Order to start a service investigation. Order on conducting an official investigation at the enterprise sample

Not guilty until proven otherwise. If the position of the employer in the final act of the official audit turns out to be insufficiently reasoned, subsequently the court may take the side of the employee. Legally accurate and correct paperwork at different stages of the investigation will help you make an informed decision and calmly defend the interests of the company in the future.

Service investigation (service check) is a serious procedure. It is not started to prove minor violations. Often, it is enough to hold a preventive conversation with the violator of corporate peace. If there are suspicions that an employee caused significant material damage to the organization or used his official powers for personal gain, then it is worth moving on to strict measures. The fact of absenteeism is also confirmed by the results of the internal investigation.

In addition, the disciplinary offenses, which a special commission will undertake to check, include evasion of medical examination (for workers of certain professions) and passing in work time special training and passing exams on labor protection, safety and operating rules, as well as refusal to conclude an agreement on full material responsibility if this is the main labor function employee.

The Russian legislation lacks the concept of an official investigation as such. It can be considered part of a disciplinary proceeding, which describes in detail the procedure for bringing to responsibility for a disciplinary offense. An official investigation in a particular organization is governed by the rules of the internal work schedule and internal regulations (instructions, regulations).

It is important to know that conducting an internal investigation is an internal event. The employer can summon for "interrogation" the culprit, eyewitnesses of the incident and other employees, but only within the framework of his organization, department, institution, etc. Since the procedure is voluntary, employees have the right to refuse to participate. You cannot force employees to undergo a polygraph test or conduct searches and body searches without their consent. If an expert opinion is required for a business case, it is allowed to involve third parties (auditors, appraisers, medical professionals, engineers, etc.) on a contractual basis. The law also permits sending to government bodies and other organizations necessary for the investigation of inquiries.

Where does the internal investigation begin?

The main task of the employer when conducting an official investigation is to prove the fact of a disciplinary offense, to establish the employee's guilt and its degree, the nature and extent of the harm caused. Additionally, the reasons and motives for committing a disciplinary offense, mitigating and / or aggravating circumstances, the employer's ability to eliminate and prevent such violations are determined labor discipline, measures to hold persons accountable.

Before starting the official procedure, it is necessary to ensure that the fact of misconduct is documented. It is this document that serves as the basis for subsequent verification. This can be a memo from the head of a unit, department and / or immediate supervisor. As a rule, it is drawn up in paper form (see Sample 1), but it can also be issued in the form of an electronic document.

The service note must be accepted for execution and registered. From the moment when the incoming number on the journal of internal document flow and the date of acceptance are put on it, the countdown begins for the investigation. In addition to the memo, the following may become the basis for verification:

• the statement of the employee himself;
• counterparty claim or consumer complaint;
• act on the detection of shortage of goods;
• auditor's conclusion, inventory act;
• written and oral appeals of citizens, representatives of organizations, containing information about the employee's misdemeanor, etc.

One of these documents is enough to launch the internal investigation procedure. The starting shot for him is the order of the manager to conduct an audit or another authorized person responsible for making personnel decisions.

Who is involved in the internal investigation

Typically, security and / or internal audit is responsible for the due diligence. In small companies, these functions are often taken over by personnel service... As mentioned above, third-party specialists (lawyers, accountants, etc.) can also be involved for an official investigation. The investigation should involve the immediate superior of the employee in respect of whom it is being conducted. It is important to know that for the objectivity of the inspection, the immediate superior cannot be a member of the special commission. This requirement also applies to the leaders of the organization, making decisions on the issuance of a disciplinary sanction. Thus, the commission may include members of the security service and personnel, as well as the trade union organization. As a rule, it includes at least three people, headed by the head of the security service.

Timing of the investigation

One month - this is how much time is allotted by law to investigate the fact of violations of labor discipline. It is considered from the date of the decision (issuance of the order) to conduct an inspection. In the event that the investigation is carried out on the basis of a memo of any employee, then the check must be completed no later than one month from the date of submission of the document (Article 193 of the Labor Code of the Russian Federation). This period does not include the time of illness of the employee, his stay on vacation, as well as the time required to take into account the opinion of the representative body of employees, which in aggregate cannot exceed six months. A disciplinary sanction cannot be applied later than six months from the date of the misconduct, and based on the results of an audit, inspection of financial and economic activities or an audit - later than two years from the date of its commission. These terms do not include the time of the criminal proceedings.

