the reasons for dismissal in the work book must be made in strict accordance with the wording of the current legislation and with reference to the relevant article, paragraph of the law. The day of dismissal is considered the last day of work.
3.16. Termination of an employment contract does not relieve the parties from liability for its failure to fulfill it.
4. MAIN RESPONSIBILITIES AND RIGHTS OF STAFF
4.1. An employee of the Company is obliged to:
- carry out your work activities in accordance with job responsibilities and within the limits of the rights granted to him;
- carry out orders, instructions and instructions from superiors in the order of subordination of managers;
- ensure a high culture of its production activities;
- constantly maintain and improve the level of one’s qualifications necessary to perform official and labor duties, strive for self-improvement, and be proactive;
- observe the internal labor regulations established in the Company, production and labor discipline, maintain business and friendly relations with fellow workers, and not commit actions that disrupt the work of the Company and lead to undermining its authority;
- treat the Company’s property with care, take measures to prevent damage that may be caused to the Company;
- not to disclose commercial and other information of a confidential nature;
- do not use for speeches and publications in media mass media both in Russia and abroad, information received by virtue of official position, defined by special documents of the Company as a commercial (official) secret, the dissemination of which may cause harm to the Company or its employees;
- not to disseminate information that has become known to him in connection with the performance of his official duties that affects the private life, honor and dignity of both work colleagues and other persons with whom he has to come into contact due to his duties. An employee has the right to provide information containing official and commercial secrets only in connection with the initiation of a criminal case and in other cases directly provided for by law;
- promote the formation of a cohesive team spirit, build relationships with work colleagues on a friendly basis, providing them with support and assistance if necessary;
- comply with labor protection requirements, safety regulations, rules fire safety and industrial sanitation;
- maintain cleanliness and order in your workplace, office and other premises, comply with the established procedure for storing documents and material assets;
- effectively use various technical means and equipment used in the work of the Company, including personal computers and other office equipment, economically and rationally use materials and energy, and other material resources.
4.2. To perform labor duties and work related to the use of various technical means (radio telephone, pager and others), the Company administration may make such technical means available to the employee.
An employee who has received at his disposal from the Company administration the above-mentioned technical means necessary for him to perform his job duties, bears financial responsibility for them in accordance with current legislation, takes all necessary measures for their safety and careful handling and must, upon the first request of the Company’s administration, return them to the Society.
4.3. An employee of the Company has the right:
- require, when concluding an employment agreement (contract), that the content and scope of their job responsibilities (volume, content or type of work) be written in it (or in the job description) and provide organizational and technical conditions for their execution;
- make decisions or participate in their preparation in accordance with job responsibilities, and, if necessary, directly contact the management of the Company;
- address suggestions and comments directly to the management of the unit or the Company;
- request and receive, in the prescribed manner, from immediate managers and support services the necessary information, materials, tools, etc., necessary for the performance of official duties (work);
- know the system, procedure and amount of material remuneration, as well as the provision of compensation and benefits established in the Company;
- participate in competitions (if they are held) to fill vacant positions, including higher ones;
- for promotion (work), increasing the amount of salary, taking into account the results of work and level of qualifications;
- to receive financial assistance on the terms and in the manner established by the Company;
- get acquainted with all materials of your personal file, certification results, reviews and other materials about your activities;
- demand an official investigation to refute information discrediting his honor and dignity;
- dismissal of one’s own free will, as well as other grounds provided for by labor legislation;
- for judicial protection of their interests;
- retirement upon reaching retirement age.
5. MAIN RESPONSIBILITIES AND RIGHTS OF THE ADMINISTRATION
5.1. The Company's administration is obliged to:
- strictly comply with labor laws;
- ensure state social insurance of all employees and payment social benefits provided for by current legislation;
- properly organize the work of workers at their assigned workplaces, providing them with the necessary technical means, equipment, supplies and office equipment;
- create healthy and safe working conditions that comply with labor protection, safety regulations, sanitary standards, and fire safety regulations;
- ensure strict adherence to labor discipline, apply sanctions to its violators;
- comply with the terms of remuneration stipulated in the employment agreement (contract), issue wages on time;
- assist employees in improving their qualifications and improving professional skills.
5.2. The Company Administration has the right:
- require the Company’s employees to fulfill the obligations assumed in accordance with the employment agreement (contract) or provided for in the job description;
- demand from the Company’s employees compliance with labor discipline, working hours and rest, proper performance by employees of their labor duties and compliance with the standards established by these Regulations;
- to recover, in the manner established by current legislation, from the Company’s employees direct (actual) damage caused to the Company as a result of shortages, loss, misappropriation, damage, decrease in the value of the Company’s property, costs of acquiring or restoring property, or making excessive payments due to the fault of a Company employee to another entity ( an individual or legal entity);
- demand from the employee the immediate return of the technical equipment, specified in clause 4.2 of these Regulations, issued to him for the performance of work duties, in accordance with the concluded employment agreement (contract), which belongs to the Company and is its property.
5.3. The Company Administration as an employer:
- emphasizes respect for the rights, individuality and value of each employee by encouraging him to perform highly productive work in a friendly and stimulating atmosphere, striving for open and trusting relationships;
- provides all employees with equal opportunities to realize their individual abilities, providing an objective assessment of results for quality work performed;
- is interested in uncompromising honesty, high ethical standards in all aspects of production activities and personal responsibility of each employee for the quality of the work performed;
- expects constructive criticism and reasonable initiative from the Company’s employees;
- promotes the unification of employees into an integral work collective (team), the creation of a healthy creative and moral-psychological environment in it, ensuring a spirit of solidarity and a sense of interest of all personnel in the success of the Company as the basis of its well-being;
- is attentive to the needs and requests of employees.
5.4. Exercising its rights and obligations, the Company’s administration strives to create a highly professional, efficient team, the interest of employees in the development and strengthening of the Company’s activities and its stable position.
6. WORKING TIME AND REST TIME
6.1. In accordance with the current legislation and the terms of employment agreements (contracts), a _____ (five-day or six-day) working week is established for the Company’s personnel, lasting ________ hours (no more than 40 hours) with ________ day(s) off (____________).
Days off are: ________________________________________.
Option: days off are provided on different days of the week according to shift schedules approved by the Company administration.
6.2. Daily work begins at ______ o'clock, lunch break from ____ to _____ o'clock, end of the working day at ______ o'clock. (Option: working hours are established by the shift schedule approved by the Company administration). On the eve of holidays, work hours are reduced by one hour.
6.3. For individual employees of the Company, the working time and rest time regime, taking into account the specifics of their work activity (job duties), is determined when concluding an employment agreement (contract).
6.4. In accordance with labor legislation, work is not performed on the following holidays:
- January 1, 2 - New Year;
- January 7 - Christmas;
- March 8 - International Women's Day;
- May 1, 2 - Spring and Labor Day;
- May 9 - Victory Day;
- June 12 - Day of adoption of the Declaration of State Sovereignty Russian Federation;
- November 7 - anniversary of the Great October Socialist Revolution;
- December 12 - Day of adoption of the Constitution of the Russian Federation.
If the day off coincides with holidays The day off is transferred to the next working day after the holiday.
On the eve of the holidays listed above, employees' work hours are reduced by 1 (one) hour. If a holiday is preceded by a day off, the working day is not reduced.
6.5. Employees may be required to work at night (from 22:00 to 6:00 local time) according to the shift schedule approved by the Company's administration.
For night work in addition to wages compensation is paid in the amount of ___________ (not less than 40%) of the hourly rate for one hour of work. The hourly rate is calculated by dividing the amount of wages by the average number of working hours per month.
6.6. In exceptional cases, employees may be required to work overtime, as well as to work on weekends and holidays in the manner and with compensation provided for by labor legislation (by providing another day of rest or by agreement of the parties in cash).
6.7. The employee is granted annual leave with pay lasting ________ days (at least 24 working days per six-day working week). Leave for the first year of work is granted after eleven months of continuous work in the Company. In cases provided for by labor legislation, at the request of an employee, leave may be granted until the expiration of eleven months of continuous work in the Company.
Vacation for the second and subsequent years of work is provided in accordance with the priority of vacations, according to the vacation schedule approved by the head of the Company, drawn up taking into account production needs and the wishes of employees.
6.8. In cases provided for by law, employees are granted additional leave.
6.9. Replacement of vacation with monetary compensation is not allowed, except in cases of dismissal of an employee who did not use the granted vacation.
6.10. For family reasons and other valid reasons, an employee may, at his request, be granted short-term leave without pay.
6.11. When going on regular leave, the Company's employees may be given a one-time benefit in the amount and manner established by the Company.
6.12. Employees who have the necessary business and professional qualities, whose working conditions are determined by the specificity of their professional activity and official duties, if this allows manufacturing process, have the right to organize their work in free mode. The latter is stipulated in the employment contract or contract concluded with the employee.
