Where to submit a report on job quotas if you moved from Moscow to the Moscow region

Job quotas

A quota refers to workplaces reserved specifically for persons with disabilities and equipped taking into account their physical characteristics. The number of vacancies is calculated as a percentage of the total number of employees and is updated regularly.

The organization consolidates its obligations in an agreement signed with social protection authorities. After which the manager issues an order containing the exact number of reserved places indicating the positions. It is impossible to replace the quota (specifically for disabled people) with payments to the state budget, since this is not provided for by law. Such measures are designed to facilitate employment for people with disabilities, which is especially important in the current economic situation.

Interesting information

According to statistics, 80% of disabled people are employed in China, 40% in Britain, about 30% in the USA, and only 10% in Russia. At the same time, the government of China or the United States does not consider it necessary to place quotas on jobs for people with disabilities, but invests decent funds in the adaptation and employment of people with disabilities. According to their calculations, this is cheaper than supporting disabled people using state benefits.

Quotas have several features. Thus, the number of jobs for disabled people is calculated based on the average number of company employees. Their creation or allocation is carried out at the expense of the employer.

Federal Law No. 181 establishes that companies with more than 100 employees are required to hire people with disabilities. At the federal level, a quota has been established for hiring disabled people - 2-4%; laws of constituent entities of the Russian Federation can increase the established minimum.

Providing guarantees for persons with disabilities in employment occurs through the submission of reporting documents by organizations. Thus, the employer sends a report in Form No. 1 to the employment service for consideration.

The table below shows fines for late or incomplete provision of information about quotas in the organization to officials, officials of the employment center and other government agencies

Is there a penalty for not submitting information about the availability of vacancies?

a quota has been established for organizations with more than 100 employees. Organizations provide monthly information to the employment service about the availability of vacant jobs, local acts containing information about these jobs, and the fulfillment of the quota for disabled people (,).

Specific deadlines and forms for reporting on the fulfillment of quotas for disabled people are established by territorial authorities. Thus, according to the Order of the Committee on Labor and Employment of the Government of St. Petersburg dated February 27, 2014 N 40-r “On the provision of information on quotas” (see additional materials), information on the availability of available jobs and vacant positions created or allocated workplaces for the employment of disabled people in accordance with the established quota for hiring disabled people, including information on local regulations containing information about these workplaces, in

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On liability for failure to provide information about fulfilling quotas or vacancies for people with disabilities

No. 1032-1 “On Employment of the Population in the Russian Federation”, employers are required to provide monthly employment service authorities with information about created or allocated jobs for employing people with disabilities in accordance with the established quota for hiring people with disabilities, including information about local regulations containing information about these workplaces, fulfilling the quota for hiring disabled people.

Part 1 art. 5.42 of the Code of Administrative Offenses of the Russian Federation provides for administrative liability of officials in the form of a fine in the amount of five thousand to ten thousand rubles:

1. for the employer’s refusal to hire a disabled person within the established quota.
2. for failure by the employer to fulfill the obligation to create or allocate jobs for employing disabled people in accordance with the established quota for hiring disabled people, as well as

Based on part 1 of article 2.1 of the Code of Administrative Offenses of the Russian Federation, administrative

Legal regulation

The regulations governing the employment of persons with disabilities include:

1. Constitution of the Russian Federation. Reinforces the right of disabled people to work and social protection.
2. Federal Law No. 181 of 1995 (as amended in 2014). Establishes the basis for social protection of disabled people in Russia.
3. Order of the Ministry of Labor No. 664n of 2014. Regulates the procedure for conducting medical and social examinations.
4. Selected articles of the Labor Code of the Russian Federation. They provide for the procedure for hiring disabled people, benefits and guarantees.

Find out more about how to hire a disabled person of group 3 at the link https://otdelkadrov.online/4482-usloviya-truda-prava-na-rabote-dlya-invalidov-3-gruppy

Regional authorities establish regulations that reflect the local characteristics of a particular subject of the Russian Federation and contain more detailed instructions regarding:

• enterprises obliged to provide a quota;
• the exact number of vacancies for people with disabilities;
• creating special conditions in the workplace;
• frequency of reporting.

In addition, starting from 2013, the head of an enterprise is required to adopt local regulations regarding workplaces intended for people with disabilities. The standard form of these acts is not established by law, which is why the employer is given complete freedom to draw them up. He also has the right to limit himself to introducing changes to existing local provisions.

