Typically, the workbook displays information about employment, awards and rewards. Is a reprimand recorded in the work book? It is not legally prescribed that this type of recovery is recorded in the document. An exception is the dismissal of an employee.
The concept
A reprimand is considered one of the types of disciplinary sanctions. It can be declared in the case when the employee does not fulfill his labor obligations.
Having got a job, a citizen is obliged to familiarize himself with all the internal local acts of the enterprise against signature. And in case of violation of these rules, an employee may be reprimanded. When imposing a sentence, the place of violation, the date and time, and also the reason must be indicated.
The reasons
Labor legislation distinguishes between three types of penalties:
- comment;
- rebuke;
- dismissal.
Other species do not exist. Accordingly, the employer does not have the right to impose penalties on other types of penalties. If the employee has committed a violation, the employer must consider the following:
- severity of misconduct;
- circumstances leading to the incident;
- information about previous jobs;
- personality traits and employee attitude to work in general.
The following factors lead to punishment:
- absence from the workplace;
- being at work while intoxicated;
- refusal of medical examination to confirm suspicion;
- refusal to pass a safety exam.
The reprimand itself is not recorded in the work book, but if a situation arose that the reprimand led to the dismissal, then in this case the employee is dismissed under the article.
Formalities
If the employer has discovered violations on the part of the employee, the first thing to do is to take an explanatory note with him detailing the reasons for the violation. If the employee does not want to write an explanatory note, it is necessary to draw up an appropriate act. If the employee refuses to draw up an explanation in writing, the manager can still impose a disciplinary sanction.
For this, a punishment order is issued, with which the employee also needs to be familiarized with the signature no later than three days from the date of its release. If there was no such action on the part of the employer, the employee can challenge the sentence within 90 days by going to court or to the labor inspectorate.
Each manager must remember that a reprimand is entered into the work book, which led to the termination of the employment contract with the employee. If the employee is dismissed due to a violation of discipline, the authorized person must make an appropriate entry in the labor.
It is very important that the basis for dismissal does not contradict labor legislation and that the entire algorithm for detecting violations is observed.
What information is entered into labor
Consider what information should be indicated on the employment form. It reflects:
- Full information about the employee: details, date of birth, education and specialty.
- Work experience: places of work, transfers, dismissal.
- Information about the awards.
All the nuances of filling are indicated in the rules of the book. In addition, a ban on the entry of other information.
If an employee is dismissed under an article, then in this case, information on disciplinary action should be entered into the labor. Is a reprimand recorded in the work book? The year 2016 did not bring any obvious changes to the labor legislation on this issue. This means that, as such, a reprimand is not introduced into labor.
Where punishment information is displayed
Is a reprimand recorded in the work book? We found out that no. And in what documents then information about this disciplinary sanction is displayed?
Initially, information about the reprimand appears in the order, further information can be entered in:
- Personal card of the employee: as such there are no separate columns for penalties in the form, you can specify this information in the additional information section.
- Personal file: in this case, you can use a copy of the order.
- Characteristics of the employee: the fact of punishment may be reflected in the characteristics of the employee when moving to another place of work. But, if a year has passed since the collection, the employer does not have the right to indicate the fact of violation due to the expiration of the statute of limitations.
- Order on the results of the year and quarter: in this case, the question of depriving a particular employee of bonuses for the specified period will be raised.
So, based on what has been said, is the reprimand recorded in the work book or not? Legislatively approved that is not recorded. And this fact cannot be ignored when imposing a disciplinary sanction.
If the entry is made
In rare cases, when the employer is not aware of such a question, whether the reprimand is entered in the work book, he enters information about this penalty in the section on awards. In this case, the employee has the full right to ask the head to cancel such a record. In case of refusal, the employee may apply to the court, prosecutor's office or labor inspection. After applying to the employer, a decision is made to bring the form of labor in proper form. Based on this, entering information about the reprimand in the work book may have negative consequences for the organization and its leader, up to fines.
So, on the basis of all that has been said, it is possible to answer the question of whether the reprimand is recorded in the work book. No, this is prohibited by law. If the employer wants to reflect information about the reprimand, this can be done in those documents that are permitted by labor law.
The only type of penalty that is entered on the form is dismissal.