Who is responsible for performance appraisal. General provisions on certification of workplaces. The mechanism for conducting a special assessment of jobs at the enterprise

02.10.18 133 341 6

Amazing business adventures with employees

Until December 31, 2020, everyone who has wage-earners should conduct a special assessment of jobs.

Natalia Chelovan

made a special assessment

The legislator established a five-year transitional period for the phased implementation of the SOUT - it ended on December 31, 2018. Therefore, employers had to conduct a special assessment of jobs before January 1, 2019. But those who conducted the SOUT in 2015, until December 31, 2020, must go through the procedure again, because a special assessment is carried out at least once every five years.

This article is for small businesses and individual entrepreneurs, because the large ones themselves know everything.

In fact, it is not enough to conduct a special assessment - you still need to fill out a declaration and submit it to the labor inspectorate. And this is where the nuances begin.

This spring, I did a special appraisal at a small real estate agency. It was necessary to evaluate four office locations located in the center of St. Petersburg, I had time to spare. As a result, I paid 6000 R for the evaluation of four jobs and was satisfied. I'll tell you in order.

What is a special assessment of working conditions

SOUT is an assessment of jobs: experts determine harmful production factors and assess how the production indicators comply with the standards.

There is a law according to which organizations with employees must conduct a special assessment of jobs, abbreviated SOUT. Based on its results, a class of working conditions is determined. Depending on the class, contributions are considered, overalls are purchased or, for example, additional lamps are installed.

When conducting a special assessment, harmful factors are evaluated, not aesthetics. The expert will pay attention to noise, dust or lack of light, but not to the color of the walls or the quality of the door fittings. They can also measure the severity of labor, chemical, biological factors. But usually it concerns complex manufacturing enterprises.

Again strangle business checks?

A special assessment of working conditions is, frankly, a headache. A lot of fuss, papers and formalities.

But it also makes sense: SOUT helps to make sure that employees work in normal conditions, they have something to breathe, radioactive lime is not poured on them, and their eyes do not flow out due to the twilight in the office.

Who should conduct

Every business that employs employees should evaluate jobs. All places where people work are subject to assessment: in the office, in the kitchen in a cafe, in a sewing workshop and in furniture production.

The appraisal is carried out by specialized firms. An expert from such a company comes to the office or production, checks everything, and then writes a report. Based on this report, you fill out and submit a declaration to the labor inspectorate.

Who Should Not Conduct an Evaluation of Working Conditions

Companies without employees. Let's say the only employee in a company is the CEO. He works from home because there is no office space. Then there is no subject of evaluation, which means that it is not needed.

If the individual entrepreneur does not have employees, then nothing needs to be evaluated either.

Companies without jobs All employees are remote. There is no need to evaluate the jobs of remote and home workers: if, for example, a designer or a seamstress works at home and this is written in their employment contract- evaluation is not required. There is no need to evaluate vacancies - this is when there is a place, but no one is working on it.

Ordinary people. The procedure does not apply to individuals: if you have a private chef or personal assistant who you pay as individual, then the procedure is also not necessary.

Nuances

Sometimes a special assessment is needed, but a declaration is not needed: this mainly applies to all kinds of industries, cafes and restaurants. Or any business where harmful or dangerous factors are found - here you need to act differently, but this is the topic of a separate article.

What is the timing of the special assessment?

A special assessment should be carried out at least once every five years. For example, if you completed the SOUT in August 2015, you must re-pass the procedure no later than August 2020. And you will have 30 working days from the date of approval of the report to complete and submit the declaration for the SOUT.

Liability for failure to conduct a special assessment - a fine of up to 200,000 R

For those who do not want to make a special assessment, fines are provided. First time:

• the general director or individual entrepreneur will pay from 5,000 to 10,000 R;
• legal entity - from 60,000 to 80,000 R.

Repeated violation (failure to carry out special evaluation working conditions) will cost:

• to the general director - a fine from 30,000 to 40,000 R or disqualification (ban) to manage for a period of 1 to 3 years;
• a legal entity will have to respond with an amount from 100,000 to 200,000 R or a suspension of activities for a maximum of 90 days;
• The individual entrepreneur will pay a fine as a general director - up to 40,000 R, but his activities will be suspended as a company.

How often to conduct and how long SOUT is valid

The validity period of the SOUT declaration is 5 years. We count from the date of entering information about the results of the assessment in information system accounting. In most cases, this period will be automatically extended for another 5 years. However, the assessment will need to be re-assessed if:

1. An employee had an accident at work.
2. The employee was diagnosed with a disease that appeared due to harmful or dangerous factors at work.
3. During the audit, the labor inspectorate revealed violations of labor protection standards.
4. In these cases, in addition to the termination of the declaration of conformity, an unscheduled special assessment of working conditions will have to be carried out. An unscheduled special assessment will also be required if new jobs have appeared or the office has changed. From January 1, 2020, the employer can also conduct an unscheduled inspection if the employee sends him comments and objections regarding the results of the special assessment at his workplace.

The procedure for assessing working conditions

For myself, I divided the whole process into three steps:

Preparation - selection of the contractor, collection of documents. Conduct - research and receipt of documents from the organization. Reporting - filling out a declaration, notifying employees. Let's take a closer look at each of the steps.

Select a performer, issue an order and approve the list of places

Jobs are assessed by special people who have the equipment and knowledge for this. An entrepreneur cannot conduct it for himself. The contractor must have accreditation - it can be checked on the website of the Ministry of Labor.

Right there - in the section "Register of experts of organizations conducting a special assessment of working conditions" - you can check the certification of an expert who will conduct the SOUT.

1. The total number of seats - the less, the more expensive.
2. Office location - departure to the industrial zone on the outskirts of the city will be more expensive.
3. The complexity of the assessment - if you evaluate not an office, but, for example, clothing industry, then additional measurements of noise and the severity of the labor process will be required, it will be more expensive.
4. Urgency.

I called a dozen companies, chose three with a normal price for me, checked that they had accreditation, and then remembered which of the three companies spoke to me friendlier on the phone. I signed a contract with this company.

In parallel with the conclusion of the contract, it is necessary to create a commission to conduct a special assessment of working conditions. It sounds loud, but in fact, you need to draw up and sign an order with the CEO, which lists the composition of the commission from the company's employees.

Prior to the start of the procedure, it is necessary to draw up and sign with the commission a list of places that are subject to evaluation, and draw up a schedule for the SOUT. The schedule does not have any fixed form, you compose it the same way as all other internal documents.

Neither the order, nor the schedule, nor the list of places need to be handed over anywhere. They are stored along with other documents in a thick folder at the accountant. Here is what my documents look like.

I personally compiled the order, schedule and list, for example. The design may differ from yours. It is not regulated in any way, but the documents themselves must be in order.

Obtaining a conclusion

When evaluating jobs, there are two stages: identification, and then measurements and research.

Identification. First, the expert examined the premises, talked to the employees and their immediate supervisor: for example, he asked how much time they spend at the computer. The challenge was to understand what the workflow is and what measurements or studies would be required.

You agree on the time in advance - it is important that the employees are at their workplaces and that the commission members indicated in the order are present. The examiner will need to show:

1. The list of jobs and the jobs themselves.
2. Working hours of employees.
3. Equipment for which employees work.

After the examination, the expert said that one factor would be measured - illumination. The commission agreed and we set a date for a new meeting.

measurements and research. The expert arrives and takes measurements at the workplace. In our office, it was necessary to measure the "parameters of the light environment": whether there is enough light in the room for working at the computer. For research, the expert brought a light meter and measured the level of artificial lighting.

The expert described the results in the measurement protocol and set the class of working conditions. In total, 4 classes of working conditions are distinguished:

1. Optimal (first class).
2. Permissible (second class).
3. Harmful (third class), there are also subclasses.
4. Dangerous (fourth class).

The class affects the level of guarantees and compensations provided to workers engaged in production with harmful factors. In our office, they put the second class - these are acceptable working conditions.

The expert enters the class of working conditions into the map, and then makes a report. The term for preparing the report is specified in the contract. In my case, the contract was written 30 calendar days after receipt of our payment, and I received the documents exactly on time.

The report should include:

1. Information about the organization evaluating jobs, copies of the accreditation certificate and the scope of accreditation.
2. List of workplaces assessed, listing identified harmful factors.
3. Protocols for conducting research and measurements.
4. Special assessment cards.
5. A summary sheet of the results of the SOUT and a summary table of classes of working conditions.
6. A list of recommended actions to improve conditions, if necessary.
7. Expert opinion.

