4 . Material responsibility of the employee and the employer (for what it can be) 5. The procedure for dealing with individual labor disputes (write just by steps) 6. The procedure for considering collective labor disputes (write just by steps) Problem A senior nurse in the pulmonology department refused for two months in a row to undergo , a periodic medical examination and provided certificates of satisfactory health from other medical institutions in the city The nurse was initially reprimanded and then deprived of her annual performance bonus by facility orders for her refusal to comply with medical examination requirements Eight days after the last reprimand , the nurse was fired. Questions to the Problem: 1. Is the administration's action in declaring a reprimand lawful? 2. Are there grounds for dismissal? 3. Write an algorithm of actions to be taken by the institution's administration in this case.

1. The administration's action in declaring a reprimand is lawful. It is within the employer's rights to enforce compliance with medical examination requirements for employees, especially in a healthcare setting where patient safety is a priority. The nurse's refusal to undergo the periodic medical examination, despite being given the opportunity and time to comply, is a violation of the facility's policies and regulations.<br />2. Yes, there are grounds for dismissal. The nurse's persistent refusal to comply with the medical examination requirements, despite being given the opportunity and time to comply, is a serious violation of the facility's policies and regulations. The administration's decision to terminate the nurse's employment is justified, especially after the nurse was previously reprimanded and deprived of her annual performance bonus for the same reason.<br />3. Algorithm of actions to be taken by the institution's administration in this case:<br /> * Step 1: Issue a written warning or reprimand to the nurse for the first instance of refusal to undergo the periodic medical examination.<br /> * Step 2: Deprive the nurse of her annual performance bonus for the first instance of refusal to undergo the periodic medical examination.<br /> * Step 3: Give the nurse a final opportunity to comply with the medical examination requirements within a specified timeframe (e.g., 30 days).<br /> * Step 4: If the nurse continues to refuse to undergo the periodic medical examination after the final opportunity, terminate the nurse's employment in accordance with the facility's policies and regulations.<br /> * Step 5: Document all instances of the nurse's refusal to undergo the periodic medical examination, including the warnings and opportunities given to comply.<br /> * Step 6: Provide the nurse with any required notice or documentation, as required by applicable labor laws and regulations.<br /> * Step 7: Take any necessary steps to ensure the safety and well-being of patients and other employees in the facility, including notifying relevant authorities or regulatory agencies if necessary.