The head (director) of the farm is responsible for the state of labor protection in the farm. By his order, he annually appoints heads of departments and specialists responsible for labor protection in the economy. Workers under the age of 21 undergo an annual medical examination. Persons working with poisons (herbicides, fungicides) undergo a medical examination every six months. All officials enterprises undergo advanced training once every 3 years.

Instruction on labor protection is carried out by the heads of production departments (foremen) in the following cases: when applying for a job, when moving from one area to another, after studying with an increase in knowledge of labor protection. There are five types of briefings: introductory, primary at the workplace, repeated, unscheduled and targeted.

An introductory briefing is held in the office for labor protection with all employees who are hired, regardless of their education, work experience, position, with employees of other organizations who have arrived at the enterprise and are directly involved in manufacturing process, with pupils and students who arrived at the production for passing industrial practice. Conducts briefing Chief Specialist industry with the mandatory participation of a senior specialist in labor protection, safety and fire protection organization.

Primary briefing is carried out individually or with a group of persons of the same profession at the workplace according to the instructions for labor protection in force at the enterprise in accordance with the work performed, as well as taking into account the requirements of the indicative list of questions of primary briefing.

Labor protection briefings are carried out in accordance with the labor protection instructions developed by the farm.

All other briefings on labor protection are carried out by the immediate supervisor of the work (foreman, foreman, agronomist, etc.). He sets out the features of the work, introduces the workplace, production technology, and instructions for the work.

Guarantees of the rights of citizens to labor protection:

The terms of the employment contract must contain a provision on labor protection.

When concluding an employment contract, the worker confirms in writing that he is familiar with the conditions of labor protection at the workplace.

Employment of workers who will work with dangerous and harmful conditions labor without a medical examination is prohibited.

All employees are subject to compulsory social insurance

Instructions for labor protection when sowing grain crops

General provisions

Persons over 18 years of age who have passed a medical examination, introductory and primary instruction are allowed to work on the sowing unit;

The tractor must be aggregated with those seeders that are recommended by the manufacturer;

The equipment must be in good working order;

The seeding unit and the tractor must be provided with two-way signaling;

Refueling of the tractor must be carried out in a specially designated place and mechanically;

The machine operator and workers must have overalls and individual funds protection, since the seeds are treated;

The unit must be equipped with a first aid kit with a set of suitable medical supplies.

in collective agricultural enterprises

The Law "On Land Reform" defined the concepts of "ownership", "use" and "disposition" of land, its subsoil, water, flora and fauna. The following forms of land ownership were defined: state, collective (joint and shared) and private.

The agrarian reform primarily involved the reorganization of collective farms and state farms, as well as the privatization of land.

The reform took place in several stages:

1) from 1991 to 1993 - the farms changed their legal form or remained the same;

2) from 1994 to 1996 - again, all agricultural enterprises had to revise their form of management and, in accordance with the new Civil Code of the Russian Federation, re-register themselves;

3) from 1996 to the present - the development of agricultural enterprises.

As a result, 2 groups of agricultural enterprises were established: commercial and non-commercial.

Commercial enterprises include collective enterprises and private (farm) enterprises. Non-commercial are consumer cooperatives and various funds.

Collective agricultural enterprises include: business partnerships(full and on faith), business companies (joint stock, with additional and with limited liability), production cooperatives.

A general partnership is a legal entity whose participants (contributors) are engaged in entrepreneurial activities on behalf of the partnership and bear subsidiary liability for its obligations with all their property.

A limited partnership is a legal entity in which, in addition to general partners, there are one or more limited partners (as a rule, these are pensioners) who bear the risk of losses only by their contribution and do not take part in the management of the enterprise.

A limited liability company is a voluntary association of people created for production activities in order to make a profit. In an LLC, the liability of the founders is limited to the share limit.