The report must be approved and signed by the chairman and members of the commission.

Submit a declaration

The expert gives you a report for approval, and you sign it. In our case, we received the conclusion on May 15, and on May 16 it was signed by the CEO. Within three business days of approval, you must report it to the organization that evaluated the jobs by any means available. We have sent a scan of the signed cover page of the report by email.

After that, the organization conducting the SOUT sends a special assessment report to the FSIS (Federal state system taking into account the results of the SOUT) and informs the customer about it within three working days. All these actions - during the term of the contract.

In places where nothing harmful and dangerous was found, a declaration of conformity is submitted. There are exceptions, for example for medical, teaching staff, see the list of exceptions in paragraph 6 of Art. 10 of the law 426-FZ. The employer is required to file a declaration. The deadline for submission is 30 working days from the date of approval of the report.

You need to submit to Rostrud:

1. personally;
2. by mail with a valuable letter with a description of the attachment and a delivery notification;
3. if there is a qualified electronic signature, then you can fill out a declaration directly on the Rostrud website.

The results of the assessment of working conditions

The organization that conducted the SOUT draws up the results of the assessment in the form of a report.

What to do following the results of SOUT

Working condition class	What should an employer do	Examples	Normative base
	Pay additional contributions to the FIU	Maximum tariff - 8% of salary under dangerous conditions	paragraph 3 of Art. 428 Tax Code of the Russian Federation
	Provide employees with guarantees and compensation	- If the working conditions are dangerous or the third - fourth degree of harmfulness - reduce work time; - if the working conditions are dangerous or the second - fourth degree of harmfulness - provide annual additional paid leave; - raise wages	pp. 6 p. 1 art. 7 Law No. 426-FZ
	Improve working conditions for employees	- Install protective and signaling devices; - reduce gas pollution, dust content of air; - improve lighting	pp. 6 p. 2 art. 4 Law No. 426-FZ
	Provide employees with personal and collective protective equipment		pp. 3 p. 1 art. 7 Law No. 426-FZ
	Give workers milk or other equivalent food products		Art. 222 of the Labor Code of the Russian Federation
Second or first class: acceptable or optimal working conditions	Monitor working conditions and timely eliminate factors that may affect the level of safety	- Change burnt out light bulbs in time; - monitor the state of ventilation; - provide cleaning	pp. 1, 4 p. 1 art. 7 Law No. 426-FZ

Fourth or third class: dangerous or harmful conditions labor

What should an employer do

Pay additional contributions to the FIU

Maximum tariff - 8% of salary under dangerous conditions

What should an employer do

Provide employees with guarantees and compensation

Certification of workplaces in terms of working conditions is mandatory for all employers. Failure to do so will result in administrative liability. When conducting certification, it is important to follow all the stages of the procedure and take into account many nuances.

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What it is?

Certification of working conditions is a series of activities, aimed at identifying harmful, dangerous production factors at the enterprise.

If such problems are found during certification, the leaders of the organization have the opportunity to take measures to bring the working conditions of employees in accordance with existing state standards.

Certification must be carried out with a certain frequency - once every 5 years. Subject to examination all jobs in the organization without exception.

During certification, the employer's performance of the following main organization conditions labor activity employees:

Watch the detailed video about certification of workplaces:

Legislative regulation

At the moment, in the legislation, the generally accepted term "attestation of workplaces" has been replaced by a new concept - SUT (special assessment of working conditions). The term is used in professional circles, but in practice the concept of “attestation of workplaces” is still used.

The main legislative act regulating the issue of certification, is No. 426-FZ "On a special assessment of working conditions." According to this law, each employer must carry out systematic certification of workplaces in order to identify possible violations, dangerous and harmful factors.

Such checks allow improve security workers and improve their working conditions.

Who is undergoing the procedure?

Certification is aimed at assessing the organization of work at a particular enterprise, for this reason officials are responsible for the results of the audit whose responsibilities include ensuring proper working conditions in the organization.

With a small number of employees (less than 50 people), the following can be responsible for labor protection:

• Head of the organization;
• other authorized employee;
• organization or specialist labor protection cooperating with the employer under a civil law contract.

In enterprises with more than 50 employees, a a separate labor protection service, or, at a minimum, the position of a labor protection specialist has been introduced.

By default, the responsibility for labor protection is assigned to the direct head of the organization. If we are talking about an individual entrepreneur, then the responsible person automatically becomes himself individual entrepreneur.

Who conducts certification?

Certification is carried out by the employer with the assistance of an accrediting organization. A legal entity accredited to conduct such inspections acts as an attesting organization.

The fact of cooperation between the parties is confirmed by the concluded bilateral civil law contract. Based on this agreement, a legal entity for certain remuneration makes all the necessary measurements, as well as an assessment of the working conditions of employees.

Based on the test, it is concluded on the compliance of working conditions in the organization with existing state standards, on the presence of violations, or dangerous and harmful production factors.

The organization involved in cooperation must have nothing to do with the employer. That is to be completely independent in conducting their research.

The law does not prohibit the involvement in certification several third parties. In this case, the employer can distribute a certain number of jobs between them, or divide the range of work performed on the basis of a contract.

To carry out the procedure, the employer creates an attestation commission, which includes:

Heads the commission employer representative. The composition of the commission, as well as the work schedule, are approved by the order of the employer.

Functions attestation commission:

• management process;
• implementation control for carrying out work;
• package formation documents necessary for the procedure;
• listing jobs to be checked;
• holding special events aimed at study of working conditions(determining the presence of harmful factors in production, measuring the level of injury risk, determining the presence special clothing from employees, studying the composition of equipment and raw materials, comparing the obtained indicators with those of past inspections, etc.);
• numbering jobs;
• filling out cards attestations;
• signing kart;
• preparation proposals for changes, or additions to employees;
• grade the results obtained;
• development of an action plan aimed at improving the level of labor protection.

Procedure steps

The process starts since the creation of the certification commission with an odd number of members. The employer approves the work schedule of the commission and the list of planned activities.

Main stages:

There are 4 main classes of working conditions in the workplace:

1. optimal(normal conditions corresponding to existing standards);
2. admissible(minor impact on the body, which manifests itself exclusively at the workplace and disappears after leaving the workplace);
3. harmful(the impact on the health of employees of unfavorable working conditions can lead to occupational diseases that cause partial or complete disability);
4. dangerous(high probability of occurrence of occupational diseases, injury, or the appearance of a threat to life).

Attestation card and other documents

Certification card - a document that contains information about actual working conditions at the workplace, availability of compensation, recommended measures to improve the situation.

If there is a certain amount similar jobs a single attestation card is compiled for all these objects. The document is drawn up on workplace, which is the first in the list of similar jobs.

Sample Workplace Attestation Card (clickable):

The completed card contains the following required information:

• Complete Name, details of the employer.
• Employee position according to . The specified profession must correspond to the name in the all-Russian classifier. If the required position is not in the classifier, an appropriate entry is made.
• Name of the structural unit. If the employer does not have structural divisions, an appropriate entry is made.
• Number of similar jobs.
• Number of employees according to the staff list, indicating separately the number of women, minors.
• Equipment list, materials, devices, raw materials used in the workplace.
• Evaluation of working conditions(according to the degree of harmfulness, danger).
• Description of the production environment(chemical factors, biological factors, etc.).
• Description of the labor process(severity, intensity).
• Final grades conditions of the working environment, the labor process (based on measurements).
• Class injury risk.
• Provision of PPE employees(personal protective equipment).
• Information about compensation(for hard work, for work with harmful, dangerous working conditions): the name of the existing compensation, the actual amount and procedure for calculating payments, the need to assign compensation to employees.
• The need for medical examinations.
• Recommendations to improve conditions, change the working regime, organize recreation.
• Recommendations for recruitment.
• Commission conclusion for the surveyed workplace.

Map signed chairman of the commission, its members. Also, the document is signed by a citizen working at this place.

The attestation card is compiled based on the results of the surveys. All instrumental measurements are documented in protocols. Forms of documents are established by normative acts.

The following protocols exist:

• protocol for determining the severity and intensity of the labor process;
• protocol for assessing the safety of the workplace;
• protocol for assessing the provision of workers with personal protective equipment.

Test Results

At the end of the check, a final report for certification of jobs. The following information is attached to the report:

Maximum 30 working days after receiving the results of the inspection the employer is obliged to disclose the results obtained to the staff and post information in the public domain (for example, on the organization's website).

After that it is necessary take appropriate action aimed at eliminating identified violations, improving working conditions, reducing the level of harmfulness and danger at work, assigning appropriate compensation to employees, etc.

