Проблеми адміністративної відповідальності за мобінг (цькування) працівника (ст. 173-5 КУПАП) у системі державної кримінально-виконавчої служби України

Abstract

У статті окреслено проблеми адміністративної відповідальності за мобінг. Автор пропонує закріпити поняття мобінгу та його вияву, визначити особливості відповідальності за мобінг у воєнізованих структурах, збільшити строки накладання адміністративних стягнень за це діяння з 3 до 6 місяців, передбачити застосування додаткового стягнення у вигляді позбавлення права обіймати певні посади чи займатися певною діяльністю. The article addresses the issue of administrative responsibility for mobbing (harassment) of employees. The relevance of the topic is due to the fact that mobbing has long become a reality in workplaces, violating employees' rights, while the legislative regulation of this issue remains insufficient. This phenomenon is often justified by "production needs" or "difficult economic situations," complicating its legal qualification. The article emphasizes the specifics of mobbing in the State Criminal Executive Service of Ukraine, where relationships among personnel are characterized by strict discipline and subordination. Mobbing in such a structure can "disguise" itself as ordinary work requirements, making it difficult to identify and hold individuals accountable for such actions. The study analyzes the shortcomings of Article 173-5 of the Code of Ukraine on Administrative Offenses. The author highlights the lack of a clear definition of mobbing and its forms; it also examines the issue of holding accountable those who are not citizens of Ukraine for mobbing, as well as the specifics of applying the provisions of this norm concerning military personnel. The author proposes to define the concept of mobbing in Article 173-5 of the Code; expand the list of penalties to include punishments such as disqualification from holding certain positions; extend the time frame for imposing administrative penalties for mobbing from 3 to 6 months; create a "hotline" on the website of the State Labor Service for confidential reports of mobbing cases; and establish criteria for distinguishing between harassment and lawful disciplinary actions. The author emphasizes the importance of active legal protection for employees and the need for a comprehensive approach to addressing the issue of mobbing in Ukraine, which will require efforts from legislators, scholars, and practitioners.