How to apply for hiring an employee

Information for the employment service

Employers are required to submit monthly information to the employment service:

1.about available vacancies;

2.about the created or allocated jobs for the employment of disabled people in accordance with the established quota. Including information about local regulations that establish this;

3. on fulfilling the quota for hiring disabled people.

Responsibility

Attention: for violation of the requirement to allocate quotas and in cases of unreasonable refusal to hire, the employer will be held administratively liable.

Namely, to the fine:

from 30,000 to 50,000 rub. — for organizations;

from 3000 to 5000 rub. - for officials, for example a manager.

Such liability measures are provided for by the Moscow Law of December 22, 2004 No. 90 and the Law of November 21, 2007 No. 45.

At the same time, administrative liability is provided for at the federal level for violation of the rights of people with disabilities during their employment. For this, officials of the organization are fined in the amount of 5,000 to 10,000 rubles. ( , ).

If an organization does not create quota places for young people, legislation provides an alternative. In this case, it is necessary to pay monthly to the Moscow budget the compensation cost of the quota-based workplace in the amount of the subsistence minimum for the working population. The cost of living is determined on the day of payment of the specified cost. This is stated in subparagraph 2 of paragraph 3 of Article 2 of the Moscow Law of December 22, 2004 No. 90.

Organizations

Interesting statistics

The number of employed disabled people by type of disease in Russia: 5% - visual disability; 7% - hearing disability; 28% - disorders of the musculoskeletal system; 4% - moving in a wheelchair; 2% - mental disorder; 54% - disability due to other diseases.

The form of ownership of the enterprise and its type of activity do not affect the obligation to provide vacancies for persons with disabilities. The only criterion for this is the number of actually working employees available in the organization on the first day of the reporting period. As a rule, this should exceed 100 people (Articles 21, 24 of Federal Law No. 181).

However, in some regions, other indicators are set. In Yakutia, for example, quotas for minors are required to be provided to companies with more than 50 employees. In the Republic of Bashkortostan, it is necessary to reserve places for persons with disabilities even if there are 36 employees.

Small enterprises that are required to provide a quota, but do not have the financial ability to arrange workplaces for people with disabilities, can rent them from large organizations. Such a solution to the situation was proposed in some constituent entities of the Russian Federation. There were also cases of several companies uniting to equip a special territory where disabled people from each company could work. This made it possible to reduce the cost item.

The following are not subject to mandatory quotas of places for disabled people:

1. Public associations of disabled people.
2. Partnerships, societies and other organizations with authorized capital formed from the funds of an association of disabled people.

When setting job quotas, the type of activity of the company, its form of ownership, and legal form are not taken into account. State and commercial organizations have the same responsibilities for accepting disabled people.

What is quotas

The process involves reserving a certain number of jobs. They are prescribed in federal and local laws, as well as internal regulations of the company. What does employment mean?

• A certain number of vacancies are allocated.
• Advantaged sections of the population are vying for seats. In this case, disabled people.
• Workplaces are equipped for the tasks and needs of a specific category of people.
• New employees are provided with special conditions and privileges, which the company prescribes in internal documents.

In general, this is the essence of quotas. Moreover, all working conditions are created taking into account working conditions, current legislation and production features.

The general scheme for quotas of jobs for disabled people is as follows:

1. The organization determines whether reservations are required by reference to local and federal regulations.
2. Based on the number of employees at the enterprise, a certain number of quotas are allocated.
3. A special internal act on quota standards is drawn up.
4. The organization registers with the employment center.
5. The company submits a report to the employment center quarterly.

Quota value

Some facts

The most suitable professions for people with disabilities are regulated by a special list of priority job positions for people with disabilities, which is approved by the government Decree of the Ministry of Labor of the Russian Federation No. 150 of 09/08/93, which is still valid today.

Order No. 181n dated April 30, 2013; Art. 21 Federal Law No. 181 of November 24, 1995 prescribes setting a quota within the limits of:

1. 2–4% of the average number of employees, if more than 100.
2. 2–3% if there are from 35 to 100 employees.

The specific meaning is specified in regulations issued by the municipality of a particular region. In Moscow and the Moscow region the quota is 2%, in the Voronezh region - 3%, in the Rostov region - 4%.

