How to familiarize a new employee with the working conditions at his workplace

Sout sample familiarization sheet

> > Card form for special assessment of working conditions of workers (full name of the employer) (address of the employer's location, last name, first name, patronymic of the manager, email address) Employer's INN Code of the employer according to OKPO Code of the government body according to OKOGU Code of the type of economic activity according to OKVED Code territory according to OKATO MAP No.________ special assessment of working conditions ______________________________________________________________________________ (name of the profession (position) of the employee) Name of the structural unit ______________________________ Number and numbers of similar jobs __________________________ Line 010. Issue of ETKS, EKS _____________________________________________ (issue, section, date of approval) Line 020. Number workers: in the workplace in all similar workplaces, of which: women, persons under the age of 18, disabled people allowed to perform work at this workplace Line 021.

SNILS of employees: Line 022.  list of workplaces where the assessment was carried out, indicating the harmful and dangerous production factors that were identified at these workplaces;  cards of special assessment of working conditions, containing information about the established class and subclass of working conditions at specific workplaces;  protocols for conducting research and measuring identified harmful and (or) hazardous production factors;  protocols for assessing the effectiveness of personal protective equipment;

Sout sample familiarization sheet

» Insurance law Please note This is, to some extent, a violation of the requirement that changes to the SOUT map be prohibited, but it is unlikely to entail any penalties from supervisory authorities.

2. You can familiarize the employee with the results of the conducted SOUT on the Familiarization Sheet, and not on the card itself. In this case, in order to avoid claims from supervisory authorities, such a sheet must be made an integral part of the corresponding Card.

To do this, you should: This method is especially relevant for SOUT Maps of similar workplaces. Details in the materials of the Personnel System: 1. Magazine: Occupational Safety and Health in Questions and Answers, No.

Special assessment of working conditions Is it possible to put several signatures on the SOUT card? The employee at whose workplace a special assessment was carried out resigned (optionally, went on maternity leave) and another employee was taken (transferred) in his place.

Is any document needed to familiarize him? In this case, the SNILS of the employee actually employed at this workplace at the time of identification (measurements (research) of production factors) is entered into the Card.

Therefore, in practice, in such a situation, the special assessment card for working conditions should be left unchanged and the newly hired employee should be familiarized with it and signed.

This conclusion follows from the provisions of Article 17 of the Law of December 28, 2013 No. 426-FZ. At the same time, the newly hired employee is fully subject to the results of a special assessment of his workplace, carried out before his hiring.

Ways to get acquainted

If the organization has local regulations, then each employee must be familiarized with them upon signature.

This can be done in one of the following ways:

Sign the document itself. To do this, on the last sheet of the document you need to provide a special table in which the employee, after the familiarization procedure, will enter personal data about himself. Such familiarization marks, as a rule, inspire the greatest confidence among inspection and control authorities, since this does not allow the administration to replace the document or unilaterally make any changes to it.
Separate employee familiarization sheet. It can either be created for each existing normative act, or it can be maintained as a general one, in which marks will be placed on all documents at once. One of the most important components of this sheet is the column with the date of review. Thanks to it, it will be possible to correlate the fact of familiarity with the document and its revision number. In practice, the employee’s signature must be taken whenever changes are made to the LNA.
Journal of familiarization with local acts. Its sheets must be numbered and stitched, entries must be made on each line without skipping blank ones. For each fact of familiarization, a separate record (line) must be compiled.
Include a clause in the employment contract stating that the employee has read all the documents at the time of hiring. This method can be used if the company does not maintain survey logs or questionnaires. When signing an agreement, the employee signs not only in the column indicating receipt of his copy, but also in a special column indicating familiarization with the documents. Judicial practice confirms this method of familiarization as legitimate.

We invite you to familiarize yourself with a sample memorandum for increasing staff

How to familiarize employees with the results of a special assessment?

Answer to the question: This issue is not fully regulated by law.

On the one hand, it is prohibited to make changes to the current SOUT Maps.

Neither “On a special assessment of working conditions” nor “On approval of the Methodology for conducting a special assessment of working conditions, the Classifier of harmful and (or) hazardous production factors, the report form for a special assessment of working conditions and instructions for filling it out” provide for changes to the report about the results of SOUT (incl.

hours in cards) after its approval.

On the other hand, the employer must familiarize the new employee with the results of the SOUT.

To fulfill this obligation, he can do several things.

1. In the SOUT Card at the end of line 050 there is the line “I have become familiar with the results of the special assessment of working conditions.” It is in it, opposite his last name entered in the SOUT card, that the employee can sign. Typically, the card has several lines for entering the names of employees. Please note This is to some extent a violation of the requirement that changes to the SOUT map be prohibited, but it is unlikely to entail any penalties from supervisory authorities.

