An employment contract concluded with an employee engaged in work with harmful or hazardous working conditions (sample filling). Working conditions in an employment contract

A special assessment of working conditions, carried out through the certification of a specific workplace, allows not only to determine in what conditions the employee will work, but also with its help the employer identifies negative factors that further affect the specifics of the employee's work regime, the provision of certain guarantees and payment of compensation. The employer's obligation to bring all characteristics of working conditions into employment contract is directly provided for in article 57 of the Labor Code of the Russian Federation.

Subdivision of the terms of an employment contract according to the Labor Code of the Russian Federation

Assessment of working conditions presupposes knowledge of all negative factors in production that can indirectly or directly affect the health of workers. For this, attracted by the employer specialized organization conducts attestation of the workplace, based on the results of which it generates a report. Information from the report is open to both the employer and employees. The latter cannot be denied, the right to familiarize themselves with the results of a special assessment of working conditions.

Speaking about what production factors are, there are:

• safe,
• harmful,
• dangerous.

The combination of these factors forms certain working conditions (part 2 of article 209 of the Labor Code of the Russian Federation).

If a large number of factors are safe, and, accordingly, the presence of harmful and dangerous factors is minimal, then most likely your working conditions will be determined as optimal. Such working conditions are assigned the 1st class, which is the safest.

Less safe, but with an acceptable amount of both safe and dangerous and harmful factors, form acceptable working conditions, or hazard class 2-1.

The presence of above average harmful and hazardous production factors, in which the impact on the employee's body exceeds the permissible exposure levels and after which the employee needs a longer time to restore the normal state, despite the presence of safe factors, form harmful working conditions. Harmful working conditions include subclasses:

• 3.1, or harmful working conditions of the 1st degree;
• 3.2, or hazardous working conditions of the 2nd degree;
• 3.3, or harmful working conditions of the 3rd degree;
• 3.4, or harmful working conditions of the 4th degree.

The presence of the largest possible number of hazardous factors in production with a threat to the life and health of the employee is classified as hazardous working conditions with the assignment of hazard class 4-1.

You can familiarize yourself with the procedure, terms, features of the special assessment of working conditions, their classification, and the results of registration in the Federal Law of December 28, 2013 No. 426-FZ "On Special Assessment of Working Conditions".

Working conditions in an employment contract in 2017: sample

It is possible to classify certain working conditions at workplaces as safe or, conversely, dangerous, harmful only after certification of the workplace. This means that the working conditions in the employment contract must be documented and employees have the right to get acquainted with the results of the special assessment of their workplace. This requirement applies both to working conditions under contracts concluded earlier, and to working conditions in employment contracts concluded in 2017.

Here is a sample of including working conditions in an employment contract.

Download a sample employment contract with working conditions

Clause in the employment contract on working conditions

The employer is obliged to indicate the working conditions, even if, according to the results of the certification of the workplace, they are classified as safe.

In case of changes in working conditions in the course of labor activity, an additional agreement to the employment contract is drawn up.

The main document establishing the labor relationship between the employee and the employer is the employment contract. Usually, the employer in the contract does not describe in detail the working conditions, but is limited to indicating the position of the employee and his place of work. Sometimes the question arises: is it necessary to indicate a more complete description of the workplace, including a description of the working conditions?

In this article, we will touch on the following topics:

• mentioning the working conditions in the employment contract;
• how to prescribe working conditions in an employment contract;
• example of working conditions in an employment contract.

Mention of working conditions in an employment contract

The employment contract must contain a number of key provisions, including the nature and conditions of work. This is usually done by simply specifying the position and place of work of the employee. However, sometimes the employer asks the question: is it necessary to mention the working conditions in the employment contract, including the hazard classes established by a special assessment of working conditions?

Employees of the organization may be faced with adverse production factors that make up working conditions. According to the text of Article 209 of the Labor Code of the Russian Federation, working conditions are considered to be a set of factors present in the working environment and the labor process that affect the health and performance of the employee. The same article defines workplace employee as a place where he should be in the performance of work duties.

Further, Article 57 of the Labor Code of the Russian Federation, which contains a list of conditions that must be included in an employment contract, has recently been supplemented with a clause "working conditions at the workplace." This amendment was introduced by the Federal Law of December 28, 2013 No. 421-FZ "On Amendments to Certain Legislative Acts Russian Federation in connection with the adoption Federal law"On a special assessment of working conditions."