7. IMPROVEMENT OF STAFF QUALIFICATIONS
7.1. Continuous improvement of professional excellence, business qualifications and professional skills is considered as a direct official responsibility of all managers and employees of the Company.
7.2. For vocational training and advanced training of employees, the Company’s administration, based on the interests of production activities, taking into account the employee’s desire to improve their skills, can carry out various forms vocational training at the expense of the Company.
7.3. The procedure for professional training of the Company's employees is regulated by internal regulatory documents and is implemented on their basis, taking into account the financial capabilities of the Company and the employee's contribution to its activities.
8. WARRANTY AND COMPENSATION
8.1. During the period of validity of the employment agreement (contract), the employee is subject to all guarantees and compensation provided for by the current labor legislation.
8.2. Provided stable financial situation The administration of the company may, by decision of its Founders, provide the following additional social guarantees to the working personnel:
- additional leave;
- payment of additional amounts to the state social insurance benefit established by law;
- medical, sanatorium-resort and consumer services in the form of _____________________________________________________________________.
8.3. Social guarantees provided for in clause 8.2 of these Regulations may also be applied by decision of the General Meeting of the Company to former employees of the Company who left the Company due to retirement and made a great contribution to its work.
8.4. Upon termination of the contract due to:
a) the employee’s conscription or entry into military service;
b) the employee’s refusal to continue working due to a change in significant working conditions;
c) illness that prevents the continuation of work, or loss of ability to work as a result of an industrial accident;
d) violation by the Company of labor legislation or obligations under the contract, the employee is paid severance pay in the amount of ___________ (not less than two weeks’ average earnings).
9. EMPLOYMENT GUARANTEES
9.1. The Company's administration undertakes to provide each employee with guarantees of his employment (job retention) subject to the employees' fulfillment of their obligations, readiness to improve productivity and quality of work and compliance with the requirements set out in Section 4 of these Regulations.
9.2. In the interests of ensuring the stable development of the Company, the Company administration may:
- stop hiring new employees if its production activities can be supported by the available staff;
- attract temporary workers during periods of rising economic conditions and the need for the Company to increase the volume of work;
- maneuver labor resources within the Company, including through “horizontal movement” (transfer of employees);
- apply systems for personnel retraining and retraining of workers;
- allow a temporary reduction in the working week during periods of deteriorating economic conditions;
- allow the temporary use of a system of extraordinary or additional leaves with a reduction in the amount of payment for leave (or without it).
10. INCENTIVES OF STAFF FOR SUCCESS IN WORK
10.1. For highly professional performance of job duties, increased labor productivity, long-term and impeccable work and other successes in work, the following incentive measures are applied to the Company's employees:
- declaration of gratitude;
- issuance of bonuses;
- rewarding with a valuable gift.
10.2. Incentives are announced by order, brought to the attention of the team and entered into the employee’s work book.
11. RESPONSIBILITY FOR VIOLATION OF LABOR DISCIPLINE
11.1. For violation of labor discipline, the Company administration applies the following disciplinary sanctions:
- remark;
- reprimand;
- dismissal.
Dismissal may be applied for systematic failure by an employee, without good reason, to fulfill the duties assigned to him by the employment agreement (contract) and these Regulations, if disciplinary measures have previously been applied to the employee; for absenteeism (absence from work for more than three hours during a working day) without good reason, for appearing at work drunk or under the influence of narcotic or toxic intoxication, as well as for committing theft (including minor) of the Company’s property at the place of work, established by a court verdict that has entered into legal force or a resolution of the body whose competence includes the imposition of an administrative penalty, as well as on other grounds and in the manner provided for by the current labor legislation.
11.2. Disciplinary sanctions are applied by the Company's administration. The administration has the right instead of imposing disciplinary action refer the issue of violation of labor discipline to the work collective for consideration.
11.3. Before imposing a penalty from the violator labor discipline explanations should be requested. An employee’s refusal to provide an explanation cannot serve as an obstacle to the application of a penalty.
Disciplinary sanctions are applied immediately after the discovery of the act, but no later than one month from the date of its discovery, not counting the time the employee was ill or on vacation. The penalty cannot be imposed later than six months from the date of the commission of the offense, and based on the results of an audit or financial check -economic activity- no later than two years from the date of its commission. The specified time limits do not include the time of criminal proceedings.
11.4. For each violation of labor discipline, only one disciplinary sanction can be imposed. When imposing a disciplinary sanction, the severity of the offense committed, the circumstances in which it was committed, the employee’s previous work and behavior must be taken into account.
11.5. An order to apply a disciplinary sanction, indicating the reasons for its application, is announced (notified) to the employee subjected to the penalty against signature within three days.
Information about the imposition of disciplinary sanctions is not entered in the work book.
11.6. If within a year from the date of application of the disciplinary sanction the employee is not subjected to a new disciplinary sanction, then he is considered not to have been subjected to disciplinary sanction.
A disciplinary sanction can be lifted by the administration ahead of schedule on its own initiative, at the request of the immediate supervisor or the workforce, if the person subjected to disciplinary action has not committed a new offense and has proven himself to be a conscientious employee. During the period of validity of the disciplinary sanction, the incentive measures specified in these Regulations are not applied to the employee.
11.7. All employees of the Company must be familiar with the rules of these Regulations, who are obliged in their daily work to comply with the procedure and rules established by these Regulations.
12. RESPONSIBILITY OF THE SOCIETY
12.1. The Company bears financial and other liability, in accordance with current legislation, in the following cases:
a) dismissal without legal grounds or in violation of the established procedure;
b) damage to the employee as a result of injury or other damage to health associated with the performance of his work duties;
c) in other cases provided for by law.
In cases provided for by law, the Company is obliged to compensate the employee for moral damage caused by the unlawful actions of the Company.
13. COMPANY ADMINISTRATION, PERSONNEL AND TRADE UNION
13.1. The Company's administration, staff and trade union operate on the principles of cooperation and partnership.
13.2. The Company's administration recognizes the trade union's right to represent the interests of personnel in the production, economic and social activities of the Company. The trade union is an active partner of the administration in the development of production, economic and social programs and personnel development programs, which are approved by a joint decision of the administration and the trade union.
14. FINAL PROVISIONS
14.1. The rules provided for by these Regulations are mandatory both for the administration of the Company and for its employees who constitute the personnel of the Company.
14.2. The employment agreement (contract) includes a condition that in everything that is not directly provided for in the employment agreement (contract), the parties are guided by these Regulations, provided that the employee familiarizes himself with the Regulations against signature.
14.3. The presence of the rule provided for in clause 14.2 of these Regulations does not deprive the personnel and administration of the Company of the right to regulate the terms of their relationships in the employment agreement (contract) differently than provided for by these Regulations; at the same time, the inclusion in the employment agreement (contract) of conditions that worsen the employee’s position in comparison with the norms provided for by these Regulations and the current labor legislation is not allowed.
REGULATIONS ON THE ENTERPRISE PERSONNEL
1.1. Regulations on the personnel of the enterprise (hereinafter referred to as the Regulations) is a local normative act, which establishes the principles of relationships and interaction between enterprise owners, hired managers (enterprise administration), hired workers and their representatives - trade unions on issues of enterprise development, formation organizational culture enterprises, maintaining stable social and partnership relations. The Regulations are a program document of UE “ABC” (hereinafter referred to as the Enterprise), which defines its external and internal philosophy and social and labor ideology.
2. Concept of enterprise personnel
2.1. Personnel in the sense of these Regulations means all employees of the Enterprise who perform labor functions on the basis of written employment contracts concluded with the Enterprise, incl. labor contracts. The concepts of “staff” and “employees of the Enterprise” are equivalent.
2.2. Persons who are part of the staff but do not perform work in a specific position, specialty, profession, i.e. do not fall under the concept of “personnel”. not working as employees and not on the staff of the Enterprise, but performing work (providing services) on the basis of work contracts (services) or other civil law agreements, without subordination to internal rules labor regulations Enterprises.
2.3. The concept of “administration” of the Enterprise in the sense of these Regulations means authorized officials of the employer, i.e. manager (his deputies), heads of structural divisions (their deputies), foremen, specialists or other employees who are granted by law or the employer the right to make all or individual decisions arising from labor and related relations.
3. Principles of relationships and interactions between the owner, hired managers - managers (administration) and hired workers
3.1. The administration of the Enterprise and employees, as the principles of their relationships, proceed from the readiness of the personnel:
3.1.1. constantly develop your professional skills and abilities;
3.1.2. understand the problems facing the Enterprise, both strategic and current;
3.1.3. feel that you belong to the affairs of the Enterprise;
3.1.4. connect personal interests with the corporate interests of the Enterprise;
3.1.5. share and support the values and corporate interests put forward by the Enterprise;
3.1.6. feel responsible for the economic results of the Enterprise, share its successes and failures;
3.1.7. contribute to the development of the Enterprise, its growth business reputation.
