PROCEDURE FOR EMERGENCY RELATIONS WITH THE HEAD OF THE ENTERPRISE OF THE INSTITUTION OR ORGANIZATION

Abstract

The relevance of the article is that newer forms of employee representation and participation add an additional dimension to the picture of labor relations in some countries. The system of labor relations establishes formal or informal basic rules for determining the nature of collective industrial relations, as well as the framework of individual labor relations between the employee and his employer. Complicating the situation at the end of management is additional players, such as temporary employment agencies, contractors and contractors, who may be accountable to employees without control over the physical environment in which the work is performed or the ability to conduct safety training. In addition, public and private sector employers in most countries are governed by separate legislation, and the rights and protections of workers in the two sectors often differ significantly. Moreover, the private sector is affected by international competition forces that do not directly affect public sector labor relations. The author explores approaches to understanding the concept of manager as a subject of organizational and managerial relations in labor law. It is established that the peculiarity of the emergence of legal relations with the head of the enterprise, institution or organization is that their emergence is based on a complex legal structure consisting of several legal facts. It is established that the head is endowed with limits of responsibility and also clear limits of action. It is concluded that in the framework of professional activity the head of the organization, enterprise or institution performs various generalized labor functions that have a very diverse nature, results and working conditions. In a particular organization, enterprise or institution, the head faces different tasks, which allows us to talk about the existence of a process of continuous improvement of its labor function, because there is a high organizational independence. However, in the performance of the job function, the manager should not expand the limits of his competence, as another feature is the increased limits of his responsibility.