The right of workers to work under conditions consistent with labor protection requirements is established by Art. 219 of the Labor Code of the Russian Federation. Every employee has the right to workplacecomplying with labor protection requirements. The obligation to ensure safe working conditions is laid on the employer. So, part 1 of article 212 of the Labor Code of the Russian Federation establishes that the employer is obliged to ensure the safety of workers during the implementation of technological processes, as well as the working conditions corresponding to labor protection requirements at each workplace. According to Article 11, 32 Federal Law of 03.30.1999 No. 52-ФЗ “On the Sanitary and Epidemiological Welfare of the Population”, all individual entrepreneurs and legal entities are required to comply with the requirements of sanitary legislation, carry out production control of compliance with sanitary rules when performing work, providing services, manufacturing, transportation, storage and product sales. In addition, the Russian Federation has numerous sanitary rules and other by-laws that establish regulatory requirements for labor protection. The problem is that many employers do not fulfill labor protection requirements, try to circumvent them or create the appearance of their implementation at minimal cost.

Temperature mode

One of the factors affecting the employee in the process of labor activity is the temperature regime. Elevated air temperatures at the workplace adversely affect the health of workers and can even threaten their lives if the standard indicators are significantly exceeded.

Regulatory requirements for air temperature at workplaces are established by the Sanitary Rules and Norms (SanPiN) 2.2.4.548-96 “Hygienic Requirements for the Microclimate of Industrial Facilities” (approved by the Decree of the State Sanitary and Epidemiological Supervision of the Russian Federation No. 21 dated 01.10.1996). These sanitary rules are aimed at preventing the adverse effects of the microclimate of workplaces and industrial premises on the well-being, functional state, working capacity and human health. SanPiN 2.2.4.548-96 are mandatory for all enterprises and organizations and apply to microclimate indicators at workplaces of all types of industrial premises. At the same time, industrial premises should be understood as enclosed spaces in specially designed buildings and structures, where labor activity is carried out continuously (on shifts) or periodically (during the working day). Practically any premises where people work: from offices to production workshops are suitable for this definition. Workplace - a section of the premises where labor is carried out during a shift or part of it. The workplace may be several sections of the production premises or its entire area, depending on where the work is performed.

According to paragraph 1.4 of SanPiN 2.2.4.548-96, managers of enterprises, organizations and institutions, regardless of ownership and subordination, are required to bring workplaces in compliance with the microclimate requirements provided for by these sanitary rules in order to ensure production control.

Obviously, the concept of the microclimate of industrial premises is broader than the concept temperature condition. The employee may feel that it is hot and stuffy. But in addition to air temperature, other factors also affect it. The microclimate in industrial premises, in addition to air temperature, is characterized by indicators such as surface temperature; relative humidity; air velocity, heat exposure. If the permissible values \u200b\u200bare exceeded, all these factors create an overall feeling of discomfort for the employee, and lead to a decrease in working capacity and a deterioration in well-being.

SanPiN 2.2.4.548-96 establish the optimal and permissible microclimate conditions. This takes into account the intensity of energy consumption of workers, the time of completion of work and the period of the year.

Job Categories

All possible work in accordance with Appendix 1 to SanPiN 2.2.4.548-96 is divided into categories based on the intensity of energy expenditure of the human body, expressed in kcal / h (W).

Category Ia includes work with an energy consumption of up to 120 kcal / h (up to 139 W), performed while sitting and accompanied by insignificant physical stress (a number of professions in precision instrumentation and machine-building enterprises, watchmaking, sewing, management, etc. .).

Ib category includes work with an energy consumption of 121 - 150 kcal / h (140 - 174 W), performed while sitting, standing or associated with walking and accompanied by some physical stress (a number of professions in the printing industry, in communications, controllers, craftsmen in various types of production, etc.).

Category IIa includes work with an energy consumption of 151 - 200 kcal / h (175 - 232 W), associated with constant walking, moving small (up to 1 kg) products or objects in a standing or sitting position and requiring a certain physical stress (a number of professions in mechanical assembly workshops of machine-building enterprises, spinning and weaving, etc.).

