What is a workplace attestation card for and what does it look like? Job attestation card.

One of the most exciting topics for any employee in an organization is their own safety in the workplace. In the world , great amount work places. Satisfying the interests of two parties (employee and employer), as practice shows, is sometimes quite difficult. Result careless attitude employer - accidents, occupational diseases obtained in the course of labor activity. It is one thing - non-compliance with safety regulations by the employee himself, another - conditions that do not meet the standards of labor protection. And then there are the deplorable statistics. Think about these numbers. Only two quarters of 2012 Federal Service 1097 accidents with serious consequences due to unsatisfactory organization of work were registered for labor and employment of the population. Therefore (ARM, - ed.) continues to be one of the necessary processes in the activities of any enterprise.

Previous orders regulating the work did not take into account the interests of workers. There was a sense of loyalty to the employer. Most of employees of enterprises did not even know about the certification, the results - even more so. With the release of the new one, the situation has changed a little: the leading role of the employee in the production process is emphasized.

AWP implies the identification of harmful and dangerous factors (HOPF, - ed.), the normalization of working conditions, the prevention of the risk of accidents and occupational diseases.

The certification is confirmed with the help, which is necessary to make a decision on the compliance of the conditions at the enterprise with the legislative regulatory requirements labor protection. One of the most significant and important documents is workplace attestation card for working conditions(Map, - ed.). It contains factual and analytical information on working conditions, provides recommendations, makes proposals for bringing working conditions into the proper form, provides a rationale for establishing benefits and compensation, and establishing early rest. A card is a certificate of attestation of a specific workplace.

The presence of harmful factors is almost everywhere. The whole question is, in what concentrations, in what norms is it contained around a person and what degree of influence do they have? helps to control the labor process from the point of view of the safety of working conditions.

At enterprises, situations often arise when an employee understands very well from the nature of the work that the conditions at his workplace are harmful. For example, in workshops, the noise level is quite high, the air can contain a large amount of impurities. But here's the problem - compensation and benefits are not assigned. What then? Go to an employer? Most likely, among the majority of them, there will be those who will offer as the only way out - to release workplace. This infringes on our rights, but we cannot do anything about it, since most of us do not have confidence in tomorrow. It seems as if the Russian mentality is built on three pillars - gravity labor process, patience, money. Rephrasing the chain in order of importance, we get the formula: for the sake of money, you can endure the severity of the labor process. aims to eradicate such negligent attitude of the employer. Each employee will have to familiarize himself with and endorse the card with his signature. The employer, in turn, must immediately take measures to eliminate the adverse impact of factors on the employee.

Card - evidence of confirmation without hazardous conditions at workplaces. It has an important weight in the subsequent activities of not only the employee, but also the employer. Due to its presence, the availability of attestation results, many employers can avoid criminal liability in the event of accidents in the labor process, unless of course this workplace has been attested, working conditions comply with state requirements in the field of labor protection.

The organizational component includes the process of filling out the card in accordance with the requirements of the existing order. The basis for filling out the map is the data of measurement protocols and assessments of harmful and hazardous factors of the production environment (HOPF, - ed.). The protocols are filled in by those who measure production factors, the cards are filled out by members of the attestation commission. Consistent recommendations for issuing a card are given in Appendix No. 3 of the Order. Each card is assigned its own identification number, given general information about the employer and his activities. An essential point in it is a direct assessment of working conditions according to the degree of influence of the WOPF. According to the presence of each factor, a class of working conditions is established. If the conditions are recognized as harmful or dangerous, the employee is assigned in the form additional leave, shortened working hours, increases in wages, the appointment of therapeutic and preventive nutrition and the issuance of dairy products. The decision and justification for their appointment is made and officially approved in the map.

