Post by joita9865 on Oct 19, 2023 3:26:49 GMT -5
The above regulation shows that when imposing disciplinary penalties, the employer is bound by two deadlines, i.e.: one-week deadline - the penalty cannot be imposed after weeks from the employer becoming aware of the breach of employee duty; three-month deadline - the penalty cannot be imposed after months from the date of committing the violation. IMPORTANT - the deadline of weeks is counted from the day the employer becomes aware of the breach of duty, while the deadline of months is counted from the date of actual breach of employee duty by the employee.
As a rule, the employee's hearing must precede the imposition of a disciplinary penalty on him. The philippines photo editor institution of "hearing the employee" is intended, on the one hand, to objectify the superior's decision, and on the other hand, to enable the employee to provide explanations on an issue that is important to him before initiating formal proceedings. A formally defective application of a penalty without a prior hearing results in the need to revoke it [judgment of the Court of Appeal in Katowice of March.
Thus, the inability to hear the employee due to his absence from work affects the commencement or suspension of the two-week period. Therefore, despite the employer becoming aware of the breach of the employee's obligation, the two-week period for imposing a penalty does not start, and the commenced period is suspended until the day of reporting. employee to work if it is impossible to listen to the employee due to his/her absence from the workplace.
As a rule, the employee's hearing must precede the imposition of a disciplinary penalty on him. The philippines photo editor institution of "hearing the employee" is intended, on the one hand, to objectify the superior's decision, and on the other hand, to enable the employee to provide explanations on an issue that is important to him before initiating formal proceedings. A formally defective application of a penalty without a prior hearing results in the need to revoke it [judgment of the Court of Appeal in Katowice of March.
Thus, the inability to hear the employee due to his absence from work affects the commencement or suspension of the two-week period. Therefore, despite the employer becoming aware of the breach of the employee's obligation, the two-week period for imposing a penalty does not start, and the commenced period is suspended until the day of reporting. employee to work if it is impossible to listen to the employee due to his/her absence from the workplace.