Providing social guarantees for workers. Vacant positions for redundant employees. Decrease in differentiation indicators

Today we will try to find out what social guarantees for employees are in a legal context and which ones specifically can be provided to the population in a particular case. This issue is not only relevant now, because previously, for all employees when finding employment, there was a need to understand this concept and all the aspects accompanying it.

Concept and types of social guarantees

When you are looking for a job and reading one of the advertisements, you pay attention to the availability social package, an ignorant person is certainly captivated by this. But you need to understand that the presence of such a package is mandatory and in any case is provided to the employee, as it is prescribed by law.

The main guarantees that must be provided, as required by the state, include the following:

• social insurance (medical insurance, social insurance, contributions to Pension Fund, payment of travel tax);
• vacation pay;
• payment of sick leave;
• travel allowances;
• compensation for transport expenses.

For more detailed study For a list of all possible guarantees, please refer to labor code. It contains a lot of descriptions, responsibilities and laws on this matter for certain enterprises and different areas of their activity.

The above items are mandatory to be provided by the employer, and not additional services to lure people to work.

Of course, some warranties may be offered that are not listed above. Such items, the so-called additional social guarantees, are also called compensation and motivational.

All clauses of the provided guarantees must meet the following requirements:

• territorial features;
• sufficient amount;
• financial and material sufficiency;
• procedure for communicating to the employee.

Social guarantees can be divided into:

• regional;
• industry;
• nationwide.

The main task to which it strives general system social guarantees, consists in the formation of a protective mechanism for all elements included in the structures of society, including individual individuals, from destructive processes that take place at any stage of development.

Sources of financing

Regulations on social support population is formed by the administration of a particular locality in the country. And the main sources of financing for this system can be the following formations:

• state budget;
• budget of local structures;
• insurance funds;
• health insurance fund;
• State and non-state Pension funds.

The budgets of the above and other social insurance funds are replenished from incoming mandatory payments in the form of a single social tax, subsidies, insurance contributions and funds from the federal budget and other budgets provided for by law. The sources of these formations can be the following:

1. Penalties and fines.
2. Reimbursement of money by the insured in the event of claims made due to harm to the insured person.
3. Profit from the placement of temporarily released compulsory social insurance funds.
4. Mandatory payment as social support for personnel from persons who voluntarily joined the compulsory social insurance system.
5. Other receipts consistent with labor law and legislation.

This or that amount of the above and other similar contributions is established by the Russian tax code and laws on social insurance. These documents also indicate which categories a particular contribution applies to.

The funds allocated for each employee must be spent strictly for the intended purpose, which is established by the law on certain types of compulsory social insurance and on fund budgets for the current financial period.

Social protection of employees and organizations

The interest of employees in any organization and its successful economic development depends on how much more services and benefits are provided to each person during employment and how much the amount differs from the legally established amount.

Under these circumstances, it is possible to reduce staff turnover in an organization, because the employee will not have the desire to lose numerous benefits when leaving. In addition, this policy makes it possible to ensure the existence of employees under the condition of low wages, for example, as in government institutions, or offered in the interests of attracting and retaining good work force, which can be observed in large corporations.

Social guarantees for employees, the development of their personality, and health are the main conditions for the successful functioning of any organization. As a management motivation personnel policy institutions and related social services contribute to meeting the needs of workers, their values ​​and interests. The main goals of social protection include the following:

1. Comparing the employee with his company (satisfying his needs for involvement in the organization).
2. Coincidence of the goals of employees and the enterprise.
3. Height labor productivity and increased desire to work.
4. Providing a favorable moral atmosphere.
5. Formation of a favorable social and psychological climate for employees.
6. Improving the company's image in the eyes of workers.

As modern practice shows, when applying for a job, it is necessary to pay attention to the social guarantees that the institution where you are going to work promises to provide. In this case, it is necessary to select those forms of social protection that are most consistent with meeting needs and interests.

The company's management should pay attention to this issue and conduct various studies in order to be able to implement comfortable conditions for quality and efficient work.

When hiring employees, you will definitely mention the provision of a social package. This phrase refers to sick pay and contributions to various funds. And this is not just a bonus program. You are required by law to provide your employees with a social package upon employment. What other social guarantees exist?