The final figure will indicate the mandatory number of places, which does not prevent the employer from increasing it of his own free will. The quota for disabled people at an enterprise includes jobs that already employ people with disabilities. If this exceeds the mandatory standards, the difference (in percentage) will be the amount by which the employer has the right to reduce the number of jobs for other quota categories.

Find out whether it is possible to work with Group 1 disability here.

The legislative framework

Let us turn to Federal Law No. 181 “On Social Protection of the Russian Federation” of November 24, 1994. It states that the employer is obliged to create or provide places for people with disabilities and other vulnerable groups of the population. There are two main nuances:

• if the organization officially employs more than 100 people, then the number of places must be at least 3 percent of the total number of employees.
• if an organization officially employs from 35 to 100 people, then the number of places varies from 2 to 4 percent.

The form of ownership (IP, LLC, CJSC, etc.) does not matter in the distribution of vacancies. Not to mention large, international corporations.

For non-compliance with the rules, the management of the organization bears administrative responsibility. Organizations with smaller numbers provide places for people with disabilities if desired. An exception is also made for enterprises with hazardous production and organizations that carry out specific activities.

ATTENTION! This could be physical work at low temperatures or the creation of microelectronics (chips, circuits, etc.). Additionally, companies with authorized capital owned by disabled people or their associations are exempt from quotas.

Another document that regulates the relationship between an employer and people with disabilities is Law No. 1032-1 of April 19, 1991 “On Employment of the Population of the Russian Federation.”

Reporting

According to paragraph 3 of Art. 25 of Law No. 1032 - once a month or quarter (depending on the region), organizations must submit a report on quotas of jobs for people with disabilities to employment services. Its form and procedure for provision are established by the regional employment center (Article 7.1-1 of Federal Law No. 1032-1). The approximate contents of the report should include the following information:

Additional article

A disability pension is a benefit that is allocated by the state budget to citizens with 1, 2 or 3 disability groups. Find out how to apply for a disability pension in this article.

1. Name of the organization, its address.
2. Contents of local regulations.
3. The number of employees.
4. Number of workplaces specially adapted for persons with disabilities.
5. Vacancies for disabled people - available or specially created.
6. Required profession, qualifications.
7. Education, work experience.
8. Type of work: permanent, part-time, performed at certain times of the year, at home.
9. Working hours (regular, flexible, per shift, rotational)
10. Working hours.
11. Salary amount.
12. Social guarantees.

Depending on regional laws, additional responsibilities may be imposed on the employer. In Moscow, organizations are subject to registration with the state institution “Quotation Center” (where reports will subsequently be sent in Form No. 1). This procedure must be carried out no later than one month after registration with the tax service.

Details about quotas for hiring people with disabilities are described in the video

How to accept and organize the work of disabled employees

Job quotas

How to comply with quotas set for hiring people with disabilities

Disabled people belong to the category of citizens who are especially in need of social protection and have difficulty finding work. For them, the legislation provides for additional employment guarantees (clause 1, part 2, article 24 of the Law of November 24, 1995 No. 181-FZ, paragraph 6 of clause 2, article 5 of the Law of April 19, 1991 No. 1032-1 ). Thus, organizations with at least 35 employees are required to comply with quotas established by regional legislation for hiring people with disabilities. Only public associations of disabled people and organizations formed by them, including business partnerships and societies, the authorized capital of which consists of the contribution of a public association of disabled people, are exempt from mandatory quotas of jobs for disabled people.

The quota size is set as a percentage of the average number of employees of the organization and can be:

1.not less than 2, but not more than 4 percent for organizations with more than 100 employees;

2.no more than 3 percent for organizations with staff from 35 to 100 people inclusive.

When calculating the quota, the average number of employees does not include employees whose working conditions are classified as harmful or dangerous working conditions based on the results of a special assessment or former certification of workplaces.

Based on established quotas, organizations independently determine the number of jobs for people with disabilities. The procedure for allocating specific jobs should be fixed in a local act, for example, the Regulations on quotas of jobs for people with disabilities. At the same time, the specific number of jobs for disabled people can be established by separate orders, so that with each change in the average number of employees, no changes are made to the situation. The employer’s obligation to create and allocate jobs for disabled people within the quota does not depend on the facts of applications of disabled people for employment and the number of such applications (see decision of the Leningrad Regional Court of December 11, 2012 No. 7-717/2012).

