THE GROUNDS FOR TERMINATION OF AN EMPLOYMENT AGREEMENT INITIATED BY THE EMPLOYER IN THE CASE OF EMPLOYEE’S BREACH OF HIS OR HER EMPLOYMENT DUTIES, ACCORDING TO THE LABOUR CODE OF UKRAINE DRAFT BILL
Journal Title: Право та інновації - Year 2017, Vol 2, Issue 18
Abstract
Problem setting. With reference to the revitalization of the drafting the Labour Code of Ukraine bill (LC) process by Verkhovna Rada of Ukraine, the issues of the legal regulation of labour discipline, in particular the grounds for disciplinary dismissal – the termination of the employment agreement initiated by the employer in the case of employee’s failure to perform or improper performance of the employment duties, are extremely time-sensitive, because exactly this reasoning is the most painful probable scenario for termination of employment relations. In particular the dismissal for violation of labour discipline by an employee mostly often leads to discrimination of these employees at the next job placements. Serious attention is paid to the issues of legal regulation of the termination of the employment agreement in the LC draft bill, and ILO experts, in particular, stress the necessity to bring the draft bill in accordance with regulations of international law and European case law. Numerous, sometimes situational, amendments to the current Code of Laws on Labour, to this part, in particular, a significant extension of the grounds for termination of the employment agreement initiated by the employer, among other grounds the employee’s breach of his or her labour duties, either do not contribute to the accurate application of the regulations and the unity of judicial practice. These all requires a rethinking of the provisions regulating both the institution of labour discipline in general, and the provisions containing specific grounds for the termination of the employment agreement with the employee in the case of failure to perform or improper performance of his or her employment duties. Analysis of recent researches and publications. The following leading scientists in the field of the labour law have been engaged in the studies of disciplinary liability issues: O. T. Barabash, N. B. Bolotina, V. S. Venediktov, P. I. Zhyhalkin, M. I. Inshyn, P. D. Pylypenko, S. M. Prylypko, O. I. Protsevkyi, N. M. Khutoryan, O. M. Yaroshenko and others. Target of research. The purpose of the study is to comprehensively analyze, reveal the essence and peculiarities of the legal regulation of the termination of an employment agreement initiated by the employer in the case of employee’s failure to perform or improper performance of the employment duties, as well as making proposals on this issue to the Labour Code of Ukraine draft bill. Article’s main body. The article is devoted to the issues of legal regulation of termination of an employment agreement initiated by the employer, in case of employee’s failure or improper performance of the employment duties. The article provides a comparative study of the grounds and conditions for termination of an employment agreement in accordance with Art. 40 and Art. 41 of the current Code of Laws on Labour and the provisions of Art. 92 of the Labour Code of Ukraine draft bill (draft bill No. 1659 dated 27.12.2014), there are analyzed the theoretical and problematic issues of the practical application of such legal definitions as: shirking, systematic failure of employee to perform his or her employment duties, etc. The article formulates proposals for the improvement of the Labour Code of Ukraine draft bill. Conclusions and prospects for the development. If taking into account the proposals expressed in the article, these proposals will contribute to strengthening the legality in deciding whether to apply to an employee such disciplinary measures as dismissal from work, and will reduce the number of lawsuits concerning the reinstatement of employment.
Authors and Affiliations
D. M. Kravtsov
Keywords
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