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In which cases is administrative liability applied in connection with the summarized recording of working time?
In which cases is administrative liability applied in connection with the summarized recording of working time?
Some of the amendments made to the Code of Administrative Offenses relate to labor legislation. Article 198.1.5 of the Code of Administrative Offenses has also been amended. According to the Law on Amendments to the Code, after the words “failure to comply” in Article 198.1.5, the phrase “, including the engagement of an employee in overtime work in violation of labor legislation requirements” has been added.
Thus, under Article 198.1.5 of the Code of Administrative Offenses, failure to comply with the normal labor and rest regime — including the engagement of an employee in overtime in violation of labor law — will be regarded as a breach of occupational safety regulations.
Let’s explain the requirements of the article: According to the 2025 production calendar approved by the Ministry of Labor and Social Protection, the annual working time norm is 1903 hours. However, according to the shift schedule prepared by the employer, the employee’s total annual working time amounted to 1910 hours. The employee’s extra 7 hours of work resulted solely from incorrect scheduling by the employer. This violation was detected by the State Labor Inspectorate. For involving an employee in overtime in violation of occupational safety rules, the employer may be fined from 500 to 1000 manats under Article 198.1.5 of the Code of Administrative Offenses.
Some of the amendments made to the Code of Administrative Offenses relate to labor legislation. Article 198.1.5 of the Code of Administrative Offenses has also been amended. According to the Law on Amendments to the Code, after the words “failure to comply” in Article 198.1.5, the phrase “, including the engagement of an employee in overtime work in violation of labor legislation requirements” has been added.
Thus, under Article 198.1.5 of the Code of Administrative Offenses, failure to comply with the normal labor and rest regime — including the engagement of an employee in overtime in violation of labor law — will be regarded as a breach of occupational safety regulations.
Let’s explain the requirements of the article: According to the 2025 production calendar approved by the Ministry of Labor and Social Protection, the annual working time norm is 1903 hours. However, according to the shift schedule prepared by the employer, the employee’s total annual working time amounted to 1910 hours. The employee’s extra 7 hours of work resulted solely from incorrect scheduling by the employer. This violation was detected by the State Labor Inspectorate. For involving an employee in overtime in violation of occupational safety rules, the employer may be fined from 500 to 1000 manats under Article 198.1.5 of the Code of Administrative Offenses.