FROMJuly 1 2013 to electric powergetics set a new size of the Minimum monthly wage rate for workers of the first category.

On July 9, a regular meeting of the bilateral Commission on the regulation of social and labor relations in the electric power industry was held. Andrey Taroev took part in the work of the commission from the Primary Trade Union Organization of the All-Russian Electric Trade Union Karelenergo. The meeting was attended by all the chairmen of the trade union organizations of the branches and the executive office of IDGC of the North-West: Arkhenergo, Vologdaenergo, Executive office, Karelenergo, Kolenergo, Komienergo, Novgorodenergo, Pskovenergo . In accordance with the Sectoral Tariff Agreement in the Electricity Industry of the Russian Federation for 2013-2015 (hereinafter referred to as the UTS), RaEl Association and VEP fulfilled their obligations to inform the energy companies participating in the UTS about changes in the Minimum Monthly Tariff Rate for First Class Workers in the Electricity Industry (hereinafter referred to as the MMTS).

Since July 1, 2013, a rather serious increase in the amount of MMTS in the electric power industry has been carried out. It should be noted that this is the first increase in the sectoral MMTS above inflation since January 1, 2009. This decision was made in agreement with the Ministry of Energy of Russia - in order to increase the attractiveness of jobs in the industry, to facilitate the recruitment and retention of qualified personnel in organizations, and also as a first step towards the implementation of the "social" Decrees of the President of the Russian Federation dated 07.05.2012 No.

At the same time, excluding the CPI in the first half of 2013 (3.5%), the increase in MMTS is exactly 10.0%, which is fully consistent with the practice of previous years (MMTS rises above inflation when switching to a new OTS).

The main nuances related to the transition of energy companies to an increased MMTS were agreed upon by the Association of RaEl and VEP within the framework of meetings of the permanent Commission on the regulation of social and labor relations on July 9, 2013 and are reflected in joint information letters sent to each energy company.

An information letter was sent to employers and authorized representatives of employees of organizations participating in the OTC in the electric power industry on the establishment of MMTS in the industry from July 1, 2013 in the amount of 5400 rubles.

On the basis of the Information Letter on the size of the MMTS in each energy company to which the OTS applies, the size of the Tariff rate for a worker of the first category of industrial and production personnel must be determined.

The basic criterion is the establishment of the Tariff rate of the first category in the amount of 5400 rubles. Wherein:

In the event that in the Organization in the first half of 2013 the size of the Tariff rate for a worker of the first category exceeded the level of MMTS established from July 01, 2013 (5400 rubles), the amount of the increase in the Tariff rate for a worker of the first category in this organization is determined by the parties of the social partnership of the Organization, but no lower than the consumer price index in Russian Federation in the first half of 2013;

In those Organizations participating in the JTS, where, depending on the financial and economic condition of the Organizations, it is not possible to establish

The tariff rates for workers of the first category at the level of MMTS (5400 rubles), employers are required to develop with the participation of authorized representatives of employees and approve a program for gradually bringing the size of the tariff rate of the first category of the Organization to the level of MMTS in the electric power industry. The validity of this program is no later than July 01, 2015.

Since July 1, 2013, a serious one-time increase in the amount of MMTS in the electric power industry, above inflation, has been carried out. Particularly acute in a number of energy companies is now debating the issue of bringing the tariff rate of the first category of the Organization to the level of MMTS in the electric power industry, starting from July 01, 2013. The basis for a phased increase in the size of the tariff rate of a worker of the first category of the Organization to the level of MMTS in the electric power industry (5400 rubles) can only be the financial and economic condition of the energy company. The possibilities of setting the tariff rate for a worker of the first category of the Organization up to the level of MMTS are determined by the parties to the social partnership of the Organization in the process of collective negotiations or consultations of authorized representatives of employers and employees.

Registration number N 222/13-15

See information about industry (tariff) agreements

1. General Provisions

1.1. This Industry Tariff Agreement in the electric power industry of the Russian Federation (hereinafter referred to as the Agreement) is concluded at the federal level of social partnership between authorized representatives of employees and employers of the electric power industry:

Public Association - "All-Russian Electroprofsoyuz" (hereinafter - VEP), acting on the basis of the legislation of the Russian Federation, the Charter of the VEP;

The All-Russian Industry Association of Employers in the Electric Power Industry (hereinafter referred to as the RaEl Association), acting on the basis of the legislation of the Russian Federation, the Charter of the RaEl Association.

