Salaries by grade per year. The tariff rate is...

The tariff schedule is table with the ratio of ranks and wage rates. This system is used in commercial, government and budget organizations. With its help, rates and salaries are differentiated using tariff coefficients.

Definition, meaning, varieties

The tariff schedule is based on a comparison of the complexity of the work goals of different categories and groups of employees, their responsibilities, education and other circumstances. Together, these circumstances fully ensure the ability to evaluate the performance of personnel and determine the reality of using common positions for differentiating payment for their activities.

Thus, it is clear that the tariff schedule clearly shows how workers' salaries depend on their ranks. It can be stretched and compressed during the adjustment process. This pricing table is:

1. Uniform, with the same inter-salary difference between the coefficients.
2. Increasing or progressive, at which the inter-bit difference uniformly increases.
3. Fading or regressive when the difference decreases.
4. Rising-decaying, in which the difference first increases and then decreases.

The tariff coefficient consists of motivational And reproducing elements. It indicates how many times the basic salary for a specific qualification is higher than the first-class salary.

A salary tariff table with the smallest number of categories and a small range of coefficients is not able to objectively assess the contribution and potential of personnel.

Because of this she has a negative effect to stimulate activity and poorly provides employees with normal relationships within the team. That's why it's like that it is important to be able to competently and correctly draw up tariff schedules for the formation of labor wages.

A normal tariff schedule should consist of a sufficient number of qualification groups with a range no less than 1 in 10. Acceptable ranges are considered 1:15 and above with the number of digits approaching 20.

Classification of ordinary workers and management employees

In institutions with a tariff schedule for employees, they use official salaries. To differentiate them, there are the following qualifications of workers, which are described in more detail in the unified tariff and qualification reference book (UTKS):

• specialist (initial stage);
• specialist of the third category;
• specialist of the second category;
• specialist of the first category;
• Leading Specialist.

Young specialists after university without experience or workers with secondary specialized education and experience belong to the initial stage of qualification. Workers with a certain amount of experience and performing moderately complex activities have the second or third category. The first category is assigned to specialists with five years of experience who perform the most complex work.

The tariff and qualification directory covers the characteristics of the main types of activities, their complexity and compliance with tariff categories, as well as standards and examples of certain works.

The directory contains sections describing areas of specific work. The characteristics of the activities are divided into a work characteristic and a section called “must know”.

Administrative and managerial level comprises:

• heads of institutions;
• heads of departments and services;
• deputies of the above;
• specialists performing economic and engineering work;
• specialists in reforestation, fish farming, zootechnical, and agricultural industries;
• specialists in art and culture, science, public education, medical care;
• specialists in international relations;
• legal specialists;
• technical contractors performing control and accounting;
• technical contractors for the preparation and execution of documents;
• maintenance technicians.

But there is also a newer edition of the classification of management employees, which divides them into managers, foremen, supervisors, chief specialists and, in fact, the head of the organization himself.

The category of technical performers now includes statisticians, stenographers and secretaries, collectors, freight forwarders, typists, cashiers, draftsmen, accountants, clerks, agents, bookkeepers, timekeepers, clerks, copyists and duty officers.

Each position contains the following qualification characteristics, How:

• official obligations, which lists the main job functions;
• must know– the requirements for special knowledge, regulations and standards are disclosed here;
• qualification requirements, which includes requirements for work experience and professional training.

More comprehensive information on management positions can be found in Unified Qualification Directory (USD).

Algorithm for assigning a new rank

The procedure for increasing rank in organizations next:

1. The employee, after permission from management, draws up a statement and justifies his decision. After which a visa is affixed to this document by the council of the production team.
2. Next, a commission of highly qualified workers, foremen, specialists, administrative and trade union representatives of the enterprise is assembled.
3. The knowledge of an employee wishing to receive a promotion is monitored, based on a tariff and qualification reference book.
4. Based on the results of the inspection, the rank is increased and this is confirmed by an order and protocol. It is also necessary to make a corresponding entry in the employee’s work book.

How to calculate

Employees' labor is priced according to an already drawn up tariff schedule. So, they take the salary of the first category, which should be equal to or greater than the minimum wage, and multiply it by the coefficient of the required category.

Regional coefficients should also be taken into account, which vary depending on the location of the enterprise on the geographical map. Thus, in European Russia this regional indicator is 1, in the Urals - from 1.15 to 1.4, in the Far East - 1.4-1.6, in the North - 1.6-1.8, and in the Far North – 1.8-2.

Advantages and disadvantages

The tariff payroll system motivates employees to constantly improve their skills, takes into account the responsibility and complexity of their activities, supplies any enterprise with personnel and encourages them to professional growth.

But the tariff system also has minuses, which include poor assessment of the quality of activities and focus on decent working conditions. In practice, these shortcomings are eliminated by developing and implementing additional payments and allowances.

Use in organizations in 2018

According to the norms of the Labor Code of the Russian Federation, the head of the enterprise sets out the tariff schedule for calculating the salaries of his subordinates. All positions in the organization have their own ranks, starting with the least qualified, first. For the following categories, tariff coefficients are established in order to finally form the tariff schedule itself.

Managers can use templates from industry agreements to create pricing tables. These documents were compiled by specialized management associations and agreed upon by the relevant trade unions. The minimum wage for 2018 is 9489 rubles. The salary of a first-class worker should be the same.

Current coefficients for employee categories for 2018:

Features for budgetary organizations, Ministry of Internal Affairs, individual entrepreneurs, etc.

Budgetary institutions use the following methods to calculate salaries for their employees: unified tariff schedule (UTS). This bit scale consists of 18 qualifications. Eight of them relate to the pricing of ordinary workers, the next four – to the assessment of highly qualified ones. The composition of managers, specialists and employees is charged from 2 to 18 categories.

The rate and salary in the public sector are now set by the head of the organization, taking into account the complexity of the activity performed and the qualification level of the employee. And the salaries of ordinary workers are interconnected with the earnings of management. In this case, the wage fund is distributed correctly among all employees.

The wages of public sector employees should consist of salary, length of service, rank or classification bonuses, bonuses and compensation. The tariff schedule is fixed by the collective agreement, regulations on wages and bonuses and other agreements. Employees of an organization can easily find out everything about their salary from these documents and the staffing table.

IP compiles a salary table for his employees himself. He does not have to strictly adhere to established standards from the state and can assign as many categories as he needs. At the same time, the working specifics of the company are realistically assessed and justified requirements are put forward for the activities of employees.

When developing the current tariff system, the head of the company will have to not only draw up a tariff schedule, but also fix the tariff rules. It is important that employee salaries are not less than the current minimum wage.

When charging, there should be no discrimination towards subordinates. The head of the company has the right to set salaries for his employees at his own discretion. Employees engaged in similar activities must be accrued the same coefficient.

The tariff schedule is being developed in the following way:

• first, all positions and specialties are determined by department of the company;
• then the functions are divided into categories;
• establish qualification coefficients;
• consolidate the resulting system with local regulations.

The company's earnings are justified by indicating bonuses and salary amounts in the staffing table.

To pay employees Ministry of Internal Affairs a single tariff scale approved by government agencies is also applied, but each rank is also paid its own compensations and allowances in a certain percentage. In addition, municipal authorities intend to annually raise salaries for categories of such employees by a specific percentage. At the moment it is 4%.

With a salary scale, the evaluation criteria for work become transparent, and salaries increase as both position and qualifications increase. If the administrator correctly creates favorable conditions in his enterprise, then it will constantly achieve all its goals and plans.

The differences between the tariff schedule and the grading system are presented in this seminar.

1. Unified tariff schedule for remuneration of public sector workers

The Unified Tariff Schedule (hereinafter referred to as the UTS) has been in effect in Russia in different versions since 1992. Even before, in Soviet times, the level of wages largely depended on similar principles. The tariff schedule divides all public sector workers into 18 categories. This system was convenient during times of high inflation in the country, as it made it possible to quickly index the salaries of all public sector employees. But the UTS also has negative sides - it is a very rigid structure, and if an increase occurs, then it is for everyone at the same time, regardless of the situation in each individual industry. Consequently, each indexation required serious budget expenditures. But most importantly, the ETS did not take into account the specifics of professions, equating the work of a school teacher with the work of a doctor at a district clinic or a circus performer. It is difficult to undertake an assessment of the complexity and usefulness of a particular profession, but one should adhere to an individual approach to the remuneration of public sector workers. There is an opinion about the obsolescence of the UTS, about the need to tariff salaries of public sector employees based on the objective realities of today.
Formally, since 2005, the constituent entities of the Russian Federation were invited to develop their own systems. However, it was not possible to get rid of the single grid: in fact, most regions, without bothering to develop differentiated payment schemes, continued to focus on the UTS and the salaries of regional public sector employees. The unified tariff schedule, which operated in a uniform manner throughout the country, did not take into account the peculiarities associated with the functioning of a particular industry.
_________________________
Egorsheva N., Rossiyskaya Gazeta. October 4, 2007.
According to Appendix No. 1 to Decree of the Government of the Russian Federation of October 14, 1992 No. 785 (repealed - Decree of the Government of the Russian Federation of February 27, 1995 No. 189), the size of the tariff rate (salary) of the first category is established by the Government of the Russian Federation. Rates (salaries) for employees of other categories of the Unified Tariff Schedule are established by multiplying the tariff rate (salary) of the first category by the corresponding tariff coefficient.
Workers' professions are charged in accordance with the Unified Tariff and Qualification Directory of Work and Professions of Workers from 1st to 8th categories of the Unified Tariff Schedule. Highly qualified workers engaged in important and responsible work and in particularly important and especially responsible work can be set tariff rates and salaries based on 9 - 12 categories of the Unified Tariff Schedule according to lists approved by ministries and departments of the Russian Federation and the Ministry of Labor of the Russian Federation.
The official salaries of deputies are set 10 to 20 percent below the salary of the corresponding manager.

Unified tariff schedule:

for general industry positions of employees
(Appendix 2 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):

Wage categories of the unified wage scale
for the main positions of employees of public sector sectors
(Appendix 3 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):

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on remuneration of employees of federal government institutions.

Inter-category coefficients are coefficients by which the rate of category 1 of the tariff schedule is multiplied to determine the rate of the corresponding category.

Tariff schedule by category for 2017-2018

For example, the 15th category rate is 6982.8 rubles. (RUB 2,300 h 3,036).