An additional liability company is a legal entity in which participants risk losses from the activities of the company not only with their contribution, but also with their property in proportion to the value of the contribution. Each founder of the company has its own personal account, which displays the contribution and its increase or decrease. Members of the company have the right to participate in the management of affairs, in the distribution of profits, dispose of their deposits, have preemptive right to receive products produced by society, to receive work in society in accordance with their vocational education, specialty and qualifications.

A joint stock company is a legal entity authorized capital which is divided into shares, created for joint management on the basis of a combination of property. Shareholders bear responsibility for the obligations of the company within the limits of the value of their shares. Shareholders are entitled to receive dividends in case of commercial success of the company. shareholder participation in production activities society is optional. Employees may be hired to work in a joint-stock company in accordance with an employment contract.

A production cooperative (artel) is a legal entity in which citizens are united on a voluntary basis for joint production activities based on personal labor participation, on the association of land or property shares.

The main documents of commercial collective agricultural enterprises are the charter and the memorandum of association, which define the principles of the operation of the enterprise, the rights and obligations of the founders, etc.

AT production cooperative labor relations arise from the age of 16. Each collective agricultural enterprise has a wage fund. An employer in such an enterprise may be the director of an LLC, the chairman of a cooperative, or another executive body. One of the most important conditions for employees to join a cooperative is the conditions for the mandatory personal labor participation of an employee and the fact that in a production cooperative, in accordance with the Federal Law "On Agricultural Cooperation", 50% of the volume of all work must be performed by members of the cooperative. Members of the cooperative do not enter into an employment contract. These workers are subject to the legislation on cooperation, the labor activity of members is regulated by the charter of the collective, the norms of which should not contradict the labor legislation of the Russian Federation. For example, if on the basis of the charter of the cooperative and other documents it is established that the wages of members of the cooperative are lower than minimum size wages, it is considered illegal. It is also illegal to worsen the working conditions of working members of the cooperative. Members of the cooperative, as well as employees working on the basis of an employment contract, have the right to safe working conditions, a rational regime of work and rest, to the protection of the labor rights of women and persons under 18 years of age.

Labor Relations in a production cooperative, they originate from the moment when an agreement is reached between a member of the cooperative and the board in labor relations. If the employee does not have a special education, then his position in the cooperative may be determined even after he has been accepted as a member. If there is a job in the cooperative, then a member of the cooperative cannot be denied it. If there is no work, then its member can work in another enterprise without losing membership.

A member of a cooperative who has entered into an employment agreement with the board must comply with the internal labor regulations (if the member of the cooperative is part of labor collective, and not an associate member who is not involved in production activities).

The employment relationship between a member of a cooperative and the board ends with the termination of membership in the cooperative or in the event of transfer from the labor collective to associate members.

Changes in labor relations cannot be regulated by corporate law. The charter and other documents of the cooperative contain norms on changing labor relations that do not contradict labor legislation. In case of improper performance by a member of the cooperative of his job duties and the internal labor regulations, he may be excluded from the membership of the cooperative. This may be a systematic non-fulfillment by the employee of his labor functions, absenteeism, appearing at work in a state of intoxication and other cases. Members of the cooperative have the right to rest, to annual paid leave.

In a production cooperative, in addition to its members, both temporary (for 24 months) and seasonal (6 months) workers can work. Labor relations of such employees are regulated by labor legislation for temporary and seasonal work nicknames. The remuneration of members of the cooperative is made, as already mentioned, in accordance with labor legislation. The remuneration of labor of workers in crop production, animal husbandry, service and auxiliary units can be made according to the lump-sum and piece-bonus systems. The types of remuneration for labor participation in the activities of the enterprise are: basic payment, allowance, compensation payments, bonuses, payment in kind.

Since in modern conditions employees of the collective enterprise make their contributions to the authorized capital, then they have the right (in accordance with the charter and the memorandum of association) to expect to receive dividends. According to the modern definition wages this is the share of the income of the enterprise, depending on end results production activity, divided among employees, depending on the quantity and quality of labor invested by employees, as well as the amount of capital invested.

