Conducting a special assessment of working conditions. Results of a special assessment of working conditions

From the article you will learn:

1. How to prepare and document the event special assessment working conditions.

2. What are the stages of the process of conducting a special assessment of working conditions, what are the functions of the employer in this process.

3. How the results of a special assessment of working conditions are compiled and where they should be reflected.

4. What legislative and regulatory acts should be followed when conducting a special assessment of working conditions.

According to paragraph 3 of Art. 9 of Law No. 426-FZ, the commission for conducting a special assessment of working conditions must also include a labor protection specialist. However, not every employer has such a specialist, so what to do in this case? In accordance with the Labor Code of the Russian Federation (Article 217), if the employer carries out production activities and the number of employees exceeds 50 people, then it must organize an occupational safety service or assign an occupational safety specialist. If the number of employees does not exceed 50 people and in the absence of a separate service or specialist, the employer (individual entrepreneur or head of an organization) may assume the functions of labor protection, or transfer these functions to another employee, a third-party specialist or organization engaged under a civil contract. of a legal nature and providing labor protection services. Thus, in some cases it is permissible to assign labor protection responsibilities directly to the manager ( individual entrepreneur), however, regardless of who is appointed responsible, labor protection documents must be available and properly executed.

! Note: Before conducting a special assessment of working conditions, you should put in order the documentation on labor protection (logbook of instructions on fire safety etc.) since representatives of a specialized organization conducting a special assessment of working conditions may request these documents. I consider it inappropriate to describe in detail the entire composition of the documents and the procedure for filling them out in this article; if necessary, you can find the relevant orders and recommendations of the Russian Ministry of Labor (for example, “ Guidelines

2. Identification of jobs subject to special assessment.

The commission determines the list of workplaces in respect of which a special assessment of working conditions will be carried out, and also identifies similar workplaces. If there are similar workplaces, a special assessment is carried out in relation to 20 percent of such workplaces (but not less than two), and the results are applied to all similar workplaces.

Similar workplaces are workplaces that are located in the same type production premises, equipped with the same (same type) systems of ventilation, air conditioning, heating and lighting, in which workers work in the same profession, position, specialty, perform the same labor functions in the same working hours while conducting the same type of work technological process using the same production equipment, tools, fixtures, materials and raw materials and provided with the same facilities personal protection(Clause 6, Article 9 of Law No. 426-FZ). For example, if two accountants work in the same office under the same conditions, then these places are considered similar. However, if a lawyer works in the same office under exactly the same conditions, then workplace a lawyer is not similar to an accountant's workplace, since they have different positions.

! Before concluding an agreement with an organization conducting a special assessment of working conditions, it is necessary to check staffing table and others personnel documents (employment contracts, job descriptions etc.). The fact is that a special assessment is carried out in relation to the employer’s workplaces, the number and composition of which are determined precisely according to the staffing table. First of all, the specialized organization will request a staffing table and, in accordance with it, will determine the composition of jobs to be inspected, and, accordingly, the cost of its services. That is, it is in the interests of the employer that the staffing table (its latest edition) is up-to-date, so that there are no “extra” positions in it (which, for example, existed previously, but were then abolished or renamed, etc.). But at the same time, if you plan to create new jobs in the near future ( new department, new positions), then it is advisable to create and introduce them before conducting a special assessment of working conditions, since if this is done later, there will be a need to conduct an unscheduled special assessment of working conditions (Article 17 of Law No. 426-FZ).

3. Concluding an agreement with a specialized organization to conduct a special assessment of working conditions.

Please note: a specialized organization must meet certain requirements established by law (Article 19 of Law No. 426-FZ).

4. Identification of potentially harmful and (or) dangerous substances by a specialized organization production factors and their measurement (if such factors are identified).

5. Declaration of compliance of working conditions with state standards regulatory requirements labor protection.

In relation to workplaces where hazardous factors have not been identified, the employer submits a labor inspection Declaration of compliance of working conditions with state regulatory requirements for labor protection.

The form and procedure for submitting the declaration are established by Order of the Ministry of Labor of Russia dated 02/07/2014 No. 80n “On the form and procedure for submitting a declaration of compliance of working conditions with state regulatory requirements for labor protection, the Procedure for forming and maintaining a register of declarations of compliance of working conditions with state regulatory requirements for labor protection.”