After the approval of the report (on paper, electronic media) and the signing of the order to complete the audit, the employer obliged within 10 calendar days from the date of signing the order to send to the territorial representation of the state summary sheet and information about the certifying organization.

In which case the workplace is recognized as certified:

• no harmful and dangerous working conditions;
• safety requirements are met;
• conditions meet hygienic standards.

Jobs related to the 3rd class of working conditions (harmful) usually conditionally certified. At the same time, the class is indicated and proposals are made to improve the workplace.

The place is recognized as not certified when it belongs to the 4th (dangerous) class of working conditions. This rate is subject to liquidation or complete restructuring.

Nuances

An independent organization accredited to carry out these types of audits may refuse to cooperate with a particular employer.

Refusal may be received due to the unwillingness of the employer provide experts with the necessary regulatory documents or due to the unwillingness or unwillingness of the employer to provide the experts with the appropriate conditions for measurements and assessments.

How many years are certification results valid for? Every job must be assessed at least once every 5 years. The moment of the last check is considered the date of completion of the last certification of this workplace. The start date of a new inspection is the day the employer issues an order to create a commission and approve the work schedule of the commission.

Thus, the period of validity of attestation documents is equal to 5 years old.

New workplaces must be certified within 60 days from the date of their organization.

Cost and fines

The average cost of the attestation procedure for one workplace varies from 1000 to 3500 rubles. The amount depends on the number of necessary procedures, measurements and assessments that need to be made during the certification of a particular workplace.

There are the following administrative penalties for the lack of attestation:

Repeated violation of the legislation on the need for certification can lead to a significant increase in the amount of the fine and an extension of the suspension of activities. The head of the enterprise, who repeatedly violated the law, may be for a long time deprived of the right to leadership positions (from 1 to 3 years).

Thus, the certification of workplaces is mandatory procedure, which each employer must produce within the time limits established by law. To carry out the inspection, a special commission is created, which checks the working conditions of employees and identifies possible violations.

Results sent to the competent authorities, and the employer organizes measures to eliminate the identified violations and improve working conditions in the organization.

Places on working conditions, taking into account the innovations adopted in 2015, received some major changes. The employer must familiarize himself with all the provisions that are mandatory for a special assessment of jobs.

This is how the set of measures began to be called, which sums up the analysis of the working conditions of the personnel.

New in the certification of workplaces for working conditions in 2020

The purpose of the current procedure is to evaluate the existing ones.

You can deal with the innovations that relate to the conduct of a comprehensive analysis after reading Federal Law No. 426-ФЗ “On a Special Assessment of Working Conditions”.

The main changes concern:

1. Change methods. It requires a clear definition of performers and rules for assessing biological factors.
2. Administrative responsibility for untimely implementation of the procedure.

During 2015, at the legislative level, the issue of canceling a set of assessment activities for certain categories of small and medium-sized businesses was resolved. This provision did not find support from legislators, and in 2020 it will need to be carried out.

The exception will be companies that have valid results after holding the company until 2014.

By whom and when is certification carried out

A special commission is being created to conduct a comprehensive analysis of places of work.

The composition is formed from the following category of specialists:

1. Specialist of the enterprise engaged in the field of labor protection.
2. Representative of the employer, competent in topical issues of production.
3. Representatives trade union organization enterprises.
4. An authorized person of the certifying organization.

The involvement of a representative of the certifying company is a mandatory norm. Even if hazards and hazards that can be recorded on your own are identified, the results cannot be recognized as legal.

The attesting company undergoes mandatory accreditation, which confirms the possession of methods for performing the procedure in the prescribed manner.

Evaluation of workplaces has not changed and is 5 years. The previous companies are dated 2009 and 2014.

However, when creating new jobs, the law sets a period of 60 working days from the date of commencement of operation until the moment of a special analysis of this place.

In the event of improvements in working conditions at the workplace, the employer may conduct an extraordinary company to assess the place of work. According to the modified procedure, even if there are recognized results of the workplace assessment, if there is labor, a second procedure will be required.

Find out what a special assessment of working conditions is from the video.

The procedure for certification of workplaces in 2020, paperwork

To carry out control actions as part of a comprehensive assessment of jobs, it will be necessary to carry out some organizational measures:

1. Create a commission for certification.
   The document defines the composition of the governing board.
2. Schedule of the event.
   Action deadlines are set based on separate document signed by the head.
3. Agreement with the certification organization.
   When concluding a contract, the main rule determines the independence of the employer and the invited organization.

A comprehensive examination of the place of work provides for an objective assessment of the state of working conditions. The employer provides all the primary documentation, provides unhindered access to each production site.

The established procedure for certification provides for successive stages of the procedure:

1. Jobs subject to a comprehensive assessment are determined, including on the basis of List No. 1 and List No. 2.
2. Active dangerous or harmful factors are highlighted.
   They are quantified or qualitative assessment, assessment of compliance with established standards.
3. The analysis of auxiliary factors is carried out - the provision of overalls and protective equipment for workers.
4. A final document is drawn up, which allows you to draw a conclusion about the working conditions, and, if necessary, determine the types of compensation or benefits.

The results of a comprehensive assessment for individual places are determined on the basis of the final document, which takes into account:

• • initial documents for the start of a set of activities;
  • list of jobs for research;

• objective information about the certifying organization;
• comprehensive assessment card for each workplace;
• consolidated documents for all workplaces, including a table by hazard classes, assigned types of compensation;
• the final document of the meeting of the attestation commission, indicating the comments and suggestions on the results of the completed work;
• an approved action plan to improve working conditions for individual workplaces;
• conclusion based on the state expertise of the comprehensive assessment.

The results of the activities carried out are obligatory for the tenant to fulfill any form of ownership in a timely manner.

Penalties for not being certified

Amendments to the Administrative Code provide for two types of liability for non-compliance with the established Law on a comprehensive assessment of working conditions.

Untimely scheduled (or extraordinary) certification is punished, which provides for a fine of up to 30 thousand rubles, or the suspension of the company's activities for a period of 1 to 3 months.

In addition, punishment is provided for incorrectly conducted certification, where executive will be punished in the amount of 5 to 10 thousand rubles, and a legal entity - up to 80 thousand.

Responsibility for the maintenance of workplaces in an unsatisfactory condition is provided. An official is fined from 20 to 30 minimum wages, and for legal entity from 200 to 300 equivalent amounts.

It is in the interests of the employer to ensure the fulfillment of the established regulatory parameters for each harmful factor, with the exception of those places that are included in the mentioned Lists No. 1 and No. 2.

When determining measures for a qualitative change in working conditions, they are also implemented to work in full. After all, punishment for evading the implementation of measures can even lead to the suspension of activities for up to 3 years if they are re-fixed.

Who can not pass the certification of the workplace

There are few cases when a complex procedure for a comprehensive analysis of working conditions is not required. This mainly applies to small businesses.

In the case of employment in the work of only one person, when a contract of employment is not drawn up. Accordingly, there is no need to assess the workplace either.

However, when renting an office where there is at least one workplace, certification will be required.

When working in a company of remote workers, there is also no need to analyze their workplace. Here the number of employees does not play a role.

You can save a little on the performance of certification if there are several similar places with the same type of working conditions.

It is not necessary to inspect every workplace.

It is only important to take into account two limitations:

• the analysis is carried out for 20% of the available such places of work;
• the number of places for a comprehensive assessment cannot be less than two.

In order to prevent violations in determining the scope of work, you need to confirm their number in accordance with the staffing table for the enterprise.

Compliance with the established procedure and deadlines for conducting a comprehensive analysis of jobs will make it possible to establish legal types of compensation and benefits for all categories of workers, to develop measures to improve working conditions.

Payment of administrative punishment for untimely implementation of a set of measures often has a larger amount than the funds needed to improve working conditions.

You can learn more about the special assessment of working conditions from the video.

In contact with

From January 1, 2014, in accordance with the Federal Law of the Russian Federation No. 426-FZ of December 28, 2013, the attestation of workplaces was replaced by a special assessment of working conditions. Due to lack of experience and lack of necessary equipment, many enterprises do not have the opportunity to carry out certification of workplaces for working conditions on their own, which is why they turn to specially created services, among which the SOTARM company is included.

By contacting SOTARM for certification of workplaces in terms of working conditions, you can count on the following benefits:

• Exact match of test results state norms and standards;
• Identification of all harmful factors affecting the health and safety of personnel working at their workplaces;
• Drawing up the most optimal and effective plan to improve working conditions;
• Free consultation on possible measures aimed at reducing production risks.

