Meet the personnel regulations. Personnel regulations: some legal aspects of development

Staff Regulations– a policy document establishing the principles of labor relations, methods of organizing work in the company, the basic rights and obligations of the company and its personnel.

At the same time, the Personnel Regulations not only list the principles of corporate culture, but also indicate the mechanisms for putting them into effect - the mutual rights and responsibilities of staff and management, the organization’s responsibility to staff, and vice versa.

Thus, the Personnel Regulations are a document that formulates the social and labor ideology of the organization in relation to its personnel and lays the foundations of the corporate culture. The mechanisms for implementing the norms of the Personnel Regulations themselves are indicated either in additional local acts or in specific plans that describe a set of measures and the timing of their implementation.

The personnel regulations are a document borrowed from foreign practice in regulating labor relations. Its active implementation in Russian companies began in the 90s of the twentieth century. Previously, this document was replaced by the Internal Labor Regulations. It should be noted that in their purpose and structure these documents are largely similar. However, the Personnel Regulations regulate in more detail the labor relations of the company and its employees.

The personnel regulations are usually developed by the company's management, and the hired personnel are asked to accept and comply with its terms.

Stages of development of the Personnel Regulations:

1. Creation of a commission to develop the Regulations. Since this provision is one of the main local regulatory documents, the participation of heads of structural divisions is necessary in the development and approval of its individual points. In addition, various specialized specialists from the remuneration department, human resources department, and legal department are involved in the work. The commission is headed, as a rule, by the HR director.

2. Determination of subjects covered by the Personnel Regulations. By general rule Personnel are persons who have an employment relationship with the company. The personnel regulations do not apply to persons providing services under civil contracts. The other entity is the employer. Most often, according to tradition, it is designated by the concept of “administration”. Instead of “administration,” the term “management” can be used.

3. Formulation of the basic principles and rules of relations between staff and the company.

In the regulation of social and labor relations, the main principles are:

Compliance with legal regulations;

• equality of the parties;
• voluntariness of accepting obligations;
• prevention of forced or compulsory labor and discrimination in labor;
• stability of labor relations.

4. Determining the structure of the Regulations and formulating the content of sections.

5. Agreement and signing of the document.

The regulations must contain approval statements from members of the commission responsible for developing the regulations. The regulation is signed by the head of the commission and approved by the head of the company. If the company has a trade union organization or there is another representative body of employees, then the Personnel Regulations must be agreed upon with them in the manner established by the Labor Code of the Russian Federation.

6. Company personnel must be familiar with the Personnel Regulations against signature.

Newly hired employees are introduced to the Regulations upon signature when signing an employment contract.

Structure of the personnel regulations:

The following version of the structure of the Regulations can be proposed:

General provisions. The subjects covered by the Regulations are determined.

Basic principles of relationships between staff and the company. The basic principles of social and labor relations are formulated.

Procedure for registration and termination of employment relationships. The set of documents required for employment is indicated; categories of employees for whom the test is established; responsibilities of the organization to conduct induction training; procedure for terminating employment relations.

Rights and responsibilities of personnel. The basic rights of company employees and their responsibilities are established.

Rights and obligations of the company. The basic rights and responsibilities of the administration in the process of implementing labor relations with employees are secured.

Working time and rest time. In strict accordance with the law, the number of working days and days off, the procedure for working on holidays, the procedure for providing annual leave etc.

Staff development. The forms and procedure for carrying out professional training of personnel are indicated.

Social package . This section may include additional social guarantees such as additional leave, additional medical care, etc.

Incentives and penalties. Measures of disciplinary action, material and moral incentives are indicated.

Final provisions. The mandatory implementation of the provision and the procedure for considering labor disputes are indicated.

The personnel regulations represent the concept of the relationship between the personnel and the company. Detailed mechanisms for implementing the provision are prescribed in separate provisions to the basic document, such as the Code of Business Ethics, Regulations on Personnel Training, Regulations on Material and Moral Incentives, etc.

Benefits of the Staff Regulations

Firstly: a collective agreement must be developed in strict accordance with labor legislation, namely, with the Law of the Russian Federation of March 11, 1992 No. 2490-I “On collective contracts and agreements” (as amended on December 30, 2001) and the Labor Code of the Russian Federation. The norms of these documents provide for a clear procedure for the development and conclusion of a collective agreement (negotiations, resolution of disagreements, provision of guarantees and compensation during negotiations and development, etc.). In contrast to a collective agreement, the personnel regulations, as a rule, are developed by the management or owners of the organization, and the hired personnel are only asked to accept and comply with its terms. At the same time, of course, the possibility of revising the terms of the situation at the initiative of the staff is not excluded.