Carrying out an internal investigation

After the commission was formed by the order of the head, the clarification of the circumstances of the violation begins. A written explanation is requested from the employee. At the place of residence of the employee, it is recommended to send a notification - by registered mail with attachment description or telegram (see sample 2).

From the date of receipt of the notification, two days are counted, during which the employee must give a written explanation. Failure to respond after this time is regarded as a refusal to cooperate with the investigation. An appropriate act is drawn up about the fact of refusal (see Sample 3).

The forms of these documents have not been established, but it is desirable that they be signed by all members of the commission. An employee can draw up a free-form explanatory note in compliance with general requirements office work. In the explanatory letter, the employee sets out his version of what happened, explains the circumstances and indicates the reasons for the misconduct (see Sample 4).

An explanatory note is a mandatory, but not always the only document of an investigation. The Commission may require copies or originals of other documents confirming the guilt or innocence of the employee. All received documents are numbered and filed into the file. In the final verification document, they are formalized as attachments.

Absence at work

If the employee does not go to work, then for each day of absence, an act of absence of the person at the workplace is drawn up. The act can be accompanied by circumstantial evidence, such as the fact of the absence of the employee's signature in the register of the arrival and departure of employees, information in electronic system access control of personnel, memorandums of colleagues and immediate supervisor, etc. The requirement to appear at work and provide an explanation for the absence is sent by registered mail with a list of attachments or telegram at the employee's place of residence, if he did not appear at the workplace for two days in a row. It is recommended that the waiting period for a reply be counted from the date of receipt of the letter or telegram. The employee can send his explanations in writing. If there is confirmation that the correspondence was not received by the addressee, the employer has the right to contact the police or send inquiries to hospitals. It is important to remember that if the reasons for failure to appear in court are recognized as valid, the employee will be reinstated and the employer will incur losses in the form of monetary compensation to the employee for the entire period of his absence from work.

Damage to property

According to the Federal Law of 06.12.2011 No. 402-FZ "On Accounting", an inventory is mandatory in case of revealing the facts of theft, abuse or damage to property. The inventory is carried out by the commission on the basis of the order of the head of the organization. Establishing the causes of the occurrence and the amount of material damage is mandatory before making a decision on compensation for damage by specific employees. In this case, the amount of damage is determined by actual losses based on market prices in effect in the area on the day it was caused (Article 246 of the Labor Code of the Russian Federation). But it cannot be lower than the value of the property according to accounting data minus depreciation charges. As a rule, to determine the size, employers invite independent appraisers or take data on the book value of the property.

Abuse of authority

In order to identify the fact of abuse of power, an audit is carried out or independent auditors are involved. Their services may be needed to establish, for example, the validity of the release of goods, the transfer of property for rent at reduced prices, etc. For joint stock company and societies with limited liability the decision on the audit is made by the general meeting of participants (shareholders) legal entity in order to confirm the correctness of the accounting documentation, financial statements and the current state of affairs of the organization.

How to file the results of an internal investigation

The result of an internal investigation is a written opinion or an act (see Sample 5), drawn up on the basis of the collected materials. The conclusion consists of three parts: introductory, descriptive and operative:

• Introductory part contains the fact of violation of labor discipline, the date of the violation, the period of the investigation and the composition of the commission.
• Descriptive part details the evidence from the investigation.
• The operative part- this is a summary: who exactly and what exactly is guilty, do you have this employee similar penalties not removed.

At the end, there is a list of annexes to the final act of the commission:

• service notes on the discovery of the fact of a disciplinary offense, acts of the absence of an employee, other documents that are the basis for an investigation;
• a targeted request to submit explanations, documents confirming the direction (delivery) of this request, an employee's explanatory note (or an act of refusal to submit it);
• reports, service and explanatory notes officials and eyewitnesses to the incident;
• inventory act;
• auditor's opinion; opinions of independent experts, as well as testimony of special technical means etc.

The document together with the annexes must be signed by all members of the commission. In office work, the final act is assigned serial number, the date of its compilation is indicated. It is the day of the end of the investigation. The document is approved by the head of the organization and certified by the seal.

Responsibility for disciplinary misconduct

The decision to bring an employee to disciplinary responsibility is made at the discretion of the employer. It must be accepted by the head of the organization within three days of the end of the investigation. Some employers limit themselves to mild measures of influence: conducting conversations, expressing censure, etc. The Labor Code of the Russian Federation provides for three types of punishment: reprimand, reprimand and dismissal on appropriate grounds. Other penalties cannot be applied to an employee, with the exception of employees who are subject to special charters and regulations on labor discipline (part 5 of article 189 of the Labor Code of the Russian Federation).

