Regulations on disciplinary liability of canteen workers. On approval of the regulations on the procedure for imposing disciplinary sanctions. Appendix to the order. Regulations on the procedure for imposing disciplinary sanctions

«__________________________________»

1. General part

1.1. This provision has been developed in accordance with the charter of the limited liability company "___________" (hereinafter referred to as the Company), the Labor Code of the Russian Federation, other regulations and determines the procedure for applying disciplinary and material sanctions against violators of discipline and order.

1.2. The Company uses the labor of both founders and employees. Compliance with internal regulations, labor and technological discipline, job descriptions and other regulatory documents of the Company is a single requirement for all categories of employees.

1.3. The regulations on divisions regarding the responsibility of employees developed by the company's divisions are based on this provision.

1.4. The right to apply disciplinary sanctions is exercised by the heads of departments and the director (general director) of the Company.

1.5. When imposing a disciplinary sanction or applying other measures of influence, the severity of the committed act, the circumstances under which it was committed, the employee’s previous work and behavior, and the availability of incentives received while working in the Company must be taken into account.

1.6. The regulations are discussed at a meeting of the labor collective and approved by the director (general director) of the Company.

2. Penalties for violations of labor discipline

2.1. The Company uses a system of combining disciplinary sanctions with measures of economic impact on violators of discipline.

2.2. For a one-time violation of labor discipline (being late for work, failure to comply with legal orders of the administration, violation of internal labor regulations, job descriptions, regulations on departments, technical rules, safety rules, etc.) the Company provides for punishment in the form of a reprimand announced orally by the head of the unit, or a reprimand announced by order of the director (general director) at his own discretion or at the request of the head of the unit.

2.3. A reprimand announced by order of the director (general director) deprives the employee of receiving additional payments to the salary specified in section 2 of the regulations on rewarding the Company's employees for 6 months, except for dividend payments.

2.4. For systematic violations of labor discipline, as well as the absence of an employee from work without a good reason within three hours during a working day, being away from his workplace or on another territory of the enterprise without good reason, refusal of an employee to perform job duties without good reason, refusal or evasion without good reason from a medical examination of employees when such a need arises, the employee’s refusal to undergo special training during working hours and pass exams on safety precautions and equipment operating rules; the employee’s refusal to continue working due to a reduction in rank, salary or tariff, for a gross violation of technological discipline by the employee, other serious violations, or based on the results of certification; Appearing at the workplace while drunk, in a state of narcotic or toxic intoxication, the following types of disciplinary sanctions may be applied to an employee of the Company:

Notice of dismissal (for both employees and founding employees);

Dismissal, including of founding employees.

2.5. The decision to issue a warning or dismissal from the enterprise is made by the director (general director) of the Company. The decision to warn about dismissal or dismissal of an employee comes into force from the moment of its adoption.

2.6. The decision made by the Board of the Company - warning the employee about dismissal - deprives the employee of receiving additional payments to his salary, including ____% (____%) bonus for the title “Best Employee of the Enterprise” for a period of one year.

3. Financial liability of the Company’s employees

3.1. All employees of the Company bear financial responsibility for causing direct material damage, which means:

Loss of material assets;

Deterioration or decrease in the value of property;

The need for the Company to incur restoration costs; acquisition of property or other valuables or making excessive payments.

Direct material damage also includes:

Failure to collect debts in favor of the Company in a timely manner due to the employee’s fault;

Missing the deadline for collecting a penalty in the form of a fine (penalty) due to the employee’s fault;

Shortage of cash and other excessive cash payments, including additional payments to the Company's employees.

Lost income received by the Company, as well as damage resulting from normal production risks, are not subject to compensation.

3.2. For material damage caused, the Company's employees may bear limited financial liability or full financial liability.