Tariff rates (salaries) for employees from categories 2 to 18 of the Unified Tariff Service for remuneration of employees of federal government institutions are determined by multiplying the tariff rate (salary) of category 1 by the corresponding inter-category tariff coefficient.

The tariff rate (salary) of a deputy manager is set one or two grades lower than the tariff rate (salary) of the corresponding manager.

In the period from September 1, 2007 to December 31, 2008, new remuneration systems will be introduced for employees of federal budgetary institutions and civilian personnel of military units, whose remuneration is carried out on the basis of the unified technical system, in accordance with Decree of the Government of the Russian Federation dated September 22, 2007 No. 605 “ On the introduction of new remuneration systems for employees of federal budgetary institutions and civilian personnel of military units, whose remuneration is carried out on the basis of the Unified tariff schedule for remuneration of employees of federal government institutions.”

In preparation for the introduction of new remuneration systems in order to create motivation to improve the quality and productivity of work, from September 1, 2007, all categories of employees of federal budgetary institutions and civilian personnel of military units were assigned incentive bonuses in the amount of 15% to the tariff rates (salaries) determined in accordance with the Decree of the Government of the Russian Federation dated April 29, 2006 No. 256 (Order of the Ministry of Health and Social Development of Russia dated October 19, 2007 No. 660 “On approval of the clarification on the increase from September 1, 2007 in wages for employees of federal budget institutions in which new wage systems have not been introduced”) .

download Selecting a tariff scale (this is a set of categories and its range). We determine the range of the discharge, what type of discharge will be, what the tariff coefficients will be.
For workers, a 6 or 8-bit tariff scale is most often used.

At one time, they used a tariff scale (18-bit) for budget organizations, recommended for other industries. It has its pros and cons.

What is the difference between a 6- and 8-bit grid and an 18-bit grid?
We are trying to introduce into the 18-bit grid all types of work for the enterprise, for the organization, including work of a physical, mental nature, and management.
In this case, trying to fit everything into one grid is not entirely correct.
Most often, where tariff schedules are used, the tariff schedules of workers (6-8 categories) are taken as a basis; for specialists and employees, their own tariff schedule, their own grade classes are developed (they can be called classes, whatever you like; for example, a first-class engineer; this can called a category; there is no difference, it is still an attempt to divide all workers according to a certain criterion, first of all, the characteristic is the complexity of the work performed by the employee, and the complexity of the work lies in determining the tariff schedule.
Industry tariff schedule, taking into account the specifics of the industry. It is most often developed by an industry tariff agreement. In this case, almost all enterprises in the industry use this particular mesh.
Regional tariff schedule: if we take the subsistence minimum as the 1st category rate, then we must take the subsistence minimum for the region.
Since the cost of living changes, the price level can also be different, in this case it turns out that the regional grid is a reflection of the specifics of the region. It is not a fact that it is used, it can be used.
The factory, company, tariff schedule is what is reflected in the collective agreement of the enterprise, where it is first of all fixed. Why can an enterprise have its own tariff schedule? It may have its own specifics. The differentiation of the complexity of work can be different. Multi-product enterprise. Specifics must be reflected.
Then the specifics of developing your own tariff schedule arise.
For some reason, enterprises prefer the grading system.
Tariffing of works. Before a tariff scale is introduced, the work at a given enterprise is rated. That is, we must describe all types of work carried out at a given enterprise and evaluate them according to the complexity of the work, taking some work as a standard. For a unit vector, and from it, charge the work.
To rate the work, you should use the analytical method for assessing the complexity of the work, which is based on assessing the complexity according to a certain set of factors using a point system, etc.
We arrange the works, analyze them, and rank them from the least simple. First, the work is charged, then only workers and employees.
We are building a table. Some work is taken on a unit vector.

Justification of the principle of increasing tariff coefficients absolutely and relatively:

1. equal (uniform): 1, 1.05, 1, 1.1, 1.15, 1.2; 1.0, 1.05, 1.15, 1.45
2. progressive-regressive (related to social protection); The tariff rate of the first category is so small that it is difficult to find a worker for the 1st and 2nd category. Examples: 1.0; 1.05; 1.1; 1.45; 1.9; 2.7. As the discharge increases, its growth rate increases. And vice versa: 1.0; 1.5; 1.9; 2.2.

The factory wage scale is developed primarily for workers, then for managers, specialists and employees.

Selecting forms of remuneration

The use of piecework and time-based forms of remuneration depends on production conditions, the quality of labor standards, and the possibilities for growth in production volumes (sales, services).

Two forms of remuneration. The choice of the form itself depends on production conditions, the quality of labor regulation, and the possibility of increasing production volume. In modern conditions, the use of only one form of remuneration is limited.
Typically, both forms of remuneration are used.
Net:

Average tariff rate: 135 rubles.
Average rank of workers: P(workers) = SUM(number of workers of this rank * rank number) / SUM(number)
Average category of work: P (work) = SUM (labor intensity of work * category number) / SUM (total complexity)
Average category of work: P (work) = Smaller and Larger Between Which There Is a Tariff Rate (m) + (Tariff Rate (average) - Tariff Rate (small)) / (Tariff Rate (large) - Tariff Rate (small))
Average category of work: P (work) = Smaller and Larger Between Which There Is a Tariff Rate (b) + (Tariff Rate (large) - Tariff Rate (average)) / (Tariff Rate (large) - Tariff Rate (small))
Work = 3 + (135-130)/(140-130)
You can also use odds, since knowing the bets, we can use the odds.
Average Tariff Rate = SUM(Tariff Rates * Number or Labor Intensity) / SUM(Number or Labor Intensity)

1. K(s) = SUM(K*Number)/SUM(Number)
2. K(c) = SUM(K*Labor Intensity)/SUM(Labor Intensity)
3. K(c) = K(m) + (K(b)- K(m))/(P(s)- P(m))
4. K(c) = K(b) + (K(b)- K(m))/(P(b)- P(s))

Tariff system of remuneration

Labor rationing is the establishment of scientifically based labor costs and its results: standards of time, number, controllability of service, output, standardized tasks.
The tariff system is a set of various regulatory materials with the help of which the enterprise establishes the level of salary of employees depending on their qualifications...
The main elements of the tariff system include:

1. tariff schedules,
2. tariff rates,
3. tariff and qualification reference books,
4. official salaries,
5. tariff directories for employee positions,

Tariff rate is the absolute amount of wages expressed in monetary terms per unit of working time.

Based on the tariff schedule and the tariff rate of the first category, the tariff rates of each subsequent category are calculated. According to…

Daily and monthly rates are calculated:

[hourly rate] * [number of hours in a work shift - daily] * [average monthly number of hours worked per month - monthly]

Tariff and qualification reference books are normative documents with the help of...
Simple remuneration systems form the employee’s earnings depending on one indicator of recording labor results: working time (time-based remuneration systems) or the quantity of manufactured products (piece-rate remuneration systems).
A simple time-based system forms the employee’s earnings according to his tariff rate and the actual time worked. Accordingly, tariff rates are applied: hourly, daily and monthly. When applying hourly and daily tariff rates, the amount of an employee’s earnings is determined by the formula: Z(p) = C(t) * T(f).
What happens? For example, the number of hours an employee owes: 180 hours, for example. Hourly tariff rate = 20 rub. at one o'clock. The employee worked 150, respectively, we 150 * 20. Why are the salaries different?
This month: 20 working days, in another month: 22 working days. We will deliver the report: 20 tr. A specialist employee worked 15 days in the first month, and 20 in the second.
Employee's monthly wage rate:

Z(p) = (C(t) * T(f)) / T(rp)

We require: time sheets, tariff rates.
The size of the employee’s hourly tariff rate (the employee has a monthly salary of 10 thousand rubles)

Annual working time fund for 2006 with a 40-hour work week (1980 hours).

Average monthly number of working hours of an employee: 1980: 12 months. = 165 hours

Hourly wage rate for an employee: 10 thousand rubles. : 165 hours = 60,606 rubles.

During the month the employee actually worked 180 hours:
The salary according to the tariff was:

60606 rub. * 180 hours = 10,909.08 rubles.

Time-based bonus system:

Wages accrued for the time actually worked (month, quarter), supplemented by a percentage bonus (monthly or quarterly bonus)

(Tariff rate established for the employee; Timesheet for the use of working time; Regulations on remuneration (On bonuses))
Example 2: The terms of the collective agreement provide for the payment of a monthly bonus in the amount of 25% of the employee’s salary, subject to the organization’s fulfillment of the monthly production plan. The employee's salary is 10 thousand rubles. The employee worked all days as scheduled in the billing month.

Accrued to the employee:

Salary - 10 thousand rubles.

Prize - 10,000 rubles. * 25% = 2,500 rub.

Monthly salary amount: 10,000 + 2,500 = 12,500 rubles.
In the billing months, the employee worked 15 working days out of 20.
Accrual:

Salary - 10,000 rubles. : 20 days * 15 days = 7500.

Premium 7500 * 25% = 1,875 rubles.

Monthly salary amount: 7500 + 1875 = 9375.

The employee was required to work on weekends twice. Overtime work with time-based wages, their payment is prescribed in the collective agreement, although the Labor Code says that it must be calculated at an increased rate. Most often used: the first two hours at 1.5 rates; subsequent hours: double. The employee was accrued:

Salary: 10000: 20 days * 15 days = 7500

Payment for work on weekends: 10000: 20 days * 2 days * 2 = 2000

Bonus: (7500 + 2000) * 25% = 2375 rub.

Total amount: 7500 + 2000 + 2375 = 11875.
Simple piecework wages are structured in such a way that a worker’s earnings depend on the piecework rate, which is the amount of payment per unit of manufactured products (work performed), and on the number of products produced (work performed).
The amount of earnings is determined by the formula: З(сд) = R * q.
The piecework form of salary is characterized by a variety of methods for calculating piecework prices and methods for establishing...
In practice, the following piecework wage systems can be used:

1. Individual:
   1. Simple piecework
   2. Piece-progressive
   3. Piecework regressive
   4. Piece-bonus
   5. Indirect piecework
2. Collective (brigade)
   1. Chord
   2. Using the Labor Participation Rate.

The individual direct piece-rate wage system is characterized by the fact that a worker’s earnings are determined based on the results of his personal labor.

