Yangi Mehnat kodeksida mikrofirmalarga berilayotgan imkoniyatlar

Mikrofirma deganda ishlab chiqarish tarmoqlaridagi, band boʻlgan xodimlarining oʻrtacha yillik soni koʻpi bilan 20 kishi boʻlgan yoki xizmat koʻrsatish sohasidagi va ishlab chiqarish bilan bogʻliq boʻlmagan boshqa tarmoqlardagi, band boʻlgan xodimlarining oʻrtacha yillik soni koʻpi bilan 10 kishi boʻlgan yoki ulgurji, chakana savdo hamda umumiy ovqatlanish tarmoqlaridagi, band boʻlgan xodimlarining oʻrtacha yillik soni koʻpi bilan 5 kishi boʻlgan yuridik shaxs tushuniladi.
Yangi Mehnat kodeksida mikrofirmalardagi mehnatning alohida hususiyatlari va qoidalari nazarda tutilgan boʻlib, bu normalar Kodeksning 29-bobi 1-paragrafidagi 504, 505 va 506-moddalari oʻz aksini topgan.
Mehnat kodeksiga kiritilgan bu normalar mikrofirmalar egalariga va rahbarlariga anchagina qulaylik beradi.
Birinchidan, mikrofirmalar uchun baʼzi bir ichki hujjatlarni tasdiqlash majburiy boʻlmaydi. Misol uchun, mikrofirmalar ichki mehnat tartibi qoidalari, mehnatga haq toʻlash toʻgʻrisidagi nizom, mukofotlash haqidagi nizom, smenalar jadvalini va boshqa shunga oʻxshash hujjatlardan toʻliq yoki qisman voz kechishga haqli.
Ikkinchidan, mikrofirmalar ishga qabul qilinayotgan shaxslar bilan oʻzaro kelishuv asosida muddatli mehnat shartnomalari tuzishlari mumkin, garchi bu shaxs bajaradigan ish va uning hususiyati muddatli xarakterga ega boʻlmasa ham.
Uchinchidan, mikrofirma xodimning mehnat sharoitlarini oʻzgartirmoqchi va ish beruvchining boshqa joyga koʻchishi munosabati bilan joyni oʻzgartirmoqchi boʻlsa, xodimni kamida 1 oy oldin yozma ravishda xabardor qilishi lozim boʻladi. Boshqa umumiy holatlarda va boshqa korxonalarda bu muddat kamida 2 oyni tashkil qiladi.
Toʻrtinchidan, mikrofirma xodimi ish beruvchi boʻlgan mikrofirmani 7 kalendar kun oldin yozma ravishda ogohlantirib, oʻz tashabbusiga koʻra mehnat shartnomasini bekor qilishga haqli boʻladi. Boshqa umumiy holatlarda bu muddat 14 kalendar kunni tashkil qiladi.
Beshinchidan, mehnat shartnomasini intizomiy jazo sifatida bekor qilishga asos boʻladigan mehnat vazifalarini bir marta qoʻpol ravishda buzilishlar roʻyhati xodim bilan tuzilgan mehnat shartnomasida belgilab olinishi mumkin. Bilasiz, umumiy holatlarda bular korxonaning ichki mehnat tartibi qoidalari bilan belgilab olinadi.
Oltinchidan, mikrofirma raxbari oʻz xodimi bilan tuzilgan mehnat shartnomasini Mehnat kodeksida nazarda tutilgan asoslardan tashqari mehnat shartnomasida nazarda tutilgan asoslar boʻyicha ham bekor qilishga haqli boʻladi. Masalan, mikrofirma xodimi bilan tuzilgan mehnat shartnomasida korxonaning ogʻir moliyaviy ahvolga tushib qolishi, yoki xodimning mehnatiga zarurat qolmaganligi kabi holatlarda mehnat shartnomasi toʻgʻridan-toʻgʻri shu asoslar bilan bekor qilinishiga oid murakkab boʻlmagan shartlar nazarda tutilishi mumkin boʻladi.
Yettinchidan, mikrofirma xodimini mehnat shartnomasini bekor qilish toʻgʻrisida ogohlantirish muddatlari, shuningdek mehnat shartnomasi bekor qilinganda toʻlanadigan ishdan boʻshatish nafaqasini hamda boshqa kompensatsiya toʻlovlarini toʻlash hollari va miqdorlari bemalol mehnat shartnomasida belgilab olinishi mumkin. Bunday shartlar va bu kafolatlar agar mehnat shartnomasida koʻrsatilmagan boʻlsagina, Mehnat kodeksi hamda mehnat haqidagi boshqa huquqiy hujjatlarda koʻrsatilgan kafolatlar qoʻllanadi.

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