Harmful factors in a plumber. Additional leave for a plumber for work in hazardous working conditions

In HOA, where the budget financing lies on the shoulders, or rather, the pockets of the tenants, there is no way to inflate the staff.

For this reason, the board strives to employ hard-working, disciplined people with the best vocational training- just such an employee is needed in the HOA for the position of a plumber.

The strict policy of saving money in the HOA dictates the requirements for a vacancy, which are rarely combined in one employee:

Qualification certificate of a plumber of the IV category;

Experience in a similar position for at least 5 years;

Experience and skills in working with welding and gas cutting devices, confirmed by the availability of relevant certificates;

Knowledge of the rules fire safety, labor protection, safety measures;

Discipline and diligence (for example, hot and fire hazardous work is allowed only with the written permission of the leadership of the partnership, and in the presence of a fire inspector, with the obligatory availability of fire extinguishing equipment), independence in decision-making is not allowed;

Knowledge of SNiP for plumbing work, as well as for safety and labor protection.

Sociability, friendliness, courtesy in dealing with employees and residents will not interfere, especially since work on calls from the apartment owners is coming all the time.

Rights and obligations

The plumbing unit is full-time, since the functions for this vacancy make up an extensive list that is unbearable for a non-professional:

Carrying out technical inspection of heating systems, sewerage, cold and hot water supply (in accordance with the schedule);

Elimination of leaks in pipes and valves;

Repair and, if necessary, replacement of shut-off and control valves;

Integrity control and restoration of thermal insulation of pipe inlets, expansion tanks;

In the event of an accident - organization of pumping water with the participation of city emergency services;

Strengthening, repair or replacement of plumbing fixtures;

Flushing the heating system;

Maintenance of outlets of sewerage networks, water supply, heating - up to the first well;

In case of freezing of pipes, provision of heating;

Cleaning pipes in places of blockages;

Maintenance of storm sewers in the assigned territory;

Repair or replacement of plumbing fixtures, valves in apartments on the calls of residents;

Drawing up schedules for current and PPR of all systems, etc.

It is difficult to list all the duties, and the plumber must do it all, so the board of the partnership can make his working day irregular.

The rights of a plumber are:

All rights guaranteed by the Constitution of the Russian Federation;

Require the release of information from the employees of the board in order to carry out their official duties;

Involve specialized experts from outside to troubleshoot network problems;

Receive compensation payments for overtime, as well as for activities on weekends and holidays.

Prevention of emergencies is not only a duty, but also the right of a plumber, and to confirm that he applied for preventive measures to the management, it is recommended to write memos - you can’t sew unfounded speeches into business.

What is he responsible for?

The comfort of the residents depends on how professional the plumber is, how prompt he is in organizing work to prevent and eliminate emergencies.

When there is hot and cold water, the apartment is warm, the toilet bowl and all the taps are working, people don’t even notice it, but the slightest failure in the supply utilities causes irritation and resentment.

The plumber is responsible for:

Failure to fulfill their official duties;

That which does not obey the orders of the leadership;

Admission of delays, absenteeism;

Rational use of materials, valves;

Violation of fire safety or labor protection rules.

If it happened that the actions of a plumber led to damage, then such an employee will be compensated for material damage.

Such a serious and responsible position, inscribed in staffing, requires formalization employment contract beneficial to both the employer and the employee. The employment contract includes the following sections:

General provisions;

Duties and rights;

Schedule of work and rest;

Compensation;

Insurance;

Conclusion.

The employer may include, at his discretion, a clause on the need probationary period or other wishes.

If in the process of cooperation there is a reason to change the contract, then this happens by signing an additional agreement.

Sample employment contract with a plumber HOA

Employment contract with a plumber of the 2nd (3, 4, 5, 6) category

__________ "___"________ ____

Hereinafter referred to as "Employer",
(name of employer)
represented by _______________________, acting on the basis of _________________,
(position, full name) (Charter/Regulations/Power of Attorney
etc.)
on the one hand, and ____________________, hereinafter referred to as the "Employee",
(FULL NAME.)
on the other hand, have concluded an agreement as follows:

1. THE SUBJECT OF THE AGREEMENT
1.1. The Employer undertakes to provide the Employee with a job as a plumber of the 2nd (3rd, 4th, 5th, 6th) category, to ensure the working conditions provided for by labor legislation and other regulatory legal acts containing norms labor law, collective agreement (if any), agreements, local regulations and this agreement, timely and in full to pay the Employee wages, and the Employee undertakes to personally perform labor functions, comply with the rules of internal work schedule operating at the Employer.
1.2. Work under the contract is the main one for the Employee.
1.3. The place of work of the Employee is _________________ of the Employer, located at the address: _________________________.
1.4. The employee reports directly to _____________________.
1.5. The work of the Employee under the contract is carried out under normal conditions. Labor obligations of the Employee are not related to the performance of heavy work, work in areas with special climatic conditions, work with harmful, dangerous and other special conditions labor.
1.6. An employee is subject to compulsory social insurance against industrial accidents and occupational diseases.
1.7. The Employee undertakes not to disclose legally protected secrets (state, official, commercial, other) and confidential information owned by the Employer and its contractors.
1.8. In order to verify the compliance of the Employee with the assigned work, the parties agreed to conduct the test within _____ months.
1.9. If the probation period has expired, and the Employee continues to work, then he is considered to have passed the probation, and subsequent termination of the contract is allowed only on general grounds.

2. TERM OF THE CONTRACT
2.1. This employment contract is concluded ____________________________ (without limitation of validity / for a period from "___" ________ ____ to "___" ________ ____, grounds - _________). Start date "___" _______ ____

3. CONDITIONS OF PAYMENT OF THE EMPLOYEE
3.1. For fulfillment job duties The employee is set an official salary in the amount of ________ (__________) rubles per month.
3.2. The employer establishes additional payments, allowances and incentive payments. The amounts and conditions of such additional payments, allowances and incentive payments are defined in the Regulations on bonus payments to the Employee (approved by the Employer "___" ________ ____), which the Employee was familiarized with when signing the contract.
3.3. If the Employee performs, along with his main job additional work in another position or performance of duties of a temporarily absent employee without release from his main job. The employee is paid an additional payment in the amount established additional agreement sides.
3.4. Overtime is paid for the first two hours of work at one and a half times, for subsequent hours - at double the rate. At the request of the Employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.
3.5. Work on weekends and non-working holidays is paid in the amount of a single part official salary for a day or hour of work in excess of the official salary, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours, and in the amount of a double part of the official salary for a day or hour of work in excess of the official salary, if the work was carried out in excess of the monthly norm of working hours. At the request of the Employee, who worked on a weekend or non-working holiday, he may be given another day of rest. In this case, work on a weekend or non-working holiday is paid in a single amount, and the day of rest is not subject to payment.
3.6. Wages are paid to the employee in cash Money at the Employer's cash desk (by transfer to the Employee's bank account) every half a month a day, statutory internal labor regulations.
3.7. Deductions may be made from the Employee's salary in cases provided for by law Russian Federation.

4. MODE OF WORKING TIME. HOLIDAYS
4.1. The following working hours are established for the employee: ______________ with the provision of _____ day off (s) __________________.
4.2. Start time: ____________________.
Finishing time: ____________________.
4.3. During the working day, the Employee is given a break for rest and meals from _____ hours to _____ hours, which work time does not turn on.
4.4. The annual basic paid leave is granted to the Employee for a period of 28 calendar days.
The right to use the leave for the first year of work arises for the Employee after six months of his continuous work with this Employer. By agreement of the parties, paid leave may be granted to the Employee even before the expiration of six months.
Leave for the second and subsequent years of work may be granted at any time of the working year in accordance with the order of granting annual paid leaves established by this Employer.
The Employee must be notified against signature of the start time of the vacation no later than two weeks before the start of the vacation.
4.5. For family reasons and others good reasons An employee, on the basis of his written application, may be granted leave without pay for the duration established by the labor legislation of the Russian Federation and the internal labor regulations of the Employer.