Secondly: a collective agreement presupposes the presence of representatives of workers - bodies of trade unions and their associations, as well as public initiative bodies formed on general meeting(conferences) of workers. In a small company, the creation of such a body will not be encouraged, although the organization’s management has no right to prohibit it. The advantage of the personnel regulations is that, as a rule, personnel service or the personnel service is vested with the authority to represent both parties to the labor relationship (staff and employer).

Third: failure to comply with a collective agreement or violation of some of its terms by the employer entails very serious consequences for him. Employees and their representatives, in accordance with the law, have the right to put forward demands, and the employer is entrusted with the responsibility not only to consider these demands, but also to make a decision. If he did not inform about his decision within the prescribed period or rejected the workers’ demands, the situation is qualified by labor legislation as the moment of the beginning of a collective labor dispute. Consequently, all procedures established by Federal Law No. 175-FZ of November 23, 1995 “On the procedure for resolving collective labor disputes” (as amended on December 30, 2001) and the Labor Code of the Russian Federation apply to it. In accordance with labor legislation, compliance with the terms of the collective agreement by the employer can be achieved different ways- starting from a strike and the employer’s obligation to fulfill the terms of the collective agreement in court and ending with bringing the employer and its representatives to administrative liability.
The personnel regulations in the form in which they are used in Russia, more beneficial for the employer. Very rarely can you find a section or article devoted to the responsibility of the employer (management and owners).

Fourth: a collective agreement is a clear legal document and the employer is obliged to fulfill its obligations accurately, timely and in full. The personnel regulations, as already noted, are more of a program document. In the Western model of personnel management, personnel regulations are just a proposal from the company. It formulates the social and labor ideology of the company in relation to its personnel and lays the foundations of the corporate culture. The mechanisms for implementing the personnel regulations themselves are indicated either in additional local acts (for example, in the “Regulations on Social Guarantees and Benefits”), or in specific plans that describe a set of measures and the timing of their implementation. Thus, the personnel regulations most often include a personnel development program, which involves the following activities: planning to supply production with labor resources; personnel selection; formation of a regional labor resource bank; hiring labor; career guidance, training and retraining of personnel; personnel certification; organizing employee promotion and staff rotation; providing job security; Labour Organization; salary; rules of staff conduct; social development personnel; release of personnel; etc.

In addition to these reasons for employers' preference for personnel regulations over collective agreements, new technologies for personnel management should also be mentioned. They, being built on Western experience, do not consider the collective agreement as a document regulating social and labor relations in the organization.