The importance of certification work

Carrying out attestation of workplaces in terms of working conditions in the organization is aimed at ensuring that the working conditions of working personnel comply with state requirements. Timely identification of unsafe and harmful factors makes it possible to reduce the risk of injury to employees, and in case of detection of hazardous production, compensate the employee for harm to health by providing additional vacations, sending to sanatoriums, cash bonuses, etc. methods. An employer who has attested workplaces reduces the risks of criminal and administrative penalties in the event of accidents at work that caused injury or death to an employee.

With the tightening of laws and the increase in fines for violating the working conditions of employees, certification of working conditions is becoming increasingly relevant. Using the services of SOTARM, you will not only be able to assess the compliance of the working conditions of your employees with the required standards and norms, but also quickly develop a set of measures to improve these conditions. Also, certification of workplaces will avoid possible fines and sanctions from government agencies supervision.

The cost of certification of jobs

The price of certification of workplaces for working conditions depends on the following factors:

· The total number of jobs in the enterprise, as well as the number of jobs that are exactly the same in terms of their functions;

· Features and specifics of the enterprise;

· Quantity of the used equipment at the enterprise and their characteristics;

· The number of measured parameters in the certification process;

· The need for a plan to modernize workplaces to ensure they meet government regulations.

The cost of certification of workplaces in the company "SOTARM" is one of the most affordable, this is due to the use of highly efficient equipment and extensive experience of employees, which allows you to perform the whole range of certification work in as soon as possible. All specialists of our company have the appropriate education and work experience of more than 3 years in their positions, and also regularly take refresher courses and knowledge testing.

Our company conducts certification of workplaces in Moscow and throughout Russia of organizations in various fields of activity - household, industrial, educational, etc. In the process of certification, all the features of the organization's activities, as well as the specifics of the work of personnel, are taken into account, which allows us to determine with the greatest accuracy the compliance with the conditions labor to the required standards. Our main task is to find solutions and their implementation aimed at reducing the price of workstations, as well as drawing up an action plan to improve working conditions with minimal time and material costs.

Frequency of certification of workplaces

Certification of workplaces for working conditions (AWP) should be carried out at least once in a five-year period. During the five-year period, the employer himself has the right to choose at what time it is more convenient for him to conduct the next inspection. The starting point of the new period will be the end date of the previous check, which is specified in the order "On the completion of certification of workplaces for working conditions." The date of the next inspection will be the date of issuance of the order "On the formation of a new commission and the approval of the certification schedule."

The same happens with unscheduled certification of workplaces, which is carried out in cases where new workplaces, new equipment have appeared at the enterprise, or collective protective equipment has changed. Then, within a period of at least 60 working days, the employer must proceed to the certification of new jobs. An unscheduled workstation can be carried out both on a mandatory basis and at the initiative of the employer.

The task of any enterprise is to ensure safe working conditions for its employees, it is for the organization to comply with these conditions that a set of documents on labor protection is used. The SOTARM company provides certification services for labor protection, which allows management to avoid the consequences of non-compliance with safety standards at the enterprise. The certification procedure for labor protection must be mandatory for all employees, as well as the management team. Additional certification measures are provided for when employees are hired, change their type of activity or go on a business trip.

Before passing certification, all employees of the company must study the set of regulatory documents on labor protection, which includes requirements for the condition of workplaces, overalls, hygiene standards, conditions for granting holidays, rules for passing a medical examination and other regulatory forms. Knowledge in these areas will help the employee to safely perform their job duties, avoid accidents, reduce health damage in case of work in hazardous conditions, know and use their rights to provide benefits, time off and vacations, and successfully pass certification. Our company not only carries out certification of employees and management personnel, but is also ready to conduct training on labor protection.

Benefits of working with SOTARM

2. 212-FZ "On insurance premiums to the Pension Fund"

3. Order of the Ministry of Health and Social Development No. 342n "On approval of the procedure for conducting AWP on working conditions"

4. Draft Federal Law "On Amendments to 426-FZ"



Object types

Arm in the office

Arm at school

Arm in a medical institution

Arm in production

Arm in the store

AWP in a private security company

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Feedback from our clients

A. A. Minaev

Cooperation with your company has shown the high professional level of your employees. I want to note competent work experts, well-coordinated work of specialists and a high professional level of the company as a whole.

We look forward to a long and fruitful collaboration with your company.

General Director A.N. Pischurov

to CEO SOTARM LLC
Minaev A.A.
In the course of the Special Assessment of Working Conditions (SOUT) in our company ASTRAYA LLC, I would like to note the competent work of experts, the high level of specialists. Employees of SOTARM LLC are polite, pleasant in communication, always ready to give additional explanations.

Sincerely,
Director of ASTRAYA LLC Safronov D.P.

General Director of SOTARM LLC
Minaev A.A.

In accordance with the terms of the Agreement, in 2016, SOTARM LLC carried out work on a special assessment of working conditions at the workplaces of MUE AiG.
The work was performed at a high level in accordance with the Federal Law No. 426 "On a special assessment of working conditions" dated December 28, 2013. According to the results, reporting documentation was received, prepared on the basis of the results of the work and executed in accordance with the current legislation.
We express our gratitude to SOTARM LLC for the professional solution of issues that arose in the course of our joint work.
We are satisfied with the work performed by the specialists of SOTARM LLC and are ready to recommend this company as a reliable and responsible partner.

And about. director E.M. Gorokhov

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

In December 2016, SOTARM LLC conducted a special assessment of working conditions in the private institution Atomstandard.

The specialists of SOTARM LLC showed high professionalism and efficiency in solving the tasks. A favorable impression was made by the willingness of employees to respond quickly to circumstances. This confirms that SOTARM LLC has an extensive practice in conducting SOUT and uses an individual approach when working with clients.

The works were carried out in accordance with the current legislation. A good presentation of the results of the work carried out was noted.

We are satisfied with the work of SOTARM LLC and are ready to recommend this company as a reliable and responsible partner.

Sincerely,

Director V.V. Morozov

General Director of SOTARM LLC
Minaev A.A.

In the course of the Special Assessment of Working Conditions (SUT) in our enterprise (JSC MKB DOM-BANK), the competent work of experts and the high level of specialists were noted.
All work completed on time and necessary materials presented in accordance with the requirements of Federal Law No. 426-FZ dated October 28, 2013 “On Special Assessment of Working Conditions”.
We hope for long-term fruitful work in the future.

Sincerely,

Executive Director of JSC MCB "DOM-BANK" S.B. Rygin

Gratitude

Federal Autonomous Institution "Center for the Development and Support of Space Activities" of the Ministry of Defense Russian Federation expresses gratitude to SOTARM LLC for the high-quality conduct of a special assessment of working conditions

Head of the Federal autonomous institution"Center for the Development and Support of Space Activities" of the Ministry of Defense of the Russian Federation

M. Surikov

Thank You Letter

Society with limited liability"Usinsk Road Repair and Construction Department" expresses its deep gratitude and sincere gratitude to the staff of the Limited Liability Company "Service for Labor Protection and Certification of Jobs" for mutually beneficial cooperation, conscientious attitude and professionalism, manifestation during work on a special assessment of working conditions at our enterprise.
We express special gratitude to the experts Komarova Maria Vitalievna and Titor Andrey Gennadievich, who were directly involved in the study and analysis of harmful, dangerous factors in the production environment and the labor process for their serious and thoughtful attitude to work.
We highly appreciated joint work with your company
We wish you and your company success and prosperity,
economic and financial well-being.
We express confidence in maintaining the existing friendly
relations and look forward to further
mutually beneficial and fruitful cooperation.
Sincerely,
Director of LLC "Usinskoye DRSU" Slasten I.A.

General Director of SOTARM LLC
A.A. MINAEV

Dear Andrei Anatolyevich!

Non-governmental institution The editorial office of the newspaper of the Parliamentary Assembly of the Union of Belarus and Russia "Union Veche" expresses gratitude to the employees of the company "SOTARM" LLC for the prompt and quality work to conduct a special assessment of working conditions, a high level of experts of the organization.
All work was completed on time. Reporting materials are presented in accordance with the requirements of the Federal Law of October 28, 2013 No. No. 426-FZ "On a special assessment of working conditions".
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.
We hope for long-term fruitful work in the future.

Sincerely,

Chief editor L.P. Rakovskaya

General Director of SOTARM LLC
Minaev A.A.

GRATITUDE

In the course of the Special Assessment of Working Conditions (SUT) in our enterprise LLC "Center" Second birth ", competent work of experts, a high level of specialists were noted. We hope for long-term fruitful work in the future.

