Dairy department. How to open a dairy store: assortment, suppliers, attracting regular customers. What does dairy gastronomy include?

The legislation of the Russian Federation obliges employees of enterprises to take care of the organization’s property and prevent situations with expected property consequences unfavorable for the employer.

Liability arises if the employer was able to collect evidence indicating direct damage that occurred as a result of the action or inaction of the guilty person.

Types of liability

There is full and limited liability.

Damage caused is fully compensated. The calculations take into account market price damaged or irretrievably damaged inventory items of the organization.

The guilty party pays damages within 3 - 12 months, 20 - 50% of the monthly salary.

Liability applies to the following persons:

employed citizens who have signed an agreement on full financial responsibility;
staffing positions with a position included in the list established by Article No. 243 of the Labor Code of the Russian Federation;
persons brought to justice by a judicial authority or as a result of an audit carried out by the management of a company or organization.

Full and limited financial responsibility

Common cases of liability:

there was a shortage of the organization’s commodity and monetary assets, which the employee accepted against signature;
intentional causing harm as a result of unlawful actions of an employee;
harm was caused due to a violation of safety regulations.

Limited

This type of damages should not exceed the employee’s monthly earnings.

Liability applies to all employees found guilty of violating the integrity or loss of inventory of the enterprise.

Forms

All enterprises and organizations build their own system for assessing employee performance and establish a list of incentive measures. Liability for property labor offenses serves as support for such systems.

This means that any production employee who works or is associated with property values is responsible for the result of the work. Two forms of MO are applicable in organizations: collective and individual. Let's look at them in more detail:

Conditions of occurrence

Responsibility for a property labor violation is assigned to the employee if the following conditions simultaneously arise:

proven guilt;
direct actual harm;
illegal actions;
inaction.

Grounds for liability

According to statistics, direct effective damage (shortage, damage, theft) is:

reduction of personal property of the enterprise due to its loss;
reducing its cost;
the need to spend additional funds for its restoration;
the need to acquire new property and monetary values;
making excessive payments.

Important! Lost profits cannot be reimbursed. For example, the organization did not receive income as a result of the employee’s unlawful actions.

The main conditions for holding employees accountable for an offense include:

Important! An employee’s inaction can be considered unlawful if he has signed an obligation to perform certain actions.

Procedure for attraction

Collection of compensation and establishment of MO for property consequences unfavorable for the employer is carried out in the following order:

Cancellation of material obligations

There are a number of cases where this liability does not apply.

First of all, these are circumstances arising due to force majeure:

natural disasters (hazardous natural phenomena);
man-made disasters (destruction of technical structures and devices used at hazardous production facilities);
negative phenomena arising in society (evacuation of the population, military operations, terrorist attacks, mass epidemics, etc.).

Circumstances excluding material obligations employee

Secondly, MO is not applied when normal business risk arises. Let's say the employee followed all the rules labor relations, was careful with the property values entrusted to him, carried out all the instructions of the management, but the damage was done to preserve the lives and health of citizens.

Thirdly, MO cannot be applied if the harm caused occurred in conditions of forced damage. More often, this point includes self-defense, which resulted from causing property damage.

Fourthly, an employee cannot be brought to the Ministry of Defense if the employer fails to fulfill his duties. For example, management violated the rules for storing property assets.

Attracting minors

According to Labor Code Russian Federation employer receives the right to provide workplace a minor (under 14 years old). His work activity should involve filming, theatrical performances, and sports competitions.

If, due to careless actions or intentional behavior of a minor, property was damaged, the injured party has the right to go to court with statement of claim. It is not the child, but his legal representative who will have to answer for what he has done.

Minor employees (from 14 to 18 years old) may bear the MO in a number of cases (), namely:

the employee intentionally caused harm;
the employee caused damage under the influence of alcohol, drugs or other chemical substances toxic to the body;
the employee caused harm as a result of a socially dangerous act or administrative offense committed by him.

In all listed cases the employer is obliged to conduct an internal check.

Employee and employer

A production employee is held accountable for a labor property offense in a number of cases:

damage was caused to the property values of the employer;
obligations under the student agreement have been violated;
there is damage caused by the disclosure of confidential information of the enterprise.