! note

The declaration of conformity with working conditions is valid for five years. After this period, if there are no industrial accidents during the period of validity of the declaration (except for those occurring due to the fault of third parties) or identification of occupational diseases, the cause of which was exposure to harmful factors on the employee, the validity of this declaration is extended for the next five years.

6. Distribution of jobs by classes and subclasses of hazard.

In relation to workplaces for which hazardous factors have been identified, a specialized organization conducting a special assessment assigns them to the appropriate classes and subclasses of hazard (harmfulness). The characteristics of hazard classes and subclasses are given in Art. 14 of Law No. 426-FZ. It is on the basis of this information that additional tariffs for insurance contributions to the Pension Fund are subsequently established.

7. Report preparation.

The information that must be reflected in the report is listed in paragraph 1 of Art. 15 of Law No. 426-FZ. The report is signed by all members of the employer's commission and approved by the chairman of the commission. In addition, within thirty days from the date of approval of the report, it is necessary to familiarize all employees with the results of the special assessment of working conditions, and also post the summary results of the special assessment on the employer’s website, if there is one (clauses 5, 6 of Article 15 of Law No. 426-FZ) .

! the fact of a special assessment of working conditions, as well as its results, must be reflected in the 4-FSS report in Table 10 (you can download the report form and filling out procedure, and read about the changes in the 4-FSS form since 2014).

So, we have considered the procedure for conducting a special assessment of working conditions. Now, I hope, you have a clear idea of ​​how a special assessment is carried out, what to pay special attention to when preparing for it and directly during the process. Well, in the next article we will look into perhaps the most pressing issue for an accountant related to a special assessment of working conditions - how to take into account the costs of its implementation.

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Legislative and regulatory acts

1. Federal Law of December 28, 2013 No. 426-FZ “On special assessment of working conditions”

2. Labor Code of the Russian Federation

3. Order of the Ministry of Labor of Russia dated 02/07/2014 No. 80n “On the form and procedure for submitting a declaration of compliance of working conditions with state regulatory requirements for labor protection, the Procedure for forming and maintaining a register of declarations of compliance of working conditions with state regulatory requirements for labor protection”

Find out how to read the official texts of these documents in the section

From January 1, 2014, instead of workplace certification, a special assessment of working conditions was introduced, which must be carried out in accordance with Federal Law dated December 28, 2013 N 426-FZ. Accordingly, the results of certification of workplaces for working conditions, issued after December 31, 2013, cannot be used (clause 2 of Letter of the Ministry of Labor of Russia dated March 13, 2014 N 17-3 / B-113). Let us remind you that by virtue of Part 12 of Art. 209 of the Labor Code of the Russian Federation in the old version, certification was carried out in the manner approved by Order of the Ministry of Health and Social Development of Russia dated April 26, 2011 N 342n (hereinafter referred to as the Certification Procedure). A special assessment of working conditions was previously provided for in Part 4 of Art. 58.3 Federal Law dated July 24, 2009 N 212-FZ as a basis for exemption from payment of insurance premiums at additional rates. Part 4 art. 58.3 of the Federal Law of July 24, 2009 N 212-FZ lost force on January 1, 2014 (subparagraph “d”, paragraph 4 of Article 13 of the Federal Law of December 28, 2013 N 421-FZ).

By analogy with the results of certification, the results of a special assessment of working conditions are used, in particular, to provide employees with guarantees and compensations provided for by the Labor Code of the Russian Federation, as well as to establish additional tariffs for insurance contributions to the Pension Fund of the Russian Federation, and calculate allowances (discounts) to the tariff of contributions for compulsory social insurance from accidents at work and occupational diseases and justification for financing measures to improve labor protection conditions (Article 7 of the Federal Law of December 28, 2013 N 426-FZ).

A special assessment is carried out regarding the working conditions of all employees, except for homeworkers, remote workers and those who work for individuals who are not entrepreneurs (Article 3 of the Federal Law of December 28, 2013 N 426-FZ). Special provisions are provided for state civil and municipal employees. Let us recall that in clause 4 of the Certification Procedure other exceptions were established (in particular, certification could not be carried out in relation to workplaces where employees were engaged only in working on personal computers).

