Crossword puzzle on the subject of "labor law". Ready-made crossword puzzle on labor law - on the topic "employment contract" Crossword puzzles on labor law employment contract

Certification of workplaces according to working conditions- assessment of working conditions at workplaces in order to identify harmful and (or) dangerous production factors and implementation of measures to bring working conditions into compliance with state regulatory requirements for labor protection. Certification of workplaces for working conditions is carried out in the manner established federal body executive power, which carries out the functions of developing state policy and legal regulation in the field of labor (Article 209 of the Labor Code of the Russian Federation).

Basic salary (basic official salary), basic wage rate- minimum salary (official salary), wage rate of a government employee or municipal institution carrying out professional activities in the profession of a worker or position of an employee included in the corresponding professional qualification group, excluding compensation, incentives and social payments.

Safe working conditions- working conditions under which exposure to harmful and (or) hazardous production factors on workers is excluded or their exposure levels do not exceed established standards (Article 209 of the Labor Code of the Russian Federation).

Shift method- a special form of carrying out the labor process out of place permanent residence workers when their daily return to their place of permanent residence cannot be ensured.

The rotation method is used when the place of work is significantly removed from the place of permanent residence of workers or the location of the employer in order to reduce the time for construction, repair or reconstruction of industrial, social and other facilities in uninhabited, remote areas or areas with special natural conditions, as well as in order to implement other production activities(Article 297 of the Labor Code of the Russian Federation).

Harmful production factor- a production factor, the impact of which on an employee can lead to illness (Article 209 of the Labor Code of the Russian Federation).

Time relax- time during which the employee is free from performing labor duties and which he can use at his own discretion (Article 106 of the Labor Code of the Russian Federation).

Guarantees- means, methods and conditions by which the implementation of the rights granted to employees in the field of social and labor relations(Article 164 of the Labor Code of the Russian Federation).

State examination of working conditions- assessment of compliance of the object of examination with state regulatory requirements for labor protection (Article 209 of the Labor Code of the Russian Federation).

Labor discipline- obligatory obedience for all employees to the rules of conduct determined in accordance with this Code, other federal laws, collective agreement, agreements, local regulations, employment contract (Article 189 of the Labor Code of the Russian Federation).

Strike- temporary voluntary refusal of employees to perform labor duties (in whole or in part) in order to resolve a collective labor dispute (Article 398 of the Labor Code of the Russian Federation).

Salary (employee remuneration)- remuneration for labor depending on the qualifications of the employee, complexity, quantity, quality and conditions of the work performed, as well as compensation payments (additional payments and allowances compensatory nature, including for work in conditions deviating from normal conditions, work in special climatic conditions and in territories exposed to radioactive contamination, and other compensation payments) and incentive payments (additional payments and incentive allowances, bonuses and other incentive payments) (Art. .129 Labor Code of the Russian Federation).

Individual labor dispute- unresolved disagreements between the employer and employee on issues of application labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, local regulations, employment contracts (including on the establishment or amendment individual conditions labor), which were reported to the body for consideration of individual labor disputes.

An individual labor dispute is a dispute between an employer and a person who previously had an employment relationship with this employer, as well as a person who has expressed a desire to enter into employment contract with the employer, in the event of the employer’s refusal to conclude such an agreement (Article 381 of the Labor Code of the Russian Federation).

Collective agreement- a legal act regulating social and labor relations in an organization or an individual entrepreneur and concluded by employees and the employer represented by their representatives (Article 40 of the Labor Code of the Russian Federation).

Collective labor dispute- unresolved disagreements between employees (their representatives) and employers (their representatives) regarding the establishment and change of working conditions (including wages), conclusion, amendment and implementation of collective agreements, agreements, as well as in connection with the employer’s refusal to take into account the opinion of the elected representative body of employees when adopting local regulations (Article 398 of the Labor Code of the Russian Federation).

Compensation- cash payments established for the purpose of reimbursing employees for costs associated with the performance of their labor or other duties provided for by this Code and other federal laws (Article 164 of the Labor Code of the Russian Federation).