The employee is also brought to the Ministry of Defense for failure to fulfill obligations and careless, inattentive attitude to property, which entailed unfavorable property consequences for the employer.

If the damage was caused by a source of increased danger, proof of guilt is not required.

Important! An employed person is held liable not only for damage to the integrity or loss of property belonging to the employer, but also for the totality of things owned by third parties that were given to the employer for safekeeping.

The employer is financially liable to the employee in the following situations:

the employer deprived the employee of the opportunity to work, thereby causing him damage;
damage to the employee's property occurred;
the salary and other payments earned by the employed person were delayed;
the employee experienced physical or moral suffering as a result of the violation of his personal non-property, intangible benefits.

Monetary obligations under an employment contract

Responsibility for a labor property violation of the parties to a written labor agreement is personal in nature. This means that if harm is caused to the employer, the employee must compensate for it himself. This rule also applies to employed minors who have entered into an agreement with the employer.

It is possible to oblige the guilty party to compensate for damages after establishing his involvement in the incident. The owner of the entrusted monetary assets is obliged to collect the evidence base.

Once the employee’s guilt has been established, the limit of liability must be correlated with his income at the given enterprise. The maximum amount for payment of compensation should not exceed the amount of the employee’s monthly salary payments.

Procedure for compensation of damages to the employer

This type of obligation comes into force when actual property damage occurs.

If the incident that caused the damage occurred due to the fault of several persons, shared liability is applied. This means that the amount of payments will be distributed, taking into account the degree of guilt of each employee.

Differences from the civil form

Responsibility for property offenses in labor law(TP) presupposes a contractual relationship. As for civil law (CL), non-contractual clauses are acceptable here. Let's look at the main differences between both branches of law:

Forms of refusal

There are situations when the employer independently changes working conditions employee after signing an employment agreement. Such cases are justified by production necessity. But this does not mean that the employee should burden himself with responsibility. There are compelling reasons for legal refusal:

Responsibility in the enterprise

During economic activity An employee of an enterprise may intentionally or unintentionally steal property or break equipment, as a result of which the enterprise will suffer losses. Let's consider important nuances application of ML in various organizations.

At the pharmacy

Liability in pharmacies is regulated not only by the Labor Code of the Russian Federation, but also by the Federal Law “On Narcotic and Psychotropic Substances”. A high level of responsibility is established in the event of a shortage of commodity values (drugs, psychotropic medicines), their deliberate damage or misappropriation.

IN pharmacy the employer proved the fact that the pharmacist failed to fulfill his duties, which led to damage to the narcotic drug. Under such circumstances, the pharmacist will have to compensate for the damage caused a hundredfold.

Modernity has allowed pharmacies to expand their staff. And responsibility in such organizations is collective. The MO document is drawn up by the employer and all pharmacy employees directly related to the product.

In stock

According to the employment contract with the employer, the warehouse employee (storekeeper) is assigned the following responsibilities:

acceptance of goods into the warehouse;
compliance with the rules for storing material assets;
checking the quantity of goods received according to the receipt accounting document and its qualities;
transportation of goods to permanent place storage;
release of inventory items using invoices;
preventing unauthorized persons from entering the warehouse;
accounting for the movement of material assets;
Conducting an internal audit to verify the actual quantity of materiel.

Agreement on the material obligations of the storekeeper

The storekeeper is financially responsible for:

shortages identified by an internal investigation;
damage to valuables, non-compliance with storage rules, disruption of vacation;
delay in accounting reconciliation and negligent attitude to inventory.

Below is an example where a storekeeper can avoid liability.

The warehouseman's responsibilities include sealing the warehouse after it is closed. Due to fatigue, he forgot to seal the room. That night, the warehouse was broken into and goods were stolen, which resulted in damage to the organization.

In fact, the warehouse employee ignored his work obligations, but this action was not the cause of the damage. For this reason, it is impossible to involve a warehouse employee in the Ministry of Defense.

In the shop

The store applies two types of monetary liability. The employee’s responsibilities in relation to the values entrusted to him include:

taking steps to prevent harm;
showing respect for values;
maintaining records and submitting reports in accordance with established rules;
taking part in an internal audit to verify the actual quantity of materiel.