Basic social guarantees and compensations that you must provide to employees under the Labor Code of the Russian Federation:

1. Providing and paying for sick leave.
2. Provision and payment annual leave(28 days).
3. Social insurance.
4. Payment for travel allowances.
5. If the work is traveling, payment of transportation costs.
6. When combining work with training. Compensation must be paid for the duration of the training.
7. Compensation for forced cessation of work through no fault of the employee.
8. Compensation when an employee is demoted or transferred to a job with a lower salary.
9. Compensation if an accident occurs at work.
10. In certain cases, termination employment contract.
11. If you yourself have sent an employee for advanced training, then you must compensate him for his absence from the workplace.
12. Compensation for medical examinations.
13. Compensation if a person becomes temporarily disabled.

Also, the Labor Code of the Russian Federation (Article 170) stipulates guarantees for employees performing state or public duties, for example, donating blood or acting as a witness in court.

You need to remember that these are mandatory guarantees and are not optional. social security. If you operate in the teaching field, then you need to know the following: employees every 10 years continuous operation have the right to a year of leave to write educational literature. They can be provided with either a full or partial salary for the period of vacation, or the teacher can be released “with nothing.” All this is provided at the request of the employee, and you determine the form of payment based on the appropriate recommendation of the council.

I would like to note that social support for staff can be provided through a written collective agreement, which will guarantee safe conditions labor. Various compensations are spelled out there: what, for what, why. Each organization has its own regulations on social support for employees.

Social support for staff can be provided through a written collective agreement, which will guarantee safe working conditions.

Women with children

You probably know that denying a woman with a child a job is at least illegal. There are a few more rules regarding this topic:

1. If an applicant comes to you and her child is under 1.5 years old, then a job test is not arranged for her.
2. If your employee’s child is under 3 years old or she is the mother of a disabled child, then you can call her to work the night shift or overtime only with her written consent.
3. If an employee is on maternity leave, she has the right to go to work part-time or do work from home. In this case, the benefit must remain.
4. If the child of a woman working for you is not yet 1.5 years old, then, in addition to the main lunch break, she should also be given breaks to feed the child every three hours lasting at least 30 minutes. In cases where there are two or more children, then at least one hour.
5. During the period of maternity leave, you are obliged to retain the employee's workplace without interruptions in work experience. .

Motivational or additional package

Everything that is not in the law is additional social guarantees. This may include gifts that your company gives to the children of employees on New Year, as well as employees on certain calendar holidays. Gifts from the company for a birthday, wedding, birth of a child, etc. Theater and movie tickets can also motivate an employee. There is an option such as additional payment for length of service. You can also offer compensation for expenses as additional social guarantees. For example, payment cellular communications or gasoline (fuels and lubricants). If an organization provides employees with such guarantees, then staff turnover becomes less, and team cohesion, on the contrary, is higher.

Everything that is not in the law is additional social guarantees.

Should I prescribe additional guarantees or to provide employees only with what is prescribed by law - this is only your decision. And you need to accept it based on what goals you are pursuing and what opportunities you have. After all, employee motivation is undoubtedly very important for an organization.

Wages, social guarantees and compensations

4.1. Payment of wages to Employees is made in cash in foreign currency Russian Federation(in rubles).

The salary of each Employee depends on his qualifications, the complexity of the work performed, the quantity and quality of labor expended and is not limited to the maximum amount, except for cases provided for by the Labor Code of the Russian Federation.

4.2. The remuneration of Employees is established:

a) on the basis of the Labor Code of the Russian Federation, this Agreement, regulations on remuneration, other regulatory legal acts containing standards labor law, and other local regulations governing the procedure, conditions and grounds for assigning incentive payments and compensatory nature;

b) taking into account the requirements of a single tariff qualification directory works and professions of workers, a unified qualification directory of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for wages, recommendations of the Russian Tripartite Commission for the Regulation of Social and Labor Relations and the opinions of the relevant trade unions (associations of trade unions) and associations of employers;

c) taking into account state guarantees for wages (Article 130 of the Labor Code of the Russian Federation).

4.3. The amounts and conditions for making incentive and compensation payments are determined by the Employer in accordance with the legislation of the Russian Federation and are enshrined in the regulations on wages and other local regulations of the Employer regulating the procedure, conditions, grounds for incentives and compensation payments.

In order to exercise this right, the Employer develops regulations on remuneration and other local regulations governing the procedure, conditions, grounds for incentives, compensation payments that are accepted Academic Council The Employer in agreement with the Trade Union Committee of the Trade Union organization and approved by the Employer.

