Which organizations are subject to a special assessment of working conditions? Deadlines for special assessment of working conditions. Who and when is required to conduct a special assessment of working conditions?

1. What is a special assessment of working conditions and which organizations and individual entrepreneurs should conduct it.

2. Why should an employer conduct a special assessment of working conditions?

3. What legislative and regulatory acts regulate the conduct of a special assessment of working conditions.

Since 2014, certification of workplaces based on working conditions has been replaced by a special assessment, in connection with the adoption of Federal Law dated December 28, 2013 No. 426-FZ “On special assessment of working conditions.” Information on the results of the special assessment must be reflected in the 4-FSS report (Table 10) starting with the report for the first quarter of 2014. Moreover, all insurers must fill out Table 10, including those who have not conducted a special assessment of working conditions (read more about the filling procedure in the article). However, despite the fact that the introduction of a special assessment of working conditions is no longer new, many questions still remain regarding the procedure for its implementation, mandatory requirements, etc. In this article, I propose to consider which organizations and individual entrepreneurs should conduct a special assessment and why.

First of all, let's understand what a special assessment of working conditions is. According to Article 3 of Law No. 426-FZ, a special assessment of working conditions is a set of measures to identify harmful and (or) dangerous factors in the working environment and the labor process and assess the level of their impact on the employee. Based on the results of its implementation, workplaces are assigned classes and subclasses of working conditions, and an action plan is developed to improve working conditions.

Which employers and with what frequency should conduct a special assessment of working conditions?

All employers must conduct a special assessment; such an obligation is established by paragraphs. 1 item 2 art. 4 of Law No. 426-FZ, regardless of legal status (organization or individual entrepreneur), type of activity, number of employees, etc. Moreover, a special assessment of working conditions must be carried out in relation to all workplaces, with the exception of homeworkers and remote workers (clause 3 of Article 3 of Law No. 426-FZ).

! Note: Workplaces in which employees are exclusively engaged in working with a personal computer and other office equipment are also subject to special assessment. Previously, such workplaces were not subject to mandatory certification for working conditions.

A special assessment of working conditions must be carried out at least once every five years. However, in the presence of circumstances specified in Art. 17 of Law No. 426-FZ, an unscheduled special assessment must be carried out (for example, when new jobs are introduced, there is a labor inspection order, in the event of an accident at the workplace, etc.).

! Note: if the employer carried out certification of workplaces for working conditions, then a special assessment in relation to these workplaces may not be carried out for five years from the date of completion of certification (in the absence of grounds for conducting an unscheduled special assessment of working conditions).

Why does an employer need to conduct a special assessment of working conditions?

The results of the special assessment are used in the following cases:

1. As a justification for the costs of carrying out measures to improve working conditions and safety (purchase of personal and collective protective equipment for workers, carrying out mandatory medical examinations) for the purpose of their reimbursement from the Social Insurance Fund.

The procedure for reimbursement of such expenses from the Social Insurance Fund and the list of expenses subject to reimbursement are established by Order of the Ministry of Labor of Russia dated December 10, 2012 No. 580n “On approval of the Rules financial security preventive measures to reduce industrial injuries and occupational diseases of workers and sanatorium-resort treatment of workers engaged in work with harmful and (or) dangerous production factors.” According to clause 3 of the Rules, the policyholder has the right to reimburse at the expense of the Social Insurance Fund, for example, expenses for:

• implementation of measures to bring the levels of exposure to harmful and (or) hazardous production factors in the workplace in accordance with state regulatory requirements for labor protection;
• , as well as washing off and neutralizing agents;
• sanatorium-resort treatment of workers engaged in work with harmful and (or) hazardous production factors;
• Conducting mandatory periodic medical examinations (examinations) of workers engaged in work with harmful and (or) hazardous production factors;
• purchase by policyholders of first aid kits;
• and other expenses specified in the Rules.

2. To justify the costs of carrying out measures to improve working conditions and safety (purchase of collective protective equipment, equipping workplaces, for example, with lighting fixtures, equipping recreation areas, etc.) for tax purposes.

3. To establish an additional rate of insurance premiums in Pension Fund RF, taking into account the class (subclass) of working conditions in the workplace. The amounts of additional tariffs are established by part 2.1 of Art. 58.3 of the Federal Law of July 24, 2009 No. 212-FZ “On insurance contributions to the Pension Fund Russian Federation, Social Insurance Fund of the Russian Federation, Federal Compulsory Medical Insurance Fund":

4. To calculate discounts (surcharges) to the insurance tariff for compulsory social insurance against industrial accidents and occupational diseases.

The methodology for calculating discounts and allowances to insurance rates for compulsory social insurance against industrial accidents and occupational diseases was approved by Order of the Ministry of Labor of Russia dated August 1, 2012 No. 39n. In accordance with it, the specific amount of the discount or premium is established by decision of the Social Insurance Fund within 40 percent of the approved insurance rate. In this case, the premium is set at the initiative of the Social Insurance Fund, and the discount at the request of the policyholder.

5. To establish for employees the provided Labor Code Russian Federation guarantees and compensations.

Guarantees for employees based on the results of a special assessment of working conditions are also provided for by Decree of the Government of the Russian Federation of November 20, 2008 No. 870 “On the establishment of reduced working hours, annual additional paid leave, increased wages for employees engaged in heavy work, work with harmful and (or) dangerous and others special conditions labor."

6. For other purposes, the list of which is contained in Article 7 of Law No. 426-FZ.

So, we have clarified the “theoretical” aspects of a special assessment of working conditions: who, when and why should conduct it. In I will write about the “practical” issues associated with a special assessment: what is the procedure for conducting it and, most importantly, how the costs of its implementation are taken into account.

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Legislative and regulatory acts:

1. the federal law dated December 28, 2013 No. 426-FZ “On special assessment of working conditions”
2. Order of the Ministry of Labor of Russia dated December 10, 2012 No. 580n “On approval of the Rules for financial support of preventive measures to reduce industrial injuries and occupational diseases of workers and sanatorium and resort treatment of workers engaged in work with harmful and (or) hazardous production factors”
3. Federal Law of July 24, 2009 No. 212-FZ “On insurance contributions to the Pension Fund of the Russian Federation, the Social Insurance Fund of the Russian Federation, the Federal Compulsory Medical Insurance Fund”
4. Order of the Ministry of Labor of Russia dated August 1, 2012 No. 39n “On approval of the Methodology for calculating discounts and allowances to insurance rates for compulsory social insurance against industrial accidents and occupational diseases”
5. Decree of the Government of the Russian Federation of November 20, 2008 No. 870 “On the establishment of reduced working hours, annual additional paid leave, increased wages for employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions”

How to familiarize yourself with the official texts of documents - see the section

Transition from workplace certification to a special assessment of working conditions. Quality criteria and requirements for laboratories according to SOUT. Register of laboratories and experts. Preparation for carrying out SOUT. Creation of a commission for a special assessment of working conditions. Tasks of the commission. Identification of similar jobs. Analogy and shift. Difference between a workplace and a work area. Agreement with an organization conducting a special assessment of working conditions. The role of the employee in conducting SOUT.