1.2. The agreement applies to employers:

Members of the RaEl Association, namely: CJSC Bratskaya Electric Grid Company, OJSC BiyskenergoTeplo-Tranzit, OJSC Geoterm, OJSC Dagestan Energy Retail Company, OJSC Dagenergoset, OJSC DGK, OJSC Donenergo OJSC " DRSK”, OJSC “DEK”, OJSC “Kabbalkenergo”, OJSC “Kalmenergosbyt”, OJSC “Kamchatskenergo”, OJSC “Karachayevo-Cherkesskenergo”, OJSC “Kolymaenergo”, OJSC “Kubanenergo”, OJSC “Lenenergo”, OJSC “MOESK”, OAO IDGC of Volga, OAO IDGC of the North Caucasus, OAO IDGC of the North-West, OAO IDGC of Siberia, OAO IDGC of Urals, OAO IDGC of Center and Volga Region, OAO IDGC of Center, OAO IDGC Yuga", OJSC RusHydro, OJSC "RES", OJSC "Sakhalinenergo", OJSC "Sevkavkazenergo", OJSC "SO UES", OJSC "TGC-11", OJSC "Tyumenenergo", OJSC "FGC UES", NPF Electric Power Industry, OAO Enel OGK-5, OOO ENCOM, OAO YuRESK, OAO Yantarenergo, OAO AK Yakutskenergo;

Those who are not members of the RaEl Association, but authorized the RaEl Association to participate on their behalf in collective negotiations and conclude an Agreement, namely: CJSC Vitimenergo, CJSC Energoservice, MUP VGES, OGUEP Oblkommunenergo, LLC Shesk, LLC USK, OAO Volgogradenergosbyt, OAO Koryakenergo, OAO NGES, OAO Oboronenergo, OAO Tyumen Energy Retail Company, OAO Elektroremont-VKK, OAO KamGEK;

Those who acceded to this Agreement after its conclusion in the manner prescribed by clause 9.5 of this Agreement.

A complete list of organizations covered by this Agreement is given in the Register of participants in the Agreement (Appendix No. 1 to the Agreement) - an integral part of the Agreement.

In accordance with the provisions of Article 48 Labor Code Russian Federation, the Agreement applies to all employees who have labor relations with the employers specified in Appendix No. 1.

1.3. This Agreement is a legal act that regulates social and labor relations in Organizations and establishes general principles for regulating economic relations related to them, general terms and Conditions wages, basic guarantees, compensations and benefits to employees.

In terms of regulation of these economic relations general principles are:

Respect for and consideration of the rights and legitimate interests of employers and employees of Organizations, incl. taking into account the peculiarities of state regulation in the electric power industry of the Russian Federation;

Voluntary and empowered employers, employees and their representatives to assume obligations;

Reality, economic feasibility and unconditional fulfillment of obligations assumed by employers, employees and their authorized representatives;

The expediency and efficiency of expenses incurred by employers in the framework of social and labor relations in the part that exceeds the requirements of the legislation of the Russian Federation, this Agreement;

Assistance in increasing the efficiency of the Organizations' activities, the development of effective mechanisms for regulating social and labor relations, taking into account the characteristics of labor markets.

Within the framework of this Agreement, the rights, duties and responsibilities of the parties to social partnership in the Organization (employers, employees and their authorized representatives), as well as the parties to social partnership in the electric power industry (VEP, RaEl Associations) are also determined.

1.4. The regulation of social and labor and related economic relations in the Organizations is carried out taking into account the special position of the Electricity and Heat Power Organizations, whose activities are the basis for the functioning of the economy and life support in the Russian Federation.

The parties to the social partnership note the importance of developing an effective and responsible social partnership at the local and other levels.

1.5. In relation to the Organizations specified in Appendix No. 1 to this Agreement, in accordance with the legislation of the Russian Federation, the expenses of employers provided for by this Agreement are fully taken into account when setting prices (tariffs) by the Federal Tariff Service, executive authorities of the Russian Federation, constituent entities of the Russian Federation , including executive authorities in the field of state regulation of prices (tariffs), local governments.