3.2. The Administration of the Enterprise and employees, as the principles of their relationship, proceed from the readiness of the Administration of the Enterprise:
3.2.1. take care of growth material well-being its staff;
3.2.2. constantly implement personnel development programs and improve their professionalism;
3.2.3. exercise reasonable care for the families of staff;
3.2.4. openly discuss the Company’s development plans with staff;
3.2.5. introduce additional social guarantees for personnel compared to those established by law.
3.3. The principles of labor organization at the Enterprise are:
3.3.1. the principle of fair remuneration for labor contribution;
3.3.2. principle of stability labor relations;
3.3.3. the principle of merit and equal access to vacant positions and jobs in accordance with the abilities and professional training of everyone;
3.3.4. principle of legality.
4. Personnel development program
4.1. The main document defining, on the basis of these Regulations, the relationship between the administration and staff is the Personnel Development Program.
The personnel development program is a comprehensive document that defines the Company’s investments in personnel development and the main activities for their development.
The personnel development program is approved by the manager, taking into account the opinion of the trade union committee of the Enterprise on the proposal of the deputy general director by personnel.
4.2. The personnel development program includes:
4.2.1. planning to provide the Enterprise with labor resources (taking into account the necessary replenishment and release of workers);
4.2.2. personnel selection, formation of a regional bank labor resources;
4.2.3. hiring workers;
4.2.4. career guidance, training and retraining of personnel;
4.2.5. personnel certification;
4.2.6. organizing the promotion of employees (personnel growth) and staff rotation;
4.2.7. mentoring;
4.2.8. providing job security;
4.2.9. organization of labor and stimulation of its payment;
4.2.10. social development personnel;
4.2.11. release of personnel.
5. Improvement of personnel qualifications and the system of continuous education
5.1. Continuous professional development is the right and responsibility of every employee. Employees are required to constantly improve their skills. The responsibility of the administration is to provide each employee of the Enterprise with the necessary conditions to maintain and improve the level of professional training.
5.2. If necessary, in the interests of the Enterprise during the transition to new technologies, methods of organizing production and management, for the release of new products, the employer is obliged to provide all employees who, due to stated reasons may lose their jobs, training and retraining opportunities. Under these circumstances, training and retraining of personnel must be carried out at the expense of the Enterprise.
If the training and retraining of workers involves obtaining a second higher professional or secondary vocational education, mastery of special knowledge and the Enterprise is interested in this, the employer can take part in financing the employee’s training in accordance with the Regulations on Personnel Training.
6. The right of personnel to choose the form of work organization
6.1. If the production process allows, employees with the necessary business and professional qualities have the right to organize their work in a flexible manner.
6.2. Employees of structural divisions have the right to organize work on the principles of intra-production (intra-company) entrepreneurship and carry out their activities on the basis of internal commercial calculations.
7. Guarantee of staff employment
7.1. The employer undertakes to provide each employee with a guarantee of his employment (job retention), subject to the proper fulfillment of his obligations by the employee, the willingness to increase professional level, productivity and quality of work, explain the corporate values of the Enterprise.
7.2. To ensure the administration’s responsibilities for maintaining employment at the Enterprise, a special Employment Program for the Enterprise’s personnel is being developed.
7.3. In order to ensure job security and minimize the risk of staff release, the employer uses the following methods:
7.3.1. periodic cessation of hiring new workers if the production program can be supported by existing personnel;
7.3.2. attracting exclusively temporary workers during periods of economic growth and, if necessary, increasing production volume at the Enterprise;
7.3.3. maneuvering of labor resources within the Enterprise, incl. through “horizontal movement” (transfer of workers);
7.3.4. application of a personnel retraining system in order for employees to master related specialties that are in demand at the Enterprise;
7.3.5. introduction of part-time working hours.
8. Social benefits for staff
8.1. The employer provides all personnel while working at the Enterprise with the following additional social benefits compared to those provided for by current legislation:
8.1.1. additional (compared to the legislation established) leave due to harmful (dangerous) and difficult conditions or high labor intensity (neuro-psychological stress);
8.1.2. payment of additional amounts to the statutory state social insurance benefit;
8.1.3. life and health insurance for employees, voluntary medical insurance for employees and members of their families;
8.1.4. medical, sanatorium-resort and consumer services;
8.1.5. payment of benefits for the birth of a child in an employee’s family, in connection with the death of a close relative, etc.;
8.1.6. additional compensation to compensate for harm caused to the employee in connection with damage to the health or to the employee’s family in connection with his death while the employee was performing his job duties;
8.1.7. sanatorium-resort treatment of employees to maintain health and introduce it into an optimal mode of self-regulation in the event of a decrease in the quality of health of employees during work or for circumstances not related to the performance of work functions (but provided that the cause of the decrease in the quality of health was not the use of alcohol, drugs or other bad habits), organizing periodic control medical examinations of employees.
9. Interaction and relationship between the enterprise administration and the trade union
9.1. Administration of the Enterprise and trade union of the Enterprise operate on the basis of the principles social partnership.
9.2. The employer recognizes the legal right of the trade union to represent personnel in the management of the Enterprise, the right to take into account the interests of personnel in the production, economic and social activities of the Enterprise.
9.3. A trade union representative has the right to participate in meetings of the governing bodies of the Enterprise with the right of an advisory vote.
10. Rules of conduct for the Company’s personnel
10.1. The basic principle that an employer must follow in relation to each employee is respect for the employee’s personality, regardless of his position, place of work and job functions performed; The main principle that should guide any employee of the Enterprise, regardless of his position, place of work and job functions, is respect for the corporate values of the Enterprise.
10.2. The employer provides all employees with equal opportunities to express their personality in the process labor activity.
10.3. The administration and individual officials are prohibited from displaying the following towards personnel:
Any form of discrimination against employees, starting from personnel selection, promotion and ending with the release of personnel for any reason. Recruitment and promotion of personnel must be carried out solely on the basis of professional abilities, knowledge and skills, while the employer is obliged to ensure impartial and fair treatment of all employees;
Any type of protectionism. Privileges and benefits to certain categories and individual employees must be provided only on a legal basis, in accordance with the system of remuneration and labor incentives adopted at the Enterprise, social incentive measures, with the employer obligatory providing each employee with equal opportunities to receive these benefits and privileges.
10.4. Employees must be guided in the course of their work by high standards business communication:
Maintain the business reputation and image of the Enterprise;
In relationships with employees of other organizations, incl. when concluding and executing contracts, act in the interests of the Company; avoid any actions that could be regarded or interpreted as patronage or other measures providing advantages or benefits for a third-party organization or its employees;
Ensure the preservation of trade secrets and the confidentiality of received information; never use this information for personal gain or for the benefit of third parties;
Never enter into commercial relations, either directly or indirectly, with third parties if this could lead to infringement of the economic interests of the Company or damage its business reputation or image;
Act on the basis of the strategy and tactics adopted by the Enterprise;
Be based on the principle of caring for the common interests and unity of all personnel of the Enterprise;
To fully support the corporate culture and corporate values of the Enterprise;
Behave correctly and with dignity, without allowing deviations from the recognized norms of business communication accepted at the Enterprise.
10.5. The employer is obliged to respect the privacy of his employees without allowing any interference with it.
11. Moral incentives for the Company’s personnel
11.1. For the purpose of moral stimulation of the best employees of the Enterprise
The following forms of incentives are established:
Awarding the title “Honorary Worker of the Enterprise” and awarding a badge of the same name (I, II, III degree);
Entry into the Company's Book of Honor;
Inclusion on the Board of Honor of a structural unit;
Presentation of the Certificate of Honor;
Presentation of a valuable gift;
Payment of a cash bonus;
Declaration of gratitude.
11.2. Grounds for conferring the title “Honorary Worker of the Enterprise” and awarding a badge of the same name.
Managers, specialists and employees, workers and labor veterans of Enterprises who have special merits, have made a significant contribution to the development of production, have achieved significant success in their work, have had a positive impact on improving production technology, increasing labor productivity and production efficiency, demonstrating creativity and innovation in their work.
The title “Honorary Worker of the Enterprise” is awarded to highly qualified employees and labor veterans who have worked at the Enterprise for at least 10 years.
11.3. Persons awarded the title “Honorary Worker of the Enterprise” are awarded a badge of the same name. Depending on the merits to the Enterprise and length of service, the badge “Honorary Worker of the Enterprise” can be of three degrees:
The III degree badge is awarded to persons who have worked at the Company for at least 10 years, have been repeatedly recognized as the best in their profession and are included on the Honor Board of a structural unit;
The II degree badge, as a rule, is awarded to persons awarded the III degree badge, who have worked at the Enterprise for at least 15 years and are included in the Enterprise Book of Honor;
The 1st degree badge, as a rule, is awarded to persons awarded the 2nd degree badge who have worked at the Enterprise for at least 20 years.