Carrying out SOUT. Identification of potentially harmful and dangerous factors. Instrumental studies and measurements of harmful and dangerous production factors, their assessment. Classification of working conditions. Declaration of working conditions. Updated declaration. Completion of work on a special assessment of working conditions. Laboratory report.

Using the results of SOUT. Types and amounts of compensation based on the results of a special assessment of working conditions. Application of increasing coefficients for insurance premiums.

Workplaces for which a special assessment is carried out taking into account the characteristics.

Special assessment working conditions (SOUT) replaced the Certification of Workplaces (AWC) from the beginning of 2014. The procedure for conducting SOUT is determined by Federal Law No. 426-FZ of December 28, 2013 “On Special Assessment of Working Conditions.” Since its adoption, it has been amended several times, the most recent of which (to date) was on May 1, 2016.

In 2014, not only the name of the procedure changed, but also the fundamental approach to determining hazards in the workplace.

Why was the transition to a special assessment of working conditions necessary?

Among the prerequisites for leaving the workplace certification mechanism, the following were especially loud:

• Low motivation of employers, their insufficient administrative responsibility;
• High cost of work;
• Low quality of work on automated workplaces due to insufficient responsibility of performers (laboratories).

What do we have today?

The responsibility of employers has increased with the adoption of changes to the Code of Administrative Offenses, but not in terms of interest in the quality of work, in the very fact of carrying out the SAUT procedure.

The price of work has indeed become very low. Today at tenders you can see a price drop of less than one hundred rubles per workplace. Unfortunately, this is not due to the methodology, but to the same disinterest in quality, both on the part of the customer and on the part of the contractor. Great amount laboratories are ready to take orders from minimum payment, because they were not going to not only competently carry out the work of identifying hazardous conditions in the workplace, but often even come to take measurements.

The responsibility of performers was increased, including through the introduction of the concept of “expert”. This is the laboratory employee who is personally responsible for the work done on the special assessment. They become experts after passing the certification procedure.

Today there are two types of laboratories. Organizations that carried out Certification of workplaces during the transition period (until 2018) have the right to carry out work on SOUT without undergoing new accreditation and without involving experts in the work. As you can imagine, this fact further aggravates the sadness of the situation.

Not mandatory, but one of the essential criteria when choosing a contractor is the presence of a laboratory in the new register of accredited organizations.

The register of organizations conducting special labor assessments can be viewed on the website of the Ministry of Labor and Social Protection of the Russian Federation

It would be a good idea to check whether the expert who conducts the SOUT for you has a valid certificate.

A special assessment is carried out by the employer together with an organization that meets the requirements of Article 19 of Federal Law N426-FZ, which is involved on the basis of a civil contract.

The organization conducting a special assessment of working conditions must meet the following requirements:

1) an indication in the organization’s statutory documents as the main type of activity or one of its types of activity to carry out a special assessment of working conditions;

2) the presence of at least five experts in the organization;

3) availability in quality structural unit testing laboratory (center), which is accredited by Rosakkreditatsiya.

Preparing for a special assessment

To organize and conduct special assessment procedures, the employer forms a commission to conduct a special assessment, the number of members of which must be odd. The commission includes representatives of the employer, including a labor protection specialist, representatives of the elected body of the primary trade union organization or other representative body of employees (if any).

The chairman of the commission is the employer or his representative. If someone other than the director is appointed as the chairman of the commission, then do not forget that he is the one who will have to sign and stamp all documents, and he must have the appropriate authority.

Please note that laboratory staff are not members of the committee.

Federal Law No. 426-FZ does not contain a requirement for mandatory special education members of the commission.

A little history.

In general, the requirement to train commission members was last mentioned in Order of the Ministry of Health and Social Development of the Russian Federation dated August 31, 2007 N 569 “On approval of the Procedure for certifying workplaces based on working conditions.” With its replacement by Order of the Ministry of Health and Social Development of Russia dated April 26, 2011 N 342n “On approval of the Procedure for certification of workplaces according to working conditions.” This requirement has disappeared. Around the same time, it was planned to change the procedure for training in labor protection approved by Resolution of the Ministry of Labor of the Russian Federation and the Ministry of Education of the Russian Federation dated January 13, 2003 N 1/29 “On approval of the Procedure for training in labor protection and testing knowledge of labor protection requirements for employees of organizations.” IN new edition order, a corresponding category of students had to appear.

However, the procedure was not changed; everyone forgot about training the commission members.

Nothing has changed with the adoption of Law No. 426 on special assessment.

Tasks of the commission for special assessment of working conditions

The commission approves the schedule for carrying out the SOUT. The schedule indicates the stages of work and the deadlines for their completion.

The schedule can be drawn up by a separate order, included in the text of the order for carrying out the Special Operations Operations, or issued as an appendix to it.

Before the start of work, the commission approves a list of workplaces to be assessed, indicating similar workplaces. This is also important for determining the cost of work.

Similar jobs- Those who:

• located in one or more similar production premises(production areas);
• equipped with the same (same type) ventilation, air conditioning, heating and lighting systems;
• the same professions, positions, specialties;
• the same labor functions;
• same working hours;
• maintaining the same type of technological process;
• use of the same: production equipment, tools, devices, materials and raw materials;
• provided with the same PPE.

If jobs are recognized as similar, 20% of the total number of such places, but strictly not less than two, are subject to assessment. The results obtained apply to all similar places (Part 1, Article 16 of Law No. 426-FZ).

The list of jobs is signed by all members of the commission and approved by its chairman (Parts 4, 5, Article 9 of Law No. 426-FZ).

During shift work, similarity of workplaces does not apply.

Example 1

In an office, four accountants work in one room on the same schedule. The number of jobs for the list will be two. (20% at least 2).

Example 2

They work in the same office Chief Accountant and three more ordinary accountants. Three cards will be issued. One for the chief accountant and two cards for three accountants, taking into account the analogy. Only jobs occupied by people in the same position can be considered similar.

Example 3

Four dispatchers work every other day. One card is issued for such jobs, since they take turns working at the same workplace.

SOUT is not carried out in relation to remote workers, if remote work is specified in their employment contract.

For newly created workplaces, a special assessment must be carried out within 12 months from the date of their creation.

Responsibilities for organizing and financing the implementation of SOUT are assigned to the employer (Article 8 of Federal Law No. 426-FZ).