The heads of the organization or its structural unit or their deputies are subject to mandatory disciplinary proceedings for violation of labor legislation and other acts containing norms labor law, conditions of the collective agreement, agreement. If the fact of violation was confirmed during the audit, the official should be brought to disciplinary responsibility up to dismissal (Article 195 of the Labor Code of the Russian Federation).

Decision on disciplinary action drawn up by an order (see Sample 6), which identifies the perpetrators officials, the penalties imposed and the grounds for the decision.

Only one disciplinary sanction may be applied for each disciplinary offense. To record official investigations and their results in paper or in electronic format a Internal Investigation Record is maintained (see Exhibit 7). It is advisable to keep all investigation materials filed in separate cases or in one case and place them in chronological order.

In accordance with Art. 193 of the Labor Code of the Russian Federation, the employee must be familiarized with the order on the application of a disciplinary sanction within three working days of the day of its publication, not counting the time of his absence from work. In case of refusal of the employee, an appropriate act is drawn up. Art. 248 of the Labor Code of the Russian Federation established that an order to recover from a materially responsible person the amount of damage caused is issued no later than one month after the employer finally establishes its size.

ATTENTION! It is advisable that the employee familiarizes himself with the entire package of documents against signature. In the future, this may prevent the employee from filing a claim, since he knew in advance the reasoned position of the employer.

If, in the course of the official investigation, signs of corpus delicti were found (for example, the employee used his official powers in order to derive personal gain), it is necessary to name them and make suggestions to the head of the organization to consider the issue of initiating a criminal case.

T.V. Voitsekhovich

To achieve the proper level of labor discipline, the employer needs to respond in a timely manner to ignoring the established order within the business entity. In this, the manager is assisted by the labor legislation of the country where the efficient system influence on subordinates when they commit various violations. This article will pay attention to such a concept as a service check. It is necessary to determine its main elements, as well as find out exactly how an order for an official check should be drawn up.

Differences between an official audit and an official investigation, the grounds for conducting

The current legislation has a clear definition and mechanism for the application of disciplinary sanctions. It is known that a check, in particular, the receipt of a written explanation, must precede the punishment.

If the employee did not provide an explanation, this does not mean that the disciplinary sanction cannot be applied. If the required document is not provided within two days, the employer draws up an appropriate act.

The employer needs to prove that the subordinates really committed a gross violation of the established rules of conduct or the requirements of the job description. At the same time, the manager must document this fact by taking a set of measures aimed at establishing the reasons.

This set of measures is called an internal investigation. The basis for its start will be the fact of violation of labor discipline, resulting in material damage to the enterprise.

In fact, the reason for the audit may be a shortage in the inventory or even a client's complaint about the work of one or another employee.

At the same time, there is such a thing as a service check. Having two definitions, the question arises, which one should be applied?

The concept of internal audit and internal investigation can be found in Federal law No. 79 "On the passage of civil service" from 27.07.2004, as well as in the departmental documents of various government agencies and services. Activity non-profit organizations usually implies a wider range of disciplinary sanctions, in connection with which the conduct of an internal audit must follow a strictly established procedure.

However, if we are talking about commercial organization, then labor legislation the obligation to conduct an official investigation is established (Article 247 of the Labor Code of the Russian Federation). In addition, an inspection must be carried out in the event of damage to the health of workers in the course of work activities, for example, in an accident at work.

The main tasks of the check are:

In general, the concepts of internal audit and internal investigation have a common essence. Their ultimate goal is a legally competent analysis of emergency situations and bringing the perpetrators to justice, as well as compensation for harm. In a specific case, the enterprise should use the wording that is indicated in its local regulatory framework.

Execution of an order for an official check

In order to protect its interests, the enterprise must reflect the committed actions in the documents being drawn up with the highest quality. Especially when it comes to the possible application of a disciplinary sanction.

When drawing up an order for a service check, it is necessary to take into account organizational form enterprises. If a sample is indicated in the departmental document regulating the conduct of inspections, then deviation from it is unacceptable.

An example of registration will be given below in the event that the company does not have a clear form of an order for an official check.

Such a document is drawn up on letterhead organization, where its full name, address, identification number, and so on should be located.

The document should be given a title, date and registration number, which will be assigned after signing.

In the introductory part of the document, on the left, a short preamble should be written. The events that served as the basis for drawing up the order are described below. If we are talking about a memorandum of the head of a structural unit, it is recommended, in brackets, to indicate its registration number and the date of preparation.