The methodology for conducting a special assessment of working conditions (Part 3, Article 8 of Federal Law No. 426-FZ dated December 28, 2013) was approved by Order of the Russian Ministry of Labor No. 33n dated January 24, 2014. It establishes requirements for the procedures implemented within the framework of a special assessment: for the identification of potentially harmful or dangerous production factors, their research and measurement, the assignment of working conditions in the workplace to a certain class (subclass) and the presentation of results (clause 1 of the Methodology).

By general rule assessment of working conditions is carried out at least once every five years, if there are no grounds for an unscheduled assessment (Part 4, Article 8 and 17 of the Federal Law of December 28, 2013 N 426-FZ). Let us note that, in accordance with clause 8 of the Certification Procedure, re-certification may not have been carried out in relation to those workplaces in which the working conditions were considered acceptable or optimal.

A significant innovation is the establishment in Art. 14 of the Federal Law of December 28, 2013 N 426-FZ classification of working conditions. According to the degree of harmfulness and (or) danger, they are divided into four classes: optimal, acceptable, harmful and dangerous (classes 1, 2, 3 and 4, respectively). In turn, harmful conditions can be of four degrees (subclasses). It should be noted that this article explains exactly what working conditions apply to each class (subclass).

According to Part 2 of Art. 8 of the Federal Law of December 28, 2013 N 426-FZ, a special assessment of working conditions is carried out jointly by the employer and a specialized organization that meets the requirements given in Art. 19 of this Law. Part 2 Art. 4 of Federal Law No. 426-FZ of December 28, 2013 establishes the employer’s responsibilities, in particular to ensure that such an assessment is carried out and to provide the specialized organization with the necessary information, documents and information.

Let's pay attention to the following. If certification has been carried out in relation to workplaces, an assessment of working conditions may not be carried out for five years from the date of completion of certification, with the exception of cases of appointment of an unscheduled assessment (Part 4 of Article 27 of the Federal Law of December 28, 2013 N 426-FZ). Other transitional provisions are also provided for legal entities that were accredited as organizations providing workplace certification services before January 1, 2014. Thus, they have the right to conduct a special assessment of working conditions before the expiration of those existing on the day the Federal Law entered into force dated December 28, 2013 N 426-FZ of accreditation certificates for testing laboratories (centers), but no later than December 31, 2018 inclusive (Part 1, Article 27 of the Federal Law dated December 28, 2013 N 426-FZ). The certification results are used to apply additional tariff insurance contributions to the Pension Fund of the Russian Federation, taking into account the class (subclass) of working conditions in the workplace. In paragraph 4 of Letter No. 17-3/B-113 dated March 13, 2014, the Russian Ministry of Labor emphasized that this is an obligation, not a right, of the insurance premium payer.

If, as a result of a workplace certification carried out before January 1, 2014, working conditions are found to be harmful or dangerous, then an additional insurance premium rate established by Part 2.1 of Art. 58.3 of the Federal Law of July 24, 2009 N 212-FZ, in the amount of 2 to 8 percent depending on the subclass of working conditions (Part 5 of Article 15 of the Federal Law of December 28, 2013 N 421-FZ, Letter of the Ministry of Labor of Russia dated April 18, 2014 N 17-3/B-171). In this regard, the Russian Ministry of Labor explained the following: if the taxpayer cannot document the subclass of hazardous working conditions, an additional tariff of 7 percent is applied to the certified workplace, which corresponds to subclass of working conditions 3.4 (clause 2 of the Letter of the Russian Ministry of Labor dated March 26, 2014 N 17-3/10/B-1579).

The Russian Ministry of Labor indicated in clause 3.5 of Letter No. 17-3/B-113 dated March 13, 2014, how insurance premiums are calculated at additional tariffs if the organization has current certification results for only part of the workplaces. If, according to the results of the certification, the working conditions of the employee engaged in the work specified in sub. 1 - 18 p. 1 tbsp. 27 of the Federal Law of December 17, 2001 N 173-FZ, are recognized as harmful and dangerous, then insurance premiums are charged at additional rates provided for in Part 2.1 of Art. 58.3 of the Federal Law of July 24, 2009 N 212-FZ. If working conditions are recognized as optimal or acceptable or there are no workplace certification results, then insurance premiums are charged at additional rates provided for, respectively, Part 1 or 2 of Art. 58.3 of the Federal Law of July 24, 2009 N 212-FZ.