1.6. Objectives of the Agreement:

Formation of a single industry standard for regulating social and labor relations and relations in the field of social partnership in the electric power industry of the Russian Federation, attracting power industry organizations to participate in a unified industry system of social partnership;

Establishing the minimum industry level of guarantees for employees of the Organizations, ensuring their provision;

Attracting and retaining qualified employees;

Increasing the efficiency of production, the competitiveness of the Organizations, stimulating the employees of the Organizations to highly productive work, contributing to the improvement of their well-being;

Ensuring the interests of the parties of social partnership in the Organizations in the formation of prices (tariffs) for products (services) of electric power industry organizations;

Creation of conditions and mechanisms conducive to the implementation in the Organizations of the norms of the labor legislation of the Russian Federation;

Development of social partnership, ensuring and maintaining social stability in Organizations;

Formation of reasonable, transparent and understandable mechanisms for differentiating the levels of regulation of social and labor relations in various Organizations, taking into account their financial capabilities, the situation in regional labor markets, the degree of development of relations in the system of social partnership at the local level.

1.7. When implementing the norms of this Agreement in individual labor and labor-related relations, VEP represents the interests of VEP members and employees who are not members of VEP, but authorized him to act on their behalf.

1.8. This Agreement comes into force from the moment of signing and is valid until December 31, 2015 inclusive.

1.9. Direct regulation of social and labor relations in the Organizations is carried out on the basis of collective agreements concluded in accordance with this Agreement by the parties to the social partnership of the Organizations. In the event that a collective agreement is concluded in the Organization on the basis of this Agreement, the norms of the Agreement shall apply to the parties to the social partnership of the Organization in full.

In the absence of a collective agreement in the Organization, the Agreement has direct effect.

2. Working time and rest time

2.1. Employees of the Organizations are guaranteed compliance with the norms of regulation of working hours and rest time established by the current legislation, this Agreement, collective agreements.

2.2. The mode of working time and rest time in the Organizations is established by the internal labor regulations.

2.3. Under the conditions of continuous production, a night shift is recognized as a shift, at least 50 percent of which falls at night; the evening shift is the shift immediately preceding the night shift with three or more shifts.

2.4. Prior to the adoption by the Ministry of Energy of Russia of the relevant regulatory legal act, when establishing the regime of working hours and rest periods for employees of electric networks and automated hydroelectric power plants, the "Sectoral procedure for establishing working hours and rest periods for employees of enterprises of electric networks and automated hydroelectric power plants of the Ministry of Fuel and Energy of Russia" dated September 30, 1993 in part that does not contradict the Labor Code of the Russian Federation.

2.5. Guarantees for employees related to being sent on business trips, other business trips, are established directly in the Organizations.

2.6. Employees are granted additional paid leave of at least one day on the following grounds:

a) one of the parents or another person (guardian) raising children - primary school students (Grades 1 - 4), on Knowledge Day (September 1 or another first day of the school year);

b) father - at the birth of a child;

c) marriage of the employee or his children (in all cases, if the marriage is for the first time);

d) death of family members (spouse(s), parents (guardian, custodian), children, siblings).

Vacations on the grounds provided for in this paragraph are granted to an employee if the days of the relevant events are working days for this employee.

2.7. Employers provide annual additional paid leave to the following categories of employees of the Organizations:

a) employed in work with harmful and (or) dangerous working conditions;

b) having a special nature of work;

c) employees with irregular working hours;

d) working in the regions of the Far North and equivalent areas.

2.8. Taking into account the production and financial capabilities, the Organizations may establish other additional paid holidays, including for shift work, in the manner and on conditions determined directly by the Organizations.

2.9. The procedure and conditions for granting additional paid holidays provided for by this Agreement are established directly in the Organizations.

2.10. Employees engaged in work with harmful and (or) dangerous working conditions, in accordance with labor legislation, are provided with reduced working hours and additional paid leave.

2.11. The time spent on conducting special training of employees from among the operational and operational-repair personnel, persons carrying out professional activity associated with operational dispatch control in the electric power industry is included in the working time.

