Advice 1: How to write a reprimand

Employee broke the employment or technical discipline. There is every reason to declare him a reprimand. However, inaccurate fulfillment of the requirements for the registration of the order On imposing a disciplinary action" may lead to the fact that it will be abolished legal inspector. And the guilty employee will feel their impunity. Follow the instructions to order was recognized as legitimate and objective.
Instruction
1
First, the infringement must be drawn up Memorandum. It is necessary to state, that it violated the employee. It is also desirable, in a Memorandum to refer to those paragraphs in the instructions or other documents which has been violated by the employee.
For example, the employee admitted being late to work, he admitted fault equipment downtime. This should be set out in a Memorandum, citing a violation of work Rules.
If the employee has not performed work, waste time chattering most of the working day with a friend, you need to refer to compliance with specific paragraphs of the job description.
2
In fact the violations from the employee need to request a written explanation. To write an explanatory note is given for 2 days.
If after the specified period, the explanation will not be provided, the act "of refusal from giving explanations." Act shall be signed by at least three employees in the presence of an intruder.
3
On the basis of submitted documents head of the organization of the decision on imposing of disciplinary punishment to a reprimand. It must be objective and correspond to the severity of the violation.
This decision is made in the form of an order of arbitrary shape. It must specify the offence with links to instructions and rules, the consequences of breach for the organization.
The orders on imposing disciplinary sanctions we recommend that you store separately from the others, but not prohibited, and in the common folder of orders for the company.
4
The guilty employee must be familiar with the order within 3 days from the date of its registration. In case of refusal is also an act.
5
In the case where the employee is a member of the PC may require the consent of the trade Union on the announcement of reprimand to him. This requirement excluded from the Labour code, but it can be spelled out in the Collective agreement or the internal labor Regulations.
in a month not included.
6
The period during which it can be made the decision on punishment of the employee is 1 month. This period prolongs the illness of the employee, vacation and waiting for the response of the trade Union Committee. After 6 months, the employee punished can not be (read more – article 193 of the LC RF).

Advice 2: How to make a reprimand to the employee

The reprimand along with the comment and dismissal – a form of disciplinary sanction provided for in article 192 of the LC RF. A reprimand may be a result of the breach by employee of his employment duties stipulated in the employment contract. It is made indicating the date, place and time, as well as the reasons for the sanction.
Instruction
1
Document the fact of misconduct that constitutes a disciplinary breach or failure to perform job duties. It can be in the form of a Memorandum, the act (in the absence at work or failure to perform their duties), the Commission's decisions based on the results of investigation of the facts that led to the damage or violation of business ethics, confidentiality of information).
2
These documents shall be prepared separately or in the aggregate. For example, if a worker for an unknown reason, is absent from the workplace, this one draws up a memo, then the absence of a confirmed act. The labour code does not establish the obligation of the employer to acquaint the employee with these documents.
3
According to article 193 of the labour code the employee must receive a written explanation of the incident. Give him the opportunity to tell if he has a good reason disciplinary action. Form explanatory notes – arbitrary, in that case, if the employee is willing to provide, a written request can not be issued. If the employee refuses to provide explanation, will issue such a demand and give him by hand. In case of failure, it is necessary to draw up a statement about it.
4
The period of providing the explanatory notes shall be two business days following the day on which it was required to write an explanation. In case of failure within this period, we will issue the corresponding act. Along with a document confirming the request an explanation from the employee, this act is grounds for a reprimand, even without explanatory notes.
5
If the note is submitted, the actions, your actions depend on how respectful is the reason given by the employee in the explanatory note. If she's respectful, in the opinion of the employer, then the reprimand shall not apply.
6
In order to reprimand reflect the surname, name and patronymic of the employee, his position, structural unit, the offense committed to them and links to broken items of labor legislation or the agreement. The order also reflect the circumstances of the offense and degree of guilt, the kind of imposed disciplinary sanctions.
7
In the work book entry of received pronunciation is not paid, it may be reflected only in a personal card stored in the personnel Department. In the presence of a reprimand, the employer has the right not to pay the employee fully or partially of material rewards, and in case of repeated violation – to dismiss him. Automatically reprimand removed after a year.
Useful advice
1. Not to be confused with a disciplinary penalty (only one penalty for 1 offense) and fines. Award the employee loses because he reprimanded. It is usually prescribed in the Provision on remuneration of employees, number agreement, etc.
2. If the order is issued later than one month after it became aware of the misconduct, it needs to be repealed.
Search
Is the advice useful?