The assessment is carried out at least once every five years (except for cases when there is a need for an unscheduled assessment). This period is calculated from the date of approval of the report on its implementation. In the certification of workplaces, the period was counted from the beginning of work on the automated workplace.

An employee has the right to be present during a special assessment at his workplace, seek clarification from both the employer and the organization conducting the special assessment, get acquainted with the results, and also appeal them (Article 5 of Federal Law N426-FZ).

Workplace and work areas

There are quite a few definitions of the concept “workplace”, but we have agreed to use one of the simplest:

Workplace- a 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.

In practice, we rarely encounter a situation where an employee spends his entire working day in one place. As a rule, to complete assigned tasks, an employee needs to move between two, three, or even more zones. The employee’s workplace consists of such work areas. And there are jobs that do not require a permanent location at all (workplace of a courier or service engineer).

In order to competently organize the work of conducting SOUT, the commission must carefully distribute the percentage of time during which the employee is in each of the work areas and notify the laboratory about this. It is the duration of exposure to a harmful or dangerous factor that determines the class of working conditions. (With the exception of the biological factor, all others depend on both the concentration and the duration of exposure).

Example 4

The driver's workplace is the vehicle cabin. If a driver spends more than 25% of his working time behind the wheel, his working conditions will already be considered harmful. While driving a car, the driver cannot change his position, so he is forced to remain in one position for a long time. But for a regular bus driver who sits behind the wheel for the entire shift, the risk of developing an occupational disease is several times higher than for a driver who leaves the enterprise once a day for a couple of hours.

Concluding an agreement with an organization conducting a special assessment of working conditions

To carry out special assessment activities, the employer must enter into a civil contract with a specialized organization (Part 2, Article 8 of Law No. 426-FZ).

Such an organization must comply with the requirements of Art. 19 of Law No. 426-FZ.

The choice of organization for carrying out SOUT is carried out taking into account the restrictions established in parts 1, 2 of Art. 22 of Law No. 426-FZ. (You cannot conduct SOUT for yourself or relatives or subsidiaries)

In addition to the timing and cost of performing the work, when concluding a contract, it would not be amiss to insist on the inclusion of the following conditions about the rights and responsibilities of the employer when carrying out special technical work, including:

• on the right to demand from a specialized organization a justification for the results of conducting special assessment work (clause 1, part 1, article 4 of Law No. 426-FZ);
• on the right to demand that a specialized organization submit documents confirming its right to conduct special technical training in accordance with Art. 19 of Law No. 426-FZ (clause 3, part 1, article 4 of Law No. 426-FZ);
• on the employer’s right to appeal against actions (inaction) of a specialized organization (clause 4, part 1, article 4 of Law No. 426-FZ);
• on the employer’s obligation to provide information, documents and information necessary for conducting a special assessment (clause 2, part 2, article 4 of Law No. 426-FZ);
• on the obligation not to take deliberate actions that may affect the results of the special assessment and assessment process (clause 3, part 2, article 4 of Law No. 426-FZ).

The role of the employee in conducting a special assessment of working conditions

Although the employee is not a party to the contract, the work on the special assessment primarily affects his interests. The SOUT Law gives employees the following rights and responsibilities:

1. The employee has the right:

• be present during the assessment at his workplace;
• contact the employer, his representative, the organization conducting the special labor safety assessment or a laboratory expert, with proposals for identifying potentially harmful and (or) dangerous production factors at his workplace and for obtaining clarification on the issues of conducting a special assessment of working conditions at his workplace;
• appeal the results of a special assessment at your workplace in accordance with Art. 26 of Law No. 426-FZ.

1. The employee is obliged:

• get acquainted with the results of a special assessment of working conditions carried out at his workplace.

Stages of special assessment of working conditions:

Identification of potentially harmful and (or) dangerous production factors is carried out at workplaces that are included in the list approved by the special assessment commission. This procedure is carried out by an expert from a specialized organization that conducts SOUT (Part 2 of Article 10 of Law No. 426-FZ).

The employer is obliged to provide the identification expert with necessary information, documents and information that characterize working conditions in the workplace (for example, technological documentation, building construction projects, certificates of conformity of production equipment, machines), as well as provide explanations on the issues of conducting a special assessment (clause 2, part 2, article 4 of the Law N 426-FZ). If the employer does not provide the specified information, documents and information, the organization will suspend work on the SOUT or will not begin it (clause 4, part 2, article 6 of Law No. 426-FZ).

Identification of harmful and (or) hazardous production factors at workplaces can be carried out by examining workplaces by inspection and familiarization with the work actually performed by employees in regular work mode, as well as by interviewing employees and (or) their immediate supervisors.

The expert records the identification results in a protocol, which is approved by the commission (Part 2 of Article 10 of Law No. 426-FZ).

If during the identification process no harmful and (or) dangerous production factors are identified at the workplace, then the working conditions at this workplace are considered acceptable, research (tests) and measurements of harmful and (or) dangerous production factors are not carried out in relation to such a workplace ( Part 4, Article 10 of Law No. 426-FZ). In this case, immediately after approval of the identification results, the results of the SOUT are summed up.

Identification is not carried out in relation to the following workplaces (Part 6, Article 10 of Law No. 426-FZ):

• in which workers work, whose professions, positions, specialties are included in the lists of relevant jobs, industries, professions, positions, specialties and institutions (organizations), taking into account which an old-age labor pension is assigned early;
• in connection with work in which employees are provided with guarantees and compensation for working under harmful and (or) dangerous working conditions;
• on which, based on the results of a previously conducted certification or special assessment, harmful and (or) hazardous conditions labor.

At such workplaces it is necessary to carry out instrumental measurements.

Research and measurement of harmful and (or) hazardous production factors, their assessment

Research (testing) and measurements of harmful and (or) dangerous factors are carried out testing laboratory(center), experts and other employees of the organization conducting the special assessment, taking into account the requirements for methods, techniques and measuring instruments.

The organization conducting the special assessment carries out research (measurements) independently or with the involvement of a subcontractor to measure the factors provided for in paragraphs. 12-14 and 24 hours 3, art. 13 426-FZ

The following are subject to research (measurement):

• physical factors;
• chemical factors;
• biological factors;
• severity of the labor process;
• tension of the labor process.

Depending on the degree of deviation of the actual values, identified potentially harmful and (or) dangerous factors obtained from the results of their studies (tests) and measurements, from the standards (hygienic standards) of working conditions and taking into account the duration of their exposure to the employee during the working day (shift), a class of working conditions is assigned.