General Director Romanyuk E.V.

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

The management of RB Logistics LLC expresses its gratitude to the employees of SOTARM LLC for the prompt and high-quality work on conducting a special assessment of working conditions. I would like to note the competent work and the high level of the organization's experts.

We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.
We hope for long-term fruitful work in the future.

Sincerely,

General Director A.A. Budkin

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

The management of OPTIKOM Region LLC expresses its gratitude to the employees of SOTARM LLC, the head of the laboratory Maksemenyuk E.V. for the prompt and high-quality work on conducting a special assessment of working conditions. A favorable impression was made by the willingness of employees to respond quickly to circumstances.
All work was completed on time, and the necessary materials were submitted in accordance with the requirements of the Federal Law of October 28, 2013 No. 426-FZ “On Special Assessment of Working Conditions”.
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.
We hope for long-term fruitful work in the future.

Best wishes to you and your organization
Art. shift S.N. Sirotkin

General Director of SOTARM LLC
Minaev A.A.

Dear Andrei Anatolyevich!

We thank the staff of SOTARM LLC for the service of conducting a special assessment of working conditions in our organization. It was very pleasant to feel the efficiency and technically competent attitude to work on the part of the employees of your company during the entire period of our cooperation.
I would like to especially note the head of the testing laboratory Elena V. Maksemenyuk and specialist Victoria Biryukova. I thank them for their professionalism and sensitive attitude in resolving all the issues that arose.

We hope for further cooperation with you and your company.

General manager
Mosexpert LLC A.L. Voronin

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

The management of the Central Branch of Metal Profile Company LLC expresses gratitude to the employees of SOTARM LLC for the prompt and high-quality work on conducting a special assessment of working conditions. I would like to note the competent work and the high level of the organization's experts.
All work was completed on time, and the necessary materials were submitted in accordance with the requirements of the Federal Law of October 28, 2013 No. 426-FZ “On Special Assessment of Working Conditions”.
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.

We hope for long-term fruitful work in the future.

Sincerely,

Branch Director L.A. Mikhailov

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

The management of Brunel Rus LLC expresses its gratitude to the employees of SOTARM LLC for the prompt and high-quality work on conducting a special assessment of working conditions. During the execution of the work, the specialists of SOTARM LLC were attentive to all the needs of our company and quickly found the best solutions to the questions that arose. I would like to note the competent work and the high level of the organization's experts, as well as their conscientious attitude to business.
All work was completed on time, and the necessary materials were submitted in accordance with the requirements of the Federal Law of October 28, 2013 No. 426-FZ “On Special Assessment of Working Conditions”.
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.

We hope for long-term fruitful work in the future.

Sincerely,
Brunel Rus LLC General Director Andrea Lukkin

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

The management of Leogon Trading LLC expresses its gratitude to the employees of SOTARM LLC for the timely and high-quality work on conducting a special assessment of the pile conditions. I would like to note the competence and literacy of the experts of the organization.
All work was completed on time, and the materials were submitted in accordance with the requirements of the Federal Law of October 28, 2013 No. 426-FZ "On a special assessment of working conditions."
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.

We look forward to successful fruitful work in the future.

Sincerely,

Director S.V. Lyulikova

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

The management of GE Project LLC expresses gratitude to the employees of SOTARM LLC for the prompt and high-quality work on conducting a special assessment of working conditions. I would like to note the competent work and the high level of the organization's experts.
All work was completed on time, and the necessary materials were submitted in accordance with the requirements of the Federal Law of October 28, 2013 No. 426-FZ “On Special Assessment of Working Conditions”.
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.
We hope for long-term fruitful work in the future.

Sincerely,
Head of GE Project LLC A.A. Zuikin

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

The management of GBPOU MO "Roshal Technical School" expresses gratitude to the employees of the company "SOTARM" LLC for the prompt and high-quality work on conducting a special assessment of working conditions. I would like to note the competent work and the high level of the organization's experts.
All work was completed on time, and the necessary materials were submitted in accordance with the requirements of the Federal Law of October 28, 2013 No. 426-FZ “On Special Assessment of Working Conditions”.
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.
We hope for long-term fruitful work in the future.

Sincerely,

Director of the technical school V.Yu.Kashlev

General Director of SOTARM LLC
A.A. Minaev

Dear Andrey Anatolyevich!

The management of JSC "Economic Department of VDNKh" expresses its gratitude to the employees of the company "SOTARM" LLC for the prompt and high-quality work on conducting a special assessment of working conditions and the high level of the organization's experts.
All works were completed on time, the materials were submitted in accordance with the requirements of the Federal Law of October 28, 2013 No. 426-FZ “On a special assessment of working conditions”.
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.
We look forward to long-term and fruitful work in the future.

Director A.V. Korolev

General Director of SOTARM LLC
Minaev A.A.

Dear Andrey Anatolyevich!

The management of Ramenskaya Teploset JSC expresses gratitude to the employees of SOTARM LLC for the prompt and high-quality work on conducting a special assessment of working conditions. I would like to note the competent work and the high level of the organization's experts.
All work was completed on time, and the necessary materials were submitted in accordance with the requirements of the Federal Law of October 28, 2013 No. 426-FZ “On Special Assessment of Working Conditions”.
We are ready to recommend SOTARM LLC as a reliable and obligatory partner working at a high professional level.
We hope for long-term fruitful work in the future.

Sincerely,
General Director A.M. Sinitsky

General Director of SOTARM LLC
Minaev A.A.

Dear Andrei Anatolyevich!

The management of JSC "OptiCom" expresses its gratitude to the employees of the company "SOTARM" LLC for the prompt and high-quality work on conducting a special assessment of working conditions.
We note that the results of the work of SOTARM LLC on SOUT provided to us meet the high quality standards in this area.
Separately, I would like to thank the head of the laboratory Maksemenyuk E.V. and employees who performed the work under the contract with high quality and on time, promptly and competently resolved all the issues that arose, both at the stage of the SOUT and after its completion, as well as to note their high level of communication culture with customer representatives, sociability and professionalism.
We wish you and your company new achievements and financial prosperity.

Sincerely,
Head of the warehouse complex M.Yu. Chistov

The most important specific area in the work on the prevention of industrial injuries and occupational diseases is certification of workplaces according to working conditions, this Russian version of the classic analysis, assessment and risk management in the workplace.

The Labor Code of the Russian Federation defines certification of workplaces for working conditions as an assessment of working conditions at workplaces in order to identify harmful and (or) dangerous production factors and take measures to bring working conditions in line with state regulatory requirements for labor protection.

Certification of workplaces in terms of working conditions makes it possible to identify and objectively evaluate hazardous and harmful production factors at workplaces.

The certification of workplaces, in turn, subject to the establishment of the procedure and norms for the free issuance of these protective equipment, will allow employers to more fully provide their employees with protective equipment depending on working conditions at each workplace and thereby contribute to a significant improvement in the work of workers.

The procedure for certification of workplaces

In accordance with Article 212 of the Labor Code of the Russian Federation, the employer is obliged to ensure that workplaces are attested in terms of working conditions.
Certification of workplaces in terms of working conditions is carried out in the manner prescribed by federal body executive power, which performs the functions of developing state policy and legal regulation in the field of labor.

Certification of workplaces makes it possible to objectively evaluate each workplace from a number of basic positions:

• on individual factors of the production environment;
• according to the intensity and severity of the labor process;
• on safety of the workplace;
• on the provision of the employee with personal protective equipment.

The actual result of the certification is knowledge of the situation about working conditions and their dangers, the formal result is completed certification cards. It is job attestation cards that become the basis for all subsequent actions, and the entire preventive work on the prevention of industrial injuries and occupational morbidity.

The main options for certification of workplaces for working conditions

According to the first option the entire complex of works is carried out entirely by the institution itself.

The practice of certification of workplaces convincingly shows that only individual institutions with an average number of employees can successfully cope with this work.

According to the second option the entire complex of works is performed completely (“on a turn-key basis”) by a third-party organization (having permission to carry out this type of work.

According to the third, most optimal, option, the entire range of work is carried out mainly by the institution itself jointly and under the methodological guidance of specialists from a third-party specialized organization (which has permission to carry out this type of work, as a rule, to regional labor protection centers). At the same time, a third-party organization provides qualified assistance in the implementation of measurements and training of personnel for carrying out individual elements of attestation of workplaces in the field by the institution.