The discipline of the labor collective in a production cooperative is regulated by the Federal Law "On Agricultural Cooperation" and other normative acts. In a production cooperative, there is such a thing as "internal regulations", which includes not only the order of labor relations, but also the specifics of regulating managerial, property, land and other relations in the cooperative. Rules internal regulations accepted for general meeting board members. These legal documents contain the following: general provisions(order of operation of the rules); the procedure for hiring and dismissing employees (the procedure for hiring and terminating membership); basic duties of employees (rights and duties of members); the main obligations of the employer (the main obligations of the board of the cooperative); working time and rest time rewards for success at work; responsibility for violation of labor discipline.

In societies, labor relations, as well as in cooperatives, are regulated by local regulations (in addition to labor law RF).

The founders of the company may not take direct labor participation in the production activities of the enterprise. For example, shareholders can receive income only in the form of dividends, while employees of the company enter into an employment contract with them.
4.2. Occupational Safety and Health

in private agricultural enterprises

A peasant (farm) economy is a family labor association jointly conducting independent commodity production in the countryside; it is a form of free enterprise, the production of agricultural products carried out on the principles of economic benefit.

Peasant (farm) economy is not legal entity, but has the characteristics of a legal entity.

According to the adopted legislation, the peasant (farm) economy independently resolves issues of production and economic activity, issues of organizing work and life. However, the decisions made on labor relations in the peasant farm should not contradict labor laws. If a peasant (farm) economy is created by an individual citizen, then he is its only member. He is given a land plot within one district land share. He can rent or buy additional land.

According to the Law "On the Peasant (Farm) Economy", members of such farms must be able-bodied members of the family and other citizens running a joint household. When leaving the KFH, its member can only receive the value of his land share. The peasant (farm) economy is headed by one of its members, who is elected at the meeting of the collective. This employee is called the head of the KFH. All documents are drawn up for him, and his name is registered with the land committee as Self employed. The head of the peasant (farm) economy is the representative of the interests of members of the peasant farm in all administrative, economic and judicial bodies.

A distinctive feature of this type of entrepreneurship is the full employment throughout the land of all members of the peasant farm. Income from the activities of the KFH should be the main one for its members.

Labor relations in a peasant (farmer) economy come from the moment of registration heads of peasant farms as individual entrepreneur. Every citizen of the Russian Federation who has reached the age of 18 and has work experience in agriculture, agricultural education and qualifications.

In KFH can work from the age of 14.

The head of a peasant (farm) economy is an employer and may enter into an agreement for the provision of services with an employee. For example, the head of the peasant farm enters into an agreement with the shepherd of the village to graze the personal livestock of the head of the peasant farm. Labor contract concluded between the head of the peasant farm and the employee must meet general requirements labor legislation. The head of the peasant (farm) economy is also responsible for maintaining the work books of his employees. The performance by the head of the KFH of his labor functions is part of his entrepreneurial activity. For the head of the peasant farm, his work in this economy is the main one, but in accordance with the Law "On the Peasant (Farm) Economy" it may not be the only one. The remaining members of the KFH independently decide on the procedure and degree of their employment in the economy.

In accordance with the norms of the Law "On Peasant (Farm) Economy" labor relations in each economy are regulated and regulated by its members. And the labor relations of employees are regulated and regulated by general rules labor law.

The head of a peasant (farm) economy is obliged to provide for his employees without hazardous conditions labor, and in case of exposure of workers to harmful and dangerous production factors- all means and devices necessary in accordance with the legislation of the Russian Federation personal protection. The head of a peasant (farm) economy is obliged to comply with the legislation regulating the work of women and adolescents, and is obliged to provide his employees with guaranteed rest. The regime of work and rest in a peasant (farm) economy must be rational, and the amount of wages must be no less than the minimum levels established by the state.