Lockout- dismissal of workers at the initiative of the employer in connection with their participation in a collective labor dispute or in a strike (Article 415 of the Labor Code of the Russian Federation).

Homeworkers are considered to be persons who have entered into an employment contract to perform work at home using materials and using tools and mechanisms provided by the employer or purchased by the homeworker at his own expense (Article 310 of the Labor Code of the Russian Federation).

Irregular working hours- a special work regime, according to which individual employees may, by order of the employer, if necessary, be occasionally involved in the performance of their duties labor functions outside the working hours established for them. The list of positions of employees with irregular working hours is established by a collective agreement, agreements or local regulations adopted taking into account the opinion of the representative body of employees (Article 101 of the Labor Code of the Russian Federation).

Labor standards- production standards, time standards, number standards and other standards are established in accordance with the achieved level of equipment, technology, organization of production and labor (Article 160 of the Labor Code of the Russian Federation).

Association of employers - non-profit organization, uniting employers on a voluntary basis to represent the interests and protect the rights of their members in relations with trade unions, government bodies and authorities local government(Article 33 of the Labor Code of the Russian Federation).

Salary (official salary)- a fixed amount of remuneration for an employee for the performance of labor (official) duties of a certain complexity per calendar month, excluding compensation, incentives and social payments (Article 129 of the Labor Code of the Russian Federation).

Hazardous production factor- an industrial factor, the impact of which on a worker can lead to injury.

Features of labor regulation- norms partially limiting the use general rules on the same issues or providing additional rules for certain categories of workers (Article 251 of the Labor Code of the Russian Federation).

Occupational Safety and Health- a system for preserving the life and health of workers in the process labor activity, which includes legal, socio-economic, organizational and technical, sanitary and hygienic, treatment and preventive, rehabilitation and other measures (Article 209 of the Labor Code of the Russian Federation).

Transfer to another job- permanent or temporary change in the labor function of the employee and (or) the structural unit in which the employee works (if structural subdivision was specified in the employment contract), while continuing to work for the same employer, as well as transfer to work in another area together with the employer (Article 72.1).

Employee personal data- information necessary for the employer in connection with labor relations and relating to a specific employee.

Processing of an employee’s personal data - receiving, storing, combining, transferring or any other use of an employee’s personal data (Article 85 of the Labor Code of the Russian Federation).

Internal rules labor regulations - a local regulatory act regulating, in accordance with this Code and other federal laws, the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to an employment contract, working hours, rest periods, incentives and penalties applied to employees, as well as other regulatory issues labor relations with this employer (Article 189 of the Labor Code of the Russian Federation).

Conciliation procedures- consideration of a collective labor dispute for the purpose of its resolution by a conciliation commission, with the participation of a mediator and (or) in labor arbitration (Article 398 of the Labor Code of the Russian Federation).

Forced labor- performing work under the threat of any punishment (violent influence), including:

in order to maintain labor discipline;

as a measure of responsibility for participating in a strike;

as a means of mobilizing and utilizing labor for economic development needs;

as a penalty for holding or expressing political views or ideological beliefs contrary to the established political, social or economic system;

as a measure of discrimination based on race, social, national or religious affiliation.

Forced labor also includes work that an employee is forced to perform under the threat of any punishment (violent influence), while in accordance with this Code or other federal laws he has the right to refuse to perform it, including in connection with :

violation of established deadlines for payment of wages or payment not in full;

the emergence of an immediate threat to the life and health of an employee due to violation of labor protection requirements, in particular the failure to provide him with means of collective or individual protection in accordance with established standards (Article 4 of the Labor Code of the Russian Federation).

Production activities- a set of actions of workers using labor tools necessary to transform resources into finished products, including production and processing various types raw materials, construction, provision of various types of services (Article 209 of the Labor Code of the Russian Federation).

Occupational risk- the likelihood of harm to health as a result of exposure to harmful and (or) hazardous production factors when an employee performs duties under an employment contract or in other cases established by this Code and other federal laws. The procedure for assessing the level of occupational risk is established by the federal executive body that carries out the functions of developing state policy and legal regulation in the field of labor, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations (Article 209 of the Labor Code of the Russian Federation).