5. RIGHTS AND OBLIGATIONS OF THE EMPLOYEE
5.1. Job Responsibilities of the Employee:
5.1.1. Complies with the rules of internal labor regulations, labor discipline, requirements for labor protection and ensuring labor safety.
5.1.2. Carefully treats the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees.
5.1.3. Immediately informs the Employer about the occurrence of a situation that poses a threat to the life and health of people, the safety of the Employer's property (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property).
5.1.4. Complies with the local regulations adopted by the Employer related to its activities.
5.1.5. By order of the Employer, he goes on business trips in Russia and abroad.
For a plumber of the 2nd category:
5.1.6. Disassembly, repair and assembly of parts and assemblies of sanitary systems of central heating, water supply, sewerage and drains under the guidance of a plumber of higher qualification.
5.1.7. Sorting pipes, fittings, fittings, fittings and means of fastening.
5.1.8. Preparation of strands, solutions and other auxiliary materials.
5.1.9. Transportation of parts of pipelines, sanitary appliances and other goods.
5.1.10. Completion of sgons with couplings and locknuts, bolts - with nuts.
For a plumber of the 3rd category:
5.1.6. Disassembly, repair and assembly various details and nodes of sanitary systems of central heating, water supply, sewerage and drains.
5.1.7. Drilling or punching holes in structures.
5.1.8. Cutting threads on pipes by hand.
5.1.9. Installation and sealing of fixtures for pipelines and devices.
5.1.10. Completion of pipes and fittings of risers.
For a plumber of the 4th category:
5.1.6. Dismantling, repair and assembly of medium complexity parts and assemblies of sanitary systems of central heating, water supply, sewerage and drains.
5.1.7. Marking the installation sites of the device and fixtures.
5.1.8. Grouping and additional grouping of cast-iron radiators at the repair site.
5.1.9. Connection of pipelines of heating panels, sanitary cabins and blocks.
5.1.10. Fastening of details and devices by means of piston guns.
For a plumber of the 5th category:

5.1.7. Change of sections of pipelines from cast-iron pipes.
5.1.8. Installation of defective places when testing pipelines.
For a plumber of the 6th category:
5.1.6. Disassembly, repair and assembly of complex parts and assemblies of sanitary systems for central heating, water supply, sewerage and drains.
5.1.7. Testing of sanitary systems.
5.1.8. Revision and testing of equipment.
5.1.9. Marking the places of installation of instrumentation.
5.2. The employee has the right to:
change and termination of the contract in the manner and on the terms that are established Labor Code Russian Federation, other federal laws;
providing him with work stipulated by the contract;
workplace, corresponding to the state regulatory requirements for labor protection and the conditions provided for by the collective agreement (if any);
timely and in full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed;
rest provided by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working public holidays paid annual leave;
full reliable information about working conditions and labor protection requirements at the workplace;
professional training, retraining and advanced training in accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws;
association, including the right to create trade unions and join them to protect their labor rights, freedoms and legitimate interests;
participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any);
conducting collective negotiations and concluding collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement (if any), agreements;
protection of their labor rights, freedoms and legitimate interests by all means not prohibited by law;
resolution of individual and collective labor disputes, including the right to strike, in accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws;
compensation for harm caused to him in connection with the performance of labor duties, and compensation for moral damage in the manner prescribed by the Labor Code of the Russian Federation, other federal laws;
compulsory social insurance in cases stipulated by federal laws.

6. RIGHTS AND OBLIGATIONS OF THE EMPLOYER
6.1. The employer has the right:
change and terminate the contract with the Employee in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws;
encourage the Employee for conscientious efficient work;
require the Employee to fulfill his labor duties and respect the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees, compliance with the internal labor regulations;
bring the Employee to disciplinary and financial liability in accordance with the procedure established by the Labor Code of the Russian Federation, other federal laws;
carry out, in accordance with the Regulations on attestation, an attestation of the Employee in order to identify the real level professional competence Employee;
carry out, in accordance with the Regulations on the assessment of labor efficiency, an assessment of the effectiveness of the Employee's activities;
with the consent of the Employee, involve him in the performance of certain assignments that are not included in the official duties of the Employee;
with the consent of the Employee, involve him in performing additional work in another or the same profession (position) for an additional fee;
adopt local regulations.
6.2. The employer is obliged:
comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of the collective agreement (if any);
provide the Employee with work stipulated by the contract;
ensure safety and working conditions that comply with state regulatory requirements for labor protection;
provide the Employee with equipment, tools, technical documentation and other means necessary for the performance of labor duties;
provide the Employee with equal pay for work of equal value;
pay timely and in full the wages due to the Employee, as well as make other payments within the time limits established in accordance with the Labor Code of the Russian Federation, the collective agreement (if any), internal labor regulations;
conduct collective negotiations, as well as conclude a collective agreement in the manner prescribed by the Labor Code of the Russian Federation;
provide the representatives of the Employee with complete and reliable information necessary for the conclusion of a collective agreement, agreement and control over their implementation;
to acquaint the Employee against signature with the adopted local regulations directly related to his work activity;
timely comply with the instructions of the federal executive body authorized to conduct state supervision and control over compliance with labor legislation and other regulatory legal acts containing labor law norms, other federal executive bodies exercising the functions of control and supervision in the established field of activity, pay fines, imposed for violations of labor legislation and other regulatory legal acts containing labor law norms;
consider the submissions of the relevant trade union bodies, other representatives elected by the Employee about the identified violations of labor legislation and other acts containing labor law norms, take measures to eliminate the identified violations and report the measures taken to these bodies and representatives;
create conditions that ensure the participation of the Employee in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any);
provide for the daily needs of the Employee related to the performance of labor duties;
carry out compulsory social insurance of the Employee in the manner prescribed by federal laws;
compensate for harm caused to the Employee in connection with the performance of labor duties, as well as compensate for moral damage in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation;
familiarize the Employee with the adopted local regulations relating to his labor activity or changing his position in the organization;
perform other duties stipulated by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement (if any), agreements, local regulations.

7. CONDITIONS OF ADDITIONAL INSURANCE FOR THE EMPLOYEE
7.1. The employee is subject to additional insurance in the manner and on the terms established by the collective agreement (if any), agreements of the parties and the current legislation of the Russian Federation.

8. RESPONSIBILITY OF THE PARTIES
8.1. A party to the contract guilty of violating labor legislation and other regulatory legal acts containing labor law norms shall be liable in the cases and in the manner established by the Labor Code of the Russian Federation and other federal laws.
8.2. Material liability party to the contract is liable for the damage caused by it to the other party to the contract as a result of its guilty unlawful behavior.
8.3. In cases provided for by law, the Employer is obliged to compensate the Employee for moral damage caused by illegal actions and / or inaction of the Employer.
8.4. Each party is obliged to prove the amount of the damage caused.

9. TERMINATION
9.1. The grounds for termination of this employment contract are:
9.1.1. Agreement of the parties.
9.1.2. Termination of the employment contract at the initiative of the Employee. In this case, the Employee is obliged to notify the Employer no later than two weeks before the expected date of termination of this agreement. The specified period begins the next day after the Employer receives the Employee's application for dismissal.
9.1.3. Termination of the employment contract at the initiative of the Employer.
9.1.4. Other grounds provided for by the labor legislation of the Russian Federation.
9.2. The day of termination of the employment contract in all cases is the last day of the Employee's work, except for cases when the Employee did not actually work, but the place of work (position) was retained for him.
9.3. The Employer has the right to decide on the implementation of the compensation payment to the Employee in the amount of ____________ in the case of _________________________.