Organizations provide monthly information to the employment service about the availability of vacant jobs, local acts containing information about these jobs, and the fulfillment of the quota for disabled people (Part 2 of Article 24 of the Law of November 24, 1995 No. 181-FZ, Part 3 Article 25 of the Law of April 19, 1991 No. 1032-1).

Specific deadlines and forms for reporting on the fulfillment of quotas for disabled people are established by territorial authorities. For example, in the Moscow region, by order of the Moscow Regional Labor Department of May 16, 2014 No. RV-24, Form No. 1 and Form No. 2 were approved, which employers must submit monthly to the employment center at the location of the organization by the 10th day of the month following the reporting month. month.

At the same time, a different order operates in Moscow. Employers provide information according to Form No. 1-Quotation, approved by Order of the Department of Labor and Employment of Moscow dated December 29, 2016 No. 1618. Moreover, the information in it is compiled by month and submitted quarterly - no later than the 30th day of the month following the reporting quarter. This is stated in paragraph 2.9 of the Regulations, approved by Decree of the Moscow Government of August 4, 2009 No. 742-PP.

The powers to exercise supervision and control over the hiring of disabled people within the established quota with the right to conduct inspections are assigned to the authorities of the constituent entities of the Russian Federation in the field of promoting employment of the population (clause 6, part 1, article 7.1-1 of the Law of April 19, 1991 No. 1032-1). The state standard for the function of supervision and control over the hiring of disabled people within the established quota with the right to conduct inspections was approved by Order of the Ministry of Labor of Russia dated April 30, 2013 No. 181n. In general, inspections follow the same rules as scheduled and unscheduled inspections carried out by the labor inspectorate.

Responsibility

Failure to comply with the requirements threatens the head of the company with administrative penalties. Violations may be detected during a labor inspection. In some cases (lack of a specially equipped workplace), the imposition of penalties is within its competence. For other offenses, a protocol is drawn up and submitted to the administrative commission or court (Articles 28.3, 23.1 of the Administrative Code of the Russian Federation).

Penalty amounts may vary depending on the region. Payment of a fine does not mean release from the obligation to allocate a quota.

How the report is prepared

Law No. 1032-1 of April 19, 1991 “On Employment of the Population of the Russian Federation” states that the employer is obliged to provide data on places for disabled people to the Employment Center.

Interestingly, there is no special form for this. It may vary slightly depending on the organization that controls quotas. In our case, this is the Employment Center of a particular region.

ATTENTION! However, a special Quota Center has been created for Moscow. Data can be sent electronically through your personal account on the Employment Center website.

What data should be taken into account in reporting on quotas, regardless of the subject of the Russian Federation? This could be Moscow, the Ulyanovsk region, etc.:

• Full official name of the organization and its legal or actual address.
• The number of places that are created or equipped for workers.
• Total number of employees.
• The name of the vacancy for a disabled person, his position, specialty, education and general work experience.
• Working hours: permanent employment, seasonal work, combination.
• Nature and schedule of work: free, rotational, etc.
• Salary and number of hours per day.
• Benefits provided by the company.

It should be borne in mind that adjustments can be made not only by the Employment Center, but by local governments. There are no special rules when drawing up the reporting form.

IMPORTANT! The report is submitted by any HR employee. It can be rented monthly or quarterly.

Taxes

Insurance premiums for disabled employees are calculated at reduced rates. Accident insurance is 60% of the tariff.

Funds spent on disabled people (arrangement of workplaces, internships, retraining, payment of contributions to societies for the disabled) can be included in other expenses of an enterprise where:

• the number of disabled employees is at least half of all employees, with the exception of those working part-time and on civil contracts;
• wages for disabled people account for at least 25% of the funds spent on wages for all employees.

If several employees in an organization are laid off due to layoffs, they are required by law to be offered all available available positions of equal or lower qualifications. If there are no vacant places for transfer, except for positions created for disabled people under a quota, then the organization cannot offer them to those being dismissed, unless they are disabled.

How to draw up a report to the employment center about job quotas for people with disabilities

If the number of employees at the enterprise is less than 100 people, but more than 35, the regional law may determine a quota of places to work for people with disabilities, but its size should not exceed 3% of the total number of employees.