In addition, in paragraphs 7 and 8 of this Letter, the Russian Ministry of Labor answers the question of how to determine the amount of insurance premiums for additional tariffs for part-time employment individual for a month at work under clause. 1 - 18 p. 1 tbsp. 27 of Law N 173-FZ with different classes (subclasses) of working conditions. In such a situation, insurance premiums are charged for each additional tariff in proportion to the number of days (hours) worked at the relevant workplaces in the total number of days (hours) (including work overtime, on weekends, holidays) in a given month. The insurance premiums under consideration are accrued for the entire amount of payments and remunerations that are accrued in favor of a given employee during the month, regardless of for what periods the payments are made.

If specialized organizations accredited to conduct certification of workplaces include testing laboratories (centers), whose accreditation certificates expire in 2014, these companies can conduct assessments without taking into account the requirements regarding the number and composition of experts until December 31, 2014 inclusive (Part 2 of Article 27 of the Federal Law of December 28, 2013 N 426-FZ).

The Code of the Russian Federation on Administrative Offenses has also been supplemented with new norms. Part 2 Art. 5.27.1 of the Code of Administrative Offenses of the Russian Federation provides for the liability of the employer for violating the procedure for conducting a special assessment of working conditions at workplaces or for failing to conduct it. In this case, a measure is applied in the form of a warning or a fine (in particular, for legal entities - from 60 to 80 thousand rubles). The responsibility of a specialized organization for violating the procedure for conducting a special assessment of working conditions is established by Art. 14.54 Code of Administrative Offenses of the Russian Federation. The changes made to the Code of the Russian Federation on Administrative Offenses will come into force on January 1, 2015 (Part 2 of Article 15 of the Federal Law of December 28, 2013 N 421-FZ).

In addition, it should be added that the costs of conducting a special assessment of working conditions are not taken into account for the purposes of the simplified tax system (Letter of the Ministry of Finance of Russia dated June 30, 2014 N 03-11-09/31528 (sent by Letter of the Federal Tax Service of Russia dated July 30, 2014 N GD-4-3/ 14877)). The position of the financial department is not indisputable. For more details, see New documents for accountants. Issue dated 08/20/2014.

We also note that these expenses can be reimbursed from contributions for injuries accrued to the Federal Social Insurance Fund of the Russian Federation (clause 3 of the Rules for financial support of preventive measures to reduce occupational injuries and occupational diseases of workers and sanatorium-resort treatment of workers engaged in work with hazardous and (or) hazardous production factors (approved by Order of the Ministry of Labor of Russia dated December 10, 2012 N 580n as amended by Order of the Ministry of Labor of Russia dated February 20, 2014 N 103n)).

Special assessment of working conditions, or SOUT for short, is an analysis of noise, radioactive radiation, light, harmful fumes and other factors in the workplace.

A workplace is everything an employee works with: a room, a table, a chair, a computer, a lamp, a nearby window. A special assessment determines whether an employer needs to give milk to employees because it is harmful.

Working conditions are:

• dangerous;
• harmful;
• acceptable;
• optimal.

If conditions are acceptable or optimal, nothing needs to be done. In harmful or dangerous conditions, the employer increases insurance premiums for employees, and the employee can retire earlier.

An expert conducts a workplace assessment and writes a conclusion:

The expert decided that everything was fine with the CEO’s workplace, there was no danger or harm

According to the law “On Special Assessment of Conditions,” the employer does not have the right to decide for himself what his working conditions are. Conditions are classified only by a company accredited by the Ministry of Labor.

Fines up to two hundred thousand, if there is no special assessment

Special assessment - mandatory check work places. The labor inspectorate monitors the special assessment; if there is no special assessment, the employer will face a fine. “The special assessment of working conditions must be completed no later than December 31, 2018” - a quote from the assessment law.

For the first time, the inspectorate warns the employer for the absence of a special assessment and asks the employer to improve. For repeated violations, the inspector has the right to prohibit the director from working as a director for up to three years, and to issue the employer the maximum fines:

• Individual entrepreneur - up to 40,000 rubles;
• companies - up to 200,000 rubles.

