NEXLEY Consulting Internal Work Regulations
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ScribdTranslationsNEXLEY Consulting Internal Work Regulations
Translated by
ScribdTranslationsINTERNAL WORK REGULATIONS
Datos generales de la empresa
NEXLEY CONSULTING. Colima Street No. 2225-3 Int-C, Col Cacho Tijuana B.C.
Opening its chapter clauses that would be detailed as follows:
FIRST CHAPTER
From the general statements
First.- In the following regulation, the different provisions are shown that
they will have to continue, starting from the day on which they start working within
NEXLEY CONSULTANCY until the moment when he stops working,
within the Firm. Likewise, it is expected to have your proper disposition in order to be able to
comply with this regulation, respecting and adhering to each of the following
clauses in order for the employment relationship to be merely satisfactory.
Second.- The present Regulation on regulatory compliance, in which it
they will establish who is subject to comply with the regulation and state that this is
It will apply to all employees of the company, both current and those who join.
on a date subsequent to the implementation of the regulation
CHAPTER TWO
From the income
Third.- Establishing the condition that a working relationship can be established
There must necessarily be a labor contract signed by both parties beforehand.
The job candidate will submit identification documentation, simple copy.
of the CURP and a copy of their voter ID.
Fourth.- Establishes the admission requirements, such as all the documentation that
must provide, as well as personal references and background of the
job applicant for the company. (Required job application).
Fifth.- It must establish the time or conditions for the worker to demonstrate
the ability to perform the assigned work. Otherwise, it
proceeding in accordance with the provisions of the Law article 47
CHAPTER THREE
Place and work schedule
Sixth.- Establish the place where the worker must fulfill their workday.
work or their work obligations.
Seventh.- Specify the work schedule, indicating the entry time, as well as the hour
outgoing, the time for food.
Eighth.- Establish the obligation to sign and record the time upon entry to their
working hours, as well as the time of departure from it, in the control records that
set up the company.
Novena.-Establish the condition of what is considered a delay in the income of the
labor.
Tenth.- Establish the condition of absence without any act of awareness or
justification to the employer.
CHAPTER FOUR
From the workday.
Eleventh.- The type of work schedule will be established, depending on whether it is about
day shift, night shift, mixed shift, or special shift.
Twelfth - The working hours, where what was previously stated will be respected,
just as if the work shifts should be specified by work areas when
these are different and establish the condition for changing the work schedule, from
according to the needs of the company's operation.
Thirteenth.- The periods of tolerance must be specified, so that
the worker is aware that in case of non-compliance with the working hours
work, the worker will not be able to enter the company to start work for the day that
Will it arrive late or indicate if this will be handled as administrative sanctions.
Fourteenth.- In case of establishing administrative sanctions for delays,
it will manifest how the delays will be computed and the effects that these would generate in the
work relationship and the deadlines in case there is no recurrence so that they do not have
effects.
Fifteenth.- Establish the schedules for meals in the case of continuous work shifts.
food and the place where they should be consumed.
Sixteenth.- Specify if there will be overtime in the workday.
It is highly recommended that a document be mediated by the employer containing the
order or authorization, so that these are computed and thus establish the amount for
proceed to its liquidation.
Seventeenth.- Establish the method for the worker to comply with the signature or
check the attendance card or attendance log, and establish the penalty in
in case the worker does not comply with this provision and the use they make of the card
or the register book.
Eighteenth.- Indicate the penalty to which a worker is entitled when
incur in checking or signing the card or the book by another employee.
FIFTH CHAPTER
About days off and vacations
Nineteenth.- Establish the days of rest and the vacation periods.
Twentieth.- Indicate the grounds for sanctions for absences without permission or without justification,
of the days following those of rest or vacation.
Twenty-First.- Establish the payment of vacation and the vacation bonus.
in accordance with the deadlines established in the Law or in the Employment Contract.
Twenty-Second.- The time enjoyed for vacation period, when it
they have the right to it and how the days will be calculated for the enjoyment of their period
vacation.
SIXTH CHAPTER
Place and days of payment
Twenty-Third.-Establish the place where salaries and wages will be paid.
workers, the schedule, the day and the method of payment.
Twenty-fourth.- Establish that the payment of the salary will be made only to the worker.
except in some exceptional cases.
Twenty-Fifth.- Indicate the obligation of the workers to sign the receipt, the
nominate or the records, that ensure that the company is covering all the
benefits corresponding to the employment relationship.
CHAPTER SEVEN
Safety and hygiene measures
Twenty-sixth.- The company will adopt the safety and hygiene measures that
consider necessary and those that the Law indicates.
Twenty-seventh.-The company will form the Joint Commission for Safety and Hygiene.
Twenty-eighth.- Establish what the powers of the Joint Commission will be.
Safety and Hygiene.
Twenty-Ninth.-The company will indicate that it will establish first aid kits and fire extinguishers in
strategic places.
Thirtieth.- The obligation of workers to notify when they have acquired
any contagious disease in order to take the necessary measures and the worker
sick person shall be examined by the competent authority.
EIGHTH CHAPTER
Social security
Thirty-first.- The company will register its employees with the Mexican Institute
of Social Security and it is established that all obligations related to benefits
in cash and kind is granted under the terms of the Social Security Law, you
they will correspond to the Mexican Social Security Institute
Thirty-Second.- The justification of workers in case of absence due to
the disease must present as evidence the disability certificate issued by the
Mexican Social Security Institute.
NINTH CHAPTER
Of the permissions
Thirty-Third.- Workers must request the permits or licenses for
written to the employer's side, if not done this way, it will be counted as a day off
unjustified labor.
Thirty-fourth.- Any permit must comply with the conditions of the Contract.
of Work and that this is justified in writing by the employer.
TENTH CHAPTER
From the obligations of workers
Thirty-Fifth.-Establish all the obligations corresponding to the use of the
installations, of the work tools, of the uniforms, of the development of
work, on behavior within the facilities, etc., in addition to those established
the Federal Labor Law.
ELEVENTH CHAPTER
Of the prohibitions
Thirty-sixth.- Establish the prohibitions for workers of those
conditions that should not be carried out within the facilities or during working hours
like the use of weapons, arriving in an inappropriate state, providing reports of the
company, to remove documents from the company, etc.
TWELFTH CHAPTER
Of the sanctions
Thirty-Seventh.- Indicate the causes for termination of the contract, in accordance with the
established in the Federal Labor Law.
Thirty-Eighth.- It is noted that violations of the Internal Work Regulations,
they will be sanctioned with days off without pay, establishing the
parameters for each situation.
Thirty-Ninth.-In the event of establishing in the fourth chapter of the day
work sanctions for delays, parameters for a delay must be established, two
delays, etc., and their effects, such as days off without pay and in
in the event of being repetitive, leading to the termination of the Employment Contract.
Fortieth.- In case of lack of probity or theft committed by the worker, it must
to manage the admonition, in case of reoffending to carry out the termination of the
Employment Contract.
Forty-first.- Any sanction or warning must be notified in writing.
to the worker by the company for their knowledge.
TRANSITIONAL CLAUSES.
The necessary measures will be established to implement the Internal Work Regulations.
as well as modifications that are required after the date of entry into force of the
mentioned regulation.
It is mentioned that this must be signed by the company and by the commission.
representative of the workers, and deposit it in the Conciliation Board and
Arbitration.