6 month period for bringing to disciplinary liability. Prevention of disciplinary violations

Labor discipline. Grounds and procedure for attracting disciplinary liability.

Labor discipline is obligatory for all employees to obey the rules of conduct determined in accordance with the Labor Code of the Russian Federation, other federal laws, collective agreements, agreements, local regulations, and employment contracts. The employer is obliged to create the conditions necessary for employees to comply with labor discipline.

In most cases, the work schedule is determined by the internal rules labor regulations, which are approved by the employer taking into account the opinion of the representative body of employees in the manner established by Article 372 of the Labor Code of the Russian Federation. For certain categories of workers (workers nuclear energy, railway transport, etc.) there are statutes and regulations on discipline established by federal laws.

Every manager must be fluent in such methods of ensuring labor discipline as persuasion, encouragement, and coercion. The employer encourages employees who conscientiously perform their job duties: expresses gratitude, gives a bonus, awards a valuable gift, a certificate of honor, nominates them for the title of the best in the profession (Article 191 of the Labor Code of the Russian Federation). Other types of employee incentives for work are determined by a collective agreement or internal labor regulations, as well as charters and discipline regulations. For special labor services to society and the state, employees can be nominated for state awards.

The basis for bringing an employee to disciplinary liability is the commission of a disciplinary offense. A disciplinary offense is understood as failure to fulfill or improper fulfillment by an employee through his fault of the duties assigned to him labor responsibilities (Part 1 of Article 192 of the Labor Code of the Russian Federation). An employee’s labor responsibilities are enshrined in legislation, an employment contract, internal labor regulations, job descriptions and others. local acts. Disciplinary offenses, for example, include the absence of an employee without good reasons at work or workplace, the employee’s refusal to go to work time special training and passing exams on labor protection, safety precautions and operating rules, if this is a mandatory condition for admission to work, etc.

By general rule application disciplinary action- a right, not an obligation of the employer. The employer has the right to apply one of the following disciplinary sanctions:

- comment;

- reprimand;

- dismissal for appropriate reasons(in particular, in accordance with paragraphs 5, 6, 9 and 10 of Article 81 of the Labor Code of the Russian Federation).

Most employees can be subject to only those three penalties that are defined in Article 192 of the Labor Code of the Russian Federation. Apart from them regarding separate groups employees may be subject to penalties provided for by federal laws, charters and discipline regulations. The application of other disciplinary sanctions not provided for by federal laws, charters and regulations on discipline is not permitted.

As the results of a study by the National Union of Personnel Officers (NSK) show, many Russian employers, not believing in the effectiveness of reprimands and reprimands and trying to avoid the “paper” procedure, prefer to punish their employees with rubles, that is, they use a system of fines. Since such a disciplinary sanction as a fine is not provided for by current legislation, the employer does not have the right to apply it to violators labor discipline. This position is confirmed judicial practice. At the same time, it should be noted: if local regulations provide for compliance with labor discipline as a condition for bonuses, then the employer has the right to deprive an employee who has a disciplinary sanction.

The procedure for bringing an employee to disciplinary liability is established by Art. 193 Labor Code of the Russian Federation. The employer, before applying any disciplinary sanction, must request from the employee written explanation. If after two working days stated explanation is not provided, then a corresponding act is drawn up. Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

For every disciplinary offense the employer can apply only one disciplinary sanction. When imposing a disciplinary sanction, the severity of the offense committed and the circumstances under which it was committed must be taken into account.

Disciplinary action is applied no later than one month from the date of discovery of the misconduct, not counting the time of illness of the employee, his stay on vacation, as well as the time required to take into account the opinion of the representative body of employees. The day the offense was discovered, from which the month period begins, is considered to be the day when the person to whom the employee is subordinate for work (service) becomes aware of the commission of an offense regardless of whether it has the right to impose disciplinary sanctions. A disciplinary sanction cannot be applied later than six months from the date of commission of the offense, and based on the results of an audit, inspection of financial and economic activities or an audit - later than two years from the date of its commission. IN specified deadlines The time of criminal proceedings is not included. Thus, the legislation clearly establishes the time limits within which an employee can be brought to disciplinary liability. Imposing disciplinary action after these deadlines is illegal.

