Internal Work Regulations
I. GENERAL PROVISIONS
1. The Internal Labour Regulations are issued based on Article 181 of the Labour Code and the Statutes of the organisation.
2. These regulations govern the general and specific rights and obligations of the management, the artistic and creative staff, and the administrative and support personnel of the institute.
3. These regulations are mandatory for all workers and employees.
II. BASIC RULES AND OBLIGATIONS
MANAGEMENT
The management of Pleven Philharmonic oversees the institute’s artistic, repertoire, personnel, and financial activities. It is obliged to:
a) Organise the activities of the artistic and creative staff and other employees according to their qualifications;
b) Create conditions for the fulfilment of creative tasks with a high degree of public impact, while making reasonable use of the personnel, material, and financial resources of the institute;
c) Regulate the staff, replenishing it with young and established artists. Their appointments should be made following Article 90 of the Labour Code by competition and Article 68 – on fixed-term contracts for one year, due to the specific nature of the work;
d) Conduct a proper and targeted repertoire policy;
e) Announce the rehearsal programme, preferably for a month, but necessarily for a week in advance;
f) Ensure compliance with regulatory documents on occupational safety, fire protection, and sanitary hygiene, and periodically control the respective responsible persons;
g) Create conditions for observing working hours, breaks, and the use of leave;
h) Provide compensation for employees in exceptional cases when work is required on rest days – Saturday or Sunday;
i) Pay salaries within the specified deadlines;
j) Familiarise all employees with and require compliance with the Internal Labour Regulations
CONDUCTORS
Conductors are obliged to:
a) Comply with the approved internal labour regulations, the code of ethics, and the terms of the employment contract concluded with them;
b) Be loyal to the institute, continuously work on improving their professional qualifications, and appear prepared with well-rehearsed scores from the first rehearsal with the orchestra and soloists;
c) Be available when not included in the programme or, if absence is necessary, inform the management and seek permission according to the procedures established by the labour legislation of the Republic of Bulgaria;
d) Appear 15 minutes before rehearsals and concerts.
ORCHESTRA MEMBERS
Orchestra members are obliged to:
a) Adhere to work discipline and comply with the Internal Labour Regulations;
b) Continuously work on improving their professional qualifications;
c) Be loyal to the institute;
d) Participate fully and actively in the creative process;
e) Arrive at the first rehearsal with prepared and well-rehearsed parts;
f) Follow all instructions given by the conductor, concertmaster, and section leader;
g) The concertmaster is responsible for the performance level of the entire orchestra regarding intonation, dynamics, sound production, and articulation;
h) Section leaders are responsible for the artistic condition of their sections. If necessary, they rehearse difficult parts with the section, working on phrasing, articulation, balance, intonation, etc., either during work hours or at a time allocated for self-preparation;
i) The concertmaster and section leaders, with the conductor’s permission and without disrupting the overall rehearsal process, may correct technical aspects of playing within the section. Instructions from the conductor and concertmaster are mandatory;
j) Arrive 15 minutes before the scheduled start time of the rehearsal and be seated on stage for tuning 5 minutes before the rehearsal begins, having already warmed up;
k) Those participating in a piece that is rehearsed later should arrive 15 minutes before its scheduled start time;
l) Each orchestra member is individually responsible for the tuning of their instrument;
m) The concertmaster is responsible for the overall tuning of the orchestra and has the right to control each member or section individually. The harp and double basses should tune in advance – before the general tuning. The concertmaster tunes the entire orchestra to the A given by the oboe, which should be tuned with a tuner 10 minutes prior;
n) Arrive 30 minutes before the concert starts with checked instruments and appropriate concert attire: for men, tails or a tuxedo and black shirt; for women, a long black dress or a white blouse with a long black skirt, and black shoes;
o) Be available when not included in the programme or, if absence is necessary, inform the management and seek permission according to the procedures established by the labour legislation of the Republic of Bulgaria;
Failure to appear 15 minutes before a rehearsal and 30 minutes before a concert is considered late and constitutes a disciplinary violation under Article 187, paragraph 1, clause 1 of the Labour Code..