Thus, agreements that come into force on January 1, 2014 must contain information on hazard classes established based on the results of certification of workplaces or a special assessment of working conditions.

How should the working conditions be prescribed in the employment contract?

A conclusion about working conditions at a specific workplace can only be obtained based on the results of the conducted special assessment working conditions. Article 27 of Law No. 426-FZ also stipulates that if an organization has carried out certification of workplaces before 01.01.2014, then within 5 years from the date of its completion, a special assessment of working conditions at these or similar workplaces may not be carried out (for except in some cases).

Working conditions are subdivided into classes and subclasses depending on the degree of hazard or hazard. That is, a special assessment of working conditions (or the certification of workplaces carried out earlier) determines the presence of unfavorable production factors at workplaces, establishes the degree of their harmfulness or danger, and then, based on the results obtained, classifies the working conditions at the tested workplace to a certain class of hazard (hazard) ...

Thus, since the characteristic of the presence of unfavorable working conditions at the workplace is the hazard or hazard class assigned to them, then when concluding an employment contract, it is necessary to include information about this class in it. At the same time, the legislation does not contain any requirements for specifying the details of the document that established the class of working conditions, therefore, it is not necessary to refer to such a document in the employment contract.

For work in harmful or dangerous working conditions, employees are entitled to various benefits and compensations. The procedure and conditions for their provision are determined by the Government of the Russian Federation. Moreover, additional compensation may include, for example, collective agreement... Accordingly, in the employment contract, it is necessary to fix all established compensations for work with harmful or hazardous working conditions.

An example of working conditions in an employment contract

You can prescribe working conditions in an employment contract different ways... Here are fragments of one of the possible options for drawing up an employment contract.

3. Working conditions

3.1. The Work of the Employee in the position specified in clause 1.1 of the contract is carried out during harmful conditions labor.

3.2. Based on the results of a special assessment of working conditions carried out on (date), the working conditions at the workplace of the Employee were assigned a hazard class 3.2.

• Supplementary agreement to the employment contract on the establishment of compensation for harmful or dangerous working conditions (sample) .doc
• Employment contract template (form) .doc

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• Supplementary agreement to the employment contract on the establishment of compensation for harmful or dangerous working conditions (form) .doc
• Form No. 1-T (working conditions). Information on the state of working conditions and compensation at work with harmful and hazardous working conditions (form) .xls

Labor contract N 09/12

Moscow "01" December 2012

Limited Liability Company "Kholod", hereinafter referred to as the "Employer", represented by director Sergei Sergeevich Vorobiev, acting on the basis of the charter, on the one hand, and Grigory Grigorievich Govorukhin, hereinafter referred to as "Employee", on the other hand, have entered into this agreement about the following:

1. The Subject of the Agreement

1.1. The employee is accepted by the Employer to perform work as a mechanic-repairman of the compressor shop.

1.2. Work for the Employer is the main place of work for the Employee.

1.3. The immediate supervisor of the Employee is S.S. Vorobyov.

1.5. In order to verify the compliance of the Employee with the assigned work, the Employee is established probation lasting 2 months. The specified period is calculated from the day following the date of signing this agreement by both parties. Reason: Art. 70 of the Labor Code of the Russian Federation.

1.6. In connection with the condition provided for in clause 1.5 of this agreement, the Employer undertakes to inform the Employee in writing about the test result no later than three working days before the expiration of the test period.

If the test period has expired, and the Employee continues to work, then he is considered to have passed the test, and the subsequent termination of the employment contract is allowed only on a general basis.

1.7. If the Employee does not start work on the date specified in clause 1.4. of this employment contract, the contract is canceled in accordance with Part 4 of Art. 61 of the Labor Code of the Russian Federation.

2. Rights and Obligations of the parties

2.1. The employee is obliged:

2.1.2. Observe the internal labor regulations established by the Employer, production and financial discipline, conscientiously treat the execution of their job duties specified in paragraphs. 1 of this employment contract.

2.1.3. Protect the property of the Employer.

2.1.5. Timely pass medical checkup.

2.1.6. Observe the requirements of labor protection, safety measures and industrial sanitation.

2.1.7. Contribute to the creation of a favorable business and moral climate at work.

2.2. The employer undertakes:

2.2.1. Provide the Employee with work in accordance with the terms of this employment contract. The Employer has the right to demand from the Employee to perform duties (work) not stipulated by this employment contract, only in cases stipulated by the labor legislation of the Russian Federation.

