In 2020, working conditions in workplaces can only be assessed in the form of a special assessment of working conditions. The procedure for this procedure is prescribed by law. In the article you will learn the latest changes in the special assessment of working conditions in 2020.
Certification of workplaces in 2020: latest changes
In 2020, the general procedure for conducting special assessments will not change, but there are two important changes that need to be taken into account in the work.
In 2020, organizations that submitted audit results before 2015 will have to conduct a special assessment. This is because the assessment results are valid for five years. This means that the certification will be valid until December 31, 2019. How to properly conduct a special assessment
Also, in 2020, labor inspectorates will not immediately fine those organizations and individual entrepreneurs from small businesses for not conducting a special assessment and violating labor protection legislation. Instead, inspectors will first issue a warning and demand that the violation be corrected. The deadline for conducting a special assessment will also be indicated in the warning (clarification of the Ministry of Labor dated January 16, 2019 No. b/n).
Why do we need a special assessment of working conditions in an organization?
A special assessment of working conditions or SOUT is needed to identify harmful and dangerous factors in employees’ workplaces (Clause 1, Article 3 of Law No. 426-FZ of December 28, 2013). Based on the results of a special assessment, classes and subclasses of working conditions at employees’ workplaces are established (Clause 2, Article 3 of Law No. 426-FZ dated December 28, 2013).
All employers are required to conduct a special assessment of working conditions. The assessment on the basis of a civil contract is carried out by an independent organization (Clause 2 of Article 8 of Law No. 426-FZ dated December 28, 2013). However, there are cases when a special assessment is not carried out. Experts from the Glavbukh System spoke about them.
How a special assessment of working conditions in the workplace is carried out in 2020
The procedure for conducting a special assessment is as follows. The methodology for conducting a special assessment was approved by order of the Ministry of Labor of Russia dated January 24, 2014 No. 33n.
So, the first stage is the creation of a commission. The employer creates a commission to carry out a special assessment of working conditions. Please note that the number of commission members must be odd (Article 9 of Law No. 426-FZ). The commission approves the special assessment schedule, as well as the list of workplaces where it will be carried out.
The second stage is the conclusion of an agreement. The commission is looking for a specialized organization that will conduct a special assessment, then an agreement is concluded with it. The contract specifies the special assessment activities and the schedule. Experts from the Glavbukh System spoke about how to choose an organization that will conduct a special assessment.
The third stage is the special assessment itself. A specialized organization identifies harmful factors in the workplace and records the results.
The fourth stage is the report. At the end of the events, the specialized organization draws up a report (Appendix 3 to Order No. 33n of the Ministry of Labor of Russia). The members of the commission and the chairman sign this report.
Who conducts the special assessment of working conditions?
A manager is an employee responsible for conducting a special assessment of jobs in the organization. But the direct assessment of jobs should be carried out by a specialized organization with valid accreditation.
The employer enters into an agreement for a special assessment with an organization that must meet the following requirements (Articles 19 and 22 of Law No. 426-FZ):
- be an independent person in relation to your company;
- the main activity of the organization should be conducting a special assessment of working conditions;
- the organization must be accredited in the prescribed manner (order of the Ministry of Health and Social Development of Russia dated April 1, 2010 No. 205n);
- the organization must have at least five experts working under an employment contract and having a certificate for performing a special assessment, and at least one expert with a higher education in the specialty of general hygiene, occupational hygiene or sanitary-hygienic laboratory research
- The organization must have a testing laboratory (center), which is accredited by the Russian national accreditation body in the manner established by the legislation of the Russian Federation, and the scope of accreditation of which is conducting research (tests) and measurements of harmful and (or) hazardous factors in the working environment and the labor process.
How often to carry out SOUT
A special assessment of working conditions is carried out in accordance with the Methodology approved by the Ministry of Labor. Frequency of assessment: at least once every five years, unless otherwise provided by law. The specified period is calculated from the date of approval of the special assessment report.
In addition, an unscheduled special assessment is necessary in the following cases (Article 17 of Law No. 426-FZ):
- the labor inspectorate identified violations and handed you a special assessment order;
- changed the technological process, changed equipment, types of materials or raw materials, as well as personal protective equipment, as a result of which conditions at the workplace could change;
- an accident occurred at the workplace or an occupational disease was detected due to exposure to harmful or dangerous factors;
- The trade union organization proposed conducting an unscheduled special assessment.
How much does it cost to conduct a special assessment of working conditions?