Worker - individual who has entered into an employment relationship with the employer.

Persons who have reached the age of sixteen years have the right to enter into labor relations as employees, and in cases and in the manner established by this Code, also persons who have not reached the specified age (Article 20 of the Labor Code of the Russian Federation).

Employer- an individual or legal entity (organization) that has entered into an employment relationship with an employee. In cases provided for by federal laws, another entity entitled to enter into employment contracts may act as an employer. For the purposes of this Code, employers - individuals are recognized as:

individuals registered in the prescribed manner as individual entrepreneurs and carrying out entrepreneurial activity without forming a legal entity, as well as private notaries, lawyers who have established law offices, and other persons whose professional activity in accordance with federal laws is subject to state registration and (or) licensing, who have entered into labor relations with employees in order to carry out the specified activities (hereinafter referred to as employers - individual entrepreneurs). Individuals who, in violation of the requirements of federal laws, carry out the specified activities without state registration and (or) licensing, who have entered into labor relations with employees for the purpose of carrying out this activity, are not exempt from fulfilling the obligations assigned by this Code to employers - individual entrepreneurs;

individuals entering into employment relationships with employees for the purpose of personal service and assistance in maintaining household(hereinafter referred to as employers - individuals who are not individual entrepreneurs).

The rights and obligations of the employer in labor relations are exercised by: an individual who is an employer; governing bodies of a legal entity (organization) or persons authorized by them in the manner established by this Code, other federal laws and other regulatory legal acts Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation, regulatory legal acts of local government bodies, constituent documents legal entity (organization) and local regulations (Article 20 of the Labor Code of the Russian Federation).

Work time- the time during which the employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with this Code, other federal laws and other regulatory legal acts of the Russian Federation, relate to working time . Normal duration working hours cannot exceed 40 hours per week (Article 91 of the Labor Code of the Russian Federation).

Night time - time from 22 o'clock to 6 o'clock (Article 96 of the Labor Code of the Russian Federation).

Workplace- the place where the employee must be or where he needs to arrive in connection with his work and which is directly or indirectly under the control of the employer (Article 209 of the Labor Code of the Russian Federation).

Head of the organization- an individual who, in accordance with this Code, other federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation, regulatory legal acts of local government bodies, constituent documents of a legal entity (organization) and local regulatory acts carries out management of this organization, including performing the functions of its sole executive body (Article 273 of the Labor Code of the Russian Federation).

Overtime work - work performed by an employee at the initiative of the employer outside the working hours established for the employee: daily work(shifts), and in the case of cumulative accounting of working time - in excess of the normal number of working hours for accounting period(Article 99 of the Labor Code of the Russian Federation).

Seasonal admit work, which due to climatic and other natural conditions are carried out during a certain period (season), not exceeding, as a rule, six months (Article 293 of the Labor Code of the Russian Federation).

Certificate of compliance with the organization of work on labor protection- a document certifying the compliance of the employer’s work on labor protection with state regulatory requirements for labor protection (Article 209 of the Labor Code of the Russian Federation).

Business trip- travel of an employee by order of the employer for a certain period of time to carry out an official assignment outside the place of permanent work. Business trips of employees whose permanent work is carried out on the road or has a traveling nature, business trips are not recognized (Article 166 of the Labor Code of the Russian Federation).

Shift work- work in two, three or four shifts - is introduced in cases where the duration production process exceeds the permissible duration of daily work, as well as in order to more effective use equipment, increasing the volume of products or services provided (Article 103 of the Labor Code of the Russian Federation).

Part-time job- the employee performs other regular paid work under the terms of an employment contract in his free time from his main job (Article 282 of the Labor Code of the Russian Federation).

Agreement- a legal act regulating social and labor relations and establishing general principles regulation of related economic relations, concluded between authorized representatives of workers and employers at the federal, interregional, regional, sectoral (intersectoral) and territorial levels of social partnership within their competence.