Classification of working conditions

Optimal working conditions(class 1) – working conditions under which there is no exposure to the employee’s body to identified potentially harmful and dangerous factors that can have an adverse effect on the employee’s body, or their levels of exposure are minimal in comparison with the values ​​​​established by standards, and the prerequisites are created for maintaining high level performance

Acceptable working conditions(class 2) - working conditions under which the employee’s body is affected by identified potentially harmful and dangerous factors, the impact levels of which do not exceed the values ​​​​established by the standards, or functional changes in the worker’s body are restored during regulated rest or by the beginning of the next shift.

Harmful working conditions(class 3) – working conditions characterized by the presence of identified potentially harmful and dangerous factors, the levels of which exceed the values ​​​​established by standards, including subclasses 3.1, 3.2, 3.3, 3.4.

Subclass 3.1:

(harmful working conditions of the 1st degree) - working conditions under which the worker’s body is affected by identified potentially harmful and dangerous factors, the levels of exposure of which can cause functional changes in the human body, which are restored, as a rule, over a longer period (than at the beginning of the next shifts) interrupting exposure to these factors, and increase the risk of health damage

Subclass 3.2:

(harmful working conditions of the 2nd degree) - working conditions under which the worker’s body is affected by identified potentially harmful and dangerous factors, the levels of exposure of which can cause persistent functional changes in the worker’s body or lead to the development and emergence of occupational diseases of mild severity (without loss of professional ability to work) arising after prolonged exposure (after 15 years or more)

Subclass 3.3:

(harmful working conditions of the 3rd degree) - working conditions under which the worker’s body is affected by identified potentially harmful and dangerous factors, the levels of exposure of which can cause persistent functional changes in the worker’s body or lead to the development of occupational diseases of mild and moderate severity (with loss of professional ability to work) during the period of working activity

Subclass 3.4:

(harmful working conditions of the 4th degree) - working conditions under which the worker’s body is affected by identified potentially harmful and dangerous factors, the levels of exposure of which can cause persistent functional changes in the worker’s body or lead to the development of severe occupational diseases (with loss of general working capacity ) during the period of working activity

Hazardous working conditions(class 4) – working conditions characterized by the presence of identified potentially harmful and dangerous factors, levels the effects of which are capable of creating a threat to the life of an employee during a working day (work shift) (or parts thereof), and the consequences of their exposure provide a high risk of developing an acute occupational diseases during working life.

At its core, the classification of working conditions is an attempt to determine the level of risk. The higher the class or subclass, the higher the likelihood of workers developing occupational diseases.

There is a technique that allows you to reduce the class (subclass) of working conditions in the case of the use by workers employed in workplaces with harmful working conditions of effective personal protective equipment that has passed mandatory certification in the manner established by the relevant technical regulations. The class may be reduced by the commission, based on the opinion of an expert from the organization conducting the special assessment, by one degree in accordance with the methodology. (Order of the Ministry of Labor of Russia dated December 5, 2014 No. 976n “On approval of the Methodology for reducing the class (subclass) of working conditions when workers employed in workplaces with hazardous working conditions use effective personal protective equipment that has undergone mandatory certification in the manner established by the relevant Technical Regulations" )

However, due to its incredible normative nature and complexity, this technique has never been applied in practice to date.

Declaration of compliance of working conditions with state regulatory requirements

Declaration is carried out by the employer's commission.

The declaration is submitted only on the basis of an expert’s opinion.

The employer must submit the declaration no later than 30 working days from the date of approval of the report on the special assessment at the workplaces in respect of which the declaration is being submitted.

The declaration is submitted to State inspection labor.

The validity period of the declaration is five years, it is calculated from the date of approval of the report on the implementation of the special assessment and assessment process.

If, during the period of validity of the declaration, an industrial accident occurred with an employee employed at the workplace in respect of which the declaration was adopted (except for an industrial accident that occurred due to the fault of third parties) or he was diagnosed with Occupational Illness, the cause of which was the employee’s exposure to harmful and (or) dangerous production factors, in relation to such workplace the declaration is terminated and an unscheduled special assessment is carried out.

Upon expiration of the declaration and in the absence of accidents or occupational diseases, the validity of the declaration is considered extended for the next 5 years.

Updated declaration

In relation to workplaces where working conditions, based on the results of research (tests) and measurements of harmful and (or) hazardous production factors, are recognized as optimal or acceptable, with the exception of workplaces specified in Part 6 of Article 10 of Federal Law of December 28, 2013 N 426 -FZ “On special assessment of working conditions”, the employer submits it to the territorial body of the federal executive body authorized to conduct federal state supervision of compliance labor legislation and other regulatory legal acts containing norms labor law, at its location, an updated declaration of compliance of working conditions with state regulatory requirements for labor protection, including these workplaces.

Translated into Russian, it is meant that both workplaces in which hazards were not identified during the identification process are declared, as well as workplaces in which, as a result of measurements, the first or second class was established.

Completion of work on a special assessment of working conditions

As a result, the laboratory that conducted the assessment must provide the organization with a report that includes:

1) information about the organization conducting the special assessment, accompanied by copies of documents confirming its compliance with the established requirements;

2) a list of workplaces where the special labor safety assessment was carried out, indicating the harmful and (or) hazardous production factors that were identified at these workplaces;

3) cards for special assessment of working conditions, containing information about the class (subclass) of working conditions at specific workplaces established by the expert of the organization conducting the special labor assessment;

4) protocols for conducting research (tests) and measuring identified harmful and (or) hazardous production factors;

5) protocols for assessing the effectiveness of personal protective equipment;

6) protocol of the commission containing a decision on the impossibility of conducting research (tests) and measurements on the basis specified in Part 9 of Article 12 426-FZ (if there is such a decision);

7) summary statement;

8) a list of measures to improve the working conditions and safety of workers at whose workplaces a special assessment was carried out;

9) conclusions of an expert from the organization conducting the SOUT.

The report is signed by all members of the commission and approved by the chairman of the commission. If a commission member disagrees with the results of the assessment, he has the right to express a reasoned dissenting opinion.

The employer organizes familiarization of each employee with the results of the special assessment at his workplace against signature no later than thirty calendar days from the date of approval of the commission’s report, not counting the period of temporary disability of the employee, while he is on vacation or on a business trip.

The employer is required to notify the organization that conducted the special assessment of the approval of the report on the conduct of the special assessment.

Thus, the employer, within 3 working days from the date of approval of the report on the conduct of the special assessment and assessment process, must:

• notify the organization that carried out the SOUT with any in an accessible way, providing the ability to confirm the fact of notification;
• send to the organization that carried out the special assessment a copy of the approved report on the implementation of the special assessment system by order by post with acknowledgment of delivery or in the form electronic document, signed with a qualified electronic signature.