The main regulatory document for organizing and conducting certification of workplaces in terms of working conditions is " Regulations on the procedure for attestation of workplaces in terms of working conditions "( further Regulation ), approved by the decree of the Ministry of Labor and social development of the Russian Federation dated March 14, 1997 No. 12 (entered into force on July 1, 1997). On September 1, 2008, a new “Procedure for attestation of workplaces in terms of working conditions” comes into effect, approved by order of the Ministry of Health and Social Development of Russia dated August 31, 2007 No. 569.

Certification deadlines:

are established at least once every 5 years from the date of the last measurements;

workplaces are subject to mandatory recertification after the replacement of the equipment used, changes in the technological process, reconstruction of collective protective equipment, etc., as well as at the request of the State Expertise of working conditions of the constituent entities of the Russian Federation in case of violations during the certification of workplaces in terms of working conditions;
the results of recertification are drawn up in the form of an appendix for the relevant positions to the Card for attestation of the workplace in terms of working conditions. It should be remembered that the certification of workplaces for working conditions is a long-term, in fact permanent, work of any institution!

Stages of certification

1. Preparatory stage;
2. The main stage (the actual certification of jobs);
3. Final stage;
4. Evaluation and use of the obtained results;
5. Preparation of the institution for certification of work on labor protection.
Let us now analyze the content of the work at various stages of their implementation.
At the preparatory stage, the following activities are carried out.

1.1. The head of the institution or, on his behalf, one of the employees - the future chairman of the attestation commission forms the composition of the attestation commission.
To certify jobs in small organizations, it is recommended to create an attestation commission consisting of: the head of the institution or his deputy - the chairman of the commission, a labor protection specialist, a mechanic, a specialist personnel service, specialist of the department of labor and wages, power engineer, technologist, chairman of the trade union committee, etc. Each institution independently determines the composition of the certification commission.
In institutions with a larger number, as a rule, a central attestation commission and commissions in subdivisions are created.
The composition of the commissions is approved by the order of the establishment. The option of carrying out certification on divisions is possible.

1.2. It is advisable to start certification of workplaces in terms of working conditions with the training of members of the certification commission, by contacting regional labor protection centers or other training centers, preferably with the labor authorities of the constituent entities of the Russian Federation, having permits for maintaining educational activities and sufficient experience in the procedure for attestation of workplaces for working conditions.
To do this, the chairman of the commission must organize the provision of methodological assistance by inviting the regional center for labor protection and holding two or three day classes (educational seminar) with members of the commissions. To do this, the following sequence of actions is carried out.

1.3. The head of the institution issues an order on certification of workplaces, indicating its terms.

1.4. The certification commission develops a schedule for the establishment and certification of workplaces in terms of working conditions, in which it is necessary to distribute the activities and stages of certification, indicate the timing and responsible executors.
It is advisable to carry out certification of workplaces first in the main divisions, and then in the auxiliary ones. This will avoid measuring repeating factors in the same place for different categories of workers. For example, the results of measurements of factors at the workplace of the main production can be taken as a basis for auxiliary services of the corresponding workplaces (repairmen, managers, etc.) when specifying the time of exposure, and only if necessary, it is possible to additionally measure the missing factors.

1.5. Since all hazardous and harmful production factors (physical, chemical, biological), the severity and intensity of labor at the workplace, the attestation commission forms lists of workplaces subject to certification, indicating harmful factors for instrumental measurements .
To compile a list of jobs subject to certification, it is recommended to use the staffing table, the "All-Russian classifier of professions for workers, positions of employees and tariff categories» OK 016-94.
When compiling the list, the attestation commission proceeds from:
technological process characteristics;
equipment composition;
applied raw materials and materials;
similar data from earlier measurements of the levels of hazardous and harmful production factors, the severity and intensity of the labor process;
employee complaints about working conditions.
In institutions where there are technological regulations, the characteristics of the technological process can be obtained from this document. It also provides detailed data on harmful production factors, the appearance of which is due to the technological process, as well as describes their main sources.
The main factors subject to mandatory assessment are: the intensity of the labor process, the severity of the labor process. It does not require any special Money. This work can and should be performed by specialists of the institution - members of the attestation commissions according to the methods and proposed samples of completed protocols for assessing the severity and intensity of the labor process.
Mandatory measurable factors include microclimate parameters and illumination at workplaces, levels of electromagnetic radiation (at workplaces with computers).
The whole set of harmful and dangerous production factors in the workplace is formed due to the presence of raw materials and materials (or semi-finished products), as well as processed products that have properties harmful to humans, with which the employee comes into contact. To this should be added the harmful factors arising directly from the functioning technological equipment(heating, cooling, noise and vibration from the operation of equipment, ventilation and air purification systems, hand and power tools, etc.).
The compiled list of jobs with indication of harmful factors is approved by the chairman of the attestation commission.

1.6. The certification commission draws up a list of regulatory documents that it will need to assess the injury safety factor, the provision of workers with personal protective equipment.

For the purposes of safety of workplaces, it is recommended to use two types of protocols: one is designed to systematically obtain information about the training of workers in labor protection, as well as to test knowledge of electrical safety, etc., the other is to enter all equipment, tools and devices for all workers places included in the List of jobs. Similar protocols must be filled out on PPE, the severity and intensity of labor, etc.

In order to assess workplaces by the severity and intensity of the labor process, as well as the time of exposure to harmful factors, it is recommended to compile timekeeping of working hours for each workplace (photo of the working day). The protocols of the preliminary survey of workplaces to a large extent streamline the work of direct executors.

In order to simplify the tasks assigned to the direct executors, it is recommended to prepare samples of completed attestation protocols for some similar jobs.

After organizing such work and filling out the protocols of the preliminary examination, photographs of the working day, a list is drawn up legal documents. If it was prepared in advance, then any changes and additions are made to it.

Functions of the attestation commission:

• implementation of methodological guidance and control over the certification of workplaces for working conditions at all its stages in all departments;
• the formation of all the necessary regulatory and reference base for the certification of workplaces and the organization of its study by the participants in the certification process;
• compiling a complete list of workplaces of the institution with the allocation of work similar in nature to the work performed and working conditions;
• identification based on the causes of industrial injuries in the institution of the most traumatic areas, works and equipment;
• compiling a list of hazardous and harmful factors of the working environment, indicators of the severity and intensity of the labor process to be assessed at each workplace, based on the characteristics of the technological process, the composition of the equipment, the raw materials and materials used, the data of previous measurements of indicators of hazardous and harmful production factors, severity and tension of the labor process, complaints of employees about working conditions;
• assignment of codes to industries, workshops, sections, workplaces for carrying out automated processing results of attestation of workplaces in terms of working conditions;
• conducting certification of specific jobs and making decisions on the further use of jobs;
• development of proposals for the improvement and improvement of working conditions;
• preparation of the institution for certification of work on labor protection.

In relatively large institutions, with a staff of 500 or more, as a rule, commissions are created in structural divisions.

If the duties (and responsibilities) of the chairman of the central commission and his deputies include organizing and managing all work on the procedure for attestation of workplaces, including obligations to comply with certification schedules and the quality of certification materials, then the chairmen of commissions in structural divisions are responsible:

• for organizing and performing work on certification of workplaces (collecting initial data, performing instrumental measurements of harmful and dangerous factors, filling out certification cards, etc.);
• for the preparation of a summary sheet in a structural unit, for the development of measures to improve the working conditions of employees, for holding meetings of the attestation commission;
• for the provision of materials for attestation of workplaces to the central attestation commission.

Determination of the actual values ​​of hazardous and harmful production factors in the workplace

When attesting a workplace for working conditions, all hazardous and harmful production factors (physical, chemical, biological), the severity and intensity of labor at the workplace are subject to assessment.

This assessment is carried out according to the hygienic criteria defined in the Guidelines for the Hygienic Assessment of Work Environment and Work Process Factors. Criteria and classification of working conditions ”(Guideline 2.2.2006-05) put into effect on November 1, 2005.
Please note that this Guide has replaced the generally accepted and official (according to Labor Code RF) the terms "working environment", "hazardous production factor", "harmful production factor" by new, and, in our opinion, not entirely successful, terms "working environment", "harmful factor", "harmful factor of the working environment", " dangerous factor of the working environment”, practically without changing their meaning and content of the concept, which can cause certain complexity and confusion in the preparation of official labor protection documents in practice and to which we cannot but draw the attention of our listeners.

When carrying out measurements, it is necessary to use the measuring instruments specified in the regulatory documents. The measuring instruments used must be metrologically certified and verified by state verification bodies within the established time limits.

Instrumental measurements of the levels of production factors are documented in protocols.

The form of protocols is established normative documents, which determine the procedure for measuring the levels of indicators of a particular factor.

