Job instruction for a goods portioning and packaging worker

Employer name: ____________________

APPROVED
Manager’s position ____________________
Signature ____________ First name and surname ____________________
Date ____________________

JOB INSTRUCTION No. ____________
Place of preparation ____________________

1. General provisions

1.1. This instruction defines the tasks, duties, rights, responsibilities and working relationships of an employee in the occupation “Packer and packager” (Ukrainian official occupation name: «Укладальник-пакувальник»), code ДК 003:2010 — 9322. Scope of work — packaging goods. Structural unit: ____________________.

1.2. The employee belongs to the “workers” category and reports directly to the head of the packaging area or the store manager. The workplace and working schedule are determined by the employment contract and internal labour regulations.

1.3. The employee is hired and dismissed by the employer’s order on the grounds and in the manner provided for by labour legislation. Before starting work, the employee is familiarised with the job duties, working conditions and this instruction.

1.4. Qualification requirements for manual packaging at grade 2: basic general secondary education or primary general education and vocational training at the workplace; advanced training and at least six months’ experience as a grade 1 packer and packager. When working with food products, the employee undergoes mandatory medical examinations and hygiene training.

1.5. In their work, the employee is guided by the legislation of Ukraine, applicable trade and occupational safety rules, the employment contract, internal labour regulations, lawful orders of the employer, this instruction and approved documents of their unit.

1.6. The employee must know: rules for manual packaging and dosing, properties of goods, types of permitted containers and packaging materials; procedures for determining net weight, labelling and batch traceability requirements; hygiene rules and safe use of scales and tools.

1.7. During the employee’s absence, their duties are performed by a person appointed by the employer’s order, subject to qualification and work authorisation requirements, the employee’s consent and payment for substitution in cases established by law. Transfer of duties does not automatically grant access to the accounting system.

2. Tasks and duties

2.1. Receives an assignment specifying the goods, batch, quantity and packaging method; checks that approved labelling information is available.

2.2. Prepares a clean workplace, serviceable scales, tools and suitable packaging materials. For food products, uses materials and equipment approved for the relevant type of contact.

2.3. Accepts goods for packaging and checks their name, quantity, condition and expiry date; informs the manager of damage, contamination or conflicting labelling.

2.4. Packages and doses goods manually in accordance with the approved parameters, determines quantity, weight or volume using appropriate means and accounts for the weight of the container.

2.5. Does not mix batches or incompatible goods without an approved technological basis; ensures the link between the source batch and finished packages is maintained.

2.6. Prevents contamination of products, observes personal hygiene, keeps tools clean and separates operations; if a hazard is detected, stops the relevant operation and informs the manager.

2.7. Closes packages using the established method and checks their integrity, quantity compliance and external condition.

2.8. Applies approved labelling with accurate information about the goods and weight; for food products, ensures the information required by law and does not change the expiry date without authorisation.

2.9. Separates packages that are incorrectly weighed, damaged or incorrectly labelled and submits them for approved correction; does not release them for sale as compliant goods.

2.10. Hands over finished packages to the responsible employee, providing information on actual output, balance and confirmed losses; does not write off raw materials or goods independently.

2.11. Cleans the workplace and equipment according to the established procedure, separates waste and reports the need for materials. Performs mechanised work only with the appropriate qualification and authorisation.

2.12. Completes training and briefings on occupational safety required for the work, as well as mandatory medical examinations in cases established by law. Uses serviceable equipment and issued protective equipment for their intended purpose.

2.13. Immediately informs the direct manager of a threat to life or health, accident, fire, injury or malfunction. In a dangerous situation, stops the hazardous work, acts according to the response and evacuation plan, and does not endanger themselves or others.

3. Rights

3.1. To receive from the manager and responsible employees the documents, accurate information and explanations necessary to perform the job duties, within the established access limits.

3.2. To require serviceable equipment, proper working conditions, necessary materials and personal protective equipment where required for the work.

3.3. To report violations and make proposals concerning work organisation, preservation of property, safety and improvement of service; to have such proposals considered by the manager.

3.4. To refuse assigned work if a work situation arises that is dangerous to the life or health of the employee, people around them, the working environment or the environment, immediately notifying the direct manager or employer.

3.5. To exercise the right to remuneration, rest, vocational training and protection of labour rights in accordance with legislation. To provide explanations concerning the circumstances of violations before a decision on disciplinary action is made.

4. Responsibility

4.1. For culpable failure to perform or improper performance of job duties, violation of labour discipline and occupational safety requirements, the employee bears responsibility in the manner and within the limits established by law. Disciplinary sanctions are applied in compliance with the prescribed procedure.

4.2. Material liability arises only where the grounds and conditions provided for by law exist, for direct actual damage caused by culpable unlawful acts or omissions. Its type and limits are determined by law; the mere fact of a shortage is not grounds for automatically imposing full material liability.

4.3. This instruction does not establish monetary fines, additional disciplinary sanctions, unconditional compensation for shortages, or the employer’s right to deduct money from wages outside the legal grounds and procedure.

4.4. For violations of rules on the preservation of documents, accounting data, property and confidential information, the employee is liable where at fault and within the limits established by law.

5. Occupational relationships

5.1. Receives packaging parameters and approved labelling from the manager; receives identified goods and documents from the warehouse.

5.2. Informs the goods specialist and the person responsible for food safety of nonconformities; hands finished packages, leftovers and actual results to the warehouse clerk or salesperson.

5.3. Transfers unfinished matters and work results to the employee designated by the manager. Records the transfer of documents, goods, funds or other valuables in the established manner; reports unresolved discrepancies.

6. Final provisions

6.1. This instruction enters into force after approval by the employer. Before starting the relevant work, the employee is familiarised with it by signature or by another method agreed in accordance with law that makes it possible to confirm familiarisation.

6.2. Amendments to the instruction are approved by an employer’s order in compliance with labour legislation and applicable provisions of martial law. Amending the instruction does not replace the proper formalisation of a change in job duties, transfer or change to essential working conditions.

6.3. A copy of the instruction is kept by the person responsible for personnel records. The employee is provided with the opportunity to consult the current instruction and obtain a copy.

Prepared by: position ____________ signature ____________ first name and surname ____________________ date ____________

Agreed: position ____________ signature ____________ first name and surname ____________________ date ____________

Familiarised with the instruction: first name and surname ____________________ signature ____________ date ____________

Regulatory framework

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