4.4. For fulfillment by the Employee additional types work not included in the scope of his direct duties established by the employment contract and job description at the main place of work, the Employee may be entitled to an additional payment based on the concluded additional agreement to an existing employment contract.

4.5. The Employer’s remuneration system for Employees includes:

Salary sizes ( official salaries), wage rates per month in accordance with the regulations on remuneration adopted by the Employer;

Compensatory payments in accordance with local normative act The employer, regulating the procedure, conditions, grounds for assigning compensation payments;

Incentive payments in accordance with the Employer’s local regulations governing the procedure, conditions, and grounds for incentives at the Employer.

Compensation payments are established for Employees:

For work under special conditions according to the list of heavy work, work with harmful and (or) dangerous and other special conditions labor determined by the Government of the Russian Federation (Article 147 of the Labor Code of the Russian Federation);

For work in working conditions that deviate from normal ones, in the amounts provided for by law (Articles 149-154 of the Labor Code of the Russian Federation) and this Agreement, namely:

a) when performing work of various qualifications;

b) when combining professions, increasing the volume of work, expanding service areas, when performing the duties of a temporarily absent Employee;

c) during overtime work;

d) when working on weekends and non-working holidays;

e) when working at night;

For work in areas with special climatic conditions (Article 148 of the Labor Code of the Russian Federation);

Allowances for working with information constituting state secrets, their classification and declassification, as well as for working with codes.

4.6. The Employee's downtime is paid in accordance with Art. 157 Labor Code of the Russian Federation.

4.7. In accordance with Art. 136 of the Labor Code of the Russian Federation, payment of wages to Employees, as a rule, is carried out through transfer Money to personal accounts of Employees opened in the relevant banks. The employment contract with the Employee may stipulate that the place of payment of wages is the Employer's cash office (his cash office). structural divisions).

4.8. When paying wages, the Employee is notified in writing of the amount and components wages, deductions and the amount of payment for the corresponding period in the form of a pay slip.

The payslip is issued by the Department accounting and reporting of the Employer.

4.9. The deadlines for payment of wages for the first half of the month and the final payment for the month for employees of the main structural divisions are set on the 20th day of the current month and the 5th day of the month following the month worked, respectively. The deadlines for payment of wages for the first half of the month and the final payment for the month for employees of other structural divisions are established on the 21st day of the current month and the 6th day of the month following the month worked, respectively (Article 136 of the Labor Code of the Russian Federation).

4.10. Payment for vacation is made no later than three days before its start in accordance with Art. 136 Labor Code of the Russian Federation.

4.11. Payment of all amounts due to the Employee upon dismissal is made on the day of dismissal (Article 140 of the Labor Code of the Russian Federation).

4.12. If upon dismissal of an Employee there are mutual claims between the Employer and the Employee, including due to failure to fulfill the agreement on full financial liability(Article 244 of the Labor Code of the Russian Federation) of the dismissed Employee, payment of the undisputed amount due to the Employee is made on the day of his dismissal (Article 140 of the Labor Code of the Russian Federation).

4.13. The Employer and (or) authorized person who delayed the payment of wages to Employees and other violations of wages bear liability established by Art. 142, 236 Labor Code of the Russian Federation.

In accordance with Art. 236 of the Labor Code of the Russian Federation, in case of violation of the established deadline for payment of wages, the employer is obliged to pay the delayed amount with interest ( monetary compensation) in the amount of one hundred and fiftieth of the key rate of the Central Bank of the Russian Federation in force at that time of the amount unpaid on time for each day of delay starting from the next day after the due date for payment up to and including the day of actual settlement. In case of incomplete payment of wages and (or) other payments due to the employee on time, the amount of interest (monetary compensation) is calculated from the amounts actually not paid on time.

4.14. Compensations and guarantees established when Employees perform labor or other duties provided for by federal laws are provided on the grounds and in the amount of reimbursement of expenses provided for in Art. 165-188 Labor Code of the Russian Federation and local acts Employer:

When sent on business trips;

When moving to work in another area;

When performing federal or public duties;

When combining work with training;

In case of forced termination of work through no fault of the Employee;

When providing annual paid leave;

In connection with the delay due to the fault of the Employer or the persons authorized by him to issue work book upon dismissal of the Employee;

In some cases, termination of an employment contract;

When transferring the Employee to another permanent lower-paid job;

In case of temporary disability;

When referred for a medical examination;

When the Employee donates blood and its components;

When sending an Employee for advanced training;

In case of an accident at work or occupational disease;

When using the Employee's personal property.

