In this article in connection with the 15th anniversary of the adoption of the Labour code sets out a number of issues related to the operation of the first Soviet Code of laws on work of RSFSR of 1918 Shows that the adoption of the Labor code of 1918 was preceded by the adoption of a number of documents have influenced the development of Soviet labor legislation. In characterizing the forms of employment and its terms disclosed to the relevant legal framework regulating them. It is shown that in the presence of a General labor conscription the entry of citizens in labour relations by the labour code of 1918, to a considerable extent regulated, usually centrally established peremptory norms committed by using special intermediary organs.
In article questions of distribution of the standards of social partnership eliminating a possibility of evasion from them in the existing labor legislation are considered. The author formulates offers on giving to a number of standards of the Labor Code of the Russian Federation of imperative character in regulation of institute of social partnership in the sphere of work.
In article the order of involvement of the worker to overtime work as one of kinds of work outside the established duration of working hours, carries out comparison of overtime work with work to days off and holidays is analyzed, the characteristic of changes is carried out to the labor legislation of rather overtime work.
In article on the basis of the analysis of standards of Art. 192, 193 of the Labor Code of the Russian Federation and taking into account jurisprudence topical legal issues of disciplinary punishments and an order of their application are considered.
In article theoretical aspects of process of formation of image of the organization are considered, the analysis of image of Chamber of Commerce and Industry of the Russian Federation is carried out and the algorithm of formation of positive image of Chamber of Commerce and Industry of the Russian Federation is offered.
Ending. Оne of the issues to be addressed is ensuring consistency of terminology used in legislation on promotion. The article attempts to answer some of the questions directly affecting the current system rewards for work. The author considers that the dynamic development of the system of incentives in General is a positive phenomenon. However, this trend has some negative points, in connection with the appearance of certain types of rewards that don’t fit into the existing system.
Citizens adoptive parents have the equal rights with citizens parents. About what guarantees are provided by the legislator for this category of workers, we will consider in this article.
One of the major compound administrative activity – human resource management, as a rule, is based on the management concept – a general concept about a place of the person in the organization. The modern organizations is комлексные the social and economic and technical systems which are in the dynamical environment which is a constant source both new possibilities, and the threats creating ambiguous and труднопредсказуемую conditions. In these conditions cease to work settled, well proved in the past and repeatedly tested methods and технологии and there is a necessity of search of new approaches. For this reason there is a necessity of working out of the concept of human resource management for «new» economy.
This article examines how the change in the average salary of a doctor in Russia in the period 2011–2016 has affected on two indicators of the effectiveness of health care – the provision of the population with doctors and outpatient facilities. For the mathematical substantiation of the results of the study, the method of correlation-regression analysis was used.
In article the main stages and instruments of formation of EVP (set of advantages and privileges for the employee, which is ready to offer him the employer in exchange for his professional competences, productivity, experience) allowing the company to become the competitive employer increasing profitability of business due to attraction and deduction of talented, professional employees are considered.
The author pays attention that not institutionalized labor conflicts concerning the right (legal) are inherent in the social and labor sphere, on the one hand, and which have been mentioned some time ago by the domestic legislator in the Federal law «About an Order of Permission of Collective Labour Disputes», on the other hand. It causes a problem of improvement of a guarding part of the labor legislation.
The article presents the results of sociological research of the contentious factors that trigger the occurrence and aggravation of contradictions in the coaching work with sports staff. According to the results of the study revealed the typical subjective and objective factors, negatively influencing the process of training of sports personnel, and the alternative options for the prevention of conflict and emergence from conflict situations.
In article definitions of the concept «inforsment» are considered. Author’s definition of the specified concept is given. The main forms of implementation of the inforsment in the sphere of the labor relations are lit. On the basis of sociological research results the most preferable way of defence employee’s labour rights (enforcement, dismissal, conformism) is revealed. Also on the basis of sociological research results the most preferable form of enforcement realization in the sphere of labour relationship is revealed.
In article questions of documentary ensuring activity of the service of human resource management connected with the organization, control and assessment of efficiency of the events held for the purpose of adaptation of the new employee to work in the company are considered.
Since September 1, 2017 changes are brought in the Labour code of the Russian Federation only by separate federal laws. This rule is provided by the Federal law from 7/29/2017 of № 255-F «About introduction of amendments to article 5 of the Labor Code of the Russian Federation regarding specification of an order of introduction of amendments to the Labor Code of the Russian Federation».