3.3. Limited financial liability in the amount of damage caused, but not exceeding the average monthly earnings of the Company’s employees, occurs:

In case of unintentional damage to the property of the enterprise: equipment, utilities, finished products;

In case of damage or destruction of materials or raw materials due to negligence;

In case of damage or destruction of tools, work clothes and other items issued to the employee for use;

In the event that the Company suffers damage as a result of the fact that, through the fault of an employee, the opportunity to receive the amounts due is lost, or, conversely, is forced to make excessive cash payments;

In the event that the Company suffers losses due to the fact that it is forced to compensate for damage caused by the fault of an employee by a third party;

In the event that the Company is damaged by incorrect accounting of material and monetary assets, provision of substandard services, theft, etc.;

In the event that the Company suffers losses due to excessive consumption of consumables, raw materials, etc.

3.4. In case of full financial liability, the employee through whose fault the damage was caused is obliged to compensate for this damage in full.

3.5. Employees bear full financial responsibility for:

In the event that a written agreement is concluded between an employee holding a position or performing work directly related to the storage, release (sale) and use in the process of providing services of the valuables transferred to him, and the administration of the Company on the employee’s assumption of full financial responsibility for failure to ensure the safety of property and other valuables transferred to him for storage or for other purposes;

In the case where property and other valuables were received by the employee on account of a one-time power of attorney or other one-time documents;

In the event that the damage is caused by a shortage, intentional destruction or intentional damage to materials, as well as tools, workwear and other items issued to the employee for use;

In case the damage was caused while the employee was not performing his or her job duties.

3.6. The list of positions and types of work for which employees must enter into a written agreement on full financial responsibility is reviewed and approved by the director of the Company.

3.7. In the joint (team method) provision of services by employees related to the use of the values transferred to them in the production process, when it is impossible to delimit the financial responsibility of each employee and conclude an agreement with him on full individual financial responsibility, the Company provides for collective (team) full financial responsibility.

3.8. The list of certain types of work for which employees bear collective full financial responsibility is reviewed and approved by the director of the Company.

3.9. An agreement on collective full financial responsibility on the part of workers is signed by all members of the team (team).

3.10. The team (team), whose employees bear collective full financial responsibility, is formed on the basis of the principle of voluntariness.

3.11. If one of the employees of such a team refuses to conclude an agreement on collective full financial responsibility, the head of the unit may offer him another job that corresponds to his qualifications. If such work is not available or the employee refuses the offer of another job, then the employee may be offered work in another division, and if there is no work there or the employee does not want to move to another division, the director has the right to raise the issue of dismissing the employee.

3.12. Members of the team (team), who are entrusted with collective full financial responsibility, have the right:

Participate in the acceptance of valuables and exercise mutual control over the storage, sale or use of valuables in the process of providing services;

Take part in the inventory of valuables;

Get acquainted with reports on the movement and remains of values transferred to the team;

Notify the administration about the removal of individual team members, including the team leader, who, in their opinion, cannot ensure the safety of property.

3.13. Members of the team (team, unit) are obliged to:

Treat valuables with care and take measures to prevent damage;

Keep records of entrusted property, promptly submit a report on the movement and balances of valuables;

Promptly notify the administration of circumstances that threaten the safety of property.

3.14. Department heads are obliged to create for the team the conditions necessary to ensure complete safety of property.

3.15. The basis for holding members of a team (team) liable is material damage caused by a shortage of property and confirmed by an inventory sheet. Bringing the team to financial responsibility should be preceded by a thorough analysis by the team members of the reasons for the shortage of property, taking into account written explanations. If it is proven that the damage was not caused by the fault of the collective, or specific culprits for causing the damage are identified from among the members of the given collective, then the collective as a whole is exempt from compensation for damage.

3.16. Compensable damage caused by the team as a whole is distributed among the members of this team in proportion to the monthly tariff rate (official salary) of the workers and the actual time worked for the period from the last inventory to the day the damage was discovered according to the formula:

Ni = P x Ti x Di / (Ti x Di +… + TN x DN),

where P is the amount of material damage caused by the team (team, unit) to the Company;

Ti – monthly tariff rate or official salary of the i-th team member;

Di is the number of days actually worked by the i-th team member for the period from the last inventory to the day the damage was discovered;

Ni – part of the damage compensated to the enterprise by the i-th employee;

N – number of employees in the team.

3.17. The production team bears collective responsibility for the provision of poor-quality services and associated damage. The team compensates for the damage from the team’s earnings, and when distributing it within the team, the fault of individual workers is taken into account.