Special assessments are carried out by accredited commercial organizations. They set prices for events independently. On average, the cost of a special assessment ranges from 1,500 to 3,500 rubles. for a workplace. The price of services depends on production parameters, characteristics of workplaces, and the number of employees.
Order on special assessment of working conditions for 2020
Before the events, the employer prepares documents for a special assessment of working conditions. In particular, he draws up an order to create a commission for special assessment and implementation of events. The order specifies the members of the commission, the chairman, as well as the terms of the special assessment. Experts from the Glavbukh System spoke about what other documents need to be drawn up.
Sample order for special assessment of working conditions
Results of a special assessment of working conditions
The specialized organization reflects the results of a special assessment of working conditions in the report. The report is signed by the chairman and members of the commission. If a special assessment of working conditions at an enterprise has been carried out, the employer is obliged to familiarize employees with the results within 30 calendar days after signing the report.
Based on the results of a special assessment of working conditions, classes of workplaces are established. There are only four classes: optimal, permissible, harmful and dangerous conditions (Part 1 of Article 14 of Law No. 426-FZ). At the same time, hazardous working conditions have four subclasses (degrees). Guarantees and compensation for employees, as well as the amount of the additional tariff for pension insurance contributions depend on what class (subclass) of working conditions is established in the workplace.
If working conditions are recognized as harmful or dangerous, you should find out whether the company must pay additional contributions and at what rate (Article 428 of the Tax Code). Experts from the Glavbukh System spoke about how to calculate contributions for additional tariffs.
In addition, the results of a special assessment of working conditions can be used to develop measures to bring working conditions to standard values. According to the results of the special assessment, the employer is obliged to provide employees with personal protective equipment, as well as provide them with guarantees and compensation for working in harmful and dangerous conditions.
This year there will be several important changes in the special assessment of working conditions. They will affect both the procedure for carrying out this procedure in general and the implementation of SOUT for individual professions. In addition, employers will have fewer opportunities to avoid carrying out special assessments at their enterprise.
Certification of workplaces: latest changes in documents
This year will be the last during which employers can use the opportunity to apply the results of the AWP. Let us recall that such a transitional procedure was provided for by the provisions of Art. 27 426-FZ, which regulates the rules for conducting special assessments. The provisions of this article concerned employers who have valid documentation of conducting automated work. This meant that they carried out the certification shortly before it was canceled in 2014. Current legislation allowed such companies not to conduct a special assessment during the validity period of the AWP certificate. However, this relaxation applies only until December 31 of this year. From January 1, 2019, all such organizations will be required to have documents confirming the implementation of SOUT, even if the AWS certificate has not yet ceased to be valid.
Special assessment of jobs: latest changes
An important change in the SOUT will be the end of the period allocated for the phased implementation of the special assessment. This opportunity was provided to large enterprises and organizations that, for one reason or another, could not organize the procedure at once. Those of them who have not yet completed the job assessment work should hurry up: they must be fully completed no later than December 31 of this year.
Employers who have already carried out an emergency safety assessment and discovered harmful and dangerous work areas at their enterprises will need to review the compensation system for employees. This applies to situations where this system is based on the minimum wage (minimum wage). From May this year, its value will be increased from 9,489 rubles. up to 11163 rub.
Special assessment for certain categories of places of work
On December 25, 2017, Order of the Ministry of Labor of Russia N 543n came into force. He established an updated SOUT procedure for public transport drivers. Starting from January 1 of this year, a special assessment procedure will be carried out for them using an expanded list of negative factors affecting health. Employers who use the same modes of transport for work can unite to reduce the costs of carrying out SOUT.
An employer must implement a set of measures to protect employees of the company from the influence of harmful factors at work. Several years ago, a workplace certification procedure was mandatory for these purposes. Based on the results of such an inspection, compensation was assigned to employees for the presence of harmful factors. Today, certification has given way to another comprehensive verification procedure called a special assessment of working conditions.
A special assessment of working conditions or SOUT are certain measures to study the places of personnel in organizations and establish the extent of their effect on the health of workers.
The assessment must be carried out in strict accordance with established standards, and certified external organizations are involved for this purpose.
2018 is defined as the final year of the transition period, when companies had valid results of workplace certification completed previously. The duration of the latter was 5 years. Therefore, from this year, business entities will be required to carry out these activities without exception.