Unified tariff schedule

This is expressed in the number of products (parts) manufactured by the worker or the number of operations performed by him for a certain period. In this case, a direct, immediate connection is established between the costs and results of the worker’s labor and his earnings.

R = Average Tariff Rate / Output Norm or R = Average Tariff Rate * Time Norm
Change in price (DeltaR) in %% when changing the production rate (y):

DeltaR = (100 * y) / (100 + y) OR DeltaR(1) = (100 * y(1)) / (100 – y(1))

The direct individual piecework system is very simple and understandable for the worker and eliminates - with high quality rationing - equalization in pay.
Any remuneration system must be clear.
It is advisable where production conditions make it possible and justified...
Organization of individual piecework wages in conditions of multi-machine service: if a piecework worker works according to time standards on several machines, but within the limits of the service standard established for him, then piecework rates are determined by the formula:

R = (Average Tariff Rate / Number of Machines) * N(time)

If a piece worker works according to production standards on machines with different productivity or different types of work within the established service standard, then piece rates are determined for each machine separately:

R(i) = C(tr) / (n * N(exp; i))

R(k) = SUM from 1 to N(C(t; i) * (1 / (Crew production rate))

R(indirect) = C(int.) / NormVyotka(main)

If an employee performs different types of work:

ZP progressive = R(n(1)Ky(1) + … + n(L)Ky(L))

3Pregressive = R * (n(1) / K(1) + … + n(L) / K(L))
Progressive and regressive scales can be used: if we use a piece-rate bonus with a progressive bonus scale. What is meant? Either in the collective agreement or in the bonus provision: if the enterprise has fulfilled the monthly plan, then the employees are awarded a 25% bonus from the salary. If the team exceeded... If the team fulfilled the plan, then for fulfilling the plan he receives 25%, for each percentage of exceeding the plan - 5% of the salary. If the % of overfulfillment exceeds 10%¸ then an additional 3%.
qplan + exceeding the plan by 15% (15% q)
Salary = Salary + 25% of Salary + 5% * Salary_for_10% + 3% for 5%.
Collective forms of remuneration:

The lump sum form of remuneration assumes that payment is made for the entire volume of work at predetermined rates, taking into account the maximum period for completing the work. When using the lump-sum form of remuneration (with lump-sum contracting), the entire scope of work is determined, the deadline for completion and the amount of wages are established. There is no operating fee.

To increase interest in completing a chord task on time or even ahead of schedule, an additional bonus can be established.
The chord earnings, calculated based on the assessment of the chord task, are distributed on the conditions determined by the team:

1. in proportion to the time worked;
2. in accordance with the labor participation rate;
3. in proportion to the qualifications of workers, depending on the complexity of the work performed;
4. in other ways provided for in the collective agreement, regulations on remuneration, etc., or in the contract for the performance of work concluded with the employee.

We finished on slide 25.
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How the state is falling apart

Unified Transport System (UTS)- a technologically and economically balanced set of modes of transport performing non-urban transportation. The UTS includes rail, sea, river, road, air and pipeline transport. Various types of urban and industrial transport interact with the UTS. The development of modes of transport as components of the UTS allows for the fullest use of the technical and economic features of each of them and thereby provides the most effective solution to the country's transport problems. In 1990, in the total freight turnover and non-urban passenger turnover in Russia and the country as a whole, the largest share was accounted for by railway transport.
Railway Almost all types of products produced in the countries of the former USSR are transported by transport, but the main part of its cargo turnover consists of bulk cargo: coal and coke, oil cargo, minerals, construction materials, ferrous metals, timber cargo, ores. In the cargo turnover of maritime transport, external cargo predominates. trade. Most of them are transported by river transport. bulk cargo, primarily miner, construction materials, timber (on ships and in rafts), oil and petroleum products, coal. Road transport carries out transportation mainly in local traffic, as well as the delivery of goods and passengers to main routes of communication and the delivery of goods to places of consumption. In the transportation work of air transport St. 80% comes from pass and transportation. Crude oil is pumped through oil pipelines, and light oil products through petroleum products. The specified features of modes of transport determine cf. the range of transportation on them and their share in the UTS.
The total cargo turnover of the UTS of Russia and the USSR in 1990 amounted to 5.9 to 8.3 trillion, respectively. t-km net, non-urban passenger turnover - 9.7 and 1.19 trillion. pass.-km. The length of communication routes available to the transport systems in Russia and the USSR is given in Table. 1.
Table 1. - Structure of the transport network in 1990

The unity of the transport system requires the coordinated development of all types of transport, coordination of their operational activities, mutual coordination of certain parameters of rolling stock, coordination of tariffs and organizational measures. Until the end In 1991, this unity was based on national ownership of the means of production and was ensured by appropriate planning targets and centralized leadership. In market relations it is provided by transport. legislation providing for the creation of a single transport market. services, and economic levers.
A special feature of the Russian transport system is its high speed.

Tariff schedule and categories to it

the weight in it of railway transport, which provides most of the most important inter-regional connections, connects isolated sea and river basins, receives cargo from road and pipeline transport, and reserves other modes of transport if necessary. Direct railway communication is carried out between almost all regions of Russia, with the exception of the regions of the Asian north and northeast. Most inter-district routes have double-track lines.
Another significant feature of the Russian Unified Transport System is the high degree of concentration of traffic on highly equipped highways with a relatively low density of communication routes compared to other developed countries. The average freight density of the public railway in 1990 was 28.4 million t-km/km; on a significant part of the railway network, the average freight density was more than 50 million t-km/km. On a number of lines, the density of cargo movement in one direction exceeded 100 million net tons per year with large passenger traffic sizes. The average traffic load of main oil pipelines and the load of the largest of them are comparable to the given indicators of the railway. Multi-line systems of main gas pipelines pump up to 200 billion m3 of gas per year.
A significant concentration of traffic makes it possible to use advanced and high-performance vehicles and achieve greater efficiency in transportation. Increasing the transportation capabilities of the transport system, increasing speeds and reducing the cost of communications between different regions and points are factors contributing to the growth of business activity, increasing production efficiency, and improving the living conditions of the population. In this regard, it is necessary to systematically develop and improve the UTS, which must be balanced with the economic and social tasks being solved, and satisfy environmental, resource-saving and other requirements.
Much attention is paid to these issues in all industrialized countries with market economies. The transport policy of these countries is based, as a rule, on a rational separation of the functions of state transport management (through relevant legislation, taxes, subsidies, benefits and other economic levers) and the functions of direct transportation, carried out completely independently in their economic activities by transport companies and enterprises .

Schedule" Automated information and analytical system "obverse:

1 … 6 7 8 9 10 11 12 13 … 22

1. General Provisions

1.1. This Industry Tariff Agreement in the housing and communal services of the Russian Federation (hereinafter referred to as the Agreement or OTS) was concluded in accordance with the current legislation of the Russian Federation.

1.2. This Agreement is a legal act regulating social and labor relations and establishing general principles for regulating related economic relations between authorized representatives of workers and employers of Organizations covered by the Agreement, regardless of the form of ownership of the Organizations, general conditions of remuneration, labor guarantees and benefits for employees, as well as defining the rights, obligations and responsibilities of the parties to the social partnership. The agreement is aimed at improving the system of relationships and coordination of interests between employees, government bodies, local governments, employers on the regulation of social, labor and other related economic relations in the housing and communal spheres, as well as increasing the efficiency of work of housing and communal organizations economy (hereinafter referred to as the Organization), for the implementation of socio-economic, labor rights and legitimate interests of workers in this industry.

1.3. Housing and communal services is a type of economic activity aimed at ensuring the livelihoods of the population, creating comfortable living conditions for citizens in their homes and in landscaped areas; Housing and communal services include types of activities, services, works, named in the qualifying characteristics of types of activities in Order of the Ministry of Construction of Russia dated April 27, 2016 No. 286/pr. “On approval of collective classification groups of the housing and communal services industry” (A complete list of Organizations by type of economic activity, services and work in the housing and communal services sector is provided in and to this GTS).

1.4. Housing and communal services organizations are legal entities carrying out the types of economic activities, services, and work specified in and to this Agreement. These Housing and Communal Services Organizations are subject to the Agreement if they join the Agreement in the manner prescribed by current legislation and this Agreement.

1.5. Goals and objectives of the Agreement:

Promoting the reform and modernization of the country’s housing and communal services, maintaining social stability in industry organizations;

Establishment and implementation of social and labor guarantees for employees of Organizations; creating conditions and mechanisms that facilitate the implementation of labor legislation of the Russian Federation in Organizations;

Involvement of employees in the management of the Organization;

Increasing the competitiveness of the Organization, professionalism and qualifications of employees, securing a qualified workforce;

Development of social partnership, initiatives and competition in work teams of Organizations;

Ensuring the interests of the parties to social partnerships in the industry when setting tariffs for housing and communal services, as well as ensuring the interests of organizations carrying out unregulated activities.

In accordance with the social projects of the Russian Federation “Revenues of the state treasury”, “People’s control”, “Personnel for the national economy”, “Quality Mark “Made in Russia”, “For a high social standard”, “Care”, “For decent wages” ", as well as the requirements of the Federal Law "On Independent Assessment of Qualifications" No. 283-FZ of July 3, 2016. and Decree of the Government of the Russian Federation dated June 27, 2016 No. 584 “On the application of professional standards in terms of requirements mandatory for application by state extra-budgetary funds of the Russian Federation, state or municipal institutions, state or municipal unitary enterprises, as well as state corporations, state companies and business companies, more than fifty percent of the shares (shares) in the authorized capital of which are in state ownership or municipal ownership" The Parties to the Agreement participate in solving the following tasks:

Creation and development of an industry-wide system for assessing professional qualifications;

Implementation of professional and public accreditation of educational programs of educational institutions for compliance with their industry professional standards;

Formation of the optimal quality of the composition and number of labor resources necessary for the development of housing and communal services;

Creating conditions for increasing the level and quality of social guarantees for housing and communal services workers, including by attracting socially responsible businesses and other non-state sources of financing;

Increasing the efficiency of the functioning of industry organizations, including increasing labor productivity at the proper level of its quality, the effectiveness of management decisions made and implemented production and investment programs, which are the main factors in maintaining wages at a decent level and the possibility of their growth and guarantees of payment of compensation;

Raising the prestige of the industry, attracting and retaining qualified workers in accordance with the requirements of professional standards;

Formation of justified, transparent and understandable mechanisms for differentiating the levels of regulation of social and labor relations in various Organizations, taking into account their financial capabilities, the situation in regional labor markets, the degree of development of industrial relations in the system of social partnership at the local level; ensuring the interests of the parties to social partnership in Organizations when setting prices (tariffs) for products, works and services of Industry Organizations;

Promoting increased efficiency of Organizations' activities based on the implementation of current legislation and regulatory and technical requirements, the introduction of effective management systems.