The employer's order (instruction) to apply a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order (instruction) against signature, then a corresponding act is drawn up.

A disciplinary sanction can be appealed by an employee to the state labor inspectorate and (or) bodies for the consideration of individual labor disputes.

If within a year from the date of application of the disciplinary sanction the employee is not subject to a new disciplinary sanction, then he is considered to have no disciplinary sanction.

The employer, before the expiration of a year from the date of application of the disciplinary sanction, has the right to remove it from the employee on his own initiative, at the request of the employee himself, at his request immediate supervisor or a representative body of workers.

Bringing disciplinary action to an employee (announcement of a reprimand or reprimand): an approximate step-by-step procedure

TAKING DISCIPLINARY RESPONSIBILITY (ANNOUNCING A REMARK OR REMEDINATOR):
STEP-BY-STEP PROCEDURE

130 step-by-step instructions for HR work >>

2. Requesting a written explanation from the employee regarding non-fulfillment or improper performance of job duties.

The employer prepares a notice of the need to provide a written explanation for the misconduct. The notice is prepared in two copies (one for each party) and is registered in the manner established by the employer, for example, in the register of notifications and proposals to employees. The employer gives one copy of the notice to the employee. On the second copy of the notice (the employer's copy), the employee writes that he has read the notice, received one copy of it, puts the date of receipt, and signs.

If the employee provides a written explanation, it is reviewed by the employer and registered in the manner prescribed by the employer in the appropriate registration register.

If after two working days the employee does not provide the specified explanation, then a corresponding act is drawn up. If the employer has established a procedure for registering acts in a special journal, then the signed act must be registered in such a journal.

Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

3. Taking into account all the circumstances of the commission of disciplineserious offense:

The employee is guilty of committing an offense;

The severity of the offense;

The circumstances under which it was committed;

reasons for the employee’s misconduct;

Previous behavior of the employee;

Attitude to work.

If the employer decides not to take disciplinary action, the procedure is terminated.

If the employer decides to impose a disciplinary sanction in the form of a reprimand or reprimand, then we move on to the next step.

4. Checking the deadlines established for the application of disciplinary sanctions.

6. Registration of an order (instruction) on the application of a disciplinary sanction in the form of a reprimand or reprimand in the manner established by the employer, for example, in the appropriate log of orders (instructions).

7. Familiarization with the order (instruction) employee's signature.

The employer's order (instruction) to apply a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order (instruction) against signature, then a corresponding act is drawn up (Part 6 of Article 193 of the Labor Code of the Russian Federation). The act is registered in the manner prescribed by the employer in the appropriate registration journal.

According to Part 4 of Art. 66 of the Labor Code of the Russian Federation information on penalties in work book are not made, except in cases where the disciplinary sanction is dismissal.

Journal of registration of acts. Sample form >>

If an employee refuses to receive a notification, read it, and put his signature, it is recommended to draw up an appropriate act, which is certified by the signatures of the originator and the employees present at the refusal, and send the notification to the employee’s home address by letter with a notification and a list of attachments. The act is registered in the manner prescribed by the employer in the appropriate registration journal.

It assigns to the employer, that is, the manager, the right to bring an employee to disciplinary liability if the latter improperly performed his official duties or did not perform them at all without a good reason and through his own fault. Such a disdainful attitude towards labor discipline in labor law falls under the concept of “disciplinary offense”.

Depending on the severity of the offense, as well as on their number, a reprimand or reprimand may be applied to the offending employee, or the employee may be dismissed for negative reasons.

In order to insure yourself against unreasonable attraction to disciplinary liability, you must carefully read your own job description, which lists all job responsibilities. In addition, Article 21 of the Labor Code of the Russian Federation provides for general rules of labor discipline, which are the same for all categories of workers. First of all, this is the need to comply with internal regulations, labor protection and safety requirements, as well as compliance with the standards provided for a specific position.

Most often, the reasons for imposing a disciplinary sanction are absenteeism, appearing at the workplace while intoxicated, or refusal to comply with the manager’s orders, if such is provided for in the employment contract.