Features of labor regulation of these employees, taking into account the specifics of their labor function, determined by the relevant legislative and other regulatory legal acts Russian Federation, are established by labor contracts, job descriptions, local regulations of the Organization,

2.12. The professional holiday - Power Engineer's Day - is annually celebrated in the Organizations on December 22.

3. Pay

3.1. Remuneration systems, including the size of tariff rates, salaries (official salaries), additional payments and allowances of a compensatory nature, including for work in conditions that deviate from normal, systems of additional payments and bonuses of an incentive nature and bonus systems, are established directly in the Organizations in accordance with labor legislation and other normative legal acts containing labor law norms.

Labor costs and other expenses of Employers in favor of employees provided for by this Agreement, as well as collective agreements, local regulations, labor contracts, are made within the funds calculated in accordance with the provisions of Section 8 of this Agreement and approved by the relevant authorized executive authorities when setting prices (tariffs).

3.2. Employers provide:

a) an increase in the level of the real content of wages due to an increase in consumer prices for goods and services (taking into account the implementation of the obligations provided for in Section 10 of this Agreement);

b) the relationship of remuneration of employees with the results of work;

c) informing employees about the applicable wage conditions;

d) improvement of labor rationing.

3.3 This Agreement determines the size of the Minimum monthly wage rate for workers of the first category of industrial and production personnel working in Organizations who have fully worked out the norm of working hours and fulfilled their labor duties (labor standards) determined by the employer (hereinafter - MMTS), and the dynamics of its change - in in order to promote an increase in the level of the real content of the wages of workers in the electric power industry in connection with the growth of consumer prices for goods and services.

With this in mind:

In the first half of 2013, the MMTS is set at 4,759 (Four thousand seven hundred and fifty nine) rubles, unless otherwise provided by the collective agreements of the Organizations;

From July 1, 2013, the MMTS is set at 5400 (Five thousand four hundred) rubles, unless otherwise provided by the collective agreements of the Organizations;

From July 1, 2014, the MMTS is set at 6,000 (Six thousand) rubles, unless otherwise provided by the collective agreements of the Organizations.

In the future, the size of the MMTS is indexed once every six months in accordance with the consumer price index in the Russian Federation (based on official data Federal Service state statistics) for the corresponding six-month period preceding indexation.

In Organizations where, at the time of the conclusion of this Agreement, the size of the tariff rates for workers of the first category exceeds the MMTS, the amount of their increase is determined by the parties to the social partnership of the Organizations, but not less than the consumer price index based on official data from Rosstat.

3.4. In order to coordinate the actions of employers, the RaEl Association calculates, taking into account the consumer price index in the Russian Federation, the size of the MMTS, after which the RaEl Association and VEP bring it to the attention of the parties to the social partnership of the Organizations specified in Appendix No. 1 to this Agreement.

3.5. Depending on the financial and economic condition of the Organization, as well as social, economic and production factors, the employer has the right to:

a) install tariff rate workers of the first category of industrial and production personnel in excess of MMTS;

b) establish in the Organization a different procedure for indexing the tariff rate of the first category of industrial and production personnel (quarterly and otherwise).

3.6. In order to establish in the Organizations the tariff rate for workers of the first category of industrial and production personnel in an amount exceeding the MMTS, employers, with the participation of primary trade union organizations, can carry out VEP;

Revision of wage systems, including changes in the provisions on wages and material incentives for employees;

Implementation of cost management programs;

Implementation of measures to ensure that the regulator takes into account economically justified expenses incurred by the Organization;

Implementation of programs to increase labor productivity, eliminate inefficient jobs;

Implementation of measures to improve the energy efficiency of production.

3.7. In order to bring the share of organizations that fully fulfill their obligations under this Agreement to 100 percent, the following obligation is provided. Employers who have set the tariff rate for workers of the first category of industrial and production personnel in the amount below the MMTS are obliged to develop with the participation of authorized representatives of employees and approve a program for gradually bringing the size of the tariff rate of the first category of the Organization to the level of MMTS in the electric power industry. The validity of this program is no later than July 1, 2015.

3.8. The amount of tariff rates (official salaries) of non-industrial personnel changes in accordance with the change in tariff rates (official salaries) of employees engaged in production activities.