When determining length of service at the Enterprise, depending on the reasons for dismissal, it is permissible to sum up individual periods of work without taking into account the time of breaks in work. The decision on the possibility of summing up periods of work is made by the award committee of the Enterprise.
11.4. The procedure for nomination to the title “Honorary Worker of the Enterprise” and presentation of the badge.
The right to nominate an employee for the title of “Honorary Worker of the Enterprise” and award a badge is granted to work collectives and heads of structural divisions.
A request to nominate an employee for a title and award a badge is sent to the award committee of the Enterprise. The petition must reflect the merits and achievements of the candidate, which are the basis for the award.
The decision to award is made upon the recommendation of the award commission by the board of the Enterprise.
The badge and the corresponding certificate are presented to the employee in a ceremonial atmosphere.
The badge is worn on the left side of the chest.
Persons awarded the title “Honorary Worker of the Enterprise” are rewarded with valuable gifts with the symbols of the Enterprise.
Persons awarded the title “Honorary Worker of the Enterprise” with the award of a 1st degree badge, upon termination of an employment contract with the Enterprise in connection with retirement, are paid a monthly benefit in the amount corresponding to the average salary on the date of termination of the employment contract. The benefit is paid for life and is indexed in proportion to the increase in average wages at the Enterprise.
Repeated awards with the same badge are not made.
11.5. Grounds and procedure for entry into the Company's Book of Honor.
An employee who has high production performance, professional skills, initiative and reliability at work can be nominated as a candidate for inclusion in the Company's Book of Honor.
Nomination is made on general meetings employees of structural division teams based on the results of the financial and economic year. Candidates for inclusion in the Book of Honor are considered by the award committee simultaneously with the annual summing up of the results of the labor competition, no later than January 15 of each calendar year, and are submitted for approval by the Administration of the Enterprise.
The decision to include candidates in the Book of Honor of the Enterprise is made by the Administration of the Enterprise.
Entry into the Book of Honor is accompanied by the payment of a cash bonus in the amount of _______ rubles.
Employees of the Enterprise are entered into the Book of Honor once.
11.6. Grounds and procedure for adding a structural unit to the Honor Board.
The employee is nominated as a candidate for inclusion on the Board of Honor of a structural unit for high-quality performance professional responsibilities, high efficiency and initiative, participation in mentoring youth, fulfillment of public duties.
The decision to include a structural unit on the Board of Honor is made by the department’s employee teams annually based on the results of each financial and economic year.
Inclusion of a structural unit on the Honor Board is accompanied by the payment of a cash bonus in the amount of _________ rubles.
11.7. Grounds and procedure for awarding the Enterprise Certificate of Honor.
The Company's Certificate of Honor is awarded to employees who ensure high production efficiency by improving equipment and technology, who constantly fulfill production tasks, who seek reserves of economy and frugality, who produce products and provide high-quality services.
The awarding of the Enterprise's Certificate of Merit is made on the basis of an order from the director at the request of the head of a structural unit.
The awarding of the Enterprise's Certificate of Honor is accompanied by the payment of a cash bonus in the amount of _________ rubles.
11.8. Gratitude to an employee of the Enterprise is declared by order of the director at the request of the head of a structural unit for completing particularly important production tasks, demonstrating special achievements in work and active participation in public life team.
12. Final provisions
12.1. All terms of these Regulations are binding for the Administration of the Enterprise and personnel.
12.2. When concluding an employment agreement (contract), it includes as a mandatory clause the condition that the employee assumes the obligations arising from these Regulations.
AGREED:
Chairman of the trade union committee
Unitary Enterprise "AVS"
_________________ A.I. Sidorov
"___" _______________ 200_ g.
04/09/2007
Anatoly Voitik, Candidate of Legal Sciences, Associate Professor of the Department
Civil Procedure and Labor Law Faculty of Law
Belarusian State University
The material was prepared by the editors of the magazine “Lawyer”
Dear reader!
serves as the foundation for all production processes in the enterprise. This regulatory act is the primary source of all areas of activity of the personnel management unit.
The relationship between the personnel and the administration of the enterprise is based on the principles included in this regulatory act. The regulations, among other things, lay the foundations for the development of a personnel development program at the enterprise. And all indicators of such activities are reflected in quarterly tabular forms (for 6 months, for 9 months, for 1 year).
Consider the sections of the staff regulations in the example below:
1.1. This provision defines the basic requirements for the formation of personnel of the enterprise, the development and implementation of a personnel development program, regulates the procedure for formalizing labor relations, defines the basic rights and responsibilities of the personnel and administration of the enterprise, as well as social guarantees and guarantees of employment of personnel, regulates the principles of interaction and relationships of the administration enterprise, personnel and trade union.
2. Concept of personnel
2.1. Personnel in the sense of this provision is understood as a set of persons performing labor functions on the basis of employment contracts concluded with the enterprise.
2.2. Persons performing work (services) on the basis of civil contracts or other agreements that do not fall under the criteria are not considered to be members of the personnel labor relations.
3.Principles of relations between the enterprise administration and personnel
3.1. The principles of relationships at the enterprise are:
3.1.1. the principle that all employees are bound by the decisions of the enterprise management within the limits of their competence;
3.1.2. the principle of control and accountability of the activities of employees and administration, their responsibility for the performance or improper performance of their duties;
3.1.3. the principle of employment and equal access to vacant positions and jobs in accordance with the abilities and professional training of everyone;
3.1.4. the principle of fair remuneration for labor contribution;
3.1.5. the principle of industrial democracy and social partnership;
3.1.6. the principle of ensuring the rights to labor protection and social protection of enterprise employees;
3.1.7.principle of stability of labor relations.
4.Personnel development program
4.1. The main document defining, on the basis of this provision, the relationship between the administration of the enterprise and the personnel is the personnel development program. The enterprise administration ensures the development, approval and implementation of a personnel development program in accordance with the labor legislation of the Russian Federation.
4.2.The personnel development program includes:
4.2.1. (taking into account the need to replenish and release employees);
4.2.2. selection, hiring and dismissal of personnel;
4.2.3.formation of an electronic database of applicants on the labor market;
4.2.4.increasing personnel qualifications;
4.2.5. personnel certification;
4.2.6.organization of work with personnel reserve to higher positions;
4.2.7.organization of employee promotion career ladder and staff rotation;
4.2.8.social development of personnel.
5. Registration of labor relations
5.1. Reception of personnel is carried out in accordance with the current labor legislation of the Russian Federation on the basis of an employment contract between the employee and the administration of the enterprise and is formalized by order of the first manager.
5.2.The employment contract is concluded:
For undefined period;
For a specified period of no more than five years (fixed-term employment contract), unless a different period is established by the Labor Code of the Russian Federation and other federal laws.
A fixed-term employment contract is concluded when the employment relationship cannot be established for an indefinite period. If the employment contract does not specify the duration of its validity, the contract is considered to be concluded for an indefinite period.
5.3. Termination of an employment contract can only take place on the grounds and in the manner provided for by the labor legislation of the Russian Federation or the terms of the employment contract.
6.Basic rights and responsibilities of personnel
6.1.Employees of the enterprise have the right:
6.1.1.require organizational and technical support, as well as the provision of the necessary information to perform their job duties;
6.1.2. contact the management of the enterprise for help in fulfilling the assigned tasks;
6.1.3. make suggestions and comments on the organization of working conditions;
6.1.4.know installed system wages and their timely payment, the procedure and conditions for granting vacations, the system of benefits and compensation, which is established in accordance with the documents;
6.1.5.to advance up the career ladder (job), increase the amount of monetary remuneration taking into account work results and skill level;
6.1.6.for professional training, retraining and advanced training;
6.1.7. to unite and join a trade union to protect their labor rights, freedoms and legitimate interests;
6.1.8. to conduct collective negotiations and conclude a collective agreement and agreements through their representatives;
6.1.9. for compensation for damage caused in connection with the performance of work duties;
6.1.10.to receive financial assistance under the conditions and procedure established by the constituent documents;
6.1.11. for judicial protection of their interests.
6.2.Employees of the enterprise are obliged to:
6.2.1. conscientiously fulfill their labor duties in accordance with the employment contract;
6.2.2. carry out orders, instructions and instructions from the administration;
6.2.3.comply established rules internal labor regulations, production and labor discipline, maintain business-like and friendly relations in the workforce, not commit actions that entail damage to the enterprise and lead to undermining its business reputation;
6.2.4.ensure a high culture of its production activities;
6.2.5.constantly maintain and improve the level of their qualifications necessary for the performance of official and labor duties;
6.2.6.not disclose commercial and other information that is confidential and became known to them in the course of performing their job duties;
6.2.7.fully share and support the interests and values proclaimed by the enterprise;
6.2.8.comply with labor protection and safety requirements, fire safety rules and industrial sanitation;
6.2.9.observe the established procedure for storing documents and material assets;
6.2.10.effectively use the technical means and equipment used in work, economically and rationally use materials, energy, and other material resources;
6.2.11. For the material and technical means received from the administration of the enterprise necessary to perform his work, the employee bears financial responsibility in accordance with the current legislation of the Russian Federation and takes all necessary measures for their safety and careful handling. In accordance with the law, agreements on full financial liability are concluded with individual employees of the enterprise.