Category IIb includes work with an energy consumption of 201 - 250 kcal / h (233 - 290 W), associated with walking, moving and carrying heavy loads up to 10 kg accompanied by moderate physical stress (a number of professions in mechanized foundry, rolling, blacksmithing, thermal, welding workshops machine-building and metallurgical enterprises, etc.).

Category III includes work with an energy consumption of more than 250 kcal / h (more than 290 W), associated with the constant movement, movement and carrying of significant (over 10 kg) weights and requiring great physical effort (a number of professions in blacksmith shops with manual forging, foundries with manual stuffing and filling of flasks at machine-building and metallurgical enterprises, etc.).

Seasonal factor

Cold and warm periods of the year, according to p.p. 3.3, 3.4 SanPiN 2.2.4.548-96, are characterized by an average daily outdoor temperature of +10 and below (cold period) and above +10 (warm period).

The optimal microclimate conditions are established according to the criteria of the optimal thermal and functional state of a person and provide a general and local sensation of thermal comfort during an 8-hour shift with minimal stress on the mechanisms of human thermoregulation, do not cause deviations in the state of health, create the prerequisites for high performance. Such microclimate conditions are naturally most preferred in the workplace. It is such a microclimate that exists in the workplaces of top managers and senior executives.

For the warm period of the year SanPiN 2.2.4.548-96 establish the following optimal air temperature indicators, depending on the category of work in terms of energy consumption:

Ia - 23 - 25

Ib - 22 - 24

IIa - 20 - 22

IIb - 19 - 21

III - 18 - 20

When, however, due to technological requirements, for technical and economically justified reasons, optimal working conditions cannot be ensured, SanPiN 2.2.4.548-96 establish the permissible microclimate conditions. Permissible microclimatic conditions are established according to the criteria of an allowable thermal and functional state of a person for a period of 8-hour work shift. The permissible microclimate conditions do not cause damage or disruption to the state of health, but can lead to the appearance of general and local sensations of thermal discomfort, to tension of the thermoregulation mechanisms, deterioration of well-being and a decrease in working capacity.

For the warm season, depending on the category of work, the following permissible values \u200b\u200bof air temperature are established in the range above the optimal values:

Ia - 25.1 - 28

Ib - 24.1 - 28

IIa - 22.1 - 27

IIb - 21.1 - 27

III - 20.1 - 26

If these air temperature indicators are exceeded in the workplace during the warm season, the fact of non-compliance of working conditions with labor protection requirements and, consequently, violation of labor protection requirements by the employer is evident.

Harmful and dangerous working conditions

In some industries, there are certain types of industries where it is impossible to establish acceptable microclimate conditions due to technological requirements for the production process or economically feasible inappropriate (for example, metallurgical, pulp and paper production, etc.). Obviously, it is not possible to hang blast furnaces with air conditioners in order to achieve acceptable air temperatures. The microclimate in such industries will always be unfavorable. In such production facilities, working conditions should be considered harmful and dangerous. In order to prevent the adverse effects of the microclimate on workers, the employer, according to clause 6.10 of SanPiN 2.2.4.548-96, is obliged to use protective measures, such as: the use of local air conditioning systems; air showering; Compensation of the adverse effects of elevated air temperature by changing other microclimate indicators; issuing appropriate protective clothing and other personal protective equipment to employees; a change in the regulation of working time, including the establishment of breaks in work, a reduction in the working day, an increase in the duration of leave, etc.