10. EMPLOYEE USE OF PERSONAL PROPERTY FOR BUSINESS PURPOSES
10.1. The Employee has the right, if necessary, or in agreement with the Employer, to use personal property for official purposes (to perform his job function and / or individual instructions of the Employer). For such use of personal property, the Employer shall pay monetary compensation to the Employee.
10.2. If it becomes necessary to regularly use personal property, the parties to the contract conclude an agreement on the use by the Employee of personal property for official purposes, which specifies the characteristics of the relevant property, the procedure for its use, the amount and procedure for paying compensation for use, as well as the rights of the parties to the contract in relation to such property.
10.3. If the use of the Employee's property for official purposes is carried out irregularly, the compensation specified in clause 10.1 is paid on the basis of documents and other evidence confirming the official use of such property.

11. FINAL PROVISIONS
11.1. The terms of the agreement are confidential and not subject to disclosure.
11.2. The terms of the contract are legally binding on the parties from the moment of its conclusion by the parties. All changes and additions to the contract are formalized by a bilateral written agreement.
11.3. Disputes between the parties arising from the performance of the contract are considered in the manner prescribed by the current legislation of the Russian Federation.
11.4. In all other respects that are not provided for by the contract, the parties are guided by the legislation of the Russian Federation governing labor relations.
11.5. The Agreement is made in two copies, having the same legal force, one of which is kept by the Employer, and the other by the Employee.
11.6. Prior to signing the employment contract, the Employee is familiar with the following documents:
__________________________________
_________________________________.

12. DETAILS OF THE PARTIES

12.1. Employer ____________________________________________________
address: ____________________________________________________________________
TIN/KPP ________________________________/__________________________________
R / s ______________________________ in _____________________________________
BIC _______________________________.

12.2. Worker ________________________________________________________
passport series _______ number __________, issued by _____________________________
__________________ "___"________ ____, subdivision code ______________,
registered at: ____________________________________________.

SIGNATURES OF THE PARTIES
Employer: Employee:

______________/_______________ ______________/_______________

A copy was received and signed by Employee "__" __________ ____
Employee Signature: ____________________

Job description

Such a document is an integral part of the package of papers when drawing up an employment contract. For an employee, this is an ideal option - to have a copy or a second copy on hand and know exactly what he must do, and for which he is entitled to demand compensation payments.

The document contains the following sections:

General provisions;

Responsibilities;

The procedure for servicing apartments on calls;

Work mode;

Time relax;

Qualification requirements.

At the end of the paper, there must be the signature of the chairman of the board with the seal of the HOA, as well as the signature of the employee that he is familiar with the content, and the date.

When correcting this document, you can make an addition, or you can issue new instruction, replacing the previous one, and the date indicates from what time the paper began to operate.

Sample job description for a plumber

Job description plumber

I approve:

Chairman of the Board of HOA "Consent"

E.A. Demina

«» _________20__

1. General provision

1.1. A plumber refers to the on-duty service personnel for maintenance, operation, prevention and minor repairs. plumbing equipment and sewers.
1.2. The plumber is appointed to the position and dismissed from it by order of the chairman of the board of the HOA "Consent".
1.3. The plumber reports directly to the chairman of the board.
1.4. The working time of a plumber is not standard and is planned depending on PPR schedule, revisions, control rounds and current repairs;
1.5. The plumber is guided in his work by:
- rules and regulations technical operation housing stock;
- legislative acts of the Russian Federation;
- Charter of the organization, internal labor regulations, other regulatory acts of the organization;
- orders and directives of the management;
- this job description.

2. Job responsibilities of a plumber

2.1. The duties of a plumber are:
2.1.1. Ensuring good condition, trouble-free and reliable operation of serviced systems of central heating, water supply, sewerage drains, their correct operation, timely high-quality repairs;
2.1.2. Elimination of malfunctions in the operation of systems, their repair, installation, adjustment and testing;
2.1.3. Perform inspections of engineering equipment and communications before the start of the heating season, as well as inspect after accidental damage in order to identify malfunctions and correct them;
2.1.4. Troubleshooting in water supply and sewerage systems, ensuring their satisfactory functioning, replacing gaskets, stuffing glands of water fittings with elimination of leakage, sealing squeegees;
2.1.5. Perform cleaning with the solution of the internal sewerage to the well at the outlet;
2.1.6. Eliminate blockages of internal sewerage and plumbing fixtures with a check of the serviceability of sewer hoods, as well as troubleshooting in heating and hot water supply systems (pipelines, appliances, fittings, expansion tanks), ensuring their satisfactory functioning;
2.1.7. Carry out adjustment and adjustment of systems with the elimination of non-heating, airing, replacement in case of leakage heating appliances and heated towel rails, fastening of pipelines and devices, restoration of thermal insulation on pipelines, expansion tanks, control valves;
2.1.8. Perform maintenance, cleaning and hydraulic tests heating systems;
2.1.9. Perform troubleshooting work on complaints and appeals of the population;
2.1.10. Perform disassembly, repair and assembly of various parts and assemblies of sanitary systems of central heating, water supply, sewerage and drains;
2.1.11. Perform disassembly, repair, assembly work: plugs and safety plugs, gaskets, flanged connections, pipe sockets;
2.2. Suspend equipment and operational systems if there is a danger to life and health;
2.3. In case of accidents, the plumber is obliged to notify the board and inform about the need to call the emergency team.
2.4. To streamline and control the equipment, the plumber must have at his disposal a complete set of keys from technical basements and thermal units and from technical basements and thermal units, a backup set of keys must be located at the administration of the HOA
2.5. The plumber keeps records in the journal of planned preventive and repair work indicating the place and time of the work, the reasons for the work and the consumption of materials.
2.6. For the purpose of determining necessary work once a month, the plumber, together with the chairman, carries out an audit tour of the house in places where there is sanitary equipment and instrumentation is installed.
2.7. The administration carries out selective control over the compliance of the work entered in the journal with their actual implementation and makes appropriate notes in the journal.

3. Calls to apartments

3.1. Carried out on the basis of entries in the journal of applications for the repair of plumbing equipment and heating appliances;
3.2. Works are carried out at the expense of the tenants and from their materials;
3.3. In the case of repair or installation of plumbing equipment in apartments by invited specialists, the plumber is obliged to examine the work performed and give conclusions about their compliance.

4. Rights of a plumber

The plumber has the following rights:
4.1. Demand the creation of all conditions for the performance of official duties, including the provision of the necessary inventory, equipment, workplace;
4.2. Require the administration to ensure the rules of labor protection, safety and security;
4.3. Submit for consideration by the administration of the HOA proposals for improving the maintenance of MKD, for improving technological processes and equipment;
4.4. On the rights that are provided for by labor legislation.

5. Responsibility of the plumber

The plumber is responsible for:
- for improper performance or non-performance of their duties;
- for offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

Familiarized with the instructions:

__________________________ (________________________________)
signature initials, surname

"______" ________________20____

Features of work

To allow an accident in the heating, water supply or sewerage system means leaving the residents of the entire house, including the sick, the elderly and babies with their mothers, without amenities.

Considering that the work of a plumber is paid at the expense of the residents, there is no doubt that the demand will be in full, and the corresponding punishment in rubles, and in case of serious damage - administrative responsibility, up to criminal.

Such a nuisance can occur if there is no systematic maintenance of networks with equipment and devices. The board can selectively check the progress of the preventive maintenance without notifying the locksmith.

The peculiarities also include the need to service the apartments if the residents have notified the dispatcher, about which there is an entry in the call book. For the work performed, the plumber will receive a salary separately, after drawing up an estimate and paying by the tenants.

It is also necessary to scrupulously keep records of the expenditure of materials and not use the HOA available in the warehouse for the repair of apartments, this is also a feature of the activity in the partnership.

Another difficulty is the ability to call at any time, since the working day is considered irregular for this staff unit.

The functions of a plumber in the partnership of co-owners are numerous and serious, they will have to devote all working time without a trace, grabbing non-working hours if there is an urgent call, but there is a full social package and all the rights of a citizen of the Russian Federation are guaranteed.

The Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) contains many articles in which we are talking O harmful conditions labor. For work, they provide guarantees and compensations - milk or therapeutic and preventive nutrition, increased wages, additional vacations, a shorter working week, preferential pensions. Persons entering work in hazardous working conditions must undergo preliminary medical examinations, and periodically during their entire working life. Such employees are entitled to the free issuance of flushing and neutralizing agents, special clothing, shoes and other personal protective equipment (hereinafter referred to as PPE). However, the Labor Code of the Russian Federation does not give a definition of the concept of “harmful working conditions”, while its interpretation by officials, workers and experts differs. On misconceptions about harmful working conditions, everyone deftly speculates - from workers to officials, trade union leaders and certifying organizations. Let's see what are harmful working conditions.

Harmful working conditions in the USSR

From the regulatory framework of the USSR, we got all sorts of lists and lists of jobs and professions with harmful working conditions, which provide for the receipt by workers of various benefits, guarantees and compensations. The country has been gone for more than 20 years, but many workers still associate harmful working conditions with these Soviet lists and lists. What were their developers based on?

In the USSR, the understanding of harmful working conditions was different than now.

Our reference. According to the Hygienic Classification of Labor (in terms of harmfulness and danger of factors in the working environment, the severity and intensity of the labor process), approved by the USSR Ministry of Health on August 12, 1986, harmful and dangerous working conditions are the conditions and nature of labor under which due to violation of sanitary norms and rules, it is possible exposure to hazardous and harmful factors production environment in values ​​exceeding hygienic standards, and psychophysiological factors of labor activity that cause functional changes in the body, which can lead to a persistent decrease in working capacity and (or) a violation of the health of workers.

The possibility (probability) of exceeding the maximum permissible values ​​of the production factor was considered as harmful working conditions. In this regard, the logic of compiling lists and lists of harmful and dangerous work becomes clear.

Here are excerpts from some of them. So, when performing the following work, additional payments were established for unfavorable working conditions in institutions and organizations of the USSR state education system:

Service refrigeration units working on ammonia, chlorine and other refrigerants based on chemicals of 2-4 hazard classes;

Application of plaster mortar on the surface by hand, grouting of the surface by hand;

Bending of steel sheets aluminum alloys any thickness and shape on presses, machines and bending rolls in a cold state;

Work in clinical diagnostic laboratories (analysis of urine, feces, sputum, etc.).

Additional payments to workers for working conditions at enterprises producing musical instruments could be established when performing the following work:

Bending of blanks and parts of musical instruments made of wood in a hot way on manual bending devices;

Drawing a picture or ornament on musical instruments using nitro paints;

Manual stringing of red-copper wire;

Assembly of reed musical instruments with gluing parts using synthetic adhesives containing vinyl acetate, acetic acid and dibutyl phthalate.

The performance of such work had to be carried out in strict accordance with sanitary norms and rules. But no one could not rule out the possibility violations. Works in the implementation of which such an opportunity took place were combined into lists and lists for various industries and industries, working conditions in such works were considered harmful.

In each of these documents there was a condition: annually the lists and lists should be reviewed in connection with the implementation of measures to rationalize jobs, mechanize manual labor improvement of its organization and conditions. In the event of improvement in working conditions, the amount of compensation was to be reduced or canceled completely. It would seem that everything is logical: the country developed, technological processes were automated, production equipment was improved, workplaces were equipped with collective protective equipment, while the size and number of lists did not decrease, but increased. As soon as any profession or type of work was included in the list, the workers related to them, until the end of their labor activity, received the "reinforced concrete" harmfulness of working conditions. In other words, harmful working conditions in the USSR are the working conditions of workers whose work, one way or another, fell under the action of lists and lists.

Such a “listed harmfulness” was relevant precisely for that time, since in the USSR there was only one employer - the state. And, if we imagine the country as one big factory, everything becomes logical: the “state-employer” singled out certain jobs and professions in its “state-factory”, called the working conditions in them harmful, difficult or special, and provided the workers of these professions with various, to put it modern language, bonuses - surcharges, additional holidays, reduced working week, milk and other benefits.

Harmful working conditions in the Russian Federation in the period 1991-2013.

After the collapse of the USSR, in addition to the state, other employers appeared. And the Soviet approach to the definition of harmful working conditions has become irrelevant. The interpretation of this concept has changed.

Our reference. According to R 2.2.013-94 "Hygienic criteria for assessing working conditions in terms of harmfulness and danger of factors in the production environment, the severity and intensity of the labor process", approved by the State Committee for Sanitary and Epidemiological Supervision of the Russian Federation on July 12, 1994, harmful working conditions are working conditions that are characterized by the presence of harmful production factors that exceed hygienic standards and have an adverse effect on the body of the worker and (or) his offspring.

That is, if in the USSR the possibility (probability) of violating sanitary norms and rules was already considered harmful, then in the Russian Federation the production factor must steadfastly exceed its hygienic standard, and only in this case the working conditions at the workplace are considered harmful. Although according to Art. 24 of the Federal Law of March 30, 1999 No. 52-FZ "On the sanitary and epidemiological welfare of the population" (as amended on December 31, 2014) individual entrepreneurs And legal entities are obliged to suspend or terminate their activities or the work of individual workshops, sections, the operation of buildings, structures, equipment, transport, the performance certain types works and services in cases, If when carrying out the specified activities, works and services sanitary rules are violated.

In order to determine how harmful a production factor correlates with its hygienic standard, it is necessary to identify it at the workplace, conduct an instrumental measurement and compare it with the hygienic standard. For these purposes, certification of workplaces according to working conditions (hereinafter - AWP) served. This procedure appeared back in the USSR, but it acquired its usual form in 1997, after the release of the Decree of the Ministry of Labor of Russia dated March 14, 1997 No. 12 “On the certification of workplaces for working conditions”. The order of the AWP changed in 2008 and 2011, but its essence remained approximately the same.

The definition of harmful working conditions specified in R 2.2.013-94 was also used in the period from 1997 to 2013, it is given in R 2.2.2006-05 “Guidelines for the hygienic assessment of factors in the working environment and the labor process. Criteria and classification of working conditions ". Attention is drawn to the phrase « have an adverse effect on the body of the worker and (or) his offspring". How to quantify the adverse effects on offspring of such harmful production factors as, say, noise, pulsation factor and labor intensity, P 2.2.2006-05 does not give an answer, but you can’t throw out words from a definition, just like from a song.

The assignment of working conditions to harmful or permissible was carried out in the manner established by P 2.2.2006-05. It is approved by the chief state sanitary doctor of the Russian Federation, and classification of working conditions is based on the results of medical research.

Based on the degree of deviation of the actual levels of factors of the working environment and the labor process from hygienic standards, the working conditions according to the degree of harmfulness and danger, according to P 2.2.2006-05, are conditionally divided into 4 classes: optimal, permissible, harmful and dangerous.

Optimal working conditions (class 1) are the conditions under which the health of the employee is preserved and the prerequisites are created for maintaining a high level of efficiency. Optimal standards for working environment factors have been established for microclimatic parameters and workload factors. With regard to other factors, it is considered optimal to consider such working conditions under which harmful factors are absent or do not exceed the levels established as safe for the population.

Permissible working conditions (class 2) are characterized by such levels of environmental factors and the labor process that do not exceed the established hygienic standards for workplaces, and possible changes in the functional state of the body are restored during a regulated rest or by the beginning of the next shift and do not have an adverse effect in the near and remote period on the health status of workers and their offspring. Permissible working conditions are usually referred to as safe.

Harmful working conditions(Class 3) are characterized by the presence of harmful factors, the levels of which exceed the hygienic standards and have an adverse effect on the body of the worker and (or) his offspring.

