How to specify the working conditions of a workplace in an employment contract

An employment contract is a key document in accordance with which the relationship between the employer and the employees of the enterprise who are subordinate to him is regulated.

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Correctly filling out this document not only ensures more convenient interaction between the parties, but also allows the head of the company to avoid all sorts of problems during inspections by various regulatory authorities.

In this regard, it is important to know how to specify working conditions in the workplace in 2021 in an employment contract.

What are the working conditions in an employment contract?

This multidimensional concept includes all the essential points that reflect the special nature of the labor actions performed by a person.

In the language of labor law theory, it is a set of factors of the production activity performed, included in the general context of production.

According to the source of legislation, announced in Article 56 of the Labor Code of the Russian Federation, the employer is obliged to organize working conditions for the employee that comply with sanitary and other established standards.

According to the norms of Article 57 of the Labor Code of the Russian Federation, existing working conditions are included in the provisions of the employment contract when it is concluded by the parties.

Characteristics of the production process, taking into account their specifics

Here information about the specifics of production is listed and entered into the contract, which is organized according to the goals of the final result. The structure of the activities of the entire workforce depends on the final product produced by production.

Each employee is an element included in his specific unit. The totality of organized actions of employees constitutes the structure of the organization.

The contract specifies the terms of interaction between this structure. In practice, this looks like a characteristic of production in which a person performs the relevant duties.

For example, pedagogical activity can be divided into educational and educational, which requires different competencies.

Also, in addition to teachers - the main workforce of this production, auxiliary units are formed:

• dining room;
• technical workers and service personnel.

From this example it becomes clear that the production process involves a symbiosis of services and departments with different qualifications and functional responsibilities.

Formulation of the concept of “production environment”

Despite the difference in functional responsibilities, employees of the same structure are united by a single context. This is a single field in which each participant works in an organized manner towards the appropriate end result.

The types of production environment primarily include industrial production, which includes a complex of enterprises and various types of basic and related activities. For example, a helium plant is a substructure of Gazprom and forms the same production environment with it, although working conditions are significantly different.

At the same time, both enterprises employ accountants, managers, and general department secretaries, who are also part of the production environment of the gas complex. It is believed that the work environment leaves a significant professional imprint on each employee, regardless of his duties.

Labor intensity

Each employee has his own rhythm of performing duties.

In a unit of time, he performs a certain number of mental or physical operations, which determine the intensity of labor.

This point is quite important when paying for labor based on output. For example, high-tech production, equipped with the latest technology, makes it possible to produce a large amount of the final product, providing workers with highly qualified labor in comfortable conditions.

REFERENCE: Some sources define labor intensity as labor intensity. In fact, there is no difference between them.

Handicraft production that produces a similar product, but is poorly equipped technically, with equal intensity will give a relatively insignificant result. Therefore, these parameters of the production process are quite important.

Rights and obligations of the parties

2.1.2. Comply with the internal labor regulations, production and financial discipline established by the Employer, and conscientiously perform their job duties specified in paragraphs. 2.2.1 of this employment contract.

2.1.5. Submit a medical examination in a timely manner.

2.1.6. Comply with labor protection, safety and industrial sanitation requirements.

2.1.7. Contribute to the creation of a favorable business and moral climate at work.

2.2.1. Provide the Employee with work in accordance with the terms of this employment contract. The Employer has the right to require the Employee to perform duties (work) not stipulated by this employment contract only in cases provided for by the labor legislation of the Russian Federation.

2.2.2. Ensure safe working conditions in accordance with the requirements of safety regulations and labor legislation of the Russian Federation.

2.2.3. Pay the Employee in the amount established by this employment contract.

2.2.4. Pay bonuses and remuneration in the manner and on the terms established by the Employer, provide financial assistance taking into account the assessment of the Employee’s personal labor participation in the Employer’s work in the manner established by the regulations on remuneration and other local acts of the Employer.

2.2.5. Comply with the requirements for qualification level and health status established by legislation and other regulations of the Russian Federation:

— organize classes to improve the Employee’s professional skills;

— ensure timely medical control of the Employee, free medical examination once every 2 years. Conduct a thorough medical examination of the Employee with the involvement of specialists from the clinic;

— comply with the Employee’s work and rest schedules established by the legislation of the Russian Federation.