Approved by the Board of Directors of the closed joint stock company _______________________________ "__"___________ 20___ REGULATIONS ON THE PERSONNEL OF THE CLOSED JOINT STOCK COMPANY "______________________________" 1. GENERAL PROVISIONS 1.1. This Regulation was adopted on the basis of paragraph ___ Art. ______ of the Company's Charter and in accordance with the current procedure in the Company for the development and adoption of local regulations. 1.2. The Regulations determine the basic requirements for the formation of the Company's personnel, the procedure for hiring the Company, the main duties and rights of the personnel and administration of the Company, the organization of work, working hours, advanced training and guarantees of employment of personnel, incentives for success in work and responsibility for violations of labor discipline , formation of social partnership between the personnel and the administration of the Company. 1.3. Personnel in the sense of these Regulations means the workforce of the Company’s employees. who are in an employment relationship with the Company on the basis of employment agreements (contracts) concluded with the latter and who work for the Company on a permanent basis 1.4. Persons performing work (services) for the Company on the basis of civil law contracts or other agreements that do not fall under the concept of an employment agreement (contract) are not considered to be members of the staff. and evidence of belonging to the Society. 1.7. The Company has established the following categories of positions: - managers of the Company; and only in cases expressly specified in these Regulations, are legally binding for personnel. 6. If necessary, by decision of the head of the structural unit, - heads of departments; undergoes a short training course. At the same time, the employee may be assigned a mentor from among the Company’s highly qualified specialists for the period of mastering job responsibilities. employees, which is paid in accordance with the established procedure. An employee has the right to provide information containing official and commercial secrets only in connection with the initiation of a criminal case and in other cases directly provided for by law, having notified his immediate superior; 3.7. The Company allows, with the consent of the heads of departments, by decision of the head of the Company, part-time and other extra work mobile phone and others) the Company’s administration may provide such technical means at the disposal of an employee by transferring them to the latter’s disposal. An employee who has received at his disposal from the Company administration the above technical means necessary for his professional activities bears financial responsibility for them in accordance with current legislation, accepts all it (or job description) contains the content and scope of their job responsibilities and provides organizational and technical conditions for their execution; - demand from the employee the immediate return of the technical equipment given to him for the performance of professional duties, in accordance with the employment agreement (contract), specified in clause 4.2 of these Regulations, belonging to the Company and being its property. necessary measures for their safety and careful handling and must, at the first request of the Company’s administration, return them to the latter. 4.3. An employee of the Company has the right to: - demand when concluding an employment agreement (contract) from _____ to ______ hours, the end of the working day is ____________. On the eve of holidays, work hours are reduced by 1 hour. For individual employees of the Company, the working hours and rest hours, taking into account the specifics of their work activities, are determined when concluding a contract. The day off is transferred to the next working day after the holiday. 9.2. In order to ensure employment guarantees, the Company's administration may stop hiring new employees if its production activities can be supported by the available staff; 6.2. In accordance with labor legislation, work is not carried out on the following holidays: _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ If a day off coincides with holidays systematic failure to comply employee without good reasons , for absenteeism (including absence from work for more than 3 hours during a working day) without good reason, for appearing at work drunk or in a state of narcotic or toxic intoxication, as well as for committing theft at the place of work (in including small) property of the Company established by a court verdict that has entered into legal force or a resolution of an authority whose competence includes the imposition of an administrative penalty or the application of public sanctions, as well as on other grounds and in the manner prescribed by law. 11.7. All employees of the Company who are obliged in their daily work to comply with the procedure established by the Personnel Regulations must be familiar with the rules of these Regulations. responsibilities assigned to him by the employment agreement (contract) and the rules of these Regulations, if measures were previously taken against the employee Society. The trade union is an active partner of the administration in the development of production, economic and social programs and personnel development programs, which are approved by a joint decision of the administration and the trade union.

13. FINAL PROVISIONS 13.1. The rules provided for by these Regulations are mandatory both for the administration of the Company and for its employees constituting the personnel of the Company.

13.2. When concluding an employment agreement (contract), a condition is included as a mandatory clause that the employee accepts the rules of this Regulation as an integral part of the employment agreement (contract) and, therefore, in everything that is not directly provided for in the employment agreement (contract), the parties are guided by these Regulations. 13.3. The presence of the rule provided for in clause 12.1 of these Regulations does not deprive the personnel and administration of the Company of the right to regulate the terms of their relationships in the employment agreement (contract) differently than provided for by these Regulations; at the same time, the inclusion in the employment agreement (contract) of conditions that worsen the employee’s position in comparison with the norms provided for by these Regulations and the current labor legislation is not allowed. A document establishing the principles of labor relations, methods of organizing work in the company, the basic rights and obligations of the company and its personnel. The beginning of the active use of personnel regulations to regulate social and labor relations coincides with the formation of modern Russia

the institution of private property and the emergence of the first

commercial organizations

The personnel regulations are a document borrowed from foreign practice in regulating labor relations. Its content was filled taking into account the Russian specifics of the relationship between employer and employee.

Today, there are three basic approaches to introducing basic local documents regulating labor relations into organizations. Thus, the following documents can be entered into the company:

a) only internal regulations;

b) internal labor regulations and personnel regulations;

c) staff regulations only.

In the first case, the Standard Internal Labor Regulations, approved by Decree of the USSR State Committee for Labor dated July 20, 1984 No. 213, are adapted to modern conditions. It must be said that, despite certain shortcomings, this option does not come into clear conflict with the norms of the Labor Code of the Russian Federation (Articles 189-190).

In the second, both documents are in effect in the organization in parallel. If management decides to introduce both regulations and rules, then the organization’s specialists must ensure that these documents do not contradict each other. As a rule, with this approach, the personnel regulations are a complex policy document about the relationship between the personnel and the organization represented by its management and owners. It defines the basic principles of corporate culture (organizational culture). In the theory of personnel management and the company as a whole, corporate culture is understood as a declaration of the most important internal values ​​of the company, behavioral norms shared by the staff and management of the company and transmitted through various (usually symbolic) means of the spiritual and material environment of the company. At the same time, the personnel regulations not only list the principles of corporate culture, but also indicate the mechanisms for putting them into effect - the mutual rights and responsibilities of the staff, management and owners of the organization, the responsibility of the organization to the staff, and vice versa. Internal labor regulations in this case are considered as the legal (and only) basis for regulating labor relations.

