Within the framework of labor relations, the employer has the right and real opportunity to put forward demands in relation to the employee to the extent that the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) imposes certain obligations on the employee in relation to the employer. In the most general form, these employee responsibilities are established in Article 21 of the Labor Code of the Russian Federation.
The employee is obliged:
– conscientiously fulfill his labor duties assigned to him by the employment contract;
– comply with internal labor regulations;
– maintain labor discipline;
– comply with established labor standards;
– comply with labor protection and occupational safety requirements;
– treat with care the property of the employer (including the property of third parties located at the employer, if the employer is responsible for the safety of this property) and other employees;
– immediately inform the employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the employer’s property (including the property of third parties located at the employer, if the employer is responsible for the safety of this property).
The responsibilities of an employee in the field of labor protection are set out in Article 214 of the Labor Code of the Russian Federation.
The employee is obliged:
– comply with labor protection requirements;
– correctly use personal and collective protective equipment;
– undergo training in safe methods and techniques for performing work and providing first aid to victims at work, instruction in labor protection, on-the-job training, testing of knowledge of labor protection requirements;
– immediately notify your immediate or superior manager about any situation that threatens the life and health of people, about every accident that occurs at work, or about a deterioration in your health, including the manifestation of signs of an acute occupational disease (poisoning);
– undergo mandatory preliminary (upon employment) and periodic (during employment) medical examinations, other mandatory medical examinations, as well as undergo extraordinary medical examinations at the direction of the employer in cases provided for by the Labor Code of the Russian Federation and other federal laws.
All persons participating in the production activities of an organization are its employees, starting from the head of the organization and ending with a simple worker. Consequently, the employee’s duties established by the norms of Article 214 of the Labor Code of the Russian Federation apply to all named categories of workers.
But the scope of responsibilities in the field of labor protection for each category of workers is different and depends on the position held.
For example, employees performing organizational and administrative functions are required to comply with intersectoral and sectoral labor protection rules, sanitary norms and rules, and the list of their responsibilities is defined in the job descriptions of this category of workers.
For workers engaged in production activities, the list of responsibilities is determined by labor protection instructions, which are developed on the basis of intersectoral and sectoral labor protection instructions.
These instructions include:
– safety requirements before starting work (the procedure for preparing the workplace, personal protective equipment; the procedure for checking the serviceability of equipment, devices and tools, fences, alarms, blocking and other devices, protective grounding, ventilation, local lighting; the procedure for checking source materials (blanks, semi-finished products ); the procedure for receiving and handing over shifts in the case of a continuous technological process and equipment operation);
– safety requirements during work (methods and techniques for the safe performance of work, the use of technological equipment, vehicles, lifting mechanisms, devices and tools; requirements for the safe handling of starting materials (raw materials, workpieces, semi-finished products); instructions for the safe maintenance of the workplace; actions aimed at preventing emergency situations; requirements for the use of personal protective equipment for workers);
– safety requirements upon completion of work (procedure for shutting down, stopping, disassembling, cleaning and lubrication of equipment, fixtures, machines, mechanisms and equipment; procedure for removing waste generated during production activities; requirements for maintaining personal hygiene; procedure for notifying the work manager about deficiencies affecting on labor safety discovered during work).
Managers, specialists and other categories of workers, if working in harmful and (or) dangerous working conditions, are also required to comply with the requirements contained in the labor protection instructions.
All employees, from the manager to any ordinary worker, are obliged to fulfill their duties in the field of labor protection, thereby creating safe and favorable working conditions.
Fulfilling these duties will reduce the risk of situations that pose a threat to the life and health of workers, the number of accidents at work, and will also enable the employer to take measures to prevent such situations.