To do this, you should: This method is especially relevant for SOUT Maps of similar workplaces.

How to familiarize a new employee with the SOUT card?

Answer to the question: No, this should not be done. The logs of introductory briefing and workplace briefing record the facts of conducting the appropriate type of briefing, testing knowledge and labor protection rules, and obtaining permission for the employee to work independently. It is the workplace, and not a specific employee, that is subject to SOUT. There is line 021 in the SOUT card.

SNILS of employees. At the end of the card there is a line: I have read the results of the assessment of working conditions, and the employee’s last name is written, where he must sign.

The employer is obliged to familiarize the employee with the SOUT card against signature within 30 calendar days from the date of approval of the report on the implementation of the SOUT. In the special assessment card of working conditions, in line 021, only the SNILS number is entered, if available (provided by the employer/employee).

If a new employee is hired at a workplace where a special assessment of working conditions was previously carried out, then the SNILS included in the Special Assessment Card of Working Conditions can be changed only in the event of a regular or unscheduled special assessment of working conditions. At the same time, the SNILS number of the employee actually employed at this workplace at the time of identification (measurements (research) of production factors) is entered into the Card.

At the same time, the card for a special assessment of working conditions ceases to be valid and the organization must conduct an unscheduled special assessment only in cases specified by law.

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For example, if the employer took measures to improve working conditions or began to use other personal protective equipment.

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Information from the Ministry of Labor of Russia “Standard questions and answers (explanation of the Ministry of Labor of Russia on the most frequently encountered questions about the special assessment of working conditions)”16.

How much information should be contained about employees’ SNILS? Is it enough just N or to indicate your full name? workers. Who makes changes to page 021 in connection with the dismissal or hiring of an employee? How to register these changes? Is it possible for an expert to leave page 021 blank when drawing up a Card, so that the employer can then fill in this data?

Answer: In the special assessment card of working conditions, only the SNILS number is entered in line 021, if available (provided by the employer/employee). If a new employee is hired at a workplace where a special assessment of working conditions was previously carried out, then the SNILS included in the Special Assessment Card of Working Conditions can be changed only in the event of a regular or unscheduled special assessment of working conditions.

Order to familiarize yourself with the report on the sout against signature, sample

> > But if in your organization it is customary to print the word in capital letters on a new line without a space (as shown here), then this option is also acceptable.

Directive part The text of orders for the main activity includes a list of prescribed actions.

What is important here is specificity and the possibility of subsequent control of execution. It is convenient to divide actions in the administrative part into points (but this is not necessary).

Both structural units and specific people can act as executors of instructions. If necessary, deadlines are determined. No deadlines are established for instructions of a regular or normative nature. In the last paragraph, you can indicate who is responsible for monitoring the execution of the order (but this is also not necessary).

When it is intended to put into effect an order on the main activity not from the moment of its publication, then the date of its introduction must be indicated.

The text of the order does not need to include a phrase like “Order to bring to …”.

The executor, simultaneously with the draft order, prepares a free-form mailing list (i.e. it can be changed as desired), where he lists the necessary structural units or specific persons who need to be informed. After all, the order is not issued in order to keep it secretly in a safe.

There are “special people” in the office management service, whose responsibilities include further work with the organization’s orders after they are signed. You can do everything less formally.

Sout sample review sheet

 a list of measures to improve the working conditions and safety of workers at whose workplaces the assessment was carried out;  expert opinion from an organization conducting a special assessment of working conditions.

For workplaces where harmful or dangerous production factors have not been identified, the report contains only the following information:  information about the organization that conducted the special assessment, with copies of documents confirming its compliance with the established requirements;  a list of workplaces where the assessment was carried out, indicating the harmful and dangerous production factors that were identified at these workplaces;  expert opinion from an organization conducting a special assessment of working conditions. The assessment report is signed by all members of the commission and approved by the chairman. SOUT at workplaces with geographically varying work areas.

SOUTH at workplaces with geographically varying work areas is carried out by:

preliminary determination of typical technological operations with the presence of the same harmful or dangerous production factors;
subsequent assessment of the impact on workers of these factors when performing such work or operations.

The execution time of each technological operation is determined by an expert from the organization conducting the SOUT.

To do this, he uses local regulations, interviews employees and their immediate supervisors, and measures the timing of operations.

Question:

What happens if you don’t sign to read the order?

It is impossible to force an employee to sign and carry out an order from a manager.