Often, employers use this provision of the law as a lever of pressure on their employees who decide to go on strike and not show up for work because of this. Of course, absence from work without presenting a supporting document will be regarded as absenteeism. However, participation in a strike, according to Art. 414 of the Labor Code of the Russian Federation, is not a violation of labor discipline. This means it cannot serve as a basis for prosecution. There is only one exception to this rule - declaring a strike illegal in court.

The procedure for bringing to disciplinary liability

The first thing a manager must do when identifying a disciplinary violation is to request a written explanation from the alleged culprit. This obligation is enshrined in Art. 193 of the Labor Code of the Russian Federation, and there are no exceptions to it.

Wanting to evade responsibility, the employee often refuses to provide an explanation. This is a rash decision, since, firstly, such a refusal in no way prevents the imposition of a disciplinary sanction, and secondly, the explanation is great opportunity state your own vision of the situation. Sometimes the reasons given turn out to be so significant that the employer may abandon the intention to punish the employee.

Disciplinary liability, like any other, has a statute of limitations set out in the same article. 193 Labor Code of the Russian Federation. Thus, punishment can be applied no later than a month from the moment the offense was discovered and no later than 6 months from the moment it was committed. The favorite tricks of the guilty in the form of emergency sick leave will not help in this case - time of illness, as well as being on vacation, are not included in the statute of limitations.

The punishment must be formalized properly, that is, an appropriate order is issued regarding its imposition, which the guilty person familiarizes himself with under signature within three days from the date of issue. Time away from work during this period is also not taken into account.

Removal of a disciplinary sanction and the possibility of appealing it

The commission's decision can only be appealed in court within 10 days from the date of its receipt in writing. It is also advisable to seek judicial protection if the commission refuses to consider the dispute, as well as if all methods of pre-trial settlement of the dispute have been exhausted.

When considering issues related to the regulation and practice of applying disciplinary liability, it is necessary to be guided by the following acts:

1. Chapter 14 of the Labor Code of the Republic of Belarus (yes lee – TK);
2. Decree of the President of the Republic of Belarus dated December 15, 2014 No. 5 “On strengthening requirements for management personnel and employees of organizations” (hereinafter referred to as Decree No. 5);
3. Decree of the President of the Republic of Belarus dated July 26, 1999 No. 29 “On additional measures to improve labor relations, strengthen labor and performance discipline”;
4. Acts of legislation applicable to separate categories employees (civil servants, persons subject to disciplinary regulations);
5. Technical conditions, state standards, other rules and instructions establishing requirements in certain areas of labor activity;
6. Resolution of the Plenum Supreme Court of the Republic of Belarus dated June 28, 2012 No. 4 “On the practice of application by courts of legislation on labor discipline and disciplinary liability of employees” (hereinafter referred to as Resolution No. 4);
7. The provisions of the employment contract, local regulatory legal acts, job descriptions, labor protection instructions and other acts establishing requirements for labor discipline and job responsibilities of employees.

Prevention of disciplinary violations

Factors and circumstances that reduce the risk of disciplinary offenses by employees:

• timely development and consolidation of labor discipline requirements in the local regulatory legal acts of the organization;
• timely reflection job responsibilities and changes in them in job descriptions and employment contracts;
• timely familiarization of employees with the requirements for labor discipline, job responsibilities, changes in local regulatory legal acts of the organization on these issues;
• the functioning of an effective system for monitoring the employer’s performance of job duties and labor discipline requirements by employees;
• timely bringing of employees to disciplinary liability.

If failures occur in the work in these areas, the risks associated with the occurrence of disciplinary offenses increase significantly; the risk of the impossibility of bringing the employee to disciplinary liability or of illegally bringing him to such account also increases.

Attention!
In case of improper labor discipline in the organization corruption risks may arise, and this is much worse than just a disciplinary offense. Corruption risks may occur, including in the work of non-state enterprises. Read more about building a system to combat corruption risks - , Head of the Legal Department of ODO "Eterika"

Grounds for application of disciplinary liability

Guilt

The employee’s guilt can be expressed in the form of intent or negligence (clause 3 of resolution No. 4). At the same time, it is necessary to understand that the employer must find out the degree of guilt of the employee and the fact of its existence. To do this, the reasons for the violation on the part of the employee are clarified by obtaining written explanations. Accordingly, if the reason for violation of labor discipline and job responsibilities lies in the actions of the employer (failure to familiarize the employee with labor responsibilities, local regulatory legal acts of the organization), there is no need to talk about the employee’s guilt.