1.6. This Agreement is concluded between employers and employees of Organizations represented by their authorized representatives (parties):

All-Russian industry association of employers in the sphere of life support "OOOR ZhKK", created in accordance with the norms of the federal law dated November 27, 2002 No. 156-FZ "On Employers' Associations" (as amended by Federal Laws dated July 2, 2013 No. 185-FZ, dated November 24, 2014 No. 358-FZ, dated November 28, 2015 No. 355-FZ), operating on the basis of the Charter of the LLC LLC ZhKK, OGRN No. 1167700069790 dated November 1, 2016 and registered by the Ministry of Justice of Russia (account No. 7714120011 dated November 9, 2016);

From workers - the All-Russian Trade Union of Life Support Workers (hereinafter referred to as the Life Support Trade Union), operating on the basis of the Federal Law of January 12, 1996 No. 10-FZ “On Trade Unions, Their Rights and Guarantees of Operations”, the Charter of the Life Support Trade Union (registered on August 26, 2010 with the Ministry of Justice Russia (account number 0012110145), certificate No. 278, state register No. 1037739338450 dated January 31, 2003).

1.7. Direct regulation of social and labor relations in Organizations is carried out on the basis of collective agreements concluded in accordance with this Agreement by the parties to the social partnership of the Organizations. If a collective agreement is concluded in the Organization on the basis of this Agreement, the provisions of the Agreement apply to the parties to the social partnership of the Organization in full. Collective agreements concluded in Organizations, as well as regional TSBs, must comply with the legislation of the Russian Federation and this Agreement.

1.8. The Agreement is mandatory for use when concluding collective agreements, regional industry agreements and individual employment contracts for the Organizations to which it applies. Collective agreements in Organizations cannot include conditions that worsen the situation of employees in comparison with the conditions provided for in this Agreement. This Agreement does not limit the rights of Organizations to expand social guarantees to employees at their own expense.

In the absence of a collective agreement in the Organization, this Agreement has direct effect.

1.9. In accordance with the legislation of the Russian Federation, the expenses of employers provided for by this Agreement are taken into account by the federal executive authorities of the Russian Federation, executive authorities of the constituent entities of the Russian Federation, including bodies in the field of state regulation of tariffs for water supply, gas supply, electricity, heat energy, local government bodies when establishing regulated tariffs for housing and communal services, as well as for corresponding services provided by organizations carrying out unregulated activities.

If regulatory authorities establish tariffs for water supply, gas supply, electricity and heat energy, and other housing and communal services without taking into account the expenses of employers provided for in this Agreement, employers have the right to adjust labor costs taking into account existing regional agreements, collective agreements and local regulations acts of Organizations. At the same time, the employer must ensure the level of minimum wage for an employee who has fully worked during this period of working hours and fulfilled labor standards (job duties) is not lower than the minimum wage established by the regional agreement on the minimum wage.

1.10. Organizations in accordance with this Agreement, in order to improve skills and protect the rights of workers in the Industry, organize the assessment and assignment of professional qualifications of workers in the manner established by the Council for Professional Qualifications in Housing and Communal Services, in accordance with the norms of the labor legislation of the Russian Federation, as well as the requirements of the Federal Law “On independent assessment of qualifications” No. 283-FZ dated July 3, 2016 and Decree of the Government of the Russian Federation dated June 27, 2016 No. 584 “On the application of professional standards in terms of requirements mandatory for application by state extra-budgetary funds of the Russian Federation, state or municipal institutions, state or municipal unitary enterprises, as well as state corporations, state companies and business entities, more than fifty percent of the shares (shares) in the authorized capital of which are in state or municipal ownership.”

1.11. Laws and other regulatory legal acts adopted during the period of validity of the Agreement that improve the socio-economic situation of workers complement the effect of the relevant provisions of the Agreement from the moment they enter into force.

1.12. In cases where several Agreements apply to employees at the same time, the terms of the Agreements that are most favorable for the employees are applied.

1.13. This Agreement comes into force on January 1, 2017 and is valid until December 31, 2019 inclusive.

2. Remuneration

2.1. The system of payment and incentives for labor, additional payments and bonuses of a compensatory nature (for work at night, weekends and non-working holidays, overtime work and in other cases) are established directly in the Organizations in accordance with agreements, collective agreements, and local regulations.

2.2. Employers provide:

a) remuneration of employees in accordance with professional qualifications, complexity of the work performed (professional standards), quantity and quality of labor expended, in accordance with this Agreement;

b) tariffication of work and assignment of professional qualifications to workers, specialists and employees according to the current Unified Tariff and Qualification Directory of Work and Professions of Workers, Tariff and Qualification Directory of Work and Professions of Workers in Housing and Communal Services, Qualification Directory of Positions of Managers, Specialists and Employees and/or professional standards, taking into account the qualification level of employees (The list of professional standards approved in accordance with current legislation is given in this Agreement).

c) adoption of local regulations relating to pay and working conditions, taking into account the opinion of the elected trade union body of employees of the Organizations, as well as timely provision of information to employees about the applicable conditions of remuneration;

d) timely conclusion of collective agreements, improvement of standardization and working conditions.

2.3. The minimum monthly wage rate for first-class workers who have fully worked their working hours and fulfilled their labor duties (labor standards) is established in accordance with this Agreement and cannot be less than the minimum wage established by current legislation.

2.3.1. In the event of a discrepancy between the date of establishment of the minimum monthly tariff rate for first-class workers provided for by this Agreement and the date of change in the actual level of tariffs for gas, electricity, heat energy, water supply and sanitation, in accordance with the decision of the Government of the Russian Federation, the employer has the right to synchronize the date of establishment of the minimum monthly tariff rate of a first-class worker with the date of change in the actual tariff level.

2.3.2. Depending on the financial and economic condition of the Organization, the employer has the right to establish a minimum monthly tariff rate in the Organization in an amount exceeding the amount provided for in this paragraph.

2.3.3. The size of the minimum monthly wage rate is the basis for the annual (quarterly) indexation of the wage fund and differentiation of wages for all professional and qualification groups of workers, taking into account the existing industry proportions in wage levels.

If the employer does not have funds to increase wages, the indexation of the wage fund is carried out from July 1 of this year simultaneously with an increase in tariffs for the services provided, based on the size of the minimum monthly tariff rate for a first-class worker, established according to the consumer price index for goods and services for the past quarter.

2.3.4. In order to improve qualifications and protect the rights of industry workers, the employer has the right to organize the assessment and assignment of professional qualifications of workers, as well as the determination of the appropriate tariffs in the manner established by the Council for Professional Qualifications in Housing and Communal Services, in accordance with the norms of labor legislation of the Russian Federation. At the request of the employer or primary trade union organization, any of the parties to the Agreement has the right to send recommendations on tariff schedules and tariff coefficients agreed upon by the parties. The recommended tariff schedule for grading the labor activity of employees and creating a remuneration system in the organization for 2017-2019 is given in.

2.4. The minimum monthly wage rate for a first-class worker is specified by the parties based on the results of the year and is established in accordance with the consumer price index in the Russian Federation based on data from the Federal State Statistics Service.

If regional agreements or collective agreements of Organizations provide for the indexation of the minimum monthly tariff rate for a first-class worker quarterly, then its size can be established in accordance with the recommendations of the Housing and Communal Services LLC and the Life Support Trade Union, adopted on the basis of consumer price indices for goods and services for the past quarter, determined by the Federal State Statistics Service.

If the amount of indexation of the minimum monthly tariff rate for workers of the first category, in tariffs for gas, electricity, heat energy, water supply and sanitation, is established, in accordance with the decision of the Government of the Russian Federation, in a different amount from the consumer price index in the Russian Federation, the employer has the right to challenge the level indexation at the level specified in the tariffs. If the Organization’s own funds are insufficient to fulfill such requirements, the elected trade union body and the employer protocolically approve the agreed upon deadline for the implementation of this provision of the JTC.

2.5. Organizations independently establish a system of bonuses for employees, which, as a rule, takes into account in aggregate:

a) production efficiency and improvement of financial and economic results;

b) absence of accidents and increase in incidents in the reporting year compared to the previous calendar year;

c) no increase in injuries in the reporting year compared to the previous calendar year;

d) absence of fatal accidents at work;

e) timely receipt of the Organization’s readiness passport for the autumn-winter period;

f) absence of violations of production discipline, labor protection and safety regulations;

g) participation in public work and management of the Organization (Article 52, Article 53, Article 46, Article 41, Article 165 of the Labor Code of the Russian Federation).

h) availability of a level of qualification confirmed by a Certificate of Professional Qualification;

i) participation in professional skills competitions.

At the same time, the average monthly salary and remuneration of managers should not exceed eight times the corresponding average monthly salary and benefits for the Organization’s employees.

2.6. Payment for downtime through no fault of the employee is made in the amount provided for by the legislation of the Russian Federation.

If there are financial opportunities, the Organization may provide for payment for downtime through no fault of the employee in the amount of his average monthly salary.

2.7. Employers' expenses for remuneration of employees and other expenses related to labor relations, for inclusion in tariffs, are formed taking into account:

a) expenses (funds) for labor costs;

b) other expenses associated with the production and sale of products and services;

c) costs associated with fulfilling the terms of this Agreement;

d) expenses provided for by other documents regulating relations between employers and employees.

2.8. Expenses (funds) allocated for wages are calculated based on the standard number of employees, taking into account the standard number of newly introduced facilities, and include:

2.8.1. The tariff component of expenses (funds) allocated for wages, which is calculated based on the amount of monthly tariff rates (official salaries).

