A Disciplinary Responsibility By The Labor Legislation Of The Republic Of Uzbekistan

Mukhammadamin Karimjonov

doi:10.37547/tajpslc/volume03issue05-19

Abstract

The article is dedicated to the study of legal regulation of the institution of disciplinary responsibility and identify its main problems. The expediency of separation of general and special disciplinary responsibility is substantiated. The article analyzes disciplinary responsibility as a type of judicial responsibility, сoncept of labor discipline, disciplinary offense, systematic and a single flagrant violation by the worker of his labor duties, peculiarities of the application of disciplinary sanctions. There were developed both theoretical proposals and proposals for amending legislation on the legal regulation of disciplinary responsibility.

Highlights

Disciplinary responsibility represents a form of judicial responsibility specific to the labor law, containing the ensemble of the legal norms
General disciplinary responsibility is regulated by the Labor Code of the Republic of Uzbekistan and applies to all employees who have entered into an employment contract, except for those for whom special disciplinary responsibility has been established
Disciplinary sanctions can be applied for the violation, i.e. guilty unlawful failure or improper performance by the employee of his / her job duties

Summary

Introduction

Disciplinary responsibility represents a form of judicial responsibility specific to the labor law, containing the ensemble of the legal normsThe USA Journals Volume 03 Issue 05-2021 that define disciplinary deviations, establish the sanctions and regulate the background and procedural conditions for their application.Being specific to the work relation, the disciplinary responsibility occurs whenever an employee violates the obligation to respect labor discipline. General disciplinary responsibility is regulated by the Labor Code of the Republic of Uzbekistan (in the places – Labor Code) and applies to all employees who have entered into an employment contract, except for those for whom special disciplinary responsibility has been established.

Results

Conclusion