Appendix 3 to SanPiN 2.2.4.548-96 establishes restrictions on the time spent by workers at workplaces in case air temperature deviates from acceptable normative indicators depending on the category of work. So, at an air temperature of 32.5 and categories of work Ia, Ib, workers can stay at the workplace for no more than 1 hour (continuously or in total for a shift); workers whose work belongs to categories IIa, IIb may be in the workplace for 1 hour at an air temperature of 31.5; and in category III jobs, workers can work no more than 1 hour at an air temperature of 30.5. Therefore, if the indicated air temperature is exceeded, working even the shortest time is at least unsafe; labor in such conditions is not provided for by sanitary rules. Unfortunately, this Application is advisory in nature and does not oblige employers to strictly implement it. Nevertheless, his recommendations are well-founded, and if the employer, who does not provide acceptable microclimate conditions at the workplace, does not want to follow the recommendations, then he must take other measures to protect workers from the adverse effects of high air temperature and other microclimate factors. The employer can increase the duration of the lunch break to two hours (Article 128 of the Labor Code of the Russian Federation), because in the vast majority of organizations it is one hour; introduce additional breaks at their enterprises and organizations; shorten the work day. According to Part 1 of Art. 109 of the Labor Code of the Russian Federation for certain types of work, it is envisaged to provide employees with special breaks during working hours due to technology and organization of production and labor. The types of these works, the duration and procedure for the provision of such breaks are established by the internal labor regulations. The employer, taking into account the opinion of the trade union body, may introduce the relevant provisions in these rules and establish additional breaks. Also, no one is preventing employers from taking air temperature measurements at workplaces and issuing an order to reduce working hours based on SanPiN 2.2.4.548-96. Thus, there are now opportunities to protect workers from the adverse effects of heat.

It should be noted that for violation of the legislation in the field of ensuring sanitary and epidemiological welfare of the population, expressed in violation of existing sanitary rules and hygienic standards, failure to comply with sanitary-hygienic and anti-epidemic measures, administrative liability is provided (Article 6.3 of the Administrative Code of the Russian Federation). This offense entails a warning or an administrative fine on citizens in the amount of from 100 to 500 rubles .; for officials - from 500 to 1000 rubles; for persons engaged in entrepreneurial activities without forming a legal entity - from 500 to 1000 rubles. or administrative suspension of activities for up to 90 days; for legal entities - from 10,000 to 20,000 rubles. or administrative suspension of activities for up to 90 days.

How to influence the employer

Eliminating the adverse effects on workers of elevated air temperatures, creating acceptable (especially optimal) microclimate conditions in production facilities is not cheap, it requires significant financial costs from the employer. For this reason, many employers neglect sanitary rules and do not create proper working conditions (and some do so simply because of a disregard for employees). And the employees themselves often contribute to the emergence of such situations, being afraid to report unbearable conditions at the workplace to management about violations of labor protection rules. (Apparently, this is the way the majority of Russian workers work: first we lose our health by earning money, and then we lose money already, trying to restore our health ...)

Nevertheless, if the employer does not provide acceptable microclimate conditions, workers have many opportunities to influence such an unscrupulous employer and protect their right to work in a healthy and safe environment.

Article 45 of the Constitution of the Russian Federation states: “Everyone has the right to protect his rights and freedoms by all means not prohibited by law.” An employee has the right to protect his labor rights, freedoms and legitimate interests by all means not prohibited by law (part 1 of article 21 of the Labor Code of the Russian Federation). This method is expressly provided for by labor law - this is self-protection by an employee of labor rights.

In accordance with Art. 379 of the Labor Code of the Russian Federation for the purpose of self-defense of labor rights, the employee, having notified the employer or his immediate supervisor or other representative of the employer in writing, may refuse to perform work that directly threatens his life and health, with the exception of cases provided for by the Labor Code of the Russian Federation and other federal laws. (For example, according to Article 4 of the Labor Code of the Russian Federation, an employee will not be able to refuse work performed in emergency situations, that is, in the event of a disaster or a threat of disaster - fires, floods, famines, earthquakes, epidemics or epizootics, and in other cases posing threaten the life or normal living conditions of the entire population or part thereof.) In addition, Part 1 of Art. 219 of the Labor Code of the Russian Federation expressly stipulates the right of an employee to refuse to perform work if there is a danger to his life and health due to a violation of labor protection requirements (with the exception of cases provided for by federal laws) until such a danger is eliminated. At the time of refusal of such work, the employee retains all rights stipulated by labor legislation and other acts containing labor law standards. And the employer or his representatives do not have the right to prevent employees from exercising their self-defense of labor rights (Article 180 of the Labor Code of the Russian Federation).