When using the third approach, the assimilation of the foreign and traditional Russian model of building labor relations occurs: the personnel regulations, while remaining focused on corporate culture, nevertheless contain all the basic provisions of the internal labor regulations.

A comparative analysis of these documents allows us to highlight the following points:

An important conclusion can be drawn from the table: the personnel regulations, despite the fact that they were borrowed from Western models of personnel management, have always had a domestic analogue. And this analogue is a collective agreement, and not internal labor regulations. It is with this in mind that it is necessary to resolve the issue of introducing personnel regulations and (or) internal labor regulations into the organization. These are two completely different documents. If the regulations are a document about the ideology of the organization in relation to its personnel, then the rules are a rigid document about the routine in the organization.

The advantage of introducing personnel regulations into an organization rather than a collective agreement is obvious.

Firstly: the collective agreement must be developed in strict accordance with labor legislation, namely, with the Law of the Russian Federation of March 11, 1992 No. 2490-I “On collective contracts and agreements” (as amended on December 30, 2001) and the Labor Code of the Russian Federation. The norms of these documents provide for a clear procedure for the development and conclusion of a collective agreement (negotiations, resolution of disagreements, provision of guarantees and compensation during negotiations and development, etc.). In contrast to a collective agreement, the personnel regulations, as a rule, are developed by the management or owners of the organization, and the hired personnel are only asked to accept and comply with its terms. At the same time, of course, the possibility of revising the terms of the situation at the initiative of the staff is not excluded.

Secondly: a collective agreement presupposes the presence of representatives of workers - bodies of trade unions and their associations, as well as public initiative bodies formed at a general meeting (conference) of workers. In a small company, the creation of such a body will not be encouraged, although the organization’s management has no right to prohibit it. The advantage of the personnel regulations is that, as a rule, the personnel service or personnel service is vested with the authority to represent both parties to the labor relationship (staff and employer).

Thirdly: failure to comply with a collective agreement or violation of some of its terms by the employer entails very serious consequences for him. Employees and their representatives, in accordance with the law, have the right to put forward demands, and the employer is entrusted with the responsibility not only to consider these demands, but also to make a decision. If he did not inform about his decision within the prescribed period or rejected the workers’ demands, the situation is qualified by labor legislation as the moment of the beginning of a collective labor dispute. Consequently, all procedures established by Federal Law No. 175-FZ of November 23, 1995 “On the procedure for resolving collective labor disputes” (as amended on December 30, 2001) and the Labor Code of the Russian Federation apply to it. In accordance with labor legislation, the employer can achieve compliance with the terms of the collective agreement in various ways - from a strike and the employer’s obligation to fulfill the terms of the collective agreement in court and ending with bringing the employer and its representatives to administrative liability.

The personnel regulations in the form in which they are used in Russia are more beneficial for the employer. Very rarely can you find a section or article devoted to the responsibility of the employer (management and owners).

Fourth: a collective agreement is a clear legal document and the employer is obliged to fulfill its obligations accurately, timely and in full. The personnel regulations, as already noted, are more of a program document. In the Western model of personnel management, personnel regulations are just a proposal from the company. It formulates the social and labor ideology of the company in relation to its personnel and lays the foundations of the corporate culture. The mechanisms for implementing the personnel regulations themselves are indicated either in additional local acts (for example, in the “Regulations on Social Guarantees and Benefits”), or in specific plans that describe a set of measures and the timing of their implementation. Thus, the personnel regulations most often include a personnel development program, which involves the following activities: planning to supply production with labor resources; personnel selection; formation of a regional labor resource bank; hiring labor; career guidance, training and retraining of personnel; personnel certification; organizing employee promotion and staff rotation; providing job security; Labour Organization; salary; rules of staff conduct; social development of personnel; release of personnel; etc.

In addition to these reasons for employers' preference for personnel regulations over collective agreements, new technologies for personnel management should also be mentioned. They, being built on Western experience, do not consider the collective agreement as a document regulating social and labor relations in the organization.

The development of personnel regulations must be carried out systematically: it is necessary to provide for everything - from the company’s ideology (both in relation to the goals of creation and in relation to its personnel) to the funds for its implementation. That's why to work at preparatory stage Various specialized specialists are involved - the department of organization and remuneration, the personnel department, the legal department and other divisions of the organization. The group is headed, as a rule, by the development director or deputy head of the organization for personnel management.

