Abstract:
The article analyses the current legislation
to determine the relevance of the problem and countermeasures against such a negative phenomenon as
mobbing in labor relations, the forms of its manifestation, the motivation of mobbers (initiators of mobbing) to
commit illegal actions, the responsibility for mobbing and countermeasures at the local level. Attention is drawn
to the fact that the main pillar of the state in combating mobbing is the employer. It has been established that in
the fight against mobbing, the greatest attention should be paid to the preventive solution of the problem and to
the timely and rapid reaction to the actions of employees who show signs of mobbing. To solve such problems,
it is recommended to develop and implement appropriate mechanisms and algorithms of employees actions
through collective bargaining. It is noted that the parties to the collective agreement are interested in solving
problems related to mobbing, therefore the implementation of specific provisions in the collective agreement
requires prior agreement between the parties.
Taking into account the current legislation, it is proposed to implement the three Ps system in
the collective agreement, which consists of such elements as prevention, control and punishment. The
first step to a comprehensive fight against mobbing in labor relations is the implementation of measures
aimed at diagnosing of development of such a negative phenomenon among employees and researching
the awareness of mobbing. Prevention should include systematic educational activities for employees. To verify the complaints of employees about mobbing, it is necessary to create a temporary commission to
consider such complaints. Punishment should be aimed at restoring the violated rights of the employee.
Punishment, as a violation of labor discipline, can be a reprimand or dismissal.