The weekly programme is prepared based on the concert schedule and announced no later than two days before the next rehearsal day. It includes the works to be performed, the conductor, soloists, and the orchestra’s rehearsals by day and time.
When necessary, two general rehearsals may be held on the same day, with a total duration not exceeding 5 (five) hours, with a break of no less than 3 (three) hours between them.
ADMINISTRATIVE, TECHNICAL, AND OTHER SUPPORT STAFF
The tasks of employees who are not members of the artistic and creative staff encompass all activities related to the realisation of the institute’s concert activities and rehearsal processes, according to their job descriptions.
III. WORKING HOURS AND BREAKS
1. The working hours of the Pleven Philharmonic are 8 (eight) hours within a 5-day working week. Rest days are Saturday and Sunday.
A: ARTISTIC AND CREATIVE STAFF
2. The working hours are up to 4 (four) hours daily with 4 (four) hours for self-preparation: from 9:00 am to 1:00 pm with specified and agreed breaks.
3. General rehearsals and rehearsals following a concert begin at 10:00 am.
4. If necessary, two rehearsals per day may be held once a week with a total duration not exceeding 5 (five) hours, with a break of no less than 3 (three) hours between them.
5. Changes to the daily schedule, once announced, can only occur in exceptional cases and must be announced one day in advance.
B: ADMINISTRATIVE AND TECHNICAL STAFF
7. The working hours of the administration are determined following the Labour Code by an order from the management as follows:
from 8:00 am to 12:00 pm
break: from 12:00 pm to 1:00 pm
from 1:00 pm to 5:00 pm
8. The working hours of the technical and stage staff are as follows:
from 8:00 am to 2:00 pm
break: from 2:00 pm to 3:00 pm
from 3:00 pm to 4:30 pm
On concert days:
from 8:00 am to 1:30 pm and from 6:00 pm to 10:30 pm
9. The working hours of the ticket centres are as follows:
Ticket Centre at “Svobodata” Square:
from 9:00 am to 1:30 pm
break: from 1:30 pm to 2:30 pm
from 2:30 pm to 6:00 pm
Ticket Centre at “D. Popov”::
from 9:00 am to 12:30 pm
break: from 12:30 pm to 1:30 pm
from 1:30 pm to 6:00 pm
10. Changes in the orchestra’s working hours also apply to the technical and stage staff.
11. The stage and hall must be ready for rehearsals and concerts one hour before their start, with stage lighting being switched on 30 minutes before the rehearsal and 45 minutes before the concert.
12. Appearing at work in an intoxicated state is prohibited.
13. The consumption of alcohol during work is prohibited.
14. Conducting political activities during work hours is prohibited.
15. Attendance and absence of artistic, technical, and stage staff are recorded in an attendance register.
IV. VIOLATIONS OF LABOUR DISCIPLINE AND MEASURES
1. Non-fulfilment of work duties constitutes a violation of labour discipline. Violators are subject to disciplinary actions as provided in Chapter 9 of the Labour Code.
2. Violations of labour discipline include:
2.1. Being late or leaving work early without a valid reason, as well as not making full use of working hours.
2.2. Appearing at work in a state that prevents the worker from performing their assigned tasks due to alcohol or drug use.
2.3. Failing to perform assigned tasks.
2.4. Abuse of trust and dissemination of confidential information constituting a company secret.
2.5. Damaging property.
V. PENALTIES
1. For violations of labour discipline, the following disciplinary penalties are imposed in accordance with Article 188 of the Labour Code:
1.1. Warning
1.2. Warning of dismissal
1.3. Dismissal
2. Disciplinary dismissal may be imposed for:
2.1. Three instances of being late or leaving work early in one calendar month, each of which is at least 1 hour.
2.2. Repeated violations of labour discipline as specified in Section V of these Regulations.
2.3. Failure to appear at work for two consecutive working days. Working days are considered consecutive even when separated by rest days.
2.4. Abuse of the employer’s trust and dissemination of confidential information declared by a normative, administrative act or accompanying the individual employment contract with a sample declaration.