Development begins with identifying the subjects to which the personnel regulations apply. Thus, as a general rule, personnel is recognized as a set of persons performing labor functions on the basis of employment contracts concluded with the organization. That is, the personnel regulations do not apply to persons performing work (providing services) on the basis of civil contracts. The other entity is the employer. Most often, in obedience to our accepted traditions, it is designated by the concept of “administration”. In the personnel regulations, it is advisable to clearly define what is meant by the administration of the organization. Administration (from the Latin administratio - management), from the point of view of labor law, is a set of officials who carry out the functions of labor organization and personnel management and have administrative powers. In turn, organizational and administrative powers are understood as functions for the management of the work collective, work area, production activities individual employees (selection and placement of personnel, work planning, organization of work of subordinates, maintaining labor discipline, etc.). The concept of administration includes both the head of the organization and other officials (deputy head, chief specialists, heads of structural divisions) to whom managerial powers are delegated. Instead of "administration" you can use the term "management".

Among the entities covered by the personnel regulations may be the founders of the organization, as well as family members of employees.

The personnel regulations should also define the external and internal philosophy of the organization. External philosophy is always aimed at maximizing profit, but rarely in any situation can such a formulation be found. Most often, the goal is designated as “maximum satisfaction of needs for consumer goods”, “carrying out economic and other activities aimed at meeting public needs for services”, etc. Internal philosophy is a set of principles and rules for the relationship between personnel and the organization, a system of values ​​and beliefs developed by the management and owners of the organization and voluntarily accepted by the staff. the main objective employer in this regard is to ensure such a level of material well-being of employees that allows one to expect from them high quality labor and interest in increasing the organization's profits. But at the same time, the rights and freedoms of the employee as a person and citizen must be respected. In this regard, here, first of all, it is necessary to turn to the Constitution of the Russian Federation, which guarantees a person:

Personal rights (the right to life, to personal integrity, respect for human dignity, free development of personality, protection from arbitrary attacks and interference in personal and family life etc.);

Cultural rights (the right to participate in cultural life, to freedom of creative activity and teaching, to intellectual property and its defense, etc.);

Social rights (right to social protection, social security, etc.);

Right to education;

The right to protect one's rights and freedoms in accordance with the law.

The Constitution of the Russian Federation provides directly labor rights citizens:

Right to work;

The right to freely dispose of one’s ability to work;

The right to choose the type of activity and profession;

The right to work in conditions that meet safety and hygiene requirements;

The right to remuneration for work without any discrimination and not lower than the minimum wage established by federal law;

Right to protection from unemployment;

The right to individual and collective labor disputes using the methods for resolving them established by federal law (including the right to strike);

The right to rest.

The Labor Code of the Russian Federation further specifies the rights of workers.

The personnel regulations also define the principles of relations between the personnel and the company. In the regulation of social and labor relations, the main principles are:

Compliance with legal regulations;

Authority of representatives of the parties;

Equality of the parties;

Voluntary acceptance of obligations;

Prevention of forced or compulsory labor and discrimination in labor;

The reality of ensuring accepted obligations, etc.

In addition, the following principles form the basis for the relationship between staff and the company:

Stability of labor relations;

Unity of command and subordination of subordinate personnel to superior ones;

The decisions of the company’s owners are binding on all personnel within their competence;

Control and accountability of the activities of employees and company management, their responsibility for failure to fulfill or improper performance of their duties;

Non-partisanship;

Personnel prospects;

In the most common layout of the personnel regulations, the principles of relations between the personnel and the company are also based on the readiness of the personnel:

Constantly develop your professional skills and abilities;

Understand the problems facing the company, both strategic and current;

Feel like you belong to the company;

Link personal interests with the interests of the company;

Fully share and support the interests of the company;

Accept responsibility and risks for the company's economic performance, success and failure.

It should be remembered that these principles have moral (ethical) significance for personnel. Therefore, when developing personnel regulations, it should be taken into account that for failure to comply with these principles, social, but not legal, liability is possible.

Very often, company owners demand that the provision include an obligation for staff not to criticize the company’s policies when communicating with customers and competitors, as well as a ban on reporting temporary difficulties of the company to anyone outside the company, or on committing actions that undermine the company’s reputation. In some provisions, you can even find a ban on employees going to court. The latter is illegal and has no legal force.

There are no uniform forms and layouts of personnel regulations. Each organization develops them independently. The layout given below is one of the most common and is refined and supplemented during direct development.

The personnel regulations can be developed as one document that sets out the main theses and the concept of the relationship between the personnel and the company. Detailed mechanisms for implementing the provision are described in separate annexes to the basic document. The number and composition of these applications depend on the company’s policy - these could be: “Code of Ethics” or “Code of Business Ethics”, “Personnel Development Program”, “Regulations on material and moral incentives”, “Regulations on social guarantees”, provisions on structural divisions, etc.