Types and amounts of compensation based on the results of a special assessment of working conditions

Increased wages(Article 147 of the Labor Code of the Russian Federation)

Remuneration for workers engaged in work with harmful and (or) dangerous working conditions is set at an increased rate.

The minimum increase in wages for employees engaged in work with harmful and (or) dangerous working conditions is 4 percent tariff rate(salary) established for various types work under normal working conditions.

Specific amounts of wage increases are established by the employer, taking into account the opinion of the representative body of employees in the manner established by Article 372 of the Labor Code of the Russian Federation for the adoption of local regulations, or by a collective agreement or employment contract.

Additional paid leave(Article 117 of the Labor Code of the Russian Federation)

Annual additional leave is provided to employees whose working conditions, in whose workplaces, based on the results of a special assessment, are classified as hazardous working conditions of the 2nd, 3rd or 4th degree or hazardous working conditions.

The minimum duration of annual additional paid leave for employees is 7 calendar days.

Part of the annual additional paid leave that exceeds the minimum duration of this leave (7 calendar days) can be replaced by separately established monetary compensation.

The length of service that gives the right to annual additional paid leave for work with harmful and (or) dangerous working conditions includes only the time actually worked in the relevant conditions.

Reduced working hours(Article 92 of the Labor Code of the Russian Federation)

It is established for employees whose workplaces, based on the results of a special assessment of working conditions, are classified as hazardous working conditions of the 3rd or 4th degree or hazardous working conditions. (No more than 36 hours per week).

Right to early retirement

For now, it is reserved for workers from the number indicated in Lists No. 1 and No. 2 of production, work, professions, positions and indicators that give the right to preferential pensions, approved by Resolution of the Cabinet of Ministers of the USSR of January 26, 1991 No. 10, upon confirmation based on the results of a special assessing working conditions for the presence of harmful (dangerous) working conditions in their workplaces.

Possibility of establishing increased or additional compensation

In accordance with Part 2 of Art. 219 of the Labor Code of the Russian Federation, the size, procedure and conditions for providing guarantees and compensation to employees engaged in work with harmful and (or) dangerous working conditions are established in the manner prescribed by Art. Art. 92, 117 and 147 of the Labor Code of the Russian Federation.

Elevated or additional guarantees and compensation for work under harmful and (or) dangerous working conditions can be established by a collective agreement, local normative act taking into account the financial and economic situation of the employer.

When establishing the appropriate types and amounts of compensation, the employer can be guided by the List of industries, workshops, professions and positions with hazardous working conditions, work in which gives the right to additional leave and a shortened working day, approved by Resolution of the State Committee for Labor of the USSR, the Presidium of the All-Union Central Council of Trade Unions dated October 25, 1974 N 298/ P-22, Instructions on the procedure for applying the List of industries, workshops, professions and positions with hazardous working conditions, work in which gives the right to additional leave and a shortened working day, approved by the Resolution of the State Committee for Labor of the USSR, All-Union Central Council of Trade Unions dated November 21, 1975 N 273/P-20 , Standard provision on the assessment of working conditions in workplaces and the procedure for applying sectoral lists of work for which additional payments to workers for working conditions can be established, approved by the Resolution of the State Committee for Labor of the USSR, the All-Russian Central Council of Trade Unions of October 3, 1986 N 387/22-78, and other current regulations legal acts, establishing the appropriate amounts of compensation, in part that does not contradict the Labor Code of the Russian Federation.

Federal Law of December 15, 2001 N 167-FZ “On compulsory pension insurance in the Russian Federation, depending on the class of working conditions, establishes the following increasing coefficients:

Features of conducting a special assessment of working conditions

There are jobs that cannot be fit into a general mold. For such jobs, a special assessment is carried out taking into account the specifics.

Decree of the Government of the Russian Federation dated April 14, 2014 No. 290 “On approval of the list of jobs in organizations engaged in individual species activities in respect of which a special assessment of working conditions is carried out taking into account those established by the authorized federal body executive power features"

This list includes the following jobs:

• crew members of sea vessels, inland navigation vessels and fishing vessels;
• flight and cabin crew members aircraft civil aviation;
• medical workers providing ambulance medical care outside a medical organization;
• medical workers located in premises to which regulatory legal acts of the Russian Federation impose requirements related to the need to maintain a special microbiological state of the environment and a sustainable mode of operation medical equipment(reanimation departments, intensive care units, operating rooms);
• medical workers who directly carry out diagnostics and treatment using medical equipment (devices, devices, equipment), the normal functioning of which may be affected by measuring instruments;
• employees whose job function is to prepare for sports competitions and participate in sports competitions;
• creative media workers mass media, cinematography organizations, television and video crews, theaters, theater and concert organizations, circuses;
• workers of radiation-hazardous and nuclear-hazardous industries;
• workers involved in firefighting and emergency rescue operations;
• divers, as well as workers directly carrying out caisson work;
• workplaces where workers are expected to be exposed to high pressure gas and air environments;
• workplaces of workers engaged in underground work.

Since 2014, on the basis of Federal Law No. 426-FZ of December 28, 2013 “On Special Assessment of Working Conditions,” a special assessment of working conditions has been carried out; before that, workplace certification was carried out. The meaning is approximately the same, but nevertheless some changes have been made.

It is required for all employers. Based on the above-mentioned law, amendments were made, as a result of which administrative penalties were increased in case of refusal to conduct a special assessment, and criminal penalties were also tightened against persons whose fault an accident occurred at work.

In order for you to understand, before the adoption of Federal Law No. 426 of December 28, 2013, the concept of workplace certification was used and this was a mandatory procedure for everyone without exception, according to the Labor Code of the Russian Federation, Article 212. Since 2014, a new concept has been established and is currently called a special assessment of working conditions.

A special assessment is a set of unified measures carried out consistently and aimed at identifying dangerous and (or) harmful factors at work and also aimed at identifying their impact on the organization’s employees. The result of such an assessment is the establishment of working conditions for employees' workplaces by classes and subclasses of hazard. The rules for conducting and determining harmfulness are made on the basis of Federal Law 426.

Who should conduct a special assessment of working conditions (job certification)

In accordance with Law No. 426-FZ, Article 8, Part 1 and the Labor Code of the Russian Federation, Art. 212 and the obligation to conduct a special assessment lies with the employer, which is also carried out at his expense. All employers, both organizations and individual entrepreneurs who have employees on staff, are required to carry it out.

If we talk about entrepreneurs who work for themselves without hired employees, then they do not need to conduct a special assessment of jobs. However, if there are employees on staff, there will be an obligation to carry out such a procedure.

There is also no requirement to conduct a special assessment for individuals who do not have individual entrepreneur status and who hire workers (According to Law No. 426-FZ, Article 3).

Which jobs require a special assessment?

There are a number of differences between workplaces that are now subject to special assessment and for which workplace certification was previously carried out.