Usually one of the points is the formation of a commission. At the same time, the chairman of the commission is appointed and its members are determined. As a rule, it includes a lawyer, an accountant, as well as a person responsible for the internal security of the enterprise.

The number of commission members is also determined by the LNA of the enterprise. Depending on the specifics of the activity, the commission may include representatives of other professions, as well as the trade union.

You should also not forget about the time frame in which the company needs to invest. In the order, one of the points must specify a specific date by which the inspection materials must be submitted to top management.

Verification should be carried out immediately upon receipt of a violation. The Commission should adhere to the one-month deadline to implement the set of required measures.

If the company needs to conduct an official check on the information specified in the client's complaint, then in addition to the described points, the provision of a written response to the written appeal will serve.

The manager should receive a response no later than one month from the date of receipt of the complaint.

Sample order for a service audit

In practice, the situation will be analyzed in which the head of the warehouse of the enterprise violated the requirements of his job description. Such a misconduct entailed causing material damage, and the head decided to conduct an official check.

Taking into account the above requirements, the completed version of the order for an official check will be as follows:

Limited Liability Company "Proton"

TIN No. 123456789, Yaroslavl, st. South23

Order No. 24-k

06/07/2016 Yaroslavl

"On carrying out an official check"

For the purpose of objective and comprehensive verification of the facts set forth in the memorandum of the head of the department of material and technical supply of LLC "Proton" II Ivanov. (input No. 34 of 06/01/2016) on the fact of violation of labor discipline by the head of the warehouse of Proton LLC P.P. Petrov,

I ORDER:

1. Create a commission for conducting an internal audit consisting of:

• Chairman of the Commission: Head of the Security Department Sidorov S.S.

Commission members:

- Chief legal department Mikhailov M.M.

- Head of the personnel department A.A. Aleksandrov

— Chief Accountant Sergeev O.A.

1. The results of the check should be submitted to the director of Proton LLC for consideration by 01.07.2016.
2. I reserve control of this order

Director of Proton LLC Aleksandrov A.A.

After making sure that the drawn up document is correct, you should transfer it for signing to all members of the commission, as well as to the head of the enterprise. Only after his visa is the document subject to registration in the appropriate journal, after which a copy of it is transferred to the chairman of the commission, and the original is kept in the personnel department.

In conclusion, it is necessary to additionally focus the employer's attention on the requirements of internal local legal acts. The proceedings on the fact of violation of labor discipline should be carried out strictly in the manner established by the relevant regulation adopted by the business entity. If, based on the results of the inspection, the employee goes to court, then deviation from the established norms may negatively affect the outcome of the proceedings (not in the direction of the employer).

An official check is a special kind of event, which should restore order and discipline in the enterprise.

What is a service audit?

An official check is an investigation, during which the culpability of the employee, as well as the circumstances of the incident, is established. As a rule, it is carried out within public service... However, investigations can also be carried out in commercial companies. In this case, it is required to approve the corresponding local acts. Usually verification is carried out in large organizations.

IMPORTANT! Despite the fact that the law does not set out the procedure for an official investigation in commercial structures, it is important to conduct the event correctly. All stages of verification are documented. In the course, solid evidence of the employee's guilt must be found. If the basic rules are not followed, the worker against whom the investigation was initiated can contact the labor inspectorate.

Legislative justification

The law contains only the concept of verification, which is applied in relation to civil servants. All the nuances of the investigation are contained in the Federal Law No. 79 of June 26, 2017. Regarding inspections in the bodies of the Ministry of Internal Affairs of the Russian Federation, the order of the Ministry of Internal Affairs of March 26, 2013 No. 161 is relevant. All other features and circumstances of the check can be found in certain articles of the Labor Code of the Russian Federation.

When is the check carried out?

The investigation must be based on a specific reason. As a rule, these are the following circumstances:

• The employee committed a misdemeanor, the signs of which are set out in Articles 192-193, 195 of the Labor Code of the Russian Federation. The rationality of the investigation in this case is due to the severity of the consequences of the misconduct. For example, a check is carried out without fail when an employee is threatened with dismissal. It is relevant in case of absenteeism of an employee, small and large theft, disclosure of secrets.
• The worker is held liable. The grounds for attracting, as well as the procedure for collecting funds are set out in Articles 232-233, 238-250 of the Labor Code of the Russian Federation. If an employee is held liable based on the results of the inventory, there is no need to further investigate. It is replaced by verification by the appropriate commission.
• The employee has committed an act that may result in dismissal. The list of such acts is set out in Article 81 of the Labor Code of the Russian Federation. For example, this is an unreasonable decision of a manager, which entailed material damage to the company.
• The rules for drawing up an employment contract, which are fixed in article 84 of the Labor Code of the Russian Federation, were violated. For example, this is the incompatibility of the employee's duties with the medical contraindications he has.
• Circumstances in the presence of which an official investigation is stipulated in regulatory enactments. For example, this is when an employee is doing his job.