Depending on the scope of regulated social and labor relations, agreements may be concluded: general, interregional, regional, sectoral (intersectoral), territorial and other agreements.

The General Agreement establishes general principles for regulating social and labor relations and related economic relations at the federal level.

The interregional agreement establishes general principles for regulating social and labor relations and related economic relations at the level of two or more constituent entities of the Russian Federation.

The regional agreement establishes general principles for regulating social and labor relations and related economic relations at the level of a constituent entity of the Russian Federation.

The industry (inter-industry) agreement establishes General terms wages, guarantees, compensation and benefits for employees of the industry (sectors). A sectoral (intersectoral) agreement can be concluded at the federal, interregional, regional, or territorial levels of social partnership.

The territorial agreement establishes general working conditions, guarantees, compensation and benefits for employees in the territory of the relevant municipality.

Other agreements are agreements that can be concluded by the parties at any level of social partnership in certain areas of regulation of social and labor relations and other relations directly related to them (Article 45 of the Labor Code of the Russian Federation).

Social partnership in the sphere of labor- a system of relationships between employees (employee representatives), employers (employers’ representatives), state authorities, local governments, aimed at ensuring coordination of the interests of employees and employers on the regulation of labor relations and other relations directly related to them (Article 23 of the Labor Code of the Russian Federation ).

Personal and collective protective equipment for workers- technical means used to prevent or reduce the impact of harmful and (or) hazardous production factors on workers, as well as to protect against pollution (Article 209 of the Labor Code of the Russian Federation).

Occupational Safety Standards- rules, procedures, criteria and standards aimed at preserving the life and health of workers in the process of work and regulating the implementation of socio-economic, organizational, sanitary and hygienic, treatment and preventive, rehabilitation measures in the field of labor protection (Article 209 of the Labor Code of the Russian Federation) .

Tariff rate- a fixed amount of remuneration for an employee for fulfilling a standard of work of a certain complexity (qualification) per unit of time, excluding compensation, incentives and social payments (Article 129 of the Labor Code of the Russian Federation).

Tariff systems wages- remuneration systems based on the tariff system of differentiation of wages of workers various categories.

The tariff system for differentiating wages for workers of different categories includes: tariff rates, salaries ( official salaries), tariff schedule and tariff coefficients.

Tariff schedule - totality tariff categories jobs (professions, positions), determined depending on the complexity of the work and requirements for the qualifications of workers using tariff coefficients.

Tariff category is a value that reflects the complexity of work and the level of qualifications of the employee.

Qualification rank is a value reflecting the level vocational training employee.

Tariffication of work - assignment of types of labor to tariff categories or qualification categories depending on the complexity of the work.

The complexity of the work performed is determined based on their pricing.

Tariffication of work and assignment of tariff categories to employees are carried out taking into account a single tariff qualification directory works and professions of workers, a unified qualification reference book for positions of managers, specialists and employees. These reference books and the procedure for their use are approved in the manner established by the Government of the Russian Federation.

Tariff systems of remuneration are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law standards. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, as well as taking into account state guarantees for remuneration (Article 143 of the Labor Code of the Russian Federation).

Occupational safety requirements- state regulatory requirements for labor protection, including labor safety standards, as well as labor protection requirements established by the rules and instructions for labor protection (Article 209 of the Labor Code of the Russian Federation).

Employment contract- an agreement between the employer and the employee, according to which the employer undertakes to provide the employee with work according to the specified labor function, to provide working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, local regulations and this agreement , pay the employee wages in a timely manner and in full, and the employee undertakes to personally perform the labor function determined by this agreement, to comply with the internal labor regulations in force for this employer (Article 56 of the Labor Code of the Russian Federation).

Labor Relations- relations based on an agreement between the employee and the employer on the personal performance by the employee for payment of a labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications; the specific type of work entrusted to the employee), the employee’s subordination to internal labor regulations while ensuring the employer of working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, local regulations, employment contracts (Article 15 of the Labor Code of the Russian Federation).