If a peasant (farm) economy is created by people who are not relatives, then labor relations and property relations can be additionally regulated in the economy by an agreement concluded by members of the peasant farm among themselves, internal labor regulations, which are approved at the general meeting of its members. For KFH members, in the column "information about work" an entry is made about the date of admission to the farm, and, as a rule, the profession (specialty) is not indicated. According to the above, in the peasant (farm) economy there is no such clearly delimited concept as the transfer of an employee from one job to another. In other words, in a peasant farm, the transfer of workers within the farm is possible without the consent of the worker. This translation is essentially a displacement. The norms of labor law that regulate working time and rest time, the activities of a peasant (farm) economy are reflected in its local regulations. KFH members are covered by state social insurance and security, therefore, members of the KFH receive benefits and other social benefits.

The remuneration of labor in a peasant (farm) economy, depending on the type of production activity (livestock, crop production, etc.), is differentiated by systems, forms and is established by agreement between the members of the peasant farm and its head.

There are no provisions in the Law "On Peasant (Farm) Farming" that would regulate the distribution of income of members of a peasant farm according to work. The procedure and method of calculating wages in each peasant farm is determined independently, and often the amount of wages depends on the amount of profit that the farm will receive for its production activities.

Discipline in a peasant (farm) economy is regulated, as a rule, on the basis of an oral agreement. The internal labor regulations for employees are adopted at a meeting of members of the peasant farm. The rules of the order of the peasant (farm) economy contain, for example, in addition to general rules, the rights and obligations of the head of a peasant (farm) economy, the size, timing and procedure for distributing income in the economy, labor protection rules, social rights of members of the peasant farm, the procedure for considering labor disputes.

In any case, all members of the peasant (farm) economy must conscientiously fulfill local regulations. In family farms, in addition to official incentives for special labor merit members, informal incentives may also apply.

In accordance with the legislation of the Russian Federation, such working conditions for workers should not be established in a farm that are worse than the requirements of the Labor Code of the Russian Federation, the Constitution of the Russian Federation, labor protection laws, the Rules for labor protection in crop production, animal husbandry and other branches of agriculture, the Law " About environmental protection", etc. On a farm, equipment, machinery and other equipment, inventory should only be used in good condition.

In case of exposure of members and employees of the KFH to harmful and dangerous production factors, the employer, namely the head of the KFH, must provide employees with all the means and personal protective equipment necessary in accordance with the law. For example, pregnant women - members of the KFH should be provided with maternity leave and other benefits.

If workers - members of the peasant farm are engaged in seed dressing, then they must be provided with special clothing, respirators and other protective equipment.

The head of the peasant (farm) economy must conduct all the necessary safety briefings for his members and employees. KFH members are allowed to work on a tractor and other agricultural machinery, but after the employee reaches the age of 17. Adolescents - members of the peasant farm should not work on the farm with pesticides, bacterial preparations, should not work on loading and unloading materials and products over 10 kg.

The members of the peasant farm must strictly follow the safety rules when working with any agricultural machinery, material when storing, storing and transporting products.

Termination of membership of a peasant (farm) economy is the basis for termination of labor relations.

2. The Constitution of the Russian Federation (adopted by popular vote on December 12, 1993).

3. Water Code Russian Federation dated November 16, 1995 N 167-FZ (VK RF) (with amendments and additions dated December 30, 2001, December 24, 2002, June 30, December 23, 2003, August 22, December 29, 2004 ., May 9, December 31, 2005).

4. Civil Code of the Russian Federation (Civil Code of the Russian Federation) (parts one, two and three) May, November 26, 2001, March 21, November 14, 26, 2002, January 10, March 26, November 11, December 23, 2003, June 29, July 29, December 2, 29, 30, 2004, March 21, May 9, July 2, 18, 21, 2005, January 3, 10, February 2, June 3, 30, July 27, 2006).

5. Labor Code of the Russian Federation of December 30, 2001 N 197-FZ (Labor Code of the Russian Federation) (as amended and supplemented on July 24, 25, 2002, June 30, 2003, April 27, August 22, December 29 2004, May 9, 2005, June 30, 2006).

6. the federal law No. 193-FZ of December 8, 1995 "On Agricultural Cooperation" .