Thus, previously, certification of workplaces was carried out in the case of the use of hand tools, mechanisms, equipment, installations, machines, apparatus, devices and Vehicle, in the presence of sources of danger. Since 2014, in the case of a special assessment, no such restrictions have been established; therefore, it is carried out regardless of whether the above factors are present at the workplace or not.

Another difference concerns telecommuters and homeworkers. For these workplaces, workplace certification was carried out on a general basis. Based on Law No. 426-FZ, which currently clearly states on this issue, there is no need to conduct a special labor assessment for employees working remotely.

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Concerning office employees, these are the majority and the issue deserves special attention. Previously, the law was unclear about the need for certification. Law No. 426-FZ clarified that since there are no restrictions on relations between office employees, a special assessment must also be carried out in relation to these jobs.

To summarize, a special assessment must be carried out for all jobs, with the exception of the following:

• If the employee is engaged in home work.
• Regarding the places of employees who work remotely.
• If the employer is an individual who is not an individual entrepreneur.

Frequency of special assessment

What are the deadlines for conducting a special assessment? Eat scheduled inspection and unscheduled. The planned one must be carried out once every five years. If certification was carried out at the workplace, then a special assessment can be scheduled 5 years after completion of the certification.

However, there are cases specified in which a special assessment occurs and an unscheduled inspection is carried out (before 5 years from the date of the last conduct:

• When new workplaces are put into operation.
• In case of changes in the technological process, including the use of the composition of the materials used and other innovations that affect the level of exposure to hazardous and harmful production factors.
• In the event of an accident at work or an occupational disease caused by dangerous and harmful working conditions.
• Based on the instructions of the labor inspector, as well as a motivational proposal coming from the trade union organization.

What are the consequences of refusing to conduct a special assessment?

If the organization did not conduct a special assessment of labor, it could be brought to administrative liability.

Until 2015, the employer was prosecuted for such an offense in accordance with the Code of Administrative Offenses of the Russian Federation, Article 5.27, according to which the fine for officials ranges from 1 to 5 thousand rubles, and for legal entities - from 30 to 40 thousand rubles. Another type of punishment is suspension of the organization’s activities for up to 90 days.

Starting from 2015, a fine for the lack of a special assessment is levied on the basis of the Code of Administrative Offenses of the Russian Federation, Art. 5.27.1 and amounts to:

• For individual entrepreneurs and officials from 5 to 10 thousand rubles.
• For legal entities it ranges from 60 to 80 thousand rubles.
• A warning is also provided.

In case of repeated violation, the penalties will be more severe:

• For individual entrepreneurs and officials it will be from 30 to 40 thousand rubles.
• For legal entities persons – from 100 to 200 thousand rubles.
• Instead of applying penalties, it is possible to suspend the activities of an organization (IP) for up to 90 days, and an official may be disqualified for 1-3 years.

What happens if an accident occurs and there is no special assessment?

In this case, evidence of the employer’s guilt may be the lack of results of a special assessment of working conditions in the organization (IP). If guilt is proven, the manager may be brought to criminal liability in accordance with the Criminal Code of the Russian Federation, Art. 143:

• The fine can be up to 400 thousand rubles.
• The manager's salary ranges from 8 to 18 months.
• Punishment in the form of forced labor for up to 1 year or imprisonment for up to 1 year is possible.

The general structural diagram of the SOUT is as follows:

In the diagram, gray rectangles indicate steps - actions.

The arrows show:

1) incoming information - documentation, etc. information needed to complete the steps,

2) outgoing information - what is formed as a result of performing steps.

A detailed description of each step is outlined in the corresponding sections of the step-by-step instructions:

Step 0 - Determine if and when to conduct a special assessment of working conditions

S.V. Polyashov, 2014

Where should the SOUT be carried out?

1. homeworkers,
2. remote workers,
3. employees who joined labor Relations with the employer - an individual, who is not an individual entrepreneur ().

state civil servants and municipal civil servants is carried out not by, but according to special regulations - legal acts for employees ( ) .

SOUTH regarding working conditions employees admitted to information classified as state or other secret protected by law, is carried out according to special normative and legal acts ().

In other cases, the SOUT should be carried out

Timing of SOUT

SOUT is carried out Once every 5 years. The period is calculated from the date of approval ().

If before 01/01/2014 the organization carried out certification of workplaces, then within 5 years after its completion, you don’t have to carry out SOUT ()

Unscheduled certification is carried out until 5 - summer period in the following cases ():

1. commissioning of newly organized workplaces;
2. receipt by the employer of an order from the state labor inspector to conduct an unscheduled special assessment of working conditions in connection with identified violations;
3. changes in the technological process, replacement of production equipment, which can influence the level of exposure to production factors on workers;
4. changes in the composition of materials used and (or) raw materials that can affect the level of exposure to production factors on workers;
5. changes in the personal and collective protective equipment used, which can affect the level of exposure to production factors on workers;
6. an industrial accident that occurred in the workplace (except for an industrial accident that occurred due to the fault of third parties) or an identified occupational disease, the causes of which were the employee’s exposure to harmful and (or) dangerous production factors;
7. the presence of motivated proposals from elected bodies of primary trade union organizations or another representative body of workers to conduct an unscheduled special assessment of working conditions.

Step 1 – formation of a commission to conduct a special assessment of working conditions

Actions:

1. Decide on the composition of the commission ().
2. Issue an order to create a commission and familiarize it with the signature of the members of the commission ()

Outgoing documents:

1. order (order on the composition and procedure for the activities of the commission on SOUT) ()

The commission is headed by the employer or his representative.

Number of commission members there must be odd ().

The commission should include ():

1. occupational safety specialist;
2. representative of the trade union organization of the enterprise or other representative body of workers (if any).

For organizations classified as small businesses, the commission should include: ():

1. the employer is the individual entrepreneur himself, or the employer is the head of the organization (director, etc.),
2. labor protection specialist - an employee of this organization, or engaged under a civil contract, or a representative of a specialized organization engaged to carry out the functions of a labor protection service (specialist).

The composition and procedure of the commission are approved by order (instruction) of the employer ().

Step 2 – development and approval of a list of workplaces at which SOUT will be carried out, indicating similar workplaces

Incoming documents:

1. organization staffing table,
2. list of those currently employed.

Actions:

1. develop and approve by the commission a list of workplaces where SOUT will be carried out ().

Outgoing documents:

The form of the list has not yet been approved by law. The list of jobs can be made as follows:

The letter “a” in the table indicates similar jobs.