If Western models of personnel regulations are consistently and accurately introduced into organizations, then its developers should know that the regulations mean a whole package of separate documents. For example, it may include documents such as “Rules for hiring personnel”, “Basic principles of work in the company”, “Address to new employees”, “Address to the personnel of the general manager and owners of the company”, “Code of Ethics”, “Labor organization ", "Regulations on labor protection", "Rules of personal hygiene ( appearance, uniform, shoes, hairstyle)", "Regulations on personnel conduct", "Description of job responsibilities", "Staff discipline", "Regulations on personnel incentives", "Company relations with dismissed employees", etc. In addition, in The provision may include documents describing the scope of the company’s activities, its history, principles of working with clients, etc.

In any case, if the organization has a personnel regulation, accepted employees are introduced to it on receipt even before signing the employment contract.

1. GENERAL PROVISIONS

1.1. These Regulations were adopted on the basis of an article of the Company’s Charter and in accordance with the Regulations in force in the Company on the procedure for the development and adoption of local regulations.

1.2. The Regulations determine the basic requirements for the formation of the Company's personnel, the development and implementation of personnel development programs, regulate the terms of payment, the procedure for hiring, promotion, certification, release of personnel, issues of forming a social partnership between personnel and administration.

2. CONCEPT OF PERSONNEL

2.1. Personnel in the sense of these Regulations is understood as a set of persons performing labor functions on the basis of an employment agreement (contract) concluded with the joint-stock Company.

2.2. Persons performing work (services) on the basis of a civil contract or other agreement that is not covered by an employment agreement (contract) are not considered to be members of the staff.

3. PRINCIPLES OF RELATIONSHIP between ADMINISTRATION AND STAFF

3.1. The administration of the joint-stock company and the personnel, as the principles of their relationships, proceed from the readiness of the personnel:

3.1.1. understand the problems facing the Company, both strategic and current;

3.1.2. feel that you belong to the Society;

3.1.3. connect personal interests with the interests of the Company;

3.1.4. fully share and support the values ​​and corporate interests put forward by the Company;

3.1.5. accept responsibility and risk for the affairs of the Company, the economic results of its activities, success and failures.

3.2. The principles provided for in clause 3.1 of these Regulations have moral significance for personnel, and only in cases expressly specified in these Regulations are they legally binding for personnel.

3.3. The administration has the right not to take measures favorable to the staff, the implementation of which depends, in accordance with these Regulations, on the counter-compliance by the staff with the principles specified in clause 3.1.

4. PERSONNEL DEVELOPMENT PROGRAM

4.1. The main document defining, on the basis of these Regulations, the relationship between the administration and staff is the Personnel Development Program. The Administration ensures the development, approval and implementation of the Program in accordance with the labor legislation of the Russian Federation.

4.2. The personnel development program includes:

4.2.1. planning to supply production with labor resources (taking into account the need to replenish and release workers);

4.2.2. personnel selection, formation of an electronic labor market bank;

4.2.3. labor recruitment procedures;

4.2.4. career guidance and retraining of personnel;

4.2.5. personnel certification;

4.2.6. organizing employee promotions and staff rotation;

4.2.7. ensuring job security;

4.2.8. organization of labor and stimulation of its payment;

4.2.9. rules of conduct for personnel and rules for working with them;

4.2.10. social development of personnel;

4.2.11. release of personnel.

4.3. An integral part Personnel development programs are a special section regulating the production, economic and social partnership of the administration and trade unions.

5. CONTRACT SYSTEM OF HIRING STAFF

5.1. Personnel are hired by the Company's administration in accordance with current labor legislation based on the use of two legal forms - contract and employment agreement.

5.2. The use of a contract form is mandatory when hiring managers, engineering and technical workers and employees whose official functions are related to the management of other employees, management of internal departments, relationships with personnel of other enterprises and organizations, if this is related to the solution of economic (commercial) issues or the disposal of property of the Company.

5.3. In all other cases not provided for in clause 5.2 of these Regulations, employment contracts are concluded.

6. IMPROVEMENT OF STAFF QUALIFICATIONS

6.1. Continuous professional development is the right and legal obligation of every employee. Each employee is obliged to constantly improve their skills. The responsibility of the administration is to provide each employee of the Company with the necessary conditions to maintain and improve the level of professional qualifications.

