Применение судами Российской Федерации Трудового кодекса РФ

О применении судами Рроссийской Федерации трудового кодекса Российской ФедерацииПосле введения в 2002 году Трудового кодекса по его применению у судов Российской Федерации возникали вопросы. Потребовалось разъяснить множественные проблемные моменты, возникающие при рассмотрении трудовых споров. Сделал это Пленум ВС Постановлением от 17 марта 2004 «О применении судами ТК РФ». В заключительном разделе документа приведён порядок вынесения решений, касающихся работников и их нанимателей в различных обстоятельствах.

Содержание постановления и подсудность ситуаций

Структура документа позволяет проследить весь путь действий стороны, в отношении которой нарушено право по восстановлению справедливости. Начинаются разъяснения с подведомственности и подсудности трудовых конфликтов, заканчиваются способами их разрешения. Основная часть рекомендаций о применении судами РФ Трудового кодекса РФ изложена по разделам базового документа:

  • Трудовой кодекс РФзаключение соглашения между работодателем и гражданином;
  • изменение условий договора;
  • прерывание контракта по следующим основаниям: инициативе сотрудника, отказа специалиста от продолжения деятельности в связи с преобразованием начальных заверений, соглашению сторон;
  • гарантии работникам при увольнении с подачи администрации предприятия;
  • расторжение трудового соглашения по инициативе нанимателя и подробности о дисциплинарных взысканиях;
  • оплата труда и ежегодные отпуска, отношение к забастовке.

Со времени издания документа его редакция изменялась трижды: последняя вариация — 24.11.2015 . Действующая версия излагается в порядке доступности его положений для восприятия гражданами в части актуальных вопросов трудовых взаимоотношений.

Исковое заявление

Исковое заявление принимается, если спор действительно вытекает из правоотношений, связанных с работой, а не из гражданских. Рассмотрению не подлежат тяжбы о предоставлении жилья или выделении необходимой для его приобретения суммы. Это положение действует и в случае, когда вопросы включены в условия трудового договора.

Заявление гражданина о восстановлении на работу адресуется в районный суд не позднее месяца со дня получения или отказа от увольнительного приказа (трудовой книжки). По другим индивидуальным спорам срок обращения — 3 месяца. От уплаты судебных расходов заявители освобождены.

Дела о восстановлении работника на предприятии рассматриваются не дольше 1 месяца, а других споров — двух, со дня получения обращения секретариатом. В обозначенные периоды входит и время подготовки к судебному разбирательству. Процессы со сложными обстоятельствами могут проводиться с назначением предварительного заседания, сверх установленных сроков.

Разъяснения по типичным трудовым спорам

Большинство конфликтов между работниками и администрацией предприятия происходит не при трудоустройстве и изменении контракта, а по вопросам оплаты и при увольнениях. Самый большой объём информации в Постановлении Пленума Верховного Суда РФ по трудовым спорам содержится в разделе о разрыве отношений со специалистом по инициативе работодателя. Восстановление неправомерно уволенных — основное направление толкований.

Ликвидация предприятия и сокращение численности

Для правильного разрешения заявлений сотрудников, уволенных в связи с прекращением деятельности фирмы, рекомендуется учитывать, что обязанность доказывания фактического отсутствия производства лежит на ответчике. Основанием расторжения договора по пункту 1 ст. 81 ТК РФ служит решение, принятое в законном порядке. В зависимости от статуса работодателя возможны варианты:

  • Статьи трудового кодекса РФюридическое лицо прекращает деятельность без вариантов перехода правопреемства (ст. 61 ГК РФ);
  • индивидуальный предприниматель самостоятельно выносит решение при банкротстве, отказе в продлении лицензии на соответствующий вид работы, истечении действительности свидетельства о госрегистрации;
  • физическое лицо без статуса ИП выражает ликвидацию фактическим прекращением своей деятельности.

Увольнение по сокращению численности допускается, если работник выразил письменное несогласие быть переведённым на другую вакансию нанимателя, подходящую ему по состоянию здоровья, квалификации и образованию, трудовому опыту. Обязанность руководителя — предлагать сокращаемому специалисту все имеющиеся в пределах территории предприятия свободные ставки.

