Regulations on the assessment of working conditions. Appendix. Model regulation on the assessment of working conditions at workplaces and the procedure for applying sectoral lists of jobs that can establish additional payments for workers for working conditions. The functions of the commission for conducting
Employees have the right to jobs that comply with state regulatory requirements for labor protection (part 1 of article 21 of the Labor Code of the Russian Federation). Accordingly, employers have an obligation to ensure the safety of workers during their labor activity(part 2 of article 22 of the Labor Code of the Russian Federation). One of the elements of the workplace safety system is a special assessment of working conditions. In the process of special assessment, harmful or dangerous factors production environment and labor process, as well as an assessment of the level of their impact on employees (part 1 of article 3 of the Federal Law of December 28, 2013 No. 426-FZ).
All employers must conduct a special assessment (part 2 of article 212 of the Labor Code of the Russian Federation, part 1 of article 8 of the Federal Law of December 28, 2013 No. 426-FZ). Recall that a scheduled special assessment of working conditions is carried out at least once every 5 years. This period is considered from the date of approval of the report on the special assessment of working conditions (part 4 of article 8 of the Federal Law of December 28, 2013 No. 426-FZ). In the cases provided for by Part 1 of Art. 17 of the Federal Law of December 28, 2013 No. 426-FZ (for example, the commissioning of newly organized jobs or the receipt by the employer of the relevant order of the state labor inspector), an unscheduled special assessment is carried out.
Please note that even those employers who do not have “harmful” jobs and who did not carry out certification of jobs before 01/01/2014 must complete a special assessment no later than 12/31/2018 (part 6 of article 27 of the Federal Law of 12/28/2013 No. 426-FZ).
How to draw up a regulation special evaluation working conditions?
We develop the Regulation on special assessment
The legislation does not oblige the employer to develop and approve any provisions on a special assessment of working conditions. Therefore, the development of such a document is an internal affair of the organization. Accordingly, the employer determines the content of this local regulatory act for himself independently.
In relation to a special assessment of working conditions, such a document usually discloses the main provisions of such a procedure: the purpose and procedure for conducting it, the presentation of the results, control over the timeliness of a special assessment of working conditions, and responsibility.
The regulation on special assessment is approved by order (instruction) of the head of the employer and brought to the attention of responsible employees.
For the Regulations on the special assessment of working conditions, we will give a sample of its filling.
A special assessment of working conditions is an event that is aimed at identifying the state of personnel workplaces with an assessment of the presence and severity of dangerous or harmful factors for health.
The SOUT procedure itself consists in studying the workplace, collecting analyzes from its zone and examining them. All these actions are performed team of specialists sent by a company specializing in this activity.
At the same time, the event is held by two structures, since preparation for it is carried out by a commission formed in the company itself from its employees, it also monitors the work of the external group and draws practical conclusions based on the results obtained.
To carry out the procedure in a company, a special act can be adopted - a regulation on a special assessment of working conditions, although it is not mandatory, since you can focus on the norms of the relevant Federal Law No. 426.
What is a system for assessing working conditions in an organization
The system for assessing working conditions (SOUT, a special assessment of working conditions) is a procedure arranged in an organization to find out what are the qualitative parameters of jobs, that is, those areas in which personnel this enterprise holds most part of time. In the course of such a study, a determination is made of how significant they are in the area where given place, factors that have a harmful effect on the health of employees.
Carrying out such a procedure does not involve the study of all jobs, since many of them are homogeneous, i.e. they are affected by the same factors. Of such homogeneous jobs, it is enough to study one quarter (25%), but not less than two.
The organization of the SOUT is necessary if the company has new workplaces, for which the presence of hazards is unknown. Also, this procedure is required when updating the technological process, commissioning new equipment, in case of starting to use new types of raw materials.
After an accident at work, the company also has an obligation to arrange a SOUT. The period during which the procedure must be carried out is six months. Similarly, this action can be initiated and trade union committee enterprise or a similar body representing the labor collective.
The SOUT is carried out by the relevant commission formed in the company, and the study of jobs is carried out by employees of a specialized organization (see the section "Who conducts the assessment").