Insufficient attention to the reasons for non-fulfillment or improper performance of labor duties leads to the recognition of disciplinary action as illegal.

Failure to perform or improper performance of labor duties

These actions (inaction) may be expressed in violation of legal requirements, internal labor regulations, and duties employment contract(contract), job descriptions, regulations, orders, technical rules, local regulations, etc.

Attention!
From point of view judicial practice The following situations cannot meet the criteria for a disciplinary offense:
1) refusal to perform work that is not part of the employee’s job responsibilities (that is, not specified in the legislation, local legal acts, employment contract, job description);
2) failure to familiarize the employee with job responsibilities and labor discipline requirements, with the exception of duties directly established by law;
3) refusal to perform work that is contraindicated for the employee due to health reasons;
4) refusal to fulfill a public order;
5) failure to fulfill labor duties for reasons beyond the employee’s control, including due to actions (inaction) of the employer himself;
6) illegal inclusion of official duties in job descriptions, employment contract, other local regulations, which are not characteristic of the corresponding position;
7) absence from the workplace, including full-time work, due to an appointment with a doctor, if the employee consulted a doctor due to poor health;
8) keeping the employee in custody, serving a sentence in the form of administrative arrest and other circumstances indicating the absence of the employee’s guilt.

Please note that in the event of a legal dispute with an employee regarding disciplinary action, the burden of proving the existence of misconduct lies with the employer. Accordingly, protecting the interests of the employer largely depends on high-quality work in determining the job responsibilities of the employee when he is hired, as well as the correct documentation offense and the circumstances of its commission.

For information
It is very important for an employer to have effective system setting tasks for employees and monitoring their implementation. We recommend for these purposes , which is very common in many organizations (see the link detailed instructions on the use of Microsoft Outlook in the work of legal services).

The most common violations by employers of legislation in the field of bringing employees to disciplinary liability are as follows:

1. Bringing to responsibility in the absence of the employee’s fault;
2. Inappropriate assignment of job responsibilities, which allows for ambiguity in their interpretation (as a result - the absence of a violation);
3. Violation of deadlines for bringing to justice;
4. Simultaneous application of several disciplinary measures;
5. Disproportionate measure applied to the nature of the violation;
6. Formal violations of the procedure for bringing to justice, which entail formal illegality.

Conditions and consequences of disciplinary action

In addition to the presence of a disciplinary offense an important condition is to comply with the deadlines for bringing to disciplinary liability, which are:

1) one month from the date of discovery (not counting the time of illness of the employee and (or) his stay on vacation), but no more than 6 months from the date of commission of the disciplinary offense (based on the results of an audit, inspection carried out by competent government agencies or organizations - no later than two years from the date of commission). The specified time limits do not include the time of criminal proceedings;

2) when considering materials about a disciplinary offense by law enforcement agencies - no later than one month from the date of refusal to initiate or termination of a criminal case.

Attention!
In accordance with paragraph 9 of Resolution No. 4, the following are not excluded from the statute of limitations for bringing an employee to disciplinary liability:
- the time the employee is on a business trip, undergoing military training, absenteeism and other cases of absence from work;
- the period for the employer to verify the fact of committing a disciplinary offense, unless otherwise established by regulatory legal acts on special disciplinary liability.

When calculating the time limits for bringing an employee to disciplinary liability, you must be guided by the rules established Art. 10 TK.

The consequence of applying a disciplinary measure is that, in the event of a repeated violation, dismissal may be applied to the employee due to the employee’s systematic failure to fulfill, without good reason, the duties assigned to him by the employment contract or internal labor regulations (paragraph seven of Article 42 of the Labor Code). At the same time, this condition is terminated by paying off a disciplinary sanction after one year from the date of application of the penalty (in the absence of a repeated violation) or early removal by issuing an order by the employer (part two of Article 203 of the Labor Code).

Algorithm for applying disciplinary measures

Step 1. Recording a violation

The legislation does not specify the type of document that must be drawn up to record a violation. In accordance with part twoclause 18 of resolution No. 4 These documents include:

1. Acts on violations;
2. Materials of inspections, audits carried out by higher-level organizations in the order of subordination, as well as government bodies.