The inspection finds out that the company does not have a special assessment in two cases:

• during scheduled inspection. The inspection requests the company to provide a labor assessment along with other documents or only the assessment;
• during an inspection based on employee complaints.

In my practice, there were cases: a manager wrote a complaint about a delay in wages - the inspectorate requested an employment contract and a special assessment from the employer.

If there is no special assessment, the inspection gives twenty working days to carry it out. This time is not enough, because the special assessment takes on average one and a half months. If the employer fails to do so, the inspector has the right to issue a fine as for a repeated violation.

The client contacted me when he received a suggestion from the inspectorate. To avoid a fine, I found a company that would conduct an assessment, signed an agreement with it and told the inspector about it. The inspector saw that the employer had begun to improve and did not issue a fine. My advice: if there is no assessment and the inspection has noticed this, find an appraiser and report it to the inspection. There is a chance to avoid a fine.

Special assessment is required for everyone

A special assessment is mandatory for all employers: for metallurgical plant, contact center, pharmacy and men's shirt store. There is at least one employment contract - there must be a special assessment of working conditions.

The job evaluation analyzes the employees' workplace. If an employee works outside the office, an assessment is not required. IN labor code such employees are called “homeworkers” and “telecommuters.”

A common example of a remote employee is a call center operator. He speaks to clients from home, so the employer is not responsible for noisy neighbors, radiation and emissions from the plant below the window.

In order for the inspector to be convinced of remote work, I advise you to write in the employment contract that we are talking about work outside the office. Otherwise, you might think that the operator works either from home or from the office.

Special assessment - once every five years

The employer is required to conduct a special assessment once every five years, this is the standard period. There are cases when it needs to be done earlier:

• the company moved to another office - a special assessment will be required for new jobs;
• issued an order for a new workplace. Previously, there were ten people sitting in the office, now they have made more room, and another table and chair have been added to them for the new employee;
• supplied new equipment or changed production technology. Previously, employees assembled door locks by hand, but now on an assembly line;
• did not follow, and an accident occurred;
• The employee's responsibilities have changed. Previously, the inspector checked quality using reports, now he goes to the production site to check.

Until 2014, the special assessment was called “job certification”; certification was also mandatory and was valid for five years. If the employer has carried out the assessment and has not passed the five-year certification period, the special assessment may not be done.

There is a question that clients often ask: is it necessary to conduct an unscheduled special assessment if I have renamed an employee’s position. The store was staffed by sales consultants and became sales managers. If the workplace and responsibilities have not changed, a new special assessment is not needed.

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The employer spends a week on a special assessment

A special assessment of working conditions takes an average of one and a half months. The special assessment is carried out by the contractor, but the employer will be required to organize it. According to customer experience, it takes a week to organize. Here's what the employer does:

• chooses a company who will conduct the assessment and sign the contract;
• prepares an order to create a commission;
• hands over documents to appraisers. For example, employment contracts and job descriptions. You will also need a list of jobs and a special assessment schedule;
• asks employees to sign job cards- this is a description of the conditions, and then sign additional agreements to the employment contracts. In the additional agreement - exactly those cards;
• submits a declaration about a special assessment to the labor inspectorate.

The special appraiser is represented by a manager, engineers and an expert:

• the manager requests documents, for example, job descriptions, employment contracts, vacation schedules, and clarifies details - whether teenagers or pregnant women work in the company;
• an engineer comes to an office or production site, takes measurements of noise, lighting, radiation and other harmful factors;
• the expert analyzes the measurements and prepares a conclusion;
• the manager issues a report to the employer, an expert opinion, cards of working conditions of the workplace and recommendations on what can be improved.

The assessment goes unnoticed. During measurements, engineers do not distract anyone; the director does not need to give them a separate room or feed them lunch.

Appraiser - from the Rostrud register

The special assessment is carried out not by the employer himself, but by special purpose company. I advise you to choose according to two criteria: accreditation by Rostrud and price.

Accreditation. Only accredited companies from the Rostrud list have the right to conduct a special assessment of working conditions. There are 521 companies on the list.