FOR YOUR INFORMATION! As a rule, an official check is carried out upon the fact of a disciplinary offense committed by an employee.

IMPORTANT! If the investigation is carried out in a commercial company, the reasons for the investigation should be stated in the appropriate local acts.

Basic Investigation Objectives

Consider the main tasks of conducting an audit in a company:

• Establishment of the fact of the commission of a guilty act, on the basis of which a disciplinary sanction was issued.
• Identification of the time and circumstances of the incident, analysis of the consequences, determination of the amount of existing damage.
• Search for an employee who has committed a disciplinary offense.
• Determination of the guilt of a person.
• Analysis of the motives of the misdemeanor, additional circumstances.

FOR YOUR INFORMATION! The head of the company is recommended to approve the recommendations for the preventive measures necessary to eliminate the causes that entailed the disciplinary offense.

The procedure for carrying out an official check

As a rule, information about a wrongful act is received first. Then the manager approves the decision to start a service audit. It is recommended to perform it within 3 days after the discovery of the offense. The check must be completed no later than 20 days from the date of its start. The investigation is carried out either by an employee specially appointed for this, or by a commission. It is carried out on the basis of an order or other administrative document, in which a number of information must be indicated:

• The reason for the investigation.
• Members of the commission, as well as its chairman.
• Powers of the commission.
• The time allotted for verification.
• Terms of sending documents on the results of the investigation to the head.

As a rule, the members of the commission are employees of the personnel department, representatives of security and finance departments. The chairman is responsible for the work of the commission.

To participate in the commission, you should not involve the guilty person, his relatives or subordinates. This can lead to biased results of the investigation.

ATTENTION! The order to start an official investigation must be signed by all members of the commission, as well as by the person whose guilt is established.

Rights and obligations of members of the commission

Commission members have the following rights:

• Calling employees to your place and receiving explanations from them in writing.
• View documents that are relevant to the case.
• Requesting the necessary documents.
• Getting expert advice.

The members of the commission also have responsibilities:

• Implementation of measures to clarify all the circumstances of the case.
• Consideration of statements that relate to the incident.
• Ensuring confidentiality.
• Drawing up an act on the results of the investigation.
• Documentation of all stages of verification.

All rights and obligations of the participants are due to the need to quickly and efficiently conduct an audit.

Rights of the alleged perpetrator

The person in respect of whom the official investigation is carried out is also endowed with a number of rights:

• Writing your point of view on the misconduct.
• The requirement to attach documents confirming the employee's position to the case file.
• Submission of an application for the exclusion of a certain participant from the commission with the justification of this request.
• Acquaintance with the materials collected on the case.

An employee has the right to defend his position, make arguments in his favor.

IMPORTANT! The guilty person may refuse to submit an explanation in writing. In this case, an act is drawn up, which indicates the employee's refusal to explain.

The final part of the service check

At the end of the check, it is required to draw up an act outlining the results of the investigation. In particular, the document contains the following information:

• Members of the commission and its chairman.
• Information about the unlawful act.
• Information about the allegedly guilty person.
• The reasons for what happened.
• Information about the extent of the employee's responsibility for what happened.

A number of documents are attached to this opinion. This can be an order to conduct an investigation, a characterization of an employee, an explanation of what happened, other papers.

Proceedings are conducted when a serious disciplinary violation by an employee is identified. For example, in the following cases:

• in the absence of a worker at the workplace for more than 4 hours without good reason(i.e.);
• when the facts of the organization are revealed;
• if an employee, etc.

During SR, the degree of a person's guilt in what happened is established and the circumstances that prompted him to behave in a bad way are revealed.

The rights of the employee in respect of whom the proceedings are being conducted are enshrined in the organization's instructions for conducting official investigations. But there are general provisions arising from human and civil rights. The investigation must be objective and independent, respecting the interests of the employee being investigated. This means that the employee has the right to testify, change them, provide evidence of his innocence, get acquainted with all the documents in relation to him that will be collected during the check.