Неоднократное неисполнение обязанностей

Увольнение по этой причине предусмотрено пунктом 5 ст. 81 (часть 1) Трудового кодекса. Повторение указанного нарушения — обязательное условие правомерности действия. На руководителя возлагается ответственность за предоставление доказательств фактического совершения проступка и сроков для наложения дисциплинарного взыскания. Нужно учитывать следующие обстоятельства:

  • Выговор от начальстванаказать за провинность можно в течение месяца после обнаружения нарушения начальником специалиста, независимо от полномочий получившего информацию лица в части применения взысканий;
  • в установленные 30 дней срока не засчитывают время болезни и всех видов отпуска работника, период согласования с профсоюзом или комиссией предприятия по трудовым спорам;
  • не прерывает месячного интервала отсутствие по причинам использования отгулов, вне зависимости от их продолжительности, в том числе при вахтовом способе работ.

К наказуемым нарушениям относится неисполнение без уважительных причин трудовых обязанностей: должностных и по контракту, правилам внутреннего распорядка, приказам руководителя. Отказ от непреложного для некоторых профессий медицинского обследования, от обучения и сдачи экзаменов по технике безопасности, если это предусмотрено порядком допуска к выполнению работ, также относятся к наказуемым проступкам.

Увольнение за прогул или грубое нарушение

Регламентируется расторжение договора по этому обстоятельству пунктом 6 ст. 81 Трудового кодекса, где приведён исчерпывающий перечень грубых нарушений. Если обращение о восстановлении происходит по случаю увольнения за прогул, учитывают несколько моментов. В частности, расторжение договора правомерно, если существует одно из следующих событий:

  • За что могут уволить сотрудникацелосменное (независимо от её продолжительности) или в течение четырёх часов подряд отсутствие сотрудника на работе;
  • самовольное использование отгулов;
  • прекращение контракта с неопределённым сроком действия без предупреждения нанимателя, а также до истечения регламентированных законом двух недель;
  • оставление работы без уважительной причины лицом, имеющим срочный трудовой договор, до его окончания.

Если спор связан с пребыванием гражданина в алкогольном или наркотическом состоянии, нужно иметь в виду, что увольнение может последовать даже в том случае, когда сотрудник от работы не отстранялся. В случае установления заседанием действительности факта проступка, когда при этом увольнение произошло без учёта принципов соразмерности и справедливости, исковое заявление может быть удовлетворено. Наложение наказания за провинность — компетенция работодателя: суд не вправе произвести замену увольнения другим взысканием.

Реализация судебных решений

Принятое Пленумом ВС РФ Постановление о применении Трудового кодекса определяет и особенности вынесения судами резолюций по спорным вопросам взаимоотношений работника и нанимателя. Сотрудник, уволенный безосновательно или с нарушением закона, подлежит восстановлению в должности. Обязательным является соблюдение следующих позиций:

  1. Наложение санкций и штрафовНевозможность восстановления из-за ликвидации предприятия. Действия суда — решение о неправомерности увольнения, требование в отношении органа, инициировавшего упразднение организации, выплатить заявителю среднемесячный заработок за период вынужденного прогула. А также признание работника покинувшим предприятие в связи с его ликвидацией.
  2. Срочный трудовой договор: если дата его окончания не наступила, суд восстанавливает заявителя на прежней работе. При истёкшем времени контракта, в решении отмечают незаконность увольнения и изменяют дату расторжения договора, формулировку основания излагают: по истечении срока соглашения.
  3. Взыскание в пользу заявителя среднемесячной заработной платы за время вынужденного прогула по письменному обращению гражданина может не сопровождаться его восстановлением на работе. Суд ограничивается решением о востребовании компенсации, изменении формулировки причины на собственное желание заявителя.

Размер среднего заработка определяется в соответствии со ст. 139 ТК. При начислении компенсации за вынужденный прогул в зачёт идёт выплаченное ему при увольнении выходное пособие.

Возмещение морального вреда делается в денежной форме. Величина суммы формируется соглашением сторон, при разногласиях размер вознаграждения определяется судом.

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