Certain categories of workers are assigned by law additional responsibilities in the field of labor protection. So, for example, according to Part 2 of Article 9 of the Federal Law of July 21, 1997 No. 116-FZ “On Industrial Safety of Hazardous Production Facilities,” employees of a hazardous production facility are obliged to:
– comply with the provisions of regulatory legal acts establishing industrial safety requirements, as well as the rules for conducting work at a hazardous production facility and the procedure for action in the event of an accident or incident at a hazardous production facility;
– undergo training and certification in the field of industrial safety;
– immediately notify your immediate supervisor or other officials in accordance with the established procedure about an accident or incident at a hazardous production facility;
– in accordance with the established procedure, suspend work in the event of an accident or incident at a hazardous production facility;
– in accordance with the established procedure, participate in the work to localize an accident at a hazardous production facility.
Failure by an employee to comply with these duties in some cases is a disciplinary offense and may entail not only disciplinary action, but also removal from work.
Based on Article 76 of the Labor Code of the Russian Federation, the employer is obliged to remove from work (not allow to work) an employee, including one who has not undergone a mandatory medical examination in the prescribed manner, as well as a mandatory psychiatric examination, in cases provided for by the Labor Code of the Russian Federation, other federal laws and other regulations. legal acts of the Russian Federation.
The employer suspends the employee from work (does not allow him to work) for the entire period of time until the circumstances that were the basis for removal from work or non-admission to work are eliminated, unless otherwise provided by the Labor Code of the Russian Federation and other federal laws.
During the period of suspension from work (preclusion from work), the employee’s wages are not accrued, except in cases provided for by the Labor Code of the Russian Federation or other federal laws. In cases of suspension from work of an employee who has not undergone training and testing of knowledge and skills in the field of labor protection or a mandatory medical examination through no fault of his own, he is paid for the entire period of suspension from work as idle time.
According to paragraph 1 of part 2 of Article 121 of the Labor Code of the Russian Federation, the time an employee is absent from work without good reason, including due to his removal from work in cases provided for in Article 76 of the Labor Code of the Russian Federation, is not included in the length of service giving the right to annual basic paid leave. Wages for this period are not calculated on the basis of Part 3 of Article 76 of the Labor Code of the Russian Federation, except for the cases provided for by federal laws.
If the employee committed the above violations through no fault of his own, then he must be paid for the period of suspension as for forced downtime, and the time of suspension must be included in the length of service giving him the right to leave.
According to the Labor Code of the Russian Federation, suspension is the prevention of an employee from performing his main job duties on the grounds provided for in Article 76 of the Labor Code of the Russian Federation.
The employer is also obliged to suspend from work or not allow to work an employee who appears at work in a state of alcohol, drug or other toxic intoxication.
If an employee violates labor safety rules established by the labor safety commission or the labor safety commissioner, which entails grave consequences such as: an industrial accident, an accident, a catastrophe, or knowingly created a real threat of such consequences, the employer has every right to dismiss such an employee (subparagraph "e" of paragraph 6 of part 1 of Article 81 of the Labor Code of the Russian Federation).
The basic requirements for the employee to comply with labor protection requirements are specified in the employment contract.
Compliance with labor protection requirements is one of the main guarantees that an industrial accident will not occur to the employee and those working nearby.
Article 214 of the Labor Code of the Russian Federation defines the responsibilities of an employee in the field of labor protection.
1. The employee is obliged to comply with labor protection requirements.
In the organization, in accordance with the requirements of regulatory documents, a labor protection management system is created, which, in particular, includes the development of local (in relation to the organization) acts. This includes orders, regulations, rules and instructions on labor protection. Each employee must know which labor safety documents apply to him personally, and he must comply with their requirements.
2. The employee is obliged to correctly use personal and collective protective equipment.
To protect against harmful and (or) hazardous production factors, the employee is provided with personal protective equipment (PPE) in accordance with standard standards.
As occupational injury statistics show, almost half of accidents at work occur because workers either do not use PPE or use it incorrectly. And goggles, respirators, special gloves and other personal protective equipment prevent the occurrence of occupational diseases.