If the employee refuses to perform work in the event of a danger to his life and health, the employer is obliged to provide him with another job at the time of eliminating the danger (part 4 of article 220 of the Labor Code of the Russian Federation). If the provision of other work is not possible, the employer, according to Part 1 of Art. 57 of the Labor Code of the Russian Federation, is obliged to pay the employee downtime arising in connection with a legitimate refusal to perform work in the amount of at least 2/3 of the average employee's earnings. This is due to the fact that in accordance with Part 1 of Art. 212 of the Labor Code of the Russian Federation, the obligations to ensure safe working conditions and labor protection are assigned to the employer, and the downtime caused by the non-fulfillment of these duties is considered downtime through his fault.

To force the employer to provide acceptable temperature conditions   at workplaces, employees can use the following algorithm of actions. (These actions will have the greatest effect if all workers working in adverse conditions or most of them are involved in protecting their rights - collective action is always more effective.)

First of all, workers need to jointly measure the air temperature in the workplace. For this, you can use a conventional household thermometer. To avoid errors (if the thermometer is defective or faulty), you can use several different thermometers.

The obtained air temperature values \u200b\u200bare compared with the requirements of SanPiN 2.2.4.548-96. If the air temperature exceeds permissible normative indicators, then working conditions pose a threat to the health and life of workers, and they have the right to refuse to work until the employer eliminates this danger.

Further, the obtained air temperature values \u200b\u200bmust be fixed by drawing up the corresponding act. The act must be drawn up in duplicate, signed by at least three workers, but it would be better if it was signed by all the workers who observed the temperature measurement. The contents of the act, see Appendix 1.

One copy of the act must be handed over to the immediate supervisor or another representative of the employer and require him to put his signature, date, time of adoption of the copy of the act on the second copy that remains with the employees. If the representative of the employer refuses to accept the act or make a mark of acceptance, you can hand him the act in the presence of at least two (and preferably as many as possible) witnesses. In such a situation, it’s good to fix the moment of delivery of the copy of the act on video, if it is not prohibited by the rules established by the organization.

Then each of the employees, in accordance with the requirements of Art. 379 of the Labor Code of the Russian Federation, must notify the employer of his refusal to work. This can be done by issuing an appropriate notice (see annex 2).

The notice is drawn up by each employee in two copies, one of which with a copy of the Act attached to it is handed to the representative of the employer, and the second, with the note of the representative of the employer on receipt, remains with the employee.

During the period of refusal of work, the employee may be absent from the workplace. After the employer reports on elimination of the danger to the health of the employee, the latter is obliged to resume work.

Annex 1

Act on the identification of violations of labor protection requirements

Date, place of drawing up the act (just indicate the name of the city where the organization is located)

We, the undersigned _______________ (listed by the full name of the employees), have drawn up this Act stating that _______________2011 at ___ h. ___ min. (date and time of temperature measurement) at the workplace ______________________________

(the workplace is specified by indicating its location - organization, workshop, site, premises - and the name of the position of the employee who works on it) the air temperature was ____ about C.

____________ / _____________ / "___" ____________2011

____________ / _____________ / "___" ____________2011

(signatures of employees with decryption of signature and date)

Appendix 2

To the head of the workshop (department, section, etc.) _______________________

from _______________________ (full name, position of employee)

Notification

I hereby inform you that the air temperature at my workplace exceeds the permissible values \u200b\u200bestablished by SanPiN 2.2.4.548-96, approved. Decree of the Sanitary Inspection of the Russian Federation dated 01.10.1996 No. 21.

In this regard, guided by Article.Article. 21, 219, 220, 379 of the Labor Code of the Russian Federation, I refuse to perform work in conditions that threaten my health until this danger is eliminated. I am ready to resume work after receiving a written notice of elimination of the danger.

According to Article 157, 212 of the Labor Code of the Russian Federation, downtime caused by my refusal to perform work due to non-compliance by the employer with labor protection requirements, please pay at least 2/3 of my average earnings.

Appendix: copy of the Act of _________2011

"___" __________2011 ________ / _________ / (date, signature with decryption)

The Labor Code of the Russian Federation obliges the employer to ensure safety and working conditions in accordance with state regulatory requirements for labor protection

1. Articles 209 and 212 of the Labor Code of the Russian Federation establish that one of the obligations of an employer is to conduct sanitary, sanitary, medical, preventive, rehabilitation and other measures in accordance with labor protection requirements. Currently, among the sanitary requirements for the working conditions of workers, the requirements for the temperature and humidity of industrial premises, which are established by SanPiN 2.2.4.548962 (hereinafter - SanPiN), are especially distinguished.