The regulation on the special assessment of working conditions is a local legal act that regulates the procedure for carrying out this procedure at the enterprise where it is adopted. This document is based on Federal Law No. 426.
At the same time, while this procedure is mandatory for all enterprises (except those where the staff works remotely), it is not necessary to accept the provision on SUT. It can be dispensed with if the company believes that the norms contained in Law No. 426-FZ are sufficient to regulate this process.
However, in some companies it is so complex that it becomes advisable to still adopt the provision on the SOUT.
There is no standard form for the document, so companies have the right to draw it up on their own. At the same time, it makes sense to focus on samples presented on the Internet. Directly developing the position is engaged in company legal department.
Its structure usually includes a number of sections.
First section contains general provisions. It defines the concept of SOUT as a whole, it also provides the mutual rights and obligations of the employer and employees in the process of carrying out this procedure. Also in this section it is indicated that the SOUT is carried out jointly by the enterprise itself, in which an appropriate commission and a third-party specialized organization are formed.
Second section contains a description of the process of preparing for the SOUT at the enterprise. This part of the provision regulates the process of formation of a commission for the conduct of SATS in this organization. The number of participants in this structure, who heads it, in what order it meets, the rules for making decisions by this body are established.
The tasks assigned to the commission and the functions performed by this body are also listed. The powers granted to the commission on behalf of the organization are established.
Third section describes the direct conduct of a special assessment. It is conducted by a third party, and this section lists the main stages of its work.
Finally, last section is devoted to the interpretation of the results of the SOUT, which is already being undertaken by the commission of the enterprise itself. In that part of the document, the actions that this body has the right to take based on the results of the procedure are given.
Features of SOUT in schools
A special assessment of working conditions in the school is carried out on the same basis as in any other institution. At the same time, here this procedure has a number of features that arise from the nature of the work of the employees of this institution.
In particular, in many cases teachers teach in different classrooms, moving from one to another, this suggests that all teaching jobs can be considered similar, so there is a need to check only one quarter of the total.
Similarly, the jobs occupied by school cooks who work in the cafeteria are not differentiated in the standard case, so it is possible to confine oneself to checking only a certain part of them.
In addition, when implementing the SUT at the school, it is not required to check the place of the nurse, since the medical station in this educational institution referred to the district clinic. Regardless of the results of this procedure, teachers and other school employees retain all the benefits they are entitled to, they cannot be deprived of them under the terms of the SOUT.
A special assessment of working conditions at the enterprise is carried out in the course of the joint work of two organizations, namely, the commission for the SUT, which is created at the enterprise, and an external expert group.
The first of these is the company's SAMS committee, which prepares this procedure, monitors its implementation, sums up its results and takes appropriate actions based on its results.
The SOUT commission includes the employees of the enterprise. It is created by order of the head of the company. In this document, he defines composition this organ.
The structure is often headed by the head of the company ( general director). An alternative possibility is the replacement of the post of chairman by another high-ranking employee of the company, whom the head appoints to this position.
Acts as Vice President of the Commission occupational health and safety specialist who has been trained in the relevant discipline at the training center. The presence of such an employee in the commission is considered mandatory; without it, its decisions may not be valid. If the company itself does not have such an employee, then it is allowed to involve him from outside.
A special rule applies to an enterprise with less than 50 employees. In such a company, in most cases, there is no staff unit of a labor protection specialist.
Therefore, for these organizations of small size, it is allowed that the formed body includes a specialist who oversees labor protection in it, without occupying the corresponding staff unit.
In addition, the commission includes a number of other participants. In particular, if there is a trade union body in the organization, its representative is included in this structure. If, instead of the trade union, there is another body representing the interests of the personnel, then a person from it is included in the commission.
Leaders are also appointed to this group structural divisions legal entity. Finally, it includes specialists from the HR department and medical workers. It was determined that the commission for the SUT should include an odd number of employees, which makes it easy to come to a decision during the voting.