3.18. The Company's employees bear financial liability in the full amount of damage if it is caused by their actions containing signs of criminally prosecutable acts. The employee’s guilt in committing such actions must be established through criminal proceedings.

3.19. The amount of damage caused to the Company is determined by actual losses, based on accounting data, based on the book value or cost of material assets minus depreciation according to established standards. When purchasing property and material assets at market prices, damage is determined at market prices.

on disciplinary and financial liability of employees of a joint-stock company

1. GENERAL PART

1.1. These Regulations have been developed in accordance with the Charter of the Joint Stock Company, the Labor Code of the Russian Federation, and other regulations and determine the procedure for applying disciplinary and material sanctions against violators of discipline and order.

1.2. The Company uses labor from both shareholders and employees who are not shareholders. Compliance with internal regulations, labor and technological discipline, job descriptions and other regulatory documents of the Company is a single requirement for all categories of employees.

1.3. The Regulations on divisions regarding the responsibility of employees developed by the company's divisions are based on this Regulation.

1.4. The right to apply disciplinary sanctions is exercised by the heads of departments and the Director (General Director) of the Company.

1.6. The regulations are considered at a meeting of the Board of Directors (supervisory board) and adopted by a simple majority of votes.

2. PENALTIES FOR VIOLATIONS OF LABOR DISCIPLINE

2.1. The Company uses a system of combining disciplinary sanctions with measures of economic impact on violators of discipline.

2.2. For a one-time violation of labor discipline (being late for work, failure to comply with legal orders of the administration, violation of internal labor regulations, job descriptions, regulations on departments, technical rules, safety rules, etc.) the Company provides for punishment in the form of a reprimand announced orally by the head of the unit, or a reprimand announced by order of the Director (General Director) at his own discretion or at the request of the head of the unit.

2.3. A reprimand announced by order of the Director (General Director) deprives the employee of receiving additional payments to his salary specified in Section 2 of the Regulations on Incentives for the Company's Employees for 6 months, except for dividend payments.

2.4. For systematic violation of labor discipline, as well as the absence of an employee from work without good reason within three hours during the working day, being away from his workplace or on another territory of the enterprise without good reason, refusal of an employee to perform job duties without good reason, refusal or evasion without good reason from a medical examination of employees when such a need arises, the employee’s refusal to undergo special training during working hours and pass exams on safety precautions and equipment operating rules; the employee’s refusal to continue working due to a reduction in rank, salary or tariff for a gross violation of technological discipline by the employee, other serious violations, or based on the results of certification; Appearing at the workplace while drunk, in a state of narcotic or toxic intoxication, the following types of disciplinary sanctions may be applied to an employee of the Company:

notice of dismissal (both for employees and for employees who own shares);
dismissal, incl. and employees - shareholders.

2.5. The decision to issue a warning or dismissal from the enterprise is made by the Management Board of the Company at the request of the heads of departments. The decision to warn, dismiss or dismiss an employee comes into force from the moment it is made.

2.6. The decision taken by the Management Board of the Company - warning the employee about dismissal - deprives the employee of receiving additional payments to his salary, including 10 percent (25 percent) of the bonus for the titles “Best Employee of the Enterprise”, “Veteran of Labor” for a period of one year, except for accrual of dividends .

3. MATERIAL LIABILITY OF COMPANY EMPLOYEES

3.1. All employees of the Company bear financial responsibility for causing direct material damage, which is understood as: loss, deterioration or decrease in the value of property, the need for the Company to incur costs for restoration, acquisition of property or other valuables, or to make excessive payments. Direct material damage also includes failure to timely collect a debt due to the fault of an employee in favor of the Company or missing the deadline for collecting a penalty in the form of a fine (penalty) due to the fault of an employee, shortfall in amounts of money and other excessive cash payments, including additional payments to the employees of the Company. Lost income received by the Company, as well as damage resulting from normal production risks, are not subject to compensation.

3.2. For material damage caused, the Company's employees may bear limited financial liability or full financial liability.