7.Basic rights and responsibilities of the administration
7.1. The administration of the enterprise has the right:
7.1.1.require employees to fulfill the duties provided for in employment contracts and job descriptions;
7.1.2. require employees to comply with labor discipline;
7.1.3. recover from employees, in accordance with the procedure established by law, direct (actual) damage caused to the enterprise, shortages, loss, misappropriation, damage, decrease in the value of property, as well as for the cost of costs for the acquisition or restoration of property or making excessive payments due to the fault of an employee to another subject (individual or legal entity).
7.2. The administration of the enterprise is obliged to:
7.2.1.comply with labor legislation, the terms of the collective agreement, agreements and employment contracts;
7.2.2. provide employees with work stipulated by the employment contract;
7.2.3. carry out compulsory social insurance of all employees and payment of social benefits provided for by the current legislation of the Russian Federation;
7.2.4. organize the work of employees at their assigned workplaces;
7.2.5.provide with necessary technical means, equipment, office equipment and other means necessary to perform their duties;
7.2.6. create safe working conditions that meet the requirements of occupational safety and health;
7.2.7.ensure strict adherence to labor discipline;
7.2.8.comply with the terms of remuneration stipulated in the employment contract, pay wages on time;
7.2.9.assist employees in improving their qualifications and improving professional skills;
7.2.10.contribute to the creation in the workforce of an interest in the success of the enterprise;
7.2.11.be attentive to the needs and requests of employees;
7.2.12.carry out activities aimed at increasing the efficiency of personnel, their interest in strengthening a stable position and sustainability financial activities enterprises;
7.2.13.conduct collective negotiations, as well as enter into agreements and collective agreements in the manner prescribed by law;
7.2.14. create conditions that ensure the participation of workers in the management of the enterprise in the forms provided for by the current legislation by agreements and collective agreements.
8.Staff training
8.1.Continuous professional development is the right and legal obligation of every employee. Each employee is obliged to constantly improve their skills. The duty of the enterprise administration is to provide each employee of the enterprise with the necessary conditions to maintain and improve the level of professional qualifications.
8.2. If necessary, in the interests of the enterprise, a transition to new products, technology, new methods of organizing production and management, the administration is obliged to provide all employees who, due to these reasons, may lose their jobs, the opportunity for training and retraining.
8.3. When training and retraining persons engaged in work involving the acquisition of special knowledge that requires costs significantly exceeding those usually accepted, the administration and the employee have the right to agree on conditions for additional attraction of employee funds.
9.Social guarantees for personnel
9.1. The administration of the enterprise provides all personnel with the following additional social guarantees during work:
9.1.1. additional leave due to temporary disability;
9.1.2. payment of additional amounts to the state social insurance benefit established by law;
9.1.3.medical, sanatorium-resort and consumer services;
9.1.4.additional compensation for damage caused by damage to the employee’s health (to the employee’s family in the event of the latter’s death);
9.1.5. to maintain (preserve) the health of employees (carrying out, at the expense of the enterprise, an examination and assessment of the initial quality of health and ability to work of the employee);
9.1.6.maintaining the health of employees and bringing it into an optimal mode of self-regulation in the event of a decrease in the quality of health of an employee during work or due to circumstances not related to the performance of labor (official) functions (provided that the cause of the decrease in the quality of health was not the use of alcohol, drugs or other bad habits), periodic control medical examination of employees.
9.2. For employees of the enterprise who are pensioners (regardless of the type of pension assigned), the administration of the enterprise provides additional social measures in relation to the current legislation:
9.2.1. additional accruals to the pension received;
9.2.2. guarantees specified in clause 9.1.3. — 9.1.5. of this provision.
10.Guarantees of staff employment
10.1. The administration of the enterprise undertakes to provide each employee with guarantees of his employment (job retention), subject to the employee fulfilling his duties and willingness to increase productivity and quality of work.
10.2. In order to ensure employment guarantees and minimize the risk of unemployment, the administration uses the following measures:
10.2.1. periodic cessation of hiring new employees if the production program can be supported by existing personnel;
10.2.2.attracting workers on the terms of a fixed-term employment contract during periods of rising economic conditions and the need for the enterprise to increase production volume;
10.2.3.maintaining (at the expense of all personnel) temporary redundancy work force at the enterprise;
10.2.4. maneuvering of labor resources within the enterprise, including through “horizontal movement” (transfer of workers);
10.2.5. application of a system of personnel retraining, retraining of workers;
10.2.6. introduction of a part-time working regime in compliance with the conditions provided for by the current labor legislation of the Russian Federation and in agreement with the trade union;
10.2.7. early retirement of workers with their consent to retirement due to age.
10.3. In case of early retirement due to age, the pension is paid at the expense of the enterprise and on the terms accepted by the enterprise in an agreement with the trade union.
11. Enterprise administration, personnel and trade union
11.1. The administration of the enterprise, the staff and the trade union act in general on the principle of social partnership between the administration of the enterprise, the staff and the trade union.
11.2. The administration of the enterprise recognizes the legal right of the trade union to:
11.2.1.representation and protection of social and labor rights and interests of personnel;
11.2.2.promotion of staff employment;
11.2.3.conducting collective negotiations, concluding agreements, collective agreements and monitoring their implementation;
11.2.4.representation of personnel in the management of the enterprise;
11.2.5. exercising trade union control over compliance with labor and labor protection legislation;
11.2.6.social protection of personnel.
11.3. The trade union is an active partner of the administration in the development and implementation of personnel development programs and social programs, which are approved by a joint decision of the enterprise administration and the trade union.
12.Final provisions
12.1. The rules provided for by these provisions are legally binding both for the administration of the enterprise (employer) and for the employees of the enterprise (staff).
12.2.When concluding an employment contract as mandatory element a condition is included that the employee accepts the rules of this provision as an integral part of the employment contract. In everything that is not directly provided for in the employment contract, the parties are guided by this provision.
12.3. Conditions provided for in clause 12.1. of this provision do not deprive the personnel and administration of the enterprise of the right to regulate their relationships in the employment contract differently than provided for by this provision; at the same time, the inclusion in the employment contract of rules that worsen the employee’s position in comparison with current legislation, agreements (collective agreements) and norms provided for by these regulations is not allowed.
Results
The fundamental basis for working with personnel and its development is staff regulations at the enterprise. All sections of the personnel development program, consisting of introductory, main and final parts with indicators of the necessary tabular forms, are presented in order in the articles located on the pages of the site, starting with the enterprise.
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1. Sheathing positions
2. Concept of personnel
3. Principles of relations between administration and staff
4. Personnel development program
5. Contrasting recruitment system
6. System of continuous personnel education
9. Social guarantees for personnel
10. Staff profit sharing
11. Administration, personnel
12. Responsibility of administration and staff
13. Final provisions
1. General provisions
1.1. This Regulation defines the basic requirements for the formation of personnel joint stock company, development and implementation of professional personnel development, regulates the procedure for hiring, promotion, certification, release of personnel, issues of personnel participation in the company’s profits, the formation of social and economic partnership between personnel and administration.
2. Personnel concept
In the sense of these Regulations, personnel is understood as a set of persons performing labor functions on the basis of written individual contracts (employment contracts) concluded with a closed joint stock company.
Persons performing work (services) on the basis of construction contracts or other civil law agreements without subordination to the internal labor regulations of the joint-stock company are not recognized as members of the staff.
3. Relationship principles administration and personnel
3.1. The administration of the joint-stock company and the staff, as the principles of their relationships, proceed from the readiness of the staff:
3.1.1. Constantly develop your professional skills and abilities.
3.1.2. Understand the problems facing the Company, both strategic and current.
3.1.3. Feel like you belong to the Society.
3.1 .4. Link personal interests with the interests of the Company.
3.1.5. Fully share and support the values and corporate interests put forward by the Company.
3.1.6. Accept the responsibility and risks of the Company, the economic results of its activities, success and failures.
Rules business conduct of the company's personnel (Code of Business Ethics) are attached to these Regulations.
4. Personnel development program
4.1. The main document defining, on the basis of these Regulations, the relationship between the administration and staff is the Personnel Development Program. The personnel development program is a comprehensive document that defines the company's investments in personnel development and the main activities for their development.
The development program is approved by the Management Board on the proposal of executive bodies and labor collectives of structural divisions.
4.2. The personnel development program includes:
4.2.1. Planning for the provision of production with labor resources (taking into account the necessary replenishment and release of workers).