3.9. In order to implement a coordinated policy in matters of organizing and remunerating employees, employers can apply the "Recommendations on a unified procedure for remuneration of labor at tariff rates (official salaries) for employees of the electric power industry", approved by the RaEl Association and VEP on November 14, 2005, subject to amendments and additions dated 10 April 2008.

3.10. In order to ensure the progressive development of energy companies, bringing the size of the minimum tariff rates to the values ​​provided for by the Agreement, the parties to the social partnership of the Organizations recognize the priority of the following areas:

Increasing labor productivity;

Identification of inefficient jobs and optimization of their number.

3.11. To implement priority areas for increasing labor productivity, the level of remuneration of employees:

3.11.1. Employers and primary organizations of VEP:

a) identify inefficient jobs in the Organizations and take measures to improve the efficiency of their use;

b) involve employees in the implementation of cost management measures;

c) develop coordinated approaches to forecasting the needs of Organizations in human capital;

d) improve the wage structure;

e) improve the system of labor motivation.

3.11.2. Employers have the right:

a) establish additional differentiated coefficients (not less than 1.0) to the current (in accordance with the remuneration system adopted by the Organization, ensuring the implementation of the minimum guarantees provided for by this Agreement) wage fund, depending on the territorial location of separate structural divisions of the Organization and regional features labor market;

b) evaluate the professional qualities of employees and establish an increased amount of remuneration for employees of key professions of the Organizations;

c) to establish a connection between remuneration of labor and the achievement of indicators characterizing the activities of the Organization, and their excess;

d) improve the system of stimulation and motivation of labor;

e) improve labor rationing;

f) develop cost management programs in the field of social and labor and related economic relations.

3.11.3. Primary VEP organizations:

a) contribute to the identification of inefficient jobs, make proposals to improve the efficiency of their use;

b) explain to employees the need for measures to increase labor productivity, involve employees in such activities;

c) contribute to the formation of an initiative position of employees aimed at achieving and exceeding the indicators characterizing the activities of the Organizations, their structural divisions;

d) carry out analysis and generalization of proposals coming from employees to improve the work of the Organization;

e) make proposals to improve the structure of remuneration and the system of labor motivation.

3.12. The Organizations establish systems of material incentives for employees, including those taking into account:

4.3.3. Saving for employees the average earnings for the entire period of training when they are sent to vocational training, retraining and advanced training with a break from work;

4.3.4. Provision to employees studying at the direction of the employer on the job, paid in accordance with the established procedure, training holidays, as well as other benefits provided for by the legislation of the Russian Federation;

4.3.5. Support for the creative initiative of employees in innovative and rationalization activities aimed at increasing labor productivity, production efficiency in the manner and on conditions determined directly in the Organizations;

4.3.6. Provision of work in the specialty to graduates of educational institutions of primary, secondary, higher vocational education in accordance with the concluded tripartite (employee, employer, educational institution) training contracts;

4.3.7. Use the following opportunities to minimize the reduction in the number or staff of employees:

a) natural outflow of personnel (termination employment contract at the initiative of the employee, the employee's retirement, etc.);

b) vocational training, retraining, advanced training of employees, training them in second professions;

c) the establishment of a part-time work day (shift) or part-time work week for an employee;

d) transfer to a permanent job with another employer, movement of employees within the Organization.

4.3.8. Creation and development of a personnel reserve system for replacement vacancies in the Organization, taking the necessary measures to form it from among the most enterprising and qualified employees, taking into account the results of assessing their professional qualities;

4.3.9. Providing employees dismissed from branches, representative offices and other separate structural divisions of the Organization in connection with a reduction in the staff or number of employees, information about vacancies available in the area. Information about vacancies in other regions of the Organization's presence is provided if there is an appropriate agreement between the parties to the social partnership at the local level;

4.3.10. Providing employees warned of dismissal due to a reduction in the number or staff, partially or fully paid time to search for work, in the manner and on the conditions established directly in the Organizations;

4.3.11. Providing an employee who is dismissed due to a reduction in the number or staff two or less years before the retirement age, a one-time financial assistance paid in the Organization in connection with retirement;

4.3.12. Providing opportunities for retraining, employment and the establishment of preferential conditions and working hours for employees who have lost their ability to work due to injury or occupational disease, in accordance with medical recommendations.

