How to identify similar jobs when conducting a special assessment of working conditions? SRG in the media.

• administrative suspension of production activities for up to 90 days;

• imprisonment for up to 5 years.

Why do you need a SOUT card

A workplace assessment sheet is required for:

• employees, because this document sets out all the harmful and dangerous production factors that may affect their health;

• the employer, because he needs to understand what measures to take to ensure legislation in the field of labor protection;

• supervisory authorities, because they supervise the observance of the rights of workers and the obligations of employers.

A sample of filling out a card for a special assessment of working conditions

You must specify:

• name of the structural unit and position;

• the number of employees and their SNILS;

• equipment used;

• classification of harmful and dangerous factors;

• individual protection means;

• recommendations based on the results of the activities.

The filling is step-by-step, a sample filling is given below.

As a methodological document that will facilitate filling out the card, it is necessary to use the Instruction (Appendix No. 4 to the Order of the Ministry of Labor of January 24, 2014 No. 33n).

Step 1. Filling in the header

We indicate the full name of the employer, the address of the location, the name of the head, email and other information according to the names of the cells.

Step. 2. We assign a number and enter information about the number of employees and the work they perform

The number is assigned serial, the position and name of the structural unit are indicated in accordance with the staffing table, the number and numbers of similar jobs are indicated if they are available (if they are absent, you do not need to write anything, if there are such places, information about them can be taken from Section II of the Report on SOUT results).

The issue of ETKS, EKS is the details of the unified tariff and qualification directories on the basis of which the staffing table was compiled, we simply indicate their details.

The number of employees is entered into the table after the fact, including for similar jobs.

Step 3. We enter the SNILS of workers

Step 4. Fill in the field about the equipment used

If this is a milling machine, then we write that it is a milling machine, the model is such, the number is such and such (as in the documents for its operation). Used raw materials - metal, coolant.

Step 5. Fill in information about harmful and dangerous factors

In general, the Report on the results of the SATS is filled in by an expert of the organization that directly conducted it. But if you were lucky enough to fill out the Report on your own, then all the necessary information about harmful and dangerous factors must be taken from the conclusion on their measurements, which should have been prepared by the relevant laboratory. You don’t need to take anything out of your head in this section, everything is only from documents.

Step 6. Fill in information about guarantees and compensations

This section indicates the guarantees and compensations that are provided for by labor protection legislation. If something is required for a certain position, reduced working hours, milk for harmfulness, etc., all this is indicated in this section with an indication of the normative document.

Here we enter the information that the SOUT commission recommends in order to minimize harmful and dangerous production factors on the employee's body. Full list measures to improve working conditions are contained in Section VI of the Report.

Step 8. We sign with the members of the SOUT commission

All committee members must sign the card.

Step 9. Introducing employees

All employees who are employed at this workplace, even if they come once a day to perform a one-time operation (make a copy on a photocopier, for example), must be familiarized with the results of the SOUT for this workplace.

An example of filling out a card for a special assessment of working conditions

Familiarization with the cards of a special assessment of working conditions, as well as the inclusion of SNILS workers in this document, must be considered separately, because it is these sections that cause the largest number questions when filling out.

Entering SNILS into the SOUT card

According to Appendix No. 4 to the Order of the Ministry of Labor of January 24, 2014 No. 33n (Instructions for filling out the report form based on the results of the SAUT), line 021 of the card indicates information about the SNILS of employees. And nothing more is explained in the Instructions regarding the inclusion of SNILS in SOUT cards.

So, the standard form provides for 4 lines under the SNILS of workers. But in reality, workers in this workplace can work much more. Besides, some people come and others go. And how to fill out the form, it is not written anywhere. Therefore, enter the SNILS of all employees who are employed at this place. If there are not enough lines, make an addition (similar to holidays in T-2 personal cards), and that's it.

Familiarization with the SOUT map

Familiarization of employees with maps of a special assessment of working conditions is carried out upon completion of all measurements and studies. All employees employed at this place must be familiarized against signature, if there is not enough space, just make an additional sheet.