4.2.2. Personnel selection, formation of a regional labor resource bank.
4.2.3. Hiring staff.
4.2.4. Career guidance, training and retraining of personnel.
4.2.5. Personnel certification.
4.2.6. Organization of employee promotion and staff rotation.
4.2.7. Mentoring.
4.2.8. Providing job security.
4.2.9. Organization of labor and stimulation of its payment.
4.2.10. Rules of conduct for personnel and rules for working with them.
4.2.11. Social development of personnel.
4.2.12. Release of personnel.
5. Recruitment system
5.1. Personnel are hired by the Company's administration in accordance with current legislation through the use of a legal form - an employment contract.
5.2. The use of an employment contract is mandatory when hiring management, engineering and technical employees and employees whose official functions are related to the management of other employees, management of internal departments, relationships with personnel of other organizations to resolve commercial issues or in connection with the disposal of the Company's property.
6. System of continuous personnel education
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6.1. Continuous professional development is the right and legal obligation of every employee. Each employee is obliged to constantly
14- 9343 Kibanov
improve your qualifications. The responsibility of the administration is to provide each employee of the Company with the necessary conditions to maintain and improve the level of professional training.
6.2. If it is necessary, in the interests of the Company, to switch to new products, technology, methods of organizing production and management, the administration is obliged to provide all employees who, due to these reasons, may lose their jobs, the opportunity for training and retraining. Under these circumstances, training and retraining of personnel is carried out at the expense of the Company.
If the training and retraining of persons working under a contract involves the employee acquiring special knowledge that requires costs significantly exceeding those usually accepted, the administration and the employee have the right to agree on the conditions for attracting the employee’s funds.
7. The right of personnel to choose forms of work organization
7.1. If the production process allows, workers who have the necessary business and professional qualities have the right to organize their work freely.
7.2. Work teams of internal divisions have the right to organize work on the principles of intra-production (intra-company) entrepreneurship, to carry out their activities on the basis of commercial settlement using personal accounts in the Company’s accounting department, sub-accounts and current accounts in credit and settlement institutions (banks).
8. Job security for staff
8.1. The Company's administration undertakes to provide each employee with guarantees of his employment (job retention), subject to the employee's proper fulfillment of his obligations, readiness to improve his professional level, productivity and quality of work, and also adhere to the corporate values accepted by the Company.
8.2. To ensure the responsibilities of the administration to maintain employment in the Company, a special Employment Program for personnel of a joint-stock company is being developed.
8.3. In order to ensure employment guarantees and minimize the risk of unemployment, the Company’s administration uses the following methods:
8.3.1. Periodically stop hiring new workers if the production program can be supported by existing personnel.
8.3.2. Attracting exclusively temporary workers during periods of rising economic conditions and the need for the Company to increase production volumes.
8.3.3. Maneuvering labor resources in the Company, including through “horizontal movement” (transfer of employees).
8.3.4. Application of a system of personnel retraining in order for employees to master related specialties that are in demand in the Company.
8.3.5.Temporary reduction of the working week during a period of deteriorating economic conditions.
8.3.6. Temporary application of a system of early, extraordinary leaves or additional leaves with a reduction in the amount of pay for leave (or without it), but not less than that established in the Russian Federation minimum size wages.
8.3.7. Early retirement of employees.
8.4. In case of early retirement due to age, the pension is paid from the funds of the Company's pension fund in the manner and on the terms determined in the collective agreement and in the Regulations on the Company's funds and reserves.
9. Social personnel guarantees
9.1. The administration provides all personnel while working in the Company with the following additional social guarantees in relation to those provided for by current legislation:
Additional leave due to harmful conditions or high labor intensity (neuro-psychological stress).
Payment of additional amounts to the statutory state social insurance benefit.
Medical, spa and consumer services.
Additional compensation for compensation for damage caused to health or to the employee’s family in connection with death while the employee was performing his job duties.
Maintaining health and bringing it into an optimal mode of self-regulation in the event of a decrease in the quality of an employee’s health during work or due to circumstances not related to the performance of work functions (provided that the cause of the decrease in the quality of health was not the use of alcohol, drugs or other bad habits), periodic control medical examination of workers.
9.2. The social guarantees provided for in subclauses of clause 9.1 of these Regulations also apply to former employees who left the Company due to retirement, if there is continuous length of service at least 10 years.
10. Staff profit sharing
10.1. In accordance with the terms of the collective agreement and the rules provided for by the Regulations on the Company's funds and reserves, the Company forms a staff profit participation fund.
10.2. The profit sharing fund is formed from funds contributed by the Company and personnel and accumulated in individual personal accounts opened for employees in the Company’s accounting department. The amount of the Company's contribution is distributed among the staff in proportion to the salary of each employee.
10.3. Funds from the personnel profit sharing fund are used by order of the employee for the purchase of shares and bonds of the company (participation in capital), for the improvement of the health of employees and members of their families, for solving social and everyday problems: purchasing housing, etc.
10.4. The Company has the right to use temporarily available funds from the personnel profit sharing fund for its production, economic and commercial activities. Income received from the use of funds from the profit-sharing fund is subject to payment to staff in the form of interest in proportion to the funds available in personal accounts.
10.5. In individual contracts, as agreed between the employee and the administration, a “deferred payment” method may be provided. By order of the employee, interest due for payment can be capitalized in a personal account.
10.6. Profit sharing is mandatory for all contract employees. Ordinary workers and employees participate in profits solely on a voluntary basis, personally concluding a profit-sharing contract with the Company's administration in each individual case.
10.7. The profit sharing program (plan) is approved annually by the Management Board upon submission executive bodies society and labor collectives of structural divisions. The program provides for the amount of deductions from net profit companies allocated to the personnel profit sharing fund, frequency of contributions, interest on the use of fund funds.
10.8. Employees participating in profits, along with the Company, share the risk of losses from unfavorable results of the Company’s production, economic and commercial activities and do not have the right to refuse the corresponding costs (compensation payments) in accordance with clause 10.9 of these Regulations.
10.9. In the event of temporary financial difficulties and in order to prevent further significant losses for the Company, the Management Board may limit interest payments for the use of funds from the personnel profit sharing fund or reduce the previously established amount of contributions by the Company to the fund in question.
In the event of actual losses, part of them in the amount agreed upon by the Management Board is reimbursed from the interest due to the staff for the use of the personnel profit sharing fund or amounts accumulated on the personal accounts of employees.
11. Administration, staff
11.1. The Company's administration and personnel act on the basis of the principles of industrial, social and economic partnership.
12. Responsibility of administration and staff
12.1. Failure by the administration to ensure the rights of personnel established by individual employment contracts and this
The provision gives the employee the right to early termination of the employment contract with payment to the employee upon dismissal of a penalty in the amount of 3 times the average monthly salary.
12.2. Failure by staff to fulfill the obligations stipulated by individual employment contracts and these Regulations gives the Company's administration the right, in the manner prescribed by current legislation and the terms of the employment contract, to terminate the employment relationship early and collect a penalty from the employee upon dismissal in the amount of 3 times the average monthly salary.
13. Final provisions
When concluding an employment contract, the essential condition is included that the employee and the administration accept the rules of this Regulation as an integral part of the employment contract and, accordingly, in everything that is not directly provided for in the individual employment contract, they are guided by this Regulation.
At the same time, in an individual employment contract, the employee and the administration have the right to define their relationship differently than provided for by these Regulations; at the same time, the inclusion in an employment contract of rules that worsen the employee’s position in comparison with the norms provided for by current legislation is not allowed (Labor Code of the Russian Federation).
Staff Regulations
Staff Regulations - a document establishing the principles of labor relations, methods of organizing work in the company, the basic rights and responsibilities of the company and its personnel.
The beginning of the active use of personnel regulations to regulate social and labor relations coincides with the moment of formation in modern Russia the institution of private property and the emergence of the first commercial organizations. In the field of private capital, special attention has been paid to prompt response to external and internal changes in operating conditions. Therefore, business was forced to turn to foreign experience- to a ready-made operating model for regulating social and labor relations.
In 1994, with the publication of manuals on the organization of labor and the preparation of organizational and administrative documents in joint-stock companies, * personnel regulations began to be applied in large Russian organizations. This document is currently being developed in medium and small companies. And there is an explanation for this.
* Joint-Stock Company. Collection of standard organizational and administrative documents. – M.: Russian Legal Publishing House, 1994.
The personnel regulations are a document borrowed from foreign practice in regulating labor relations. Its content was filled taking into account the Russian specifics of the relationship between employer and employee.
Today, there are three basic approaches to introducing basic local documents regulating labor relations into organizations. Thus, the following documents can be entered into the company:
a) only internal regulations;
b) internal labor regulations and personnel regulations;
c) staff regulations only.
In the first case Model rules internal labor regulations, approved by the resolution of the USSR State Committee for Labor, are adapted to modern conditions. It must be said that, despite certain shortcomings, this option does not come into clear conflict with the norms of the Labor Code of the Russian Federation (Articles 189-190).