2.2.6. Pay for training in case of operational necessity, in order to improve the Employee’s qualifications.

2.2.7. Familiarize the Employee with labor protection requirements and internal labor regulations.

2.2.8. To help reduce the harmful effects of production factors on the life and health of the Employee.

Expert opinion

Kuzmin Ivan Timofeevich

Legal consultant with 6 years of experience. Specializes in the field of civil law. Member of the Bar Association.

2.2.9. Take the necessary measures to prevent industrial injuries, occupational and other diseases of the Employee in cases provided for by law.

2.2.10. Timely provide benefits and compensation in connection with harmful working conditions (additional leave), provide special clothing, special footwear and other personal protective equipment in accordance with current norms and regulations, and organize proper care of these equipment.

2.2.11. Provide equipment for heating and resting rooms for the Employee.

— the right to provide him with the work specified in clause 1.1 of this employment contract;

— the right to timely and full payment of wages;

— the right to rest in accordance with the terms of this employment contract and legal requirements;

— other rights granted to employees by the Labor Code of the Russian Federation.

— encourage the Employee for conscientious, high-quality and effective work. Pay the Employee compensation for the use of a personal car, tools, etc. for the needs of the organization;

— bring the Employee to disciplinary and financial liability in cases provided for by the legislation of the Russian Federation;

- exercise other rights granted to him by the Labor Code of the Russian Federation.

Classification of work activities by degree of harmfulness

The legislation is based on the fact that favorable working conditions contribute to life expectancy and the preservation of the health of citizens. While a decrease in their level requires additional compensation.

According to Article 14 of the Labor Code of the Russian Federation, a list of conditions classified by degree of harm is considered. They are divided into 4 classes.

Depending on the class, working conditions are given the following ratings according to the degree of harmfulness:

• optimal – 1 cash register;
• acceptable – class 2;
• harmful – class 3;
• dangerous – 4th class.

Optimal

These include conditions under which the work activity of individuals proceeds in the most comfortable mode.

Here the optimal ratio of actions performed is established on the basis of mental and physical synthesis.

They create a comfortable psychological microclimate that accompanies the performance of professional duties. No additional compensation payments are provided.

Acceptable

In this case, the comfort level of workers is reduced, and labor intensity may be higher. Sometimes this type of activity is accompanied by monotonous physical or mental actions that create minor psychological discomfort and cause systematic physical fatigue.

But these do not cause harm to health; the body is able to recover after a working day.

These working conditions are classified as conditionally safe, so the slightest violation of hygiene standards can transfer them to the category of harmful.

Harmful

In this case, there are unfavorable factors that can harm the health of employees.

This class of conditions is divided into 4 categories of harmfulness, according to the degree of impact on the body:

1. the adverse effect is canceled when special restoration procedures are carried out, or when contact with production is interrupted for a long period of time.
2. Environmental influences consistently disrupt the normal functioning of the body and contribute to the acquisition of occupational diseases.
3. The risk of acquiring chronic occupational diseases, including moderate ones, is significantly high.
   They are easily acquired and become chronic during the performance of functional duties.
4. They contribute to the acquisition and development of severe pathologies and have an aggressive effect on the normal functioning of organs and systems.

Dangerous

This type of professional activity is characterized by a high risk of injury and a possible threat to survival. Or a high risk of acquiring severe forms of occupational diseases.

Concealment by the employer of the fact of the presence of harmful or dangerous working conditions is considered a serious violation of labor legislation and leads to large fines and administrative liability.

Main recommendations

To avoid any problems with government agencies when employees perform their job duties, it will be useful for managers to follow certain recommendations when drawing up an employment contract.

Making a record

An employment contract is a special document that provides an accurate and detailed description of all the conditions for performing labor duties at a specific workplace. The manager, on the basis of Article 56 of the Labor Code, as well as the norms of Federal Law No. 426, must prescribe all these conditions in the process of drawing up an employment contract.

Article 64.1 of the Labor Code of the Russian Federation. Conditions for concluding an employment contract with former civil servants

Information about the conditions under which a citizen will perform his official duties, in accordance with established requirements, is indicated in the “Labor Safety” paragraph.

Initially, information is indicated about what conditions a citizen will encounter at his workplace, and if they are considered optimal (belong to the first class), it will be necessary to clarify that all standards have been met and no harm has been recorded.

If the conditions belong to the third or fourth class, then in this case the designation of the factors themselves is required, such as, for example, elevated temperature, vibration and much more.