7. Federal Law of July 19, 1997 N 109-FZ "On the safe handling of pesticides and agrochemicals" (as amended and supplemented on January 10, 2003, June 29, 2004).

8. Federal Law of July 17, 1999 N 181-FZ "On the Fundamentals of Labor Protection in the Russian Federation" (as amended and supplemented on May 20, 2002, January 10, 2003, May 9, December 26, 2005 .).

9. Federal Law of January 10, 2002 N 7-FZ "On Environmental Protection" (as amended and supplemented on August 22, December 29, 2004, May 9, December 31, 2005).

10. Law of the RSFSR of November 22, 1990 N 348-1 "On Peasant (Farm) Economy" (as amended and supplemented on December 27, 1990, June 24, 1992, April 28, December 24, 1993 , December 30, 2001, March 21, 2002).

11. Decree of the Presidium of the Supreme Soviet of the USSR of September 24, 1974 N 310-IX "On the working conditions of workers and employees engaged in seasonal work" (as amended on January 26, 1983).

12. Decree of the Council of Ministers - Government of the Russian Federation of February 6, 1993 N 105 "On new norms for maximum permissible loads for women when lifting and moving weights manually."

13. Decree of the Government of the Russian Federation of April 23, 1994 N 372 "On measures to ensure safety during the transportation of dangerous goods by car"(as amended and supplemented on March 16, 1997).

14. Decree of the Government of the Russian Federation of February 25, 2000 N 163 "On approval of the list of heavy work and work with harmful or dangerous working conditions, in the performance of which the use of labor of persons under eighteen years of age is prohibited" (as amended and supplemented on June 20, 2001 G.).

15. Decree of the Government of the Russian Federation of May 23, 2000 N 399 "On regulatory legal acts containing state regulatory requirements for labor protection."

16. Decree of the People's Commissariat of Labor of the USSR of October 11, 1932 N 185 "On approval of the new List of seasonal work" (as amended and supplemented on June 6, 1960, December 28, 1988).

17. Decree of the State Standard of the Russian Federation of September 21, 1994 N 15 "On approval of the "Procedure for the certification of products in the Russian Federation" (as amended and supplemented on July 25, 1996, July 11, 2002).

18. Decree of the Ministry of Labor of the Russian Federation of April 7, 1999 N 7 "On approval of the Norms of maximum permissible loads for persons under eighteen years of age when lifting and moving weights manually."

19. Decree of the State Standard of the Russian Federation dated May 3, 2000 N 25 "On Approval of the Document" Rules for Certification of Production Equipment ".

20. Decree of the Ministry of Labor of the Russian Federation and the Ministry of Education of the Russian Federation dated January 13, 2003 N 1/29 "On Approval of the Procedure for Training in Occupational Safety and Testing Knowledge of Occupational Safety Requirements for Employees of Organizations".

21. Decree of the Gosstroy of the Russian Federation of July 23, 2001 N 80 "On the adoption of building codes and regulations of the Russian Federation" Labor safety in construction. Part 1. General requirements".

22. Resolution of the Gosstroy of the Russian Federation of September 17, 2002 N 123 "On the adoption of building codes and regulations of the Russian Federation" Labor safety in construction. Part 2. Construction production".

23. Order of the Ministry of Transport of the Russian Federation of August 8, 1995 N 73 "On Approval of the Rules for the Transportation of Dangerous Goods by Road" (as amended and supplemented on June 11, October 14, 1999).

24. Order of the Ministry of Agriculture of the Russian Federation of June 20, 2003 N 887 "On approval of the Rules for labor protection during post-harvest processing and storage of sugar beet seeds".

25. Order of the Ministry of Agriculture of the Russian Federation of June 20, 2003 N 888 "On approval of the Rules for labor protection at enterprises for the storage and processing of grain."

26. Order of the Ministry of Agriculture of the Russian Federation of June 20, 2003 N 889 "On approval of the Rules for labor protection in crop production".

27. Order of the Ministry of Agriculture of the Russian Federation of June 20, 2003 N 891 "On approval of the Rules for labor protection during the operation of cleaning facilities Wastewater organizations processing agricultural raw materials.