2.2.2. Provide safe conditions work in accordance with the requirements of safety regulations and labor legislation of the Russian Federation.

2.2.3. Pay for the work of the Employee in the amount established by this employment contract.

2.2.4. Pay bonuses, remuneration in the manner and on the conditions established by the Employer, provide material assistance, taking into account the assessment of personal labor participation Employee in the work of the Employer in the manner prescribed by the regulation on remuneration and other local acts of the Employer.

2.2.5. Comply with legislation and other regulations RF requirements for the level of qualifications, health status:

Organize an internship for the Employee;

Organize classes to improve professional excellence An employee;

Provide timely medical control Employee, free medical examination once every 2 years. Conduct a deep medical examination of the Employee with the involvement of the clinic's specialists;

Observe the work and rest regimes of the Employee established by the legislation of the Russian Federation.

2.2.6. Pay in case of production need, in order to improve the qualifications of the Employee, his training.

2.2.7. To familiarize the Employee with labor protection requirements and internal labor regulations.

2.2.8. Contribute to the reduction of the harmful effect of production factors on the life and health of the Employee.

2.2.9. Take the necessary preventive measures industrial injuries, occupational and other diseases of the Employee in cases stipulated by law.

2.2.10. Provide benefits and compensations in a timely manner in connection with harmful working conditions (additional vacations), provide, in accordance with applicable standards and regulations, special clothing, special shoes and other personal protective equipment, and organize proper care for these means.

2.2.11. Provide equipment for the premises for heating and resting the Employee.

2.3. The employee has the following rights:

The right to provide him with the job specified in clause 1.1 of this employment contract;

The right to timely and full payment of wages;

The right to rest in accordance with the terms of this employment contract and legal requirements;

Other rights granted to employees by the Labor Code of the Russian Federation.

2.4. The employer has the right:

Encourage the Employee for conscientious, high-quality and efficient work. Pay compensation to the Employee for the use of a personal car, tool, etc. for the needs of the organization;

Involve the Employee in disciplinary and material responsibility in cases stipulated by the legislation of the Russian Federation;

Exercise other rights granted to him by the Labor Code of the Russian Federation.

3. Working hours

3.1. The employee is set a five-day work week duration 36 (thirty six) hours. The days off are Saturday and Sunday.

3.2. Work of the Employee in the position specified in clause 1.1 of the contract is carried out in harmful working conditions.

3.3. The employee is granted annual leave of 28 calendar days.

3.4. The employee is provided with additional paid leave of 12 calendar days, while additional leave summed up to the main leave of 28 calendar days.

3.5. A part of the leave exceeding 28 calendar days cannot be replaced with monetary compensation (Article 126 of the Labor Code of the Russian Federation).

3.6. By family circumstances and other valid reasons, the Employee, upon his application, may be granted short-term leave without pay.

3.7. An employee who works in the open air or in closed unheated rooms during the cold season, if necessary, is provided with special breaks for heating and rest, which are included in working hours.

4. Terms of remuneration

4.1. For the performance of work stipulated by this employment contract, the Employee is paid an official salary in the amount of 50,000 rubles. per month.

4.2. Wages are paid at the Employer's cash desk on the 15th and 30th day of each month in accordance with the internal labor regulations. If the day of payment coincides with a day off or a non-working holiday, payment of wages is made on the eve of this day (Article 136 of the Labor Code of the Russian Federation).

4.3. For work in harmful working conditions, the Employee is paid an additional payment in the amount of 12% of the tariff rate.

4.4. The employee is provided with free milk or other equivalent food products... The free milk dispensing rate is 0.5 liters per shift, regardless of its duration.

4.5. The conditions and amounts of incentive payments by the Employer to the Employee are established in accordance with the regulations on remuneration and material incentives.

4.6. From the wages paid to the Employee in connection with this employment contract, the Employer withholds income tax individuals, and also makes other deductions in accordance with current legislation Of the Russian Federation and transfers the withheld amounts as intended.

5. Responsibility of the parties

5.1. In the event of non-fulfillment or improper fulfillment by the Employee of the duties assigned to him by this labor contract, internal labor regulations, labor legislation, he bears disciplinary, material and other responsibility in accordance with the current legislation of the Russian Federation.