The second subject participating in the SOUT at the enterprise is external. This is an expert group, which consists of representatives of a specialized company. The latter must have at its disposal a laboratory that is accredited by the state.
An enterprise wishing to assess the state of employees' workplaces applies to such a company and concludes with it contract for the implementation of the SUT. After that, at the appointed time, the company sends a group of its specialists to the specified address. They carry out practical work to study the conditions and transfer the results of the analysis to the commission of the enterprise itself, which makes decisions based on them.
Representatives of a specialized company themselves cannot decide anything, their competence is limited exclusively by specialized research.
For more information about the special assessment of working conditions - see the video:
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Special assessment of working conditions in the organization
Commission members:
1. Chairman of the commission - Chief Engineer(FULL NAME.);
2. Deputy Chairman of the Commission - Deputy Chief Engineer (full name);
3. Secretary of the commission - head of the labor protection department (full name);
4. Chief mechanical engineer(FULL NAME.);
5. Chief Power Engineer(FULL NAME.);
6. Head of the personnel management service (full name);
7. Head of the transport department (full name);
8. Head of the workshop (full name);
9. Member of the trade union committee, deputy chairman of the PPO (full name);
10. Member of the trade union committee, member of the standing committee (commission) on labor protection of the organization (full name);
11. Member of the trade union committee, senior commissioner for labor protection (full name);
12. Member of the trade union committee, authorized for labor protection of the transport department (full name);
13. Member of the trade union committee, chairman of the workshop committee (full name);
14. Member of the trade union committee, chairman of the workshop committee (full name);
15. Member of the trade union committee, trade union organizer (full name).
Appendix No. 2 to Order No. dated ______
Approximate regulation on the commission for conducting a special assessment of working conditions in the organization
1. An approximate regulation on the commission for conducting a special assessment of working conditions (hereinafter referred to as the Commission for conducting a special assessment of working conditions) was developed in order to organize joint actions of the employer, employees, the elected body of the primary trade union organization (hereinafter referred to as the PPO) or another representative body authorized by employees to conduct special assessment of working conditions.
2. On the basis of an exemplary provision, by order (instruction) of the employer, taking into account the opinion of the elected body of the PPO or another representative body authorized by employees, the regulation on the commission for conducting the SATS in the organization is approved, taking into account the specifics of the employer's activities.
3. The commission for conducting the SATS in its work is guided by laws and other regulatory legal acts Russian Federation on a special assessment of working conditions, general, regional, sectoral (intersectoral) territorial agreements, collective agreements and local regulations employer.
4. The tasks of the commission for conducting the SATS are:
- ensuring a special assessment of working conditions at the workplace of the organization in a timely manner;
— Ensuring compliance with the current legislation on labor protection, including compliance with the methodology for conducting SATS in the organization;
— ensuring the legitimate rights and interests of employees of the organization for labor protection, guarantees and compensation for working conditions.
5. The functions of the commission for conducting the SATS are:
5.1. Formation of regulatory documentation and other local regulations, organizational, administrative and methodological documents necessary for a special assessment of working conditions.
5.2. Compilation of a list of jobs (with the allocation of similar ones), where SOUT is carried out.
5.3. Preparation of the necessary information, documents and information characterizing the working conditions in the workplace:
- about the factors of the working environment and the labor process acting at the workplace;
— on actually provided guarantees and compensations to employees engaged in work with harmful and (or) dangerous working conditions;
— on the actual provision of employees with funds personal protection at workplaces where measurements and studies of potentially harmful and / or hazardous production factors are provided;
— preparation of a list of potentially harmful and / or hazardous production factors subject to research (testing) and measurement, etc.
5.4. Bringing the names of professions and positions of employees in line with qualification reference books.
5.5. Based on the results of the SAUT, the development of an action plan to bring working conditions in line with state regulatory requirements for labor protection.
5.6. Consideration of proposals of authorized representatives of employees (PPO or other representative body authorized by employees), complaints, applications and proposals of employees.
The procedure for conducting SOUT
Written informing of authorized representatives of employees and employees about the decisions taken by the commission.