To make the work of HR specialists easier, a standard employment contract template should be drawn up in such a way that it initially contains a special section devoted to information about labor protection. This paragraph lists information about the employee’s specific workplace using the language required by current legislation.

It is also mandatory to specify the level of provision of PPE, as well as all kinds of allowances, compensation, specialized food and other conditions. In addition, it is imperative to indicate all kinds of compensation provided for those workers who will perform their duties in harmful conditions.

How to write conditions

First of all, it is worth noting the fact that if a special assessment has not been carried out on the territory of the enterprise, the general characteristics of the workplace should be described in the employment contract. The determination of working conditions at the workplace “by eye” by the manager cannot be carried out, and in accordance with the established requirements, a special assessment must be organized in this case.

If a new workplace has been created, a special assessment should be carried out over the next year, but even before this point, in the process of drawing up an employment contract, it is imperative to record the conditions under which the employee fulfills his obligations.

In this case, it will be sufficient to indicate the general characteristics of the workplace, which include a detailed description of the workplace, the equipment used, as well as a list of the equipment used and the features of its operation.

Article 64 of the Labor Code of the Russian Federation. Guarantees when concluding an employment contract

After a special assessment has been carried out, you will simply need to slightly adjust this provision of the contract, and instead indicate whether hazardous conditions exist in the workplace.

To do this, it is recommended to draw up an additional agreement, which will set out in detail the specified clause of the employment contract with the adjustments made to it. Instead of the results of the assessment, you should indicate current information about the certification of each workplace.

In the vast majority of cases, the current legislation provides for the possibility of a stage-by-stage special assessment until December 31, 2021, and therefore today there are a number of companies in which the results of the workplace certification are still valid.

In accordance with the recommendations given by authorized representatives of Rostrud, the text of the employment agreement may indicate the working conditions previously specified in the certification card.

Special attention should be paid to the fact that it often happens that a special assessment of working conditions is carried out even if there are valid certification results. For example, an organization is going to move to a new office, and therefore it is planned to transfer employees to new jobs, or an authorized inspector from government agencies has announced a requirement for a special assessment because he discovered some violations during the certification process.

Article 63 of the Labor Code of the Russian Federation. Age at which it is permissible to conclude an employment contract

During the contract execution process, all necessary information should be taken from the special assessment card. If the employer already has the results of an assessment of labor conditions carried out by government agencies, the contract should include all the information from the reporting of the organization that carried out this work.

To do this, you should study in detail the part of the report that indicates the special assessment card, since it will contain all the recorded working conditions in the workplace, as well as all kinds of compensation and guarantees that should be provided to the employee performing his work duties in that place. Information should be taken from lines 030 and 040 of this card.

It is important to take into account several other points, and first of all, it is mandatory to indicate the compensation and guarantees provided for work in hazardous conditions separately from those guarantees that in no way depend on working conditions.

If a person will be engaged in hazardous work associated with pollution, the text of the agreement should indicate that soap and other cleaning products will be provided.

Article 61 of the Labor Code of the Russian Federation. Entry into force of the employment contract

What is usually included in the contract

In accordance with the norms of current legislation, each employer must inform each employee of the company about the conditions under which he will work during the process of drawing up an employment contract, as well as indicate the existing risk that concerns health in the process of performing work duties.

When drawing up this document, you should indicate all the measures taken that ensure effective protection of people from the influence of harmful and other hazardous factors in the field, as well as guarantees and compensation that are provided to employees working in difficult conditions.

It is extremely important to correctly and competently indicate all the characteristics of working conditions in the process of drawing up an employment contract, as well as to provide in the text of this document complete information about what class the working conditions in the workplace belong to.

Thus, in the process of describing working conditions when writing an employment agreement, the employer should indicate the following information in the document:

• all necessary information regarding the existing working conditions in the workplace with clarification of their classification;
• data on the risk of harm to the employee’s health;
• data on measures taken to ensure the protection of employees from any factors that negatively affect their health;
• information about guarantees or compensation payments.

What are environmental factors?

These factors include typical conditions in which the employee spends his working day.

According to the requirements of Article 212 of the Labor Code of the Russian Federation, the employer is obliged to:

• organize the most comfortable conditions;
• establish compliance with sanitary standards;
• reduce the influence of harmful factors;
• foresee possible risks.

On this basis, appropriate requirements are imposed on each environmental factor that can affect the violation of sanitary and hygienic standards.