5.2. The employer bears material and other liability in accordance with the current legislation of the Russian Federation.

6. Termination of an employment contract

6.1. On general grounds provided for by applicable law.

6.2. In all cases, the day of dismissal of the Employee is the last day of his work.

7. Warranties and compensations

7.1. During the validity period of this employment contract, the Employee is subject to all guarantees and compensations provided for by the current labor legislation of the Russian Federation.

7.2. For the period of validity of this employment contract, the Employee is subject to compulsory social insurance in state extrabudgetary funds at the expense of the Employer in the manner prescribed by the current legislation of the Russian Federation.

7.3. The Employer pays the Employee a temporary disability benefit in accordance with the current legislation of the Russian Federation.

7.4. In the event of temporary incapacity for work, the Employee is obliged to provide the Employer with a certificate of incapacity for work, confirming his temporary incapacity for work (illness, accident, etc.), no later than 3 (three) days after the end of such incapacity.

8. Final provisions

8.1. The terms of this employment contract are legally binding on the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.

8.2. Disputes between the parties arising from the performance of an employment contract are considered in the manner prescribed by the current legislation of the Russian Federation.

8.3. In all other respects that are not provided for by this employment contract, the parties are guided by the legislation of the Russian Federation governing labor relations.

8.4. The Agreement is drawn up in two copies with equal legal force, one of which is kept by the Employer, and the other - by the Employee.

9. Addresses and details of the parties

Employer: Employee: Vorobyov S.S. Govorukhin G.G.

I received the second copy of the employment contract.

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EMPLOYMENT CONTRACT No. 15-TD

Moscow 14.01.2014

"Alpha" represented by the director Lvov Alexander Vladimirovich, acting on the basis of the Charter, hereinafter referred to as the "Employer", on the one hand, and Egor Vasilievich Ivanov, hereinafter referred to as "Employee", on the other hand, have entered into this employment contract on the following:

1. GENERAL PROVISIONS

1.1. Under this employment contract, the Employer provides the Employee with work as a gas electric welder of the 6th grade, and the Employee undertakes to personally perform the specified work in accordance with the terms of this employment contract.

1.2. An employee is recruited into the welded department of the Employer's organization.

1.3. Place of work of the Employee - Moscow, st. Mikhalkovskaya, 20.

1.4. Work with the Employer is the main one for the Employee.

1.5. Working conditions at the workplace - harmful, class 3, degree 2 (based on the results of the Special Assessment of workplaces dated February 07, 2014)

P / p No.	Measurement date	The name of the harmful and (or) hazardous factor of the working environment and labor process	Classification of working conditions
1	2	3	4
1	05.06.2014	the severity of the work process	2
2	05.06.2014	labor intensity	2
	05.06.2014	air temperature	3.1

1.6. This employment contract is concluded for an indefinite period.

1.7. This employment contract comes into force on the day the Employee is admitted to work, as determined by clause 1.7 of the contract.

1.9. A trial period of three months is set for the Employee in order to verify the Employee's compliance with the assigned work.

2. RIGHTS AND OBLIGATIONS OF THE EMPLOYEE

2.1. The employee has the right to:

2.1.1. Providing him with work as stipulated by this employment contract.

2.1.2. Ensuring safety and working conditions that meet the regulatory requirements of labor protection.

2.1.3. Timely and in full payment of wages in accordance with qualifications, complexity, quantity and quality of work performed.

2.1.4. Complete and reliable information on working conditions and labor protection requirements at the workplace.

The employee has other rights provided for by the labor legislation of the Russian Federation, this labor contract.

2.2. The employee is obliged:

2.2.1. To fulfill in good faith his labor duties assigned to him by this employment contract, to fulfill the established labor standards.

2.2.2. Observe the labor regulations in force for the Employer, labor protection and labor safety requirements, other local regulations of the Employer directly related to the Employee's labor activity, with which the Employee was familiarized with the signature.

2.2.3. Observe labor discipline.

2.2.4. Conscientiously carry out gas-electric welding works.

3. RIGHTS AND OBLIGATIONS OF THE EMPLOYER

3.1. The employer has the right:

3.1.1. Demand from the Employee fair execution obligations under this employment contract.

3.1.2. Adopt local acts directly related to the Employee's labor activity, including labor regulations, labor protection and labor safety requirements.