High air temperature is one of the factors that affects the decrease in performance. It follows from the SanPiN text that in summer the air temperature in the room should not exceed 25 ° C, and its relative humidity should be less than 40%. Such values \u200b\u200bprovide a feeling of thermal comfort during an 8-hour working day (shift), do not cause deviations in the state of health of employees, and also create the prerequisites for a high level of their performance and are preferred at workplaces.
Since the employer needs to ensure optimal microclimate conditions in the production premises, they must be equipped with heating, ventilation and air conditioning systems. The absence of an air conditioner, fan or their malfunctioning condition will result in excess temperature in the workplaces of employees. In other words, non-compliance with the established requirements will lead to a violation of the law and will pose a threat to the health of workers.
Office workers are included in category a. If the air temperature at the workplace is 30 ° С, then the duration of their working day cannot exceed 5 hours, 31 ° С - 3 hours, 32 ° С - 2 hours, and 32.5 ° С - 1 hour.

The basis for reducing working time are microclimate indicators, which are determined in the manner prescribed by section 7 SanPiN. The employer needs to create a commission that will measure the temperature at the workplace. Based on the survey results, a protocol is compiled. In it, the commission reflects the measurements taken and gives their assessment of compliance with regulatory requirements.

If the temperature exceeds the permissible values, the employer must reduce the working hours of employees in accordance with the requirements of SanPiN. To do this, he needs to issue an order (with reference to the protocol on measuring air temperature at workplaces).

Lawyer comment:

In SanPiN 2.2.4.54896 “Hygienic requirements for the microclimate of industrial premises” it is said that to protect workers from possible overheating or cooling, when the air temperature at the workplace is above or below the permissible values, the time spent at the workplace (continuously or in total for the workplace shift) should be limited.

The specified SanPiN, of course, refers to the state regulatory requirements for labor protection and primarily solves labor protection issues. It talks about limiting the time workers stay at work when exceeding the maximum permissible temperatures on a working day (shift). However, the concept of “time spent” is not identical to the concept of “length of working time”.

This SanPiN establishes the obligation for the employer to modify the mode of work and rest of work, as required by Article 212 of the Labor Code of the Russian Federation, so that the time spent at the workplace with adverse production factors meets hygiene requirements. It seems that this obligation can be fulfilled in various ways (letting workers go home earlier, introduce additional breaks, equip a lounge, move to another workplace, etc.).

If the employer does not fulfill this obligation, he simultaneously commits two offenses:
- violation of sanitary rules, since jobs do not comply with these rules in terms of temperature;
- violation of labor legislation, namely labor protection standards, as employees work in adverse conditions.

This means that if the employer does not limit the time spent at the workplace at elevated temperatures, does not provide the employee with other work, it turns out that the time spent at the workplace6 becomes equal to the duration of the daily work / shift7.

Therefore, in this case, indeed, overtime hours arise for employees, since they work on the initiative of the employer outside the working hours set for them.

Thus, employees can be advised to file complaints with both the authorities of the Federal Service for Supervision of Consumer Rights Protection and Human Well-Being (Rospotrebnadzor) and labor inspectorates. The fine established by the Code of Administrative Offenses of the Russian Federation for legal entities for violations of sanitary rules is comparable to the costs of the purchase and installation of air conditioners and fans.

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Workplace temperature: SanPiN 2016

Actual date: September 5, 2016

From January 1, 2017, all employers and workers will have to comply with the new Sanitary and Epidemiological Requirements for Physical Factors at Workplaces (approved by Resolution of the Chief State Sanitary Doctor of the Russian Federation dated June 21, 2016 N 81). The updated sanitary and epidemiological rules and regulations (SanPiNah) define the standards for the impact of such physical factors as:

• microclimate;
• vibration;
• electric, magnetic, electromagnetic fields, etc.