3.3. Limited financial liability in the amount of damage caused, but not exceeding the average monthly earnings of the Company’s employees, occurs:

in case of unintentional damage to the property of the enterprise: machines, equipment, transport and loading equipment, buildings and structures, utilities, roads, green spaces, finished products;
in case of damage or destruction due to negligence of materials, raw materials, semi-finished products, products during their manufacture;
in case of damage or destruction of tools, small-scale mechanization equipment, measuring instruments, special clothing and other items issued to the employee for use;
in the event that the Company suffers damage as a result of the fact that, due to the fault of an employee, the opportunity to receive the amounts due is lost, or, conversely, is forced to make excessive cash payments;
in the event that the Company suffers losses due to the fact that it is forced to compensate for damage caused by the fault of an employee by a third party;
in the event that the Company has suffered damage due to incorrect accounting of material and monetary assets, failure to take the necessary measures to prevent downtime, production of substandard products, theft, etc.;
in the event that the Company suffers losses due to excessive consumption of material and technical resources, raw materials, fuel and energy resources, for example, excessive consumption of fuel and lubricants, electricity, solid fuel, etc.

3.4. In case of full financial liability, the employee through whose fault the damage was caused is obliged to compensate for this damage in full.

3.5. Employees bear full financial responsibility for:

in the event that a written agreement is concluded between an employee holding a position or performing work directly related to the storage, processing, release (sale), transportation and use in the production process of the valuables transferred to him and the Management Board of the Company on the employee’s assumption of full financial responsibility for failure to provide safety of property and other valuables transferred to him for storage or for other purposes;
in the case where property and other valuables were received by the employee on account of a one-time power of attorney or other one-time documents;
in the event that the damage is caused by a shortage, deliberate destruction or deliberate damage to materials, products, semi-finished products, finished products, as well as tools, measuring instruments, special clothing and other items issued to the employee for use;
if the damage was caused while the employee was not performing his or her job duties.

3.6. The list of positions and types of work for which employees must enter into a written agreement on full financial responsibility, upon submission by the heads of departments, is reviewed and approved by the Management Board of the Company.

3.7. When employees jointly (team method) perform certain types of work related to the storage, processing, release (sale), transportation or use in the production process of the values transferred to them, when it is impossible to delimit the financial responsibility of each employee and conclude an agreement with him on full individual material liability in the Company provides for collective (team) full financial liability.

3.8. The list of certain types of work for which employees bear collective full financial responsibility is reviewed and approved by the Management Board of the Company.

3.9. An agreement on collective full financial responsibility on the part of workers is signed by all members of the team (team).

3.10. The team (team), whose employees bear collective full financial responsibility, is formed on the basis of the principle of voluntariness.

3.11. If one of the employees of such a team refuses to conclude an agreement on collective full financial responsibility, the head of the unit may offer him another job that corresponds to his qualifications. If such work is not available, or the employee refuses the offer of another job, then the employee may be offered work in another division, and if there is no work there, or the employee does not want to move to another division, the head of the division has the right to raise the issue with the Board of the Company about the dismissal of the employee.

3.12. A member of a team (team) who is entrusted with collective full financial responsibility has the right:

participate in the acceptance of valuables and exercise mutual control over the work of storage, processing, release (sale), transportation or use in the production process of valuables;
take part in the inventory of valuables;
get acquainted with reports on the movement and remains of values transferred to the team;
notify the administration about the recusal of individual team members, including the team leader, who, in their opinion, cannot ensure the safety of property.

3.13. Members of the team (team, unit) are obliged to:

treats valuables with care and takes measures to prevent damage;
keep records of entrusted property, promptly submit a report on the movement and balances of valuables;
promptly notify the administration of circumstances that threaten the safety of property.

3.14. Department heads are obliged to create for the team the conditions necessary to ensure complete safety of property.

Ni = P x Ti x Di / (Ti x Di + ... + Tn x Dn)

P – the amount of material damage caused by the team (team, unit) to the Joint Stock Company;
Ti – monthly tariff rate or official salary of the i-th team member;
Di is the number of days actually worked by the i-th team member for the period from the last inventory to the day the damage was discovered;
Ni – part of the damage compensated to the enterprise by the i-th employee;
n – number of employees in the team.