Where is the SOUT card stored?

The place or structural subdivision where documents are stored based on the results of a special assessment, the employer determines independently by its regulatory act. If the organization has a separate position or service for labor protection, then these documents will be stored there. If there is no corresponding specialist in the organization, then the SOUT cards will be stored either in personnel or in the accounting department (according to the principle - whoever directly organized it keeps it).

01-09-2016

The Special Evaluation of Working Conditions (SAUT), which replaced the attestation of workplaces in 2014, radically changed the approach to assessing working conditions at workplaces and to assigning guarantees and compensations based on its results.

To date, the practice of active use of SOUT in all cities of Russia is more than two years. During this time, an extensive practical base has been accumulated in the legal sphere with the issuance of numerous court decisions on various issues. But, in spite of this, cases of gross violation of the law during the conduct of the SOUT are still very common. Errors are made both through the fault of the organization conducting the SATS, and as a result of oversights by the employer and the commission for the SATS. And, as a rule, most of all inconsistencies happen at the beginning of the process - in preparation for the SOUT.

Counting the number of jobs

According to Art. 209 of the Labor Code of the Russian Federation, the workplace is given the following definition - this is the place where the employee must be or where he must arrive to perform his duties, and which is directly or indirectly controlled by the employer. It follows from this that for a correct calculation it is necessary to understand how many employees are simultaneously involved in one workplace.

Let's look at a few examples:

1. In an organization where there is no shift and rotational work, 5 accountants work simultaneously. In this case, during the SOUT procedure, 5 jobs for the position of "Accountant" should be indicated;

2. In the “day after three” mode, 4 watchmen work, that is, workers replace each other and, in fact, only one is present at the workplace. For this case, when conducting SOUT, it is allowed to reflect one workplace for 4 people;

3. In one workshop, 6 turners work on 3 machines in 2 shifts. At the same time, during the working process, each worker alternately works on each of the 3 machines.

Following the condition of simultaneous presence at the workplace, 3 workplaces are approved for verification. However, in case of compliance with the established criteria, which we indicate below, it will be possible to recognize these jobs.
similar, which will significantly reduce costs.

Sometimes, members of the SUT committee may equate the number of employees with the number of pieces of equipment. This technique simplifies the design of the list of jobs, but it does not always turn out to be true, for example, in cases where:

Note that such rules also apply to non-stationary jobs that have identical names: when compiling a list, you cannot automatically count several such places as one workplace.

Compliance with job titles

In order to avoid such errors, it is necessary to follow the strict correspondence in the job titles, which are indicated in the materials of the SOUT, staffing and employment contracts.

Production restructuring

There is a more aggravated version of this problem, when changes in the organization are so frequent that during the period of the SOUT the staffing table undergoes many adjustments. In this case, the members of the commission for the implementation of the SUT and the engineers for labor protection should inform the management of the organization about the consequences of such reforms and the financial costs arising from them.
In accordance with Federal Law 136, which entered into force on 05/01/2016, if the workplace was renamed without entailing fundamental changes, SOUT can not be carried out again, and the commission issues an order and decides not to conduct an unscheduled SOUT.

Signs of the similarity of jobs

The features that similar jobs must comply with are set out in Art. 9 FZ No. 426-FZ:

Summing up all of the above, we outline a few rules that will help to compile a correct list of jobs subject to SOUT:

Since September 1, 2011, employers cannot carry out certification of workplaces on their own, but only by an independent certification organization (Order of the Ministry of Health and Social Development of Russia No. 342n dated April 26, 2011). This innovation has made life easier for many personnel officers. After all, a situation was previously common when a manager assigned a rather large amount of work on attestation of workplaces to one or two employees, as a rule, from the labor protection service or the personnel department in addition to other duties.

The complexity of this procedure requires appropriate qualifications, which not everyone has. As a result, errors and the need to redo the work were inevitable.