• Name of the organization and address of its location;
• Information from local regulations;
• Number of employees;
• How many places have been specially created or converted for disabled workers;
• Vacancies for disabled people;
• Specialty, qualification;
• Education and work experience;
• In what mode are labor functions carried out (rotation work, free or shift schedules, standard);
• What type of work is it: seasonal work, part-time work, permanent work;
• Wage;
• How many hours is a working day?
• Social guarantees.

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Search for colleagues

The employer's responsibility is only to create a quota for disabled people, and not to fill it. The quota for disabled people at an enterprise is considered fulfilled if the employee has worked in the organization for at least the period specified in the regional law. In Moscow, this period is 15 days (within a month), in Karelia - 3 months. (during the calendar year). If vacant positions remain unfilled, this cannot be a reason for imposing penalties. Finding workers with disabilities is the task of the employment service.

How to calculate a quota: formula, example

The basis for calculating the quota for the employment of minors is the average number of employees of the organization/individual entrepreneur based on the results of the reporting month.

When calculating the average number, the employer takes into account both full-time employees hired on the basis of labor agreements and persons involved in work under civil and industrial agreements.

The formula for calculating the average number of employees is as follows:

WedNum = (ColDnFull month * ColDnfull month + ColDnfull month * ColDnfact) / ColDnfull month,

where KolWorkfull month is the number of employees who worked a full month in the reporting period; KolDnfull month – the number of calendar days in the reporting month; Number of Full Months – the number of employees who worked less than a full month in the reporting period (were hired or fired during the reporting month); KolDnfact – the period of work of an employee who worked an incomplete reporting period (in calendar days).

To calculate the number of jobs that need to be allocated (created) for the employment of minors, the employer calculates the average number of employees based on the results of the past reporting period, multiplies the result by the size of the established quota, and then receives an indicator for the employment of minors, valid for the next calendar month.

Let's look at an example . Altair LLC is engaged in the production and sale of furniture. The average number of employees of the organization in 2020 was 115 people.

According to the regional regulatory act, obligations to create (allocate) jobs for minors are assigned to employers (organizations and individual entrepreneurs) with more than 100 employees. The quota size is 1%.

Let's calculate the average number of employees based on the results of January 2020.

The average number of employees of the organization is rounded to a whole number according to mathematical rules (117 people).

Let's calculate the number of jobs that Altair is required to provide to ensure the 1% quota:

117 people * 1% = 1.17 (1 person).

In accordance with the calculation, in February 2020, Altair is obliged to employ at least 1 minor employee.

Quotas: when are they set?

The introduction of a quota system for applicants to fill vacancies obliges employers not to refuse employment to disabled people and people under the age of majority.

A similar mechanism also regulates the possibility of employment of citizens of other countries at Russian enterprises. Thus, the following hiring is subject to quotas:

• representatives of young people who have not reached the age of majority;
• people with disabilities;
• foreign citizens.

Quotas are used in the labor markets of every developed country.

Russian Disability NGO “Perspektiva”

(as amended on April 30, 2014 N 20)

This Law establishes the legal, economic and organizational basis for quotas of jobs in the city of Moscow for hiring people with disabilities and youth, creating and maintaining (modernizing) special jobs for people with disabilities, creating jobs for youth, as well as ensuring unhindered access for people with disabilities to jobs and infrastructure of organizations.

Article 1. Legal basis for job quotas in the city of Moscow

Quotas for jobs in the city of Moscow are carried out on the basis of the Constitution of the Russian Federation, federal laws and other regulatory legal acts of the Russian Federation, the Charter of the City of Moscow, this Law and other legal acts of the city of Moscow.

Article 2. Conditions for quotas for jobs

1. Quotas for jobs are carried out for people with disabilities recognized as such by federal institutions of medical and social expertise, in the manner and under the conditions established by the Government of the Russian Federation, and youth of the following categories: minors aged 14 to 18 years; persons from among orphans and children left without parental care, under the age of 23; graduates of primary and secondary vocational education institutions aged 18 to 24 years, higher vocational education aged from 21 to 26 years, looking for work for the first time.

(Part one as amended by the Law of Moscow dated 04/08/2009 N 4)

2. Employers, regardless of the organizational and legal forms and forms of ownership of organizations, with the exception of public associations of disabled people and organizations formed by them, including business partnerships and societies, the authorized (share) capital of which consists of the contribution of a public association of disabled people, organize quota-based jobs at their own expense.