2.8.2. Compensatory and incentive payments (compensations, bonuses for employees, additional payments, allowances and other payments) included in the funds for remuneration of employees are established by collective agreements, local regulations of the Organization and include:

2.8.2.1 additional payments (allowances) to tariff rates and official salaries of an stimulating and (or) compensating nature related to the work schedule and working conditions - in the amount of at least 12.5 percent of the tariff component of expenses (funds) allocated for wages. This category includes the following additional payments (allowances), payments and payments:

a) for night work - in the amount of 40 percent of the hourly tariff rate (official salary) for each hour of work;

b) for work with harmful and (or) dangerous working conditions - based on the results of a special assessment of working conditions, but not less than 4% of the employee’s rate (salary);

c) for work with a 40-hour work week for employees whose working conditions at their workplaces, based on the results of a special assessment of working conditions, are classified as hazardous working conditions of the 3rd or 4th degree or dangerous working conditions in the amount, manner and under the conditions established by the collective agreement of the Organization; compensation for additional paid leave in excess of 7 calendar days is made in amounts not lower than for days of unused leave;

d) for the traveling nature of the work;

e) for combining professions (positions), expanding service areas or increasing the volume of work performed (for high intensity and intensity of work), performing the duties of a temporarily absent employee without release from his main job are established by agreement of the parties to the employment contract, but not less than 20 percent of the tariff rates (official salary) for the main job;

f) for work on weekends and non-working holidays - no less than double the amount;

g) for overtime work - no less than double the amount or provision of additional rest time, but not less than the time worked overtime;

h) for the management of a team by foremen from among the workers, work producers who are not exempt from their main work - in an amount, depending on the number of people in the team, of at least 10% of the tariff rate (or a fixed amount);

i) additional payment for work according to a schedule with the shift divided into parts - in the amount of at least 30 percent of the tariff rate for the time worked in the shift;

j) in the case of cumulative accounting of working time, remuneration for work on a day off and a non-working holiday in excess of the work schedule of a particular employee is double the amount or, at the employee’s request, another day of rest is provided;

k) payment of time for shift acceptance by employees of Organizations working on equipment operated in non-stop mode;

The specific duration of time and the procedure for its payment are established directly in the Organizations;

l) other payments related to working hours and working conditions, provided for by local regulations, collective agreements, employment contracts, which the employer has the right to attribute to labor costs on the basis of the legislation of the Russian Federation;

2.8.2.2. Compensatory payments for work outside the place of permanent residence or in areas with special climatic conditions, carried out in accordance with the legislation of the Russian Federation:

a) allowances for shift work (in Organizations where it is used);

b) payments related to the provision of guarantees and compensation to employees working in the Far North and equivalent areas, including:

Payments according to regional coefficients and coefficients for work in difficult natural and climatic conditions in an amount not lower than that established by the legislation of the Russian Federation;

Percentage allowances on all wages for continuous work experience in the Far North and other areas with difficult natural and climatic conditions in an amount not lower than that established by the legislation of the Russian Federation;

Expenses for travel of employees and persons supported by these employees to the place of use of vacation on the territory of the Russian Federation and back (including expenses for transportation of luggage of employees of organizations located in the Far North and equivalent areas) in accordance with the procedure approved by the Organization;

Other compensation payments related to work in special climatic conditions and provided for by the legislation of the Russian Federation.

2.8.2.3 additional payments (allowances) of an incentive nature, the amount and procedure for establishing which are determined directly by the Organization, including:

a) personal bonuses to workers for professional skills, increased qualifications and high achievements in work;

b) personal bonuses for managers, specialists and employees (technical performers) for a high level of qualifications that meets the requirements of professional standards;

c) personal bonuses to employees on vacation for high achievements in public work;

d) other incentive payments provided for by collective agreements, local regulations, employment contracts, which the employer has the right to attribute to labor costs on the basis of the legislation of the Russian Federation;

2.8.2.4 bonuses for the main results of production and economic (financial and economic) activities - in the amount established by the collective agreement, local regulations within 50% of the tariff component of expenses (funds) allocated for wages. If there is financial opportunity, the employer can increase the amount of the bonus.

The bonus is calculated on the tariff rate (official salary), taking into account additional payments and allowances in accordance with current legislation, including in accordance with the Decree of the Government of the Russian Federation dated 02.21.90 No. 66/3-138 “On improving the organization of wages and introducing new tariff rates and official salaries workers at the expense of their own funds of enterprises and organizations of housing and communal services and consumer services."

2.8.2.5 based on the results of work for the year based on the results of activities in the reporting period, in accordance with the collective agreement, within 33% of the tariff component of expenses allocated for wages (3.96 official salary for the full year);

2.8.2.6 monthly remuneration for length of service, in accordance with the collective agreement, within 15% of the tariff component of expenses allocated for wages;

2.8.2.7 other types of bonuses for employees, including according to the indicators provided for in this Agreement;

2.9. Additional payments for class to drivers working in gas industry organizations, as well as in other housing and communal services organizations, are made in the following order: first class drivers - no less than 25%, second class drivers - no less than 10%.

2.10. Remuneration for managers, specialists and employees is made on the basis of official salaries established in accordance with the position and qualifications of the employee.

Remuneration for the work of the heads of Organizations is made in accordance with the current labor legislation and other regulatory legal acts containing labor law norms.

A change (increase) in the official salary of a manager is made simultaneously with an increase in the tariff rates of the Organization. Bonuses for the heads of organizations that do not have a profit can be made at the expense of funds for wages attributed to the cost of work (services).

The specific procedure and amount of bonuses are determined by the local regulations of the Organization.

2.11. Wages are paid every half month on the day established by the internal labor regulations of the Organization, the collective agreement, and the employment contract.

2.12. Delays in the payment of wages are not allowed and are a violation of the law, this Agreement and entail the responsibility of the employer in accordance with the legislation of the Russian Federation.

In case of delay in payment of wages for a period of more than 15 days, the employee has the right, by notifying the employer in writing, to suspend work for the entire period until the delayed amount is paid. The time of suspension of work in case of delay in payment of wages for a period of more than 15 days is paid in the amount of average earnings.

It is not permitted to suspend work by employees whose job responsibilities include performing work directly related to ensuring the livelihoods of the population (energy supply, heating and heat supply, water supply, gas supply, solid waste removal), as well as servicing equipment, the shutdown of which poses an immediate threat to the life and health of people.

2.13. The introduction and revision of labor functions, norms and standards, the introduction of new or changes in wage conditions are carried out by the employer in agreement with the elected body of the primary trade union organization within the time limits provided for by collective agreements.

Employees must be notified of changes no later than two months in advance.

3. Working time and rest time

3.1. The schedule of working hours and rest time is established by the internal labor regulations of the Organization.

The normal working hours of employees cannot exceed 40 hours per week.

For employees whose working conditions at their workplaces, based on the results of a special assessment of working conditions, are classified as hazardous working conditions of the 3rd or 4th degree or hazardous working conditions, a reduced working time is established - no more than 36 hours per week.

Based on the collective agreement of the Organization, as well as the written consent of the employee, formalized by concluding a separate agreement to the employment contract, the working hours specified in this paragraph may be increased, but not more than up to 40 hours per week with payment to the employee of a separately established monetary compensation in the manner, amounts and conditions established by the collective agreement of the Organization.

With a five-day work week, employees are given two days off, and with a six-day week, employees are given one day off per week.

3.2. For workers engaged in work with harmful and (or) dangerous working conditions, where reduced working hours are established, the maximum permissible duration of daily work (shift) cannot exceed:

With a 36-hour work week - 8 hours;

For a 30-hour work week or less - 6 hours.

By the collective agreement of the Organization, as well as with the written consent of the employee, formalized by concluding a separate agreement to the employment contract, the maximum permissible duration of daily work (shift) for these employees may be increased, subject to compliance with the maximum weekly working hours established in accordance with parts one - third article 92 of the Labor Code of the Russian Federation:

With a 36-hour work week - up to 12 hours;

For a 30-hour work week or less - up to 8 hours.

The amount, procedure and conditions of compensation cannot be worsened or reduced in comparison with the procedure, conditions and amount of compensation measures actually implemented in relation to these employees as of the day of making changes based on the results of the special assessment (Article 15 of the Federal Law “On Special Assessment of Working Conditions”).

3.3. In Organizations, the suspension of work of which is impossible due to production and technical conditions or due to the need for constant continuous service to consumers of housing and communal services, days off are provided on different days of the week in turn to each group of workers according to shift schedules approved by the employer, taking into account the opinion of the elected body of the trade union organization.

3.4. When, due to the production (work) conditions of an individual entrepreneur, in an organization as a whole, or when performing certain types of work, the daily or weekly wages established for this category of workers (including workers engaged in work with harmful and (or) dangerous working conditions) cannot be met. duration of working hours, it is allowed to introduce summarized recording of working hours so that the duration of working hours for the accounting period (month, quarter and other periods) does not exceed the normal number of working hours. The accounting period cannot exceed one year, and for recording the working time of workers engaged in work with harmful and (or) dangerous working conditions - three months.

If, for reasons of a seasonal and (or) technological nature, for certain categories of workers engaged in work with harmful and (or) dangerous working conditions, the established working hours cannot be observed during an accounting period of three months, a collective agreement may provision should be made for an increase in the accounting period for recording the working time of such employees, but not more than one year.

The normal number of working hours for the accounting period is determined based on the weekly working hours established for this category of workers. For employees working part-time (shift) and (or) part-time week, the normal number of working hours for the accounting period is reduced accordingly.

The procedure for introducing summarized recording of working time is established by the internal labor regulations.

3.5. In addition to the annual additional paid leave provided for by the legislation of the Russian Federation, if financially feasible, employees are provided with additional paid leave on the following grounds:

a) birth of a child;

b) own wedding, children’s wedding;

c) death of a spouse, family members (children, parents, siblings).

The mother (father) or another person (guardian, trustee) raising a child - a student of primary school (grades 1 - 4) is granted an additional one-day paid leave on Knowledge Day (September 1).

The procedure and conditions for granting vacations provided for in this paragraph are established directly in the Organizations.

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

The minimum duration of annual additional paid leave for the above-mentioned employees is 7 calendar days. Compensation for additional paid leave in excess of 7 calendar days is made in amounts not lower than for days of unused leave.

The duration of the annual additional paid leave of a particular employee is established by the employment contract on the basis of the collective agreement of the Organization, taking into account the results of a special assessment of working conditions.

Based on the collective agreement of the Organization, as well as the written consent of the employee, formalized by concluding a separate agreement to the employment contract, part of the annual additional paid leave exceeding 7 calendar days may be replaced by monetary compensation in the manner, in the amounts and on the terms established by the collective agreement Organizations.

