Post by joita9865 on Oct 18, 2023 22:00:16 GMT -10
Fire protection regulations, as well as the adopted method of confirming arrival and presence at work and justifying absence from work, the employer may use: a warning; punishment of reprimand [cf. § ]; For an employee's failure to comply with occupational health and safety regulations or fire protection regulations, leaving work without justification, reporting to work in a state of intoxication or under the influence of alcohol or an alcohol-like substance.
Or consuming alcohol or taking an alcohol-like substance during work – the employer may also impose philippines photo editor a financial penalty [cf. § ]; The fine for one violation, as well as for each day of unexcused absence, cannot be higher than one day's remuneration of the employee, and the total fines cannot exceed one tenth of the remuneration due to the employee, after making the deductions referred to in Art. § points - [cf. § ]; The proceeds from fines are allocated to improving occupational health and safety conditions [cf. § ]. The grounds for organizational responsibility are undoubtedly: employee's fault and the illegality of his conduct. IMPORTANT - issuing a warning is justified even if the employee's guilt is low.
The legislator distinguished the following penalties in the Labor Code, i.e.: a warning; a reprimand; financial penalty. A warning or reprimand may be imposed by the employer for the employee's failure to comply with the established organization and order in the work process, occupational health and safety regulations, fire safety regulations.
Or consuming alcohol or taking an alcohol-like substance during work – the employer may also impose philippines photo editor a financial penalty [cf. § ]; The fine for one violation, as well as for each day of unexcused absence, cannot be higher than one day's remuneration of the employee, and the total fines cannot exceed one tenth of the remuneration due to the employee, after making the deductions referred to in Art. § points - [cf. § ]; The proceeds from fines are allocated to improving occupational health and safety conditions [cf. § ]. The grounds for organizational responsibility are undoubtedly: employee's fault and the illegality of his conduct. IMPORTANT - issuing a warning is justified even if the employee's guilt is low.
The legislator distinguished the following penalties in the Labor Code, i.e.: a warning; a reprimand; financial penalty. A warning or reprimand may be imposed by the employer for the employee's failure to comply with the established organization and order in the work process, occupational health and safety regulations, fire safety regulations.