Therefore, workers are required to use personal protective equipment correctly, ensure that it is clean and in good condition, and inform their immediate supervisor about the need to repair or replace personal protective equipment.
3. The employee is required to undergo training in safe methods and techniques for performing work and providing first aid to victims at work, instruction on labor protection, on-the-job training, testing of knowledge of labor protection requirements.
This paragraph of Article 214 of the Labor Code of the Russian Federation does not require special comment.
If the enterprise has organized labor protection, then the above measures are carried out without fail. And the employee, if he cares about his own safety and does not plan to quit his job in the near future, will participate in occupational safety training.
4. The employee is obliged to immediately notify his immediate or superior manager about any situation that threatens the life and health of people, about every accident that occurs at work, or about a deterioration in his health, including the manifestation of signs of an acute occupational disease (poisoning).
All labor safety rules and instructions are written based on many years of practice. And the responsibilities specified in paragraph 4 were not born out of nowhere. There have already been many cases where employees, neglecting their well-being and the life- and health-threatening situation in the workplace, did not warn the administration about this. This is especially true for hazardous industries and professions. The driver did not get enough sleep before the trip, the electrician did not hang a warning sign on the electrical equipment, the employee did not draw attention to the lack of fencing or built-in protection systems, etc. the result is an accident.
Therefore, the first duty of an employee is to warn his immediate supervisor about the deterioration of his health, about inconsistencies in labor protection in the workplace, about violations of rules and instructions by other employees. And the more responsibility and integrity shown in this area, the fewer injuries there will be at work.
5. An employee is required to undergo mandatory preliminary (upon employment) and periodic (during employment) medical examinations (examinations), as well as undergo extraordinary medical examinations (examinations) at the direction of the employer in cases provided for by this Code and other federal laws.
Periodic medical examinations (examinations) are carried out for the purpose of:
- dynamic monitoring of the health status of workers, timely detection of initial forms of occupational diseases, early signs of the impact of harmful and (or) hazardous production factors on the health status of workers, formation of risk groups;
- identifying common diseases that are medical contraindications for continuing work associated with exposure to harmful and (or) hazardous production factors;
- timely implementation of preventive and rehabilitation measures aimed at maintaining the health and restoration of workers’ ability to work. There are few workers who refuse to undergo medical examinations. On the contrary, many express a desire to check their health, because disease, as we know, is easier to prevent than to cure.
The problem is different - many enterprises, for various reasons, do not organize medical examinations of their employees.
As conclusions, we note the following:
- by conscientiously fulfilling their labor safety responsibilities, employees reduce the risk of situations that pose a threat to the life and health of workers, prevent accidents at work, and enable the administration to take effective measures to prevent dangerous situations;
- non-compliance or negligent performance by an employee of labor protection duties is a disciplinary offense.
In this case, disciplinary action and suspension from work may be applied as punishment.
Tags: Occupational safety, worker, personal protective equipment, PPE, medical examinations, occupational safety responsibilities
An injury or illness received at work is an extremely negative phenomenon. Any human activity will be meaningless if it brings harm rather than benefit. Each of us must take care of our own health, and in the workplace this obligation extends to the people around us - our colleagues.
Management of an organization as a whole cannot be imagined without the task of preserving the life and health of people. The foundation of such work is a clear, structured distribution of powers and responsibilities, and its effectiveness depends on personal performance discipline.
Distribution of labor protection responsibilities among employees
Separation of responsibilities is always a labor-intensive process. In occupational safety and health, for successful delegation, it is necessary to take into account the structure of the organization, the level of rights, duties and responsibilities in occupational safety. To build a really working system, it is necessary to determine and fix the powers and level of responsibility of managers of different positions - who manages the work, plans and controls its progress.
The main tasks and requirements are fixed with the help of local regulations (instructions, rules, contracts). It is important to remember that employees familiarize themselves with all documents against signature. In other words, the head of the enterprise divides responsibilities between middle-level managers, and thereby relieves himself of responsibility. To appoint a person in charge, he must first be trained in accordance with the relevant rules, have his knowledge tested and be issued a certificate.