3.1.3. Bring the Employee to disciplinary and material liability in the manner prescribed by the Labor Code of the Russian Federation, other federal laws.

3.1.4. To reward the Employee for conscientious and effective work.

The employer has other rights provided for by the labor legislation of the Russian Federation, this labor contract.

3.2. The employer is obliged:

3.2.1. Provide the Employee with work stipulated by this employment contract.

3.2.2. Ensure the safety and working conditions of the Employee that meet the regulatory requirements of labor protection.

3.2.3. Ensure the timely issuance of overalls, special footwear and other personal protective equipment to the employee in accordance with the established norms at the expense of the employer (list):

3.2.4. To pay in full the salary due to the employee within the established time frame.

3.2.5. Process and protect the personal data of the Employee in accordance with the legislation of the Russian Federation.

3.2.6. To acquaint the Employee with signature with the adopted local regulations directly related to his labor activity.

3.2.7. To provide for the everyday needs of the Employee related to the performance of his labor duties.

3.2.8. Pay for the training of the Employee in case of production need in order to improve his qualifications.

The employer fulfills other duties provided for by labor legislation and other regulatory legal acts containing norms labor law, collective bargaining agreement, agreements, local regulations and this employment contract.

4. REMUNERATION AND SOCIAL GUARANTEES

4.1. For the performance of the labor duties provided for by this employment contract, the employee is set an official salary in the amount of 15,000 (fifteen thousand) rubles. per month.

4.2. The payment of bonuses and remuneration to the Employee is made in accordance with the procedure established in the collective agreement of 12.09.2002 and in the Regulations on Bonuses dated 15.06.2002 No. 1, which the Employee was familiar with when signing this employment contract.

4.3. The payment of wages to the Employee is made within the terms and in the manner established by the collective agreement, labor regulations, and other local regulations of the Employer.

4.4. The salary is paid to the Employee by issuing cash Money from the Employer's cash desk (by transferring to the Employee's bank account) every half month on the day established by the Labor Regulations.

4.5. Deductions can be made from the employee's salary in cases provided for by the legislation of the Russian Federation.

4.6. For work in harmful working conditions, the Employee is set a wage increase coefficient (additional payment for work in harmful working conditions) in the amount of 4% of the wage rate.

4.7. The employee is provided with free milk or other equivalent food products. The free milk dispensing rate is 0.5 liters per shift, regardless of its duration.

4.8. The Employee is subject to benefits, guarantees and compensations established by the legislation of the Russian Federation and local regulations of the Employer.

5. WORKING AND REST HOURS

5.1. The employee is assigned a five-day working week of 36 (thirty-six) hours. The days off are Saturday and Sunday.

5.2. The employee is provided with an annual basic paid leave of 28 calendar days.

The Employee has the right to take leave for the first year of work upon the expiration of six months of his continuous work at this Employer... By agreement of the parties, paid leave may be granted to the Employee even before the expiration of six months. Vacation for the second and subsequent years work can be provided at any time of the working year in accordance with the vacation schedule.

5.3. The employee is provided with additional paid leave of 12 calendar days.

5.4. For family reasons and other valid reasons, the Employee, on the basis of his written application, may be granted unpaid leave for the duration established by the labor legislation of the Russian Federation and the Labor Regulations.

6. SOCIAL INSURANCE

6.1. The employee is subject to compulsory social insurance in connection with work. The types and conditions of compulsory social insurance of an employee in connection with work are carried out by the Employer in accordance with the legislation of the Russian Federation.

7. OTHER TERMS OF THE EMPLOYMENT CONTRACT

7.1. The Employee undertakes, during the term of this employment contract and after its termination for five years, not to disclose trade secrets protected by law, which became known to the Employee in connection with the performance of his labor duties.

With the list of information constituting a trade secret protected by law, the Employee must be familiarized with the signature.

7.2. In case of violation of the procedure for using and unlawful disclosure of information specified in clause 7.1 of this agreement, the relevant party at fault in the agreement is obliged to compensate the other party for the damage caused.

8. LIABILITY OF THE PARTIES TO THE EMPLOYMENT CONTRACT

8.1. The Employer and the Employee are responsible for non-fulfillment or improper fulfillment of the duties and obligations assumed, established by this employment contract, local regulations of the Employer, and the legislation of the Russian Federation.

