The norms of the Labor Code of the Russian Federation and judicial practice in cases related to the refusal of employees to move to another area are being studied. This has acquired particular relevance in connection with the adoption of the Resolution of the Constitutional Court of the Russian Federation of January 20, 2022 No.3-P. Particular attention is paid to the incorrect practice of dismissal under paragraph 7 of Part 1 of Art. 77 of the Labor Code of the Russian Federation in cases of refusal to move in situations that are not reflected in the law. Based on a general assessment of law enforcement and taking into account the position of the Constitutional Court of the Russian Federation, a universal concept for regulating the relations in question in the Labor Code of the Russian Federation is proposed, which guarantees employees the right to a fair dismissal and protection of their interests in this case.

The article discusses issues related to the effect of various labor law norms in the social protection of citizens. The grounds of differentiation using the relevant legal norms are disclosed. Various forms of social protection of citizens at the federal and regional levels, within the framework of social partnership, as well as in local regulations are shown. Special attention is paid to sectoral (intersectoral) agreements, within the framework of which additional opportunities are being implemented in the sectors of the economy to improve the social protection of working citizens.

The obligation to index wages, enshrined in Art. 134 of the Labor Code of the Russian Federation, must be carried out by all employers, regardless of the organizational and legal forms and forms of ownership. If at the local level the employer does not provide for indexation or general phrases are fixed, the employee still has the right to demand indexed wages, basing his calculations on the basis of consumer price growth indicators. The courts satisfy the claims of employees if it is not possible to conclude from the wording of local regulations that the increase in the size of the official salary, personal salary increments, monthly bonuses, etc. was carried out by the employer precisely in order to increase the level of the real content of wages and its purchasing power , i.e. wage indexation.

The article examines some of the issues that arise when determining the legal regulation of trade unions of persons employed through Internet platforms in the Russian Federation. The author notes that in the current conditions of the development of society and the state, the emergence of a category of precariously employed "workers", who, by virtue of labor legislation, are not such, creates new challenges for the formation of a system for protecting their social and labor rights and interests. An analysis of Russian legislation has shown that de facto such persons can form traditional trade unions or other alternative trade unions to protect collective rights and interests. However, on the other hand, persons employed using Internet platforms cannot use all the instruments of labor law without being employees. For possible progress in solving this problem, the author proposes to amend the legislation of the Russian Federation on trade unions.

In practice, it can be difficult to distinguish an employment contract from civil contracts. We will analyze the judicial practice in terms of distinguishing an employment contract from civil law contracts.

The ability to get out of problematic situations was and remains one of the most valuable human skills in making management decisions. Philosophers and psychologists have reviewed and recorded the most effective methods of solving problems in time, and now modern psychology of thinking has ready-made techniques. The purpose of the study is to present new approaches to solving problems in management decisions — heuristic strategies. The author in this study examines how heuristic strategies in solving problems differ from cognitive distortions and what benefits a modern person brings both in life and in managing a company. The practical significance of the study is that it will allow company managers to develop heuristic strategies when solving problems and, as a result, will allow for some completely measurable effectiveness in making management decisions.

The relevance of the study is due to the fact that in modern conditions special attention is paid to the new category of "community management" in order to improve the efficiency of human resource management, where special attention is paid to relationships. Obviously, any human relationship is work, certain efforts and resources are needed to build a systematic purposeful work to form a strong community. In this regard, the author in this study presents the principles of community management and the formation of a strategy for its creation. Systematic, regular and targeted actions on the part of the team to maintain activity and a favorable atmosphere in the team, organize events and track the mood of the participants will help the community gain a long life, and the participants maximum benefit.

The article presents a study on the management of high-potential employees (HiPo category), as one of the modern trends in the field of management of the organization’s human resources. The steps of constructing a management system for high-potential employees are disclosed, and methods of their development and retention are presented. The characteristics of representatives of generation Z are considered, signs of their high potential are revealed. An analysis of the impact of information overload on potential disclosure was carried out, and recommendations for its reduction were developed.

The article, based on the norms of the Labor Code of the Russian Federation and the doctrine of modern labor law, analyzed the Sectoral Agreement on Organizations of the Oil, Gas Industries and the Construction of Oil and Gas Facilities of the Russian Federation for 2020–2022 and formulated proposals for its improvement.

The low level of economic independence of students and insufficient knowledge in the field of finance lead to the inability to earn money, the inability to independently provide for their material needs, unpreparedness for professional activities and other problems. Unfortunately, many universities do not pay enough attention to the study of financial literacy and other aspects of the economic independence of students, so students are poorly oriented in economic problems, reducing their social stability and competitiveness after completing their studies at the university. The main goal of the study, the results of which are presented in the article, is to develop a system and mechanisms for the formation of students’ economic independence as an important condition for increasing their social stability and successful postgraduate trajectory. The object of monitoring was students of regional state higher educational institutions, and the subject of study was the economic independence of students as a key condition for the formation of their social stability and competitiveness.

In the article, the author, based on the trends recorded today, emphasizes the need for the social protection system to take into account the individual needs of the person. At the same time, affordable continuing education can be considered as one of the most important guarantees of the status of a citizen.

The role and responsibility of employers-insureds and self-employed-insureds as taxpayers within the framework of the constitutional task and the national project "Demography" on ensuring the real income of working citizens and pensions is investigated. The author’s monitoring showed an increase in the number of individual entrepreneurs. The ranking of the manufacturing sectors of the insured organizations determined the leading position of manufacturing and construction enterprises. In non-manufacturing sectors, the largest number of organizations are in the areas of education; professional, scientific and technical activities. The number of insured workers is 11,000 more than pension recipients. However, the coverage of expenses for the payment of an insurance pension at the expense of own funds in 2021 amounted to 44 %. The main reasons for this are the reduction of insured employers; lack of balance between the pension fund and the wage fund of insurers, changes in the pension fund management system, growth in the number of recipients of pension fund services, lack of indexation for working pensioners. Among the main measures, according to the authors, is to increase the role and responsibility of employers, to stimulate them to increase wages, insured workers and to motivate citizens of retirement age to work.

The article analyzes the problems that arise when young specialists are employed without work experience. The specifics and uniqueness of each generation are outlined. The statistics of unemployment among young people aged 15 to 24 years are considered. The advantages of hiring young professionals for companies are described.

All employers face leave without pay, so in most cases, processing the provision of such leave is not a difficult process. However, when applying for a vacation at your own expense, there may be nuances. For example, is it legal to send workers on leave at your own expense due to the complication of the economic situation in order to reduce staff costs? In what situations can workers take leave without pay without coordinating such leave with the employer? How does non-pay leave affect seniority to calculate annual leave and leave compensation? How to properly arrange a vacation without pay? There are other issues surrounding the provision of leave without pay. Consider all these questions in the article.