The responsibilities of all store team members include the following:

careful handling of the product;
keeping records and timely submission of reports on receipts, expenses and balances of inventory items;
write-off of valuables that have become unusable;
notifying the employer about situations that threaten the storage of inventory items;
offer the employer options for restoration and repair storage facilities to increase their ability to preserve valuables in proper condition.

A shortage was discovered in the store. Since the guilt of individual members of the team has been established, the employer applies shared liability and releases the remaining members from the MO. The entire team is not responsible for damage caused through no fault of its own.

Financial liability is a concept without which the system of legal norms governing the relationship between employee and employer cannot exist.

The procedure for penalties, forms and types of financial liability, as well as the monthly amount of payments are regulated by labor law.

The main purpose of financial liability in an enterprise is to pay compensation for damage caused to a citizen’s property. Measures taken for recovery are carried out on a voluntary basis or through a judicial authority.

The party to the employment contract (employer or employee) who caused damage to the other party compensates for this damage in accordance with the law.

An employment contract or written agreements attached to it may specify the responsibilities of the parties to this contract. Termination of an employment contract after damage has been caused does not entail the release of the party to this contract from financial liability.

Financial liability arises for damage caused by it to the other party as a result of its culpable unlawful behavior (actions or inaction), unless otherwise provided by law. The party is obliged to prove the amount of damage caused to it.

The employer is financially liable for harm and damage caused to the health of the employee or his property, or for damage caused by illegal dismissal.

The employer is obliged to compensate the employee for the earnings he did not receive as a result of:

Unlawful removal from work, dismissal or transfer to another job;

the employer’s refusal to execute or untimely execution of the decision to reinstate the employee to his previous job;

Issue delays work book, introducing into it an incorrect or non-compliant formulation of the reason for dismissal; other cases provided for federal laws and a collective agreement.

Damage is compensated in full, its amount is calculated at market prices in force in the area at the time of compensation. If the employee agrees, damages may be compensated in kind.

The employee submits an application for compensation for damage to the employer, who is obliged to consider it and make an appropriate decision within ten days. If the employee does not agree with the employer’s decision or has not received a response within the prescribed period, he has the right to go to court. Moral damage caused to the employee by unlawful actions or inaction of the employer is compensated in monetary form. The amount of compensation is determined by agreement of the parties, if it is not reached - by the court (regardless of compensation for property damage).

An employee who has caused damage to the organization is obliged to compensate for it, regardless of whether he is brought to other types of liability for this offense (disciplinary, public, administrative, criminal) and whether other measures of material coercion are applied to him.

An employee’s financial liability may arise, in particular, in the following cases:

Damage or destruction of the employer’s property (buildings, structures, equipment, materials and components, Vehicle etc.) due to the negligence or inattention of the employee;

Shortages of money due to the employee’s negligence;

Loss of documents (if this causes direct actual damage);

Depreciation of documents as a result of incorrect execution and loss of their legal force due to this; payment by the employer of a fine due to the fault of the employee.

Financial liability can be specified in employment contract or in a written agreement (annex to the contract), while the employer’s responsibility to the employee cannot be lower, and the employee’s responsibility to the employer cannot be higher, than provided for by labor legislation.

Required condition imposing financial liability on the employee for causing damage - the presence of his fault.

The employee is obliged to compensate the employer for direct actual damage - a real decrease in available property or deterioration in its condition (including property of third parties, if the employer is responsible for the safety of this property), as well as costs or excessive payments for the acquisition or restoration of property. Recovery from an employee of income not received by the employer (lost profits) is illegal.

The employee’s financial liability is excluded in the following cases: damage arising due to force majeure, normal economic risk, extreme necessity or necessary defense; failure by the employer to fulfill the obligation to provide adequate conditions for storing property entrusted to the employee.

The employer has the right (taking into account specific circumstances) to fully or partially refuse to recover damages from the guilty employee. For the damage caused, the employee bears financial liability within the limits of his average monthly earnings, unless otherwise provided by law.

The amount of damage is determined based on actual losses, based on market prices, valid in the area on the day the damage was caused, but not lower than the value of the property according to accounting data (taking into account the degree of wear and tear).

