A legal reception was held in the Dubrovensky shopping center

Trade union legal techniques, one of the most relevant forms of work of the legal labor inspectorate, have firmly entered into the practice of protecting the rights and guarantees of workers and improving their legal culture. Anyone can get free advice from trade union lawyers on issues related to labor relations. You can ask for help from trade union lawyers by phone, come to a personal appointment, including an on-site one, which takes place every last Thursday of the month on the basis of one of the institutions or enterprises of the district.

The practice of applying labor legislation, including the establishment of an individual working time regime, the establishment of labor standards and the procedure for paying wages, the specifics of the contractual form of employment, the procedure for calculating dismissal, guarantees for employees in case of temporary transfer to another employer — these are the most common issues that are addressed to trade union legal inspectors. At the same time, there are many issues that relate to other areas.

Prosecutorial staff, who are also present at legal receptions, are also involved in solving problems that people address..

Thus, Galina Zubritskaya, Chief Legal labor inspector of the Vitebsk regional Organization of the Belarusian Professional Union of Employees of state and Other Institutions, and Alexander Filenenko, prosecutor of the Dubrovensky district, held a legal reception in the Dubrovensky Shopping Center.

This time, together they determined possible ways to establish the fact of work with harmful working conditions in the 90s of the last century.

In addition, as part of the legal reception, a meeting was held with the labor collective of the TCSON within the framework of the day of legal education and legal culture on the topic "The role of trade unions in bringing employees to disciplinary action".

Galina Zubritskaya drew the attention of those present to the factors of disciplinary responsibility and its types.

— Let me remind you that the list of general disciplinary measures is closed. The employer does not have the right to impose additional disciplinary measures independently or on the basis of collective agreements (agreements). Also, some managers believe that disciplinary measures should be applied consistently to an employee who has committed non—fulfillment or improper fulfillment of his work duties, as set out in Part 1 of Article 198 of the Labor Code (first — a remark, then a reprimand, etc.). However, compliance with such a sequence is not necessary. When choosing a penalty, the employer must take into account the severity of the disciplinary offense, the circumstances under which it was committed, and the employee's previous behavior.

Always remember that by committing a disciplinary offense, you lose the status of a "conscientious worker" and with it all opportunities for contract extension, — summed up the chief legal inspector of the Vitebsk regional organization of the branch trade union.

Elena KORSAKOVA

All news