1. General provisions.

1.1. Internal labor regulations (hereinafter referred to as the rules) are a local regulatory act that determines the procedure for developing, amending, approving an employment contract, observing labor discipline, and using working and weekend time.

1.2. The rules are mandatory for all employees of Vocational School №1 of the city of Nukus (hereinafter referred to as the institution), including management and employees working under an employment contract.

1.3. The rules come into force on the date of their approval and are valid until changes are made.

1.4. Compliance with the rules is the responsibility of both management and employees. Failure to comply with the rules entails disciplinary liability in accordance with the law.

  1. Responsibilities of the institution’s management.

2.1. The main responsibilities of the institution’s management include:

  1. a) organizing the proper conduct of the work of the institution, creating proper working conditions for employees;
  2. b) ensuring safe and healthy working conditions;
  3. c) development of the remuneration system, increasing the material interest of employees;
  4. d) timely payment of wages twice a month (advance payment – on the 15th of the current month, final payment – on the 5th of the next month);
  5. e) ensuring strict compliance with labor regulations, applying disciplinary measures to violators;
  6. f) systematic compliance with all requirements of labor legislation and institutions for advanced training;
  7. g) creating conditions for the performance of duties by employees, assistance in establishing a business-like and demanding attitude, timely consideration of employee proposals, informing about the state of affairs in the institution.
  8. Working time and rest time.

3.1. Working hours in an institution for various categories of workers are established as follows:

  1. a) for full-time teachers (800 hours), working hours are 36 hours per week (18 hours of teaching and 18 hours of teaching work);
  2. b) for technical workers – 40 hours per week;
  3. c) for workers from 16 to 18 years old – 36 hours;
  4. d) for disabled people of groups I and II – 36 hours;
  5. e) for workers certified according to the indications of the Ministry of Labor and the Ministry of Health of the Republic of Uzbekistan – no more than 36 hours per week.

Working hours for different categories of employees are set separately and may vary depending on specific working conditions. Teaching staff have specific schedules for starting and finishing work, as well as lunch breaks. Technical workers can take advantage of lunch breaks and the end of the working day in accordance with established times.

3.2. The management of the institution monitors compliance with the arrival and departure schedules from work. In special cases, such as the presence of a child under 12 years of age or a person in need of medical care, working hours may be reduced.

3.3. Part-time or part-time workers can expect prorated pay and rights.

3.4. For certain categories of workers, duty schedules on holidays and weekends may be established, agreed upon with the Committee on Initial Professional Training.

3.5. Employees are required to perform their duties in accordance with the requirements of the law and the employment contract.

3.6. Payment for holidays and weekends is carried out in accordance with the labor legislation of the Republic of Uzbekistan.

  1. Responsibilities of employees.

4.1. The main responsibilities of workers include:

  1. a) compliance with labor discipline, execution of orders and instructions from management;
  2. b) constant improvement of professional level;
  3. c) preservation of material assets and documents;
  4. d) preventing actions that could harm other employees or violate labor rules;
  5. e) maintaining ethical standards, respect for students and colleagues, respect for cultural and national traditions.
  6. Reasons for concluding, amending and terminating an employment contract.

5.1. The conclusion and amendment of an employment contract is carried out in accordance with the legislation of the Republic of Uzbekistan. Contracts can be open-ended or fixed-term, depending on the type of work.

5.2. The employee reads the employment contract and signs it. The agreement comes into force from the moment of signing.

5.3. If necessary, a probationary period may be established to assess the employee’s qualifications.

5.4. An employee may be assigned to additional duties in agreement with management.

5.5. Changes to the employment contract can only be made by agreement of the parties.

5.6. If necessary, the employment contract may be terminated on the grounds provided for by law.

5.7. All types of employment contracts can be changed or terminated in accordance with the established procedure.

5.8. The employee has the right to terminate the employment contract with 2 weeks notice and receive payment.

5.9. An employment contract can be terminated at the initiative of management under certain conditions.

5.10. Upon termination of the employment contract, full payment is made to the employee.

5.11. When terminating an employment contract, the grounds are indicated in accordance with the legislation of the Republic of Uzbekistan.

5.12. The work book indicates the date of termination of the employment contract and the reasons.

  1. Providing annual leave.

6.1. Provision of annual leave and payment is carried out in accordance with the legislation of the Republic of Uzbekistan. Teachers receive 48 days of leave upon completion of work for the academic year. Other employees receive vacation after 6 months of work.

6.2. Unpaid leaves are provided in accordance with the law and internal rules of the institution.

6.3. Leave may be granted in installments depending on working conditions and legal requirements.

6.4. Teachers and other employees may receive leave according to the approved schedule.

6.5. In exceptional cases, vacation may be postponed to the next year.

6.6. Employees may delay or reschedule leave in certain cases, such as temporary disability or other justifiable reasons.

6.7. In exceptional cases, employees may receive compensation for unused vacation.

6.8. The vacation schedule is established in agreement with the Initial Professional Training Committee.

6.9. Employees have the right to additional leave in the case provided for in the collective agreement and in other situations.

6.10. Annual leave is paid one day before the start of the leave. If the employee is not notified in a timely manner of annual leave or vacation pay is not paid before the start of the vacation, the period of annual leave will be postponed to another day at the request of the employee.

  1. Promotions

7.1. Employees are rewarded for achievements at work in the cases and forms provided for in the collective agreement. Special achievements may be awarded with state awards.

7.2. Employees who have been subject to disciplinary measures for violation of discipline cannot receive incentives during the period of application of these measures. Payment for work, bonuses and additional payments are not considered incentives.

 

  1. Responsibility

8.1. For violation of labor discipline, the following measures may be applied to employees:

– remark;

– a fine of 20% of the monthly salary;

– a fine of 30% of the monthly salary. Fines and other measures cannot exceed 50% of the employee’s monthly salary;

– termination of the employment contract.

8.2. Before disciplinary action can be taken, a written explanation is required from the employee. If the employee refuses to provide an explanation, a report is drawn up and disciplinary action is taken. Disciplinary action must be taken within one month of the violation.

8.3. One disciplinary measure is applied for each violation. Disciplinary measures cannot be taken more than a month after the violation, except in cases where a financial and economic audit is carried out, within two years after the violation. These time limits do not include the time when the criminal case was initiated.

8.4. An order is issued regarding the application of a disciplinary measure, which is brought to the attention of the employee with his signature.

8.5. The duration of the disciplinary measure is one year. If the employee does not receive other disciplinary action during this time, the employee will be excluded from being subject to disciplinary action. Disciplinary measures may be lifted before the expiration of the period at the initiative of the employee or at the request of the institution.

8.6. The head of the institution may review the justification for disciplinary action at the request of the employee and in accordance with the grievance procedures.

8.7. If the actions of an employee cause damage to the institution, an amount of damage is recovered from him in the amount determined from his salary.

8.8. The head of an institution may recover damages from an employee in the following cases:

– if the employee violates the conditions for granting leave;

– if the employee’s health impairment affects his professional activity or his health is subject to other damage.

 

  1. Procedure for handling complaints

9.1. Employees have the right to protect their rights under labor laws, including through the courts.

9.2. If an employee believes that his rights have been violated, he can submit a complaint personally or through a professional committee to the head of the institution, and the complaint will be registered.

9.3. After consideration of the complaint, the employee is provided with a written response within three working days.