The amount of damage caused and the reasons for its occurrence are established during an inspection, which the employer is obliged to conduct before making a decision on compensation. The commission (with the participation of the necessary specialists) draws up an inventory report, an accounting audit report, expert opinion or another document.

Based on the document drawn up by the commission and the explanatory note, which the employer must demand from the guilty employee, he determines the amount of damage caused. The employee’s refusal to provide a written explanation for causing damage must be documented.

The employee and (or) his representative have the right to familiarize himself with all inspection materials and appeal them in the manner established by labor legislation.

If the amount of damage does not exceed the average monthly earnings of the employee, its collection is carried out by order of the employer, which can be made no later than one month from the date of final determination of the amount of damage (from the date of approval of the results of the commission’s work). In other cases (the monthly period has expired or the employee does not agree to voluntarily compensate the damage caused to the employer in excess of his average monthly earnings), recovery is carried out only by the court. An employee can also go to court if the employer fails to comply with the procedure for collecting damages established by law.

An employee may voluntarily compensate (in whole or in part) for the damage caused to the employer. By agreement between them, it is possible to compensate for damage by installments, and the employee must submit a written commitment with specific payment terms. If an employee who has given such an obligation refuses to compensate for damage upon dismissal, the outstanding debt will be collected in court. With the documented consent of the employer, the employee may compensate for damage with equivalent property or repair damaged property.

Dairy and fermented milk products include milk, cream, kefir, curdled milk, yogurt, acidophilus drinks, fermented baked milk, kumiss, sour cream, cheese, cottage cheese products, butter, as well as ice cream and canned milk.

The dairy department was one of the first departments of the store to introduce self-service thanks to its wide range of packaged products. The constant presence of high-quality dairy products in the store’s assortment helps to create a pleasant impression of the store for customers.

The dairy section is preferably around 5% retail space supermarket and accounts for approximately 12% of store sales with a share of gross profit of 19.7%. It is also advisable to include eggs and sauces in the assortment of the dairy department.

Milk and dairy products are classified as everyday goods that are part of planned purchases. Therefore, with the help of flexible pricing policy You can attract additional buyers for products in this group and participate in the formation of the store’s image.

At the same time, in the process of purchasing dairy products, following categories purchases:

Planned purchases with clearly defined characteristics of dairy products (product, brand, type, packaging); if the specified goods are not available in the store, the buyer most often buys them in another store;

Partially planned purchases with the definition of several criteria for the characteristics of dairy products (for example, packaging, percentage of fat content), but the final choice of the buyer will be made directly at the point of sale, depending on consumer preferences, price, and the available range of dairy products;

Unplanned (impulsive) purchases, the purchase decision of which is made under the influence of various impulsive factors on the buyer (for example, effective display, special offer, holding a promotion, tasting, etc.).

Dairy products are usually consumed together with other goods, so the buyer purchases other “paired” goods along with them: for example, milk - cookies, butter - bread, cheese - crackers, milk - corn flakes, milk - muesli - cookies, cream - coffee , confectionery products, etc. It is recommended to regularly carry out “marketing attacks” on this or that pair, placing certain paired products directly in the dairy department. Thus, using cross-merchandising, you can influence the growth of sales volumes both in the dairy department and in the store as a whole. Also, the use of special prices (regular promotions) for such hot goods, like cheese, eggs, milk, butter, margarine, can serve as an effective means of forming positive image store in the eyes of consumers.

In organizing the work of the dairy department, it is necessary to focus on the following aspects:

- maintaining appropriate sanitary conditions in the department: Dairy products are perishable goods and can create an unpleasant odor, including due to damage to the integrity of the packaging. Therefore all the shelves commercial equipment, used for displaying dairy products, should be kept clean, cleaned regularly and thoroughly;

- rotation of inventory: occurs in all departments of the store, but it takes on special significance in departments where perishable goods are sold;

- regular Maintenance refrigerated equipment, absence of foreign odors, uniform loading of refrigerated containers with dairy products.

