Grounds of Liability in Labor Law: Theoretical and Legal Analysis

Abstract

Problem setting. In any society, actions are committed that are illegal and, accordingly, require the use of coercive measures or, in other words, measures of responsibility. The field of labor relations is no exception. After all, responsibility acts as a guarantor of the mandatory performance of the parties to the employment relationship with their obligations and compliance with the norms of the current legislation. Despite thorough research, liability issues in labor law have not lost their relevance. Analysis of recent researches and publications. A significant number of dissertations, monographs and periodicals are devoted to the issue of specifics of responsibility in labor law. Among them, we can highlight the scientific achievements of V. S. Venediktov, O. M. Lukyanchikov, I. V. Lazor, O. I. Protsevskii, S. M. Prilypka, N. M. Khutoryan, G. I. Chanysheva, O. V. Cherkasov, V. I. Shcherbiny, O. M. Yaroshenko and many others. Target of research. Therefore, the purpose of this study is to find out what are the grounds of responsibility in labor law and what is necessary for their practical implementation. Article’s main body. The article clarifies what are the grounds of responsibility in labor law and what is necessary for their practical implementation. Regarding the issue of the basis of disciplinary responsibility, the following is stated: (a) the current labor legislation should be supplemented with provisions on the basis of bringing an employee to disciplinary responsibility and contain a definition of a disciplinary offense; (b) only a disciplinary offense can be the basis of disciplinary responsibility; (c) the legislation must establish without appeal that a disciplinary offense is a culpable act or omission. Regarding the issue of the basis of material responsibility, the following is stated: (a) the basis of material responsibility is a labor offense that manifests itself as illegal actions or inaction within the framework of a single complex labor relationship; (b) such actions are of an illegal nature and are the result of culpable failure to perform or improper performance of labor duties; (c) the subject of material responsibility can be exclusively the employee and the employer; (d) non-performance or improper performance of labor duties has a cause-and-effect relationship with the damage caused. Conclusions and prospects for the development. In general, characterizing the grounds of responsibility in labor law, it is stated that they are divided into normative and actual. Normative grounds are determined by legislation and are necessary for the practical implementation of responsibility in labor law. There are two types of actual grounds for liability in labor law: disciplinary misconduct; labor and property offence. The practical part of the implementation of responsibility consists in imposing responsibility on the violator exclusively in the presence of the composition of a disciplinary offense or the composition of a labor property offense. An employee can be a subject of a disciplinary offense and a labor property offense, and an employer can only be a subject of a labor property offense. By their very nature, labor offenses are non-performance or improper performance of labor duties, which proves their existence exclusively within a single complex labor relationship.