The procedure for providing additional paid leave provided for in this paragraph is established directly in the Organizations.

3.7. Annual additional paid leave is provided to employees with irregular working hours. The duration of vacations is determined by a collective agreement or local regulations and is adopted taking into account the collective agreement and the opinion of the elected body of the primary trade union organization.

3.8. The duration of seasonal work in life support systems of the population is determined by the period of provision of the corresponding services. The peculiarity of such seasonal work is provided for by regional industry tariff agreements and collective agreements of Organizations.

This Agreement establishes a List of seasonal work, which can be carried out during a period (season), which includes:

a) production, transmission and sale of thermal energy (heating period);

b) ensuring the safety of property and equipment for the production, transmission and sale of thermal energy (non-heating period).

The heating period is approved by the executive authorities of the constituent entities of the Russian Federation. Non-heating period - a period of work outside the heating period.

3.9. Organizations celebrate professional days and holidays established by the legislation of the Russian Federation.

4. Labor protection

4.1. Employers provide in the field of labor protection:

4.1.1. Compliance with norms and rules, carrying out activities in the field of labor protection in accordance with the legislation of the Russian Federation, including the implementation of the “Rules for labor protection in housing and communal services”, approved by order of the Ministry of Labor of Russia dated July 7, 2015 No. 439n, registered by the Ministry of Justice of Russia on August 11. 2015, No. 38474.

4.1.2. Compliance of the regulatory and technical documentation of the Occupational Safety and Health Organization with regulatory legal acts containing occupational safety requirements and containing requirements for the functioning of occupational safety management systems (hereinafter referred to as the OSHMS). In order to minimize criminal, administrative and civil liability, the implementation and certification of an OSMS in the implementation of mandatory legal requirements, safety regulations and the safety of life and health of citizens.

4.1.3. Timely conduct of a special assessment of working conditions with measurements of parameters of harmful and dangerous factors, development of measures and adoption of measures to reduce parameters to standard values.

4.1.4. Informing employees about working conditions in the workplace and compensation for working in hazardous working conditions.

4.1.5. Training workers in safe methods and techniques for performing work, conducting timely briefings and testing knowledge of the requirements of labor protection standards and regulations.

4.1.6. Issuing certified work clothing, safety footwear and other personal protective equipment to employees in accordance with established standards. A specific list of mandatory special clothing, safety footwear, including warm footwear, and other personal protective equipment, as well as standards for their issuance, are established in the collective agreement. Work without appropriate protective clothing, safety shoes and other personal protective equipment is prohibited.

4.1.7. Issuance of milk or other equivalent food products to workers in accordance with the order of the Ministry of Health and Social Development of Russia dated February 16, 2009 No. 45n “On approval of the norms and conditions for the free issuance of milk or other equivalent food products to employees engaged in work with hazardous working conditions, the Procedure for making compensation payments in an amount equivalent to the cost of milk or other equivalent food products, and a List of harmful production factors, under the influence of which it is recommended to consume milk or other equivalent food products for preventive purposes.”

4.1.8. Conducting mandatory preliminary and periodic medical examinations of employees in accordance with legal requirements.

4.1.9. Conducting an analysis of the causes of accidents and occupational diseases, developing and implementing preventive measures to prevent them.

4.1.10. Investigation and recording of industrial accidents in accordance with current legislation and timely reporting of information about accidents to the territorial organizations of the Life Support Trade Union.

4.1.11. Implementation of compulsory social insurance of workers against industrial accidents and occupational diseases.

4.1.12. Preventing workers of established categories from performing their job duties without undergoing mandatory medical examinations, as well as in the case of medical contraindications.

4.1.13. Taking measures to prevent emergency situations, preserve the life and health of workers in the event of such situations, including providing first aid to victims.

4.1.14. Consideration of submissions and implementation of instructions from officials of state supervision bodies and control over compliance with labor protection requirements within the time limits established by law, as well as technical labor inspectors of the Life Support Trade Union.

4.1.15. Consideration of the representations of the labor protection commissioner of primary trade union organizations in accordance with collective agreements or local regulations.

4.1.16. Training of authorized persons performing labor protection functions and on the staff of the Organization at least once every three years, providing them with regulatory and technical literature, rules and instructions on labor protection.

4.1.17. Retention of employees' place of work, position and average earnings during the suspension of work due to violation of labor protection legislation and regulatory safety requirements through no fault of their own.

4.1.18. Together with primary trade union organizations, holding competitions for the title “Best Occupational Safety and Health Commissioner”.

4.2. Primary trade union organizations in the field of labor protection:

4.2.1. Organize control over compliance with the legal rights and interests of workers in the field of labor protection through the relevant commissions and labor protection commissioners.

4.2.2. Provide annual control over the development and implementation of labor protection agreements and the functioning of the OSMS.

4.2.3. Provide advisory assistance to employees on issues of labor conditions and safety, provision of benefits and compensation for harmful working conditions, as well as in case of injury as a result of industrial accidents.

4.2.4. Contribute to the implementation of measures aimed at improving labor safety conditions and reducing occupational injuries.

4.3. Employers ensure the efficient functioning of the OSMS, providing employees with the following benefits, guarantees and compensation in the manner and on the terms determined directly by the Organizations:

4.3.1. Payment of a one-time benefit in the following cases:

a) the death of an employee at work through the fault of the employer and the absence of the employee’s fault for each of his dependents (children under 18 years of age, spouse in the absence of independent income and disabled people dependent on the employee) in the amount of the annual earnings of the deceased, but not less 500 thousand rubles for all dependents in total (the benefit is distributed in equal parts to each dependent);

b) establishment of disability as a result of injury due to the fault of the employer and the absence of the employee’s fault or occupational disease in the amounts:

For disabled people of group 1, at least 75 percent of annual earnings;

For disabled people of group 2, at least 50 percent of annual earnings;

For disabled people of group 3, at least 30 percent of annual earnings.

4.3.2. Supplement to the labor disability pension for a non-working disabled person who has received disability as a result of injury due to the fault of the employer and the absence of the fault of the employee, children under the age of 18 years of an employee who died at work.

4.4. The employer, in accordance with the established procedure, incurs expenses to ensure normal, safe working conditions, implementation of labor protection and safety measures provided for by the legislation of the Russian Federation, including:

4.4.1. Expenses associated with the purchase and free issuance of special clothing, special shoes and other personal protective equipment, flushing and neutralizing agents (according to standards not lower than those provided for by the legislation of the Russian Federation).

4.4.2. Expenses associated with the purchase and free distribution of milk and other equivalent food products (according to standards not lower than those provided for by the legislation of the Russian Federation).

4.4.3. Costs associated with carrying out activities for a special assessment of working conditions.

4.4.4. Expenses in the amount of at least 0.2 percent of the amount of production costs (work, services) associated with carrying out activities aimed at improving labor conditions and safety.

4.4.5. Costs associated with mandatory medical examinations (examinations) of employees.

4.4.6. Expenses for sanitary, household, medical and preventive services for workers in accordance with labor protection requirements.

4.4.7. Other expenses related to ensuring safe working conditions for workers.

5. Employment

5.1. Employers, with the participation of primary trade union organizations, pursue an employment policy based on increasing labor mobility within the Organization (including combining professions and positions, internal part-time work), the effectiveness of professional activities and the constant growth of the professional qualification level of each employee in accordance with professional standards, the development and preservation of human resources in economically viable jobs and promoting the employment of displaced workers. At the same time, it is possible to attract migrants to work in accordance with the current legislation of the Russian Federation for work that citizens of the Russian Federation do not agree to.

Employers do not allow unjustified job cuts.

5.2. Employers provide:

5.2.1. Retention of the employee's average monthly salary for the entire period of study when sending him to vocational training, retraining and advanced training outside of work, including compliance with the requirements of professional standards.

5.2.2. Providing work in their specialty to graduates of educational institutions of primary, secondary, and higher vocational education in accordance with concluded training agreements and received assessments of professional qualifications in accordance with the requirements of the federal law of July 3, 2016 No. 238-FZ “On the independent assessment of qualifications” (hereinafter - Federal Law No. 238).

5.2.3. Using the following opportunities to minimize the reduction in the number or staff of employees with compensation established in collective agreements:

a) natural outflow of personnel (own desire, retirement, etc.);

b) retraining of personnel, their movement within the Organization.

5.2.4. Providing employees who are dismissed from branches, representative offices and other separate structural divisions of the Organization due to a reduction in staff or number of employees, information about vacancies in other branches, representative offices, and other separate divisions of this Organization.

5.2.5. Providing released employees with the opportunity to retrain in new professions before the termination of the employment contract while maintaining the average salary for the entire period of training.

5.2.6. Providing employees who have been warned of dismissal in connection with a decision to liquidate the Organization, reduce the number or staff, information about sending, in accordance with the procedure established by law, to the employment service authorities a written message about the implementation of appropriate measures to assist in their employment, as well as paid time for job search in the manner established directly in the Organizations.

5.2.7. Providing the opportunity for retraining, employment and establishing preferential conditions and working hours for workers who have lost their ability to work due to injury or occupational disease, in accordance with medical recommendations.

5.2.8. Reservation for employees who worked before conscription (entry) to military service in a given organization for three months after dismissal from military service, the right to go to work in the same organization, and for those who served in conscription (including officers called up for military service in accordance with the decree of the President of the Russian Federation) - also the right to a position not lower than that held before conscription for military service (clause 5 of Article 23 of the Federal Law of May 27, 1998 No. 76-FZ “On the status of military personnel”) subject to the financial capacity of the Organization.

5.3. Primary trade union organizations undertake:

5.3.1. Conduct mutual consultations with the employer on employment issues.

5.3.2. To promote awareness-raising work on the implementation of measures taken during the reform of housing and communal services, on the social and labor adaptation of employees of Organizations and providing them with psychological support.

5.4. The criterion for mass dismissal of workers when reducing the number or staff of the Organization is the dismissal of more than 10% of the Organization's employees at a time.

5.5. When reorganizing Organizations, the procedure for continuing labor relations is applied, provided for in Part 5 of Art. 75 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation). When the Organization is reorganized or the owner of the Organization's property changes, labor relations with the employee's consent continue; in these cases, termination of the employment contract at the initiative of the employer is possible only in accordance with current legislation.

