DISCIPLINARY RESPONSIBILITY OF CREDIT INSTITUTIONS EMPLOYEES

Abstract

The urgency of the research is due to existing features of implementing the institute of disciplinary responsibility in the field of labor and legal relations in credit institutions. The discipline of labor in credit institutions is developing in line with the trends characteristic of modern manufacturing process management. The general line is standardization of the manufacturing process to the extent that self-sufficient organizational forms that do not require manual control appear, following which is provided to the self-discipline of the employee (standard or matrix organizational solutions). Against the background of the ongoing changes, the issue of the employee's relative freedom and his responsibility to the employer, who no longer controls the labor process point-by-point – in the spirit of the industrial era, is raised. Despite the obvious features of labour organization for credit institutions employees, no special research has been conducted in the domestic legal science on the problems of implementing disciplinary responsibility. The author makes conclusions on the need to adopt a Labor Procedural Code, which will single out: the procedure for bringing to responsibility for misconduct committed under the conditions of the employer's current control over the quality of work and compliance with the process of its execution, as well as the specifics of bringing to responsibility for offense committed in conditions of relative freedom (without the employer's current control); forms of guilt as a mandatory sign of a disciplinary offense and the specifics of its definition if the employer's task involves an independent choice of its execution method (relative freedom of the employee); principles of proving guilt and innocence in examining the circumstances of a disciplinary offense; standardization disciplinary decisions, conditions and limits of its use; the procedure for using electronic document management in disciplinary proceedings; rules for interviewing third parties in disciplinary proceedings, rules for these persons' access to information about the state of affairs in the institution (or the entrepreneur, if he is the employer); rules for the protecting the information about disciplinary offenses, their circumstances, penalties applied.