Up to the dismissal

Two reprimands for "improper" maintenance of an electronic journal

In the Golovinsky District Court, a second meeting was held in the case of contesting reprimands to the teacher of the history of the school 1315 Member of the Training Union "Teacher" Polina Kovaleva.

Polina Kovaleva spoke about the events preceding the trial in the program "Class hour of freedom". She shared the latest information in the public group "In defense of education!":

At the end of December 2015, the teacher was made with the frequency in
For several days, two reprimands for inappropriate in the opinion of the employer
Electronic magazine. At the same time, the court did not take into account the fact that after the unification of schools, Polina Kovaleva was left not only without an office, becoming a class teacher, but also without a laptop necessary for maintaining an electronic journal. Meanwhile, Articles 22, 212, 223 of the Labor Code of the Russian Federation provide for the obligation of the employer to ensure normal and safe working conditions at workplaces.

After unification of schools, the teacher was left without an office and without a laptop

According to Art. 209 of the Labor Code of the Russian Federation - a set of factors of the production environment and the labor process that affect the performance and health of the employee. There is no clear definition of what normal working conditions are. Article 163 of the Labor Code of the Russian Federation refers to these conditions, in which there is: - the good condition of the premises, structures, machines, technological equipment and equipment. This condition is characterized primarily
the normal condition of the equipment, the level of lighting, ventilation,
heating and other external factors in the workplace that affect the well -being and performance of workers;
- timely provision of technical and other documentation necessary for work.
- the proper quality of materials, tools, other means and objects necessary for the performance of work, their timely provision to the employee;
- working conditions that meet the requirements of labor protection and safety
production (sanitary-hygienic, socio-psychological,
aesthetic and other factors).

School 1315 does not have any documents governing the filling out of the electronic journal. In the job description submitted by the defendant, there are also no indications of
The need to fill out an electronic journal.
Contrary to all the plaintiff, the court decided to
refusal to fulfill the claims.

This court decision creates a precedent for imposing disciplinary sanctions up to the dismissal of the teacher for reasons not directly related to the quality of knowledge they received, as well as the teacher’s pressure by constant control of electronic documentation (over the past few months, the teacher of the teacher Kovaleva was checked several times a month, and sometimes a week, while the journals of other teachers only once a month). The magazine was checked by various employees of the school, and in the educational organization there are no regulatory documents governing these checks. Thus, this court decision also gives grounds for increasing inspections of teachers who are already too frequent.