The article reveals the provisions of international labor standards adopted by universal and regional international organizations. As you know, most international labor standards are adopted by the ILO. Among the ILO conventions and recommendations, a sufficient number are devoted to employment issues and the establishment of special working conditions for older workers. The article provides examples of the successful implementation of international standards in the national legislation of economically developed countries. The author draws attention to the use of the positive experience of foreign countries to improve the legal regulation of the labor of older workers in Russia.
The modern labor market requires a new approach to determining the necessary competencies of a sought-after specialist. The concept of dividing skills into soft skills and hard skills is reflected in the structure of employers' requirements for potential employees. The author analyzes the list of the most popular competencies of a modern specialist.
The article examines the process of forming the current norms governing the content of the labor contract, analyzes some proposals for changing the current legislation and evaluates the legal consequences of not including mandatory conditions in the labor contract in the current edition of the Labor Code of the Russian Federation.
The article deals with issues related to the work of civilian personnel. It shows the peculiarities of their legal status in contrast to persons undergoing military or other special service with the assignment of military (special) ranks. Special attention is paid to the participation of the civilian personnel of the power structures in peacekeeping activities outside of Russia.
On the basis of an analysis of labour legislation and judicial practice, the article considers the peculiarities of legal regulation of the discipline of work of teachers, athletes and coaches.
The article discusses the issue of the possibility of invalidating an employment contract when resolving disputes related to bankruptcy. Taking into account the theory, labor and civil legislation, as well as the established judicial practice, the authors came to the conclusion that there is no formal possibility and the insolvency of the practice of invalidating an employment contract in bankruptcy cases.
The article presents an analysis of the legislation of individual constituent entities of the Russian Federation in the field of maternity (family) capital. Differences are made in terms of determining the size and directions of implementation of funds of regional maternity capital.