The main responsibilities of labor protection workers
The main burden of creating safe conditions rests with the employer.
Among other things, according to , he must provide and organize:
- Safety when using tools, operating buildings and structures;
- Issuance of personal and collective protective equipment;
- Operating hours that do not contradict the law;
- Instructions, paid internship, knowledge testing;
- Accident investigation;
- Certification of workplaces.
The main responsibilities of an employee regarding labor protection (Article 214 of the Labor Code) are not so numerous. They boil down to meeting established regulatory requirements, correct use of PPE, and passing medical examinations. It is also mandatory for the employee to undergo training, internships, and instructions with appropriate knowledge testing.
Job responsibilities of labor protection workers
The job descriptions of managers may include solutions to general safety issues at work. For example, general safety management at the work site; organization of briefings, knowledge testing; carrying out control of the second (first) stage.
You can also specify more specific actions in the instructions:
- Training of newly hired employees;
- Monitoring compliance by subordinates with norms and instructions;
- Filling out applications for personal protective equipment, workwear, footwear and monitoring their use;
- Compliance with the instructions of government agencies and internal auditors;
- Providing the department with regulatory documentation and visual means of propaganda;
- Suspension of equipment operation if it is not safe;
- Registration of work permits.
For employees in office and blue-collar professions, the main job tasks consist mainly of complying with the requirements of regulations. For example, an employee must know and apply the requirements of the occupational safety instructions for his position. When working with machines and mechanisms, you cannot do without knowledge of the rules for their safe operation and the technology of the work performed.
Before starting work, the employee must inspect his workplace,
make sure that the wiring, grounding devices, tools, the presence of fences, alarms, personal protective equipment, and other necessary devices are in good condition, and use them only for their intended purpose.
While work is being performed, it is prohibited to allow anyone into the work area without permission. Based on the specifics and area of production, responsibilities in the labor protection sector may change.
Responsibilities of an employee to ensure labor protection at the enterprise
The rights and obligations to create safe working conditions are clearly stipulated by law.
In addition to the obligations already discussed above, the employer is also obliged to provide all employees with:
- Safe workplace;
- Accident insurance;
- Information about working conditions before starting work;
- Free receipt of PPE, workwear and safety footwear;
- Free education;
- Participation in the commission of investigation of the National Assembly (if necessary);
- Extraordinary medical examination.
Responsibilities of employees to comply with labor protection requirements at the enterprise
The obligations of employees to the administration may include concern for their own safety and the safety of others (in particular, work only with working equipment and tools), mandatory participation in meetings dedicated to labor protection. An important point is compliance with the work and rest schedule. Employees who witness (or even cause) injuries, accidents or unsafe conditions have a responsibility to report it immediately.
Thus, mutual, conscientious fulfillment of obligations on the part of managers and the workforce greatly reduces the risk of threats to the life, health of workers and the normal functioning of the organization.
regulated by labor legislation.
When carrying out his professional activities, an employee must rely on the rules of the law and the job description.
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Normative base
An employee, while performing professional duties, is guided by:
- Labor Code (Art., Art.);
- Government Decree No. 399 (dated May 23, 2000);
- , defining the rights, duties, and responsibilities of a citizen and his employer;
- job description defining the range of responsibilities;
- regulatory acts of the organization (orders, collective agreements, agreements, other documents).
Job responsibilities
The job description defines the following functional responsibilities of a labor protection specialist:
- Ensure the functioning of the system at the enterprise(development of methodological recommendations, conducting interviews with employees, monitoring technical devices, conducting inspections, etc.).
- Organize a regulatory framework. The employee must not only ensure that the enterprise has federal regulations, but also develop local documents. Such documents must be drawn up taking into account the peculiarities of the functioning of a particular organization (direction of activity, hazardous factors, responsibilities of employees, etc.).
- Comply with requirements existing in this area.