Attention! The main task of the safety assessment system is to determine the degree of hazardous impact of each workplace on the health of workers. At the same time, harmful conditions will exist even if the employee works at the computer for a long time.
Based on its conclusion, it can be determined:
- That the company is obliged to provide its employees with special clothing and other protective equipment.
- Provide additional nutrition (for example, milk).
- Make compensation payments, the obligation to make additional contributions to social funds.
- Also, based on the conclusion of a special assessment, the employee may be given a shortened day length, or may be entitled to...
Carrying out the procedure is very important both for the organization and the employee himself. A business entity needs to do this in order to comply with current laws and justify expenses for improving the quality of working conditions for employees in the company.
At the same time, the expenses that the company will make for SOUT can be compensated for by financing from social insurance upon provision of the necessary documents. If a satisfactory class is established for working conditions, the subject’s contributions to social funds may be reduced.
The company employee becomes aware of whether his work is dangerous or harmful. If this is so, then his length of service will be considered preferential, which will allow him to retire earlier than usual.
After a special assessment of working conditions has been carried out, an independent expert worker can assign a class to the place of work, according to the degree of influence of factors on a person’s health:
- Optimal working conditions;
- Acceptable working conditions;
- Harmful working conditions;
- Dangerous working conditions.
It has been established that subclasses may exist within classes depending on the strength and nature of the effect on the body.
Who should perform a special assessment in 2019
The law establishes that a special assessment of working conditions is mandatory for business entities with hired personnel. That is, it must be carried out in organizations and institutions that attract workers under appropriate contracts, as well as individual entrepreneurs with the people working for them.
Attention! Individual entrepreneurs who carry out activities without hiring hired labor, as well as individuals who draw up labor agreements with people, may not comply with SOUT.
Under what conditions is it not necessary?
There is no need to perform a special assessment if:
- At work places, home-based workers (who work from home) are registered.
- Employees work remotely.
- In addition, there is no need to carry out SOUT if the workplace is vacant. This is justified by the fact that since there is no worker there, production processes do not take place there.
In all other cases, the business entity is obliged to comply with SOUTH at its workplace.
Attention! If you hired, for example, an accountant and do not want to certify jobs, you can draw up an employment contract with him with working conditions remotely.
What is subject to special assessment in 2019?
A certified expert must take readings at all places of work in the company. Even in the case where company employees perform duties on the customer’s premises, their actual employer must still carry out a special assessment there.
Ulyana Fadeeva
private practicing lawyer, Member of the All-Russian public organization "Association of Lawyers of Russia"
One of the main responsibilities of the employer is to provide its employees with safe working conditions in the workplace (Article 212 of the Labor Code of the Russian Federation). Due to the development of high technologies in all spheres of human activity and the increasing computerization of work, the number of office jobs is growing. According to Rosstat data on the number of employees in various sectors of the economy and their distribution by professional groups The number of office workers in 2014 was almost 32 million. The total employed population in 2014 was 71.5 million people. Consequently, almost 45% of workers work in offices. With such an impressive number of workplaces, employers are required to provide safe working conditions.
So, what measures and within what time frame need to be carried out to prove to the regulatory authorities that they have fulfilled their responsibilities to ensure safe working conditions in the office?
Law of December 28, 2013 No. 426-FZ “On special assessment of working conditions” (hereinafter referred to as the Law) obliges employers to conduct a special assessment in relation to office workplaces. The need for a special assessment in relation to office workplaces has been decided, but the question remains - when?
Part 6 of Art. is of interest for practical application. 27 of the Law, which establishes that a special assessment of working conditions in relation to jobs not specified in Part 6 of Art. 10 of the Law, can be carried out in stages and must be completed no later than December 31, 2018. Moreover, as an exception to Part 6 of Art. 10 of the Law names the following workplaces:
workers, professions, positions, specialties of which are included in the lists of relevant works, industries, professions, positions, specialties and institutions (organizations), taking into account which the early assignment of an old-age labor pension is carried out;
in connection with work for which employees, in accordance with legislative and other regulatory legal acts, are provided with guarantees and compensation for working under harmful and (or) dangerous working conditions;
in which, based on the results of a previously conducted certification of workplaces for working conditions or a special assessment of working conditions, harmful and (or) dangerous working conditions were established.
In other words, the general rule for granting a “deferment” excludes workplaces that do not need to be checked (the identification stage is not carried out) and the presence of harmful and (or) hazardous production factors is presumed.
