An analysis of the current labor legislation leads to the conclusion that there is no obligation for the employee to comply with ethical standards in the course of work, and therefore this obligation is not the main one for the employee. In the scientific literature and law enforcement practice, there is an idea that if the duty to comply with ethical standards is imposed by federal laws or professional standards, then in this case we are talking about professional ethics. For the majority of employees, there are no such norms, which forces employers to develop local acts containing such requirements. Due to the lack of regulatory regulation, the main problem is the legality of bringing employees to disciplinary responsibility for violation of ethical standards, given that the nature of ethical categories is evaluative.

The use of digital technologies in labor relations causes qualitative and quantitative changes in working conditions. Digitalization of processes in the sphere of employment leads both to an increase in labor efficiency and to increased requirements for the business qualities of employees. The idea of the workplace is changing. One of the problems is the lack of qualified specialists to use new technologies. There is a need for a more detailed regulation of labor relations in the interaction of man and technology. A coordinated policy of all subjects of labor relations is required for the uniform and productive implementation of digital standards.

The article discusses some problematic issues of disciplinary responsibility of employees for violation of labor discipline. Revealing in the article the concept of disciplinary responsibility of employees through its main features and principles, it is possible not only to correctly understand the essence of the legal norm, but also to predetermine the content and essence of future legal norms, and the analysis of judicial practice has shown that the explanations of the Supreme Court of the Russian Federation contribute not only to the monotonous application of the law, but also have an impact on the improvement of legislation on disciplinary responsibility.

The article discusses some problematic issues of disciplinary responsibility of employees for violation of labor discipline. Revealing in the article the concept of disciplinary responsibility of employees through its main features and principles, it is possible not only to correctly understand the essence of the legal norm, but also to predetermine the content and essence of future legal norms, and the analysis of judicial practice has shown that the explanations of the Supreme Court of the Russian Federation contribute not only to the monotonous application of the law, but also have an impact on the improvement of legislation on disciplinary responsibility.

Today, the basis for the dismissal of civil servants, such as the loss of trust, is very relevant and topical. Meanwhile, according to the author of the article, the legislation lacks its adequate understanding as an imperative or dispositive basis for terminating the service contract.

Facts of violation by employers of the requirements provided for in Part 3, 5 of Article 136 of the Labor Code of the Russian Federation, according to which wages are paid to an employee, as a rule, at the place of performance of their work or transferred to a credit institution specified in the employee’s application, wages are paid directly to the employee, except in cases where another payment method is provided by federal law or an employment contract, may not lead to a violation of the labor rights of employees. Employers, for example, in order to avoid taxes, violate the procedure for paying wages by transferring all or part of the salary to the account of one of the employee’s family members or transfer funds from the personal account of the director, members of his family or another colleague. In such cases, if disputes arise about wages, the court recognizes these funds as structural elements of wages, takes them into account as wages.

To date, the legislation on social security in many cases grants the right to receive social security in the absence of employment. It should be understood that in addition to those measures of social protection and social security that are directly related to the status of the unemployed, in particular, unemployment benefits, the right of social security has a number of payments that, although they do not directly imply protection from unemployment, but as a consequence of the fact that they are provided in the absence of employment, respectively, may be the source of income during the period when the person is unemployed. In this regard, the article draws attention to the recipients of the survivor’s insurance pension, caring for disabled children, brothers, sisters of the deceased breadwinner under the age of 14, who themselves receive this pension. Their receipt of an insurance pension in case of loss of a breadwinner is currently associated with a number of problems in determining the amount of insurance pensions in case of loss of a breadwinner.

The article examines the legal mechanisms for minimizing the effects of digitalization on staff employment using the experience of regulating collective bargaining relations in the Federal Republic of Germany as an example.

This article discusses the legal regulation of the dress code in French labor law. The author provides an analysis of the current legislation, key decisions of the courts, as well as competent authorities for the protection of persons from discrimination. The article examines the main problems that exist in the regulation and enforcement of the institute of dress code in French labor legislation, gives a general assessment of the institution in question.

Competitiveness and stable positions in the market are the key objectives of the company. To achieve these goals, it is necessary to constantly improve business strategies in relation to increasing economic efficiency. One of the key points in improving the economic efficiency of the company in the current economic situation of the country is to increase labor efficiency through the attraction of external resources, as well as in the efficient and rational use of internal resources based on increasing labor productivity. The study examined the effectiveness of using outsourcing and insourcing as tools to increase productivity and reduce business costs. Not only the main advantages of the approaches are considered, but also possible risks in the implementation of a project to optimize production processes, and the main stages for evaluating the effectiveness of the choice between outsourcing and insourcing are identified and formed.

The author reveals the theoretical and practical justification for the formation of an organizational mechanism when creating working groups at an enterprise, considers its essence and gives the main approaches to its development. The methods and means of creating working groups in the enterprise have been studied. Within the framework of the applied aspect, taking into account the specific features of the enterprise, the organizational mechanism was considered with the participation of the formed working groups of JSC Perm Plant Mashinostroitel.

The article discusses the advantages of using mentorship as an effective tool for the development of mentors in an industrial enterprise, gives the concepts of mentorship and mentoring, describes the key differences between mentorship and mentoring, formulates the goals and objectives of the mentoring system, and also reveals the relationship of improving the effectiveness of the mentoring system, through the inclusion of a mentor for mentors. The empirical basis was the author’s personal experience in implementing and improving the mentoring system at the enterprise, the author’s experience of participating in the project of intellectual volunteering of the project "Leaders teach leaders", as well as the results of a survey of employees of JSC “SUC” performing the function of mentors.

The article is devoted to the analysis of ways to overcome the organizational cynicism of employees. The consequences of the spread of organizational cynicism in the organization are considered, proposals are formulated on ways to prevent or minimize organizational cynicism. In conclusion, it is concluded that the "health of the organization" depends on success in overcoming organizational cynicism. This is achieved through the implementation of certain practices and procedures. It is indicated that the problem affects the state of the workers themselves, for whom organizational cynicism is not useful either for their careers or for their health.

The role of employment service in increasing the competitiveness of citizens at the regional level is being studied. The author’s monitoring showed that in recent years in the Republic of Mari El, as well as in the country as a whole, the level of registered unemployment (0.57%) and tension in the labor market (0.4 units) have been decreasing. During the past year, more than 30,000 vacancies were received from employers. This was facilitated by the use of such new forms as: marketing visits of specialists from employment centers to enterprises and organizations; holding field meetings of the Coordinating Committees for the Promotion of Employment of the Population; the work of the "Club of Employers", "Club of Personnel Officers" with the participation of more than 1.5 thousand employers has intensified. Seminars, working meetings and round tables were organized with the invitation of 2.5 thousand representatives of enterprises and organizations. At the same time, effective consistency of the approach to the organization of employment of the population is ensured, employers receive up-to-date information about changes in legislation. To inform them, Internet resources are widely used, on which more than 3.4 thousand information materials were posted, 15 electronic information boards were involved. As part of interdepartmental cooperation, information stands were placed in the offices of the Pension and Social Insurance Fund, Social Service Centers, administrations of rural settlements, medical institutions, etc. All this strengthens the role of employment service bodies in increasing the competitiveness ofthe unemployed.

The algorithm for dismissing an employee both with a reduction in the number and with a reduction in the number of employees, the general one — let’s analyze it step by step.

The issues of determining the shelf life of documents containing information on anti-corruption are considered.