The protocols must contain the following data:

• the name and code of the subdivision of the establishment of the workplace;
• date of measurements;
• the name of the third-party organization (or its subdivision) involved in the measurement;
• the name of the measured production factor;
• measuring instrument (name of the device, instrument, date of verification and number of the certificate of verification);
• measurement method with indication of the normative document on the basis of which the measurement is carried out;
• place of measurement, sketch of the room indicating the point of measurement (sampling);
• the actual value of the measured parameter;
• position, surname, initials and signatures of the employee who carried out the measurements and the representative of the administration of the facility where the measurements were taken;
• signature of the responsible person, seal of a third-party organization (or stamp of its division) involved in the measurement.

Similar information is indicated when drawing up protocols for determining the severity and intensity of the labor process. Considering that the assessment of the severity and intensity of the labor process is carried out by the organization independently, the following are methods for assessing the severity and intensity of the labor process, as well as recommendations for measuring and assessing the factors of the production environment using laboratory and instrumental research methods.

Safety assessment of workplaces

The main objects for assessing the safety of workplaces are:

1. production equipment;
2. fixtures and tools;
3. provision of means of training and instruction.

Evaluation of production equipment, fixtures and tools is carried out on the basis of current and applicable regulatory legal acts on labor protection (state and industry standards, labor protection rules, standard instructions on labor protection, etc.).

Methodological basis d for the certification of workplaces by the factor of injury safety are " Guidelines on the assessment of injury safety of workplaces for the purpose of their certification in terms of working conditions. MU OT RM 02-99.

Before assessing the safety of workplaces, the presence, correctness of maintenance and compliance with the requirements of regulatory documents in terms of ensuring labor safety are checked.

Injury safety assessment is carried out by checking the compliance of production equipment, fixtures and tools, as well as training and instruction tools with the requirements of regulatory legal acts. In this case, it is necessary to take into account the availability of safety certificates of the established sample for production equipment.

In cases where production equipment and fixtures at the workplace were manufactured before the regulatory legal acts that apply to them came into force, or when these documents were not developed and approved in the prescribed manner, the injury safety assessment of production equipment and fixtures is carried out for compliance with the requirements set forth in national regulatory legal acts that ensure safe working conditions at workplaces, including:

• availability of means of protecting workers from the impact of moving parts of equipment that are a source of danger;
• fencing of cables and other elements, the damage of which may cause danger;
• availability and compliance with regulatory requirements of signal coloring and safety signs;
• ensuring the functioning of protective equipment during the action of the corresponding dangerous or harmful production factor;
• elimination of hazardous situations in case of complete or partial interruption of power supply and its subsequent restoration, as well as in case of damage to the power supply control circuit;
• protection of electrical equipment, electrical wiring (including grounding) from mechanical influences, rodents and insects, penetration of solvents, making connections of wires and cables in junction boxes, inside the housings of electrical products, devices, machines;
• compliance with the size of passages and passages to regulatory requirements; appropriate location and execution of controls (including emergency stop devices) for Vehicle;
• equipping vehicles with protective equipment and safety signs;
• availability of labor protection instructions and their compliance with regulatory documents;
• availability and compliance with the regulatory requirements of hand tools and fixtures.

The assessment of the safety of the workplace is documented in a protocol.

When choosing the regulatory legal documents that are required to assess injury safety, one should be guided by the Decree of the Government of the Russian Federation of May 23, 2000 No. 399 “On regulatory legal acts containing state regulatory requirements for labor protection”. According to this document, when assessing the safety of equipment, fixtures and tools, it is recommended to use first of all documents located at the top of the table - intersectoral rules on labor protection. If there are no relevant Interindustry Rules for this equipment, then the industry rules on labor protection, etc. are used. In the absence of approved normative legal acts on labor protection of direct action or their insufficient quality, national rules and standards on labor protection should be applied: GOST 12.2.003-91 “Production equipment. General requirements security"; GOST R 12.4.026-2001 “Signal colors, safety signs, signal markings. Purpose and rules of application. Are common technical requirements and characteristics. Test methods"; GOST 12.0.004-90 “Organization of labor safety training. General provisions”, etc. In the injury safety assessment protocol, several NPAs from the list should be used, since often not all features of production equipment can be assessed with one document. A similar situation arises when evaluating devices and tools, means of instruction and training in labor protection.

In the safety protocol, it is not necessary to completely rewrite all sections of the regulatory documents that are used in the assessment, it should only reflect the most important points and inconsistencies in working conditions at a given workplace (according to the safety factor) from the point of view of regulatory documents. The section “Regulatory safety requirements for the workplace” of the protocol for assessing injury safety includes, as noted above, the most important points of the NLA from the point of view of the assessor.

In the "Regulatory Legal Entity Compliance" section, either "Complies" or "Does not comply" is written.

The section "Necessary measures and recommendations" provides possible technical and organizational solutions aimed at correcting the identified inconsistencies. The recommendations and activities in this section should be specific and actionable.
In the approved injury safety assessment protocol, unfortunately, there is no section “Safety requirements for production premises". However, sometimes a situation arises that the equipment complies with the requirements of regulatory documents, but is located in rooms that do not meet the requirements, or the placement of the equipment does not comply with the requirements of regulatory documents. It is necessary to assess the workspace external to the equipment and reflect these conditions in the safety assessment protocols. For example, special requirements for the placement of production equipment; passages between equipment; flooring, wall cladding; number of emergency exits, etc. As a rule, this is reflected in the "Safety requirements for equipment" section.

Such important points as the availability of the necessary instructions, instruction logs, the availability of protocols, certificates for testing knowledge, passports and instructions for operating equipment and other documents necessary in practical, everyday work, the Methodology refers to the preparatory stage when conducting a workplace according to the injury safety factor . However, as the experience of carrying out work on certification shows, the specified information must be entered into the protocols for assessing the safety of the workplace.

Information on the timeliness of training, briefings on labor protection is recommended to be entered in the section "Requirements for the means of instruction and training on labor protection".

Recommendations for assessing the workplace by the safety factor:

1) correctly draw up a list of equipment, fixtures and tools. This task may be assigned to the department of mechanics or technology bureau. It is necessary to coordinate the list of equipment, fixtures and tools assigned to the workplace with the responsible technical services;
2) before filling out the protocol, conduct an analysis of injuries at the enterprise for previous years (at least 5 years);
3) select regulatory documents and draw up a list of requirements for compliance with which the workplace will be assessed according to the injury safety factor. At the same time, it is impossible to use regulatory legal acts that have been canceled (Rules, GOSTs, etc.);
4) to assess the injury safety factor with the definition of the hazard class (optimal, permissible or dangerous);
5) enter the hazard class in line 61 of the workplace attestation card;
6) based on the results of the assessment, develop an action plan to ensure the safety of workplaces.

The final assessment of the working conditions (according to the safety factor) of each workplace should be assigned to one of the following classes:

optimal (class 1) – equipment and tools fully comply with standards and rules (normative legal acts). The required protective equipment and tools are installed and working; means of instruction and training are compiled in accordance with the requirements, the equipment is in good working order;

admissible (class 2) - damaged and faulty protective equipment that does not reduce their protective functions (partial contamination of the signal color, weakening of individual fasteners, etc.);

dangerous (class 3) - damaged, faulty, or there are no means of protection of working bodies and gears provided for by the design of the equipment (guards, interlocks, signaling devices, etc.), the tool is faulty. There are no instructions on labor protection, or the existing instructions are drawn up without taking into account the relevant requirements, the conditions for their revision are violated. There are no means of labor safety training (rules, training and control programs, study guides etc.), or the available funds are of poor quality and the conditions for their revision are violated.

When classifying a workplace according to the safety factor to class 3, the working conditions are dangerous, such a workplace is considered conditionally certified.

The assessment of the availability of PPE for employees is carried out by comparing the actually issued PPE with the Standard Industry Standards for the free issue of special footwear and other personal protective equipment to workers and employees, other regulatory documents (GOST, TU, etc.), as well as taking into account the specifics and types of work performed.

The effectiveness of PPE is assessed:

• availability of certificates of conformity;
• observance of the wearing period;
• correct list of PPE.

The work of a specialist conducting such an assessment includes two stages.