Terms of the SR

Terms of conducting an official investigation on labor code not installed. Usually, the term for the proceedings is enshrined in the local acts of the organization and does not exceed the terms according to the Labor Code of the Russian Federation.

According to generally accepted practice, the inspection period should not exceed one month. The exception is the periods when the employee is on sick leave, on vacation, on a business trip. In case of violation of the SR terms, the guilty employee is automatically released from disciplinary responsibility.

Checking procedure

The algorithm of actions is as follows:

1. The leader issues an order

To initiate the SR, the employer issues an order.

By this order, the employer collects a commission with the participation of at least three people. Most often, it includes employees of the security service of the enterprise, personnel officers, accountants and lawyers, and members of the trade union.

2. The Commission collects information

The created commission begins to collect information that allows you to confirm the fact of the misconduct by an employee of the organization. The main sources of information that allow detecting violations are the following documents:

• service note;
• the statement of the employee himself;
• customer complaint;
• inventory act, etc.

3. The commission requests an explanatory letter from the employee

The Commission, by means of a notification, is obliged to request a written explanatory letter from the person in respect of whom the internal check is carried out. It must be provided within two days from the date of receipt of the notification.

If the employee does not want to explain the act or refuses to receive a notification, the members of the commission draw up an act of refusal to give an explanation.

4. An act is drawn up

At the end of the event, an official investigation report is drawn up at the enterprise. It is issued in any form.

A sample of an official investigation report at an enterprise contains the following information:

1. Name of the document, place and date of its preparation.
2. The composition of the commission (full name and position);
3. Information about the person in respect of whom the SR was carried out (full name, position).
4. The main part with an indication of the purpose of the SR and the circumstances that led to the violation.
5. In the final part, a decision is made on the guilt / innocence of the employee. If the guilt is proven, the type of disciplinary sanction is determined.
6. Appendix, signatures of all members of the commission.

The sample of the conclusion of the official investigation includes a line about acquaintance. In it, the citizen in respect of whom the SR was carried out puts his signature.

On the basis of the act, a disciplinary order is issued if the worker's guilt is proven. If, based on the results of the inspection, it is recognized that the citizen has nothing to do with the committed violation, he, of course, will not be brought to disciplinary responsibility.

The order form is arbitrary, there is no normatively approved one. Draw up such an order if you need to additionally conduct an internal investigation in order to find out the reasons for the employee's misconduct. In the order, indicate: information about the employee who committed the misdemeanor, the time and place of the misconduct, what obligations were violated, the composition of the commission, the duration of the investigation and the documents being examined. Familiarize all members of the commission with the order under their signature.

Limited liability company
«_______________»
ORDER
April 16, 2019 N 284
Moscow

On conducting an official investigation

Due to the absence of the cashier, full name on 04/13/2019 at the workplace during the entire work shift, on the basis of the memo dated 04/13/2019 N 12 on the fact of revealing a disciplinary offense, in order to establish the circumstances of the offense and comply with the requirements of current legislation

I ORDER:

1. To form a commission for conducting an official investigation in the following composition:
Chairman of the Commission - Deputy Executive Director Full name
Commission members:
chief accountant full name
senior cashier full name
head of HR department full name
2. To establish the circumstances and reasons for the commission of the disciplinary offense by the full name:
the chief accountant to request a written explanation from the cashier in the order of Part 1 of Art. 193 of the Labor Code of the Russian Federation, and then submit it to the commission for consideration no later than the next working day after receipt;
the head of the personnel department, full name, prepare and submit copies of the following documents to the commission for consideration: labor contract with full name, job description cashier, internal labor regulations of LLC _________, shift schedule of cashiers, timesheet for April 13, 2019.

Note:
Here, in particular, indicate the documents proving that the employee was assigned duties, for the violation of which he can be brought to disciplinary responsibility, and he was familiarized with these duties under signature.

3. The commission, by 23.04.2019, shall conduct an official investigation and formalize its results with an act signed by all members of the commission.

Note:
The term for conducting an internal investigation is not statutory established, so you have the right to set it at your discretion. At the same time, please note that during this time you need to have time to request an explanation from the employee, taking into account the time period specified in Part 1 of Art. 193 of the Labor Code of the Russian Federation, as well as to study the materials obtained during the investigation. In addition, such a period should not go beyond the time limits for the application of the penalty.

4. The chairman of the commission, full name, inform the results of the investigation to CEO.
5. I assume control over the execution of this order.