1. Lighting. The insolation of the room should be guided by the norms of daylight passing through the windows and the norms of lamp (evening) lighting.
   General standards require compliance from 1,000 to 2,000 Lux.
2. Temperature. Depends on the nature of the work.
   During mobile work activity, a temperature regime of 10-16 C° is recommended. With low intensity of physical labor or with the specifics of office work - 18-23 C°.
3. Noise. Focuses on standards of 65 decibels, at a frequency of 75 thousand hertz.
   Exceeding the level of 88 decibels classifies working conditions as harmful.

4. 
   Vibration. It is considered in the context of noise, adding to the harmful conditions any local or general vibrations arising from the operation of devices or machines.

In addition to the above, other factors are taken into account when there is an increase in gas pollution in the room, toxic emissions, etc.

Terms of payment

4.2. Wages are paid at the Employer's cash desk on the 15th and 30th of each month in accordance with the internal labor regulations. If the payment day coincides with a weekend or non-working holiday, wages are paid on the eve of this day (Article 136 of the Labor Code of the Russian Federation).

4.3. For work in hazardous working conditions, the Employee is paid an additional payment of 12% of the tariff rate.

4.4. The employee is provided with free milk or other equivalent food products. The rate of free milk distribution is 0.5 liters per shift, regardless of its duration.

4.5. The conditions and amounts of incentive payments by the Employer to the Employee are established in accordance with the regulations on remuneration and material incentives.

4.6. From the salary paid to the Employee in connection with this employment contract, the Employer withholds personal income tax, as well as makes other deductions in accordance with the current legislation of the Russian Federation and transfers the withheld amounts as intended.

How is workplace certification carried out?

Scheduled certification is carried out at least every 5 years. Or - after making significant changes towards improving (deteriorating) the quality of the workplace, outside the plan.

Responsibility for its implementation rests with the employer.

The main competent body is an independent certification commission, which has a state license to carry out these works.

Persons conducting certification include:

• members of the company for certification activities;
• employer;
• representative of the state labor inspectorate;
• union members of the employer's company.

If there is no trade union organization in the company, there is no need to invite outside representatives.

The results recognized by the certification commission must be entered into an employment contract. The special provision of the contract “labor protection” contains succinct information about the results of the inspection, with the wording: “what was established by the certification commission on labor protection on March 12, 20017,” with the entry of document details.

Special assessment of working conditions

Important! Since January 2014, even office certification is mandatory.

The certification of workplaces, which was carried out by a professional certified commission once every 5 years, has been replaced by a special assessment of working conditions. The employer is obliged to involve specialists to carry it out in order to promptly learn about the deterioration of working conditions, the impact of harmful factors on workers, the presence of areas of production premises hazardous to health and life, etc.

During the assessment, the indicators of biological, chemical and physical factors are measured. Typically, employers carry out special assessments of workplaces every few years, when there is a significant change in the production process or when accidents occur. If it turns out that the workplace does not meet the approved standards, the employer decides how to improve working conditions.

How to correctly include information about the specifics of labor in a contract?

In this section we will tell you how to specify working conditions at the workplace in an employment contract.

The employment contract contains information about the nature of the work, indicating the class and category of hazard (if any). For example, under optimal conditions the following statement is formulated: “All sanitary and hygienic standards are brought into compliance with legal requirements, there are no harmful and dangerous working conditions.”

Under acceptable conditions, the following wording of the entry may be given: “Working conditions at the workplace correspond to acceptable ones, the work performed under this contract does not relate to hard work, does not have harmful or dangerous working conditions.”

If harmful conditions are present, it is imperative to indicate their presence and nature. For example: “Working conditions in the workplace are considered harmful, have a hazard class of 2, due to increased noise and low temperature in the room.” The same applies to hazardous conditions, which must have a statement of the cause of the danger, for example, “increased risk of injury.”

General points

First of all, it is worth noting the fact of what an employment contract is and what regulatory documents govern the procedure for filling it out.

Article 67 of the Labor Code of the Russian Federation. Employment contract form

Concept and related factors

The concept of “working conditions” has constantly been subject to various adjustments, and its history has been going on for several centuries, starting from the general exploitation of the labor force of citizens and ending with the reasonable regulation of work processes, based largely on the testimony of medical, as well as a number of other specialists. The final embodiment of this concept was recorded in the current national legislation.