3.17. The production team bears collective responsibility for the release of low-quality products and associated damage. The team compensates for the damage from the team’s earnings, and when distributing it within the team, the fault of individual workers is taken into account.

3.20. Company employees who caused damage may voluntarily compensate for it. Compensation for damage is made by order of the Director (General Director) of the Company by deduction from the employee’s salary. In the absence of the employee’s consent to voluntary compensation for damage, no deduction is made and the case is sent to court.

3.21. Sources of compensation for damage caused are bonuses due to the employee, additional payments based on quarterly work results, dividends on shares, as well as the employee’s monthly salary.

3.22. If damage to the Company is repeatedly caused by the production team or an individual employee, the head of the unit has the right to raise the issue with the Management Board of the Company about the dissolution of the production team or the dismissal of employees who caused damage.

Please note that other documents were compiled and checked by lawyers and are approximate; they can be modified taking into account the specific conditions of the transaction. The Site Administration is not responsible for the validity of this agreement, as well as for its compliance with the requirements of the legislation of the Russian Federation.

POSITION
on disciplinary and financial liability
employees of a joint stock company
1. GENERAL PART
1.1. These Regulations have been developed in accordance with the Charter of the joint-stock company, the Labor Code of the Russian Federation, and other regulations and determine the procedure for applying disciplinary and material sanctions against violators of discipline and order.
1.2. The Company uses the labor of both shareholders and employees who are not shareholders. Compliance with internal regulations, labor and technological discipline, job descriptions and other regulatory documents of the Company is a single requirement for all categories of employees.
1.3. The regulations on divisions regarding the responsibility of employees developed by the Company's divisions are based on this Regulation.
1.4. The heads of departments and the director (General Director) of the Company have the right to apply disciplinary sanctions.
1.5. When imposing a disciplinary sanction or applying other measures of influence, the severity of the offense committed, the circumstances in which it was committed, the employee’s previous work and behavior, and the availability of incentives received while working in the Company must be taken into account.
1.6. The regulations are considered at a meeting of the Board of Directors (supervisory board) and adopted by a simple majority of votes.
2. PENALTIES FOR VIOLATIONS OF LABOR DISCIPLINE
2.1. The Company uses a system of combining disciplinary sanctions with measures of economic impact on violators of discipline.
2.2. For a one-time violation of labor discipline (being late for work, failure to comply with legal orders of the administration, violation of internal labor regulations, job descriptions, regulations on departments, technical rules, safety rules, etc.) the Company provides for punishment in the form of a reprimand announced orally by the head of the unit, or a reprimand announced by order of the director (General Director) at his own discretion or at the request of the head of the unit.
2.3. A reprimand announced by order of the director (General Director) deprives the employee of receiving additional payments to his salary specified in Section 2 of the Regulations on Incentives for the Company's Employees for 6 months, except for dividend payments.
2.4. For systematic violation of labor discipline, as well as the absence of an employee from work without a good reason for three hours during the working day; being away from one’s workplace or on another territory of the enterprise without good reason; refusal by an employee to perform job duties without good reason; refusal or avoidance without good reason from a medical examination of employees when such a need arises; the employee’s refusal to undergo special training and exams on safety precautions and equipment operation rules during working hours; the employee’s refusal to continue working due to a reduction in rank, salary or tariff for a gross violation by the employee of technological discipline, other serious violations, or based on certification results; Appearing at the workplace while drunk, in a state of narcotic or toxic intoxication, the following types of disciplinary sanctions may be applied to an employee of the Company:
- notice of dismissal (both for employees and for employees who own shares);
- dismissal, incl. and employees - shareholders.
2.5. The decision to issue a warning or dismissal from the enterprise is made by the Management Board of the Company at the request of the heads of departments. The decision to warn about dismissal or dismissal of an employee comes into force from the moment of its adoption.
2.6. The decision made by the Management Board of the Company - warning the employee about dismissal - deprives the employee of receiving additional payments to his salary, including 10 percent (25 percent) of the bonus for the titles “Best Employee of the Enterprise”, “Veteran of Labor” for a period of one year, except for accrual of dividends.
3. MATERIAL LIABILITY OF COMPANY EMPLOYEES
3.1. All employees of the Company bear financial responsibility for causing direct material damage, which is understood as: loss, deterioration or decrease in the value of property, the need for the Company to incur costs for restoration, acquisition of property or other valuables, or to make excessive payments. Direct material damage also includes failure to timely collect a debt due to the fault of an employee in favor of the Company or missing the deadline for collecting a penalty in the form of a fine (penalty) due to the fault of an employee, shortfall in amounts of money and other excessive cash payments, including additional payments to the Company’s employees.
Lost income received by the Company, as well as damage resulting from normal production risks, are not subject to compensation.
3.2. For material damage caused, the Company's employees may bear limited financial liability or full financial liability.
3.3. Limited financial liability in the amount of damage caused, but not exceeding the average monthly earnings of the Company’s employees, occurs:
- in case of unintentional damage to the property of the enterprise: machines, equipment, transport and loading equipment, buildings and structures, utilities, roads, green spaces, finished products;
- in case of damage or destruction due to negligence of materials, raw materials, semi-finished products, products during their manufacture;
- in case of damage or destruction of tools, small-scale mechanization equipment, measuring instruments, special clothing and other items issued to the employee for use;
- in the event that the Company suffers damage as a result of the fact that, through the fault of an employee, the opportunity to receive the amounts due is lost, or, conversely, is forced to make excessive cash payments;
- in the event that the Company suffers losses due to the fact that it is forced to compensate for damage caused by the fault of an employee by a third party;