In the second, both documents operate in parallel in the organization. If management decides to introduce both regulations and rules, then the organization’s specialists must ensure that these documents do not contradict each other. As a rule, with this approach, the personnel regulations are a complex policy document about the relationship between personnel and the organization. It defines the basic principles of corporate culture (organizational culture). In the theory of personnel management and the company as a whole, corporate culture is understood as a declaration of the most important internal values of the company, behavioral norms shared by the staff and management of the company and transmitted through various (usually symbolic) means of the spiritual and material environment of the company. At the same time, the personnel regulations not only list the principles of corporate culture, but also indicate the mechanisms for putting them into effect - the mutual rights and responsibilities of the staff, management and owners of the organization, the responsibility of the organization to the staff, and vice versa. Internal labor regulations in this case are considered as the legal (and only) basis for regulating labor relations.
When using the third approach, the assimilation of the foreign and traditional Russian model of building labor relations occurs: the personnel regulations, while remaining focused on corporate culture, nevertheless contain all the basic provisions of the internal labor regulations.
A comparative analysis of these documents allows us to highlight the following points:
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Comparative parameters |
Internal labor regulations |
Staff Regulations |
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Document focus |
The personnel regulations in the form in which they are used in Russia are more beneficial for the employer. Very rarely can you find a section or article devoted to the responsibility of the employer (management and owners). Fourth: collective agreement- this is a clear legal document and the employer is obliged to fulfill the obligations assumed accurately, timely and in full. The personnel regulations, as already noted, are more of a program document. In the Western model of personnel management, personnel regulations are just a proposal from the company. It formulates the social and labor ideology of the company in relation to its personnel and lays the foundations of the corporate culture. The mechanisms for implementing the personnel regulations themselves are indicated either in additional local acts (for example, in the “Regulations on Social Guarantees and Benefits”), or in specific plans that describe a set of measures and the timing of their implementation. Thus, the personnel regulations most often include a personnel development program, which involves the following activities: planning to supply production with labor resources; personnel selection; formation of a regional labor resource bank; hiring labor; career guidance, training and retraining of personnel; personnel certification; organizing employee promotion and staff rotation; providing job security; Labour Organization; salary ; rules of staff conduct; social development of personnel; release of personnel; etc. In addition to these reasons for employers' preference for personnel regulations over collective agreements, new technologies for personnel management should also be mentioned. They, being built on Western experience, do not consider the collective agreement as a document regulating social and labor relations in the organization. The development of personnel regulations must be carried out systematically: it is necessary to provide for everything - from the company’s ideology (both in relation to the goals of creation and in relation to its personnel) to the funds for its implementation. That's why to work at preparatory stage Various specialized specialists are involved - the department of organization and remuneration, the personnel department, the legal department and other divisions of the organization. The group is headed, as a rule, by the development director or deputy head of the organization for personnel management. Development begins with identifying the subjects to which the personnel regulations apply. Yes, according to general rule, personnel is recognized as a set of persons performing labor functions on the basis of employment contracts concluded with the organization. That is, the personnel regulations do not apply to persons performing work (providing services) on the basis of civil contracts. The other entity is the employer. Most often, in obedience to our accepted traditions, it is designated by the concept of “administration”. In the personnel regulations, it is desirable to clearly define what is meant by the administration of the organization. Administration (from the Latin administratio - management), from the point of view of labor law, is a set of officials who carry out the functions of labor organization and personnel management and have administrative powers. In turn, organizational and administrative powers are understood as functions for exercising leadership labor collective, area of work, production activities of individual workers (selection and placement of personnel, work planning, organization of work of subordinates, maintaining labor discipline, etc.). The concept of administration includes both the head of the organization and other officials (deputy head, chief specialists, heads of structural divisions) to whom managerial powers are delegated. Instead of “administration,” the term “management” can be used. Among the entities covered by the personnel regulations may be the founders of the organization, as well as family members of employees. The personnel regulations should also define the external and internal philosophy of the organization. External philosophy is always aimed at maximizing profit, but rarely in any situation can such a formulation be found. Most often, the goal is designated as “maximum satisfaction of needs for consumer goods”, “carrying out economic and other activities aimed at satisfying public needs in services”, etc. Internal philosophy is a set of principles and rules for the relationship between staff and the organization, a system of values and beliefs developed by the management and owners of the organization and voluntarily accepted by the staff. the main objective The employer in this regard is to ensure a level of material well-being for employees that allows them to expect high quality work and an interest in increasing the organization’s profits. But at the same time, the rights and freedoms of the employee as a person and citizen must be respected. In this regard, here, first of all, it is necessary to turn to the Constitution of the Russian Federation, which guarantees a person: Personal rights (the right to life, to personal integrity, respect for human dignity, free development of personality, protection from arbitrary attacks and interference in personal and family life etc.); Cultural rights (right to participate in cultural life, to freedom creative activity and teaching, on intellectual property and its protection, etc.); Social rights (right to social protection, social security, etc.); Right to education; The right to protect one's rights and freedoms in accordance with the law. Right to work; The right to freely dispose of one’s ability to work; The right to choose the type of activity and profession; The right to work in conditions that meet safety and hygiene requirements; The right to remuneration for work without any discrimination and not lower than the minimum wage established by federal law; The right to individual and collective labor disputes using the methods for resolving them established by federal law (including the right to strike); The right to rest. The Labor Code of the Russian Federation further specifies the rights of workers. The personnel regulations also define the principles of relations between the personnel and the company. In the regulation of social and labor relations, the main principles are: Compliance with legal regulations; Authority of representatives of the parties; Equality of the parties; Voluntary acceptance of obligations; Prevention of forced or compulsory labor and discrimination in labor; The reality of ensuring accepted obligations, etc. In addition, the following principles form the basis for the relationship between staff and the company: Stability of labor relations; 1. General Provisions 1.1. These Regulations have been developed in accordance with the Company Charter. 1.2. The regulations determine the procedure for forming the company’s personnel, the rules for formalizing labor relations, the basic rights and obligations of the company’s personnel and management, regulate the working conditions, working hours, the procedure for applying disciplinary measures (penalties and rewards), the principles of interaction and relationships between the personnel and the company’s management. 1.3. In these Regulations, personnel is understood as a set of persons associated with the direct functioning of the company and who are in labor relations with it, on the basis of employment contracts and working in it on a permanent basis. 1.4. Persons performing work (providing services) for a company on the basis of civil contracts that do not fall under the concept of an employment contract are not included in the personnel. 1.5. All staff members occupy assigned jobs in structural divisions and receive monetary remuneration for their work in the form of an official salary in accordance with the staffing table and the concluded employment contract. 1.6. The company establishes the following categories of employees in accordance with labor legislation: The head of the company and his deputies; Heads of structural divisions; Specialists; Technical performers; Workers. 1.7. Specialists, technical performers and workers are hereinafter referred to as “workers”, the head of the company, his deputies and heads of structural divisions are referred to as “company management”. 1.8. The required list of positions and professions of the company's employees is established by the staffing table in accordance with the profile and needs of the company for personnel. 1.9. The responsibilities of an employee and the qualification requirements for him are determined by the job description, production (by profession) instructions or an employment contract. 1.10. The company structure and staffing schedule are approved by the head of the company. 1.11. Regulation of labor relations not defined by these Regulations is carried out in accordance with the labor legislation of the Russian Federation. 1.12. ____________________________________________________________________. 2. Basic principles of labor organization in the company and the relationship between the company’s management and personnel 2.1. The principles of labor organization in the company are: Principle of legality; The principle that all employees are bound by the decisions of the company’s management within its competence; The principle of voluntariness in accepting the obligations provided for in these Regulations; The principle of the reality of accepted obligations; The principle of control and accountability of the activities of employees and management, their responsibility for failure to fulfill or improper performance of their duties and obligations assumed in accordance with these Regulations; The principle of equal access to vacant positions and jobs in accordance with the abilities and professional training of everyone; The principle of fair remuneration for labor contribution; The principle of industrial democracy and social partnership; The principle of ensuring the rights to labor protection and social protection of company employees; The principle of stability of labor relations; The principle of personnel prospects; The principle of merit; 2.2. The work of the company's employees is regulated by the Labor Code of the Russian Federation, the company's Charter, as well as local regulations. 2.3. The company's management and staff base their relationships on the following principles: 2.3.1. From the readiness of the staff: Understand the challenges facing the company, both strategic and current; Feel like you belong to the affairs of the company; Link personal interests with the interests of the company; Fully share and support the company’s values and corporate interests; Feel responsible for the economic results of the company’s activities, share its successes and failures; Contribute to the development of the company and the growth of its business reputation; - ________________________________________________________________________. 