3. The fulfillment of the hiring quota (hereinafter referred to as the quota) is considered to be:

1) in relation to disabled people - employment by the employer of disabled people who have recommendations for work, confirmed by the conclusion of an employment contract, the validity of which in the current month was at least 15 days;

2) in relation to the categories of youth specified in part 1 of this article - employment by the employer of youth, confirmed by the conclusion of an employment contract, the validity of which in the current month was at least 15 days, or monthly payment to the budget of the city of Moscow of the compensatory cost of a quota-based workplace in the amount of subsistence the minimum for the working population, determined in the city of Moscow on the day of its payment in the manner established by the regulatory legal acts of the city of Moscow.

Article 3. Procedure for establishing a quota

1. Employers operating in the city of Moscow, whose average number of employees is more than 100 people, are set a quota of 4 percent of the average number of employees: 2 percent - for the employment of disabled people and 2 percent - for the employment of categories of youth specified in part 1 Article 2 of this Law.

2. The employer independently calculates the size of the quota based on the average number of employees employed in the city of Moscow. The average number of employees in the current month is calculated in the manner determined by the federal executive body authorized in the field of statistics. When calculating the number of workers employed under the quota, their number is rounded down to the whole value.

3. If the number of disabled people hired for quota jobs is more than 2 percent of the average number of workers, the number of quota jobs for the categories of youth specified in Part 1 of Article 2 of this Law is reduced by the corresponding amount.

Article 4. Implementation of the rights and obligations of employers

1. Employers have the right to request and receive, in the manner established by the Moscow Government, information necessary when creating quota jobs.

2. Employers, in accordance with the established quota, are obliged to create or allocate jobs for the employment of disabled people and categories of youth specified in Part 1 of Article 2 of this Law. Jobs are considered created (allocated) if citizens of the specified categories are employed in them.

3. Employment of citizens against the established quota is carried out by employers independently, taking into account proposals from executive authorities of the city of Moscow authorized by the Moscow Government, as well as public organizations of disabled people.

4. Employers that meet the requirements of Part 1 of Article 3 of this Law are required to submit quarterly information on the fulfillment of the quota in the manner established by the Moscow Government.

Article 5. Administrative liability for failure to comply with this Law

Failure by the employer to fulfill the obligation established by this Law to create or allocate quota-based jobs entails administrative liability in accordance with the Moscow City Code on Administrative Offenses.

Article 6. Economic support for employers

Employers carrying out measures to create and maintain (modernize) quota jobs, as well as to ensure unimpeded access for people with disabilities to workplaces and the infrastructure of organizations, are provided with the following economic support measures:

1) provision of funds from the budget of the city of Moscow for the implementation of measures to create, preserve (modernize) jobs for people with disabilities, create jobs for youth, ensure unhindered access of people with disabilities to jobs and the infrastructure of organizations in the manner established by the Moscow Government;

2) placement of government orders in the manner established by federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the city of Moscow;

3) provision of tax benefits in accordance with federal laws and laws of the city of Moscow.

Article 7. Final provisions

1. This Law comes into force 10 days after its official publication.

2. This Law applies to legal relations that arose from January 1, 2005.

3. The Mayor of Moscow and the Moscow Government shall bring their regulatory legal acts into compliance with this Law within two months from the date of its entry into force.

4. The Moscow City Law of November 12, 1997 N 47 “On quotas for jobs in the city of Moscow”, the Moscow City Law of January 30, 2002 N 5 “On amendments to Article 9 of the Moscow City Law of November 12, 1997” shall be declared invalid N 47 “On quotas for jobs in the city of Moscow”, Law of the city of Moscow dated June 26, 2002 N 32 “On amendments and additions to the Law of the city of Moscow dated November 12, 1997 N 47 “On quotas for jobs in the city of Moscow”.

Mayor of Moscow Yu.M. LuzhkovMoscow, Moscow City DumaDecember 22, 2004N 90

Job quotas in Moscow: no fines, but the law is respected

— Actually, all quota departments are very conveniently located and it’s easy for accountants to bring the report themselves. But the document can also be sent by mail. If we have questions about reports received by mail, we call accountants to our place and find out everything on the spot.

— Financial assistance is provided strictly on a competitive basis. Organizations of any form of ownership have the right to participate in the competition. Although, of course, there are limitations. An employer is not allowed to participate in the competition if, for example, he has a debt to the Moscow budget, including quota payments, owes wages to his employees, or has received funds from the Quota Fund over the past two years.