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Why Do Lawyers Need PDF Software?
A completely "paperless" office may not become the immediate new reality for individuals, or commercial and government organizations.
14:45 04 August 2020
However, digital documents and pdf editor software are gradually displacing traditional paper counterparts, due to their accessibility and ability to save both time and space. To create electronic document management and integrate relevant documents into business processes, it is often necessary to digitize paper documents outside the office. In this case, ready-made pdf templates can significantly increase productivity by creating searchable digital documents. They take up a small amount of space, are flexibly adapted to any conditions, and can be stored in the cloud. One of the areas where pdf software will be useful is in audit and law firms.
For example, labor laws give the employer the right to penalize employees if necessary. To strengthen discipline, punitive action must be appropriately documented. Additionally, it will allow you to part with the employee legally in case of repeated violations. Lumin PDF contains thousands of high-quality legal documents like disciplinary action forms, e-contract agreements, and ready-made written warning templates, which can be prepared for your specific situation within a few minutes. All this can be done in the most powerful tool for working with Lumin PDF documents; all you have to do is select the desired document – that's it.
Numerous legal procedures have been digitized.
We'll consider the above mentioned disciplinary action form as an example. The purpose of this document is to improve the legal regulation of the use of electronic records in labor proceedings, as well as to ensure the possibility of using electronic documents as evidence in court. In practice, the employer often shows surprising ingenuity in imposing reprimands on a guilty employee. However, at the legislative level, there are only three types of punishment: warning, reprimand, and dismissal on appropriate grounds. Hence, the use of methods such as loss of bonuses, fines, etc., is illegal. The freedom of the employer, in this case, is limited to self-assessment of the severity of the violation and the choice of response from the three legal options offered. The most severe measure is dismissal. The law does not explain clear differences between warnings and reprimands, nor does it give precise definitions of these concepts. It is generally accepted that a reprimand is more severe than a warning.
Disciplinary punishment is applied as a retaliatory measure for a disciplinary misdemeanor committed by an employee, such as non-performance or inadequate performance of the employee resulting in the lack of completion of the duties assigned to them. In other words, any violation of the employee's obligations outlined in the employment contract, job description, or local regulations adopted by the organization may be considered a misdemeanor. The most common misdemeanors are:
- Violation of the work schedule (delays, absenteeism, a premature departure from work);
- Being at work in an altered state of consciousness (under the influence of alcohol, drugs and other substances)
- Failure to follow direct instructions from the management;
- Neglect of labor protection rules;
- Non-compliance of work results with the fixed quality criteria.
Virtually every company has its list of typical violations, determined by its specific guidelines.
What is disciplinary action form about?
For a punitive measure to have force, it is necessary for it to be documented. By law, a disciplinary action form is subject to two conditions. Firstly, the fact of the misconduct must be recorded in writing on the form. Secondly, a written explanation must be received from the employee. If, in the opinion of management, the explanatory note does not contain valid reasons, human resources will proceed to draw up a written reprimand. The order of disciplinary action is not determined by law. A correctly executed document contains:
- Brief description of misconduct;
- Indication of the measure of punishment;
- An indication of three working days as the period for acquaintance with the order on disciplinary sanction.