5.8. Ensuring the storage and protection of materials for the conduct of the SUT, including in in electronic format, in order to avoid their change, correction, damage or theft.
Powers of the commission for conducting the SATS
In order to carry out the assigned functions, the commission has the right to:
6.1. Receive the information necessary for the conduct of the SOUT from all services, divisions and officials of the organization within the requested time frame.
6.2. Monitor compliance with typical conditions technological processes and work during the implementation of the SOUT.
6.3. Control the conduct of research (tests) and measurements of harmful production factors at workplaces, compliance with research (testing) and measurement methods.
6.4. Participate in the OPSUT measurements and studies of harmful and / or hazardous production factors.
6.5. Decisions:
- on the possibility of using the results of production control when conducting the SOUT;
- on the impossibility of conducting research (tests) and measurements in cases where they can endanger the lives of workers, experts and other persons conducting the SAUT;
— on approval of the list of jobs subject to the SOUT, with the allocation of similar jobs;
— on approval (at the suggestion of an expert) of the results of identification of potentially harmful and/or hazardous production factors;
— on approval of the list of potentially harmful and/or hazardous production factors subject to research (testing) and measurement;
- on the recognition of acceptable working conditions, if harmful and / or dangerous production factors are not identified at the workplace;
- on the reduction of the subclass of working conditions at workplaces in connection with the use of effective means personal protection (at the suggestion of an expert for one subclass, in agreement with Rospotrebnadzor - for more than one subclass);
— on approval of the report on the implementation of the SAUT;
- at the proposals of authorized representatives of employees, complaints, applications and proposals of employees.
Decisions of the commission for the conduct of the SAUT, taken within its competence, are binding on all officials of the organization.
Exemplary regulations for the work of the commission for the conduct of the SOUT
7.1. The powers of the commission begin from the moment the employer signs the order (instruction) on the establishment of the commission.
7.2. The meeting of the commission is considered competent if at least two thirds of the members of the commission take part in it.
7.3. The meeting of the commission is chaired by the Chairman of the Commission, in his absence, the Deputy Chairman. They ensure compliance with the rules and procedures of the commission.
7.5. Decisions of the commission are taken by a majority of votes of its members participating in the voting in the presence of a quorum.
7.6. At the invitation of the Chairman of the commission or his deputy, heads and specialists of structural divisions of the organization, invited specialists from other organizations (bodies of state supervision and control, bodies executive power RK for labor, trade unions and other organizations).
7.7. Decisions of the commission are drawn up in Protocols, signed by the Chairman of the commission (or his deputy) and the secretary of the commission no later than the next day after the meeting of the commission.
7.8. Notification of the members of the commission about the place, time and agenda of the meeting of the commission is provided by the secretary of the commission no later than two days before the date of the meeting of the commission.
(sample protocol)
Protocol No. ___
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Conducting a special assessment of working conditions at school
For many people, school is associated only with a place where children receive knowledge. However, teachers, cooks, housekeepers, librarians, security guards, drivers and other specialists work here.
Methodology for conducting SOUT of workplaces
For them, the school is, first of all, a place of work. And like every employer, its management must conduct a special assessment of working conditions.
SOUT is a set of sequential measures that are aimed at identifying harmful and dangerous factors of the labor process and the production environment, as well as assessing the level of their impact on a specialist. This procedure must be carried out at least once every 5 years.
Stages of SOUT at school:
- Commission formation. It should include school employees, including a labor protection specialist. The number of members must be odd.
- Drawing up a schedule for the SOUT. It is drawn up in any form and approved by the order of the principal of the school. All members of the commission are required to familiarize themselves with the schedule against signature.
- Approval of the list of jobs for which the SOUT will be carried out. It can be made in any form. The list should include similar jobs. For example, a school may employ 6 Russian language teachers who perform the same functions and are in equal conditions. Such jobs are recognized as similar.
- Conclusion of an agreement with an organization that conducts SOUT. The requirements for such firms are set out in Article 19 of Law No. 426-FZ.