Attention!
The use of a fine system is contrary to labor legislation, since it worsens legal status workers. In addition, fines by their nature are measures of administrative or criminal liability that cannot be applied by the employer.

Step 4. Conduct a check

This step must be implemented if the employee is subject to liability in the form of dismissal. Carrying out an inspection is mandatory due to subparagraph. 6.1, 6.2 clause 6 and clause 7 of Decree No. 5. To carry it out, the employer should appoint a person responsible for carrying it out or create a commission. The latter, as a rule, consists of a commission chairman and two members. The appointment of a person in charge and the creation of a commission must be formalized by order (instruction) of the employer. The results of the inspection must be recorded in the inspection report.

Step 5. Applying disciplinary action

The following conditions must be met:

1. The document imposing liability must be issued by an authorized person. The penalty is imposed by the body (manager) who is given the right to hire (elect, approve, appoint) and dismiss employees. These powers may be transferred by order to other persons. For persons acting as the head of an organization during his absence due to temporary disability, business trip, or vacation, the issuance of a separate order is not required;
2. Compliance with the statute of limitations established by law;
3. The employee must be notified of the application of disciplinary measures. the imposition of a penalty is announced to the employee against signature within 5 days (except during vacation or temporary disability). Whenfrom familiarization with the employee, the employer must formalizethe employee from familiarizing himself with the order (instruction, resolution) indicating the witnesses present. Failure to perform these actions entails that the employee is not subject to disciplinary action.

Responsibility of the employer in case of non-involvement/incorrect disciplinary action

Illegal application of disciplinary measures can lead to significant consequences for the employer:

• in case of dismissal, the employee can be reinstated;
• with the consent of the employee, instead of reinstatement at work, compensation in the amount of 10 times average monthly earnings;
• in cases of reinstatement of an employee to previous job, as well as changes in the wording of the reason for dismissal, which prevented the employee from joining new job, he is paid average earnings during forced absence (time during which the employee did not fulfill his duties due to illegal dismissal);
• the employee may be compensated for moral damage;
• the employer may be held administratively liable under part four of Art. 9.19 Code of Administrative Offences;
• If the lawsuit is lost, the employer will be liable for legal costs.

In addition, it should be remembered that one of the reasons for the dismissal of a manager on discreditable grounds is the concealment by the head of the organization of facts of violation by employees of labor duties or the failure to bring guilty persons to justice without good reason. established by law liability for such violations (subclause 6.9, clause 6 of Decree No. 5).

At the same time, in accordance with sub.4.2 clause 4 of Decree No. 5 Concealing (substituting) the grounds for dismissing an employee if there are grounds for his dismissal for committing guilty actions is gross violation labor duties, entailing the unconditional bringing of the head of the organization to disciplinary liability up to and including dismissal from his position.

) is a fact of non-fulfillment or negligent fulfillment by a citizen of his duties.

If this is proven and recorded, the employer can exercise its right to impose a penalty.

You cannot punish if:

• there are irremovable doubts about guilt;
• there were force majeure circumstances;
• the employer did not provide the necessary conditions;
• no explanation was requested;
• the misconduct is not a violation from a labor point of view.

Who's carrying it?

Disciplinary action can be imposed on any employee of the organization, no matter who he is.

Special procedures apply to managers. They are held accountable by the authorized body specified in the organization’s charter, for example the Board of Directors (Part 3, Article 11 Federal Law No. 208-FZ and Art. 12 No. 14 -FZ).

IN joint stock companies The body that brings disciplinary action is the supervisory board (also known as the Board of Directors); in an LLC, decisions are made either by the Board of Directors or by a meeting of participants.

Strictly speaking, a meeting of shareholders cannot punish a director for a disciplinary violation. But he may be deprived of his powers ahead of schedule.

The founder cannot be held to this type of obligation because he is not an employee of the organization.

In the Russian Federation, employees working under an employment contract are subject to disciplinary liability for violation of labor discipline and (or) for failure to fulfill their duties from the age of 16 without the consent of the trade union.

Only bringing to disciplinary liability in the form of dismissal of an employee under 18 years of age is permitted with the consent of the relevant state labor inspectorate and the commission for the affairs of minors and the protection of their rights.