In accordance with the standards specified in Articles 56 and 57 of the Labor Code, an employment contract cannot be executed if the working conditions are not specified in the document. This item must be present in the specified document along with the rest of the basic information, including the employee’s salary, his full name and other information.

Article 56 of the Labor Code of the Russian Federation. The concept of an employment contract. Parties to the employment contract

Article 57 of the Labor Code of the Russian Federation. Contents of the employment contract

Article 56 states that the employer must provide its employees with the working conditions that are provided for by current legislation.

At the same time, Article 57 includes a clause that specifies the mandatory identification of characteristics of working conditions in the process of filling out an employment contract, as well as the need to clarify the full list of harmful factors that a citizen may encounter when performing his/her duties. Various guarantees and compensations prepared by the manager are discussed separately.

Law and regulations

The requirements in accordance with which the employment agreement must be filled out with the conditions for the performance of labor duties are regulated, first of all, by Article 212 of the Labor Code. The norms of this article regulate the need to create safe working conditions by the company’s management in relation to any employee, based on the standards provided for by current legislation.

Also, the procedure for filling out this document is regulated by Federal Law No. 426, adopted on December 28, 2013. In particular, Article 3 of this law states that all companies must conduct a thorough check of the conditions at each position in order to detect all possible hazardous factors that are typical for the specified area of ​​​​production and work process.

Article 212 of the Labor Code of the Russian Federation. Responsibilities of the employer to ensure safe conditions and labor protection

In accordance with the results of the assessment, management will need to determine a list of hazard classes that prescribe all necessary actions in the field of providing all kinds of guarantees and benefits provided for by current legislation.

In accordance with the standards specified in Article 17 of Federal Law No. 426, assessments of places of work must be carried out periodically if it is planned to use any of the latest technologies or hazardous substances in the work.

Existing classification

Due to the fact that any labor factors that will be present in various production processes have a direct connection with the specifics of the work of a particular organization, at the legislative level a certain system of classification of employment conditions was developed, on the basis of which a list and level of any harmful or dangerous factors, followed by the formation of the most optimal conditions for the subsequent performance of the duties assigned to each employee by providing him with all the necessary means of protection or guarantees that are required to ensure the maximum possible safety from the occurrence of injuries and diseases.

Article 65 of the Labor Code of the Russian Federation. Documents presented when concluding an employment contract

In particular, the provisions of Article 14 of Federal Law No. 426 regulate several classes and subclasses:

The last class is also divided into several groups, which look like this:

Reflection of working conditions in the workplace in the employment contract

Compensation for harmful and dangerous work conditions

The legislation provides for the provision of compensatory benefits if the specified conditions provided by the employer go beyond the acceptable limits. According to the provisions of Article 224 of the Labor Code of the Russian Federation, any additional load is subject to compensation.

Its size and minimum standards are provided for by the provisions of Article 147 of the Labor Code of the Russian Federation. They amount to a 4% additional payment to the salary, as well as additional days included in the main vacation or a reduction in working hours.

Additional payment and other compensation must be included in the provisions of the contract, indicating: “for the harmful (dangerous) nature of the work.”

At the employer's discretion, other benefits and advantages are allowed.

Working hours

3.1. The employee is provided with a five-day working week of 36 (thirty-six) hours. Weekends are Saturday and Sunday.

3.2. The Employee’s work in the position specified in clause 1.1 of the contract is carried out in hazardous working conditions.

3.3. The employee is granted annual leave of 28 calendar days.

3.4. The employee is granted additional paid leave of 12 calendar days, and the additional leave is added to the main leave of 28 calendar days.

3.5. Part of the vacation exceeding 28 calendar days cannot be replaced by monetary compensation (Article 126 of the Labor Code of the Russian Federation).

3.6. For family reasons and other valid reasons, the Employee, at his request, may be granted short-term leave without pay.

3.7. An employee who works in the cold season outdoors or in closed, unheated rooms is, if necessary, provided with special breaks for heating and rest, which are included in working hours.

Actions of the employer and employee when the degree of harmfulness of work changes

The need for unscheduled certification may be associated with a major overhaul of the premises and its equipment with modern equipment. It is also necessary to check if there has been a significant breakdown of the ventilation, air purification system, etc.

The same applies to any unforeseen situations, including an employee being injured at work.

In these situations, unscheduled certification provides for the introduction of additional characteristics of the harmfulness or danger of work.

Any situation that has led to a deterioration in the quality of the workplace allows for initiatives not only by the employer, but also by the company’s employees.