28. Order of the Ministry of Agriculture of the Russian Federation of June 20, 2003 N 894 "On approval of the Rules for labor protection when performing agricultural work in conditions of radioactive contamination of the territory."

29. Order of the Ministry of Agriculture of the Russian Federation of June 20, 2003 N 898 "On approval of the Rules for labor protection during the storage of fruits and vegetables".

29. Order of the Ministry of Agriculture of the Russian Federation of June 20, 2003 N 899 "On approval of the Rules for labor protection for agricultural workers when using pesticides and agrochemicals".

2. Voronov Yu.I., Kovalev A.N., Ustinov A.N. Agreecultural machines. Agreecultural equipment: Tutorial. M.: graduate School, 1968.

3. Kumsiev Sh.A. Safety rules when working with animals. Moscow: Kolos, 1979.

4. Manoilov V.E. Fundamentals of electrical safety. L.: Energoatomizdat, 1985.

5. Semenov V.M. Work on a tractor. Moscow: Agropromizdat, 1988.

In case you are looking for a sample document like « Labor contract. Labor Relations" on this topic "Exemplary agreement of a peasant (farm) economy on the hiring of citizens", You can print this template.

Model agreement for a peasant (farm) economy on the employment of citizens "____" _______________20__ Peasant (farm) economy _________________________ represented by (name) ____________________________________, located in the village ___________ (f., l., o. head of the economy) (village, _____________ on the territory of ___________________ rural (settlement) settlement) (name) of the Council, ____________________ region (krai, republic), hereinafter referred to as "peasant economy" on the one hand and a citizen ____________________ ________________________________ 20___ birth, by specialty _____ (full name, full name) ______________ living in a village (settlement, village) __________ (name) (specify) at the address __________________________________ on the territory of the rural settlement) Council, ____________________ district, passport series __________, N _______, issued on "___" ___________ 20___ ________________ by the police department ___________________, hereinafter referred to as "citizen", have concluded an employment contract between themselves as follows: ) 1. Ensure safe working conditions in the workplace. 2. Pay monthly for the work of a citizen no later than ______ of the next month, based on official salary ______________ rubles. Note: The salary should not be lower than that of workers of the corresponding professions in collective farms, state farms. 3. Set the following conditions (mode) of working time: _____ (hours) of working time: ______ (hours) working day (with an hour lunch break) with a five-, six-day working week, with the provision of ___ ____ (days) days off and holidays lasting _______ (name) calendar days after 11 months of work. Start time ______ hours, finish _______ hours. 4. Remuneration for overtime work (after the working day, on weekends) shall be entered in the amount of ____________. 5. Timely make entries in work book citizen when hiring and dismissing from work. 6. Make monthly social insurance contributions for the citizen. 7. Compensate for material damage to a citizen for injury or other damage to health associated with the performance of his labor duties in accordance with the current legislation of the RSFSR. II. The citizen undertakes: 1. To carry out the work entrusted to him _______________________ (name) in a qualified manner, with high quality. 2. When performing work, observe zootechnical, veterinary, agrotechnical requirements, safety regulations, fire protection, and environmental protection. 3. Take care of livestock, seeds, agricultural machinery, equipment, buildings, inventory and other property of the farm. 4. Observe the working hours established in clause 1.3. III. A responsibility. 1. All disputes arising from non-fulfillment or improper fulfillment of obligations stipulated by the contract shall be settled in accordance with the procedure established by the legislation of the RSFSR. 2. In case of non-compliance with contractual obligations, the parties have the right to unilaterally terminate the contract after the end of the agricultural year, by notifying the other party of this at least two months in advance. This agreement is made in triplicate; one is with the head of the peasant economy ______________________________ the second with (f., i., o.) citizen ____________________________, - the third in the rural (village) (f., i., o.) Council of People's Deputies ______________________________ (indicate the name) amended by agreement of the parties. Head of the peasant economy Citizen ____________________________ ____________________________ signature signature Seal The agreement was registered in ___________________ rural (settlement) Council of People's Deputies. Council Secretary ____________________ F., I., O. _________________ (name) signature, seal "______" ______________20__