4.15. Teaching Workers, at least every 10 years of continuous teaching work, have the right to long leave for a period of up to one year, provided for writing monographs, textbooks, teaching aids, other scientific works, and in other cases only after completing the annual workload.

Depending on the purpose of the leave, the financial capabilities of the Employer, leave upon application pedagogical worker can be provided with full, partial payment, or without payment. The decision on granting leave and the form of payment for it is made by the Employer on the recommendation of the Academic Council of the Employer.

4.16. Social payments are made by the Employer based on the Employee’s application, taking into account the opinion Trade Union Committee Trade union organization from the Employer’s funds in accordance with the standards approved by order of the Employer for each financial year.

The main areas of spending for these purposes:

Payments to close relatives in the event of the death of an Employee in the amount of 1.5 minimum size remuneration established by federal law (hereinafter referred to as the minimum wage); payments in case of death of close relatives in the amount of 1.5 minimum wages; payments in case of detection of serious illnesses in the Employee in the amount of 1.5 minimum wages; payments in case of thefts and other accidents causing significant damage - in the amount of 0.5 to 1 minimum wage; payments in case of loss of property due to fires - in the amount of 1.5 to 2 minimum wages (the total amount of funds for these purposes is set at no less than 350,000 rubles per year); payments related to the anniversaries of Employees (50, 55, 60, 70 and then every 5 years - for women; 50, 60, 70 and then every 5 years - for men) and non-working pensioners who retired from KFU ( the total amount of funds is set at 500,000 rubles per year with payments of at least 0.5 minimum wages, the minimum wage is determined at the time of writing the application for payments);

Payment upon application of an Employee who has reached retirement age, worked for the employer for at least 20 years and resigns at at will(by agreement of the parties/in connection with the expiration of the employment contract), a one-time remuneration in the amount of his monthly earnings excluding bonuses and hourly pay labor in the main position based on the occupied rate (share of the rate) at the time of writing the application for payments (the total amount of funds is set at no less than 300,000 rubles per year);

For children of Employees - purchase New Year's gifts, payment for trips to children's health camps; for Workers and non-working pensioners who retired from KFU, compensation of 50% of the cost of vouchers to sanatoriums and sanatoriums (no more than 30,000 rubles); for Employees who are participants and veterans of the Great Patriotic War, - purchasing gifts for Victory Day (May 9); for non-working pensioners who retired from KFU - purchasing gifts for the Day of the Elderly (October 1) (the total amount of funds is set at no less than 2,500,000 rubles per year);

At the request of the Trade Union Committee of the Trade Union Organization, the Employer annually allocates funds for cultural, physical and recreational work with Employees in the amount of at least 1,000,000 rubles per year (Article 377 of the Labor Code of the Russian Federation);

A one-time payment for special services to the Employer to distinguished professors and distinguished teachers of KFU resigning due to retirement. The specified payment is established by order of the Employer on the basis of a petition from the Academic Council of the Institute (Faculty) of KFU and the submission of the Trade Union Committee of the Trade Union Organization of Workers. The amount of payment is established depending on the Employee’s work experience at KFU and can be: for emeritus professors - up to 10 times the monthly salary (excluding bonuses and hourly wages) for the main position based on the rate occupied (share of the rate) at the time of training petitions; for distinguished teachers - up to 6 times the monthly salary (excluding bonuses and hourly wages) for the main position based on the occupied rate (share of the rate) at the time of preparation of the application;

Monthly social payments until reaching adulthood in the amount of 2 minimum wages to orphans, one of whose parents at the time of death was an Employee and made a significant contribution to the activities of the KFU. The specified payments are assigned by order of the Employer upon the recommendation of the administration;

Monthly social payments in the amount of 2 minimum wages to students for the period of study at KFU, one of whose parents at the time of death was an Employee and made a significant contribution to the activities of KFU. The specified payments are assigned by order of the Employer upon the recommendation of the administration.

4.17. Social insurance of Employees is carried out and guaranteed:

Execution federal laws“On the basics of compulsory social insurance”, “On state benefits for citizens with children” and other regulatory legal acts in the field of social insurance;

Mandatory registration of the Employer with the territorial tax authority and the territorial authority for social, pension and health insurance;

Mandatory deduction (payment) of insurance premiums in the amounts and terms established by law.