However, upon refusal to sign the order, the employer’s representative has the right to draw up a special act, and for refusal to carry out the order, the employer has the right to subject the employee to disciplinary action or even dismiss him.

Of course, such measures are possible only on the condition that the order fully complies with all norms of the legislation of the Russian Federation, and the subordinate has not provided any compelling and valid reasons for such behavior.

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The card is issued to specific employees, and it indicates the numbers of certificates of registration in the compulsory pension insurance system.

This method of familiarizing yourself with the results of the special assessment is only suitable for employees who were working at the enterprise at the time of the special assessment. Making changes to already completed cards is prohibited by the provisions of Order No. 33n of the Ministry of Labor. Therefore, for employees who start working at the enterprise later, a sheet of special assessment of working conditions is usually used.

To confirm the relationship between the map and the sheet of acquaintance with the results of the SOUT, the latter should be issued as an appendix to the map. To do this, you need to staple the documents together.

On the acquaintance sheet of the SOUT, it is necessary to make the inscription “Appendix to the SOUT card No.___”. This documentation must be completed when hiring an employee. At the same time, we inform you that the Ministry of Labor of Russia is currently developing a draft order providing for changes to the report form for a special assessment of working conditions and instructions for filling it out, approved by order of the Ministry of Labor and Social Protection of the Russian Federation dated January 24, 2014.

after its approval. On the other hand, the employer is obliged to familiarize all (including new) employees with the results of the SAW at their workplaces. Familiarization of the employee with the results of the conducted SOUT can be documented on the Familiarization Sheet, and not on the card itself. In this case, in order to avoid claims from supervisory authorities, such a sheet must be made an integral part of the corresponding Card.

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Contents First of all, it is worth noting the fact of what an employment contract is and what regulatory documents govern the procedure for filling it out.

Article 67 of the Labor Code of the Russian Federation. Form of an employment contract The concept of “working conditions” has constantly been subject to various adjustments, and its history has been going on for several centuries, starting from the general exploitation of the labor force of citizens and ending with the reasonable regulation of work processes, based largely on the testimony of medical, as well as a number of other specialists . The final embodiment of this concept was recorded in the current national legislation.

In accordance with the standards specified in Articles 56 and 57 of the Labor Code, an employment contract cannot be executed if the working conditions are not specified in the document. This item must be present in the specified document along with the rest of the basic information, including the employee’s salary, his full name and other information.

Article 56 of the Labor Code of the Russian Federation. The concept of an employment contract.

Parties to the employment contract Article 57 of the Labor Code of the Russian Federation.

Contents of the employment contract Article 56 states that the employer must provide its employees with the working conditions that are provided for by current legislation. At the same time, Article 57 includes a paragraph that specifies the mandatory identification of characteristics of working conditions in the process of filling out an employment contract, as well as the need to clarify the full

Familiarization sheet with local regulations: how to compose correctly,

/ / , 2, In order to adapt existing laws, enterprises must develop local regulations that take into account the characteristics of the activities of each organization.

When starting a new job, employees must familiarize themselves with all internal regulations in force at the enterprise. There are several ways to reflect this fact. The most popular is the sheet of familiarization with local regulations.

Table of contents

The current rules establish the obligation of company management at the legislative level to familiarize its employees with the provisions of local documents. This is primarily due to the fact that local acts of the company regulate the relationships between the parties to labor relations, establish rules and procedures that employees and the administration itself must comply with.

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That is, those working in the company must know both their rights and responsibilities. Only after this can you demand something from them. For example, it is possible to bring an employee to disciplinary liability for violating labor discipline if he knew the labor regulations in force in the company. Moreover, the familiarization must be documented.

Attention! It is necessary to familiarize both all current employees of the company and newly hired employees with the accepted ones. There are several options for carrying out this procedure.

How to design a sheet

The document is usually drawn up in a single copy , on an A4 sheet or on company letterhead. It can be created either by hand or in printed form. The main thing is the presence of authentic autographs of employees.

There is no strict need to certify the form using a seal, because from 2021, legal entities have the right not to use stamps when endorsing documents (unless this norm is enshrined in the internal local acts of the company).

After creation, the sheet must be endorsed in the internal documents journal.

Card of special assessment of working conditions of the workplace

March 25, 2021 at 11:21 am The SOUT map is a component (Section III) of the final report based on the results of the special assessment. It is a mandatory document that an employer must have for every workplace.

Ensures the employee’s right to information about working conditions and contains a list of measures aimed at improving the labor protection conditions of workers.