Labor contract

peasant (farm) economy on hiring citizens to work on the farm

"_____-" _______________ 20__

Peasant (farm) economy _______________________________, (name)
located in the village ___________________________________ on the territory
(village, township)
_______________________ village (settlement) Council, _________________
(name) (name)
region (krai, republic), hereinafter referred to as the Employer, represented by
______________________________________________, acting on the basis
(last name, first name, patronymic of the head of the farm)
____________________________________, on the one hand, and a citizen of Russia
_______________________________________, hereinafter referred to as the Employee,
(full name)
have entered into this employment contract with each other as follows:

I. Peasant economy - the Employer hires an Employee to work in the specialty _____________________ for a period of _________________ (specify) (month, years) and undertakes:
1.1. Ensure safe working conditions in the workplace.
1.2. Pay monthly for the work of the Employee no later than _________ of the next month, based on the amount of earnings in __________________________ (in figures and words) ____________________ rubles.

1.3. Conditions (mode) of working time: ____________ (hours) of working time: ____________ (hours) working day (with hourly lunch break) with a five-, six-day working week, with the provision of __________ (days) days off and leave lasting ____________ (name) calendar days after 11 months of work. Start time __________ hours, finish __________ hours.
1.4. Remuneration for overtime work (after the working day, on weekends) shall be carried out in the amount of __________.
1.5. Timely make entries in the Employee's work book when hiring and dismissing from work.
1.6. Make monthly social insurance contributions and other payments for the Unified Social Tax for the Employee.
1.7. Compensate for material damage to the Employee for injury or other damage to health associated with the performance of his labor duties, in accordance with the current legislation of the Russian Federation.

II. The employee undertakes:
2.1. Perform the work entrusted to him _________________________________ (name) qualified, with high quality.
2.2. When performing work, observe zootechnical, veterinary, agrotechnical requirements, safety regulations, fire safety, environmental protection, etc.
2.3. Take care of the land, livestock, seeds, agricultural machinery, equipment, buildings, inventory and other property of the peasant economy.
2.4. Comply with the working hours set out in this employment contract.

III. A responsibility.
3.1. Disputes and disagreements that may arise in the performance of the terms of this employment contract, the parties will seek to resolve it in a friendly way by mutual agreement. If a mutually acceptable solution is not reached, the dispute may be referred for resolution in the manner prescribed by the labor legislation of the Russian Federation.
3.2. In case of significant violations and non-compliance with contractual obligations, the parties have the right to unilaterally terminate the contract after the end of the agricultural year, having previously notified the other party at least two months in advance.
3.3. This employment contract during the period of its validity may be amended or supplemented by the parties to it.
At the same time, all these changes and additions will have legal force only in cases of their written execution and signing by the parties as an integral part of this employment contract.

IV. For all issues that have not found their solution in the terms (provisions) of this employment contract, but directly or indirectly arising from the relationship of the Employer and the Employee on it from the point of view of the need to protect their property and moral rights and interests protected by law, the parties to this employment contract will be guided by the provisions of the Labor Code of the Russian Federation and other relevant mandatory regulations of the Russian Federation.

V. Data of the parties to the contract:

This employment contract was signed in the mountains. ________________ _____________ 20__ in two copies: one for each of the parties, and both copies have equal legal force.

Signatures of the parties to the employment contract:

___________________ (Surname, first name) ________________ (Surname, first name)
Employer Employee

9.1. The Parties to the Agreement consider ensuring the safety of life and health of employees in the process labor activity one of the main priorities of its activity. In order to improve working conditions and labor protection, industrial and environmental safety in the organizations of the agro-industrial complex of the parties to the Agreement:

Interact in the field of labor protection, environmental protection;

Provide methodological assistance to agricultural organizations in the development and implementation of territorial targeted programs to improve the conditions and labor protection of workers;

Contribute to the strengthening of the labor protection service in the agro-industrial complex;

Distribute advanced domestic and overseas experience work to improve working conditions and labor protection;

Contribute to the ratification of the ILO Convention N 184 "On safety and health in agriculture" and its implementation.