Occupational Risk Management- a set of interrelated measures, including measures to identify, assess and reduce levels of professional risks. The regulation on the occupational risk management system is approved by the federal executive body that carries out the functions of developing state policy and legal regulation in the field of labor, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations (Article 209 of the Labor Code of the Russian Federation).

Working conditions- a set of factors in the production environment and the labor process that influence the performance and health of the employee (Article 209 of the Labor Code of the Russian Federation).

Crossword on “Labor Law”
Vertically:
1. Body for regulating social and labor relations
2. Demonstrated ability to apply knowledge and skills
3. Activities of citizens related to the satisfaction of personal and social needs, which do not contradict the legislation of the Russian Federation and, as a rule, bring them earnings, labor income
4. Group of workers
8. Employee data required by the employer in connection with the employment relationship and relating to a specific employee
17. Agreement between the parties to the labor relationship
18. Intentional electrical connection of any point in an electrical installation system or equipment to a grounding device
Horizontally:
2. Travel of an employee by order of the employer for a certain period of time to carry out an official assignment outside the place of permanent work
5. The responsibility of the state is ... labor rights and freedoms of citizens
6. The fixed amount of remuneration for an employee for fulfilling labor standards of a certain complexity (qualification) per unit of time, without taking into account compensation, incentives and social payments - ... rate
7. System of relationships between employee and employer
8. For employees who conscientiously perform their job duties, the employer: expresses gratitude, gives a bonus, rewards with valuable gifts, certificate of honor, represents for the title of the best in the profession
9. Upon dismissal, the employee is paid cash... for all unused vacations
10. ... working day - individual employees may, by order of the employer, if necessary, be occasionally involved in the performance of their labor functions outside the working hours established for them
11. One of the participants in labor relations
12. Disciplinary action applied to an employee who has committed a disciplinary offense of minor severity
13. A process associated with risk, aimed at minimizing negative and maximizing the use of positive consequences and, accordingly, their likelihood
14. Means, methods and conditions by which the implementation of the rights granted to employees in the field of social and labor relations is ensured
15. When concluding an employment contract, by agreement of the parties, the employee may complete ... period
16. One of the sources of labor law
17. Work performed by an employee at the initiative of the employer outside the working hours established for the employee
19. For family reasons and other valid reasons, an employee, upon his written application, may be granted leave without pay...
20. Obedience to the rules of conduct determined in accordance with this Code, other laws, collective agreements, agreements, employment contracts, and local regulations of the organization is mandatory for all employees.
21. Hygienic... - the permissible maximum or minimum quantitative and (or) qualitative value of an indicator characterizing that, established by research
22. Type of work that requires certain training

Explanatory note

Educational institution: GBOU SPO "Novoanninsky Agricultural College".

Position: student.

Discipline: Labor protection.

Course: III

Material name: Crossword “On topics in the discipline “Occupational Safety and Health”.”

Goals :

Educational:

learn to apply existing knowledge in non-standard situation, broaden the horizons of students;

Educational:

cultivate interest in the discipline being studied;

Developmental:

develop logical thinking, attention, memory, and a sense of responsibility for the work being done in class.

Equipment : computer, multimedia projector.

Comments:

Game moments that introduce an element of entertainment into the educational process are of great importance in enhancing the student’s cognitive activity.

Working with this crossword puzzle is effective for consolidating the topics studied in the discipline “Occupational Safety and Health” by third-year students.

1. The crossword contains 11 words - 4 vertically and 7 horizontally.
2. Question numbers are from 1 to 11.
3. You can move to the next question with a mouse click.
4. When solving a word in a crossword puzzle, left-click on the number of the guessed word.
5. It is impossible to move on to another question without answering the previous one.
6. The crossword puzzle is considered solved when the entire grid is filled.

Horizontally:

4. A state of activity in which the occurrence of hazards is excluded with a certain probability, and the level of risk of the activity does not exceed an acceptable level.

5. A property of a person’s environment that causes a negative effect on a person’s life, leading to negative changes in his health.