Standards are the maximum permissible levels of factors. Their impact within the established limits for an employee working 8 hours a day (no more than 40 hours a week) should not lead to diseases or deviations in his state of health (Clause 1.4 of SanPiN 2.2.4.3359-16).

In connection with the introduction of new rules, some of the previously approved SanPiNs are no longer valid from 2017. For example, SanPiN 2.2.4.1191-03 "Electromagnetic fields in a production environment" (paragraph 2 of the Decree of the Chief State Sanitary Doctor of the Russian Federation of June 21, 2016 N 81).

The most pressing issue for both employers and employees is what should be the temperature at the workplace according to SanPiNu 2016.

SanPiN: temperature at the workplace

SanPiN sets the optimal temperature values \u200b\u200bat the workplace among the indicators of the microclimate. These include (paragraph 2.2.1 of SanPiN 2.2.4.3359-16):

• air temperature;
• surface temperature;
• relative humidity;
• air speed.

Standards of values \u200b\u200bfor these indicators are determined separately for the warm and cold season. Cold is considered the time when the average daily outdoor temperature is +10 ° C and below. If the temperature outside the window is higher, then this is the warm season (Sec. 2.1.5 SanPiN 2.2.4.3359-16). That is, the temperature at the workplace according to SanPiNu in summer and winter may differ, but not much. Indeed, at any time of the year a person needs a thermal balance with the environment (paragraph 2.1.1 SanPiN 2.2.4.3359-16).

In addition, a different temperature regime is provided for workers engaged in different types of work - depending on the energy consumption of employees. So, for example, sewing workers, like most office workers, are among those who spend the least energy during the working day - up to 139 watts. They carry out work of category Ia (Appendix 1 to SanPiN 2.2.4.3359-16). The following microclimate indicators have been established for them (paragraph 2.2.5 of SanPiN 2.2.4.3359-16):

• for individual entrepreneurs in the amount of from 2 to 5 thousand rubles;
• for organization - from 50 to 80 thousand rubles.

A violation of specific sanitary rules and hygiene standards entails a fine (Article 6.3 of the Administrative Code):

• for individual entrepreneurs in the amount of 500 to 1000 rubles .;
• for an organization - from 10 to 20 thousand rubles.

Or suspension of the activities of individual entrepreneurs or legal entities for up to 90 days.

What external factors affect employee productivity? A similar question, of course, should be asked by any leader who is eager to take care of his subordinates and increase his monthly revenue. Unfortunately, features that are obvious at first glance often go unnoticed. So, for example, at enterprises, both small and large, the temperature standards at the workplace are often ignored. In this case, it is necessary to take into account the fact that not every employee will be able to fully work, freezing or suffering from unbearable heat.

Who controls the weather at work?

Are there official documents regulating such indicators? Yes there are. These are SanPin standards for temperature in the workplace. The regulations contained in them apply to absolutely all companies and all employees (regardless of the size of the company and its nationality).

All information in the norms can be divided into two main blocks: temperature recommendations for various categories of employees and the employer's responsibility for their violation. Among other things, the norm of air temperature at the workplace is also regulated by Article 212 of the Labor Code of our country, which states that the employer is obliged to provide favorable conditions and conditions for work and recreation for its employees.

How to protect yourself in the workplace?

What can an employee do if the temperature in the workplace is above normal? If a person realizes the real risks to his health in such a situation, then it is quite possible to temporarily refuse to perform his duties. For this, it is necessary to draw up an official written statement and pass it on to the higher management.

The document should contain information that the performance of the work provided for by the labor contract threatens certain risks to health. It will be useful to refer to the 379th article of the Labor Code, which contains information about the legality of such intentions. If the paper is prepared in accordance with all the rules, then the employee will not only not lose, but will retain all existing rights. However, do not overdo it in your desire to take a break from work, it is likely that the authorities will offer you alternative options.

How to get around the law without breaking it?

Management has its own loopholes and workarounds. The thing is that SanPin in his documentation indicates such a thing as "time spent", and not "the length of the working day." Simply put, an employer is not always required to let an employee go home early if they are uncomfortable to comply with the law. He can take the following measures:

• To organize an additional break in the middle of the working day indoors with conditions more suitable for rest.
• Transfer workers to another room that meets the requirements.