2.5. Other serious violations of labour discipline.
3. Disciplinary dismissal under Article 190 is applicable when the worker or employee has committed three or more violations of labour discipline within one calendar year.
4. Disciplinary penalties are imposed by the Director, in compliance with the rules for imposition according to the Labour Code.
4.1. Only one penalty is imposed for the same violation of labour discipline.
5. Before imposing a disciplinary penalty, the employer must listen to the worker or employee or accept their written explanations and evaluate the evidence provided.
5.1. A penalty imposed without hearing or written explanations from the offender is unlawful.
5.2. The hearing of the worker or employee must precede the issuance of the penalty order.
6. The worker or employee’s refusal to explain is documented with their signature. Refusal to sign is certified by the signature of a witness who writes their name and position at the Pleven Philharmonic.
7. Disciplinary penalties are imposed by a motivated order, specifying the offender, the violation, the penalty, and the legal text based on which it is imposed.
8. The penalty order is delivered to the worker or employee against a signature, or if not possible, by registered mail with acknowledgement of receipt.
8.1. From the moment of delivery of the order directly to the individual, the penalty is considered imposed.
8.2. When the order is sent by mail – from the moment of receipt.
9. Disciplinary penalties are considered erased after one year from the last penalty.
10. The employer or immediate supervisor may temporarily remove a worker or employee who appears at work in a state that prevents them from performing their duties.
11. During the period of removal, the employee does not receive remuneration.
12. The imposed disciplinary violations are appealed by the worker or employee according to the procedures and time limits specified in Article 357 and following the Labour Code and other normative acts.
VI. LEAVE
1. Paid annual leave is utilised following the Labour Code and other applicable regulatory documents.
2. Leave (paid and unpaid) is granted by the Director upon a personal request submitted by the employee.
3. Leave can be taken only after it is approved with a written order from the Director.
4. Due to the collective nature of the work process in the Philharmonic, paid annual leave is taken simultaneously by the entire artistic and creative staff.
5. The administrative and technical staff take their paid annual leave following the Labour Code.
6. At the request of the employee, the employer may grant unpaid leave of up to 30 working days in one calendar year, which is counted towards the employment service.
7. The use of paid annual leave can be postponed to the next year by both the employer and the employee, following Article 176 of the Labour Code.
8. Paid annual leave is not compensated with a monetary allowance, except upon termination of the employment relationship.
9. Unpaid leaves, sick leaves, maternity leaves, and leaves for distance learning are granted and taken following the existing regulations in the country.
10. In the case of sick leave, employees must notify the administration and present their sick leave certificate no later than 24 hours after its issuance.
11. The artistic and creative staff, as well as the administrative and technical staff, are obliged to notify the management if they are unable to attend work, and subsequently present a document explaining the reasons for their absence.
VII. LABOUR DISPUTES
1. Labour disputes are disputes between the employer and the employee regarding the emergence, existence, fulfilment, and termination of the employment relationship.
2. Labour disputes are examined and resolved by the court in accordance with Article 360 of the Labour Code.
3. Claims in labour disputes are submitted within the deadlines specified in Article 358 of the Labour Code.
VIII. CONCLUDING PROVISIONS
1. Employees of the Pleven Philharmonic must adhere to professional morals and ethics, and avoid conflicts with colleagues, group leaders, and the management of the institution.
2. All issues, disputes, and problems not addressed in these Rules and Regulations are resolved following the applicable laws and regulations of the country.
3. Any violation of the requirements stated in these Rules and Regulations will result in disciplinary actions following the Labour Code.
4. Upon initial employment, the immediate supervisor is obliged to familiarize the employee with the provisions of these rules within 7 days of employment.
5. A copy of these Rules and Regulations is kept in the office, and each new employee is familiarized with it against their signature.
Copies of these Rules and Regulations are posted in appropriate places within the Pleven Philharmonic premises and published on the Pleven Philharmonic’s information page at www.plevenphil.com.
These Rules and Regulations are developed and approved by the employer and come into force on the date of their approval.
01.02.2024 г.
Pleven