- Use funds individual and collective protection.
- Get training, providing for the acquisition of skills: first aid, safe organization of activities.
Have the necessary knowledge. Only applicants with the necessary technical education can apply for the position; work experience is desirable. The employee must be familiar with legislative acts and internal documents.- Notify the manager about unforeseen situations(emergencies, work-related injuries, ).
- Notify the manager about developing health problems, about the appearance of signs of occupational diseases.
- Pass examinations, which are mandatory: (during employment) and (during work).
- Pass unscheduled inspections(if necessary).
- To interact with representative bodies of workers (trade unions). Not only take into account their comments and suggestions regarding working conditions and the level of safety at the enterprise, but also notify them about changes made to collective agreements and other documents.
- Define the need for staff training, organize and plan this training. As a result, the organization’s employees receive the necessary knowledge, which significantly increases the level of safety at work and reduces the risk of accidents and injuries.
- Develop methodological recommendations for department heads. These recommendations, developed taking into account the specifics of the activity of a particular department, are used by department heads to improve the level of knowledge of subordinates.
- Monitor the level of knowledge acquired by employees by conducting certifications, tests, surveys.
Inform employees about the system status: compliance of conditions with existing standards, risk of injury, risk of accidents at work, equipment of workplaces, risk of occupational diseases, possibility of obtaining guarantees, benefits and compensation.- Interact with employees, receiving information from them about possible violations and the need for system changes.
- At the employer's request prepare information, necessary for the employer to submit to the representative body of employees, to the authorities.
- At the employer's request prepare reports.
- Develop event plans aimed at: increasing labor safety, improving working conditions, increasing employee safety, reducing the risk of accidents.
- Prepare proposals on providing certain categories of employees with benefits, compensation, and guarantees.
- Conduct analysis technical documentation provided during commissioning of various facilities.
- Ensure the organization of inspections employees: preliminary (during employment), periodic (during work).
- Monitor employee equipment personal protective equipment. Provide supervision over the condition of protective equipment, their proper storage and operation.
- Monitor the installation of collective protective equipment, monitor their condition, storage conditions, operation, etc.
Download the occupational safety specialist job description template.
Difference between positions
In practice, when referring to a person responsible for labor protection, they use three employee job titles:
- Engineer;
- Specialist;
- Leading Specialist.
Engineer
Previously, applicants in this field were required to have a technical education. For this reason, only engineering specialists were considered. Currently, the position of engineer in this area has been abolished..
This name is still used in practice, but from the point of view of the regulatory framework it no longer exists. In the field of labor protection, it is allowed to have two main positions - chief and specialist. The boss heads a separate department in a large enterprise, communicates directly with the manager and coordinates the activities of specialists.
Specialist
A specialist is a level of qualification that a citizen has in accordance with the education received. At an enterprise, a specialist is employee with secondary or higher education corresponding to the position held or employee, uneducated, but holding a certain position.
After the abolition of the main requirement for employees - technical education - it became possible to hire specialists without specialized knowledge. Recommended condition: availability of professional education(in the field of “technosphere security”), but this condition is not mandatory.
An employee may have a different education, supplemented by special courses or obtaining additional education in the chosen direction. Persons who do not meet the requirements are considered by the commission.
The appointment occurs if the commission, having examined the candidacy, makes a positive decision.
Candidate evaluation criteria: abilities, skills, work experience, personal qualities, suitability for the position.
Leading Specialist
A leader is recognized as a specialist responsible for a specific area of activity of an organization or structural unit. The leading specialist independently makes decisions within his competence, reports to the immediate head of the unit and the chief manager.
Like an ordinary specialist, leading employee may or may not have a specialized education. The appointment of a person without education is permitted if he has the necessary skills, abilities and abilities to perform the duties.
In a large enterprise with a separate division, Both a leading specialist and an ordinary specialist can be present. The degree of responsibility and range of responsibilities will be more extensive for the first employee in accordance with his category.
