The changes which were published in the legislation on work since the current 2017 concern at the same time several articles of the labor code of the Russian Federation.

Survey results of representatives of real production sector about contents of professional standards are given in article. The problems connected with their implementation are revealed.

The article discusses the problematic aspects of the termination of the employment contract by agreement of the parties and by the employee related to the revocation by the employee informed of the decision on the termination of the connection. Appear on additional, not established in the Labour code of the Russian Federation, obligations of the employer upon termination of the employment contract by the employee. Establishes the need to clarify with the employer the reasons for the cancellation of the employee signed the agreement on termination of the employment contract by agreement of the parties.

Minimum wage, expressing the most important characteristics of a social labor as major factor of production, along with other measures of state regulation of economies, can serve as a powerful control lever macroeconomic processes, and skillful use of the mechanism of its functioning in system of the social and labor relations will allow to remove the country on new high-quality level.

In article results of the research of a wages system of workers executed on the example of GBUZ Penza Regional Children’s Clinical Hospital of N.F. Filatov are provided. Features of salary accrual are reflected in the budget sphere, their components having different sources of financing are determined.

In article the precepts of law establishing guarantees concerning pregnant women at the direction in official journeys, attraction to overtime work, work at night, output and non-working holidays are considered.

In article topical issues of one of a work type outside the established duration of working hours at the initiative of the employer – overtime work are considered. The attention is focused on problems in practical activities: an employees engagement order to overtime work in other cases taking into account opinion of labor union, some questions of attraction to overtime work of separate employee categories, including with part-time. Need of entering of corresponding changes into the labor law is emphasized.

This article examines matters relating to the violation of labour rights of employees related to non-payment of wages for overtime, given the possible options for protecting labour rights and reparation.

In article are considered, the questions connected with improvement of system of labor protection. According to the author of article, non-compliance with rules of labor protection reduces the general quality of human resource management. What measures need to be taken for improvement of system of labor protection, read in material.