Before sale, dairy products are pre-sorted by type and sample, pieced and packaged goods are checked, including the condition of packaging, weight, and presence of labeling. Cans, bottles and packaging are wiped free of oils and dust. Weight and piece goods are exempt from containers and packaging materials. Trays of eggs are laid out from boxes and those that are damaged and unsaleable are selected. Piece goods (packaging units) are checked according to the following criteria: presence of labels, closure strength, integrity of bags (no leaks), completeness of filling (for liquids) and weight.

Terms and conditions for the sale of milk, dairy products, cheeses, ice cream, edible fats, mayonnaise, and chicken eggs must comply with the requirements of regulatory documents.

Along with dairy products, there may be bread and bakery products in vacuum packaging and dry mixes (Fig. 42).

Rice. 42. in

Recently, supermarkets have been displaying sterilized dairy products in additional points of sale on pallets or special floppy disks. At the same time, the lower rows of products may not be unpacked, and the upper one or two tiers should be laid out so that the buyer does not have to independently pull the milk out of the plastic. The stack of dairy products should be at an optimal height so that the consumer does not reach or bend over for a bag or bottle. Placing milk outside refrigerated display cases on the floor is unacceptable.

Basic principles of placing dairy products in trading floor store, regardless of how it is presented at the point of sale (by manufacturer, price, product group), are based on ensuring the convenience of customers choosing products, namely:

Focus on increasing sales volumes of all brands and packages of dairy products;

Ensuring impulse purchases;

Maximum effective use shelf space;

Creating maximum convenience for customers during the purchasing process.

Milk and dairy products are traditionally placed at the back of the sales floor in a place convenient for customers. It is recommended to allocate separate places in the sales area for dairy products, avoiding contact with other products. Dairy products should be divided into two blocks according to canning technology and storage conditions. Pasteurized products that require storage at low temperatures should be placed separately from sterilized products.

To store milk and dairy products, a variety of refrigeration equipment is used (cooled sections, horizontal and vertical refrigerators, etc.), which is shown in Fig. 43.

Rice. 43. in

Dietary dairy products are placed in sections of healthy products or are allocated a separate place among traditional dairy products. IN separate group secrete milk for infants. It is displayed either in departments with children's products or milk.

Place dairy products at the top of the “golden triangle” next to deli meats or cheeses;

Teach categories as the percentage of fat content increases according to the direction of movement of customers, starting with milk with a percentage of fat content from 0.5 to 6-8%; continuing with fermented milk products (ryazhenka, kefir, yogurt, sour cream); finishing with cream (also taking into account the percentage of fat content - for coffee 11%; for cooking dishes and sauces - 23%; for cooking - 35%);

Group dairy products by producers and trademarks; present taking into account the price (from cheap to expensive) and the direction of movement of buyers;

Canned milk is placed depending on its purpose: in the canning department, in the children's department, in the dairy department, in the confectionery department (dry cream can be placed next to instant coffee);

It is advisable to use a special display for displaying dairy products (on pallets and displays at additional points of sale).

Milk and milk-based products are one of the main components of the human diet. Refers to everyday goods. And the dairy department traditionally occupies the main place among supermarket departments. Milk-based products are a universal product for a huge number of consumers: cottage cheese for breakfast, sour cream for soups for lunch, kefir for dinner.

The production of dairy products in our country has long traditions. And the range of milk-based food products exceeds in diversity the list of dairy products in a number of European countries and states where agriculture is developed.

Refrigerated display cases and refrigerated slides are convenient for displaying dairy products. With their help, you can demonstrate a small range of available dairy products.

The refrigerated cabinet is suitable for various groups of dairy products (milk, kefir, butter, margarine, yogurt, mayonnaise, sour cream). Small and large batches of dairy products are stored in medium-temperature cabinets. It is convenient to store all types of dairy products and other food products in a glass cabinet, subject to the rules of product proximity.

In small-format stores and large shopping complexes, the installation of refrigerated display cases, counters, cabinets, shelves, and chambers provides an excellent opportunity for high-quality storage and sale of a wide range. Small-sized refrigeration units optimize trading platforms, and different modes - select conditions for preserving dairy products.

BuyHolod.ru offers you to choose from the catalog and buy refrigeration equipment that will keep your products fresh and adequately present them to customers: horizontal, cabinet, counter, chest, slide.