9.2. Employers:

Ensure the implementation in organizations of legislative and other regulations on labor protection, compliance with the regime of work and rest of employees;

Create working conditions that meet the requirements of labor protection at each workplace and take the necessary measures to prevent occupational injuries and occupational diseases;

Allocate the necessary funds for the implementation of labor protection measures;

Develop labor protection instructions and familiarize employees with labor protection requirements;

Carry out, in accordance with the requirements of regulatory legal acts, a phased certification of workplaces for working conditions with the participation of representatives of primary trade union organizations in attestation commissions;

Implement measures to mechanize work, including those providing for the relief of women's work when moving heavy loads;

Establish compensation for work with harmful and (or) dangerous working conditions that cannot be eliminated with the current technical level of production and labor organization;

Provide employees with overalls, special footwear, other personal protective equipment, flushing and neutralizing agents in accordance with established standards in accordance with applicable regulatory legal acts;

Direct at least 0.2 percent of the cost of production of products (works, services) to finance measures to improve conditions and labor protection;

Organize preliminary and periodic medical examinations employees of the organization in accordance with the Labor Code of the Russian Federation;

Provide sanitary and preventive care for employees in accordance with the requirements of labor protection;

Provide compulsory social insurance of employees against industrial accidents and occupational diseases;

Organize investigation and accounting (in the manner prescribed by Labor Code of the Russian Federation and other regulatory legal acts) industrial accidents and occupational diseases.

9.3. Employers together with the elected bodies of the primary trade union organizations:

Create committees (commissions) for labor protection and organize their work;

Conduct training of authorized (trusted) persons on labor protection;

They organize control over the state of working conditions at workplaces, as well as over the correct use of personal and collective protective equipment by employees.

9.4. To collective agreement attached:

Plan of measures to improve and improve working conditions in the workplace, indicating the amount of funds required for their implementation by years;

List of industries, professions and positions, employees of which are given milk or other equivalent food products free of charge;

The list of works and production factors at which employees are given flushing and neutralizing agents free of charge, the norms for their issuance;

The list of mandatory for the issuance of overalls, safety shoes, including warm, other personal protective equipment and the norms for their issuance;

List of employees who are granted additional paid leave due to harmful and dangerous working conditions, indicating its duration;

List of authorized (trusted) persons of the Trade Union for labor protection, the number of hours of free time provided to authorized (trusted) persons to perform the functions assigned to them, and the procedure for their payment.

9.5. An employee's refusal to perform work in the event of a danger to his life and health due to violation of labor protection requirements or from performing heavy work and work with harmful or dangerous working conditions not provided for by the employment contract does not entail bringing him to disciplinary liability.

9.6. Ministry of Agriculture of Russia, Rosselkhoznadzor, Rosselkhozakademiya, Rosagropromobedinenie, ACCOR:

Organize the development of departmental target program improvement of working conditions and labor protection;

Conduct training for labor protection specialists of agro-industrial complex organizations.

9.7. Union:

Implements union control in the field of environmental protection, participates in environmental protection activities, organizes and conducts a public environmental review in accordance with the established procedure, prevents the adoption of decisions, the implementation of which may have a negative impact on environment life, health and property of citizens;

Takes part in the preparation of sectoral events to improve working conditions and prevent injuries, as well as in the development of industry regulations governing the issues of labor protection, occupational morbidity and environmental safety;

Carries out trade union control over compliance with labor protection legislation;

Protects the legitimate interests of employees affected by accidents at work and occupational diseases;

Ensures the election of authorized (trusted) persons for labor protection in each structural unit and in the organization as a whole;

Conducts explanatory work among employees about the need to comply with the rules and norms of labor safety at work.