Related articles Table of Contents If you find an error in the text, please let us know by highlighting it and pressing Ctrl+Enter. Failure to take labor safety measures may result in the following for the employer:

a fine of up to 200,000 rubles;
administrative suspension of production activities for up to 90 days;
imprisonment for up to 5 years.

A workplace special assessment sheet is required for:

regulatory authorities, because they supervise compliance with the rights of workers and the obligations of employers.
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;

It is necessary to indicate:

individual protection means;
number of employees and their SNILS;
equipment used;
name of the structural unit and position;
classification of harmful and dangerous factors;
recommendations

Dismissal before completion of special assessment

Mikhail Kharitonov

, occupational safety specialist

What entry needs to be made on the special assessment card if the employee quits before it is completed and the report is approved?

Answered by Yulia Seliverstova

, expert of the Electronic System “Occupational Safety and Health”

If an employee quits before the completion of the special assessment and approval of the report, make a note about this on the card in the line “I have read the results of the special assessment of working conditions.”

For example, this: “Stepanova O.E.

regulatory authorities, because they supervise compliance with the rights of workers and the obligations of employers.

Familiarization sheet with local regulations - sample

Collective agreement and local acts Expand the list of categories Subscribe to a special free weekly newsletter to keep abreast of all changes in accounting: Join us on social media.

networks: VAT, insurance premiums, simplified tax system 6%, simplified tax system 15%, UTII, personal income tax, penalties We send letters with the main discussions of the week > > February 26, 2021 Documents and forms will help you: this source will help you draw it up correctly, taking into account all the legal nuances.

Let's consider what features this document has in terms of structuring and filling. In accordance with the provisions of Art. 22 and 68 of the Labor Code of the Russian Federation, employer firms are required to familiarize employees, both those already hired and those applying for work, with local regulations (hereinafter referred to as LNA), which apply to labor relations involving these employees.

Such acts may be, for example, a provision on trade secrets, internal regulations, or a collective agreement.

In addition to the legal obligation of the employer to familiarize employees with the relevant LNA, the company may also have objective reasons to do this. For example, if she does not familiarize the employee with the same labor rules, she will not have the right to hold the employee accountable for the consequences of violating them.

The legislator does not regulate how an employee should familiarize himself with local documentation.

Results

The employing company is obliged to familiarize employees with local regulations due to legal requirements. The LNA familiarization sheet is one of the most convenient tools for an organization to fulfill the requirements of Art. 22 and 68 Labor Code of the Russian Federation.

You can familiarize yourself with the specifics of a number of common labor regulations, the provisions of which employers must familiarize employees with, in the articles:

“Internal labor regulations - sample 2020”;
“Regulations on incentive payments with performance criteria.”

You can find more complete information on the topic in ConsultantPlus. Free trial access to the system for 2 days.

Download the familiarization sheet for the South map

Hello, in this article we will try to answer the question "".

You can also consult with lawyers online for free directly on the website. If the “harmful” “3rd” class of working conditions with any degree of harmfulness (3.1, 3.2, 3.3, 3.4) remains, the preferential pension period will continue to accrue.

When creating a commission, it must be taken into account that the total number of its members must be odd. The employer can approve the schedule for conducting a special assessment by an appendix to the order on the creation of a commission on special assessments or by a separate local regulation (at its discretion).

If an employee refuses to sign an additional agreement to the employment contract, for example, due to disagreement with the results of a special assessment, it should be kept in mind that he can contact the state labor inspectorate for a state examination of its results. Record the employee’s refusal to sign the additional agreement, regardless of the reason for such refusal (for example, draw up a report about this).

At the same time, until the conclusion of the state examination, according to the results of which the results of the special assessment can be confirmed or refuted, the results of the special assessment will apply to the employee.

Contents: Here the negative phenomena of production are listed in accordance with the form of the SOUT card established by Order No. 33n, and classes are assigned based on the assessment carried out by specialist experts.

The form of the checklist for monitoring SOUT is approved by Appendix No. 21 of Rostrud Order No. 655 dated November 10, 2021

“On approval of checklists (checklists) for the implementation of federal state supervision over compliance with labor legislation and other regulatory legal acts containing labor law norms”

Function and role of the order

An order is an order from a manager, which is issued in writing and contains information about a particular decision made.

Orders may relate to any legal aspects of the relationship between an employer and a subordinate:

on appointment to a position;
on conducting employee certification;
about transfer to another job;
about vacation;
on wage indexation;
about assignment of responsibilities, etc.

Orders are always issued on behalf of the director of the enterprise, are legitimate only within the company, have a long period of validity and, if necessary, can be subject to changes.

Orders should in no way violate either the civil or labor rights of workers, who, in turn, must familiarize themselves with them.