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Work Organization Rules

Viimati uuendatud: 20.02.2017


Doubtful that an organization exists where members have not agreed how to act in unity, who shall share information with whom, or what someone is responsible for. The more an organization has members, the more specifically must the rules be defined that the organization leans on.

In employment relations, the employee is subject to the employer’s management and control, but this presupposes a specific order – the rights and responsibilities of employees and employer must be specified. Thus, work organization rules express the behaviour patterns of the employment relationship parties.

According to the Employment Contracts Act valid until July 1st 2009, the parties’ behavioural rules were determined with internal work procedure rules, the content of which was legally specified. The internal work procedure rules were approved at the Labour Inspectorate and then shared with employees, as legally prescribed.

The Employment Contracts Act valid from July 1st 2009 does not require establishing internal work procedure rules. §5 section 1 subsection 11 of the valid Employment Contracts Act obliges the employer to inform the employee about work organization rules by referring to them in the written employment contract.

The legal informing obligation is monitored by the Labour Inspectorate, but it does not require approval.

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