- in the event that the Company has suffered damage due to incorrect accounting of material and monetary assets, failure to take the necessary measures to prevent downtime, production of low-quality products, theft, etc.;
- in the event that the Company suffers losses due to excessive consumption of material and technical resources, raw materials, fuel and energy resources, for example, excessive consumption of fuels and lubricants, electricity, solid fuel, etc.
3.4. In case of full financial liability, the employee through whose fault the damage was caused is obliged to compensate for this damage in full.
3.5. Employees bear full financial responsibility for:
- in the case when a written agreement has been concluded between an employee holding a position or performing work directly related to the storage, processing, release (sale), transportation and use in the production process of the valuables transferred to him, and the Management Board of the Company on the employee’s assumption of full financial responsibility for failure to ensure the safety of property and other valuables transferred to him for storage or for other purposes;
- in the case when property and other valuables were received by the employee under the account of a one-time power of attorney or other one-time documents;
- in the event that the damage is caused by a shortage, deliberate destruction or deliberate damage to materials, products, semi-finished products, finished products, as well as tools, measuring instruments, special clothing and other items issued to the employee for use;
- if the damage was caused not while the employee was performing his job duties.
3.6. The list of positions and types of work for which employees must enter into a written agreement on full financial responsibility is reviewed and approved by the Management Board of the Company, upon the recommendation of the heads of departments.
3.7. When employees jointly (team method) perform certain types of work related to storage, processing, release (sale), transportation or use in the production process of the values transferred to them, when it is impossible to delimit the financial responsibility of each employee and conclude an agreement with him on full individual financial responsibility , the Company provides for collective (team) full financial responsibility.
3.8. The list of certain types of work for which employees bear collective full financial responsibility is reviewed and approved by the Management Board of the Company.
3.9. An agreement on collective full financial responsibility on the part of workers is signed by all members of the team (team).
3.10. The team (team), whose employees bear collective full financial responsibility, is formed on the basis of the principle of voluntariness.
3.11. If one of the employees of such a team refuses to conclude an agreement on collective full financial responsibility, the head of the unit may offer him another job that corresponds to his qualifications. If such work is not available or the employee refuses the offer of another job, then the employee may be offered work in another division, and if there is no work there or the employee does not want to move to another division, the head of the division has the right to raise the issue with the Company's Management Board about the dismissal of the employee.
3.12. Members of the team (team), who are entrusted with collective full financial responsibility, have the right:
- participate in the acceptance of valuables and exercise mutual control over the work of storage, processing, release (sale), transportation or use in the production process of valuables;
- take part in the inventory of valuables;
- get acquainted with reports on the movement and remains of values transferred to the team;
- notify the administration about the recusal of individual team members, including the team leader, who, in their opinion, cannot ensure the safety of property.
3.13. Members of the team (team, unit) are obliged to:
- treat valuables with care and take measures to prevent damage;
- keep records of entrusted property, promptly submit a report on the movement and balances of valuables;
- promptly notify the administration about circumstances that threaten the safety of property.
3.14. Department heads are obliged to create for the team the conditions necessary to ensure complete safety of property.
3.15. The basis for holding members of a team (team) liable is material damage caused by a shortage of property and confirmed by an inventory sheet. Bringing the team to financial responsibility should be preceded by a thorough analysis by the team members of the reasons for the shortage of property, taking into account written explanations. If it is proven that the damage was not caused by the fault of the collective, or specific culprits for causing the damage are identified from among the members of the given collective, then the collective as a whole is exempt from compensation for damage.
3.16. Compensable damage caused by the team as a whole is distributed among the members of this team in proportion to the monthly tariff rate (official salary) of the workers and the actual time worked for the period from the last inventory to the day the damage was discovered according to the formula:
Ni = P x Ti x Di / (Ti x Di + ... + Tn x Dn),
where P is the amount of material damage caused by the team (team, unit) to the joint-stock company;
Ti is the monthly tariff rate or official salary of the i-th team member;
Di is the number of days actually worked by the i-th team member for the period from the last inventory to the day the damage was discovered;
Ni - part of the damage compensated to the enterprise by the i-th employee;
n is the number of workers in the team.
3.17. The production team bears collective responsibility for the release of low-quality products and associated damage. The team compensates for the damage from the team’s earnings, and when distributing it within the team, the fault of individual workers is taken into account.
3.18. The Company's employees bear financial liability in the full amount of damage if it is caused by their actions containing signs of criminally prosecutable acts. The employee’s guilt in committing such actions must be established through criminal proceedings.
3.19. The amount of damage caused to the Company is determined by actual losses based on accounting data, based on the book value or cost of material assets minus depreciation according to established standards. When purchasing property and material assets at market prices, damage is determined at market prices.
3.20. Company employees who caused damage may voluntarily compensate for it. Compensation for damage is made by order of the director (General Director) of the Company by deduction from the employee’s salary. If the employee does not agree to voluntary compensation for damage, no deduction is made and the case is sent to court.
3.21. Sources of compensation for damage caused are bonuses due to the employee, additional payments based on quarterly work results, dividends on shares, as well as the employee’s monthly salary.
3.22. If damage to the Company is repeatedly caused by the production team or an individual employee, the head of the unit has the right to raise the issue with the Management Board of the Company about the dissolution of the production team or the dismissal of employees who caused damage.