Harmful working conditions according to the degree of excess of hygienic standards and the severity of changes in the body of workers are conditionally divided into 4 degrees of harmfulness:

• Grade 1, class 3 (3.1) - working conditions are characterized by such deviations in the levels of harmful factors from hygienic standards that cause functional changes that are restored, as a rule, with a longer interruption of contact with harmful factors than by the beginning of the next shift, and increase the risk of damage health;
• 2 degree 3 class (3.2) - working conditions with levels of harmful factors that cause persistent functional changes, leading in most cases to an increase in occupationally caused morbidity, which can be manifested by an increase in the level of morbidity with temporary disability and, first of all, those diseases that reflect the state organs and systems most vulnerable to these factors, the appearance of initial signs or mild forms of occupational diseases (without loss of professional ability to work) that occur after prolonged exposure, often after 15 years or more;
• 3 degree 3 class (3.3) - working conditions characterized by such levels of working environment factors, the impact of which leads to the development, as a rule, of occupational diseases of mild and moderate severity (with loss of professional ability to work) during the period of employment, the growth of chronic professionally conditioned pathology ;
• 4 degree 3 class (3.4) - working conditions under which severe forms of occupational diseases can occur (with loss of general ability to work), there is a significant increase in the number of chronic diseases and high levels morbidity with temporary disability.

Dangerous (extreme) working conditions (class 4) are characterized by levels of working environment factors, the impact of which during the work shift (or part of it) poses a threat to life, a high risk of developing acute occupational injuries, including severe forms.

Note that P 2.2.2006-05 is a departmental regulatory and methodological document of Rospotrebnadzor, it is not a regulatory legal act and is not related to labor law. It is impossible to state unequivocally that harmful working conditions according to P 2.2.2006-05 are the same harmful working conditions that are mentioned in the Labor Code of the Russian Federation. However, due to the fact that there were no other documents on the assessment of working conditions at that time, they turned a blind eye to this.

It would seem that with such a definition of harmful working conditions, and even in the light of Art. 24 of Federal Law No. 52-FZ, there should be few jobs with harmful working conditions, but that was not the case. P 2.2.2006-05 standardizes a huge number of production factors. At the same time, Soviet lists and lists in the period from 1997 to 2013. also continued to operate in the part that did not contradict the Labor Code of the Russian Federation, more and more misleading the working population. After the AWP, working conditions in almost any workplace could be considered harmful.

On November 20, 2008, the famous Decree of the Government of Russia No. 870 “On the establishment of reduced working hours, annual additional paid leave, increased wages for workers engaged in heavy work, work with harmful and (or) dangerous and other special working conditions” ( hereinafter - Decree No. 870).

extraction
from Decree No. 870

<…>
1. Establish for employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions, based on the results of attestation of workplaces, the following compensations:
- reduced working hours - no more than 36 hours per week in accordance with Article 92 of the Labor Code of the Russian Federation;
- annual additional paid leave - at least 7 calendar days;
- salary increase - not less than 4 percent tariff rate(salary) established for various types of work with normal conditions labor.
<…>

Class 3.1 could be installed in almost any workplace, and after the issuance of Decree No. 870, the epic of "office compensation" began. In many office workplaces, an excess was found in terms of such a factor as pulsation of illumination.

Our reference.According to paragraph 6.14 SanPiN 2.2.2 / 2.4.1340-03 " Hygiene requirements to personal electronic computers and organization of work” the pulsation coefficient at the workplace of the PC user should not exceed 5%.

Office workers began to receive compensation on an equal basis with representatives of working professions. Employers did not like this situation, especially due to the fact that the government did not comply with paragraph 2 of Resolution No. 870:

extraction
from Decree No. 870

<…>
Ministry of Health and social development Russian Federation, within 6 months after the entry into force of this Decree, to establish, depending on the class of working conditions and taking into account the opinion of the Russian tripartite regulatory commission social and labor relations workers engaged in hard work, work with harmful and (or) dangerous and other special working conditions, reduced working hours, the minimum duration of the annual additional paid leave, minimum size increase in wages, as well as the conditions for providing these compensations.
<…>

As in the USSR, in the Russian Federation the number of "wreckers" did not decrease, but only increased. Only if in Soviet times it was mainly working professions that were considered “harmful”, then in the Russian Federation they began to rank office jobs as well. The situation had to be corrected somehow. To solve the problem in the least costly way, it was decidedreplace AWS with a special assessment of working conditions(hereinafter - SUOT).

Fundamental changes in the assessment of working conditions. Our days

On January 1, 2014, Federal Law No. 426-FZ of December 28, 2013 “On the Special Assessment of Working Conditions” (as amended on June 23, 2014; hereinafter referred to as Federal Law No. 426-FZ) came into force and for the first time in Russia at the legal level the definition of harmful working conditions was fixed.

Our reference. According to paragraph 4 of Art. 14 of Federal No. 426-FZ, harmful working conditions are working conditions under which the levels of exposure to harmful and (or) dangerous production factors exceed the levels established by the standards (hygienic standards) of working conditions.

Working conditions according to the degree of harmfulness and (or) danger federal law No. 426-FZ are also divided into 4 classes - optimal, permissible, harmful and dangerous working conditions.

On January 1, 2014, with the exception of certain articles, Federal Law No. 421-FZ of December 28, 2013 “On Amendments to Certain Legislative Acts of the Russian Federation in Connection with the Adoption of the Federal Law “On Special Assessment of Working Conditions”” came into force (hereinafter - Federal Law No. 421-FZ). In accordance with Federal Law No. 421-FZ, the concept of ARM was excluded from the Labor Code of the Russian Federation and other regulatory legal acts, and replaced by SOUT. Changes were made to the key articles of the Labor Code of the Russian Federation regarding compensation for work in hazardous working conditions. After the entry into force of Federal Law No. 421-FZ, it can be said that lists and lists of the USSR ceased to be valid. True, in fact, no one canceled them, it's just that now it is not possible to use them.

Since April 8, 2014, the Order of the Ministry of Labor of Russia dated January 24, 2014 No. 33n “On approval of the Methodology for conducting special evaluation working conditions, the Classifier of harmful and (or) hazardous production factors, the form of a report on a special assessment of working conditions and instructions for filling it out ”(hereinafter - the Methodology, the Classifier, respectively). The methodology has replaced the current P 2.2.2006-05.

A cursory analysis of P 2.2.2006-05 and the Methodology allows us to conclude that nothing has changed fundamentally in the assessment of working conditions with the introduction of the OSMS, the responsibility of experts has increased, the mechanisms for establishing compensation for work in hazardous working conditions are now clearly defined, but not everything is so simple. A more thorough comparison of P 2.2.2006-05 and the Methodology reveals that a number of production factors have been excluded from the list of measurable factors, and for some of them the standards have been increased. Let's take a closer look at these changes.

Vibroacoustic factors (noise, infrasound, ultrasound, general and local vibration). When conducting the SOUT according to the Classifier, vibroacoustic factors are identified as harmful and (or) dangerous only at workplaces where there is technological equipment that is the source of these factors. The methodology does not explain what is meant by such technological equipment. Are PCs and printers technological equipment? How to deal with vehicles? Representatives of many working professions, such as locksmiths and electricians of various qualifications, use only hand-held electric and (or) pneumatic tools in their work. Can the tool be classified as technological equipment? Again, the Method does not provide answers to these questions.

Let's move on to normalization. During the AWP, the vibroacoustic factors were normalized by the corresponding sanitary regulations and norms. For various types of work and premises, they set the maximum permissible levels (hereinafter referred to as MPS) of the impact of vibroacoustic factors. When carrying out the SOUT according to the Methodology, the types of work are not taken into account, and the MPS for many factors are increased. Table 1 shows the difference in the regulation of noise and vibration when conducting AWS and SOUT.

Table 1. Rationing of noise and vibration when carrying out AWS and SUT

Name of profession (position)	Noise, remote control, dBA		Vibration total, equivalent corrected level of vibration acceleration, dB, along the axis Z
		SOUT		SOUT
Driver passenger car
Accountant
Electrician repairing electrical equipment

Let me remind you that vibroacoustic factors are measured in decibels (dB). A decibel is a logarithmic value, and even a 6 dB difference is quite noticeable.

Microclimate. During the AWP, the microclimate was assessed at all workplaces. According to the Classifier, the microclimate is identified as a harmful and (or) dangerous production factor at workplaces located in closed industrial premises , which have technological equipment, which is an artificial source of heat and (or) cold (with the exception of climatic equipment not used in the technological process and designed to create comfortable working conditions).