- Identification of potentially harmful or dangerous factors. Experts measure the level of noise, illumination, temperature, relative humidity, hygiene parameters, and so on. The workplaces in the school that are most susceptible to harmful effects include the classrooms for chemistry, computer science, physics, biology, physical education, labor and the canteen. If specialists have identified such factors, their studies and measurements are carried out.
- Report formatting. It is compiled by the organization based on the results of the work carried out. The report is signed by the members of the commission and approved by the principal of the school. After that, the organization transfers the results to the appropriate accounting system.
Looking for an organization to conduct SOUT at school? Then contact the MTsOT "Expertise". We work in strict accordance with current legislation and we have the technical capabilities to carry out all activities.
About the special assessment of working conditions
General provisions for a special assessment of working conditions (attestation of workplaces, SUT of organizations, office workers)
On January 1, 2014, Federal Law No. 426-FZ of December 28, 2013 “On the Special Assessment of Working Conditions” came into force. In accordance with the new law, a complete replacement of the workplace certification procedure (AWP) with a special assessment of working conditions (SOUT) is envisaged.
A special assessment of working conditions (SAUT) is a single set of consistently implemented 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, taking into account the effectiveness of protection measures.
All workplaces of the employer are subject to a special assessment of working conditions, except for homeworkers, remote workers, employees who have entered into labor Relations with individuals who are not individual entrepreneurs.
The main objectives of a special assessment of working conditions:
– assessment of the compliance of working conditions at workplaces with state labor protection requirements;
— monitoring of working conditions (industrial control) at workplaces with harmful and (or) dangerous working conditions (hygienic assessment);
— establishment of workers employed in harmful and (or) hazardous conditions labor, guarantees and compensations provided for by labor legislation;
— exemption of employers from paying insurance premiums to the Pension Fund at additional rates, if working conditions comply with state requirements and labor protection standards.
Based on the results of a special assessment of working conditions (SAUT), classes of working conditions at workplaces are established:
- optimal;
- admissible;
- harmful;
- dangerous.
The class determines the compensation to the employee, as well as the amount of insurance contributions to the Pension Fund of the Russian Federation by the employer. The worse the working conditions, the higher the additional insurance premium rate, the more guarantees and compensations are assigned to the employee. When establishing the optimal or acceptable class based on the results of the SAUT, the tariff zero and benefits and compensation are not provided.
Based on the results of a special assessment of working conditions, a report is drawn up, which includes the following results of the SAUT:
Who has the right to conduct SOUT
In accordance with the law, only specialized organizations entered in the register of the Ministry of Labor of Russia have the right to conduct a special assessment. Their staff should include at least 5 experts - specialists with higher education, at least three years of experience practical work in the field of assessing working conditions, including in the field of attestation of workplaces in terms of working conditions that have been certified for the right to perform work according to the SOUT and have the appropriate certificate. At least one of the experts should have a specialized hygienic education.
In addition, organizations conducting a special assessment of working conditions must have a testing laboratory in their composition, the scope of accreditation of which includes measurements of the factors evaluated during the SAUT.
Penalties for violations of the requirements of the federal law of December 28, 2013
Regulations on the sout in the organization sample
No. 426-FZ "On a special assessment of working conditions"
It must be remembered that the employer, at whose enterprise a special assessment of working conditions was not carried out, may be imposed an administrative fine in the amount of 1,000 to 5,000 rubles (for individuals) or from 30,000 to 40,000 rubles (for legal entities), or suspend production for a period of up to 90 days (Article 5.27 of the Code of Administrative Offenses of the Russian Federation).
In accordance with Art. 11 of Law No. 421-FZ, from January 01, 2015, comes into force new edition Administrative Code of the Russian Federation, according to which for not conducting a Special Assessment of Working Conditions (SAUT), as well as for violating the rules for conducting it, an organization may be fined in the amount of 60,000 rubles. up to 80,000 rubles, for individual entrepreneurs - from 5,000 rubles. up to 10,000 rubles in accordance with Article 5.27.1 of the Code of Administrative Offenses.