It was possible to open the register of appraisers only through Google tables. The table contains company names and contacts

Companies with accreditation receive a notification on letterhead and with the seal of the ministry:

Price. Appraisers set their own prices. From experience, the price depends on the number of jobs: ten places - a thousand rubles each, one hundred places - eight hundred rubles.

The price may depend not only on the number of seats; it is influenced by factors that will be assessed, for example, noise and vibration measurements. For example, the cost of the “Expertise” appraiser.

It is not clear from the table what is included in the cost of a workplace assessment and what factors I need

It’s better not only to look at prices on the website, but to call and ask. I called Expertise and found out: a special assessment of a workplace in a bakery with all measurements will cost 1,200 rubles.

On average, a special assessment for an office of twenty people costs twenty thousand rubles, for catering - thirty.

Commission for special assessment

Once the employer has found an appraiser, it is time to prepare for the appraisal. The first step is to assemble a commission, this is a legal requirement. The commission must have an odd number of participants, no less than three.

The list of commission members is not strict; anyone can be included. Usually this CEO, occupational safety specialist or personnel officer, trade union representative, if there is one.

To collect the commission, the employer prepares an order. The order does not have an official form; the only requirement is to tell the essence: who is going, why and in what composition.

The task of the commission is to collect documents for the appraiser, obtain his conclusion, analyze and transmit the results of the labor inspection. It is not necessary to gather in one room: you can help and discuss the assessment results via WhatsApp or email.

Documents for special assessment

So, the employer chose an appraiser and collected a commission. Now it’s time for the documents that will be needed for the assessment:

• order with a list of jobs;
• special assessment schedule;
• job cards and additional agreements with employees.

Templates for all documents are on the Rostrud website; you don’t need to come up with anything from scratch.

Order with a list of jobs. The purpose of the order is to determine how many jobs need to be assessed. The minimum number of places with a grade is one, there is no maximum.

• bring in person;
• send by mail with a list of attachments and notification of delivery;

Get an electronic signature

• submit through the Rostrud website.

To send a declaration via the website, you will need an electronic digital signature

Special assessment is a hassle. And it may happen that you will pass a special assessment, pay money, and no one will ever ask. But it’s the same as with all the rules: it’s better to go through and forget for five years than to one day receive an unpleasant request from the inspectorate.

A special assessment of working conditions is provided by law for each workplace by the employer (Article 212 of the Labor Code of the Russian Federation). The purpose of the special assessment is to establish and document the risk class and level of harmfulness of working conditions, taking into account the use of employee protective equipment purchased by the employer. The object inspection procedure includes detailed analysis for individual production facilities or a group of similar locations. Their list is agreed upon at the preliminary stage, and the procedure is regulated by the law on special assessment dated December 28, 2013 No. 426-FZ.

Report on a special assessment of working conditions

A special assessment is not needed if workplaces are organized outside the employer’s territory (this applies to remote and home-based employees). For other categories of personnel, special assessment is mandatory. Only accredited experts and organizations can evaluate working conditions.

Registration of the results of a special assessment of working conditions must be carried out in in writing on a unified report form, taking into account the requirements of Art. 15 of Law No. 426-FZ. The template for the report on the results of the special assessment is given in the order of the Ministry of Labor of the Russian Federation dated January 24, 2014 No. 33n.

The report includes the following information:

• information about the employer who carried out the special assessment activities;
• a list of work objects for which monitoring and analysis were carried out;
• discovered factors that have a harmful effect on human health during the work process, with reference to workplaces;
• special assessment cards, which indicate the classes for each surveyed object, characterizing the current working conditions;
• texts of protocols that were conducted during the research and measurements;
• protocols for examining protective equipment;
• summary statement of the results of a special assessment of working conditions;
• expert recommendations that an employer can use to improve the occupational safety system, and a conclusion.

Protocols on expert research regarding harmful or dangerous conditions at work are drawn up for each identified factor.

It is the employer's responsibility to familiarize all employees with the report. The fact that the employee has read the document is evidenced by his handwritten signature. 30 calendar days are allotted to notify hired personnel about the results of the special assessment. Extension of the period is possible only for employees who were on sick leave, on a business trip, vacation, or were absent for other documented reasons.