6.2. If it is necessary, in the interests of the Company, to switch to new products, technology, new methods of organizing production and management, the administration is obliged to provide all employees who, due to the above reasons, may lose their jobs, the opportunity for training and retraining.

6.3. Training and retraining of persons working under a contract is associated with the acquisition by the employee of special knowledge that requires expenses significantly exceeding those usually accepted; the administration and the employee have the right to agree on conditions for additional attraction of the employee’s funds.

7. RIGHT OF STAFF TO CHOICE FORMS OF LABOR ORGANIZATION

7.1. If the production process allows it, workers who have the necessary business and professional qualities have the right to organize their work freely.

7.2. Work teams of internal divisions have the right to organize work on the principles of intra-production (intra-company) entrepreneurship, to carry out their activities on the basis of commercial calculation or as part of autonomous partner groups.

8. STAFF EMPLOYMENT SECURITY

8.1. The Company's administration undertakes to provide each employee with guarantees of his employment (job retention), subject to the employees fulfilling their obligations and willingness to increase productivity and quality of work and compliance with the rules provided for in clauses 3.1.2–3.1.5, 6.1 of these Regulations.

8.2. To ensure these responsibilities, a special employment program is being developed.

8.3. In order to ensure employment guarantees and minimize the risk of unemployment, the Company’s administration uses the following methods:

8.3.1. periodic cessation of hiring new workers if the production program can be supported by existing personnel;

8.3.2. attracting exclusively temporary workers during periods of rising economic conditions and the need for the Company to increase production volumes;

8.3.3. maintaining (at the expense of all personnel) temporary redundancy of labor at the Company's enterprises;

8.3.4. maneuvering of labor resources within the Company, including through “horizontal movement” (transfer of employees);

8.3.5. application of a system of personnel retraining, retraining of workers;

8.3.6. temporary reduction of the working week during a period of deteriorating economic conditions;

8.3.7. temporary application of a system of early, extraordinary leaves or additional leaves with a reduction in the amount of pay for leave (or without it);

8.3.8. early retirement of an employee.

8.4. In case of early retirement due to age, the pension is paid from the funds of the Company's social pension fund in the manner and on the terms determined in the collective agreement and in the Regulations on the Company's funds and reserves.

9. SOCIAL GUARANTEES FOR STAFF

9.1. The administration provides all personnel with the following additional social guarantees while working at the Company’s enterprise:

9.1.1. additional leave due to temporary disability;

9.1.2. payment of additional amounts to the statutory state social insurance benefit;

9.1.3. medical, sanatorium-resort and consumer services.

9.1.4. additional compensation in compensation for harm caused by damage to the employee’s health (to the employee’s family - in the event of the latter’s death);

9.1.5. to maintain (preserve) the health of employees (carrying out, at the expense of the Company, an examination and assessment of the initial quality of health and ability to work of the employee);

9.1.6. maintaining health and bringing it into an optimal mode of self-regulation in the event of a decrease in the quality of health of an employee during work or due to circumstances not related to the performance of labor (official) functions (provided that the cause of the decrease in the quality of health was not the use of alcohol, drugs or other bad habits), periodic control medical examination of employees.

9.2. Provided in clause 9.1. responsibilities of the administration occur subject to the staff acting on the principles provided for in clauses 3.1.1–3.1.5 of these Regulations and compliance with clause 6.1 of these Regulations.

9.3. For the Company's employees who are pensioners (regardless of the type of pension assigned), the administration provides additional social measures in relation to the current legislation:

9.3.1. additional accruals to the pension received;

9.3.2. the measures specified in paragraphs. 9.1.3 – 9.1.5 of these Regulations.

9.4. The responsibilities of the administration provided for in clause 9.3 of these Regulations occur subject to the staff acting on the principles provided for in clause. 3.1.1 – 3.1.5 of these Regulations.

9.5. Social guarantees provided for in clause 9.3. of these Regulations are also accepted for former employees of the Company who left the Company due to retirement, provided that they comply with the requirements of clause 9.2 of these Regulations during the period of work.

10. PERSONNEL PARTICIPATION IN PROFITS

10.1. The company establishes a profit participation fund for personnel in accordance with the terms of the collective agreement and the rules provided for by the Regulations on the funds and reserves of the Company.

10.2. The profit sharing fund is formed from funds contributed by the Company and personnel. Fund funds are accounted for in personal accounts opened for each member of staff; in this case, the amount of the Company’s contribution is distributed among the staff in proportion to the salary of each employee.