In connection with this practice and the establishment of a new order in Ministry of Labor and social protection RF Numerous inquiries from employees about the amount of compensation began to arrive, for which they provide the following information:

Quote:‘Employees whose conditions are recognized as harmful and dangerous, based on the results of the attestation of workplaces in terms of working conditions, should be provided with compensation not lower than those established in paragraph 1 of the Government Decree Russian Federation dated 20.11.2008 No. 870'

The employer may establish additional or increased compensation for work in adverse conditions labor on their own. The size is determined based on the financial and economic situation of the enterprise. But I would like to note that if the conditions are brought into the proper form with the help of appropriate measures, the payment of workers' compensation is canceled.

Another important function is assigned to the certifying commission - to bring proposals for the rationalization and improvement of working conditions. The recommendations are also entered into the map and are a "visual aid" for the employer, since he will have to not only familiarize himself with them, but also introduce them into the labor process. Upon detection of dangerous conditions, the employer must immediately correct the entire situation that has arisen and, if not completely eliminated from the labor process, then at least reduce their impact on a person by several times.

Based on all the indicators, complete solution about attestation of the workplace in accordance with state regulatory requirements, marked "corresponds" or "does not comply".

By the way, when hiring a new employee, the card is one of the mandatory documents that the candidate must familiarize himself with. Unfortunately, the statistics this case shows that even if the employee is shown that this workplace was not certified according to the results of the last certification, he is unlikely to refuse it.

The official document, the attestation card, is located in continuous action even after . Effective January 1, 2012 new order conducting medical examinations in accordance with Order of the Ministry of Health and Social Development of the Russian Federation of April 12, 2011 No. 302n. The presence of a card for employees whose working conditions are recognized as harmful and dangerous is a mandatory part of passing medical examinations. This, as it is called in the medical environment, “referral” will help to immediately determine which specialist is needed for examination, determining occupational pathologies and preventing the occurrence of new diseases (previously, medical examinations were carried out only by the attending physician in order to compensate for the harm caused, but now the emphasis is on prevention). Mandatory medical examinations must be carried out even by those workers whose conditions are not recognized as harmful. We do not always have time to contact a specialist in medical institution, and periodic checks are an opportunity to prevent the development of many diseases. For the employer, this is an additional expense, so they do not really try to put this idea into practice.

Ensuring labor safety and eliminating factors that pose a risk to the life or health of employees is one of the main obligations of every employer. To achieve this goal, he must periodically conduct the jobs of his subordinates and eliminate all possible risks.

The document that is compiled in this case is called the workplace map. Its purpose, structure and filling rules should be considered in more detail.

Previously, conducting (ARM) was a procedure from which some subjects were exempted entrepreneurial activity(particularly small businesses).

But, since the beginning of 2014, this procedure has become mandatory for all employers, without exception, which is established by the law of the Russian Federation of 2013 "On a special assessment of working conditions."

In accordance with this law, the concept of attestation of the workplace is replaced by a special assessment of working conditions. As for the document in which the results of the procedure are entered (that is, the AWP card), its form is also approved by law, with the help of the Order of the Ministry of Health and Social Development of Russia dated April 26, 2011 N 342n “On Approval of the Procedure for Certification of Workplaces for Working Conditions”.

Purpose of the document

The AWP card is drawn up for each job title, that is, one copy of it can be issued for several similar jobs at once. It is a document that is designed to display basic data on such working conditions at the enterprise:

• organization and equipment of working areas;
• assessment of workplaces;
• material support of employees (, personal protective equipment);
• benefits and special conditions work for staff.

Its compilation is necessary to achieve the following goals:

1. Allocation of jobs that do not meet the established criteria. If normal indicators and data obtained as a result of measurements have strong deviations from the norm, then further work at this place may be prohibited. At the same time, penalties will be imposed on the employer.
2. Development of an action plan to improve working conditions. This is possible if the violations identified at the workplace are subject to elimination and can be eliminated within a certain time.
3. Justification of benefits and that are provided annually to employees. If it is noted in the card that certain conditions of the workplace differ from normal, benefits, additional payments, compensations can be established for the employee. In the event that this does not happen, the subordinate may apply for the protection of his interests to the court or the labor inspectorate.
4. Familiarization of new employees with future working conditions. This is especially true in situations where they are present at the workplace. The subordinate must be familiar with such information.