A fair manager must focus on the quality of work of his employees. If the job is done well, then the employee deserves praise. If the result of the manager’s work is not pleasing, then it is worth talking it over with the subordinate.

If the worker wishes, he can try challenge the recovery in court. At this stage, the penalty may be lifted.

What is the deadline for the imposition, familiarization and action of penalties?

According to the law, the penalty must come into force no later than a month from the date of discovery.

If during this month the employee was in a state of disability or on vacation, then the period should be extended. There cannot be any other circumstances to increase the term.

The penalty must be applied no later than in six months. If an audit is needed to confirm the violation, the period increases for two years. If a violation was filed in court, the period will last until the investigation is completed.

Regulations on disciplinary liability of employees

The regulations are drawn up in accordance with the law. This Regulation establishes the sequence of inspections of work discipline. According to the Regulations, penalties for misconduct apply.

It is necessary to objectively establish the presence of an offense indicated in the report that the worker committed. It is necessary to prove the degree of guilt of the employee, as well as the circumstances under which it was committed.

Next, it is necessary to find out the reasons contributing to the employee’s misconduct, as well as directly amount of damage.

You can download a sample of the Disciplinary Liability Regulations for free.

Notice of explanation

This notice applies when you wish hold the employee accountable.

The manager must demand from the employee an explanation for what reasons he committed this offense. Taking into account the fact that the most severe penalty is the employee, and employees often go to court after this, it is necessary to have such a notice in writing.

Upon receipt of the notification, the worker must sign the document and return it to the manager.