Part of any government's overall strategy in the area public relations is a system of social guarantees. This direction provides for the purposeful activities of the authorities to develop and implement decisions that directly concern each citizen and his situation. The creation of certain forms of protection is carried out taking into account differences between population groups.

Meaning

The main goal pursued by guarantees is the formation of protection of all elements that make up the structure of society, as well as individual individuals from destructive processes that take place at certain stages of development. The activities of the authorities are aimed at the development of groups, classes, strata, and ethnic communities that form the population. Such a policy should contain certain strategic guidelines aimed at achieving global goals for the country. The basis on which socio-economic guarantees are formed is the information obtained from collecting statistical information and performing social research. Analysis and comprehension of the data obtained allows us to develop a competent strategy for achieving particularly significant goals and solving pressing problems.

Power policy in the sphere of incomes

Differences in profit per capita are called differentiation. In a market economy it has always been and remains a characteristic feature. It is also noted in countries that have long embarked on the path of development, and which are now at the very beginning. The growth of its indicators is especially characteristic for Russia. State social guarantees are precisely aimed at mitigating established inequality. This is considered today a priority task of the Government of the country. The solution to this issue involves maintaining an optimal ratio between the incomes of the employed (active) part of the population and disabled citizens. This task is realized through the introduction of taxes and transfers for people’s livelihoods or for them to achieve a certain standard of living.

Decrease in differentiation indicators

The main directions in this policy are:

• Redistribution, regulation, recalculation of citizens' income.
• Supporting the poorest categories and so on.

Redistribution of income is carried out through differentiation of taxes received from different sources. Profit regulation consists of direct intervention in the primary direction of cash flows by establishing either a minimum wage or an upper limit on its nominal size. Of greatest importance, however, is support for the poorest.

Social guarantee

This definition acts as a key concept in the development of programs aimed at protecting the population from various kinds of destructive social and political processes in the country. It includes various standards that provide citizens with a generally accepted level of consumption - a minimum standard of quality of life, taking into account the capabilities of the national economy.

Primary requirements

The Institute for Public Protection of Citizens must meet the following conditions:

1. Have sufficient and necessary volume.
2. Have material and financial resources.
3. Provide targeting.
4. Take into account territorial features.
5. Have a mechanism for delivering assistance to recipients.

Characteristic

Social guarantee is an element that is provided to the population in accordance with constitutional provisions. She may be:

• Nationwide.
• Regional.
• Industry.

Protection of the working population

Social guarantees for employees are tools to ensure normal conditions professional activity and receiving payment for it. In Russia, one of these means is the establishment of a minimum wage. Many countries have introduced a minimum hourly wage. Today, the minimum wage in Russia is at a fairly low level. This suggests that the current employment policy is not producing the desired effect.

Social guarantees and compensations

This is a separate area of ​​government activity. It is aimed at the disabled population, which today especially needs protection. The government's strategy must create optimal conditions taking into account each category of such citizens. Receipts for their provision are divided into three groups:

Classification of benefits

They are presented in the form of subsidies for:

1. Payment utilities and housing.
2. Purchasing medicines.
3. Free software vehicles, subsidies for fuel and maintenance.
4. Taxation.
5. Providing vouchers to sanatoriums and resorts.
6. Travel on intracity and intercity public transport.

Types of benefits

Monetary compensation is provided:

1. Due to poverty.
2. Mothers and children.
3. For disabled people.
4. Veterans, pensioners and elderly people.
5. Forcibly displaced persons and refugees.

Functions

Any social guarantee is an element of a public institution for protecting the population. Within its framework, large-scale goals and objectives are set. Their achievement and implementation is carried out according to the program developed by the Government. Strict adherence to the adopted scheme should ensure the intended effect. Social guarantee is, among other things, an effective tool for stabilizing the situation of citizens. It performs the following functions:

Conclusion

The main tasks facing us include stimulating and maintaining economic development and subordinating the production sector to the interests of consumers. At the same time, thanks to the implementation of developed programs, labor motivation and business entrepreneurship of the population are enhanced. All this, in turn, contributes to the achievement and subsequent improvement of living standards, the preservation of natural and cultural heritage, identity and national identity.

