Pravilniki

Pravilniki so pomemben ?len dobrega poslovanja vsakega podjetja, saj so z njimi podrobneje opredeljene pravice in dol?nosti tako podjetja, kot tudi zaposlenih. Od tega, kaj je zapisano v pravilniku je tudi odvisno, kako postopati v primeru kr?itev.

Nekateri pravilniki oziroma akti so po zakonu obvezni; ti so:?

• Akt o sistematizaciji delovnih mest,
• Izjava o varnosti z oceno tveganja?,
• Pravilnik o ugotavljanju alkoholiziranosti na delovnem mestu,
• Pravilnik o prepre?evanju trpin?enja (mobinga) na delovnem mestu,
• Promocija zdravja na delovnem mestu.

Vseeno pa dobra praksa ka?e, da je priporo?ljivo imeti ve? dobro urejenih pravilnikov; ?e na?tejem le nekatere:

• pravilnik o pla?ah in drugih prejemkih iz delovnega razmerja,
• pravilnik o poslovni tajnosti in varstvu osebnih podatkov,
• pravilnik o uporabi slu?benih naprav,
• pravilnik o urejanju delovnega ?asa,
• pravilnik o nadurah, dnevnicah in evidenci delovnega ?asa,
• pravilnik o prepovedi in ugotavljanju dela pod vplivom alkohola drog in drugih substanc.

Potrebno je vedeti, da morajo biti zaposleni seznanjeni s pravilniki in jim biti dostopni na na?in, da se lahko brez nadzora seznanijo z njihovo vsebino. Prav tako morajo biti seznanjeni s spremembami pravilnika.??

In ?eprav vsako podjetje ?eli pravilnike imeti urejene v upanju, da jih ne bo potrebno (prepogosto) uporabljati zaradi kr?itev oziroma sankcij, pa se pogosto izka?e, da so le ti pomanjkljivo zapisani – do tega neugodnega spoznanja po navadi pride, ko je kr?itev ?e storjena.

?e prika?em na enostavnem primeru: zaposleni uporablja slu?beni telefon za zasebne namene. Kaj boste storili, ko boste prejeli gromozanski ra?un za telefon, ker je zaposleni vsak dan klical naokoli za zasebne namene? Seveda ga boste na to opozorili. Vendar – na kaj se boste sklicevali? ?e posebej, ?e boste ?eleli, da del ra?una poravna sam – imate to zapisano v pravilniku? Je vedel, da se telefon uporablja samo za slu?bene namene? In kako boste to dokazali?

Tak?ne situacije, pa naj si bodo ?e tako banalne, se zelo hitro zapletejo. ?e je pravilnik slabo spisan (ali pa ga sploh nimate) pa je te?ava le ?e ve?ja?– in kako boste situacijo pravilno re?ili? V primeru pravnega spora, pa ste brez pravilnika ?e vnaprej izgubili.

Zatorej, dobro spisani pravilniki so dober temelj vsakega podjetja - zato se obrestuje, da vlo?ite ve? ?asa in finan?nih sredstev v dobro spisane pravilnike. V nasprotnem primeru so posledice lahko velike, ki na dolgi rok porabijo ve? ?asa in sredstev, kot bi ?e bi ?e v osnovi oblikovali dobro podlago.

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Rules and regulations

Rules and regulations are an important part of good business practice for any company, defining in detail the rights and obligations of both - the company and its employees. Knowing what is written in the policy also determines how to deal with any breaches.

Some policies or acts are mandatory by law; these are:

• ???The Act on the systematisation of jobs,
• ???Safety statement with risk assessment ,
• ???The Workplace Alcohol Determination Regulations,
• ???Rules on the prevention of workplace bullying (mobbing),
• ???Health Promotion at the Workplace.

However, good practice shows that it is recommended to have a variety of well-organised regulations, to name only a few:

• ???Regulations on wages and other remuneration in the employment relationship,
• ???the rules on professional confidentiality and the protection of personal data,
• ???the policy on the use of official devices,
• ???the Working Time Regulations,
• ???the Rules on overtime, daily subsistence allowances and working time records,
• ???the Rules on the prohibition and detection of work under the influence of alcohol, drugs and other substances.

It is important to note that the regulations need to be known and accessible to employees in a way that allows them to familiarise themselves with their contents without supervision. They must also be aware of any changes to the Regulations.?

And while every company wants to have policies in place in the hope that they will not (too often) have to be used because of breaches or sanctions, it often turns out that they are inadequately written - this unfortunate realization usually arises after the breach has already been committed.

To illustrate with a simple example: an employee uses the company phone for private purposes. What are you going to do when you receive a huge phone bill because the employee has been calling every day for private purposes? Of course, you will bring it to his attention. But - what will you be referring to? Especially if you want him to pay his own part of the bill - do you have that written in your regulations? Did he know that the phone is only being used for work purposes? And how will you prove it?

Situations like this, however trivial, can get complicated very quickly. If the regulations are not well written (or you don't have any), the problem is even bigger - exactly how are you going to deal with the situation? In the event of a legal dispute, without a regulation, you've already lost.

Therefore, well-written regulations are a good foundation for any business - so it pays to invest more time and money in having well-written regulations. Otherwise, the consequences can be significant, consuming more time and resources in the long run than if you had built a good foundation in the first place.