Similar workplaces are places ():

1. located in one or more similar production premises (production areas),
2. equipped with the same (same type) ventilation, air conditioning, heating and lighting systems,
3. in which employees work in the same profession, position, specialty,
4. in which employees perform the same job functions,
5. which have the same working hours,
6. on which the same type is conducted technological process,
7. which use the same production equipment, tools, devices, materials and raw materials,
8. where workers are provided with the same personal protective equipment.

This list will be necessary to conclude an agreement with a specialized organization for SOUT.

Step 3 – search and involvement of a specialized organization in the SOUT

Incoming documents

Actions:

1. select an organization that has the right to conduct SOUT,
2. check organization documents,
3. determine what information, documents and information must be transferred to the organization conducting the SOUT under the contract (),
4. enter into an agreement with the organization,

1. civil law agreement for carrying out special assessment of technical work (), containing, among other things, information about documents that the employer is obliged to provide to the organization conducting special labor assessment under the concluded agreement ( ),

Comments:

To carry out SOUT, it is necessary to conclude an agreement with a specialized organization corresponding to ().

Organizations previously accredited as certifying organizations can conduct a special assessment of working conditions before the expiration of their existing ones as of 01/01/2014. accreditation certificates, but no later than December 31, 2018 ().

If the accreditation certificate of a laboratory of a certifying organization expires in 2014, then the organization has the right to conduct special assessments until December 31, 2014 ().

You can find such an organization on the SOUT companies page using the link.

Before concluding a contract:

1. study carefully constituent documents organizations and check them on the website of the Federal Tax Service (egrul.nalog.ru) or in response to a request from the Federal Tax Service - the name of the organization, INN, KPP, ORGN must match, legal address; the organization must be active;
2. require documents confirming the specialized organization’s compliance with the requirements (the employer’s right to demand these documents is secured);
3. check the certificate of entry into State Register compare accredited organizations providing services in the field of occupational safety and health with the corresponding entry on the official website of the Ministry of Health of the Russian Federation;
4. review the accreditation certificate and the scope of accreditation - make sure that the studies you require are included in the scope of accreditation and that the validity of the accreditation certificate will not expire until the completion of the SOUT;
5. read the text of the agreement:

• the contract must indicate what documentation, details and information the employer is obliged provide to the organization conducting the SOUT (). In case of failure to provide this information, documents and information,
• the contract must indicate conditions, which the employer must provide for carrying out SOUT. If the employer refuses to provide these conditions, the organization conducting SOUT is obliged not to start or stop performing work ().
• look at what documents the organization conducting the special labor assessment will be required to prepare - will it develop a schedule for conducting the special labor assessment, declarations of compliance with labor conditions, etc.

Step 4 – development and approval of a schedule for carrying out the special assessment and assessment process

Incoming documents:

1. documents that the employer is obliged to provide to the organization conducting special assessment work under the concluded agreement (),
2. list of places where SOUT will be carried out indicating similar workplaces ()

Actions:

1. together with the organization conducting the SOUT, develop and approve a schedule for conducting the SOUT ()

Outgoing documents:

1. schedule for a special assessment of working conditions ().

A comment:

There is no officially approved form of the schedule. At this step, you will already have concluded an agreement with the SOUT organization, whose specialists will help develop a schedule for carrying out the SOUT.

Step 5 – identification of production factors

Incoming documents:

1. Documents that the employer is obliged to provide to the organization conducting special labor assessment under the concluded agreement (),
2. list of places where SOUT will be carried out indicating similar workplaces ()

Actions:

1. Help the expert of the organization conducting the SOUT examine workplaces and understand the technical and other documentation of your organization.
2. Approve the identification results by the commission ().

Outgoing documents:

1. identification results ().

A comment:

Identification is carried out by the organization’s expert on SOUT (). The identification procedure is described in detail.

The essence of identification: an expert on special operating conditions examines the documentation available to the employer ( technical documentation on equipment, projects, results of previously carried out measurements of harmful factors, etc.), conducts a survey of workplaces by inspecting them, interviewing workers, etc. and reveals harmful factors.

Not subject to identification ():

1. workplaces workers, professions, positions, specialties included to the lists relevant works, industries, professions, positions, specialties and institutions (organizations), taking into account which early assignment of old-age labor pension is carried out;

2. workplaces, in connection with the work of which employees in accordance with legislative and other regulatory legal acts guarantees and compensation are provided for work under harmful and (or) dangerous working conditions;

3. workplaces, in which, based on the results of previously conducted certification of workplaces for working conditions or a special assessment of working conditions harmful and (or) dangerous working conditions were established.

After identification, jobs will be divided into three groups:

1. workplaces where harmful (hazardous) factors have been identified;
2. workplaces where no harmful (hazardous) factors have been identified;
3. jobs that were not subject to identification.

The commission must approve the identification results ().

Step 6 – drawing up and sending to the relevant government agency a declaration of compliance of working conditions with regulatory requirements

S.V. Polyashov, 2014

Incoming documents:

1. a list of workplaces where no harmful factors have been identified.

Actions:

1. draw up or review the declaration,
2. send the declaration to government agency ().

1. Declaration of compliance of working conditions with regulatory requirements.

A comment:

© S.V. Polyashov, 2014

For workplaces where no harmful (hazardous) production factors have been identified, the employer must submit a declaration of compliance of working conditions with regulatory requirements to the labor inspectorate.

The law does not say who must draw up the declaration - the organization conducting the special assessment or the employer's organization. To avoid disagreements, write down this obligation in advance in the contract for conducting SOUT.

Officially approved form There is no declaration yet.

The declaration is valid for 5 years. The countdown of the period begins from the date of approval of the report on the implementation of the SOUT ().

If an employee for whom the declaration is submitted has an accident at work (with the exception of an accident at work caused by third parties) or the employee is diagnosed with an occupational disease, then the declaration for this workplace ceases to be valid in relation to of this employee an unscheduled SOUT () is carried out.

The decision to terminate the declaration is made by the labor inspectorate no later than 10 calendar days from the date of the accident and occupational disease (

Representatives of the Ministry of Labor and Social Protection promised that for now they will not fine companies that have not figured out how to conduct a special assessment of jobs, or did not manage to complete it by the deadline. But GIT inspectors will pay great attention to the presence of SOUT. The department has already prepared an order allowing for unscheduled raids to check who has not completed the special assessment of working conditions. After the raid, inspectors have the right to issue an order to eliminate violations, and if nothing is done, to organize unscheduled inspection. In the future, violators may be held accountable.

But you can still avoid fines. We invite you to familiarize yourself with step-by-step instructions on how to organize SOUT for office workers.

Step 1. Publication of regulatory documents

How to conduct SOUT in an organization, and does everyone need it? gives a clear answer to this question. Almost all workplaces are subject to this procedure, with the exception of workplaces of homeworkers, remote workers, citizens working for religious organizations or individuals not registered as individual entrepreneurs.

