System of guarantees and compensations provided for by the Labor Code of the Russian Federation. Labor Code of guarantees and compensation Guarantees under the Labor Code of the Russian Federation

The state and the law provide and consolidate guarantees and compensation for employees, as the most vulnerable party to the labor agreement. We are talking specifically about those who work on . It doesn't matter whether it's urgent or indefinite. If such a document was not signed, we may be talking about a civil contract. And, of course, guarantees and compensation to workers do not apply to the parties to such an agreement. Or maybe this is a case where the employee will be forced to apply.

Thus, guarantees are a mechanism that includes conditions, means and methods for realizing the rights of an employee. These include the legal grounds for entering into labor relations, restoration of illegally violated rights, etc. And compensations are monetary payments to reimburse employees for expenses incurred during the performance of their duties.

Providing guarantees and compensation to workers

Labor legislation establishes general guarantees and compensation that apply when concluding an employment contract, transfers, deductions from wages, as well as special cases of such privileges.

Guarantees and compensation are provided in the following cases:

• business trip;
• fulfillment of assigned state or public duties;
• moving to work in another area;
• combining work with education;
• forced termination of the agreement through no fault of the employee;
• annual;
• in some cases, termination of the employment agreement;
• violation of deadlines for issuing a work book is not the fault of the dismissed employee;
• in other cases established by law, collective or labor agreement.

Guarantees and compensation for employees on business trips

When sending an employee on a business trip, he is guaranteed:

• preservation of the job - the employer will not dismiss the employee during this period on his own initiative (except for the liquidation of the enterprise), or transfer him to another position;
• the salary is maintained throughout the business trip, taking into account the time spent on the road. In addition, at the discretion of the employee, it may be sent to him at the expense of the organization that sent him;
• reimbursement of expenses - the employer pays for travel, accommodation, and other expenses (as agreed). Per diems are paid and the employee provides financial documents to support this.

Guarantees and compensations in the performance of state (public) duties

During the performance of assigned state or public duties, the employer releases the employee from work duties. But he keeps his job. Compensation is paid by the government body or public organization that hired the employee.

Guarantees and compensation for employees when moving to work in another area

This type of compensation arises if the employer has received the employee’s consent to such a move. The employer reimburses the costs of travel for the employee and his family members; removal of property, excluding cases where the employee is provided with appropriate transport; arrangement costs. The exact amounts of cost reimbursement are determined by agreement. By-laws have been approved for civil servants.

Guarantees and compensation when combining work and education

This method of guarantees and compensation is used by the employer provided:

• state accreditation of an educational institution;
• successful education (no debt);
• receiving appropriate education for the first time;
• combining study and work, if this occurs in several educational institutions, guarantees are provided in one place of study of the citizen’s choice.

The employer is obliged to provide the employee with additional paid benefits. For more details see Art. 173-177 Labor Code of the Russian Federation.

Guarantees and compensation upon termination of an employment agreement

When an employee is transferred to a permanent but lower-paid position due to a medical certificate, the guarantees include maintaining his average salary for a month from the date of transfer. In case of a work injury or occupational disease - until full working capacity or recovery.

In case of temporary loss of ability to work, the employer pays benefits to the employee.

The employer must pay severance pay to the dismissed employee:

1) in the amount of the average salary for two weeks - for citizens if the employment contract is terminated due to:

• inconsistency with the position held or function performed, due to health conditions, making it impossible to continue this work and refuse;
• conscription of an employee to serve in the army;
• reinstatement of the employee who previously performed this work;
• refusal to transfer an employee related to the relocation of the enterprise to another location, etc. (Article 178 of the Labor Code of the Russian Federation).

2) in the amount of the average monthly salary - for citizens, if it is torn due to:

• liquidation of the enterprise;
• reduction in the number of employees;
• violations of the rules established by labor legislation, the conclusion of an employment contract, committed through no fault of the employee.

Guarantees and compensation to employees in case of delay in issuing a work book or wages

If the deadline for issuing a work book to an employee is violated, compensation is the average daily salary for each delayed day. In addition, the employee may be entitled to compensation for moral damages.

Guarantees and compensation to employees for delayed wages are established in the form, which is paid regardless of the employer’s fault.

Each official employment must be supported by certain guarantees and compensation. Guarantees and compensation in labor law are mandatory. And if the second concept is exclusively material in nature, the first can have both material and intangible connotations. Let's take a closer look at what these provisions include.

Definitions

Basically, the concept of guarantees and compensation is considered from the point of view of labor law. According to Article 164 of the Labor Code of the Russian Federation, guarantees mean the means, conditions and methods by which employees of organizations are granted various rights in social and labor relations. The guarantees that are provided by law and provide these rights to all employees can be of a material or intangible nature. The first includes maintaining salary during vacation or training, long business trip or sick leave, etc. The second concept includes maintaining a job or providing another position.

In relation to guarantees, concepts such as payments or additional payments are also used. Guaranteed payments mean those payments that are issued to an employee for the time until he fulfilled his labor obligations for good reasons, which are established by law. According to general rules, they replace wages. Guaranteed additional payments are provided above the established salary.

Compensation refers to monetary payments that are reimbursement to an employee for those costs associated with the performance of job duties and provided for by law.

If an employee spent money during production needs, the organization must compensate for the losses incurred in monetary terms.

The concept of guarantees and compensation in labor law can be used together if the case so requires. For example, if the employee is a donor.

In addition to reimbursement of expenses, employees are entitled to compensation for moral damage that may be caused in the workplace.

Basic goals

The main purposes of providing guarantees and compensation are:

1. Providing employees with average earnings in certain cases provided for by law when they do not perform their direct duties.
2. Reimbursement for employees of monetary expenses specified in the law, incurred by them due to production needs.

The main guarantees and compensations in the labor law of the Russian Federation are prescribed in the Labor Code of the Russian Federation.

Types of guarantees

The main types of guarantee payments include:

Special cases

In addition to the established guarantees, the legislation identifies the following types of guarantees and compensation in labor law:

1. When going on business trips or other official trips.
2. When moving to another city in order to fulfill work obligations.
3. When performing government or public activities.
4. When combining study and work.
5. If necessary, stop work due to employee misconduct.
6. on annual vacation.
7. In exceptional cases of termination of employment relationships.
8. Due to the delay in issuing the employment form due to the fault of the employer upon termination of the employment relationship.
9. Other types of guarantees and compensations provided for by labor law.

Basic principles

The basic principles of providing compensation and guarantees include:

• establishing a mandatory level of compensation and guarantees;
• the obligation of the heads of organizations to provide employees with statutory guarantees and compensation;
• the employee’s right to statutory compensation and guarantees;
• the possibility of improving the situation of employees compared to what is established by legislation in the field of compensation and guarantees at the agreement level at the expense of the contracting parties.

Business trips

A business trip is understood as a trip by an employee at the direction of a manager for a specific period of time to perform his duties.

Today, legislation does not establish a maximum period for a business trip; it is determined by the employer individually, based on the nature of the assignment. A trip by an employee who has a traveling nature of work is not considered a business trip.

Sending an employee on a business trip must be formalized by order of the head of the organization. Based on this, a travel certificate is issued, in which it is necessary to indicate the beginning of the business trip and its end, as well as the point of travel. At the end of the business trip, the employee is required to submit a report on the work done.

When an employee is sent on a business trip, he is provided with guarantees and compensation, which are designated as mandatory in labor law. These include:

1. Maintaining your job and position. An employee does not have the right to be transferred to another position or dismissed at the initiative of the employer (unless this is the liquidation of the enterprise).
2. Maintaining wages. During the business trip, the employee retains his average earnings. If a citizen works part-time, then payment of travel expenses, as well as maintaining earnings, falls on the organization that sent him on the trip. If an employee is sent on a business trip by both organizations at once, then the salary must be maintained both at the main place and part-time.
3. Reimbursement of travel expenses. Such reimbursements include: travel expenses, accommodation expenses, additional expenses and those expenses that are allowed to the employee with the consent and knowledge of the employer.

A special compensation procedure is provided for those employees who work on a rotational basis. Since this way of working is permanent for them, instead of daily allowances they are paid bonuses to the basic tariff rate.

Moving

Guarantees and compensation in labor law are briefly described for moving to work in another area.

Relocation usually involves various expenses, and the employer must reimburse them. The following are subject to compensation:

• expenses for moving the employee and his family, as well as for transporting basic property (the exception is cases when the employer provides the employee with the necessary means of transportation);
• expenses for arrangement in a new place.

The amount of compensation must be agreed between the parties in writing.

Military duty

Guarantees and compensations in labor law are also provided for citizens performing military duty. Such persons may be released from work while maintaining their place of work and average earnings (during military training), receive compensation related to the rental of housing, payment for relocation or travel from home to work, receive travel allowances for the duration of a medical examination, examination or treatment for the purpose of diagnosis for military registration, preparation for conscription or military service.

If an organization incurs expenses due to the implementation of the law on conscription, then they are reimbursed from the federal budget.

Combining study and work

Guarantees and compensations in labor law are also regulated for employees combining study and work. These include:

• Study leave (can be granted on the basis of a letter of invitation from an educational institution).
• Shortening the working day.
• Travel compensation.

Guarantees and compensation may be provided if:

• the institution has state accreditation;
• the employee fulfills the curriculum standards in a timely manner, has no debts for semesters, and completes all assigned work on time;
• The employee has never received higher education before.

If an employee receives education in several institutions at once, then payments are provided in connection with training in one of them.

If an employee studies by correspondence, the employer pays his travel expenses once a year. At the request of an employee studying part-time or in the evening, his work week can be reduced by seven hours for ten months before preparing for his thesis or passing state exams.

Guarantees are the means, methods and conditions by which the implementation of the rights granted to employees in the field of social and labor relations is ensured.

Maintaining your place of work (position) and average earnings, as well as reimbursement of expenses associated with a business trip;

Release of an employee from work while maintaining his place of work (position) for the duration of his performance of state or public duties if, in accordance with the Labor Code of the Russian Federation and other federal laws, these duties must be performed during working hours;

Guarantees for employees elected to trade union bodies and labor dispute commissions;

Guarantees for employees elected to elective positions in state bodies and local governments;

Guarantees for employees combining work with study (additional leaves with preservation of average earnings, leave without pay, payment for travel to the location of the educational institution and back, establishment of a shortened work week (shortened by 7 hours);

Guarantees for employees studying in secondary educational institutions

25. Concept and types of compensation to employees under an employment contract. Compensations are monetary payments established for the purpose of reimbursing employees for costs associated with the performance of their labor or other duties provided for by this Code and other federal laws.

Types of compensation payments:

reimbursement of business trip expenses (travel, apartment, daily allowance, etc., Article 168 of the Labor Code of the Russian Federation);

reimbursement of expenses in connection with an industrial injury, occupational disease, death of an employee at work (Article 184 of the Labor Code of the Russian Federation; Federal Law of July 24, 1998 No. 1325 FZ “On compulsory social insurance against industrial accidents and occupational diseases”);

reimbursement of expenses when an employee moves, by prior agreement with the employer, to work in another area (costs of moving and transporting property, lifting) (Article 169 of the Labor Code of the Russian Federation, Resolution of the Council of Ministers of the USSR of June 15, 1981 No. 667 “On guarantees and compensation when moving to work in another area"; "Rules for providing guarantees and compensation to employees sent to work in representative offices of the Russian Federation abroad", approved by Decree of the Government of the Russian Federation of December 20, 2002 No. 911);

reimbursement of additional expenses to persons called as witnesses, experts, specialists, translators to the bodies of inquiry, preliminary investigation, prosecutor's office, court;

reimbursement of expenses for the use of an employee’s personal property (Article 188 of the Labor Code of the Russian Federation, for example, the use of personal vehicles);

other payments.

26.The concept of labor discipline, work routine.

Labor discipline is the basic principle of labor law and is, in an objective sense, a set of rules of conduct required of a person who has entered into an employment contract in connection with the concluded employment contract. The subjective meaning is that labor discipline establishes the proper behavior of a particular employee in relation to his work responsibilities. Discipline is a general social phenomenon that represents obedience to the law, that is, following the requirements of the law.

Thus, the content of labor discipline represents the proper behavior of the employee in accordance with:

requirements of labor legislation;

terms of the employment contract;

with the instructions of the employer, which is fixed in Art. 189 Labor Code of the Russian Federation, t. to.: labor discipline – obligatory for all employees to obey the rules of conduct defined in accordance with the Labor Code of the Russian Federation, other laws, collective agreements, agreements, employment contracts, and local regulations of the organization.

The employer, in turn, is obliged, in accordance with the Labor Code of the Russian Federation, laws, other regulatory legal acts, collective agreements, agreements, local regulations containing labor law norms, and an employment contract, to create the conditions necessary for employees to comply with labor discipline.

Labor discipline includes: service discipline, technological discipline, labor discipline, production discipline, financial discipline and work ethics.

The organization's labor regulations are determined by the internal labor regulations, which is a local regulatory act of the organization that regulates the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to the employment contract, working hours, rest periods, incentives and penalties applied to employees, as well as others. issues of regulation of labor relations in the organization. The internal labor regulations (ILR) of the organization are approved by the employer, taking into account the opinion of the representative body of the organization's employees.

Internal rules labor regulations organizations are usually an annex to the collective agreement. For certain categories of employees, there are charters and regulations on discipline approved by the Government of the Russian Federation in accordance with federal laws.

GUARANTEES AND COMPENSATIONS

Article 164. Concept of guarantees and compensation

Guarantees are the means, methods and conditions by which the implementation of the rights granted to employees in the field of social and labor relations is ensured.

Compensations are monetary payments established to reimburse employees for costs associated with the performance of their labor or other duties provided for by this Code and other federal laws.

Article 165. Cases of providing guarantees and compensation

In addition to the general guarantees and compensations provided for by this Code (guarantees for hiring, transfer to another job, wages, etc.), employees are provided with guarantees and compensation in the following cases:

in other cases provided for by this Code and other federal laws.

When guarantees and compensation are provided, the corresponding payments are made at the expense of the employer. Bodies and organizations in whose interests the employee performs state or public duties (jurors, donors, members of election commissions and others) make payments to the employee in the manner and on the terms provided for by this Code, other federal laws and other regulatory legal acts of the Russian Federation . In these cases, the employer releases the employee from his main job for the period of performance of state or public duties.

Concept and types of guarantees and compensation

In accordance with Article 164 of the Labor Code of the Russian Federation, guarantees are the means, methods and conditions by which the exercise of the rights granted to employees in the field of social and labor relations is ensured.

The guarantees established by law and ensuring the implementation of the rights granted to employees can be both intangible (for example, maintaining a place of work, position, providing another job) and material (preserving average earnings for the period of study leave, annual leave, business trip) in nature.

Guarantee payments and additional payments are often used as guarantees. Guarantee payments are those payments that are made to employees for the time when they actually did not perform their labor duties for valid reasons provided for by law. As a general rule, they replace the employee’s wages; guaranteed additional payments go on top of wages. Both guarantee payments and additional payments are aimed at preventing a decrease in the employee’s earnings in cases where he is released from performing work duties. Their difference from wages is that wages are paid as a result of labor, and guarantee payments are not paid for labor, its results, but guarantee payment in cases provided for by law.

All guarantee payments can be classified into types.

Dependent on production or the actions of the manager (payment for downtime due to the fault of the employer, payment for forced absence in the event of illegal dismissal, severance pay upon dismissal);

Ensuring the employee’s right to paid leave (labor, educational, social);

Guaranteed additional payments: to minors for reduced working hours; for certain types of breaks; when transferred to an easier (lower paid) job;

Not dependent on production, but necessary for the state and society (fulfillment of state duties, participation in collective bargaining, military training, etc.)

Compensations are monetary payments established to reimburse employees for costs associated with the performance of their labor or other duties provided for by federal law.

Costs incurred by the employee while performing his job duties must be reimbursed to him in the form of cash payments.

In a number of cases, legislation provides for the provision of both guarantees and compensation to the employee, for example, in the case of donating blood and its components.

In addition to reimbursement of expenses incurred by the employee, the law provides for monetary compensation for moral damage caused to the employee (Article 237 of the Labor Code).

A collective or labor agreement may provide for other cases of an employee receiving guaranteed compensation payments in comparison with the law, as well as establish higher amounts of such payments.

Cases of provision of guarantees and compensation. In addition to the general guarantees and compensations provided for by the Labor Code of the Russian Federation (guarantees for hiring, transfer to another job, wages, etc.), employees are provided with guarantees and compensation in the following cases:

When sent on business trips;

When moving to work in another area;

When performing state or public duties;

When combining work with training;

In case of forced cessation of work through no fault of the employee;

When providing annual paid leave;

In some cases, termination of an employment contract;

Due to a delay due to the employer’s fault in issuing a work book upon dismissal of an employee;

In other cases provided for by the Labor Code of the Russian Federation and other federal laws.

Thus, combat veterans have the right to free training in new professions at the place of work, in advanced training courses in the system of state training and retraining of personnel, and preservation of wages (in the amount of 100 percent of the tariff rate) at the last place of work during the entire period of training.

Citizens of the Russian Federation who were exposed to radiation as a result of nuclear tests at the Semipalatinsk test site are given an additional payment up to the amount of their previous earnings when transferred for medical reasons to a lower-paid job. This additional payment is carried out by organizations until the ability to work is restored or disability is established.

In cases determined by law, the employer provides employees with:

Guarantees and compensations (for example, when sending an employee on a business trip, combining work with training, the employee retains his place of work (position) and average earnings for the period of absence of the employee);

Only guarantees (saving a job (position) while performing state or public duties). For example, during the period of participation in activities to ensure citizens fulfill their military duty, the employee’s average salary is paid from the funds of the Russian Ministry of Defense.

In a number of cases, the employer provides guarantees, compensation (preservation of the employee’s place of work (position) and average earnings for the period of release from work) and, in addition, the employee receives additional compensation from the federal budget (for example, people's assessors, arbitration assessors) . When guarantees and compensation are provided, the corresponding payments are made at the expense of the employer. Bodies and organizations in whose interests the employee performs state or public duties (jurors, donors, etc.) make payments to the employee in the manner and under the conditions provided for by the Labor Code, federal laws and other regulatory legal acts of the Russian Federation. In these cases, the employer releases the employee from his main job for the period of performance of state or public duties.

Read also: Mechanism of muscle contraction

Guarantees and compensation for workers

When the interests of the employer do not coincide with the requirements and expectations of employees, the main method of protection is guarantees and compensation for employees, defined at the legislative level.

Guarantees are legal and incentive mechanisms that ensure the exercise of employee rights in the field of labor and social relations. These include: legal grounds for entering into labor relations, protection and restoration of illegally violated labor rights of employees, state guarantees for wages.

Compensations are monetary payments determined to reimburse employees for expenses incurred during the performance of their duties.

Providing guarantees and compensation to workers

Labor legislation establishes general guarantees and compensation that apply when concluding an employment contract, transfers, deductions from wages, as well as special cases of such privileges.

Guarantees and compensation are provided in the following cases:

• business trip;
• fulfillment of assigned state or public duties;
• moving to work in another area;
• combining work with education;
• forced termination of the agreement through no fault of the employee;
• annual leave;
• in some cases, termination of the employment agreement;
• violation of deadlines for issuing a work book is not the fault of the dismissed employee;
• in other cases established by a collective or labor agreement.

Guarantees and compensation for employees in case of business travel

When sending an employee on a business trip, he is guaranteed:

• preservation of employment - consists in the impossibility of dismissal during this period by decision of the employer (except for the liquidation of the enterprise), transfer to another position;
• maintaining the average salary throughout the business trip, taking into account the time spent on the road. In addition, wages, at the discretion of the employee, can be sent to him at the expense of the organization that sent him;
• Reimbursement of expenses incurred during a business trip occurs at the expense of the employer. The following types of expenses are reimbursed: travel, accommodation, daily allowance.

Guarantees and compensation during the performance of duties

During the performance of assigned state or public duties, the employer releases the employee from work duties, preserving the workplace. In this case, compensation is provided by the government body or public organization that hired the employee.

Guarantees and compensation for employees when moving to work in another area

This type of compensation arises in the event of prior agreement to work in another location by all parties to the employment contract. The costs of moving an employee with his family members are reimbursed; removal of property, excluding cases where the employee is provided with appropriate transport; arrangement costs. The exact amounts of cost reimbursement are determined by agreement.

Guarantees and compensation when combining work and education

This method of guarantees and compensation is used by the employer provided:

• state accreditation of an educational institution;
• successful learning;
• receiving appropriate education for the first time;
• combining study and work, if this occurs in several educational institutions, guarantees are provided in one place of study of the citizen’s choice.

Guarantees and compensation upon termination of an employment agreement

When an employee is transferred to a permanent but lower-paid position due to a medical report, the guarantees consist of maintaining his average salary for a month from the date of transfer, in the case of a work injury or occupational disease - until full working capacity or recovery.

In case of temporary loss of ability to work, the employer pays benefits to the employee.

Guarantees and compensation for employees when providing leave

This guaranteed payment is accrued on all days of annual leave without exception.

The average salary for vacation pay and compensation for unused vacation is calculated: for the previous three months by dividing the amount of calculated salary by 3 and 29.6 (average number of working days).

The average salary for payment of vacations given in working days and compensation for unused vacation is calculated by dividing the amount of the calculated salary by the number of days in the working week.

Guarantees and compensation upon termination of an employment contract

The employer must pay severance pay to the dismissed employee:

1) in the amount of the average salary for two weeks - for citizens if the employment contract is terminated due to:

• inconsistency with the position held or the function performed due to health conditions, making it impossible to continue this work;
• conscription of an employee to serve in the army;
• reinstatement of the employee who previously performed this work;
• refusal to transfer an employee associated with the relocation of the enterprise to another location.

2) in the amount of the average monthly salary - for citizens if the employment contract is terminated due to:

• liquidation of the enterprise;
• reduction in the number of employees;
• violations of the rules established by labor legislation, the conclusion of an employment contract, committed through no fault of the employee.

Guarantees and compensation for employees in case of delay in work book

If the deadline for issuing a work book to an employee upon termination of the employment contract is violated, compensation is the average salary for each delayed day. In addition, the employee may be entitled to compensation for moral damages.

Labor law

• Subject, method and system of Russian labor law
  • Subject of labor law
  • Labor law method
  • The system of the branch of labor law and the system of science of labor law
  • The relationship between labor law and related branches of law
• Basic principles of legal regulation of labor
  • The concept and meaning of the basic principles of legal regulation of labor
  • Contents of the basic principles of labor law
• Sources of labor law
  • The concept of sources of labor law, their classification
  • Effect of normative legal acts in time, space and circle of persons
• Subjects of labor law
  • Concept and types of subjects of labor law
  • Citizen (employee) as a subject of labor law
  • Regulation of the labor legal personality of citizens (employers and employees)
  • Employers (organizations) as subjects of labor law
  • Cooperative organizations as subjects of labor law
  • Unitary state and municipal enterprise as a subject of labor law
  • The organization's workforce as a subject of labor law
  • Trade unions and other organizations as subjects of labor law
• Legal status of trade unions in the sphere of labor
  • Legislative regulation of trade union activities
  • Basic rights of trade unions and their classification
  • Guarantees of the rights of trade unions and elected trade union workers
  • Trade Union Responsibility
• Legal relations in the field of hired labor
  • Concepts and types of legal relations in labor law
  • Content, emergence, change and termination of labor relations
  • Social partnership in the sphere of labor
  • Legal relations regarding professional training, retraining and advanced training of workers
  • Legal relations for supervision and control of labor protection and compliance with labor legislation
  • Legal relations for the consideration of labor disputes
• Collective agreements and agreements
  • The concept of a collective agreement
  • Parties to the collective agreement and the procedure for its conclusion
  • Contents and structure of the collective agreement
  • Implementation of the collective agreement and monitoring its implementation
  • Liability for violation of a collective agreement
  • Social partnership agreements
• Legal regulation of employment and employment contract
• Fundamentals of legal regulation of employment and employment
  • Employment legislation
  • Legal regulation of employee release
  • Legal status of the unemployed
  • Unemployment benefits
  • Participation of employers in ensuring employment of the population
  • Employment of citizens
• Employment contract
  • The concept and meaning of an employment contract
  • General procedure for concluding an employment contract
  • Change of employment contract
  • Termination of an employment contract
  • Registration of termination of an employment contract. Severance pay
  • Protection of employee personal data
• Legal regulation of the organization and use of hired labor
• Working time and rest time
  • Concept, types and standards of working time
  • Working hours
  • Concept and types of rest time
  • Vacations
  • Benefits for employees combining work and training
• Payment and labor standards
  • Concept of remuneration
  • Minimum wage
  • Tariff system
  • Remuneration of managers, specialists and employees
  • Indexation of wages
  • Remuneration for labor used in special conditions
  • Payroll systems
  • Procedure, place and terms of payment of wages
  • Limitation of deductions from wages
  • Labor rationing
  • Average earnings and their calculation
• Guarantees and compensation
  • Guarantees when sending employees on business trips and moving to work in another area
  • Guarantees and compensations for employees when they perform state or public duties
  • Guarantees and compensation for employees combining work with training
  • Guarantees and compensation to employees related to termination of an employment contract
  • Other guarantees and compensation
• Work schedule. Labor discipline
  • The concept and meaning of labor discipline, methods of ensuring it
  • Internal labor regulations
  • Incentive measures and the procedure for their application
  • Disciplinary responsibility and its types
• Professional training, retraining and advanced training of workers
  • The concept of professional training and retraining of workers
  • Student agreement
• Occupational Safety and Health
  • The concept of labor protection in labor law
  • Rights and obligations of workers and employers to ensure labor protection
  • Occupational safety requirements
  • Organization of labor protection
  • Ensuring workers' rights to labor protection
  • Accidents subject to investigation and recording
• Material liability of the parties to the employment contract
  • Concept and types of financial liability
  • Material liability of employers to employees
  • Financial liability of an employee for damage caused to the employer: concept and types
• Peculiarities of labor regulation for certain categories of workers
  • Peculiarities of labor regulation for women and persons with family responsibilities
  • Peculiarities of labor regulation for workers under 18 years of age
  • Peculiarities of labor regulation of the head of the organization and members of the collegial executive body of the organization
  • Peculiarities of labor regulation for persons working part-time
  • Peculiarities of labor regulation for workers who have entered into an employment contract for a period of up to two months
  • Peculiarities of labor regulation for workers engaged in seasonal work
  • Peculiarities of labor regulation for persons working on a rotational basis
  • Peculiarities of labor regulation of workers working for employers - individuals
  • Peculiarities of labor regulation for homeworkers
  • Labor of persons working in the Far North and equivalent areas
  • Peculiarities of labor regulation for transport workers
  • Peculiarities of labor regulation for teaching staff
  • Peculiarities of labor regulation for workers sent to work in diplomatic missions and consular offices of the Russian Federation, as well as in representative offices of federal executive authorities and state institutions of the Russian Federation abroad
  • Peculiarities of labor regulation for employees of religious organizations
  • Peculiarities of labor regulation for other categories of workers
• Protection of workers' labor rights
  • State supervision and control over compliance with labor legislation and other regulatory legal acts containing labor law norms
  • Protection of labor rights of workers by trade unions and self-defense
• Resolution of labor disputes
  • General issues of labor dispute resolution
  • Consideration of individual labor disputes
  • Consideration of labor disputes in the CCC
  • Consideration of individual labor disputes in court. Jurisdiction of labor disputes over courts
  • Peculiarities of consideration of labor disputes of employees of certain categories
  • Consideration of collective labor disputes
• Types of liability for violation of labor laws
  • Concept and types of legal liability
  • Types of liability for violation of labor legislation and other acts containing labor law norms
• International labor law
• International legal regulation of labor
  • Rules of international law
  • Sources of international legal regulation of labor
  • Basic human rights at work
  • Employment and employment
  • Working conditions
  • Legal regulation of labor protection
  • Social cooperation of workers' and employers' organizations. Peaceful ways to resolve labor conflicts