Today, according to the new rules, the attestation commission must necessarily include the following persons:

• representatives of the employer (heads of structural divisions, lawyers, personnel officers, accountants, chief specialists, medical workers and other employees). Some of them will lead the certification commission;
• labor protection specialist;
• a representative of a trade union organization or other representative body of employees;
• representatives of the accrediting organization. They also assess the compliance of working conditions with state regulatory requirements for labor protection (clauses 14, 20 and 29 of the Order).

If your organization is a micro or small business, the fee may be reduced to:

• employer (his representative);
• representatives of the certifying organization;
• representatives of a trade union organization or other representative body of employees (if any);
• representatives of an organization or a private specialist engaged by the employer under a civil law contract to perform the functions of a labor protection service (labor protection specialist).

According to Labor Code Russian Federation, certification of workplaces is mandatory for any employer, regardless of the size and scope of his business (hazardous production or "ordinary office").

Errors when determining the list of jobs

However, the role of the personnel officer in the performance appraisal is still very important. It is he who determines the number of jobs subject to it. And this is where problems often arise. It happens that certification is unreasonably carried out at all workplaces available at the enterprise, starting with the watchman and ending CEO. Meanwhile, there is such a thing as similar jobs. Jobs are recognized as similar if:

• professions or positions have one name;
• while maintaining the same technological process in the same mode of work, the same professional duties are performed;
• the same type of production equipment, tools, fixtures, materials and raw materials are used;
• work is carried out in one or more similar premises or outdoors;
• the same type of ventilation, air conditioning, heating and lighting systems are used;
• production equipment, vehicles, etc. are located in the workplace in the same way;
• there is the same set of harmful and (or) hazardous production factors of the same class and degree;
• there is the same provision of personal protective equipment.

By the way, at the stage of forming the list, the personnel officer determines only the alleged similar jobs. If, according to the results of the measurements, at least one workplace does not fall under the signs of similarity, then 100% of these workplaces are subject to evaluation. Then compiled new list places to be certified.

The assessment of production factors at similar workplaces is carried out on the basis of data obtained during the certification of 20% of workplaces (but not less than two). Further, for all similar workplaces, one workplace attestation card for working conditions is filled out. Accordingly, working conditions and measures to improve them, established for at least one workplace out of 20% of similar ones, are the same for all similar ones.

The most common mistakes when compiling a list of jobs in an organization:

• equating the number of jobs to the number of professions (positions) of employees according to the staffing table;
• determination of the number of jobs without taking into account the professions and positions of employees;
• inconsistency of the names of professions (positions) with the staff list;
• equating the number of jobs to the payroll number of employees of the organization;
• confusion between the concepts of "workplace" and "work area".

A little advice: if at the time of compiling the list some employees are absent (for example, the previous one has quit, the new one has not yet been hired), then it is better to reserve their positions in the list for the future.

Also, the personnel officer should not forget that after the certification, it is necessary to familiarize the employees with its results. Then within 10 calendar days from the date of issuance of the order and the approval of the report on the completion of certification, the employer must send to the state labor inspectorate of his region or territory (clause 45 of the Procedure) in paper form and on electronic media:

• a summary sheet of the results of attestation of workplaces in terms of working conditions;
• information about the certifying organization.

Has there been a certification of workplaces in terms of working conditions at your enterprise over the past 5 years? This question is asked by site visitors. federal service on labor and employment www.rostrud.ru. At the beginning of September 2012, the survey results were as follows: only 27% of respondents answered “yes”; 32% stated that they “hear for the first time about the need for certification of the workplace”; 37% noted: “It has not been carried out, but I know that it should be carried out”; 4% wrote: “Yes, it was carried out, but my workplace is not certified.”

And finally, a recommendation. At any enterprise, there should be at least an order for certification and a list of jobs - this will allow you to show that certification in your organization has begun when inspected by supervisory and regulatory authorities. If there are even incompletely executed documents for attestation of workplaces, the sanctions can be much milder than if they are completely absent.