If there is one specialist at the enterprise, it is allowed to assign him the category of leading specialist if the employee meets the above criteria.
Who should the employee report to?
The specialist reports to the manager. It is the manager who bears full responsibility for the labor protection system. For the full functioning of this system, he creates a service or appoints a responsible employee in one person.
By order of the manager, a decision can be made on the subordination of an employee to his deputy.
In his work, an employee interacts with all structural divisions of the company, with authorities, with supervisory and control bodies, .
The specialist relies on the provisions of legislative acts and internal regulations of the enterprise (collective agreements, agreements, orders).
Responsibility of the specialist
The employee is responsible for:
- causing material damage;
- committing an offense (during the performance of professional activities);
- failure to fulfill the duties assigned to him by the job description.
Types of responsibility:
The employer also has responsibilities in the field of labor protection - it must ensure the safety of workers by timely replacement of equipment, training employees in safety precautions according to current requirements, etc.
Find out more about labor protection from the video:
Thus, the range of responsibilities of a labor protection specialist is quite extensive. In his activities, an employee must rely on the norms of labor legislation and basic regulations. Failure to fulfill or poor quality performance of duties entails liability.
Finding a job is a serious process with many important points that need to be carefully considered. The responsibilities of the employee, the amount of salary and bonuses, the schedule - the main nuances that a person studying the vacancies section pays attention to. However, we should not forget that the company’s reputation is a very important point, which is almost a direct indicator of the level of corporate culture. Directors and managers of a company that values its reputation pay special attention to the “employer-employee” formula. They can clearly indicate to the applicant the principles inherent in the vacant position, and they are sure to know about the rights of the employee.
Responsibilities of the employee
The Labor Code of the Russian Federation is the main document regulating the manager-employee relationship. Employment, leaving a job, salary, etc. - all information on labor issues is presented in the Labor Code. For a person starting a career, the Labor Code of the Russian Federation is the main document. With its help, you can not only protect your rights, but also establish the scope of your responsibilities. Compliance with the Labor Code of the Russian Federation is a necessary condition for the employer. However, you should not study Art in full. 22, concerning the employer; First of all, you need to consider Art. 21 of the Labor Code of the Russian Federation (“Basic rights and obligations of an employee”).
According to the Labor Code of the Russian Federation, an employee is obliged to efficiently fulfill his work duties as specified in the contract. Compliance with work discipline and routine within the organization is also included in the range of employee obligations. Labor standards fixed in the employment contract are mandatory. It is important to comply with labor protection and safety rules. As for the organization’s property, the employee must carefully handle the material objects of both the employer and other persons if the employer is responsible for this property. The belongings of other employees must also be safe.
You do not need to carry the Labor Code of the Russian Federation with you to employment. When an employment contract is signed, the rights and labor responsibilities of the employee are stipulated in accordance with the code. The employment contract is filled with information about salary, payment system, work schedule. Before you put your signature on the employment contract, you should read it carefully, because all the nuances of the upcoming activity are taken into account. If you disagree with the drafting of the contract or its individual clauses, bring this to the attention of the employer.
Each clause of the employment contract is subject to discussion, unlike the clauses of the Labor Code. If any wording seems incorrect to you, then you definitely need to discuss it. There is no need to be shy about demanding information about the company and documents that you must be familiar with by law.
The more you know about the company, the more carefully you will think about whether it is worth applying for a job there. A manager, seeing a person’s knowledge of his own rights and responsibilities, will think many times before breaking the law.
The employee's job responsibilities must be fulfilled, otherwise he may be fired. Nowadays people in leadership positions are very careful about the selection of personnel. You need to be prepared for the fact that the manager will control every move of the employee. If it happens that the manager draws the employee’s attention to things outside the scope of his job duties, you can declare your rights as prescribed in the Labor Code of the Russian Federation.