It turns out that when carrying out the SOUT at office workplaces, in the cash registers for selling tickets, in trading floors and other similar premises without sources of heat and cold, the microclimate is not assessed. The microclimate in the open area also falls out of the assessment. Workplaces of janitors, linemen main gas pipelines, operators technological equipment, located in an open area, lose their "harmfulness".

It is not clear what to do with vehicles. Is it possible to consider the engine room on a ship or the tractor cabin as a closed production room? There are no answers to these questions in the Methodology and Federal Law No. 426-FZ.

Illumination of the work surface. According to the Classifier, this factor is identified as harmful and (or) dangerous only when performing precision work with objects of distinction less than 0.5 mm in size, in the presence of blinding light sources, when working with objects of distinction and working surfaces with directional scattered and mixed reflection , or when carrying out underground work, including work on the operation of the subway. According to the Methodology, the normative value of the illumination of the working surface is set in accordance with SanPiN 2.2.1 / 2.1.1.1278-03 "Hygienic requirements for natural, artificial and combined lighting of residential and public buildings" . This document does not contain normative values ​​for industrial premises. This means that it is not possible to assess the illumination of the working surface at the workplace of turners, millers, painters and other representatives of working professions.

Illumination ripple factor. The main production factor, due to which the workplaces of many office workers in our country were harmful during the AWS, was excluded from the list of those to be measured during the SAUT.

Electromagnetic fields at workplaces of PC users. Another production factor of "office hazard". If the computer was connected to an electrical network without grounding, an excess was detected by this factor. After the abolition of AWP, the situation with harmfulness has changed.

According to the Classifier at workplaces where employees are exclusively employed on PCs and (or) operate desktop-type copiers, single stationary copiers used periodically for the needs of the organization itself, other office organizational equipment, as well as household appliances, not used in the technological process of production, the levels of exposure to electromagnetic fields are not evaluated.

Natural light factor. Like the ripple factor, this factor of production is no longer measurable in an OSHMS. And these are already jobs for metro employees, people who perform underground and mining work, including miners. These categories of workers received well-deserved guarantees and compensation for work in hazardous working conditions. Now they need to be explained that their work in conditions of insufficient natural light is no longer harmful to health.

Direct brilliance and reflected brilliance. According to the Classifier, these factors are identified as harmful and (or) dangerous only when performing precision work with objects of distinction less than 0.5 mm in size, in the presence of blinding light sources, when working with objects of distinction and working surfaces with directional scattered and mixed reflection , or when carrying out underground work, including work on the operation of the subway. However, in Appendix No. 16 to the Methodology, which gives the procedure for classifying working conditions into classes (subclasses) of working conditions when exposed to a light environment, gloss (direct and reflected) is not mentioned, this document does not have a standard value for it.

The severity of the labor process. When carrying out the SOUT according to the Classifier, the severity of labor is assessed only at workplaces where employees carry out the performance due to the technological process ( labor function) work on lifting and carrying loads manually, work in a forced position or a “standing” position, when moving in space. Normative values ​​and the procedure for assessing the severity of labor during the SOUT compared to the AWP have not changed. However, during the AWP, in contrast to the SOUT, the severity was assessed at all workplaces.

The intensity of the labor process. When conducting SOUT according to the Classifier, labor intensity is assessed when performing work on dispatching production processes, including conveyor type, at the workplaces of operators of technological (production) equipment, while driving vehicles.

In the course of the AWS, labor intensity was assessed by 23 indicators at all workplaces. As for the SOUT, the Methodology and the Classifier limited the range of jobs at which the assessment of labor intensity is made, and the number of indicators is reduced to 6.

Intellectual loads (content of work, perception of signals (information) and their evaluation, distribution of functions according to the degree of task complexity, nature of the work performed), sensory loads (size of the object of distinction, watching the screens of video terminals), emotional loads (degree of responsibility for the result of one’s own activity, the significance of errors, the degree of risk to one’s own life, the degree of responsibility for the safety of others, the number of conflict production situations per shift), the monotony of loads (the duration of production tasks, time of active actions), mode of operation (duration of the working day, shift work, regulated breaks).

Harmful working conditions in terms of tension during the AWS were established at the workplaces of the top management of organizations, metro employees, medical and pedagogical workers.

biological factor. At AWP biological factor was evaluated without measurements at the workplaces of medical workers and workers servicing sewer networks, with the assignment of a class of 3.2 and higher.

When carrying out the SOUT according to the Classifier, the biological factor (work with producing microorganisms, living cells and spores contained in bacterial preparations) is identified as harmful and (or) dangerous, depending on the excess of the actual concentration of producing microorganisms, bacterial preparations and their components in the air working area in comparison with the maximum allowable concentrations established by the relevant hygienic standards.

The biological factor (work with pathogenic microorganisms) is identified as harmful and (or) dangerous only in the workplace:

• organizations operating in the field of the use of pathogens of infectious diseases in humans and animals and (or) in closed systems of genetically modified organisms III and IV degrees of potential danger in the presence of appropriate permits(licenses) for the right to carry out such activities;
• organizations carrying out activities in the field of use in closed systems of genetically modified organisms of II degree of potential danger;
• medical and other workers directly involved in medical activity;
• employees directly engaged in veterinary activities, state veterinary supervision and (or) conducting veterinary and sanitary examination.

Thus, according to the results of the OSMS, plumbers involved in the repair and maintenance of sewer networks will be left without "harmfulness". Subway employees working on sump units, who are engaged in removing dirt from the water collectors (mud collectors) of the subway, will suffer.

Briefly considered changes in the assessment of working conditions are set out in Table. 2.

Table 2. Changes in the assessment of working conditions in 2014

No. p / p	Factors of the working environment and the labor process	Changes related to the introduction of SOUT
	Biological
	Vibroacoustic factors	Raised standard values
	Electromagnetic fields at workplaces of PC users
	Microclimate in industrial premises	The range of jobs where the factor is to be assessed is limited
	Microclimate in the open area	Factor excluded from the list to be measured
	Work surface illumination	The range of jobs where the factor is to be assessed is limited
	Daylight ratio	Factor excluded from the list to be measured
	Ripple factor	Factor excluded from the list to be measured
	Direct brilliance and reflected brilliance	Normative values ​​have not been established, from which it can be concluded that the factor cannot be measured
	The severity of the labor process	The range of jobs where the factor is to be assessed is limited
	The intensity of the labor process	The range of jobs where the factor is to be assessed is limited. The number of evaluated indicators has been reduced from 23 to 6

Let us also pay attention to the fact that, according to paragraph 6 of Art. 14 of Federal Law No. 426-FZ, if employees employed in workplaces with harmful working conditions use effective PPE, the class (subclass) of working conditions can be reduced by the commission based on the opinion of an expert of the organization conducting the OSMS, by one degree in accordance with the Methodology reduction of the class (subclass) of working conditions when applied by employees employed in workplaces with harmful working conditions, effective means personal protection that have passed mandatory certification in the manner prescribed by the relevant technical regulations. It was approved by the Order of the Ministry of Labor of Russia dated December 5, 2014 No. 976n. After its entry into force (May 25, 2015), the classes of working conditions for such factors as noise, local vibration, chemical, aerosols of predominantly fibrogenic action, and others, may be reduced as a result of the SAUT.

Conclusion

What happens? ARM was replaced by SOUT. It seems that the definition of harmful working conditions has not changed, and the classes of working conditions have remained the same, but in connection with the above-mentioned innovations in the regulation of production factors, as well as the exclusion of individual factors from the list to be assessed, working conditions in the whole country are improving without special financial costs.

The “improvement” of working conditions in Russia in connection with the introduction of SOUT can be represented with the help of an exaggerated example of diabetes mellitus - the author’s fantasy, used solely to give clarity to the current situation. According to the International Diabetes Federation, there are about 12.7 million people with diabetes in Russia. Normally, sugar in capillary blood on an empty stomach is contained in an amount of 3.3 to 5.5 mmol / l. According to the logic of the developers of Federal Law No. 426-FZ and the Methodology, instead of fighting the disease, it is enough just to raise the rate to 10 mmol / l. No need to invest in drug development, salaries medical workers, equipment, etc. Everything is much simpler.