It is obvious that office workplaces do not belong to those specified in Part 6 of Art. 10 of the Law, and a reasonable conclusion can be drawn from the literal interpretation of the Law that a “delay” applies to them. However, not everything is so simple, since the transitional provisions in the Law have contradictory wording and give rise to many interpretations. Over the year and a half of its operation, a certain law enforcement practice has accumulated, which makes it possible to analyze various positions and weigh the risks.
So, if an office workplace assessment has never been carried out, is it possible not to carry out a special assessment until 2018?
Office jobs have repeatedly been the focus of legislator attention. To fully understand the issue, a little background. In accordance with the previously in force clause 4 of the Order of the Ministry of Health and Social Development of Russia No. 342n dated April 26, 2011, all workplaces without exception were subject to certification. Experts from the Ministry of Economic Development of the Russian Federation recognized these requirements as burdensome and ineffective, and on December 12, 2012, Order No. 590n established exceptions in the form of workplaces in which workers are exclusively engaged in working on a computer and using office equipment. However, the need for mandatory medical examinations for workers working with PCs for more than 50% of the working time (clause 3.2.2.4 of the Order of the Ministry of Health and Social Development of Russia No. 302n dated April 12, 2011) automatically entails the need for certification of workplaces (clause 4 of the Order of the Ministry of Health and Social Development Russia No. 342n dated April 26, 2011). Therefore, the Ministry of Labor of the Russian Federation gave an explanation in which clarifications were given: “If an employee is busy working with a personal computer for more than 50% of the working time, then such a workplace must be certified” (Letter of the Ministry of Labor of the Russian Federation dated April 8, 2013 No. 15-1-859). In order to take advantage of the “privilege” not to carry out certification, it was necessary to confirm compliance with the maximum standard of time spent working on a computer and provide evidence that the rest of the working time the work was not related to the computer (Appeal ruling of the Saratov Regional Court dated August 22, 2013 in the case No. 33-5043).
In the current situation, starting from 2013, employers generally did not carry out certification of office workplaces, referring to Order of the Ministry of Health and Social Development of Russia No. 590n dated December 12, 2012. The most “conscious” employers documented the fact of compliance with the 50% limit on employees’ working hours per day. computer. Thus, the vast majority of enterprises currently do not have the opportunity to use the results of certification of office workplaces due to its absence.
To answer the question about the possibility of conducting a stage-by-stage special assessment in relation to workplaces where certification was not carried out, we will analyze two opposing points of view.
Position 1. Office workplaces are subject to a phased special assessment until 2018.
Based on the literal interpretation of Part 6 of Art. 27 of the Law it follows that the rules on the phased conduct of a special assessment apply to workplaces where identification is carried out, that is, workplaces for which it is not known whether there are or are not harmful and (or) dangerous production factors (Letter of the Ministry of Labor dated 08.12. 2014 No. 15-1/B-1829 “On the timing of the special assessment”). Office workplaces fit this criterion because they are potentially safe and are subject to the first stage of a special assessment - identification. Whether the next stage (measuring harmful factors) is necessary will depend on the content of the conclusion of the organization conducting the special assessment. Consequently, there is time until 2018 to conduct a special assessment of office workplaces (Determination of the Primorsky Regional Court dated July 2, 2014 No. 33-5613, Appeal determination of the Chelyabinsk Regional Court dated November 11, 2014 No. 11-11698/2014).
Position 2. Office workplaces are subject to special assessment since 2014.
Carrying out a special assessment in stages is possible only if the workplaces were certified before 01/01/2014. The courts believe that this rule should be applied in conjunction with Part 4 of Art. 27 of the Law, if the certification results are available, a special assessment can be carried out within 5 years from the date of its conduct. In relation to workplaces that have not been certified, the norm of Part 6 of Art. 27 of the Law is not subject to application. If the organization has not undergone workplace certification, then a special assessment must be carried out immediately. In support of this position, the appeal ruling of the Kostroma regional court dated June 2, 2014 No. 33-823, the appeal ruling of the Murmansk regional court dated May 28, 2014 no. 33-1478-2014, the Arkhangelsk regional court ruling dated March 23, 2014. 2015 No. 33-1316/2015.