If the manager refuses to correct the breakdown or recertify the workplace, employees have the right to:

1. contact the trade union committee and demand an extraordinary certification.
2. In the absence of a trade union, after notifying the manager, file a complaint with the State Labor Inspectorate.
3. In case of significant violations, report to the prosecutor's office.

The main basis for filing a complaint is the discrepancy between the conditions that have arisen and those guaranteed by the employment contract.

Guarantees and compensation

Expert opinion

Kuzmin Ivan Timofeevich

Legal consultant with 6 years of experience. Specializes in the field of civil law. Member of the Bar Association.

7.1. During the period of validity of this employment contract, the Employee is subject to all guarantees and compensations provided for by the current labor legislation of the Russian Federation.

7.2. For the period of validity of this employment contract, the Employee is subject to compulsory social insurance in state extra-budgetary funds at the expense of the Employer in the manner prescribed by the current legislation of the Russian Federation.

7.3. The Employer pays the Employee temporary disability benefits in accordance with the current legislation of the Russian Federation.

7.4. Upon the occurrence of temporary incapacity for work, the Employee is obliged to provide the Employer with a certificate of incapacity for work confirming his temporary incapacity for work (illness, accident, etc.) no later than 3 (three) days after the end of such incapacity for work.

Addresses and details of the parties

I received the second copy of the employment contract.

An employment contract with an employee is an agreement between the employer (company or individual entrepreneur) and the employee (individual), according to which the employee undertakes to perform certain work, and the employer is obliged to provide the employee with work, pay wages on time and create working conditions that comply with the law.

The content of an employment contract is not strictly regulated by law and can be changed and supplemented depending on the specifics of the enterprise and the duties performed.

An employment contract with an employee can only be terminated by mutual consent of the employer and employee, or if one of the parties fails to fulfill its obligations. Termination of an employment contract cannot be carried out if the employee is on vacation, sick leave, etc.

The employment contract is drawn up in two copies - one for each party to the employment agreement.

Classification

Russian legislation divides working conditions into 4 classes . The regulating article is Article 14 of the Labor Code . The first class (optimal conditions) is the best, the fourth is the most harmful (dangerous conditions).

Conditions:

Optimal : refers to a production environment in which harmful effect on the workers of the enterprise or is at an extremely low level.

Permissible : in this case, a certain negative impact is allowed, but within strictly established standards.

Harmful : working conditions where there is a clear excess of dangerous effects on the worker’s body . A characteristic feature of this class is the probable occurrence of prof. diseases The legislation distinguishes four subclasses, called degrees.

Hazardous : in this class, the worker is constantly exposed to negative factors caused by the production process. There is a high risk of occupational diseases and characteristic health problems .

Characteristics of working conditions of 3rd and 4th classes

In cases where the employer cannot ensure compliance with standards for certain workplaces due to objective reasons (specifics of the work function), it is allowed to create a workplace with working conditions of the 3rd hazard class. Moreover, this type of condition has four degrees:

1. The state of the worker’s body undergoes changes that are not eliminated during the process of rest between working days and require longer rest with an increasing risk of harm to health.
2. It is possible for an employee to develop an occupational disease (initial or mild) while maintaining the ability to work in their profession. It is believed that in this case the disease can manifest itself no earlier than 15 years after the onset of exposure to hazardous factors.
3. An employee is at high risk of losing his ability to work in the course of his work at a given place as a result of acquiring an occupational disease of mild or moderate severity.
4. There is a risk of an employee developing a serious occupational disease during work, in which he loses his general ability to work.

Working conditions with hazard class 4 are not allowed as a general rule. By virtue of clause 1.7 of the Manual, work can be carried out under the influence of harmful factors of this class only for the purpose of eliminating or preventing emergency situations. Moreover, even in this case, this is allowed only with the use of personal protective equipment under a special labor regime.

What is meant by labor intensity?

Labor intensity is the most important indicator of the production process. We can say that we are talking about the intensity of the labor process.

The same work can be organized in different ways - in one case the employee will get tired quickly, but at the same time achieve insignificant results, in another situation the employee will have time to do much more, but will not be so tired.

In this case, the fate of the enterprise depends on the literacy of management. If the workplace is poorly organized, productivity will suffer.

Conversely, if a combination of various factors, including psychological ones, do not lead to an excessive increase in work intensity, employees perform their work efficiently and achieve optimal results.