The article is devoted to the study of the legal nature of the evaluation category «good reason» in labor law. The positions of the courts on the issue of determining whether specific circumstances belong to the number of valid reasons are considered, their criteria are highlighted. The concept of «good reason» has been formulated and a proposal has been put forward to introduce it into labor legislation.

Religious attitudes have an impact on labor relations. The spiritual convictions of believers can limit human behavior to some extent. Compliance with the principle of freedom of conscience and religion predetermines the need to take into account the religious beliefs of people involved in labor relations. In this regard, the article examines the influence of religious beliefs on the labor activity of a person living in a secular state. The authors discuss the issue of discrimination against workers on religious grounds, as well as the need to provide workers with the right to express their religious affiliation while participating in labor activities.

The article presents an analysis of situations in which civil law is applied in the regulation of labor relations. The authors note that civil law is applied in the regulation of labor relations in several cases. The most common situation is the reference rules provided for by the Labor Code of the Russian Federation itself, which directly provides for situations in which the courts can apply civil law rules when regulating labor relations. In some cases, if there is a gap in law, the courts apply the norms of the Civil Code of the Russian Federation when considering labor disputes, filling the gaps in the regulation of labor relations. In a number of cases, the Labor Code of the Russian Federation adopted civil law structures, although in this case it is no longer possible to talk about the application of civil law norms, since in the case of transferring these structures to the Labor Code of the Russian Federation, they become labor law norms. Also, in practice, there are situations when, simultaneously with labor relations, other relations arise, including civil law relations. In these cases, the courts also apply civil law. The authors describe these situations, give examples from judicial practice, and also propose ways to solve the defects arising in the regulation of labor relations.

The article is devoted to the analysis of the actual admission to work as a legal fact, its characteristics and the legal consequences of this action for the employee and the employer, both explicitly indicated in special norms, and follows from the interpretation of other norms of labor legislation, including the obligations of the employer and liability for their violation; There is a gap in the rules of labor legislation regarding the definition of an authorized representative of the employer, the legal consequences of admission to work by an unauthorized person are examined, procedural issues about the distribution of the burden of proof and court costs are considered.

The right of an employee to complete reliable information on working conditions and occupational safety requirements is not always accompanied by a clear mechanism for its realization. The article justifies the need to establish in the labor law the obligations of the employer to respond to written requests of the employee, to take into account the characteristics of the employee in the perception of information. The author also proposes not to limit the scope of information exclusively to labor protection issues, but to inform employees about their labor rights in general.

This article provides an analysis of the jurisprudence concerning the discriminatory nature of a fixed-term employment contract with a particular employee, while other employees in a similar position are subject to indefinite employment contracts.

The organization of medical examination of employees is a direct obligation of the employer. Since April 2021, the rules for undergoing medical examinations have been changed. What is included in the area of responsibility of the personnel officer, what medical examinations and examinations the employee must undergo, how the personnel service should correctly organize and arrange for preliminary and periodic medical examinations, read the material.

In the article, on the basis of the norms of the Labor Code of the Russian Federation, the doctrine of modern labor law, an analysis of the Tripartite sectoral agreement on organizations in the field of physical culture and sports was carried out, and proposals for its improvement were formulated.

A peculiarity of pension relations is that the right to a pension should actually arise before the appointment of a pension, that is, before the emergence of a pension legal relationship. Insurance pensions are fully covered by this provision. This indicates not only the connection between pension and labor relations, but also that qualitative and quantitative indicators of labor should be reflected in the employee's pension rights.

Is the employer entitled to enter into an apprenticeship contract with an employee of another organization as a job seeker? This and other questions are answered by specialists of the Legal Consulting Service of GARANT.

Religious attitudes influence labour relations. Believers' spiritual beliefs can limit a person's behaviour to some extent. Respect for the principle of freedom of conscience and religion predetermines the need to account for the religious views of people involved in labour relations. In this regard, the article discusses the impact of religious beliefs on the work performance of a person living in a secular state. The authors discuss the issue of discrimination against employees based on religion in hiring, and the need to give employees the right to express their religious affiliation in the workplace.