Despite the financial and time costs of conducting workplace certification, one day its presence can “save” your employer. For example, from criminal liability in the investigation of accidents at work. Or from administrative responsibility during inspections by the State Labor Inspectorate, Rospotrebnadzor, Rostekhnadzor and the Prosecutor's Office. In addition, an organization in which certification of workplaces has been carried out gets the opportunity to reduce insurance premiums to the FSS by up to 40% of the insurance rate.

The time has come to carry out SOUT. You have issued an order to form an expert commission, now the most important thing is to find out which jobs in organizations are subject to a special assessment of working conditions, and form a list of them in accordance with applicable law. We will tell you how to do it right.

From this article you will learn:

Which jobs are subject to a special assessment of working conditions in 2018

First of all, it is important to study in detail, since it is precisely in it that it is said what to be guided by when making a decision on adding jobs (RM) to the list for passing the SOUT - their specifics. We are talking about certain categories of jobs with specific working environment conditions. But at the same time, it is important to take into account the principle of similarity of RM (we will consider it below).

All of the above does not mean that only for "specific" RM. They just require a special approach. In fact, Federal Law No. 426 establishes jobs that are subject to a special assessment of working conditions - almost all of them apply. Even the seats of ordinary office workers. An exception is made only for homeworkers, teleworkers and workers who have formalized labor Relations with individuals who are not individual entrepreneurs.

By inheritance from certification, the modern process of special assessment has inherited the term “non-stationary workplace”, that is, the RM of an employee who is on the road on duty. As you might guess, we mean drivers, merchandisers, various agents and other professionals who do not have a clearly defined work area and who move around different objects during their working day.

This kind of RM is necessarily included in the list of jobs subject to a special assessment of working conditions. Due to the fact that the list of PM should reflect the existing production factors and the time of their impact on the employee, in the case of traveling specialists, the period of influence of the factors will have to be calculated based on how long the employee maintains the equipment and stays in various work areas.

Workplaces with individual characteristics subject to SOUT

In order to identify jobs that are subject to a special assessment of working conditions and have their own individual characteristics, we will need . This document contains a list of them. AT latest edition The list of decisions looks like this:

• fishing vessels;
• civil air transport;
• workplaces of those ambulance workers who operate outside their medical facility;
• intensive care units, operating rooms and resuscitation rooms;
• medical rooms with X-ray, fluorography and other devices that may pose a health hazard ( full list such equipment - in);
• places of work for athletes;
• concert venues, stages, studios and other RMs of people of creative professions;
• places for underground work;
• passenger transport.

List of jobs subject to special assessment of working conditions (sample)

Having gained an idea of ​​which jobs should go through the SOUT procedure, you can proceed to the most important thing - preparing a list of them for a special assessment. Part 5 of Article 9 of Federal Law No. 426 clearly states that this is the direct responsibility of the employer. The task of preparing the list is assigned to your enterprise.

Prior to the introduction of the special assessment procedure, jobs were examined during certification, and the Ministry of Health and Social Development managed to prepare a specialized form for this event, on the basis of which they prepared a list of RM for verification. In the case of the SUT, no form has been approved yet, so your commission will have to draw up a list of jobs subject to a special assessment of working conditions in an arbitrary form, for example, in the form of a standard text document or table.

Certain difficulties for the commission may arise when it comes to job titles. Before the introduction of SOUT, all names must necessarily correspond. Now the problem is that this document, which was adopted back in 1994, does not contain the names of "supervisor", "HR manager", "copywriter" and many other modern professions.

Of course, when conducting a SOUT, one can be guided not only by the Classifier, but also by the names of professions from staffing your organization. But in no case should you forget about the Classifier. When determining jobs that are subject to a special assessment of working conditions, you should always check with the Classifier in order to avoid an error that could lead to depriving an employee of benefits for working in unhealthy conditions.

There is no such profession as an electrician. The Classifier has an “electrician for the repair and maintenance of electrical equipment”, and the name of the workplace of your electrician in the list of jobs for SOUT should be exactly that.

