Requirement the explanation of employee as a written condition for bringing disciplinary responsibility

Abstract

The article posed and solved the problem requesting the employee a written explanation as а condition for bringing disciplinary responsibility. It is shown that the articles 193 and 294 of the Labor Code of the Russian Federation does not currently give a direct answer, which allows to solve this problem. The author argues that reclamation of explanation can not be this condition in terms of the purpose and meaning of this legal action as a result of non-compliance with the conditions, providing an increase of probability of an informed decision by the employer, equal to the illegality of the decision, despite the fact that the decision itself in the
end can be justified. The article examines and refutes arguments against the stated positions, namely: 1) the argument that the employer acts as a quasi-judicial organization, the activities of which legitimately impose certain procedural requirements; 2) The argument that the vindication explanation reduces the risk of rendering unjustified decision and, consequently, the risk of litigation. As a result, it is stated that more reasonable it would be an admission then employer does not require from the employee a written explanation is not the violation of which must necessarily entail the illegality of the decision to impose a disciplinary sanction.

Keywords:

explanation of the employee, disciplinary responsibility, disciplinary procedure, labor discipline