We offer a full range of services for the Special Assessment of Working Conditions (SOUT), in accordance with the requirements federal law of the Russian Federation dated December 28, 2013 No. 426 FZ “On a special assessment of working conditions”.
Requirements of the law on special assessment of working conditions, approximate structure of the provision
Within the meaning of the current labor law SOUT (special assessment of working conditions) should be carried out at all enterprises. The exception is remote workers and individuals who are not entrepreneurs.
The procedure for conducting the procedure is regulated by the Law “On the Special Assessment of Working Conditions” dated December 28, 2013 No. 426-FZ (hereinafter - Law No. 426-FZ). This legal source the obligation of the employer to issue a regulation on the SOUT has not been established, however, the assessment procedure is rather complicated, therefore, in some organizations, the regulatory local act we are considering exists.
As mentioned earlier, a provision is being developed on a special assessment of working conditions independently by the employer and, like everyone local documents approved by the manager. As type sample is not established by law, it is advisable to use the provisions of Law No. 426-FZ when drawing up an act.
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The position structure might look like this:
- General provisions.
- Organization and preparation for SOUT.
- Carrying out SOUT.
- Summing up the SOUT.
What information should be included in the described local act? Based on the norms of Law No. 426-FZ, the content of the sections of the document will be as follows:
- In the first part, introductory theoretical information about the SUT, the rights and obligations of employees and the employer related to the assessment procedure are recorded. It should also be noted here that the commission is carried out jointly by the employer and an institution specializing in SOUT.
- Further, the obligation of the employer to provide and finance the commission is indicated, the frequency of the assessment and the factors in connection with which an unscheduled procedure is carried out are determined. In the same section, it is necessary to pay attention to the description of the procedure for electing the commission for the SATS, list its functions, tasks, powers, clearly spell out the rules of work and decision-making.
- In the third section, you can list the main stages of verification, namely: identifying harmful factors and working conditions, conducting measurements and other studies, classifying working conditions, and reporting the results. All these manipulations are carried out by experts of organizations that specialize in SOUT, based on the methods and requirements established by law. At the same time, the described processes do not depend on the regulations adopted at the enterprise.
- The last chapter establishes the procedure for approving the report of a specialized organization by the SOUT commission, and also lists the actions of the employer to inform employees about the results of the assessment, transfer data to regulatory authorities, and take measures recommended by the expert institution in order to improve working conditions.
Thus, the publication of a regulation on the SOUT at the enterprise allows streamlining the process of assessing working conditions and facilitating its control. Development this document should be carried out by specialists in the field of labor protection. As a guide, you can use Law No. 426-FZ, which sets out in detail all the issues related to the procedure for conducting a special assessment.
State Committee of the USSR
and the Secretariat of the All-Union Central Council of Trade Unions
model provision
on the assessment of working conditions at workplaces and the procedure for applying sectoral lists of jobs where additional payments for workers for working conditions can be established
In order to reasonably determine the amount of additional payments for work with heavy and harmful, especially heavy and especially harmful conditions labor, the following procedure is recommended for assessing the actual state of working conditions at workplaces and applying sectoral lists of jobs for which these additional payments can be made.
1. Assessment of the state of working conditions in the workplace
1.1. The actual state of working conditions is assessed at workplaces where work is performed, provided for by the sectoral list of works with difficult and harmful, especially difficult and especially harmful working conditions, where additional payments to workers for working conditions, approved by the ministry, department in agreement with the Central Committee of the trade union, can be established.
1.2. The assessment of the actual state of working conditions is carried out on the basis of data from attestation of workplaces or special instrumental measurements of the levels of factors in the working environment, which are reflected in the Map of working conditions at the workplace (Appendix N 1).
If the indicators of the actual state of the factors of the production environment are equal to or lower than the MPC and MPC, then in the Map of working conditions (column 4) a dash "-" is put against the corresponding factors.
1.3. The degree of harmfulness of the factors of the working environment and the severity of work are set in points according to the criteria given in the Hygienic Classification of Labor approved by the Ministry of Health of the USSR on August 12, 1986 N 4137-86 (Appendix N 2).