After making a decision to begin the SOUT procedure - a special assessment of working conditions, you need to issue:

• order approving the commission on SOUT (the commission is headed by the employer, the total number of members must be odd);
• work schedule;
• list of jobs.

Step 2. Preparation of a draft contract

From 03/09/2019, Order of the Ministry of Labor of Russia dated 12/24/2018 No. 834n is in force. Appendix No. 1 to the document provides standard contract for the provision of services for conducting a special assessment of working conditions. The contract has 16 sections and 8 annexes, namely:

• terms of reference for the provision of services;
• implementation plan;
• certificate of acceptance of services provided;
• Act of reconciliation of accounts;
• order to conduct special assessment;
• information about the customer organization;
• list of workplaces subject to special safety regulations;
• a list of equipment, tools and devices used in workplaces subject to special safety standards, as well as the materials and raw materials used.

This is all necessary papers allowing to take into account the obligations of both parties, as well as the possible participation of third parties.

The documentation developed by officials can be used by all organizations without exception that plan to order services for conducting SOUT. However, for public and municipal sector enterprises such a standard contract and all annexes to it are mandatory. This is provided for by Federal Law No. 44-FZ dated 04/05/2013. They must use the documentation in the form that is approved. Other companies have the right to adjust the contract at their discretion, adding or deleting provisions. We offer to download a standard contract for the provision of services for carrying out SOUT for free with all the necessary attachments to it.

Standard contract

Step 3. Selecting an organization to conduct

You need to know not only how to conduct a special assessment of working conditions in an organization, but also how to choose an appraiser. When choosing a company to carry out special assessment work, it is important to check whether it has the authority for this type of work and whether it is registered in a special register. Only companies with a registration number have the right to conduct a special assessment.

On August 1, 2019, the Government approved and sent for approval to the State Duma amendments to Federal Law dated December 28, 2013 N 426-FZ, according to which, when concluding an agreement for carrying out special assessments, appraisers will be obliged to:

• submit information about the planned special assessment to the information system immediately after concluding an agreement with the employer on its implementation (before the start of its implementation);
• link the moment the results of the special assessment come into force with the entry of information about it into the state information system.

• motivates the employer to complete the procedure for special assessment of working conditions;
• will ensure the filling of the state information system correct data on the results of the special assessment;
• will increase the responsibility of the employer and the assessment organization for the results provided.

An important issue is the timing of work and the possibility of quickly eliminating identified shortcomings. varies depending on the number of employees, the organization's industry, and its availability. When concluding a contract, companies conducting SOUT can help you draw up necessary documents: order, schedule, certificate of the number and presence of disabled people, etc., since such forms are mandatory for all companies starting to conduct a special assessment.

The number of jobs for SOUT is calculated based on the staffing arrangement. In this case, places with the same positions working in the same premises can be considered similar.

Step 4. Filling out the list of jobs

This operation can take a lot of time if the company employs a large number of employees. Absolutely all employees are included in the list. Whether their jobs will be recognized as similar will be decided by SOUT experts during the assessment. The list includes the following data:

• FULL NAME.;
• job title;
• SNILS (pension insurance certificate number);
• working hours in and outside the office;
• equipment used in the work.

The completed list is sent to the organization conducting the SOUT for preparation for measurements.

Step 5. Preparing for the procedure

The point of preparing for SOUT is to inform managers and workers about the upcoming procedure and provide access to all premises in which people work. Representatives of organizations conducting special assessments usually explain. In an office environment, the main indicator to be measured is lighting, so it makes sense to make sure there are no burnt-out lamps in the lamps and the presence of desk lamps in dimly lit offices. It is also worth taking care of the availability of documentation for the main tools of work of office employees - personal computers, because they are sources electromagnetic radiation which is harmful production factor(see 3.2.2.4 Appendix No. 1 to).

Step 6. Taking measurements

A representative of the special assessment commission should be present during the measurements. You need to have a printed list of jobs with you in order to mark the checked places and make notes about shortcomings.

What do SOUT experts pay attention to and take into account:

1. Ceiling height, number and power of overhead lighting fixtures.
2. The level of illumination on the desktop without taking into account natural light. To do this, close the blinds or take measurements at the very beginning of the working day or in the evening, when the sun no longer affects the readings.
3. The expert makes a sketch of the staff seating plan in the office, assigning a number to each workplace.

Illumination rate: 300 lux (lux) on the table surface excluding light from the table lamp. This indicator is specified in the hygiene standards of SanPiN. When the lighting is slightly less than this indicator, for example 260-280 lux, combined lighting is allowed, i.e. overhead and table lamp.

Often, representatives of the organization conducting the special assessment allow us to eliminate shortcomings in the measurement process: install lamps, add overhead lighting. This helps improve the results of job classes.

Step 7. Receiving a report from the implementing organization and its approval

After completing the measurements, the organization that carried out the SOUT prepares a report, which includes:

1. Information about the organization conducting SOUT.
2. List of jobs.
3. Protocols for assessing production factors.
4. Consolidated statement SOUTH.
5. List of measures to improve working conditions.
6. Expert opinion.

This list is standard. Even if no measures to improve working conditions are required, a document about this must be drawn up. The report is approved general director and all members of the special assessment commission.

The report is signed by all members of the commission and approved by the chairman. The report form was approved by Order of the Ministry of Labor dated January 24, 2014 No. 33n.

Step 8. Familiarization of employees with the results

This step is mandatory, and its completion period is 30 calendar days from the date of approval of the report. Each employee must sign the special assessment card and also sign additional agreement To employment contract about entering into it information on working conditions in the workplace. That is, it is necessary to supplement the text of the contract with the phrase: “working conditions at the employee’s workplace are acceptable (class 2)” or “comply with state regulatory requirements.” The law does not provide a clear formulation; what is important is the fact that the results of the event are included.

Step 9. Posting information

Data placement includes the following steps:

1. Notification of the implementing organization within three days from the date of approval of the report.
2. Notify the labor inspectorate within 30 days by filing.
3. Posting summary information about SOUT on your company’s website.

Fines

Each of the above actions is mandatory; failure to perform any of them or violation of deadlines is punishable by fines. For officials, fines reach 10,000 rubles, for legal entities - 80,000 rubles. Each of the actions must be confirmed, for example, notification to the executing organization - by notification of delivery of the letter, GIT - by the signature of its representative. The most efficient way seems to be courier delivery V labor inspection, so you can be sure that your declaration is registered.

On your company’s website (if you have one), you need to place the entire “Summary Data” document in scanned form with the signatures of the commission members.

Despite the multi-step nature of this procedure, it is not difficult to conduct a special labor assessment, since the performing companies provide documentary support and accompany the process at all stages of the work.

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