Appendix No. 3

to the order of the Federal Budgetary Institution "FNTsG im. F.F. Erisman"

Rospotrebnadzor

POSITION

on the procedure for holding a competition to fill vacant positions of scientific workers of the Federal Budgetary Institution of Science "FNTsG im. F.F. Erisman" Rospotrebnadzor

1. GENERAL PROVISIONS

1. These Regulations determine the procedure and conditions for holding a competition for filling positions of scientific workers (hereinafter referred to as the Procedure), the rules for holding a competition for filling positions of scientific workers and transferring scientific workers to the corresponding positions in the Federal Scientific Center for Genetic Research named after F.F. Erisman" of Rospotrebnadzor, hereinafter referred to as (the Center), which carries out scientific activity Federal service on supervision in the field of consumer rights protection and human well-being.

2. The competition is announced by decision of the Director of the Center if there is a vacant position of a researcher. The presence of a vacant position does not impose an obligation on the director to announce a competition to fill it. The Director of the Center makes a decision on holding a competition, including on the basis memos heads of scientific structural divisions. Persons who satisfy qualification characteristics submitted to fill the corresponding position. The decision to announce a competition is formalized by order of the director.

3. The competition is held to fill positions included in the list of positions of scientific workers subject to filling through a competition, approved by order of the Ministry of Education and Science of the Russian Federation dated September 2, 2015 No. 937.

4. The competition is not held:

when hired part-time for a period of no more than one year; to replace a temporarily absent employee, who, in accordance with the law, retains his place of work - until this employee returns to work.

5. The competition consists of assessing the professional level of the applicant for filling positions of scientific workers (hereinafter referred to as the applicant) or transfer to the corresponding positions of scientific workers in the organization, based on the scientific and (or) scientific and technical results previously obtained by the applicant, their compliance with established qualification requirements to the corresponding position, as well as scientific and (or) scientific and technical tasks, the solution of which is expected by the applicant.

2. ORDER OF THE COMPETITION

2.1. To conduct a competition for filling the position of a research assistant, a competition commission is formed, operating on an ongoing basis. At the same time, the composition of the competition commission is formed taking into account the need to exclude the possibility of a conflict of interest, which could affect the decisions made by the competition commission.

2.2. The composition of the competition commission must include the directors of the Center, representatives of the elected body of the relevant primary trade union organization, as well as leading scientists invited from other organizations engaged in scientific, scientific and technical, innovative activity similar profile.

2.3. Meetings of the competition commission are held as necessary within the time limits established by the organization, but no later than within 15 calendar days from the date the applicant submits an application for participation in the competition to the head of the organization. The decision based on the results of consideration of the application is made by the competition commission.

2.4. The competition is held in two stages.

2.5. At the first stage, the Center places an advertisement on the information and telecommunications network "Internet" on its official website "" and on the vacancy portal at the address "http://scientists-researchers.rf" (hereinafter referred to as the vacancy portal), which indicates information in accordance with with clause 8 of the Procedure for holding a competition for filling positions of scientific workers, approved by order of the Ministry of Education and Science of the Russian Federation dated September 2, 2015 No. 937:

a) place and date of the competition;

b) the closing date for accepting applications for participation in the competition;

V) full names positions of scientific workers for whose filling a competition is announced and the qualification requirements for them (hereinafter referred to as the requirements), including the branches (fields) of science in which the applicant is expected to work;

d) an approximate list of quantitative indicators of the applicant’s labor productivity, characterizing the performance of the proposed work;

e) terms of the employment contract, including a list labor functions, the term of the employment contract or, if an employment contract is expected to be concluded with the applicant for an indefinite period, - the period after which certification is expected to be carried out; the amount of wages, the possible amount of incentive payments and the conditions for receiving them, possible social guarantees (provision of official housing, compensation for the cost of renting a living space, provision of treatment, recreation, travel, and so on).

The closing date for accepting applications is determined by the organization and cannot be set earlier than 20 calendar days from the date of posting the advertisement provided for in this paragraph on the Internet information and telecommunications network. Applications submitted after the deadline for accepting applications established by the organization are not allowed to participate in the competition.

2.6. Applicants for vacant positions, in accordance with these Regulations, place an application on the vacancy portal containing:

a) last name, first name and patronymic (if any) of the applicant;

b) date of birth of the applicant;

c) information about higher education and qualifications, academic degree (if available) and academic title (if available);

d) information about length of service and work experience;

e) information about the branch (area) of sciences in which the applicant intends to work, and about the intended direction of his research;

f) lists of previously obtained main results (number of publications on issues of professional activity, number of results of intellectual activity and information about their use, number of grants and (or) contracts for the implementation of research, development and technological work, including international projects, in which the applicant participated, the number of persons who have completed training programs for scientific and pedagogical personnel in graduate school, who have successfully defended a scientific qualification work (dissertation) for the academic degree of Candidate of Sciences, which was supervised by the applicant, and so on).