It seems that the first position is more reasoned in relation to the issue under consideration. Having analyzed the court decisions given in favor of the second position, it should be noted that the court decision was influenced by the following circumstances:
the obligation to carry out certification under previously existing legislation and its failure for any reason. If the workplace involves working with a PC more than 50% of the working time, then the court will side with the regulatory authorities and oblige a special assessment to be carried out due to the fact that previously the workplaces were subject to certification;
moment of introduction of the workplace: before or after the entry into force of the law (from 01/01/2014). After the Law comes into force, all newly organized workplaces are subject to an unscheduled special assessment within 6 months (clause 1, part 1, article 17 of the Law). Workplaces introduced before the entry into force of the Law are subject to transitional provisions.
So, if in order to take advantage of the “delay” in conducting a special assessment until 2018, you need to have an extensive evidence base to confirm the following facts.
Firstly, the fact that the workplaces involve working with a PC no more than 50% of the working time, and they were not subject to certification under the previous legislation. It is required to document how working time is distributed when performing a job function for a particular position. The legislation does not detail the procedure for conducting time-keeping observations. It seems that the employer has the right to independently develop such a procedure in local regulations regulating the methods of recording means, the procedure for documenting the results of observations, and appointing responsible persons . Evidence may also include employment contracts, job descriptions, computer operation protocols with statements of the start time of work on the computer, the time of completion of work on the computer, written assignments, reports on the execution of orders not related to the work of the PC, information about business trips, optimal spending schedules working hours when performing job duties, which are drawn up as appendices to the job description, and other documents (Resolution of the Twentieth Arbitration Court of Appeal dated March 17, 2015 No. 20AP-952/2015 in case No. A68-8419/2014, Appeal ruling of the Saratov Regional court dated August 22, 2013 in case No. 33-5043).
Secondly, an important factor for justifying the legality of not conducting certification and using a “deferment” is the moment of introducing jobs. Workplaces must be introduced during the period in which they are legally exempt from certification. The beginning of this moment is determined by the new edition of the Certification Procedure, according to which it is not necessary to check office workplaces, that is, from 02/26/2013. Since the previously existing procedure provided for 60 working days for certification of new jobs, the last 60th working day for certification should fall on 02/26/2013 (the date of cancellation of such certification) or be later. Otherwise, there will be a failure to fulfill the certification obligation. The final date for workplaces to be introduced is December 31, 2013, since the Law on Special Assessment came into force on January 1, 2014. It must be taken into account that a newly organized workplace is a workplace that, before its introduction, was not included in the employer’s staffing table. Such a workplace must be defined in the staffing table; the justification for the introduction of a new workplace may be contained in technical documentation, calculations, memos and other documents. Evidence of the introduction of new jobs in a specific period can be an Extract from the Unified State Register indicating the creation or reorganization of an enterprise.
As we can see, it is quite difficult to justify the right to a “deferment”, and it is necessary to prepare a large amount of documentation in a legally competent manner; in this regard, the enterprise finds itself in a vulnerable position for regulatory authorities. Fines can significantly exceed the cost of a special assessment .
To reduce the costs of special assessments, the following legal mechanisms can be used.
Firstly, to reduce costs by identifying similar workplaces, that is, working conditions at similar workplaces can be examined selectively. Of the total number of jobs, only 20 percent are directly assessed, therefore, costs can be reduced by 5 times compared to the situation if the total number of jobs were subject to assessment.
Secondly, reduce costs by defining in the contract not the total cost of the assessment, but the cost for individual stages. For example, in relation to office workstations, stipulate in the contract the cost of only the identification stage. If harmful factors are identified and measurements are necessary, it will be possible to draw up an additional agreement to the contract. If no harmful factors are identified, then the special assessment will be completed at this stage and expensive measurements will not be required.
Thus, upon initial calculation, the cost of a special assessment can amount to a “tidy” amount. During a financial crisis, when liquidity leaves much to be desired, the issue of postponing the special assessment is essential. However, when making a decision in favor of a “postponement,” it is necessary to take into account that sooner or later a special assessment will have to be completed, and the right to conduct it step by step may have to be defended in court.
According to the website http://www.gks.ru (Tables “Distribution of the employed population by type of economic activity at the main job, on average per year”; “Employed population by occupation at the main job, on average per year”)
The cost of a special assessment is not regulated by the state and is established under a civil law agreement. On the market, the average cost of a special assessment of one workplace is 1000-3500 rubles. For failure to carry out a special assessment, an enterprise can be fined up to 80,000 rubles (
The procedure for carrying out SOUT is enshrined in law and in some parts contains fairly liberal provisions. For example, according to paragraph 6 of Article 27, for some workplaces, a special assessment can be carried out in stages and must be completed by December 31, 2018. However, the courts have an ambiguous approach to the interpretation of this provision and make conflicting decisions (for example, Decrees No. 11-11968/2014 dated November 11, 2014 and No. 33-5865/15 dated February 26, 2015), and fines for failure to carry out this event can be up to 200 000 rubles.