How you can punish an employee for being late, watch the video:

This provision is aimed at increasing executive and production discipline in the divisions of LLC “****” (hereinafter referred to as the Enterprise).

Grounds for imposition of penalty

The grounds for imposing a disciplinary sanction are:

violation of internal regulations;
failure to comply with the manager's instructions;
violation or failure to comply with regulations and procedures governing the activities of departments and the entire Enterprise as a whole;
incorrect or impolite attitude towards the client, resulting in the client's dissatisfaction with the service received at the Enterprise;
failure to comply with internal corporate rules of the Enterprise;
violation of job description;
other actions that caused damage to the Company.

Competence of managers when imposing penalties

A disciplinary sanction may be imposed on an employee for a violation by his immediate or superior manager. The imposition of penalties is carried out in accordance with the hierarchical chain: head of the unit - deputy director - director of the enterprise.

An employer may apply the following types of disciplinary sanctions to an employee:

comment;
rebuke;
dismissal.

The decision to impose a disciplinary sanction is formalized by order of the Director. A note on the imposition of a disciplinary sanction is entered into the personal file of the Company employee.

Depending on the severity of the offense, the penalty may be accompanied by a reduction in the variable part of the salary or its non-accrual (deduction of bonuses), determined both as a percentage of the established allowance (or bonus) and in absolute value to compensate for the specific consequences of the employee’s behavior.

The director of the enterprise may reduce the variable part of the salary (deprive) an employee for failure to comply with orders and for violations that did not cause damage to the enterprise, upon submission of a memo from the corresponding deputy general director and head of the department. The amount of bonus payment is determined in each case individually, but not more than the amount of the variable part of the employee’s salary.

The director of the enterprise may deprive an employee for a violation that caused damage to the Enterprise, at his own discretion.

The procedure for imposing penalties

When imposing a disciplinary sanction, the following procedure is observed.

If a violation is established on the basis of a memo, the manager gives an oral order to the employee to prepare an explanatory note, setting the deadline for its submission no later than the end of the next working day.
If a violation committed by an employee is established by the head of another department, then this head sets out the essence of the violation in a memo addressed to the head of the department of this employee. A copy of the memo is sent to the Deputy Director in charge of this division, or to the Director of the Enterprise.
Within a week, the Deputy Director must inform the Director of the Enterprise about the measures taken and petition for the imposition (cancellation) of a disciplinary sanction based on the manager’s memo and the employee’s explanatory note. The decision to reduce the variable part of an employee’s salary is made by the Director of the Enterprise.
A memo, an explanatory note from an employee with a note about the decision made (imposition of a disciplinary sanction, deprivation of bonuses or an explanatory conversation) is transferred to the personnel department.
The HR department draws up an order to impose a disciplinary sanction and brings it to the attention of the employee against signature within five days. The official and explanatory notes are stored in the employee’s personal file. The employee’s refusal to familiarize himself with the order is documented in an act indicating the witnesses present.
The Director of the Enterprise and/or his deputies may create a commission to consider the violation and make a decision on it.
Violations of department heads are reviewed by the deputy directors supervising the department or the Director of the Enterprise.
If the deputy directors do not agree on the imposition of punishment for a violation affecting the activities of their departments, the decision on this violation is made by the Director of the enterprise.
Violations of deputy directors are reviewed by the Director of the enterprise.

Appeal against sentencing

An employee has the right to appeal the decision of his immediate supervisor to the Deputy Director or the decision of the Deputy Director to the Director of the Enterprise. To do this, he must submit a reasoned application to the personnel department no later than three days after the decision on punishment is made.

The Deputy Director for Personnel, within three days, prepares materials on this violation and submits them for consideration to the Deputy Director in charge of this area, or the Director of the Enterprise. The appeal is considered within no more than 7 days.

The employee who filed the appeal receives a response to it from the HR department no later than 10 days after filing the application.

Settlement of labor disputes when applying disciplinary punishment

All labor disputes when applying a disciplinary sanction to an employee are resolved on the basis of the Labor Code of the Russian Federation in the manner prescribed by current legislation.

Deputy Director for Human Resources _________________________________ (full name)