The card can be intended for both external and internal use. The document must be kept completely filled out and constantly kept up to date, since it protects the interests of both the employer and the employee.

What items are included in the map?

The document is presented in the form of a form with the corresponding columns located on several sheets. At the very beginning, information about the employer who conducts the certification is indicated, namely:

• full name;
• address;
• Full name of the head;
• various codes (OKPO, OKOGU, OKVED, OKATO).

Comprehensive assessment of working conditions (UT) that are present at a particular workplace (or in a group of such places)

Each of them has its own established criteria. In particular, the following factors are subject to assessment:

• chemical;
• infrasound;
• biological;
• vibration;
• ultrasound;
• the severity of labor;
• microclimate;
• labor intensity;
• light environment;
• ionizing radiation.

For each factor, its maximum permissible level (or concentration), the actual level and duration of exposure are indicated.

Safety assessment

This paragraph must be present in the document, because main goal its compilation is precisely the protection of the employee from various harmful and dangerous factors.

Establishment of additional benefits and compensations

In particular, the following types are provided:

• increased wages;
• provision;
• setting working hours;
• provision of milk or other equivalent products;
• provision of therapeutic and preventive nutrition.

For each type of compensation, its actual availability is indicated, as well as the need and reason for establishing it.

The document also notes that the subordinate has the right to early retirement, the need for scheduled medical examinations and recommendations for further improving working conditions.

Filling rules

The obligation to fill it out rests with a specially created attestation commission, which includes:

1. Heads of departments or divisions of the company. This category employees belongs to the management, so their main responsibility is to check and optimize the organization of jobs.
2. Lawyers. These specialists are necessary to ensure that the procedures for certification and issuance of the AWP card are carried out as correctly as possible from the point of view of legislation.
3. HR workers. They can help in the proper organization of jobs in terms of their territorial distribution. They also perform an organizational function: they make a list of jobs, correct names positions and professions, etc.
4. Specialists in labor and wages, accountants. With their help, you can most accurately calculate possible surcharges and compensatory allowances for employees.
5. Medical workers. Their goal is to preserve the health of employees and minimize negative impact, which turns out to be factors of the working environment.
6. Specialists in . These categories of employees are responsible for compiling documentation related to their field: labor protection instructions, certification schedules, etc.
7. Union representatives. They protect the interests of the employee and supervise compliance with the rules and requirements of labor protection.
8. Representatives of the accrediting organization. This organization is in the form legal entity and is involved in the procedure on independent terms. The presence of its representative in the commission is obligatory.

After the certification, all members of the commission put their signatures in the completed certification card form.

Features of filling out the card for some professions

The procedure for filling out the document and its content largely depends on which type of activity a particular workplace belongs to.

For example, representatives of intellectual professions are less affected by various harmful factors, their work is considered safer and less mobile.

Therefore, when filling out the map for such jobs, the commission will not need to make many measurements of production factors, because most of them will be absent. The same applies to benefits or compensations - in such conditions they are unlikely to be assigned. An example of such a document can be an AWP card for an accountant.

As for the representatives of production professions, their work is more exposed to dangerous factors, therefore, the verification in this case should be carried out more carefully. As an example, the map of an electric and gas welder is given.

The work place attestation card is filled out based on the results of a special check of working conditions for representatives of various positions and professions at the enterprise. Its presence is necessary for each such workplace and for companies of all types and forms of activity.

Failure to take labor protection measures may entail for the employer:

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

Why do you need a SOUT card

A workplace assessment sheet is required for:

• employees, because this document sets out all the harmful and dangerous production factors that may affect their health;
• the employer, because he needs to understand what measures to take to ensure legislation in the field of labor protection;
• supervisory authorities, because they supervise the observance of the rights of workers and the obligations of employers.

A sample of filling out a card for a special assessment of working conditions

You must specify:

• name of the structural unit and position;
• the number of employees and their SNILS;
• equipment used;
• classification of harmful and dangerous factors;
• individual protection means;
• recommendations based on the results of the activities.