10.3. The funds from the profit sharing fund due to the staff are blocked in the personal account of each of the Company’s employees and can be received (withdrawn) by the employee no earlier than three years from the date of their accrual. The funds of the fund are used by investing them: in shares and bonds of the Company itself; in various securities of other Companies, in government debt obligations, etc.

10.4. Income received from the use of the profit-sharing fund is subject to payment to staff as dividends in proportion to the amount of labor participation of employees; at the same time, the size of the minimum and maximum dividends for the Company as a whole should not exceed the ratio of 1:5.

10.5. Payment of dividends from the use of funds from the production profit sharing fund at the end of the financial year. For members of staff working under contracts, the terms of the contract may provide for a “deferred payment” method, that is, with a deferment.

10.6. Profit sharing is mandatory for all contract employees. Ordinary workers and employees participate in profits solely on a voluntary basis, personally concluding a profit-sharing contract with the Company's administration in each individual case.

10.7. The profit (income) sharing program (plan) is developed with the direct participation of personnel and is included as an integral part of the collective agreement.

10.8. Employees participating in the profits, along with the Company, share (in accordance with clause 3.1.5 of these Regulations) the risk of losses from unfavorable results of the Company’s production, economic and commercial activities and do not have the right to refuse appropriate compensation payments to the Company.

10.9. In case of temporary financial difficulties and in order to prevent further significant losses for the Company, the administration and representatives (committee) of personnel agree on the amount of wages (but not lower than the minimum established by law), limiting the amount of wages below the base one, as well as the amount of capital dividends paid employees from the profit sharing fund (see clause 10.4 of these Regulations); Neither party has the right to refuse to agree to these restrictions. In the event of the actual occurrence of the above losses, part of them in the amount agreed upon by the parties is reimbursed from capital dividends due to the staff or the capitalized amount on the employee’s personal account.

10.10. All issues related to the formation of the staff profit participation fund, in particular, determining the size of contributions, the procedure and amount of dividend payments, are resolved by the Board of Directors of the Company in agreement with the staff.

11. ADMINISTRATION, STAFF AND TRADE UNION

11.1. The Company's administration, staff and trade union operate as a whole on the principle of partnership between the Company's administration and staff.

11.2. The Company's administration recognizes the legal right of trade unions to represent personnel in the management of the Company, to take into account their independent interests in the production, economic and social activities of the Company. The trade union is an active partner of the administration in the development and implementation of any production, economic and social programs and personnel development programs that are approved by a joint decision of the trade union administration.

11.3. The trade union representative is a full member of the Company's Board of Directors; he is vested with all the rights belonging to a member of the Board of Directors (applies if there is a corresponding entry in the Company’s Charter).

11.4. Mutual obligations of the administration of the Company and the trade union for economic partnership may include, in response to the union’s obligations, limiting (“freezing”) wage growth, temporarily stopping (limiting) the payment of dividends on income from capital contained in the profit-sharing fund, investing certain amounts in development production to maintain guaranteed employment of personnel, distribute shares free of charge (or with partial payment) among personnel when increasing the authorized capital of the Company, pay for temporarily excess labor at the Company's enterprises, etc.

12. RESPONSIBILITY OF ADMINISTRATION AND STAFF

12.1. Failure by the administration to ensure the rights of personnel in the part provided for in clauses 6.1, 8.1, 9 of these Regulations gives the employee the right to early termination of the contract (employment contract) with payment to the employee of a penalty in the amount of 3 times the monthly salary.

12.2. Failure by personnel to fulfill the duties provided for in clause 6.1 of these Regulations gives the Company's administration the right, in the manner prescribed by law, to terminate the contract early (with the simultaneous application of sanctions specified in the contract) or the employment contract.

13. FINAL PROVISIONS

13.1. The rules provided for by these Regulations are legally binding both for the administration of the Company (employer) and for the Company’s employees - personnel.

13.2. When concluding an employment agreement (contract) as mandatory element a condition is included that the employee accepts the rules of these Regulations as an integral part of the employment agreement (contract) and, therefore, in everything that is not directly provided for in the employment agreement (contract), the parties are guided by these Regulations.

13.3. The presence of the rules provided for in clause 13.1 of these Regulations does not deprive the personnel and administration of the Company of the right to regulate in the employment agreement (contract) the terms of their relationships differently than provided for by these Regulations; at the same time, the inclusion in the employment agreement (contract) of rules that worsen the employee’s position in comparison with the norms provided for by these Regulations is not allowed.

Please note that other documents were compiled and checked by lawyers and are approximate; they can be modified taking into account the specific conditions of the transaction.