The concept and principles of disciplinary liability

It is known for a long time that there is no work which could be done regardless of standing regulations and norms of behaviour. Each civilized country passes laws and other law acts defining order and discipline in the process of work. On 1st January, 2003, Labour Code came into force, labour law was reformed, institutes of labour law were newly regulated, the unified labour law codificated source was legitimated, in which the main European Union and International Labour Organization law acts and European Social Charter regulations were united. Right reglamentations in labour relations governed by law between employers and employees help to reach good work results, that are useful to employers and employees. Legal relations between employers and employees should be regulated ensuring social compromise, because it is known that those subjects’ economical position is not equal (an employee is a weaker side). That is the reason why legislators’ duty is to regulate disciplinary amenability relations in such a way that legal interests of employees would not be broken. Work is not distinguished from a person. It can not be realized through representatives. Labour rights and duties can only be realized by a person himself. Employee making an agreement obligates to meeting employer’s engagements and work discipline. Nonobservance of inner work order rules and official regulations or other legal acts make violation of discipline. Amenability is the consequence of any significant violation of law. Amenability is comprehended like a legal obligation for law subjects to guarantee the usage of labour rights of work indicating that unfullfilment of such duties will meet with the loss of appropriate rights. Violation of discipline brings a disciplinary amenability in labour law. Disturbers of discipline are disturbing offices, organisations and institutions attempts to solve economical, social, cultural and other problems. Disciplinary amenability as one of the sorts of amenabilities has some common features. However, that sort of amenability like other ones has got some differences. The most important problematic points related to concept of disciplinary amenability, main principles of it, sorts of disciplinary amenabilities, perspective of their development and other important questions of assurance of work discipline are analized in this research