5.6. Employers undertake:

a) notify the elected bodies of primary trade union organizations about the upcoming reorganization and provide them with information about the decision on reorganization made by the authorized management body of the Organization within 20 days from the date of adoption of the relevant decision, but not less than 2 months before the start of the reorganization;

b) submit to the elected bodies of primary trade union organizations in writing information about a reduction in the number or staff of the Organization’s employees no later than 2 months before the start of the relevant activities, and in the case of mass layoffs - no later than 3 months before the start of the relevant activities in in accordance with Art. 180 Labor Code of the Russian Federation;

c) when the number or staff of employees is reduced, the priority right to remain at work is given to employees with higher labor productivity and qualifications.

If labor productivity and qualifications are equal, preference (preemptive right) in remaining at work is given to:

Family - in the presence of two or more dependents (disabled family members who are fully supported by the employee or receive assistance from him, which is their permanent and main source of livelihood);

Persons in whose family there are no other workers with independent earnings;

Employees who received a work injury or occupational disease while working for this employer;

Invalids of the Great Patriotic War and invalids of combat operations in defense of the Fatherland;

Employees who improve their skills at the direction of the employer without interruption from work;

For employees of pre-retirement age two years before the statutory retirement date.

d) termination of an employment contract at the initiative of the employer on the grounds provided for in paragraphs. 2, 3, 5 tbsp. 81 of the Labor Code of the Russian Federation, with an employee - a member of a trade union, to carry out taking into account the reasoned opinion of the elected body of the primary trade union organization (Article 82 of the Labor Code of the Russian Federation, paragraph 4 of Article 12 of the Federal Law of January 12, 1996 No. 10-FZ “On trade unions, their rights and guarantees of activity").

The dismissal of the chairman of the primary trade union organization and his deputies is carried out in agreement with the elected body of the primary trade union organization (Article 374 of the Labor Code of the Russian Federation).

5.8. Primary trade union organizations undertake:

a) explain to employees the specifics of the procedure for continuing labor relations within the framework of reforming the housing and communal services;

b) facilitate employees’ decision-making on the continuation of labor relations and their adaptation to work in the reorganized Organizations;

c) facilitate the adoption by laid-off employees of the Organization of decisions on the possibility of retraining in new professions before the deadline for termination of the employment contract.

5.9. In the event of termination of an employment contract with an employee who is subject to dismissal due to a reduction in the number or staff, with the liquidation of the Organization, the employer pays him all types of remuneration due to employees of the Organization and is of a quarterly, semi-annual, annual and other nature in proportion to the time worked, and also makes compensation payments, monetary rewards in the manner and on the terms set forth in compensation agreements or collective agreements operating directly in the Organizations:

a) for dismissed employees - at least 3 times the average monthly salary;

b) employees of pre-retirement age, but no more than two years before the statutory retirement date - payment of a monthly benefit in the amount of twice the minimum tariff rate in the Russian Federation, but not lower than the subsistence level in the region until retirement age or the moment of employment ;

c) for employees of retirement age - in the amount of at least 3 times the average monthly salary, and for those dismissed from organizations located in the Far North and equivalent areas - in the amount of at least 9 times the average monthly salary;

d) dismissed employees who have two or more children under the age of 18 - in the amount of at least 5 times the average monthly salary;

e) for dismissed employees whose family has no other breadwinners - in the amount of at least 5 times the average monthly salary;

f) employees dismissed from organizations located in the Far North and equivalent areas - in the amount of at least 8 times the average monthly salary.

If an employee has the right to receive several payments provided for in this paragraph, only one payment is made at the employee’s choice.

The indicated amounts of payments include payments established by current legislation.

5.10. At the request of the employee, payments can be replaced with payment for his retraining if the educational institution is located on the territory of the constituent entity of the Russian Federation where the employee lives, but not in excess of the costs determined by the specified payments.

5.11. Protection of employees in the event of insolvency (bankruptcy), reorganization and liquidation of an enterprise:

5.11.1. The parties will do their best to promote the financial recovery of organizations, preserve existing and create new jobs, inform enterprises about the labor market in industries, including the future needs for personnel, organize vocational training, training and retraining of personnel, and provide professional counseling to laid-off workers.

5.11.2. If the economic situation of the organization sharply deteriorates, the head of the organization notifies the trade union committee, provides, at the request of the trade union committee, information on the financial condition of the organization and takes effective measures to improve the situation. Stabilizing the economic situation of an organization cannot be done by reducing workers' wages.

5.11.3. Trade union committees of organizations have the right to exercise public control over the conduct of bankruptcy procedures.

5.11.4. The collective agreement remains valid in the event of a change in the name of the organization, termination of the employment contract with the head of the organization, or reorganization of the organization in the form of transformation. In case of reorganization (merger, accession, division, spin-off) of an organization, the collective agreement remains in force throughout the entire period of the reorganization. When changing the form of ownership of an organization, the collective agreement remains in force for three months from the date of transfer of ownership rights. When an organization is liquidated, the collective agreement remains in force throughout the entire period of liquidation.

5.11.5. A change in the owner of the organization’s property, a change in the tenant of the property, or the conclusion of a concession agreement are not grounds for terminating employment contracts with the organization’s employees, with the exception of the head of the organization and the chief accountant.

When the owner of the organization's property changes, it is not allowed to reduce the number or staff of employees until the state registration of the transfer of ownership.

When the jurisdiction (subordination) of the organization changes, as well as during its reorganization (merger, accession, division, spin-off, transformation), labor relations continue with the consent of the employee.

5.11.6. When selling state or municipal property, leasing property or concluding a concession agreement through a competition, the parties take measures to include the following provisions in the terms of the competition:

Preservation of jobs and conditions of payment for workers;

Retraining and (or) advanced training of employees;

Maintaining the profile of the enterprise.

6. Social protection

6.1. Payments of a social nature, based on the financial capabilities of organizations, can be made at the expense of core and other activities, in the manner and on the terms established directly in the Organizations:

6.1.1. Partial (but not less than the subsistence level of the working-age population) or full compensation of expenses confirmed by relevant documents:

a) related to the burial of deceased employees;

b) related to the burial of close relatives of employees (spouse, children, parents);

c) related to the burial of veterans of the Organization (the procedure for classifying persons as veterans is determined directly by the Organizations).

6.1.2. Voluntary health insurance and long-term life insurance for employees.

6.1.3. Non-state pension provision and voluntary pension insurance for employees in accordance with the non-state pension provision program adopted by the Organization.

6.1.4. Payment of financial assistance:

a) when an employee goes on annual basic paid leave in the amount established by the collective agreement. Payment on this basis is made no more than once per working year;

b) upon dismissal of an employee from the Organization at his own request after the establishment of an old-age pension (taking into account the length of service and the period of dismissal after retirement age);

c) upon the birth of a child - no less than the minimum monthly wage rate of a first-class worker;

d) when registering a marriage (if the marriage is registered for the first time) - no less than the minimum monthly wage rate of a first-class worker;

e) upon dismissal of an employee in connection with conscription for military service in the Armed Forces of the Russian Federation, other troops, military formations and bodies, as well as for the initial establishment of a household for citizens dismissed after completing military service by conscription and accepted to their previous place of work.

6.1.5. Partial or full compensation of confirmed expenses of employees:

6.1.6. A one-time payment in excess of the norms established by the legislation of the Russian Federation, in the event of the death of an employee from a general illness or a domestic accident, to the family of the deceased who has presented a death certificate, in the amount of at least 15,000 rubles.

6.1.7. Payment of a one-time remuneration to employees awarded industry awards and honorary titles.

6.1.8. Increase in monthly compensation for employees on paid parental leave until they reach 1.5 years, and from 1.5 to 3 years, establish and pay increased compensation.

6.1.9. Participation in improving the housing conditions of employees on mortgage lending terms.

6.1.10. Partial compensation for the increase in the cost of food in workers' canteens, as well as the cost of travel to the place of work.

6.1.11. A fifty percent discount to industry workers on the established fee for housing and communal services in the manner and on the terms determined directly by the Organizations.

6.1.12. Providing paid leave, based on the tariff rate (official salary) for the period specified in the collective agreement: on Knowledge Day, at the birth of a child, one’s own wedding or the wedding of children, as well as in cases provided for in this Agreement.

6.1.13. Provision of vehicles at the expense of the Organization for organizing recreation for workers, as well as for cultural events. The procedure and conditions for providing these payments are established directly in the Organizations.

6.1.14. Providing certain compensations and guarantees to employees - members of the trade union for certain activities, within the framework of agreements provided for in paragraph 10 of Article 45 of the Labor Code of the Russian Federation.

6.2. The employer undertakes:

6.2.1. Provide state social insurance for all employees in accordance with current legislation.

6.2.2. Timely transfer insurance contributions to the Pension Fund of the Russian Federation, the Social Insurance Fund of the Russian Federation, and the Federal Compulsory Medical Insurance Fund.

6.2.3. Freely provide information to employees about the calculation of insurance contributions to the Pension Fund of the Russian Federation (Article 15 of the Federal Law of December 15, 2001 No. 167-FZ “On compulsory pension insurance in the Russian Federation”), as well as other social funds.

6.2.4. Carry out expenses for training, retraining and advanced training of workers, including mandatory training and retraining of production and technical personnel, based on the requirements of professional standards and assessment of professional qualifications.

6.2.5. Carry out expenses for payment of temporary disability benefits due to illness (except for occupational diseases) in accordance with current legislation.

6.2.6. Incur other expenses associated with the production and (or) sale of products and services provided for by the legislation of the Russian Federation.

6.3. The employer incurs expenses to improve relationships in the field of social partnership in order to regulate social and labor relations, which include transfers of funds in the form of amounts of voluntary membership fees (including entrance fees), as well as other expenses provided for by this Agreement, other agreements in the field of social partnerships, including regional industry agreements, collective agreements and local regulations of the Organization, labor contracts concluded with employees and exceeding the level of obligations established by the legislation of the Russian Federation.

6.4. Remuneration for the work of the head of the elected body of the primary trade union organization is made at the expense of the employer (Article 377 of the Labor Code of the Russian Federation).

6.5. Employers provide social protection for the labor of women and persons with family responsibilities in accordance with current legislation.

