Боротьба з мобінгом у системі Державної кримінально-виконавчої служби України через внесення змін до колективних договорів

Abstract

Стаття має на меті розв’язання однієї з проблем правового регулювання запобігання мобінгу (цькування), а власне – внесення змін до колективних договорів між роботодавцем і трудовим колективом підприємств у системі Державної кримінально-виконавчої служби України. У зв’язку зі змінами законодавства України щодо мобінгу (цькування) у 2022 р. доповнень зазнав і Закон України «Про колективні договори і угоди». Вимоги останнього наполягають на внесенні до тексту колективних договорів заходів, спрямованих на запобігання, протидію та припинення мобінгу (цькування). The purpose of this article is to determine the provisions that should be incorporated into collective agreements of institutions within the system of the State Criminal and Executive Service of Ukraine in order to ensure the implementation of Law of Ukraine No. 3356-XII "On Collective Agreements and Contracts" with regard to measures aimed at preventing, counteracting, and terminating mobbing (workplace harassment), as well as measures for restoring rights violated as a result of such practices. The article is based on the analysis of Ukrainian labour legislation, doctrinal approaches, and existing recommendations proposed by trade unions concerning the inclusion of anti-mobbing clauses in collective agreements. The study demonstrates that current model provisions proposed for collective agreements mainly focus on declarative obligations of employers to refrain from unlawful conduct, which allows them to be classified primarily as preventive measures. At the same time, concrete mechanisms for counteracting and terminating mobbing, as well as for restoring violated rights, remain insufficiently specified. The article substantiates the necessity of a clear differentiation between preventive, counteractive, and termination measures in collective agreements, taking into account the specific legal status of employees of the State Criminal and Executive Service of Ukraine, including persons subject to the Disciplinary Statute of the Internal Affairs Bodies of Ukraine. On this basis, the author proposes a structured model section of a collective agreement that systematizes measures aimed at preventing mobbing, responding to identified cases, terminating ongoing violations, and restoring infringed rights. Special attention is paid to the role of disciplinary liability and trade union control as essential elements of an effective anti-mobbing mechanism. The proposed approach is intended to enhance legal certainty, strengthen protection of employees’ dignity, and ensure compliance with national labour legislation while remaining adaptable to the institutional specifics of particular bodies within the State Criminal and Executive Service of Ukraine.