Sanitary standards: summer workplace temperature

Of course, most of all the temperature standards at the workplace excite office employees, but it is difficult to say what this trend is connected with. It should be noted that managers, secretaries and other employees of intellectual work are categorized as workers with insignificant physical activity. It is believed that the normal temperature for them should fluctuate in the range from 22.2 to 26.4 (20-28) degrees of heat. Any deviation from the established figures should lead to a reduction in working hours. The reduction scheme is as follows:

• 28 degrees - 8 hours;
• 28.5 degrees - 7 hours;
• 29 degrees - 6 hours and so on.

According to a similar algorithm, the term of fulfilling labor duties in the office is reduced to a temperature of 32.5 degrees above zero. With such initial data, labor is allowed no more than one hour. With the above work, it is completely required to cancel or transfer to another room.

Sanitary standards: temperature in winter

It should be noted that employees in the workplace can suffer not only from the stuffiness and heat, but also from the cold (such situations are even more dangerous, but they are much less common). What is the minimum permissible temperature at the workplace? To begin with, we will discuss the algorithm of the day in cool conditions for office employees. The number of working hours for them begins to decline from 20 degrees according to the following scheme:

• 19 degrees - 7 hours;
• 18 degrees - 6 hours;
• 17 degrees - 5 hours and so on.

The final mark of 13 degrees of heat implies the work of an office employee in an unheated room for one hour, at lower rates of work it is required to cancel at all.

It should be noted that the above norms apply exclusively to production and office premises, requirements for social facilities also exist, but are slightly different. For example, the recommended temperature for clinics is about 20-22 degrees.

Classification of all professions

SanPin standards for temperature at the workplace differ for each category of employees. There are three main categories, of which two are also divided into additional subgroups:

• 1a. Energy consumption up to 139 watts. Insignificant physical activity, performance of labor duties in a sitting position.
• 1b. Energy consumption from 140 to 174 watts. Insignificant physical stress in the performance of duties that can be carried out both sitting and standing.
• 2a. Energy consumption from 175 W to 232 W. Moderate physical stress, the need for regular walking, moving loads up to 1 kg in a sitting position.
• 2b. Energy consumption 233-290 watts. Active, but moderate physical activity, consisting in constant walking and moving loads weighing up to 10 kilograms.
• 3. Energy consumption from 290 watts. Intense load, requiring considerable strength and recoil. It consists in walking, carrying large loads.

You should not assume that the higher the category of employee, the more carefully the temperature standards at the workplace should be observed in the summer and in the winter season. In fact, the law requires the protection of every person very carefully. Moreover, people engaged in active physical labor are much easier to tolerate coolness, as they have the opportunity to warm themselves from the efforts made.

Where to go for help?

What to do if the temperature at the workplace is violated and management continues to force employees to work? In this situation, the time that goes beyond the limits given in the laws can be considered processing. And processing, as you know, should be paid in double size.

Where can I complain that the temperature at the workplace is occasionally or regularly violated? Unfortunately, there is no institution officially dealing with this issue. However, if necessary, all of their complaints regarding the unsatisfactory organization of conditions at the workplace, employees can send to the local labor inspectorate, which can record the complaint and initiate proceedings on it.

In addition to your wishes for organizing a comfortable temperature at the workplace in your company, it is possible to send them to Rospotrebnadzor, they will also help you solve the disputed situation with the employer.

The size of the punishment and its types

What punishment can an unlucky employer run into? The simplest is a regular fine, the size of which can range from 10 to 20 thousand rubles. Much worse for any organization is the temporary suspension of its activities, which can last up to 90 days. To avoid punishment, it is necessary either to improve the existing conditions, or the employee to the necessary standards in this case.

How to eliminate violations?

How can I achieve the required temperature at the workplace in the summer? Perhaps the only effective way to resolve this issue is to install modern air conditioners, as well as maintaining the existing ventilation system at a high level. No open windows and drafts will help to create comfortable conditions in the heat, but will only ensure the distillation of heated air from room to room. Another disadvantage of this method is the high risks of colds among people in the room.

With regard to the need to increase air temperature, the most appropriate is the use of a central heating system.