List template

Each organization can approve its own form of the list by internal order and order. The main thing is that it contains the following information:

• the name of the structural unit;
• official job title;
• state size;
• the number of RM for conducting the SAUT;
• summary data for each section.

For your convenience, we provide a form for filling out a list indicating which jobs are subject to a special assessment of working conditions.

Similar jobs

A special assessment of working conditions in relation to similar jobs is carried out in the prescribed manner. In order to correctly compile a list of RM for SOUT, the members of the commission will need to take into account the principle of similarity, reflected in the Federal Law No. 426.

What does it mean? If the WP of one type of activity is located in the same type of production areas, equipped with the same equipment and ventilation, heating and lighting systems, etc., then they are usually recorded in similar ones. SOUT carried out at one such place is counted for all similar ones. However, if for at least one of the factors of similarity , then all RMs in the organization will undergo a special assessment.

The subtleties of conducting a special assessment of working conditions in relation to similar jobs do not end there. According to the legislation, the number of these RMs in one organization is limited. When calculating them, the formula will come in handy: 20% of similar from total number, but not less than 2 for the entire organization.

Attention

In the list of jobs for a special assessment, similar ones should be recorded in a special way. Each RM has its own unique number, and the numbers of similar places should be supplemented with the letter "A". For example, RMs of this type will appear in the list as "8A", "9A", "118A" and so on.

Which employees are not subject to a special assessment of working conditions

Finding out which jobs are subject to SUT, you can immediately exclude three categories of workers.

A special assessment of working conditions is not carried out in relation to the so-called homeworkers, remote workers and workers who have formalized labor relations with individuals who are not individual entrepreneurs.

It seems that everything is simple, but you should carefully consider the documentation of labor relations with such employees. For example, if a person works from home, however labor contract with him was drawn up without taking into account working conditions (on a general basis), then his workplace cannot be excluded from the list for conducting the SOUT.

It is necessary to conclude a special employment contract with homeworkers, which will take into account the obligations of the employer to provide equipment and tools, conditions for working at home, the terms and forms of remuneration, the employee's obligations to complete his work on time.

03.10.2017 9:46:00

Conducting a special assessment of working conditions (SUT) begins with the preparation of a list of jobs to be assessed. This allows the employer to know the preliminary cost of the procedure. But due to the incorrect definition of similar jobs, price calculations often turn out to be erroneous.

Federal Law No. 426-FZ defines the signs of similarity, according to which workplaces are considered similar: those located in one or several monotype premises (work areas); equipped with monotype engineering systems (lighting, heating, ventilation); occupied by employees of the same profession, performing the same job duties in the same working mode using the same devices and tools, raw materials and materials, provided with the same PPE. For example, the jobs of an accountant and a chief accountant will not be considered similar. Because, despite the fact that they work in a single workspace, their positions are called differently.

The desire of employers to attribute as many jobs as possible to similar ones is explained by the desire to minimize the time and financial resources for conducting the SATS. After all, only 20% of the total number of similar jobs (but not less than two) are necessarily evaluated, for which a general SOUT card is issued and a single list of actions to improve working conditions is prepared. For example, a call center staff includes five operators who perform the same job duties in the same room. Of course, these are similar jobs. Since 20% of the total number is estimated, one workplace is subject to SOUT. But no, the law obliges to evaluate at least two jobs.

Therefore, two jobs for the position of “operator” are required to be included in the list for the SOUT. If the enterprise has two similar engineer's workplaces, they are both subject to a special assessment, which is required to ensure that the most objective results are obtained during instrumental measurements. Detection of discrepancies even in one indicator will result in the evaluation of all jobs. The size of the employee's rate does not affect the workplace with the SAUT, which is equal to one with employment at 0.5 and 0.3 rates, two jobs - with employment at 2.15 rates.

WHY NOT ALL JOBS WITH THE SAME EQUIPMENT ARE CONSIDERED SIMILAR?