2.3.2. From the readiness of the company management: Take care of the growth of the material well-being of your staff; Introduce additional social guarantees for personnel compared to the legislation; Ensure the rights of personnel to fair working conditions, including working conditions that meet safety and hygiene requirements, the right to rest, including limitation of working hours, provision of daily rest, days off and non-working holidays, paid annual leave; Constantly implement personnel development programs and improve their professionalism; Exercise reasonable care for the families of staff; Refrain from taking measures and decisions unfavorable for personnel, the implementation of which depends on the counter-compliance by personnel with the principles specified in clause 2.3.1 of these Regulations; Willingness to openly discuss company development plans with staff; Accept and consider any constructive proposals that can improve the organization of work in the company; Resolve all labor disputes arising in the company in a timely manner; - ________________________________________________________________________. 2.5. _______________________________________________________________________. 3. Procedure for registering labor relations 3.1. Hiring of personnel is carried out by concluding an employment contract between the employee and the company and is formalized by order of the head of the company. 3.2. Employment contracts with personnel are concluded for an indefinite period. Fixed-term employment contracts may be concluded with certain categories of employees. 3.3. An employment contract is concluded in writing, indicating the position (profession), place of work, salary (amount of remuneration), the date of origin of the employment relationship and other essential conditions provided for in Art. 57 of the Labor Code of the Russian Federation. 3.4. To be hired, the applicant submits: Passport or other identification document; Work book; Insurance certificate of state pension insurance; Military registration documents (for those liable for military service and persons subject to conscription for military service); Document on education, qualifications or special knowledge; Other necessary documents, the requirement of which is permitted by labor legislation. Employment without the specified documents will not be accepted. 3.5. In order to more fully assess the professional and business qualities of an employee being hired, the latter may be asked to provide a characteristic with previous place work, resume (about previously performed work, ability to use office equipment, work on a computer, etc.), fill out a questionnaire, pass an interview, test. Providing these documents and participating in events is voluntary. 3.6. A probationary period of 1 to 3 months may be established for those applying for a job. The test results are documented in special documents, which each employee has the opportunity to review. 3.7. Hiring is formalized by an order, which is announced to the employee against signature. 3.8. Before concluding an employment contract, an employee: 3.8.1. Must: Honestly inform the company's management about the circumstances that require the creation of special working conditions for him during hiring or in the future; Read these Regulations and its appendices under receipt; Under the guidance of your future immediate supervisor or specialist personnel service familiarize yourself with the working conditions, regulations structural unit, job description and other documents defining his duties and rights; Notify the company's management of acceptance or non-acceptance of the above conditions; - ________________________________________________________________________. 5.3. The company's management voluntarily undertakes the following obligations: Provide additional social insurance for all employees and payment of social benefits in the manner and under the conditions determined by the “Regulations on social guarantees", which is an appendix to this Regulation; Fairly apply sanctions to distinguished employees and to employees who violate production and labor discipline; Help employees improve their qualifications and improve their professional skills; Build relationships with staff based on respect for the rights, individuality and value of each employee by encouraging him; Contribute to the creation of a healthy creative and moral-psychological environment, the interest of all personnel in the success of the company as a whole; Be attentive to the needs and requests of staff; Carry out activities aimed at increasing the efficiency of personnel, their interest in the development of the company’s activities, strengthening a stable position and sustainable financial performance; - ________________________________________________________________________. 5.4. The company's management guarantees its staff equal opportunities to realize their individual abilities, providing objective assessment of results for quality work performed. 5.5. The company's management can, in the manner determined by the "Regulations on Special Working Conditions", create and provide for individual employees the conditions that they need for creative and non-standard solution challenges facing the company. 5.6. _______________________________________________________________________. 6. Work time and rest time 6.1. In accordance with current legislation, a ___-day work week of ______ hours is established for company personnel with _______ day(s) off on _____________________. Start of daily work at _____ hours; lunch break from _____ to _____ hours; end of the working day at _____ hours ____ minutes. On the eve of holidays and weekends, work hours are reduced by 1 hour. 6.2. In accordance with labor legislation, personnel are not required to work on holidays. An exception is the category of employees for whom the working hours are established taking into account the specifics of their work activities (job responsibilities) and are determined when concluding an employment contract. If a weekend and a holiday coincide, the day off is transferred to the next working day after the holiday. 6.3. For certain categories of employees, company management may establish irregular working hours. The categories of positions of workers with irregular hours are determined in the List, which is an integral part of these Regulations. 6.4. In exceptional cases, by decision of the company management, personnel may be involved in urgent work beyond the established working hours. At the same time, the norms of the Labor Code of the Russian Federation, federal laws and other regulatory legal acts are observed. 6.5. Employees who have the necessary business and professional qualities, whose working conditions are determined by the specificity of their professional activities and job responsibilities, if the production process allows this, have the right to organize their work in a free manner. The working conditions of such workers are stipulated in the employment contract. 6.6. Personnel have the right to annual paid leave of 28 calendar days. The order of granting vacations is determined in accordance with the vacation schedule. 6.8. Right to annual leave the employee arises 6 months after the date of origin of the employment relationship. The sequence and terms of granting leave to certain categories are determined in accordance with the Labor Code of the Russian Federation and federal laws. 6.9. Postponement of the next vacation, as well as recall from vacation, are possible only in exceptional cases in compliance with the requirements of the Labor Code of the Russian Federation. 6.10. ______________________________________________________________________. 7. Remuneration 7.1. The work of each employee is paid in amounts determined by the final results of the work. 7.2. The procedure and forms of remuneration, bonuses and compensation systems are determined by the “Regulations on Remuneration”, which is an annex to these Regulations. 7.3. _______________________________________________________________________. 8. Social package 8.1. Provided the company’s financial position is stable, management can provide the following additional social guarantees to staff: Additional paid leave of longer duration than provided for by labor legislation; Payment of additional amounts to the statutory state social insurance benefit; Medical, spa and consumer services in the form of ___________________________________________________________________________. 8.2. The procedure for providing social benefits is determined by the “Regulations on Social Guarantees”, which is an annex to this Regulation. 8.3. Separate social guarantees may also apply to former employees of the company who left due to retirement and made a significant contribution to the work of the company. 8.4. ________________________________________________________________________. 9. Staff development 9.1. Continuous improvement of the professional skills of personnel is considered as a direct duty of all managers and employees of the company. 9.2. For professional training and advanced training of employees, the company’s management, based on the interests of production activities, taking into account the desire of employees to improve their qualifications, can carry out various shapes professional training at the expense of the company. 9.3. The procedure for professional training of employees is determined in the “Personnel Development Program”, which is an annex to these Regulations. The company management annually approves the list of activities for the implementation of the Program and brings it to the attention of staff. 9.4. ________________________________________________________________________. 10. Guarantees of staff employment 10.1. The company's management undertakes to provide each employee with guarantees of his employment (job retention), subject to the employees' fulfillment of their obligations, readiness to improve productivity and quality of work and compliance with the requirements set out in Section 4 of these Regulations. 10.2. In order to ensure job security, company management can: Do not hire new employees if the company’s production activities can be supported by available staff; Organize the internal movement of personnel in the company; Organize retraining and requalification of personnel; Temporarily reduce the working week during periods of falling demand for products (work, services) produced (performed, provided) by the company, or other unfavorable periods; - ________________________________________________________________________. 10.3. ______________________________________________________________________. 11. Disciplinary measures (incentives and penalties) 11.1. Disciplinary measures (incentives and penalties) are determined by the “Regulations on material and moral incentives,” which are an integral part of these Regulations. 11.2. ______________________________________________________________________. 12. Final provisions 12.1. All terms of these Regulations are binding on the company’s management and personnel. The only exceptions are those for which the voluntary nature of the obligations is specifically stipulated. 12.2. When concluding an employment contract, a condition is included as a mandatory clause that the employee accepts the rules of these Regulations as an integral part of the employment contract and, therefore, in everything that is not directly provided for by the employment contract, the parties are guided by these Regulations. 12.3. The inclusion in an employment contract of conditions that worsen the employee’s position in comparison with the conditions provided for by these Regulations and the current labor legislation is not allowed. 12.4. This Regulation is signed by each person applying for work after reading all applications. When signing these documents, the person applying for a job can count on explanations from the company’s specialized specialists. 12.5. In the event of disputes between the company's management and personnel, the parties will make every effort to resolve disagreements without conflict and out of court. If, as a result of negotiations, no agreement is reached, the disputes are transferred to court. 12.6. In all other respects that are not provided for in these Regulations, the staff and the company are guided by labor legislation. APPLICATION 2. Regulations on trade secrets on ___________ l. 3. Provisions on special working conditions on ___________ l. 4. Regulations on remuneration for ___________ l. 5. Regulations on labor protection on ___________ l. 6. Regulations on social guarantees for ___________ l. 7. Personnel development program for ___________ years. 8. Regulations on personnel conduct on ___________ l. 9. Personal hygiene rules for ___________ l. 10. Regulations on material and moral incentives on ___________ l. 11. List of positions of employees with irregular working hours for ___ l. 12. Regulations on the company’s relationship with former employees on ____ l. 13. ________________________________ on ___________ l. REFERENCE LIST with the Regulations and its annexes |
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