8.2. For the commission of a disciplinary offense, that is, failure to perform or improper performance by the Employee through his fault of the labor duties assigned to him, the Employee may be subject to disciplinary action stipulated by article 192 of the Labor Code of the Russian Federation.

8.3. The Employer and the Employee may be held liable for material and other types of legal liability in cases and in the manner prescribed by labor legislation and other federal laws.

9. AMENDMENT AND TERMINATION OF THE EMPLOYMENT CONTRACT

9.1. Each of the parties to this employment contract has the right to raise with the other party the question of its addition or other amendment to the employment contract, which, by agreement of the parties, are drawn up additional agreement, which is an integral part of the employment contract.

9.2. Changes and additions can be made to this employment contract by agreement of the parties also in the following cases:

a) when changing the legislation of the Russian Federation in the part affecting the rights, obligations and interests of the parties, as well as when changing the local regulations of the Employer;

b) in other cases provided for by the Labor Code of the Russian Federation.

9.3. If the Employer changes the terms of this employment contract (with the exception of the labor function) for reasons related to changes in the organizational or technological working conditions, the Employer is obliged to notify the Employee about this at writing no later than two months before their change (Article 74 of the Labor Code of the Russian Federation).

The Employer is obliged to notify the Employee personally and signed at least two months before the dismissal of the upcoming dismissal in connection with the liquidation of the organization, reduction of the number or staff of the organization's employees.

9.4. This employment contract is terminated only on the grounds established by the Labor Code of the Russian Federation and other federal laws.

Upon termination of the employment contract, the Employee is provided with guarantees and compensations provided for by Chapter 27 of the Labor Code of the Russian Federation, as well as other norms of the Labor Code of the Russian Federation and other federal laws.

10. FINAL PROVISIONS

10.1. Labor disputes and disagreements between the parties regarding compliance with the terms of this employment contract are resolved by agreement of the parties, and in case of failure to reach an agreement, they are considered by the commission on labor disputes and (or) by the court in order, established by law RF.

10.2. In the part not provided for by this employment contract, the parties are guided by the legislation of the Russian Federation.

10.3. This employment contract is concluded in two copies with equal legal force. One copy is kept by the Employer in the personal file of the Employee, the second - with the Employee.

11. ADDRESSES, DETAILS AND SIGNATURES OF THE PARTIES

It tells in detail about the permissible norms of light, noise, rules for the arrangement of the workplace. The article touches upon the issues of certification of workplaces, in what order it is carried out.

Concept

What are working conditions in the workplace?

The definition of the concept of "working conditions" has taken a long ( even centuries old) the road. Make the way from the merciless exploitation of workers to a more informed regulation of the work process, largely based on the opinions of doctors and experts. They received their final embodiment in national legislation.

According to Articles 56 and 57 of the Labor Code of the Russian Federation, an employment contract cannot be concluded without specifying the working conditions. They are indicated without fail along with basic data, such as the name of the employee, salary, etc.

Article 56 says that the employer is obliged to ensure the working conditions stipulated by the legislation.

And in the 57th article there is a clause that states that it is imperative to highlight the characteristics of working conditions in an employment contract, harmful factors that an employee may encounter. Separately the compensation and guarantees due to him must be stipulated.

Manufacturing process characteristics

The production process is a planned activity of converting matter / raw material into a specific product.

Actions in such a process are linked into one chain, where all the links are interdependent.

The nature of the process can be determined by:

• the type of workforce involved;
• means of production;
• starting materials / raw materials.

Finding out the main means of production at the enterprise, there is a lot to be said for the type of process that happens there. Let's say we know that the main machine at the enterprise is a certain metallurgical installation.

Then it becomes clear that work with metal and ore is going on there. Labor force are metallurgical workers, steelworkers, etc.

From this fact, one can roughly imagine which safety requirements should be established and which occupational diseases are most likely.

Work environment

The work environment is the space where the worker performs labor activity... The concept includes buildings, means of production, vehicles used.

It also includes psychological and environmental conditions. The combination of these conditions has a constant impact on the employee.

Labor intensity

The intensity of labor, in the socio-economic literature, is work stress.

The concept includes both psychological factors and objective information.

Labor intensity is closely related to productivity.

