The article deals with the abuse of the right of the employer in the sphere of labour relations in connection with the spread of new coronavirus infection (COVID-19), as well as violations of the procedure for hiring employees on weekends and public holidays. The author formulates conclusions and proposals on compliance with labour legislation in the current emergency conditions and unavoidable circumstances, which led to the introduction of a high-readiness regime.

The coronovirus pandemic has become a serious test for the world’s population. Human and economic losses cannot be assessed objectively, the numbers change every minute. States are taking measures at various levels of regulation to protect the population from the spread of coronavirus infection, which have made adjustments to established legal relations, including employment relations. The article provides analytical data of the International labor organization, analyzes certain provisions of russian legislation that are controversial and significantly worsen the situation of employees in conditions that already instable employment relations.

The sharply increased practice of using remote work, in connection with the spread of coronavirus infection, makes it necessary to take a new look at remote work, as one of the most promising types of employment in modern realities. The article analyzes the basic regulatory provisions governing remote work in the Russian Federation, highlights the problems of its legal regulation, explores the features of the remote work contract.

The article deals with the problems of industry affiliation of legal norms regulating the work of the head of a joint-stock company. Based on the analysis of scientific polemics and judicial practice, the factors of division of labor relations of the head of a joint-stock company between the norms of civil and labor law are determined. The author comes to the conclusion that the branch affiliation of the legal norms regulating the work of the head of a joint-stock company has a mixed character, but the ratio of labor and civil law norms depends on the legal status (type) of the head.

The article contains an analysis of legal and procedural aspects related to the introduction and application of professional standards in organizations in accordance with the requirements of the current legislation.

Increased use of the “numbers” in labor relations entails the need to revise approaches to existing methods for realizing the labor rights of workers and employers. Conducting legal experiments with individual elements of personnel workflow (maintaining a work book, concluding an employment contract, exercising a supervisory function by the Rostrud, etc.) allows us to improve the mechanism for its implementation as a whole, perfecting the legal skills of document management in electronic form. At the same time, using modern digital technologies capable of analyzing a huge data array (big-data), it is important not to forget that the “figure” should serve people, and not replace them. An economic approach to maximize profits should not level human intelligence. Otherwise, a situation will arise when artificial intelligence will create tangible competition to the human mind, which will raise the question of the existence of the employee in its natural form.

The article deals with issues related to changes in the sphere of labor relations in the context of the Fourth Industrial Revolution, characterized by the connection of the material world with virtual, the emergence of robotic production, when people are increasingly connected through the Internet to machines and things. It is shown what changes have taken place recently in the Labour Code of the Russian Federation in connection with the introduction of information technologies, the content of some new draft laws has been revealed.

An analysis of judicial practice on challenging the decisions of the Pension Fund of the Russian Federation on the refusal to grant preferential pensions to citizens shows that often the reason for such a refusal is formal reasons. Namely, the discrepancy / incomplete correspondence of the name of the employee’s position in the labor book to the name established by the legislator for this type of work. In order for a citizen to exercise his right to an early appointment of a pension, he is forced to apply for judicial protection of his rights and interests. The article discusses the problems that a citizen may encounter when applying for judicial protection on this issue; court decisions on this issue are given.

Universities are still the main supplier of new professionals, but it is noticeable that there is a gap between the supply of universities and business expectations, and therefore it is important to study the processes of interaction between the responsible Division of the university and employers. The article examines the specificities of the processes of the Division of Interaction with Employers, and of Staff Development under the HR Department of the USUE (hereinafter — the Division or DIESD), and the objective of the article is the analysis and research of possible ways to optimize communication processes between the Division and stakeholders. The study is based on analysis of the factors of constraining influence on the activities of DIESD. The study used such methods as expert survey, observation, photography of working time. The authors reveal the factors of restraining influence on the product and the processes of DIESD, as well as form proposals to improve the processes. The study shows that the nature of these factors is organizational and technical, and therefore among the proposals: control over the digital environment (a set of databases and software), the rebalance of working time, the adoption of activities as processes and projects, involving students in such project work, as well as instilling in all parties to the process of coordination of culture of communication and operational voluntary contact in the common interest of improving the efficiency of the complex process of exchange of specialized information.

The article examines the problematic issues of applying key performance indicators (KPI’s) to build an effective management model for goals in a large production company. The authors identified four main blocks in the problem field of developing key performance indicators, including inconsistency of indicators and the choice of a relevant set of indicators, information incompatibility of source data for setting indicators, incorrect process of collecting and processing source data, heterogeneity of information flows and organizational structure of the company. It reflects the difficulties of translating the model of management by objectives a large production company into key performance indicators (KPIs) for its structural divisions and employees.

The article discusses the main elements of the introduction of digital technology in personnel work, their opportunities and prospects for development for personnel of services and employees.

Many companies face a number of issues when employees undergo periodic mandatory medical examinations. First, how, when working time is taken into account in the timesheet, to reflect the time of their passage and how this time is paid. Second, how long to give for a medical examination. Third, is it lawful to send an employee to a medical examination on his day off or overtime. Fourth, in what amount to pay for a medical examination on a day off: on average earnings or in double size. The authors of the article propose options for answering these questions, based on the current labour legislation and the practice of a number of industrial enterprises.

In modern conditions, the career guidance of Russian companies with young people is becoming extremely relevant for the selection of the best young people, their training, and job placement. Factors external to the company: the concentration of financial resources in large cities, which determines the development of opportunities for a comfortable life and work, the transformation of the young people values for whom the desire to change their place of life is becoming the norm, and other factors actualize the search and retention of active youth in the company. From our point of view, these problems can be solved by a multilevel mentoring system that integrates career guidance, training, adaptation, and career advancement opportunities for talented youth. The article describes the methodological approaches to the organization of the mentoring system of the company: its system is described, new approaches and tools for selecting young people involved are proposed. Studied new approaches to mentoring, which are used by PJSC «STZ», highlighted their advantages, work results.

Current paper contains the results of a study carried out among students of higher educational institutions to determine the professional and personal qualities of a modern foreign language teacher. The applied methods of comparative content analysis and questionnaire have made it possible to identify the most and least important qualities that a foreign language teacher in a university should possess from the point of view of students. Taking into account student perception helps to bring the teacher closer to the image of the ideal teacher, being one of the main ways to increase his success in the eyes of students.

The article provides a comparative analysis of the contract on attraction of staff, contract outsourcing and outstaffing, it is proposed a new definition of the contract outstaying are regulations explaining key mandatory conditions when applying autsoring and outstaffing gives the documents governing the terms of storage contracts , the composition of species.

All personnel know that their work can be checked by the State Labour Inspectorate (GIT). But it is not only this state body that can disrupt the calm of personnel. Let ‘s look at who and how can check the work of the personnel.

The transition to electronic employment history is a long-awaited decision in the field of labor that has become a reality within the framework of the implementation of the National Program «Digital Economy of the Russian Federation». The decision did not fully coincide with the ideas about how the electronic employment history will look. With the obvious advisability of transition to electronic employment history, the least that may entail, the selected model of actions and its normative registration are difficulties in the course of application, but this will be enough to endanger the effectiveness of the decision made and affect the implementation process digital technology in the field of labor.