Exceeding the MPC and MPC at the workplace is considered a violation of labor protection norms and rules, which does not exclude the possibility of using the rights granted to them by technical labor inspectors of trade unions.
The number of points for each significant factor is affixed in the Map of working conditions (column 5). At the same time, to assess the influence of this factor on the state of working conditions, its duration is taken into account before the action during the shift. The points established according to the degree of harmful factors and the severity of the work are adjusted according to the formula:
X actual = X st. x T, where:
X Art. - the degree of harmfulness of the factor or the severity of the work, established according to the indicators of the Hygienic Classification of Labor (Appendix No. 2 to this Model Regulation), which is indicated in column 5 of the Working Conditions Map;
T is the ratio of the duration of this factor to the duration of the work shift. If the duration of this factor is more than 90 percent of the work shift, then T = 1.
An example of assessing the actual state of working conditions is given in Appendix N 3.
1.4. Ministries and departments may, in agreement with the relevant central committees of trade unions, introduce into sectoral provisions on the assessment of working conditions developed on the basis of this model provision, in addition to the factors provided for in the Map of working conditions (Appendix N 1), other factors that most fully take into account the specifics of the work performed at the enterprises of this industry.
1.5. For enterprises that have limited opportunities to carry out instrumental measurements of the levels of factors in the production environment, it is allowed, as an exception, to use the method of express assessment of the state of working conditions according to the criteria given in Appendix N 4.
1.6. The amounts of additional payments, depending on the actual state of working conditions, are established by the heads of associations, enterprises and organizations in agreement with the trade union committee on the following scale:
1.7. Additional payments are established for specific jobs and are accrued to workers only for the time of actual employment in these places.
1.8. The heads of associations, enterprises and organizations, when transferring workers to new wage conditions, may, as an exception, establish, in agreement with the trade union committee, at individual workplaces where wages were paid at higher tariff rates (salaries) and where the work provided for in the sectoral list of works specified in clause 1.1 of this Model Regulation, temporarily for up to one year, the amount of additional payments for working conditions is higher than they are determined on the scale given in clause 1.6 of this Model Regulation. At the same time, the amount of surcharges should not exceed 12 percent. tariff rate(salary) at work with difficult and harmful working conditions and 24 percent - at work with especially difficult and especially harmful working conditions.
2. The procedure for applying industry lists of works,
on which additional payments to workers for working conditions can be established
2.1. Ministries and departments on the basis of Model lists of jobs with difficult and harmful, especially difficult and especially harmful working conditions, on which additional payments to workers for working conditions can be established, approved by the State Committee for Labor of the USSR and the All-Union Central Council of Trade Unions by industry National economy, develop and, in agreement with the central committees of trade unions, approve the relevant sectoral lists of work.
2.2. Associations, enterprises, organizations, taking into account the sectoral list of works specified in paragraph 2.1 of this Model Regulation, and the results of attestation of workplaces, develop a list of workplaces and specific jobs at which additional payments are established for workers for working conditions, indicating the amounts of these additional payments in accordance with paragraph .1.6 of these Regulations. The specified list is approved in agreement with the trade union committee, is included in collective agreement with measures to improve working conditions and is reviewed annually taking into account the work done to rationalize jobs, mechanize manual labor, improve its organization and conditions. With the subsequent rationalization of jobs, new Maps of working conditions are drawn up, on the basis of which additional payments are reduced or canceled completely.
2.3. Labor collectives associations, enterprises, organizations in cases of eliminating harmful production factors at the workplace or improving working conditions, they can decide to transfer the relevant types of work from the section with especially difficult and especially harmful to the section with difficult and harmful working conditions, or classify them as work with normal conditions labor, regardless of the fact that they are provided for in the industry list of jobs specified in clause 2.1 of this Model Regulation.
2.4. Ministries and departments, on the basis of proposals from associations, enterprises, organizations, in cases of introducing new technological processes, can contribute, together with the relevant central committees of trade unions and in agreement with the USSR State Labor Committee and the All-Union Central Council of Trade Unions, to the sectoral list of works specified in clause 2.1