If no harmful factors were identified, then the results of a special labor assessment will reflect only information about the expert organization and the list of surveyed production facilities with an expert’s opinion.

The report must be signed by members of the special assessment commission. If any of the commission members does not agree with the expert conclusions, he has the right to express his dissenting opinion in writing; these reasoned arguments are attached to the report. The results of the special assessment may be changed after appealing them in court.

Application of the results of a special assessment of working conditions

The results of the special assessment are transferred by the employer to the Federal Federal Service within 10 days. information system accounting (Article 18 of Law No. 426-FZ). If production facilities have not identified risks of exposure to factors that negatively affect well-being or pose a threat to people’s lives, the enterprise declares that the existing working conditions for personnel comply with regulatory standards.

Practical use of results expert assessment, for any type of conclusion, possibly from the date on which the report was approved. The result of a special assessment of working conditions is the assignment of a class of working conditions to work objects and places. The obtained results of the special assessment are used, in particular, for:

• establishing and paying an additional tariff insurance premium for employees who have the right to early retirement (if such a right is a consequence of the influence production conditions labor);
• developing a system of additional compensation and social guarantees for employees, reflecting it in the existing local acts regulating labor relations (increasing wages, introduction of allowances and additional payments, increasing the duration of vacation, reducing the duration of shifts);
• provision of legally approved standards of special nutrition, general and personal protective equipment;
• modernization of production to improve working conditions;
• informing workers about working conditions at their workplaces, organizing medical examinations;
• preparation statistical reporting according to working conditions, etc.

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

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

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

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

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

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

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

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

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

What do we have today?

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

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

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

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

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

The register of organizations conducting special labor assessments can be found on the website of the Ministry of Labor and social protection Russian Federation

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

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

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

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

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

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

Preparing for a special assessment

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

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

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

Federal Law No. 426-FZ does not require mandatory special training for commission members.

A little history.

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

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

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

Tasks of the commission for special assessment of working conditions

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

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

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

Similar jobs- Those who:

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

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

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

At shift work, similarity of jobs does not apply.

Example 1

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

Example 2

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

Example 3

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

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

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

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

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

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

Workplace and work areas

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

Workplace- a place where the employee must be or where he needs to arrive in connection with his work and which is directly or indirectly under the control of the employer.

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

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

Example 4

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

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

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

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

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

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

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

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

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

1. The employee has the right:

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

1. The employee is obliged:

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

Stages of special assessment of working conditions:

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

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

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

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

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

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

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

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

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

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

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

The following are subject to research (measurement):

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

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

Classification of working conditions

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

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

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

Subclass 3.1:

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

Subclass 3.2:

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

Subclass 3.3:

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

Subclass 3.4:

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

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

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

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

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

Declaration of compliance of working conditions with state regulatory requirements

Declaration is carried out by the employer's commission.

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

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

The declaration is submitted to the State Labor Inspectorate.

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

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

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

Updated declaration

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

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

Completion of work on a special assessment of working conditions

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

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

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

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

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

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

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

7) summary statement;

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Right to early retirement

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

Possibility of establishing increased or additional compensation

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

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

When establishing the appropriate types and amounts of compensation, the employer can be guided by the List of industries, workshops, professions and positions with hazardous working conditions, work in which gives the right to additional leave and a shortened working day, approved by Resolution of the State Committee for Labor of the USSR, the Presidium of the All-Union Central Council of Trade Unions dated October 25, 1974 N 298/ P-22, Instructions on the procedure for applying the List of industries, workshops, professions and positions with hazardous working conditions, work in which gives the right to additional leave and a shortened working day, approved by the Resolution of the State Committee for Labor of the USSR, All-Union Central Council of Trade Unions dated November 21, 1975 N 273/P-20 , Standard provision on the assessment of working conditions in workplaces and the procedure for applying sectoral lists of work for which additional payments to workers for working conditions can be established, approved by the Resolution of the State Committee for Labor of the USSR, the All-Russian Central Council of Trade Unions dated 03.10.1986 N 387/22-78, and other current regulatory legal acts establishing the relevant the amount of compensation, to the extent that does not contradict the Labor Code of the Russian Federation.

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

Features of conducting a special assessment of working conditions

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

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

This list includes the following jobs:

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