Equally equipped workplaces do not always mean the same production processes. For example, an economist, an accountant and a personnel officer work in the same room. All of them are provided with the same computers, but their places cannot be similar, since all positions are different. In addition, the equipment must completely match in terms of such parameters as brand, model and even year of manufacture. The company employs five drivers. One of them is assigned to a 2011 Peugeot car, the second one is a 2008 Kia, and the other three are 2012 Škoda cars. Employers consider such jobs similar and make a mistake. Only three jobs occupied by Škoda drivers will be similar. Two other drivers work on cars different brands with different release dates. To successfully classify jobs, you should also prepare in advance information about the category of vehicle and the type of fuel used.

WHEN WILL JOBS FOR THE SAME POSITIONS NOT BE RECOGNIZED AS SIMILAR?

Some jobs occupied by employees with the same positions cannot be considered similar. AT staffing may include five managers who perform completely different functions. Therefore, when counting similar places in the SOUT, it is necessary to clarify the units headed by these managers. Their workplace may be a public relations, sales or marketing department, each of which must be evaluated separately.

Shift work is another aspect that complicates the counting of similar jobs in the course of the SAMS. 14 operators of the enterprise are involved in a two-shift mode on the juice bottling line. The employer has added three jobs to the list of SOUT. But 7 operators work in one shift, therefore, in accordance with the signs of analogy, two workplaces are subject to assessment if the operators of the second shift work at the same workplaces and perform monotypic functions on the same equipment. To correctly identify similar places, you should use the support of an expert organization that will conduct a special assessment. It will help to create a list taking into account all the nuances and distinguishing features similar jobs.

ANSWERS ON QUESTIONS

HOW TO EXPLAIN THE CHANGE IN THE CLASS OF WORKING CONDITIONS TO THE STAFF?

In the organization of the education system, SOUT was carried out. Hazard class 3.1 was removed from the workplace of the cleaner, which resulted in dissatisfaction with the staff. How to argue the legitimacy of changing the class of working conditions from 3.1 to 2 for personnel? Changes in working conditions of employees must be introduced against signature. The legality of actions can be confirmed by familiarizing the personnel with the relevant regulatory documents. The improvement in working conditions, witnessed by the SOUT, gives the employer the right to cancel compensation previously assigned to cleaners.

ARE ADDITIONAL INSURANCE CONTRIBUTIONS MADE IF HARMFUL WORKING CONDITIONS HAVE BEEN ESTABLISHED BY A SPECIAL EVALUATION?

After the SOUT was carried out, a hazard class of 3.1 was established at workplaces for many positions (economist, personnel officer, etc.). Is there a need to make additional contributions to the Pension Fund of the Russian Federation or can we limit ourselves to eliminating lighting violations? Jobs with a class of working conditions 3.1, according to Federal Law No. 212-FZ, require payment of additional insurance premiums of 2%. After elimination of violations, an extraordinary SOUT is carried out. If improvements are confirmed based on its results, additional insurance premiums may be cancelled.

HOW TO DEFINE THE IMPACT OF HUMIDITY AND MOLD ON STAFF HEALTH?

The museum of the enterprise, dedicated to mining, geology and speleology, is located underground in the worked-out workings of an operating mine, the microclimate of which is characterized by natural high humidity and mold. Conducting SOUT applies to the workplaces of the guide and accompanying person, but there is no moisture and mold in the special classifier. Is it possible and justified to assess the harmfulness of these factors outside the framework of the SOUT? To determine the level of moisture and the nature of mold, you can use the services of an independent expert organization with its own accredited research laboratory. When confirming the real negative impact these factors on the health of staff, the employer will have to organize medical examinations, as well as providing staff with overalls and PPE.

Similar jobs include jobs located in one or more monotype premises, where workers with the same positions and functions work. Mandatory special assessment covers 20% of similar jobs, but not less than two. Similar workplaces are equipped with the same equipment, up to the brand and year of manufacture. With a shift work schedule, it is permissible to conduct a special assessment of only employees of one shift.

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