SOUT: timing
A special assessment of working conditions must be carried out for the first time within a period not exceeding 12 months from the date of creation of a new workplace. If the organization has been operating for more than 12 months, and workplace certification (AWC) or a special assessment of working conditions has never been carried out, then a special assessment must be carried out immediately or yesterday.
- safe work of its employees;
- labor protection of its employees;
- informing workers about the conditions in which they work, etc.
- safe working conditions;
- obtaining information about hazardous conditions in your workplace.
That is, the employee has the right to demand from the employer to provide information about the degree of risk to his health, which may be exposed to harmful or dangerous production factors (even sitting in front of a monitor screen). And if the employer does not provide him with such information, the employee has the right to receive this information contact the state supervisory authority for compliance with legislation.
In this case, the employer will face a fine of up to 80,000 rubles and a written order on the need to organize a special assessment. Otherwise, you may face administrative suspension of the enterprise for up to 90 days.
Frequency
The validity period of the special assessment of working conditions is 5 years. The passage of time begins from the date of approval of the assessment report for each individual workplace. The results of this event can be reduced to two options:
- no harmful factors were identified during the procedure;
- harmful factors are identified and classified accordingly.
No harmful factors identified
If during the special assessment no harmful and dangerous production factors are identified, such a workplace is subject to declaration to the territorial body of the federal service for labor and employment for compliance of working conditions with regulatory labor protection requirements.
In this case, if over the next 5 years there is no reason to conduct an unscheduled special assessment in relation to this workplace, then after this period there is no need to carry out a second assessment, the validity of the declaration is considered automatically extended.
And the law does not say in what time frame the SOUT needs to be done in the future (if it needs to be done at all).
Harmful factors identified and classified
In this case, the validity period of the special assessment of working conditions is 5 years. Moreover, this does not mean that five years have passed and we need to start organizing a new special assessment. By the end of the five-year period, the employer must have ready-made certification results, that is, no interruption is allowed.
Workplace certification
ARM is essentially the same as a special assessment, only with a different name. Therefore, if the employer carried out an automated work procedure before 01/01/2014, then the current legislation allows him not to organize or carry out any additional activities for the entire period of validity of the special assessment system until the date of expiration of the results of this certification, of course, unless there are grounds for conducting an unscheduled special assessment.
Timing of unscheduled SOUT
If circumstances arise for conducting an unscheduled special assessment, the legislation provides for two time periods - 6 and 12 months, depending on the reason.
6 months
A special assessment of working conditions must be carried out within the specified time if:
- the employer received an order to conduct an unscheduled special assessment;
- in production they begin to use new materials or raw materials that can harm the health of the employee;
- new means of individual and collective protection are being introduced (the class of hazards can be reduced, and, accordingly, payments for hazards can be reduced);
- an accident occurred (except for an industrial accident caused by third parties);
- the medical commission has established the fact of an occupational disease;
- A letter was received from the trade union about the need to conduct an unscheduled special assessment.
12 months
The SOUT must be carried out within the specified time if:
- new jobs are being put into operation;
- technological processes and production equipment change, which can influence the level of exposure to harmful or dangerous production factors.
Timing of activities based on the results of the SOUT
From the date of approval of the report on the results of the SOUT, the employer is obliged to:
- within 3 working days, notify the organization that carried out the special assessment of the approval;
- no later than 30 calendar days, against signature, familiarize employees with the results of the special assessment;
- no later than 30 calendar days, if there is a website on the Internet, post information about the results of the special labor safety assessment and the list of measures to improve labor safety conditions.
Shelf life of materials for special assessment of working conditions
Deadline for compiling a report on SOUT
It is established by order of the employer when organizing this event at the stage of forming the commission.
Shelf life of SOUT materials
It is 45 years, however, if, as a result of the special assessment and control system, harmful or dangerous production factors are identified and working conditions are appropriately classified according to harmfulness and danger, such materials must be stored for 75 years.
Validity period of SOUT materials
The materials based on the results of the special assessment are valid for the entire period of establishment of the corresponding hazard class or the validity period of the declaration of compliance of working conditions with state regulatory labor protection requirements.