Employee rights
It is important for everyone to know their rights and be able to protect themselves legally. For the employer-employee system, knowing your rights is very important. Nowadays, cases of employers violating the rights of their employees have become more frequent. To avoid conflicts in the organization, it is worth opening the Labor Code of the Russian Federation.
According to the law, an employee has the right to conclude an employment contract, change the details or terminate it in accordance with the procedure adopted in the Labor Code. The work described in the employment contract and the employee’s place of employment that meets state labor protection standards must be provided to the employee. Salaries must be paid in full and on time. The volume and efficiency of the work done must be correlated with the size of the salary. The right to rest in the form of normal working hours, days off every week, non-working holidays and paid leave once a year is reflected in law. Don't forget about improving your professional skills.
The Code gives personnel the right to professional training and advanced training. An employee can join trade unions, protecting his own interests through them. The Labor Code gives the right to participate in the management of the company in the form permitted by law. Accordingly, the employee has the right to conclude collective agreements and agreements through his representatives. The law allows for negotiations and monitoring of the implementation of these agreements. An employee can defend his work rights and interests by any means permitted by law. If work disputes arise, you have the right to resolve them. A strike is also included in the list of his rights. If damage is caused at the workplace, an employee can legally demand compensation and moral compensation. The right to compulsory social insurance also exists.
An employee has significantly more rights than responsibilities. The situation with employers is diametrically opposite. This difference in the breadth of what is permitted and vice versa helps regulate working relationships.
The employer must behave carefully with the employee, and the employee, for his part, can simply do the job, negating violations of discipline.
There are many societies to protect employee rights from violations in the workplace. If there is a particular need to resolve a dispute, you can contact such a company. If the manager makes excessive demands, and the staff, in turn, violates the regime or does not fulfill their duties, one should not be surprised at such a relationship with the boss. We are all human and should treat each other the way we would like to be treated.
To know what to legally expect from an employer, you need to again refer to Art. 22 of the Labor Code of the Russian Federation: his rights and obligations are described there. It is better to study this issue before entering into the labor relations system.
Employer's rights
The employer has the right to conclude, change and terminate employment contracts with employees, conduct negotiations (including collective ones) and sign collective documents. An employer may require performance of job duties and careful handling of their own property, and reward staff for quality work. The manager also has the right to pay attention to compliance with the charter within the company. Otherwise, the code allows him to apply liability measures (disciplinary and material) to the staff. Create local regulations, organize and join employers' societies to represent and protect their interests - all this is included in the range of his rights.
Having studied the Labor Code of the Russian Federation from the perspective of the employer's rights, the employee must understand that failure to comply with his duties threatens dissatisfaction with the boss and, possibly, financial liability. We have to think: is laziness or a hot temper worth depriving oneself of one’s salary? Failure to meet management requirements is a common reason for dismissal.
Employer Responsibilities
Not the entire list of manager responsibilities will be provided. Having looked through the Labor Code of the Russian Federation, you can see that the list is impressive. The number of rights and responsibilities varies in order to more competently build the “manager-employee” system.
The manager must respect legislation and regulations indicating labor law standards. The principles of all contracts and agreements must be observed. The employer must provide the staff with work that complies with the technical specifications concluded upon hiring, working conditions and safety, as required by state standards for its protection. It is necessary to provide the employee with all the machines and materials he needs for work, technical documents, etc. The employer needs to assess the amount of work of its employees and pay it in equal proportions. Salaries are paid on time and in full. All salary conditions are indicated in the organization’s charter, employment contract, collective agreements and code.
Legally, a collective agreement must be concluded and collective negotiations are held. To enter into this agreement, it is very important to provide the state with the correct information in full regarding the nuances of the collective agreement and monitoring its implementation. All signed regulations must be communicated to employees. The employer must consider the speeches of public organizations, employee representatives on issues of found violations of labor legislation and other acts with labor law standards. It is necessary to combat detected violations and provide a report on the measures taken to suppress the shortcomings to employee representatives. This is the responsibility of management.
