07.08.2024

PUNISHMENTS IN THE WORKPLACE: REAL EXAMPLES AND LESSONS FROM PRACTICE

In the work process, discipline is essential to maintain order and efficiency. The law in Bulgaria provides for certain violations of labor discipline, for which employers have the right to apply disciplinary penalties.

Unfortunately, the imposition of disciplinary punishments, which are used as a tool to resolve personal conflicts and control unhealthy relationships between employee and employer, is still abused in Bulgaria. In general, this type of punishment has a completely different purpose to be regulated by legislation.

Discipline in the workplace is an essential element for maintaining order and efficiency in the work environment. The imposition of penalties for violations of labor discipline aims to ensure that workers fulfill their duties and comply with the organization's rules and procedures. Strict adherence to work discipline often results in higher productivity and more efficient use of work time. In some theories, it is believed that workers who are accustomed to certain standards and rules are more likely to work more efficiently.

Uncontrolled disciplinary violations can have a negative effect on the business, including loss of productivity, negative impact on the image of a company, including financial losses. The imposition of penalties is intended to prevent and correct such situations.

Some disciplinary infractions, such as failure to follow safety rules, can put workers' health and safety at risk. Penalties serve to ensure compliance with these rules and to protect the working environment.

According to the law, violations that may lead to disciplinary sanctions are the following:

1. Being late, leaving work early, not showing up for work or not compacting working hours:

Example: A worker or employee is frequently late to work without providing a reasonable explanation or supporting document. This breach causes workflow disruption and can affect team productivity.

2. The employee's or employee's appearance at work in a condition that prevents him from performing his assigned tasks:

Example: A worker or employee comes to work in an intoxicated state and cannot perform his responsibilities. This type of violation can lead to serious or even dangerous situations in the workplace.

3. Non-fulfillment of the assigned work, non-compliance with technical and technological rules:

Example: A worker or employee does not follow established procedures when working with complex equipment. This type of violation can lead to danger to the life and health of workers, as well as to technical problems and loss of time and resources.

4. Production of low-quality products:

Example: A worker or employee does not strictly follow the quality standards in the production of a product. This type of violation leads to a loss of company reputation and possible claims by customers.

5. Failure to comply with the rules for health and safety at work:

Example: A worker or employee does not wear the prescribed protective equipment when working with hazardous substances. Such a violation can lead to serious health problems and even legal prosecutions.

6. Failure to comply with the legal orders of the employer:

Example: A worker or employee refuses to follow clearly stated instructions from management. This type of breach makes the internal functioning of the organization difficult.

7. Abuse of trust and damage to the good name of the enterprise, as well as dissemination of confidential information about it:

Example: A worker or employee spreads through the company's official communication channels false rumors about the company and the management, which may lead to damage to the company's reputation and loss of markets.

8. Damage to the employer's property and waste of materials, raw materials, energy and other means:

Example: A worker or employee does not follow the rules for the use of equipment, which leads to frequent breakdowns and unnecessary repair costs.

9. Non-fulfilment of other labor obligations provided for in laws and other normative acts, in the rules for the internal labor regulations, in the collective labor agreement or determined at the origin of the employment relationship.

Example: A worker or employee ignores new legal provisions related to the protection of personal data of customers, which can lead to legal problems for the company.

Using these examples, employers can more easily understand and apply disciplinary sanctions when violations of labor discipline occur in their organizations.

Reference:

Art. 187, art. 188, art. 194, Art. 193, Art. 221 of the Labor Code