6.5.1. Women working in rural areas are provided, upon their written application, with one additional day off per month without pay (Article 262 of the Labor Code of the Russian Federation).

6.5.2. In accordance with the Resolution of the Supreme Council of the RSFSR dated November 1, 1990 No. 298/3-1 “On urgent measures to improve the situation of women, families, maternal and child health in rural areas,” a 36-hour working week is established in organizations located in rural areas. In this case, wages are paid in the same amount as for the full duration of weekly work (40 hours).

6.5.3. One of the working parents (guardian, trustee) to care for disabled children, upon their written application, is provided with 4 additional paid days off per month. Payment for each additional day off is made in the amount of average earnings from the Social Insurance Fund of the Russian Federation (Article 262 of the Labor Code of the Russian Federation).

6.5.4. When undergoing mandatory medical examinations in medical institutions, pregnant women retain their average earnings at their place of work (Article 254 of the Labor Code of the Russian Federation).

6.5.5. At the request of a pregnant woman, one of the parents (guardian, custodian) with a child under 14 years of age (disabled child under 18 years of age), or a person caring for a sick family member in accordance with a medical report, they are assigned part-time work or part-time work. In these cases, remuneration is made in proportion to the time worked or depending on the amount of work performed (Article 93 of the Labor Code of the Russian Federation).

6.5.6. Ensure working conditions and labor protection for women and youth (teenagers), for which:

a) conduct a priority special assessment of the working conditions of women’s and adolescents’ workplaces based on working conditions;

b) carry out measures to mechanize manual and heavy physical work to ensure the norms of maximum permissible loads for women and adolescents established by Resolution of the Council of Ministers - Government of the Russian Federation dated 02/06/1993 No. 105;

c) limit the use of women in heavy work and work with harmful and dangerous working conditions (Article 253 of the Labor Code of the Russian Federation);

d) exclude the use of labor by persons under 18 years of age in work with harmful and (or) dangerous working conditions, in underground work, as well as in work the performance of which may harm their health (Article 265 of the Labor Code of the Russian Federation).

6.6. An employee with two or more children under the age of 14, an employee with a disabled child under the age of 18, a single mother raising a child under the age of 14, a father raising a child under the age of 14 without a mother, a collective agreement annual additional leaves without pay may be established at a time convenient for them, lasting up to fourteen calendar days. The specified leave, upon the written application of the employee, can be added to the annual paid leave or used separately in full or in parts. Transferring this leave to the next working year is not allowed (Article 263 of the Labor Code of the Russian Federation).

6.7. Provide separate compensations and guarantees to employees - members of the trade union for certain activities, within the framework of agreements provided for in paragraph 10 of Article 45 of the Labor Code of the Russian Federation.

6.8. Employers provide social protection for young people: they create the necessary legal, economic, everyday and organizational conditions and guarantees for the professional development of young workers, promoting their spiritual, cultural and physical development. Employers undertake:

6.8.1. Restore and improve the system of training, retraining and advanced training of young personnel, and provide for the allocation of funds for these purposes in collective agreements.

6.8.2. Approve the Regulations on Mentoring in the Organizations, assign mentors to all young employees no later than 6 months from the start of their work and pay mentors a salary bonus of at least 10% of the salary.

6.8.3. Provide young workers who combine work with study in vocational educational institutions, and employees entering these institutions, with guarantees and benefits in accordance with current legislation.

6.8.4. Provide minor workers with reduced working hours with wages in the same amount as employees of the corresponding categories with the full duration of daily work.

6.8.5. Promote the creation of youth organizations in Organizations (councils of young professionals, youth commissions of trade union organizations, other forms of youth self-government).

6.8.6. Provides financial assistance to young workers at the request of the primary trade union organization of the enterprise.

6.9. Organizations, based on their financial capabilities, provide for the provision of the following benefits, guarantees and compensation in the manner and on the terms established directly by the Organization:

6.9.1. Providing young families from the Organization's fund with long-term preferential or interest-free loans, loans for the construction and purchase of housing, durable household items, and for paid education in educational institutions.

6.9.2. Providing young parents raising two or more children (at their request) with one day off from work every month with payment from the Organization’s profit in the amount of the employee’s tariff rate (official salary).

6.9.3. Providing young workers and their families with the necessary conditions for physical education, sports, and amateur artistic activities.

6.10. Primary trade union organizations undertake:

6.10.1. To promote the creation in the Organization of appropriate conditions for advanced training and general educational level of youth.

6.10.2. Promote the creation of youth organizations and a youth fund in the Organizations and attract funds to it.

6.10.3. Apply for additional guarantees, financial assistance, benefits and compensation to keep young people employed in comparison with current legislation.

6.10.4. Ensure full social protection of workers in accordance with collective agreements and general labor regulations.

7. Social partnership, guarantees and principles of cooperation between the parties

7.1. OOOR Housing and Communal Services and Life Support Trade Union:

7.1.1. They appeal to the Russian Ministry of Construction with a request for assistance in resolving the following issues:

7.1.1.1. On sustainable social and economic development of housing and communal services in the constituent entities of the Russian Federation and municipalities;

7.1.1.2. Balanced compliance with the economic interests of business entities operating in housing and communal services, employees who are in labor relations with these business entities, and consumers of housing and utility services;

7.1.1.3. In organizing the creation of decent working conditions and wages for workers in the housing and utilities sector; promotes the development of social partnership in the industry and in municipalities, sets performance indicators for regions and municipalities according to the degree of their participation in social partnership.

7.1.1.4. Preservation and development of personnel potential of housing and communal services workers, including through the introduction of an industry-wide system of professional qualifications.

7.1.1.5. In monitoring the implementation of the Agreement in full through interaction with the Federal Antimonopoly Service of Russia, government bodies regulating price and tariff policy, the Ministry of Labor of Russia, Rostrud and other federal departments.

7.2.1. Exercise joint control over the implementation of this Agreement.

7.2.2. Provide each other with the information necessary to analyze the progress of implementation of this Agreement, consider issues of introducing amendments and additions to it, as well as develop subsequent agreements.

7.2.3. Consider issues not included in this Agreement and conduct mutual consultations.

7.2.4. They inform each other about the adoption of local regulations containing labor law standards.

7.2.5. Take measures to resolve collective labor disputes.

7.2.6. They interact in matters of nominating particularly distinguished employees for state awards and conferring honorary titles of the Russian Federation, awarding certificates of honor from federal executive bodies, the Central Committee of the Life Support Trade Union.

7.2.7. Submit proposals to the Government of the Russian Federation to resolve labor and socio-economic issues, taking into account the peculiarities of work and life of workers in the relevant fields of activity.

7.2.8. Participate in the manner prescribed by law in the preparation of draft regulatory legal acts on issues affecting the social, labor and economic interests of workers in the life support system of the population.

7.2.9. They participate in the development and contribute to the implementation of state programs and projects for socio-economic development and reform of housing and communal services, attracting investments in this area, strengthening its material and technical base, as well as in the implementation of social projects of the Russian Federation “Revenues of the State Treasury”, “People's control”, “Personnel for the national economy”, “Quality Mark “Made in Russia”, “For a high social standard”, “Care”, “For decent wages”.

7.2.10. In accordance with the requirements of the Federal Law “On Independent Assessment of Qualifications” No. 283-FZ dated July 3, 2016 and Decree of the Government of the Russian Federation dated June 27, 2016 No. 584 “On the application of professional standards in terms of requirements mandatory for use by state extra-budgetary funds of the Russian Federation, state or municipal institutions, state or municipal unitary enterprises, as well as state corporations, state companies and business entities, more than fifty percent of the shares (shares) in the authorized capital of which are in state ownership or municipal ownership." The Parties to the Agreement participate:

In the creation and development of an industry-wide system for assessing professional qualifications;

In the implementation of professional and public accreditation of educational programs of educational institutions for compliance with their industry professional standards;

In the formation of the optimal quality of the composition and number of labor resources necessary for the development of housing and communal services;

In measures to improve the quality and competitiveness of construction industry goods and housing and communal services for consumers, as well as to improve the level of financial status of housing and communal services workers;

In creating conditions for increasing the level and quality of social guarantees for housing and communal services workers, including by attracting socially responsible businesses and other non-state sources of financing.

7.2.11. The relevant authorities are working on issues to ensure timely financing of housing and communal services and the adoption of economically justified tariffs in terms of costs for labor, labor protection, social security, as well as other issues within the framework of this Agreement.

Document overview

The Industry Tariff Agreement in Housing and Communal Services is provided.

The agreement represents a legal act regulating social and labor relations and establishing general principles for regulating economic relations related to them, general conditions of remuneration, labor guarantees and benefits for employees, as well as defining the rights, obligations and responsibilities of the parties to the social partnership.

It is concluded between employers and employees represented by their authorized representatives (parties) in the form of the All-Russian industry association of employers in the sphere of life support "OOOR ZhKK" and the All-Russian trade union of essential workers.

The agreement is mandatory for use when concluding collective agreements, regional industry agreements and individual employment contracts.

In the absence of a collective agreement, the agreement has direct effect.

The Cabinet of Ministers of Ukraine decides:

1. Note 1 to Appendix 1 to the Resolution of the Cabinet of Ministers of Ukraine dated August 30, 2002 No. 1298 “On remuneration of workers based on the Unified tariff schedule of categories and coefficients for remuneration of employees of institutions, establishments and organizations of certain sectors of the public sector” after the second paragraph add a new paragraph with the following content:

“Official salaries (tariff rates, wage rates) from January 1, 2017 are calculated based on the official salary (tariff rate) of an employee of the 1st tariff category, established in the amount of the subsistence minimum for able-bodied persons as of January 1 of the calendar year.”

2. The heads of institutions, establishments and organizations of individual sectors of the public sector must ensure:

establishment from January 1, 2017 in the staffing table of new levels of official salaries (tariff rates, wage rates), determined based on the size of the official salary (tariff rate) of an employee of the 1st tariff category of the Unified Tariff Schedule, established in the amount of the subsistence minimum for able-bodied persons for January 1 of the calendar year;

differentiation of wages for employees receiving wages at the minimum level within the wage fund, by establishing additional payments, allowances, bonuses, taking into account the complexity, responsibility and conditions of the work performed, the qualifications of the employee, and the results of his work.

3. Ministries and other central executive authorities should bring their own regulations into compliance with this resolution.

Prime Minister of UkraineV. Groysman