The filling is step-by-step, a sample filling is given below.

As a methodological document that will facilitate filling out the card, it is necessary to use the Instruction (Appendix No. 4 to the Order of the Ministry of Labor of January 24, 2014 No. 33n).

Step 1. Filling in the header

We indicate the full name of the employer, location address, full name. head, email and other information according to the names of the cells.

Step 2. We assign a number and enter information about the number of employees and the work they perform

The number is assigned a serial number, the position and name of the structural unit are indicated in accordance with the staffing table, the number and numbers of similar jobs are indicated if they are available (if they are absent, nothing needs to be written; if there are such places, information about them can be taken from Section II of the report on SOUT results).

Issue ETKS, EKS - these are the details of the unified tariff and qualification reference books, on the basis of which it was compiled staffing. Just enter their details.

The number of employees is entered into the table after the fact, including for similar jobs.

Step 3. We enter the SNILS of workers

It records the numbers of insurance certificates of existing employees who are currently working at this place. Then the SNILS data of all newly accepted people will fit in here.

Step 4. Fill in the field about the equipment used

If this milling machine, then we write that this is a milling cutter, the model is such and such, the number is such and such (as in the documents for its operation). The raw materials used are metal, coolant.

If this is an office copier, then we write like that, copier, model and number. The raw materials used are paper and coloring powder. Dangerous and harmful factors are not indicated here, they are written below.

Step 5. Fill in information about harmful and dangerous factors

In general, the report on the results of the SATS is filled in by an expert of the organization that directly conducted it. But if you were lucky enough to fill out the report yourself, then all the necessary information about harmful and dangerous factors must be taken from the conclusion on their measurements, which the relevant laboratory should have prepared. You don’t need to take anything out of your head in this section, everything is only from documents.

Information on the evaluation of the effectiveness of PPE is also indicated here (information is taken from Section IV of the report).

Step 6. Fill in information about guarantees and compensations

This section indicates the guarantees and compensations that are provided for by labor protection legislation. If something is required for a certain position: reduced working hours, milk for harmfulness, etc. - all this is indicated in this section with an indication of the normative document.

Here we enter the information that the SOUT commission recommends in order to minimize harmful and dangerous production factors on the employee's body. Full list measures to improve working conditions are contained in Section VI of the report.

Step 8. We sign with the members of the SOUT commission

All committee members must sign the card.

Step 9. Introducing employees

All employees who are employed at this workplace, even if they come once a day to perform a one-time operation (make a copy on a copier, for example), must be familiarized with the results of the SOUT for this workplace.

An example of filling out a card for a special assessment of working conditions

Getting to know the cards special evaluation working conditions, as well as the inclusion of SNILS workers in this document, must be considered separately, because it is these sections that cause the largest number questions when filling out.

Entering SNILS into the SOUT card

According to Appendix No. 4 to the Order of the Ministry of Labor of January 24, 2014 No. 33n (Instructions for filling out the report form based on the results of the SAUT), line 021 of the card indicates information about the SNILS of employees. And nothing more is explained in the Instructions regarding the inclusion of SNILS in SOUT cards.

The standard form provides 4 lines for SNILS workers. But in reality, workers in this workplace can work much more. Besides, some people come and others go. And how to fill out the form, it is not written anywhere. Therefore, enter the SNILS of all employees who are employed at this place. If there are not enough lines, make an addition (similar to holidays in T-2 personal cards).

Familiarization with the SOUT map

Familiarization of employees with maps of a special assessment of working conditions is carried out upon completion of all measurements and studies. All employees employed at this place must be familiarized under the signature. If there is not enough space, make an additional sheet.

Where is the SOUT card stored?

The place or structural subdivision where documents are stored based on the results of a special assessment, the employer determines independently by its regulatory act. If the organization has a separate position or service for labor protection, then these documents will be stored there. If there is no corresponding specialist in the organization, then the SOUT cards will be stored either in personnel or in the accounting department (according to the principle - whoever directly organized it keeps it).