In a poorly organized workplace tension will be high and productivity low.

This is the most negative option... The employee gets tired quickly, and the result is unsatisfactory.

Classification

Russian legislation divides working conditions for 4 classes... The governing article is article 14 Labor Code ... The first class (optimal conditions) is the best, the fourth is the most harmful (dangerous conditions).

Optimal: refers to a work environment in which harmful effect at the workers of the enterprise is completely absent or is at an extremely low level.

Allowable: in this case, a certain negative impact is allowed, but in strictly established norms.

Harmful: working conditions, where there is a clear excess of hazardous effects on the employee's body. A characteristic feature this class is the probable occurrence of prof. diseases Legislation distinguishes four subclasses, called degrees.

Dangerous: in this class, the employee is constantly exposed to the influence of negative factors caused by production process. There is a high risk occupational diseases and common health problems.

Environmental factors

The physical factors that affect the workflow are:

1. Lighting- illumination, according to the standards, should be within from 1 to 2 thousand Lux.
2. Temperature- the higher the physical activity, the lower the permissible temperature level in the room. Temperature is suitable for active physical work from 10 to 16 C °... With average activity - from 18 to 23 C °.
3. Noise- normal noise level - 65 decibels and a frequency of 75,000 Hertz... The noise level is considered high if it is higher 88 Decibels.
4. Vibration- in the organization of the workflow, it is also necessary to take into account vibration effects on the employee's body... They are subdivided into: local / general. They are closely related to the previous concept - noise.

Other factors usually include biological and chemical effects. An example of a harmful characteristic of working conditions is increased concentration of dust, toxic substances.

Assessment of workplaces

The employer is responsible for the certification of workplaces. Directly a certified organization is involved in certification, which professionally deals with this.

For certification, a special commission is formed, consisting of the employer (his representative), a labor protection specialist of this enterprise, members of trade unions.

After that, specialists from the hired certification firm, together with the commission, inspect the workplaces and collect data.

Environmental factors are measured - noise, vibration, deviations from the norms are recorded... The final report contains data on the measurement of factors. If the workplaces are similar to each other (in terms of equipment, environment, etc.), then it is allowed to check one fifth of the similar workplaces. But at least two places.

Separate planned and unscheduled certification.

Planned every five years.

Unscheduled certification is carried out with all significant changes in the production process.

These include the replacement of equipment, the transition to a fundamentally different technology. the production process as well as the trade union request.

Attention! Accident in production is a good reason for an unscheduled inspection.

In the final conclusion of a special assessment of working conditions, it is formulated whether the workplace meets the established standards or not.

Attention! Since January 2014 the attestation rules have changed significantly. In particular, the changes have affected the office sector. Now certification of offices is also mandatory.

The wording in the contract

How to prescribe working conditions at the workplace in an employment contract?

In an employment contract there must be information about which class the work belongs to.

For this, a whole section titled "Labor Protection".

It indicates (prescribes) whether the conditions are "optimal" (grade 1) or vice versa "dangerous" (grade 4).

In the "optimal" case, it is worth writing that all norms are met, there are no harmful conditions in the workplace.

Class 3 (harmful working conditions) and 4 (hazardous): it is very important to indicate information about possible harm to health... It is necessary to designate the class, subclass, as well as the factors that determine, as a result, the activity is recognized as harmful (increased noise, temperature, and so on).

Approximate wording - working conditions are dangerous (4th class), the reasons for this are the increased noise level and low temperature.

Deteriorating working conditions

If the employee noticed critical changes that are likely to lead to an increase in harmful factors, and the employer ignores his comments, then the employee has the right through the trade union to demand a new certification.

Further disregard the resulting deterioration by the employer leads to serious fines.

If the changes / deterioration is more of a household nature (faulty lighting), then it is worth informing the employee of the company responsible for occupational safety.

Repairs to be made, elimination of the defect without loss of quality.

If the employer himself notices the deterioration, then it is also worth informing the labor protection specialist about this.

Conclusion

Labor safety is one of the most important components of workflow regulation. It covers a wide list of factors, on their basis a classification is formulated, which includes 4 classes of conditions.

The safest is the “optimal” class, the most harmful to health is the “dangerous” one.

In the contract obligatory indication of working conditions... Special compensations apply for work in harmful conditions. They provide for premiums to wages and additional rest.