Only after this the employer decides what punishment to apply, depending on the nature of the subordinate’s “flaw” and the degree of his compliance with the norms of the law.

The culprit may not agree with her and challenge the punishment by contacting Labor inspection or to the labor dispute commission (Article 382 of the Labor Code).

Article 382. Bodies for consideration of individual labor disputes

Individual labor disputes are considered by labor dispute commissions and courts.

IMPORTANT: The boss, when making a decision, cannot ignore the opinion of the trade union.

If within 1 year after the assignment of responsibility the employee has not committed any further offenses, then he is automatically considered to have no disciplinary sanctions. These are not included in the work book, with the exception of one case - if they are fired under the relevant article.

In what cases is a person subject to disciplinary liability?

Grounds for disciplinary action:

• memorandum;
• act of official or audit inspection, inventory;
• claims from counterparties;
• customer complaint;
• messages from citizens or organizations containing information indisputably indicating guilt;
• data from surveillance cameras, reading systems;
• results of a private detective investigation.

How to choose the type of punishment?

The employer does this based on labor legislation, as well as local standards of the organization. It should be remembered that there is no such violation that would be allowed to be punished twice. It often happens that the director reprimands the offending employee, and then kicks him out. This is illegal (Article 193 of the Labor Code).

Article 193. Procedure for applying disciplinary sanctions

Before applying disciplinary action, the employer must request a written explanation from the employee. If after two working days the employee does not provide the specified explanation, then a corresponding act is drawn up.

Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

Disciplinary action is applied no later than one month from the date of discovery of the misconduct, not counting the time of illness of the employee, his stay on vacation, as well as the time required to take into account the opinion of the representative body of employees.

Disciplinary liability can be established and applied no later than six months from the date of the commission of the offense, and based on the results of an audit, inspection of financial and economic activities or an audit - later than two years from the date of its commission. The specified time limits do not include the time of criminal proceedings.

For each disciplinary offense, only one disciplinary sanction can be applied.

The employer's order (instruction) to apply a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order (instruction) against signature, then a corresponding act is drawn up.

A disciplinary sanction can be appealed by an employee to the state labor inspectorate and (or) bodies for the consideration of individual labor disputes.

Accompanying documents

Typically, the procedure for bringing an employee to disciplinary liability involves the following documents:

• report;
• order (instruction) to impose a disciplinary sanction;
• commission report on the fact of violation;
• act of refusal of the employee to sign familiarization with the order;
• explanatory letter;
• requirement to provide explanations.

A memo is drawn up addressed to the head of the company in order to notify him of a violation that may affect the functioning of the business. It is stored in the organization’s archives for three years. There is no strict form for it, but it must contain the following information:

• full name of the company;
• structural subdivision;
• to whom it is addressed, position;
• from whom, position;
• what the violation is;
• registration number;
• date, signature.

It is used in cases of dismissal for absenteeism, repeated failure to perform duties, or loss of trust.

The collection order contains:

• requisites;
• what exactly was done and by whom;
• time of detection of the offense;
• on the basis of what standards the penalty is applied;
• punishment (reprimand or reprimand);
• date, signature;
• seal of the organization.

The culprit, as well as the head of the unit and the head of the personnel department, must be familiar with it.

If an employee refuses to familiarize himself with the order, a corresponding note is made on the document itself. The head of the personnel service draws up a report in the presence of witnesses.

It states:

• details and positions of all persons involved;
• organization details;
• where and when the document was compiled;
• why the employee does not want to sign, what explains;
• order number;
• signatures.

This usually happens when an employee is fired or demoted.

The notice of request for explanations contains:

• the essence of the violation;
• proposal for explanation;
• employer details;
• registration number;
• information about the employee (including position);
• date, signature.

The internal inspection report is usually approved by the company's management and includes:

• full name of the organization;
• on what basis the procedure was carried out;
• who was on the commission;
• what happened and who is to blame;
• proposed penalties;
• date, signatures.

With regard to reward or punishment (and in general in personnel system) - no trifles. Any detail that seems insignificant to the boss may be a reason to challenge it in labor commission or even legal proceedings.

Useful video

You can learn more about the procedure for bringing an employee to disciplinary liability by watching the video below: