Special assessment of working conditions for small enterprises in 2020

A special assessment of working conditions for individual entrepreneurs is not always mandatory

Good afternoon, dear individual entrepreneurs!

Recently, questions have often been asked about the need to conduct a Special Assessment of Working Conditions (SAL). Yesterday I received another round of questions from readers and decided to write this article.

I’ll go over the main points that individual entrepreneurs need to know about. Yes, I know that the majority of readers of my blog work without employees, but still take note, because if you hire employees, you will have to deal with SOUT.

The Ministry of Labor clarified in which cases individual entrepreneurs are exempt from the obligation to conduct a special assessment of working conditions.

In accordance with Federal Law No. 426-FZ dated December 28, 2013, a special assessment of working conditions is carried out for all employers.

However, if an individual entrepreneur does not have employees working under an employment contract, he does not need to conduct a special assessment. Also, a special assessment is not required for those entrepreneurs who engage specialists (accountants, lawyers, etc.) on an outsourcing basis (according to the GPA), provided that these specialists work remotely (or at home) and do not have permanent jobs.

Please note that for workplaces where harmful and/or hazardous production factors have not been identified as a result of a special assessment of working conditions, the employer must submit a special declaration to its labor inspectorate. This can be done not only in person, but also remotely through the Rostrud website.

For newly created jobs in 2020, the period for conducting a special assessment is 12 months. Those. if a workplace was created, for example, in December 2020, the deadline for completing the special assessment for this workplace is December 2020.

A small enterprise (SE) is one of the most common forms of doing business. Owners of small businesses are accustomed to special conditions for doing business, in particular, to some benefits. We are talking about simplified accounting and financial reporting. Also, scheduled inspections are prohibited for such organizations until December 31, 2020.

However, benefits for small enterprises do not apply to the implementation of SOUT. Employers need to carry out a special assessment of all workplaces and assign them certain hazard classes. There are still some features of the special assessment of working conditions for small businesses.

It is common practice for small businesses to enter into contracts with homeworkers and remote workers. For these jobs, as well as for employees employed by individuals, SOUT is not carried out.

In addition, in small enterprises the commission includes:

employer (individual entrepreneur, head of organization);
other authorized representatives of the employer;
an occupational safety specialist or another person performing his functions;
representatives of the elected body of the primary trade union organization or other similar body.

SOUT at MP, as in all other organizations, is carried out according to the methodology approved by Order of the Ministry of Labor of Russia dated January 24, 2014 No. 33n. This event must be carried out within 6 months for all new jobs, and for all small businesses - once every 5 years. The exception will be those workplaces where, during the previous SOUT, no factors harmful to the health of employees were detected and a declaration of conformity was issued.

If the last time a small enterprise was inspected was under the now abolished workplace certification scheme, then the special assessment should be carried out after 5 years, but completed no later than December 31, 2018.

As is the case with other forms of doing business, a special assessment for small business cannot be done on its own. The employer needs to enter into an agreement with a specialized expert organization. Criteria for selecting such an organization:

it must be independent of the contracting employer;
conducting a special assessment should be its main activity;
availability of accreditation from the Ministry of Health and Social Development of the Russian Federation;
the presence of a testing center (laboratory) accredited to conduct research and measure harmful and dangerous production factors.

After concluding an agreement with an accredited organization, the employer must issue an order to create a commission that will carry out the inspection together with an expert. We wrote about its composition above. Then you need to prepare a schedule and make a list of jobs.

As for all other organizations, when conducting a special assessment at MPs, the principle of similar workplaces applies, that is, having the same characteristics (same positions, functions, working conditions, location in the same room, etc.).

After the special assessment procedure is completed, the employer needs to analyze its results and, by a separate order, assign to employees the benefits they are entitled to by law.

Separately, it is worth mentioning the sanctions for failure to carry out special assessments. For small businesses, fines for such violations can be quite significant. The fine for the manager can be 5-10 thousand rubles, and for the entire legal entity - 60-80 thousand. If the employer repeatedly “forgets” to conduct a special assessment, the amount for the enterprise will increase to 200 thousand rubles.

To comply with all legal requirements, after conducting a special assessment, it is necessary to correctly document its results. All the subtleties of this process are reflected in the order of the Ministry of Labor of the Russian Federation No. 80n.

For workplaces where optimal (class 1.0.) and acceptable (class 2.0.) TS have been determined, the declaration, completed in its entirety, must be submitted to the territorial office of the labor inspectorate within 30 days from the date of its approval.

If everything was completed correctly, the declaration will be valid for 5 years, and if there are no cases of industrial injuries or occupational diseases among workers, it can be extended for another 5 years.

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It is important for the owners of such companies to remember that they will also have to undergo a special assessment of working conditions on a general basis. Federal Law No. 426-FZ does not make any special distinction between forms of doing business, so it is necessary to carry out SOUT at micro-enterprises. In general, the conditions, requirements and procedure for conducting a special assessment will be the same as for small enterprises.

At the same time, many micro-enterprises deal with homeworkers and remote workers, for whom the law does not require a special assessment. The same rule is true in the case when the organization has only one manager on staff, who performs his duties at home.

Even if you only have 2 people - a director and an accountant - you need to conduct a special assessment. There are no exceptions for small businesses, and it doesn’t matter how many employees you have. 3 tbsp. 3 of Law No. 426-FZ. Moreover, your director must personally participate in the special assessment commission. 3 tbsp. 9 of Law No. 426-FZ.

If the company has only one director and the company does not conduct any activities, a special assessment must be carried out if the director has a workplace outside his home. If he performs the duties of a director at home, then there is no need to conduct a special assessment. 1, 3 tbsp. 3 of Law No. 426-FZ.

If all the company’s employees are remote and home-based workers, as indicated in their employment contracts, then there is no need to conduct a special assessment. 1, 3 tbsp. 3 of Law No. 426-FZ.

If, based on the results of the certification, the working conditions in the organization were considered safe, then there was no need to re-certify. However, on this basis, it is now impossible to simply submit a declaration of compliance of working conditions with regulatory requirements without carrying out a special assessment. 1, 3 tbsp. 3 of Law No. 426-FZ.

If the special assessment carried out confirms the safety of working conditions in the workplace and for 5 years after that you have no accidents (occupational diseases), then you do not have to carry out a second special assessment. It will be enough to submit a declaration of compliance of working conditions with regulatory requirements. This declaration will be valid for another 5 years. 5, 7 tbsp. 11 of Law No. 426-FZ.

If the company only has office workplaces, a special assessment will need to be carried out. 1, 3 tbsp. 3 of Law No. 426-FZ. But, most likely, it will end for you at the identification stage: if the expert of the assessing organization does not identify harmful and (or) dangerous factors in the workplace in your office, then the working conditions in the workplace are considered acceptable by the commission.

Identification of potentially harmful and dangerous production factors is the first stage of a special assessment of working conditions in the workplace; it is not carried out in relation to “harmful” workplaces. 6 tbsp. 10 of Law No. 426-FZ, namely:

employees' jobs, professions, positions, specialties which are included in the Lists. 1-18 p. 1 art. 27 of the Law of December 17, 2001 No. 173-FZ; Lists No. 1 and No. 2, approved. Resolution of the Cabinet of Ministers of the USSR dated January 26, 1991 No. 10 for the early assignment of an old-age labor pension;
workplaces in connection with employment in which guarantees and compensation are provided for work with harmful and (or) dangerous working conditions (an increase in wages by at least 4% of the tariff rate (salary) established for the same work with normal working conditions , reduced working hours - no more than 36 hours per week, additional leave of at least 7 calendar days) Articles 92, 117, 147, 219 of the Labor Code of the Russian Federation;
workplaces where, based on the results of a previously conducted certification or special assessment, harmful and (or) dangerous working conditions were established.

Is a special assessment required if the organization has 2 part-time workers?

Answer to the question: Yes, it is necessary. A special assessment of working conditions is not carried out in relation to: This is stated in paragraph 3 of Article 3 of the Law of December 28, 2013 No. 426-FZ. The FSS of Russia also points to this in its letter dated April 24, 2014 No. 17-03-14/05-4188. The specified list of exceptions is closed and does not leave room for expanded interpretation.

Therefore, if at least one employee of the organization does not fall under these exceptions, then the employer in.

When combined, the employee performs additional work in another position along with the main work during his working hours (Article 60.2 of the Labor Code of the Russian Federation). For another position, a separate workplace is created, with its own working conditions.

Even if an employee actually performs work in both positions at the same desk, the special assessment carried out for one position does not apply to others.

Therefore, if an employee works at this workplace (including part-time), it is necessary to carry out a special assessment in accordance with the general procedure.

Thus, in the workplace for a position in which the employee performs part-time work, it is necessary to conduct a special assessment.

Details in the materials of the Personnel System: 1.

Answer: When is a special assessment not necessary? Is a special assessment necessary for home-based and remote workers? Ivan Shklovets, Deputy Head of the Federal Service for Labor and Employment A special assessment of working conditions is not carried out in relation to:*

homeworkers;
remote workers;
employees who have entered into employment relationships with employers - individuals who are not individual entrepreneurs.
homeworkers;
remote workers;
employees who have entered into employment relationships with employers - individuals who are not individual entrepreneurs.

This is stated in paragraph 3 of Article 3 of the Law of December 28, 2013 No. 426-FZ. The FSS of Russia also points to this in its letter dated April 24, 2014.

Since there is in fact no workplace for the purposes of the special assessment. An exception is possible only in individual cases for similar jobs.

. From the answer “” 2. Definition: Combination of professions (positions) Combination of professions (positions) is a regime in which, along with the main work (stipulated in the employment contract), an employee performs additional work in another profession (position) for additional pay (Article 60.2 Labor Code of the Russian Federation). With respect and wishes for comfortable work, Yulia Meskhia, HR System expert

Is it necessary to conduct a special assessment of part-time jobs?

The procedure for providing employees with personal protective equipment is fixed in the internal documents of the organization.

Such internal documents, in particular, may include a collective or employment agreement. This is provided for in the Intersectoral Rules approved by . 2. Employees performing certain types of work undergo mandatory medical examinations at the expense of the organization.

This is how medical examinations should take place:

employees of medical and children's institutions ();
water supply workers;
employees recruited to work in the Far North from other areas ();
workers associated with traffic ();
employees engaged in hard work and hazardous working conditions;
young people under 18 years of age ().
workers in the food industry, public catering and trade;

If the employee’s main position and part-time position are the same, a repeat medical examination can be avoided.

Labor-Expert.Management

Guarantees and compensations provided for by labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, local regulations are provided to persons working part-time in full (Article. The procedure and conditions for the provision of these leaves are determined by collective agreements or local regulations (p.

116 of the Labor Code of the Russian Federation). In accordance with Art. 117 of the Labor Code of the Russian Federation, annual additional paid leave is provided to employees, working conditions for

Special assessment: simply about the complex

No later than 30 working days from the date of approval of the special assessment report, this declaration must be submitted to the regional labor inspectorate at the location of the company:

by post with a description of the contents and notification of delivery;
in the form of an electronic document signed with a qualified electronic signature of the employer;
by filling out a declaration form on the official website of Rostrud (the service is currently undergoing the final stage of testing).

All equipped workplaces that are available are subject to special assessment, and not according to the staffing table. After all, the staffing table indicates positions, not jobs.

In addition, in a multi-shift mode, several people can work in shifts at one workplace, whose positions are indicated in the staffing table.

Or, no one may work at the existing equipped workplace, since this position in the staffing table is vacant at the time of the special assessment.

Fines up to two hundred thousand, if there is no special assessment

Fines for special assessment - paragraph 4, article 5.27, Code of Administrative Offenses

For the first time, the inspectorate warns the employer for the absence of a special assessment and asks the employer to improve. For repeated violations, the inspector has the right to prohibit the director from working as a director for up to three years, and to issue the employer the maximum fines:

Individual entrepreneur - up to 40,000 rubles;
companies - up to 200,000 rubles.

The inspection finds out that the company does not have a special assessment in two cases:

during a scheduled inspection. The inspection requests the company to provide a labor assessment along with other documents or only the assessment;
during an inspection based on employee complaints.

In my practice, there were cases: a manager wrote a complaint about a delay in wages - the inspectorate requested an employment contract and a special assessment from the employer.

If there is no special assessment, the inspection gives twenty working days to carry it out. This time is not enough, because the special assessment takes on average one and a half months. If the employer fails to do so, the inspector has the right to issue a fine as for a repeated violation.

The client contacted me when he received a suggestion from the inspectorate. To avoid a fine, I found a company that would conduct an assessment, signed an agreement with it and told the inspector about it. The inspector saw that the employer had begun to improve and did not issue a fine. My advice: if there is no assessment and the inspection has noticed this, find an appraiser and report it to the inspection. There is a chance to avoid a fine.

Special assessment for part-time workers

This will be considered a violation of labor legislation and may be a reason for inspection by the labor inspectorate, as well as a monetary fine, or a complete suspension of the enterprise’s activities.

Therefore, if at least one employee of the organization does not fall under these exceptions, then the employer in.

The only exceptions are certain groups of employees:

those who have formalized an employment relationship with an employer who is listed according to documents as an individual, not an individual entrepreneur.
workers located remotely;
performing work activities at home;

The inspection must occur at least once every 5 years.

We have already found out that the special assessment of part-time workers, as well as the assessment of the working conditions of ordinary workers, must occur without fail.

With the exception of unscheduled inspections, the need for which was determined by management or the organization conducting the assessment activities.

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Special assessment of working conditions - a single set of actions to determine

Special assessment - once every five years

the company has moved to another office - a special assessment will be required for new jobs;
issued an order for a new workplace. Previously, there were ten people sitting in the office, now they have made more room, and another table and chair have been added to them for the new employee;
supplied new equipment or changed production technology. Previously, employees assembled door locks by hand, but now on an assembly line;
did not follow, and an accident occurred;
The employee's responsibilities have changed. Previously, the inspector checked quality using reports, now he goes to the production site to check.

On certification of workplaces - - Article 27, 426-FZ

Until 2014, the special assessment was called “job certification”; certification was also mandatory and was valid for five years. If the employer has carried out the assessment and has not passed the five-year certification period, the special assessment may not be done.

There is a question that clients often ask: is it necessary to conduct an unscheduled special assessment if I have renamed an employee’s position. The store was staffed by sales consultants and became sales managers. If the workplace and responsibilities have not changed, a new special assessment is not needed.

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For whom the SOUT assessment of the working conditions of workers is not carried out

Yes need. A special assessment of working conditions is carried out in relation to the working conditions of all employees working in an organization or an individual entrepreneur.

Accountants have begun to receive phone calls with such threats. Under the auspices of SOUT, commercial firms are trying to sell their services. As for the 4-FSS report, it reflects data on SOUT at the beginning of the year, which means that data on the special assessment carried out this year will appear in the report for 1st quarter of 2020. As a general rule, SOUT includes the measurement of hazardous production factors during, for example, standard production processes. SOUT

The employer spends a week on a special assessment

selects the company that will conduct the assessment and signs the contract;
prepares an order to create a commission;
hands over documents to appraisers. For example, employment contracts and job descriptions. You will also need a list of jobs and a special assessment schedule;
asks employees to sign job cards - this is a description of the conditions, and then sign additional agreements to employment contracts. In the additional agreement - exactly those cards;
submits a declaration of special assessment to the labor inspectorate.

The special appraiser is represented by a manager, engineers and an expert:

the manager requests documents, for example, job descriptions, employment contracts, vacation schedules, and clarifies details - whether teenagers or pregnant women work in the company;
an engineer comes to an office or production site, takes measurements of noise, lighting, radiation and other harmful factors;
the expert analyzes the measurements and prepares a conclusion;
the manager issues a report to the employer, an expert opinion, cards of working conditions of the workplace and recommendations on what can be improved.

The assessment goes unnoticed. During measurements, engineers do not distract anyone; the director does not need to give them a separate room or feed them lunch.

Is it necessary to conduct a special assessment of part-time jobs?

So, if an employee is engaged in hazardous work at his main place, then it is also impossible to work in such conditions on a part-time basis. This procedure is provided for in Article 282 of the Labor Code of the Russian Federation.

1. Legislation obliges employers to provide their employees with (PPE).

In particular, the employer is obliged:

provide care for personal protective equipment;
purchase at your own expense and provide free personal protective equipment to employees;

provide personal protective equipment in a timely manner.
inform employees about the personal protective equipment they are required to wear;

Such rules are established in paragraphs , , part 2 of Article 212, Article 221 of the Labor Code of the Russian Federation.

Personal protective equipment is issued to employees who perform work:

in special temperature conditions;
with and (or) working conditions;
associated with pollution.

Appraiser - from the Rostrud register

The special assessment is carried out not by the employer himself, but by a special company. I advise you to choose according to two criteria: accreditation by Rostrud and price.

List of accredited appraisers on the Rostrud website

Accreditation. Only accredited companies from the Rostrud list have the right to conduct a special assessment of working conditions. There are 521 companies on the list.

It was possible to open the register of appraisers only through Google tables. The table contains company names and contacts

Price. Appraisers set their own prices. From experience, the price depends on the number of jobs: ten places - a thousand rubles each, one hundred places - eight hundred rubles.

The price may depend not only on the number of seats; it is influenced by factors that will be assessed, for example, noise and vibration measurements. For example, the cost of the “Expertise” appraiser.

It is not clear from the table what is included in the cost of a workplace assessment and what factors I need

It’s better not only to look at prices on the website, but to call and ask. I called Ekspertiza and found out: a special assessment of a workplace in a bakery with all measurements will cost 1,200 rubles.

On average, a special assessment for an office of twenty people costs twenty thousand rubles, for catering - thirty.

What do the results of SOUT influence?

Based on the results of a special assessment, workplaces are assigned one of the classes of working conditions. There are 4 of them: optimal, acceptable, harmful and dangerous. Compensation for workers and the amount of additional contributions to pension insurance depend on the assigned class.

When performing a number of jobs, employees are exposed to harmful factors

Commission for special assessment

Once the employer has found an appraiser, it is time to prepare for the appraisal. The first step is to assemble a commission, this is a legal requirement. The commission must have an odd number of participants, no less than three.

The list of commission members is not strict; anyone can be included. Usually this is the general director, a labor protection specialist or personnel officer, a representative of the trade union, if there is one.

To collect the commission, the employer prepares an order. The order does not have an official form; the only requirement is to tell the essence: who is going, why and in what composition.

The task of the commission is to collect documents for the appraiser, obtain his conclusion, analyze and transmit the results of the labor inspection. It is not necessary to gather in one room: you can help and discuss the assessment results via WhatsApp or email.

Special assessment when combining

Since an employee is absent, normal production (technological) processes do not occur at such a workplace.

An unscheduled special assessment can be carried out after an employee is hired for a vacant position. This follows from paragraph 15 of the Methodology, approved by order of the Ministry of Labor of Russia dated January 24, 2014 No. 33n, and confirmed by letter of the Ministry of Labor of Russia dated March 14, 2016 No. 15-1 / OOG-1041.

The procedure for conducting a special assessment of working conditions is regulated by Law dated December 28, 2013 No. 426-FZ.

Conducting a special assessment regarding the working conditions of state civil servants and municipal employees may additionally be regulated by federal and regional laws and other regulations (clause 4 of Article 3 of Law No. 426-FZ of December 28, 2013).

From an article in the magazine “Handbook of Occupational Safety and Health Specialist”, No. 1 January 2020 Is it necessary to conduct a special assessment at vacant SOUT jobs for part-time workers

Documents for special assessment

Document templates for special assessment on the Rostrud website

order with a list of jobs;
special assessment schedule;
job cards and additional agreements with employees.

Templates for all documents are on the Rostrud website; you don’t need to come up with anything from scratch.

Order with a list of jobs. The purpose of the order is to determine how many jobs need to be assessed. The minimum number of places with a grade is one, there is no maximum.

What are similar jobs: 9th and 16th Articles 426 of the Federal Law

If the company has employees with the same working conditions and positions, it is not necessary to evaluate each workplace, twenty percent is enough. Such places are called “similar” and are determined by the appraiser.

There are one hundred employees. Everyone works in the same room, at the same Ikea tables, calls from the same base and breathes the same air. The position in employment contracts is the same - “call center operator”. These are similar jobs, and “Chatterbox” doesn’t have to pay to evaluate one hundred jobs; twenty is enough.

Outsourcing from Moscow: it employs three programmers, two accountants, a lawyer, and a sales manager. “Partners” do not have similar jobs; you will have to pay an assessment for each.

Assessment schedule. The schedule shows at what time and why the appraisers will come. For example, on the fifth of November there is an assessment of the jobs of lawyers, on the sixth – for accountants. If the appraisers do not have time or, on the contrary, work faster, it is not necessary to follow the schedule, it is enough that it exists.

Job cards. After the special assessment, the contractor gives the employer job cards. The employer’s task is to show each employee his place card and ask him to sign.

Each card bears the employee's signature. Without employee signatures on the cards, special assessments are not considered

Additional agreement template from an article expert

Description of workplace conditions - as from a card from the appraiser

The main thing in the additional agreement is to talk about the workplace: there is no harm, there is no danger, everything is in order. Or vice versa: there are harmful factors, and the employee has the right to receive compensation and benefits.

Is it necessary to communicate with a remote employee?

If a part-time employee performs his labor functions on the employer’s premises and (or) performs his duties not remotely, then SOUT in this case is a mandatory procedure! It should be noted here that the special assessment should not be carried out by workers as such, but by their workplaces and the conditions in which they find themselves during the labor process.

ANSWER: A special assessment of the working conditions of workers who do not have a permanent workplace, for example couriers, promoters, is carried out by determining the typical technological operations they perform with the same harmful or dangerous production factors and assessing their impact on workers. RATIONALE: The employer’s responsibilities, in particular, include conducting a special assessment of working conditions in accordance with Federal Law No. 426-FZ of December 28, 2013 “On Special Assessment of Working Conditions” (hereinafter referred to as Law No. 426-FZ) (Part.

Declaration for labor inspection

On the deadlines for filing a declaration - order of the Ministry of Labor and Social Protection

The employer has 30 days after the special assessment to submit a declaration to the labor inspectorate. It is called “On the compliance of working conditions with state regulatory requirements for labor protection.”

The employer fills out the declaration in a strict form. If you fill it out incorrectly, with errors or in free form, the inspection will not accept the declaration. And without a piece of paper there is no special assessment.

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Submit a declaration through the Rostrud website

To send a declaration via the website, you will need an electronic digital signature

Special assessment is a hassle. And it may happen that you will pass a special assessment, pay money, and no one will ever ask. But it’s the same as with all the rules: it’s better to go through and forget for five years than to one day receive an unpleasant request from the inspectorate.

Labor-Expert.Management

287 Labor Code of the Russian Federation). Annual additional paid leave is provided to employees engaged in work with harmful and (or) dangerous working conditions, and in other cases provided for by law. Employers, taking into account their production and financial capabilities, can independently establish additional leaves for employees.

The procedure and conditions for granting these leaves are determined by collective agreements or local regulations (p.

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How to conduct a special assessment if there is no permanent workplace?

The Law on Special Assessment identifies workplaces with geographically varying work zones (Clause 4, Article 16 of Law No. 426-FZ). A stationary workplace is a workplace with a geographically unchanging work area, which is equipped with the necessary means of production: equipment, tools, materials.

The Tax Code classifies a workplace as a stationary one if it is created for a period of more than one month (paragraph 20, paragraph 2, article 11 of the Tax Code of the Russian Federation). A workplace is considered non-stationary if its location can change, and the technical equipment is mobile or portable.

Which workers do not have a permanent workplace? The following employees do not have a stationary workplace:

– performing work at the sites of third-party organizations.
– performing work in different territories of the employing organization;
– having a traveling nature of work (under certain conditions);

Study the employment contract to understand whether the employee’s workplace is stationary.

Part-time job

Regulation of the labor of persons working part-time is provided for by the labor legislation of the Russian Federation - in particular, Chapter 44 of the Labor Code of the Russian Federation, as well as Resolution of the Ministry of Labor and Social Development No. 41. These regulations consider not only the status of a part-time worker, the peculiarities of his work, taking into account the specifics of the work, but also the procedure for registering labor relations, the work process and the amount of payment, as well as a number of social guarantees.

According to the norms of the law, namely, Article 282 of the Labor Code of the Russian Federation, part-time work is work carried out in free time from the main job on a regular basis as a full-time employee, who is subject to all local acts of the enterprise from the moment of concluding an employment contract.

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Dealing with external part-time workers

There are categories of workers who need to obtain the consent of the main employer to work part-time - these are heads of organizations, athletes and coaches.

But, as you can see from the question, this is not your case. There are no legal ways to prohibit key workers from working part-time. Even if you write this condition in the employee’s employment contract, it will still not apply. But if an employment contract with such a condition is discovered during an inspection by a labor inspector, then you will be obliged to bring this contract into compliance with the law, and perhaps even be fined for violating labor laws.

Z.P. Sidorenko, Rostov-on-Don We are hiring a part-time programmer. The director wants to give him the same salary as another programmer who works full time. Is it possible to do this? : Certainly.

But provided that the employee