1. I work as a plumber at a glass factory. Should I have harm?

1.1. Must according to the results of certification .... If certification of workplaces has not been carried out, then I recommend contacting the employer with a proposal on the need for certification ( Article 209 of the Labor Code of the Russian Federation).

2. I am a plumber. According to snip, we have harmfulness, and what are the benefits.

2.1. See.
Infected material and material infected or suspected of being infected with microorganisms of 3-4 pathogenicity (danger) groups or helminths
Physical overload (physical dynamic load, mass of manually lifted and moved cargo, stereotyped work movements, static load, working posture, body inclinations, movement in space) (when attributing working conditions according to these factors according to the results of certification of workplaces according to working conditions to the hazard subclass 3.1 and above)
Works performed directly on mechanical equipment with open moving (rotating) structural elements (turning, milling and other machines, stamping presses, etc.)

3. My husband is a plumber, is there any harm? Since they serve the barracks, the dining room, the management refers to supposedly no harm.

3.1. There is no harm and never will be.

4. I work as a plumber. Milk was given out for harmfulness and there was an extra. holiday 7 days. From January 2019, the management is going to abolish harmfulness and these benefits. Is it legal? Thank you.

4.1. No. Go to the labor inspectorate and the prosecutor's office.

5. Does the plumber have a payment for harmfulness.

5.1. Harmfulness is determined by measurements of harmful substances and how long in the process of work you are in contact with them, contact your employer, see the collective agreement - it can determine the percentage of harmfulness in your work.

6. I work as a plumber, they took away the harmfulness, tell me what to do, where to turn, is it possible to return the harmfulness.

6.1. Hello, Alexander!
where to go, is it possible to return harmfulness

You can file a complaint with the labor inspectorate or the prosecutor's office.

6.2. Good evening. Contact the labor inspectorate of your city with a statement. They will review and notify you in writing of the decision.

7. Does a plumber have any harmfulness in the tariff scale?

7.1. Does a plumber have harm in the tariff scale? See certification of workplaces, these are local documents. If the certification is confirmed harmful production, then the corresponding payments and benefits are put.

8. My question is this. Does an employee of the housing office (plumber) have milk for harmful working conditions? And one more question. If the organization did not issue overalls, then upon dismissal, does the employee have the right to demand compensation for it, because. did he constantly purchase these overalls at his own expense?

8.1. Hello.
1. no, it is not supposed to.
2. You have the right to provide a check for work clothes and claim a refund.

9. Zm hello I work at the hospital as a plumber in 2015, they gave milk for harm, and in 2016 they said that milk was not allowed, although we serve a functional department.

9.1. Article 10 of the Federal Law "On the Prosecutor's Office of the Russian Federation". Consideration and Resolution of Applications, Complaints and Other Appeals in the Prosecutor's Office Bodies 1. Statements, complaints and other appeals containing information about the violation of laws are resolved in the prosecution bodies in accordance with their powers. The decision taken by the prosecutor does not prevent a person from applying to the court for the protection of his rights. A decision on a complaint against a sentence, decision, ruling and ruling of a court may be appealed only to a higher prosecutor. 2. Applications and complaints, other appeals received by the prosecutor's office are considered in the manner and within the time limits established by federal legislation. 3. The response to the application, complaint and other appeal must be motivated. If the application or complaint is denied, the applicant must be explained the procedure for appealing decision, as well as the right to apply to the court, if such is provided by law. 4. The prosecutor, in accordance with the procedure established by law, takes measures to bring to justice those who have committed offenses. 5. It is prohibited to send a complaint to the body or official whose decisions or actions are being appealed.

10. I work as a plumber, there was a certification of workplaces, after which an additional payment for harmfulness and additional was removed. vacation (14 days) for sewer cleaning. Do I have to comply with the employer's requirements for cleaning sewers and industrial drains.

10.1. A special assessment of working conditions is carried out in accordance with the methodology for its implementation, approved by the federal executive body that performs the functions of developing and implementing public policy and legal regulation in the sphere of labor, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.
All harmful and (or) dangerous production factors that are identified in the manner established by this Federal Law are subject to research (testing) and measurement.
The list of harmful and (or) hazardous production factors subject to research (testing) and measurements is formed by the commission based on state regulatory requirements for labor protection, characteristics technological process and production equipment, materials and raw materials used, the results of previous studies (tests) and measurements of harmful and (or) hazardous production factors, as well as based on the proposals of employees.
Examination of the quality of a special assessment of working conditions is carried out by the executive authorities of the constituent entities of the Russian Federation in the field of labor protection within the framework of the state examination of working conditions provided for by the Labor Code of the Russian Federation.

11. I work as a plumber in the REU, I used to give out coupons for milk for harmfulness, but at one moment they stopped issuing and no additional payments of anything like that! When we went to the Director, we heard the words - Whom does not suit, a statement on the table and out the gate!
Please tell me where I can file a complaint and can I be fired if I refuse to perform work in a harmful environment?

11.1. Hello Sergey Vladimirovich, such changes could have been after the certification of the workplace, your workplace was not certified as having harmful working conditions, but you must be informed about this, contact the labor inspectorate.

12. The husband works at a food enterprise as a plumber for 6 years, there are hazards at work, at the next prophylactic examination in the center of occupational pathology they found a problem with the skin, he was operated on, when leaving the b / l he is not allowed to work - the professional is not suitable, there are no vacancies are asked to resign own will, or they will write for health reasons, (the attending oncologist writes according to the nature of the disease, does not need specially created working conditions, please tell us how to be.

12.1. Hello!
You do not need to write a statement of your own free will. They will be fired, while no payments will be made to the husband and in the future it will be very difficult to challenge. So don't make life easier for the employer

If they want to dismiss, let them look for a reason and dismiss them, the dismissal, if it is illegal, can be challenged in court, reinstated in work, recovering compensation from the employer for the period of forced absenteeism.

Sincerely, D.V. Lyubeznov

Standard instruction on labor protection

for plumber

1. General requirements security

1.1. To perform the duties of a plumber are allowed persons trained in a special program with the subsequent passing of an exam and the issuance of a certificate of qualification of a plumber, as well as those who have passed medical checkup when applying for a job in an educational institution. On subsequent work periodic medical examinations within the time limits set by the Russian Ministry of Health.

1.2. When applying for a job, a plumber must be instructed according to the introductory briefing program.

1.3. Before starting and during work with a plumber, the following briefings should be carried out: primary at the workplace, repeated (at least 1 time in 6 months), unscheduled (if working conditions change, violations of labor protection rules when performing work, breaks in work for more than 30 calendar days and other circumstances stipulated by regulatory enactments) and target (for a one-time performance of work not related to basic labor duties).

1.4. When performing work, the plumber is subject to the following types of dangerous and harmful factors:

Mechanical traumatic factors;

Industrial noise and vibration;

Gas pollution and uncomfortable microclimatic conditions in the working area; electrical and fire hazard;

Short-term stay in an uncomfortable working position;

The severity and intensity of work, etc.

1.5. In accordance with regulatory legal acts, a plumber should be issued the following set of personal protective equipment (PPE): canvas suit (jacket and trousers), canvas combined gloves, respirator, rubber boots, safety belt, goggles, leather boots on thickened soles, for outdoor work in winter, an additional cotton jacket with an insulating lining is issued.

1.6. The plumber must comply with the work and rest regime established in the institution, the rules of personal hygiene, fire and explosion safety requirements.

1.7. The plumber must be instructed in the scope of the fire safety instructions in force in the educational institution. He must know the location primary funds fire extinguishers and how to use them. The plumber must remember that when extinguishing fires in electrical installations, powder or carbon dioxide fire extinguishers with an unexpired use date must be used.