The applicant has the right to post on the vacancy portal an autobiography and other materials that most fully characterize his qualifications, experience and performance.

2.7. Feedback on the applicant’s performance may also be submitted to the competition commission. job responsibilities from the last place of work, signed by an official authorized by the employer. The review must contain a motivated assessment of professional, business and personal qualities the applicant, as well as the results of his professional activities.

The list of applicants for positions is generated automatically on the vacancy portal.

2.7. Applicants for vacant positions submit the following documents to the competition committee:

personal statement (Appendix 2 to these Regulations);

a personally completed personal personnel record sheet;

*copies of documents on higher professional education;

*copies of documents on the award of an academic degree, assignment of an academic title (if available);

*copy of work book (except when work activity carried out for the first time) or other documents confirming labor activity;

information about scientific (scientific and organizational) work for the last five years preceding the date of the competition, signed by the applicant and certified by the scientific secretary of the Institute.

Copies of the above documents must be certified upon presentation of the original by the head of the Center's personnel department.

2.8. The competition commission’s refusal to allow an applicant to participate in the competition is provided in the following cases:

a) the applicant provides false information;

b) the applicant does not meet the qualification requirements established by the Center for the relevant position;

c) violation of the established deadlines for submitting documents;

d) if the documents are not submitted in full or in violation of the rules for their execution established by these regulations.

2.8.1. The decision to refuse to allow an applicant to participate in the competition is made by the competition commission. The competition commission has the right to accept this decision at any stage of the competition in case of detection of violations provided for in clause 2.8. The decision of the competition commission is formalized in the form of a protocol.

2.8.2. If documents are not submitted on time, they are not submitted in full, or in violation of the rules of registration according to good reason the competition commission or the chairman of the competition commission has the right to decide to extend or postpone the deadline for accepting documents, formalizing this with an appropriate order.

2.9. If no application is submitted to the competition, the competition is considered invalid.

2.10. The period for consideration of applications is determined by the chairman of the commission and cannot exceed 15 working days from the closing date for accepting applications/applications.

2.11. At the second stage of the competition, the competition commission evaluates the applicants and compiles a rating based on their assessment based on the information contained in the application/application and other materials attached to them, which most fully characterize the qualifications, experience and performance of the applicant.

An assessment of the main results previously obtained by the applicant, information about which was sent to the commission, taking into account the significance of such results (compliance) with the expected performance indicators published by the Center in the competition announcement;

Assessing the qualifications and experience of the applicant;

Evaluation of the results of the interview, if one is held.

2.13. For exhibiting points members of the competition commission use the forms “ Score sheets applicant for vacant position» approved sample (Appendix No. 4 to these Regulations).

2.14. The results of the scores for all applicants are reflected in the form “General rating of applicants for a vacant position” (Appendix to these Regulations).

2.15. The winner of the competition for filling positions is the applicant who takes first place in the ranking. The decision of the competition commission must include an indication of the applicant who took second place in the ranking.

2.16. If one applicant participates in a competition to fill a vacant position as a researcher, no scoring is carried out and a rating is not compiled.

The applicant is considered elected in the competition if more than half of the members of the competition commission who participated in the voting vote for him. In case of equality of votes, the vote of the person presiding at the meeting of the competition commission is decisive.

2.17. The decision of the competition commission is documented in a protocol.

2.18. An employment contract is concluded with the winner of the competition within 10 days in accordance with labor legislation Russian Federation and an order is issued to appoint a scientific worker to the vacant position.

2.19. If within 30 calendar days from the date of adoption of the relevant decision

the competition commission, the winner did not enter into an employment contract on his own initiative, the organization announces a new competition, or enters into an employment contract with the applicant who took second place.

2.20. When transferred to the position of a scientific worker as a result of election through a competition to the corresponding position, the validity period of the employment contract with the employee may be changed by agreement of the parties, concluded in writing, in accordance with the terms of the competition for a certain period of not more than five years.

2.21. The expiration of a researcher’s employment contract is the basis for holding a competition to fill his position. Scientist, not elected for a new term, is relieved of his position in accordance with the labor legislation of the Russian Federation.

2.22. The applicant has the right to appeal the decision of the competition commission in accordance with the legislation of the Russian Federation.

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