7. Damage to the human body caused by rapid changes in atmospheric air pressure.

8. Basic legislative act domestic law in general, including in the field of labor safety.

9. Purposeful human activity aimed at modifying natural objects to satisfy one’s vital needs.

10. A disease caused by exposure to HMF during work.

11. Damage in the human body caused by environmental factors.

Vertically:

1. A production factor, the impact of which on a person leads to deterioration of health or illness.

2. Quantitative characteristics of the hazard.

3. Human activities carried out in production.

6. Trauma caused by severe psychological shock.

Literature

1. Devisilov V.A. Occupational safety (occupational protection): Textbook for secondary vocational students educational institutions. - M.: Forum-Infra - M 2002 -420s.

2. Life safety: Textbook for students of secondary vocational educational institutions/NE. Belov, V.A. Devisilov, A.F. Kozyakov and others; Under general ed. NE. Belova.-M.: graduate School, 2002 - 357 p.

3. Life safety. Industrial safety and labor protection: Textbook. manual for students of secondary vocational educational institutions /P.P. Kukin, V.L. Lapin, N.L. Ponomarev and others.M.: Higher. school, - 431 p.: ill.

4. Occupational safety and health: Tutorial for universities/N.E.Garngina, N. G. Zanko, N. Yu. Zalatareva and others; Edited by O.N. Rusaka.- Publishing house MANEB, 2001 -279 p. :il.

Crossword No. 1 Horizontally: 1. Temporary voluntary refusal of workers to perform labor responsibilities (in full or partially) in order to resolve collective labor spore. 2. Normative act adopted in a special manner by a legislative body, a referendum, expressing the will of the people, having the highest legal force regulating the most important social relations. 3. The ability of a citizen to acquire and exercise civil rights through his actions rights , create...

1386 Words | 6 Page

Horizontally
2. Rest time for a certain number of days in a row, established by law and provided to the employee annually, with retention of his place of work and, as a rule, average earnings
5. ... method - a special form of carrying out the labor process outside the place of permanent residence of workers, when their daily return to their place of permanent residence cannot be ensured
11. Remuneration for work
16. This statutory the period of time for procedural actions in the initiated process. What time period is this
18. Labor discipline- these are social relations in an organization that arise regarding the distribution of rights, duties, responsibilities, performance of duties, use of rights, application of incentive measures and... (
20. ... to another job - a permanent or temporary change in the labor function of the employee and (or) the structural unit in which the employee works (if the structural unit was specified in the employment contract), while continuing to work for the same employer, as well as transfer to work in another location with the employer

Vertically
1. This is the period of time established by law for applying to the jurisdictional body for protection of a violated labor right or legitimate interest. What is the period?
3. Safe... labor - working conditions under which the impact on workers of harmful and (or) hazardous production factors is excluded or the levels of their impact do not exceed established standards
4. Temporary voluntary refusal of employees to perform labor duties (in whole or in part) in order to resolve a collective labor dispute
6. A temporary body for the consideration of a collective labor dispute, created by the parties to a collective labor dispute and the service for the settlement of collective labor disputes
7. In what disputes are the rights of labor collectives and their vital interests protected from the strong-willed dictates of the administrative and managerial apparatus, including ministries, departments such as higher authority management of this workforce
8. The norm for the duration of daily work established in accordance with the law
9. Statutory the length of calendar time during which an employee, in accordance with established labor regulations and an employment contract, must perform his or her job duties
10. Variety disciplinary action. An employer can apply it to an employee for failure to perform job functions. An employee may intentionally or through negligence commit an offense. A common example is being late for work.
12. Document certifying temporary disability
13. A set of tariff categories of work, determined depending on the complexity of the work and qualification characteristics workers using tariff coefficients
14. Guilty unlawful act (action or inaction), contrary to the requirements of legal norms and committed by a legally capable (tortuous) person or persons
15. A system for preserving the life and health of workers during work, which includes legal, socio-economic, organizational and technical, sanitary and hygienic, treatment and preventive, rehabilitation and other measures.
17. The Federal Labor Inspectorate exercises state control over employers’ compliance with labor legislation and other regulatory legal acts
19. Termination of labor relations between employer and employee

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