1.8. Smoking on the territory of the educational institution is allowed in specially allocated and marked with a sign "Smoking Place". No smoking signs should be posted in high fire risk areas.

1.9. The plumber is obliged to know the schemes of sewer, water and heat networks in the institution, the equipment used, materials in terms of the presence of hazardous and harmful factors, fire and explosion properties and signs for various situations.

1.10. The plumber must know the location of the first aid kit with medicines and dressings. He must be instructed in the scope of the instructions for first aid, operating in an educational institution. The plumber must be proficient in first aid various types damage to the human body (bruises, wounds, burns, electric shock, etc.).

1.11. Failure to comply with the requirements of this Instruction by a plumber entails liability measures established by the legislation of the Russian Federation (disciplinary, material, criminal).

2. Safety requirements before starting work

2.1. Before starting work, the plumber must use the appropriate PPE: put on overalls so that there are no hanging, fluttering, etc. finally, put on a hat, tidy up your shoes.

2.2. Prepare other PPE necessary for the upcoming work: goggles, gloves, etc. depending on the nature of the proposed work. It is necessary to make sure that they are in full working order and suitability.

2.3. Check the availability and serviceability of manual metalwork and electrified tools, inventory, protective equipment.

2.4. The plumber must perform only the work that he was assigned by his immediate supervisor and for which he has sufficient qualifications.

2.5. When performing high-risk work and (in wells, near cable lines and electrical wiring, etc.) receive a written order specifying the place, time and conditions of work, the necessary security measures, and other circumstances.

The main work that must be carried out according to work permits are:

Warming up and start-up of steam;

Any work where flammable gas may be present:

Testing the heating network for the design pressure and temperature of the coolant;

Thermal insulation work on existing pipelines and equipment;

2.6. Before work, a plumber must inspect and tidy up the workplace (at locksmith workbenches or directly at the work sites related to maintenance or repair), namely: remove all foreign objects that interfere with work.

2.7.Before the start Maintenance or repair of sanitary equipment, it is necessary to procure all replacement parts, the necessary tools and fixtures.

2.8. Before starting repair work in wells, it is necessary to carefully check all pipelines through which water, steam, aggressive water, etc., can enter the wells. These pipelines must be muffled, and posters should be hung on the locking devices: "Do not open: people are working."

2.9. The equipment, tools, devices used must comply with safety requirements.

2.10. The workbench must be stable, have a rigid and durable structure. Workbenches must be equipped with local lighting fixtures with a voltage not exceeding 36 V.

2.11. Hand tools for metalwork should not have traumatic elements:

Not knocked down, without cracks, chips, work surfaces; reliable fastening of tool handles with shock, cutting, etc. parts.

Wrenches must match the size of the nuts and bolt heads and not be mechanically damaged.

2.12. Hand-held metalwork tools should be inspected at least once every 10 days, as well as immediately before use.

2.13. When using a hand-held power tool, a plumber must comply with the operating rules and safety requirements given in the operating instructions and the passport for the tool drawn up by the manufacturer, as well as in the labor protection instructions when working with portable power tools. Before starting work with a hand-held power tool, you should check the presence and serviceability of grounding, the integrity and integrity of the power cord, plug.

2.14. When using, if necessary, machine equipment (drilling, grinding machine, bending, spinning and other machines), the plumber must be trained to work on the machines, familiarize himself with the instructions for labor protection when working on the machines and have access to them operation.

2.15. When using machine equipment, before each switching on, the employee must make sure that the start-up of the machine does not endanger anyone. In addition, you should check:

Availability and serviceability of transmission guards, live parts and hazardous working areas;

grounding devices.

At idle, be sure to check:

Operation and serviceability of controls;

Fixing the levers for switching the machine from idle to working;

Are there any jammings in the moving working parts of the machine (spindle, abrasive wheel, etc.).

2.16. If, before work, a plumber noticed violations of labor protection rules during the operation of sanitary equipment, he is obliged to report them to his immediate supervisor and, together with him, achieve their elimination.

3. Safety requirements during work

3.1. During the performance of work, the plumber is obliged to monitor the neatness of the PPE used. The work area must be kept in order and clean throughout the entire shift.

3.2. The heat installation to be repaired (heating radiators, pipes, boiler rooms), in order to avoid ingress (spill) of hot water, must be reliably disconnected from both adjacent pipelines and equipment, and drainage and bypass lines.

3.3. When the seals of a shutdown installation leak, the equipment being repaired must be separated from the existing water supply using a valve or plug.

3.4. It is forbidden to manually remove and install parts of significant dimensions and weight. This must be done by mechanized means.

3.5. Filmed Assembly units and parts should be stowed in pre-prepared places, and not in the aisles between pieces of equipment. Care should be taken that the parts lying on the workbenches cannot be accidentally thrown out of their places. Large and heavy assembly units (batteries, etc.) must be laid on the floor, positioning them so that they cannot tip over.

3.6. During the operation of the machine tool, you must not lean close to the rotating working body of the machine (spindle, drill, abrasive wheel, etc.), stop the rotation of the chuck, abrasive wheel, etc. hand pressing on them.

3.7. It is forbidden to stay or work near the moving shafts of drive belts, assemblies, equipment parts, if they do not have protective guards.

3.8. Work inside the wells should be carried out by a team of 3 people with the obligatory use of safety belts and safety ropes.

3.9. Covers of manholes must be opened with special hooks not less than 500 mm long, made of steel rod, with a diameter of not less than 10 mm. Do not open covers by hand (without a hook).

3.10. In the event that a worker inside the tank feels unwell, he must give a prearranged signal with a safety rope, and observers must immediately evacuate him from the tank.

3.11. The plumber must not disassemble the repaired plumbing equipment during its operation. This should be done only when the equipment is turned off and disconnected from all energy sources (hydro-steam-energy, etc.) with measures taken against its accidental inclusion. Work zone must be fenced off.

3.12. When performing work, a plumber should not allow persons who are not related to the work performed by him to the workplace. Without the permission of the immediate supervisor, it is prohibited to transfer the work performed to another employee.

4. Safety requirements in emergency situations

4.1. In the event of situations that can lead to accidents and accidents in an educational institution, the plumber must take measures, respecting personal safety, to eliminate the cause of the pre-emergency situation.

4.2. The first priority is the immediate termination of the work begun.

4.3. Then you should inform about a possible emergency to nearby employees, the immediate supervisor, the head or the appropriate official of the educational institution.

4.4. If it was not possible to eliminate the causes of the pre-emergency situation and there are certain signs (the smell of burnt insulation, fire alarms, etc.) of the development of the accident, the plumber must perform certain actions only on the instructions of the head of the institution or the relevant officials with obligatory observance of measures of personal safety.

4.5. The most possible types of emergencies in educational institutions worker action plans should be developed in advance.

4.6. In the event of a fire, the message must be transmitted to the fire department as soon as possible. In case of accidents in the water supply, sewerage, heating and electrical networks, inform the appropriate emergency services.

4.7. When extinguishing a fire in electrical installations, powder or carbon dioxide fire extinguishers should be used, the validity period of which should not be expired.

4.8. The plumber must be able to provide first aid in an emergency, with the basic methods and techniques of which the employee must be familiarized in the scope of the instructions for first aid in force at the enterprise.

4.9.Injured by electric current, regardless of his state of health and the absence of complaints, should be sent with an accompanying person to a medical institution.

5. Safety requirements after work

5.1. Upon completion of work, remove all used tools and fixtures to the designated storage areas.

5.2. At the end of the shift, the plumber is obliged to put his workplace in order.

5.3. Upon completion of work, he is obliged to report to the immediate supervisor on the identified shortcomings in the maintenance of water and heat supply and sewerage systems.

5.4. Remove the PPE used in the work to the designated place, having previously put them in order.

5.5. In case of contamination, clogging and other types of damage to PPE, which lead to a decrease in protective functions, the employee must exchange PPE for a new set that provides safe, harmless working conditions.

Wash face and hands with warm water and soap or other neutral detergents and if possible, take a shower.