First stage:
determination of the procedure for issuing PPE, the compliance of the set and the degree of provision with them with the requirements of the Model Industry Norms for the free issue of special clothing, special footwear and other personal protective equipment, approved by the Decree of the Ministry of Labor and Social Development.
At this stage, you should check:
availability of internal norms for issuing overalls, special footwear and other personal protective equipment. As a rule, such norms are approved by the heads of the institution and are included in the relevant section. collective agreement;
compliance with internal standards industry standards by the extent to which they cover the employees of the institution, by the list of protective equipment issued and by their number.
the procedure for issuing overalls, special footwear and other personal protective equipment to employees.
visits to workplaces and interviews with employees.

Second stage of assessment:
To start work on this stage, you must prepare and have:
protocols for instrumental measurements of industrial environment factors (microclimate, illumination, noise, vibration, thermal radiation, chemical factors, etc.);
safety assessment protocols;
protocols for assessing the availability of personal protective equipment;
analysis of injuries at the enterprise over the past five years.
A comparison should be made of the compliance of the properties of the actually issued PPE with the conditions of the production environment, data on which are available in the protocols. This concerns, first of all, special protective clothing.
By analyzing the injury safety assessment protocol and directly at the workplace, it should be determined whether it is necessary to use a protective helmet, face shield, goggles, whether they are correctly selected for their protective properties. It should also be determined whether the hand and foot protection provided is capable of protecting the worker from injury.
Special attention it is necessary to pay attention to the assessment of compliance with the conditions of the working environment of the issued personal respiratory protection equipment: whether the brands of gas masks are correctly selected, whether their protective properties are sufficient at the detected concentrations of harmful substances.

The results are drawn up in the form of protocols, where information is entered for each certified workplace. Identified shortcomings are described in the final part of the protocol. It also provides suggestions for improving the provision of workers with personal protective equipment.

Data on the actual provision of the employee with personal protective equipment is entered in line 070 of the workplace attestation card for working conditions.

Assessment of the actual state of working conditions at the workplace consists of an assessment of:

• the degree of exposure to harmful and dangerous production factors;
• the degree of injury safety (i.e. the risk of injury);
• the provision of workers with personal protective equipment, as well as the effectiveness of these funds.

The assessment of the actual state of working conditions in terms of the degree of exposure to harmful and hazardous production factors is carried out in accordance with the hygienic criteria for assessing working conditions based on a comparison of the measurement results of all hazardous and harmful factors of the working environment, the severity and intensity of the labor process with the hygienic standards established for them.
It is advisable to carry out such measurements only after completing the work of the preparatory stage, as well as assessing the injury safety and provision of workers with personal protective equipment, including their effectiveness.

Workplaces must be suitably prepared, i.e. it is recommended to replace burned-out lamps with new ones, wash windows, equipment must work according to technology, raw materials and materials must comply with technology. This will help to avoid repeated measurements and reduce the cost of performing instrumental measurements.

Based on comparisons of the obtained results with regulatory requirements, a class of working conditions is determined, both for each factor separately, and for their combination and combination, as well as for the workplace as a whole.

According to the protocols for assessing the safety of a workplace in accordance with the classification of working conditions for safety, a hazard class is separately established or a conclusion is given on the full compliance of the workplace with safety requirements.

The results of the assessment of the actual state of working conditions at the workplace are entered in the Workplace Certification Card for working conditions, in which the certification commission of the institution gives an opinion on the results of certification.

If there are no hazardous and harmful production factors at the workplace or if their actual values ​​correspond to optimal or permissible values, as well as when the requirements for injury prevention and provision of workers with personal protective equipment are met, it is considered that working conditions at the workplace meet hygiene requirements and safety requirements. In this case, the workplace is recognized as certified.

In cases where the actual values ​​of hazardous and harmful production factors exceed the existing standards or requirements for injury prevention and provision of workers with personal protective equipment and do not comply with existing standards, working conditions at such a workplace are classified as harmful and (or) dangerous.

When classifying working conditions as class 3 (harmful), the workplace is recognized as conditionally certified with an indication of the corresponding class and degree of harmfulness (3.1, 3.2, 3.3, 3.4) and making proposals to bring it into line with regulatory legal acts on labor protection in the Action Plan for improvement and improvement of working conditions in the institution.

After the modernization of the conditionally certified workplace, it is necessary to carry out instrumental measurements of the levels of production factors that previously exceeded the maximum permissible level.

When classifying working conditions as class 4 (dangerous), the workplace is recognized not certified and subject to immediate re-equipment or liquidation.

Certification Card

The certification card of (his) workplaces (a) in terms of working conditions (hereinafter referred to as the Card) is a document containing information about the actual working conditions at the workplace, applicable benefits, compensations, additional payments to employees and their compliance current legislation, norms for the issuance of overalls and protective equipment, as well as recommendations for improving working conditions at a given workplace or a group of similar workplaces and, if necessary, proposals for the abolition of benefits and compensations or the introduction of new ones.

The card is intended for:

• a comprehensive assessment of the existing conditions and content of labor at the workplace or a group of similar (typical) workplaces;
  injury safety assessments;
• identification of workplaces that do not comply with the norms, rules and standards of labor safety;
• substantiation of benefits and compensations for unfavorable working conditions (surcharges to tariff rates, additional leave, abbreviated work week, pensions on preferential terms);
• development of measures aimed at improving working conditions and maintaining the health of workers;
• familiarization of employees upon hiring with working conditions, their impact on health and the necessary personal protective equipment.

On the final stage final documents are formed

At the same time fill in:
List of workplaces (RM) and the results of their certification in terms of working conditions in the subdivision, which includes information about certified workplaces and working conditions at them, the number of workers employed in these conditions, and their provision with personal protective equipment;
A summary sheet of jobs (RM) and the results of their certification in terms of working conditions in the institution, which indicates the number of jobs by structural divisions and the institution as a whole, the number of jobs at which certification was carried out with their distribution by class of working conditions, the number of employees, employed at the workplaces where certification was carried out, information on the provision of workers with personal protective equipment.
The results of the work of the attestation commission of the institution are drawn up by the protocol of attestation of workplaces in terms of working conditions.

The protocol must be accompanied by:
Job attestation cards for working conditions;
Statements of workplaces (RM) and the results of their certification in terms of working conditions in departments;
Summary sheet of jobs (RM) and the results of their attestation on working conditions in the institution;
Action plan to improve and improve working conditions in the institution.

Implementation of the results of certification of workplaces in terms of working conditions

Implementation of the results of certification of workplaces is to develop an action plan to improve and improve working conditions in the institution.

Based on the results of the certification of workplaces in terms of working conditions, the certification commission, taking into account the proposals received from the structural divisions of the institution, individual workers, develops an Action Plan to improve and improve working conditions in the institution.

The Plan specifies the deadlines for the implementation of activities and responsible executors. The plan should include bringing all workplaces in line with regulatory requirements for labor protection.

The plan is signed by the chairman of the attestation commission, and after agreement with the joint committee (commission) on labor protection, trade unions, approved by the head of the institution.

The results of certification of workplaces in terms of working conditions are brought to the attention of the employees of the institution.

Workplace attestation documents for working conditions are materials of strict accountability and are subject to storage for 45 years.

Procedure for developing and approving instructions

Recall that the head of the institution (department) is responsible for the timeliness and correctness of work with instructions [on labor protection].

The first head of the institution organizes the timely development, approval and availability of labor protection instructions for all types of work performed in his institution or in an independent structural unit such as a branch.

If there are deputies, he entrusts them with this work. The latter exercise control over the timely development, approval and availability of instructions for all types of work performed in subordinate units.

If the institution has a labor protection service or at least an labor protection engineer, then they are directly involved in the preparation and approval of instructions. If an institution has a labor protection management system that provides for and regulates the duties of all managers to ensure labor safety, then it also regulates the work on writing and approving instructions. If the institution is small, then this work will have to be done by the head himself or contact specialists. The development of instructions for employees is carried out on the basis of orders and orders of the head of the educational institution.

The main link for working with instructions is the middle manager - the level of the head of the shop, the head of the department. He knows the specifics of his production better than others and is responsible under the law for this work.

He directly
firstly, together with the labor protection service and the department of labor and wages (OTiZ), develops a list of necessary instructions for labor protection,
secondly, he personally develops or entrusts his deputy or other competent employee with such development;
thirdly, it exercises control over the timely approval and availability of labor protection instructions for all types of work performed in the workshop or department under his supervision.

The list is developed on the basis of the approved at the enterprise staffing in accordance with the "Unified Tariff and Qualification Directory of Works and Professions of Workers" and " Qualification guide positions of managers, specialists and other employees. The list is approved by the head of the institution and sent to all structural units(services, departments, etc.).

Persons appointed by the order of the head of an independent unit (subject teachers, etc.) are directly involved in the development of labor protection instructions.

 

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