4.4. In order to retain young workers and specialists, they can be supported in the manner and on conditions determined directly by the Organization, including:

a) organizing a mentoring system;

b) granting a preferential right to receive annual paid leave to employees studying at the direction of the employer on the job, at a convenient time for them;

c) creation of conditions for self-education of employees;

d) assistance in the prescribed manner to improve living conditions workers, including participation of workers in regional housing programs;

e) facilitating the participation of young professionals in scientific, practical and creative competitions.

4.5. Employers, in order to improve the quality of professional training of employees, taking into account the financial and logistical capabilities of the Organization:

a) provide educational institutions of primary, secondary, higher professional education with the opportunity to conduct an internship in the Organization using production facilities, equipment free of charge;

b) provide an opportunity for internships in the workplace to the teaching staff of professional educational institutions;

c) organize work practice for pupils and students of vocational educational institutions, if necessary, conclude labor contracts with them;

d) develop cooperation with vocational education institutions by sending specialists from Organizations to participate in educational process(by request).

4.6. Primary trade union organizations undertake:

4.6.1. Conduct mutual consultations with the employer on employment issues;

4.6.2. Contribute to increasing the productivity and motivation of employees;

4.6.3. To promote the development of various forms of work with young workers and specialists;

4.6.4. Facilitate explanatory work on the implementation of measures taken during the reorganization of Organizations, on the social and labor adaptation of employees of Organizations and the provision of psychological support to them;

4.6.5. Provide advice to employees subject to dismissal at the initiative of the employer on issues related to:

a) the rights of employees in the field of labor and employment, incl. for the appointment of early labor pensions, state social benefits;

b) the procedure for applying to the territorial centers of the employment service, their location, mode of operation, as well as the conditions for registering as unemployed;

c) employment promotion programs operating in the region;

4.6.6. To carry out interaction and support for persons who worked in the Organizations, with whom employment contracts were terminated in connection with their conscription for military service, during the period of their urgent military service.

4.7. Employers and primary organizations of the EEP during the competitions of professional skills, among other things, celebrate the best young workers.

4.8. Criteria mass layoffs workers are:

4.9. In case of reorganization of the Organization:

4.9.1. Employers undertake:

a) notify the elected bodies of the primary trade union organizations about the upcoming reorganization and provide them with information about the decision on reorganization adopted by the meeting of shareholders within 20 days from the date of the adoption of the relevant decision;

b) provide the elected bodies of the primary trade union organizations with information on the schedule of reorganization measures;

4.9.2. Primary VEP organizations are obliged to:

a) explain to employees the specifics of the procedure for reorganizing the Organization and continuing labor relations;

b) to promote the adoption by employees of decisions on the continuation of labor relations and their adaptation to work in the reorganized Organizations.

4.10. Features of the settlement of relations with employees in the event of termination of employment contracts in connection with the decommissioning of production facilities:

4.10.1. In the event of termination by agreement of the parties of an employment contract with an employee subject to dismissal due to a reduction in the number or staff in connection with the decommissioning of production facilities, the employer pays him all types of remuneration due to the employees of the Organization and of a quarterly, semi-annual, annual and other nature, in the amount of in proportion to the time worked, and also makes the following compensation payments in the manner and on conditions determined directly in the Organizations:

a) dismissed employees - at least 4 times the average monthly salary;

b) dismissed employees of city-forming enterprises - in the amount of at least 5 times the average monthly salary (city-forming enterprises include enterprises that employ at least 30 percent of the total number of employees in the city (settlement));

c) employees of pre-retirement age, but no more than two years before the retirement date established by law - in the amount of at least 5 times the average monthly earnings or at the request of the employee - at least 20 percent of the average monthly earnings monthly until the retirement age or the moment of employment;

d) employees of retirement age - in the amount of at least 5 times the average monthly earnings, and those dismissed from organizations located in the Far North and equivalent areas - at least 8 times the average monthly earnings;

e) dismissed employees with two or more dependents - in the amount of at least 5 times the average monthly salary;

f) to laid-off workers, in whose family there are no other breadwinners - in the amount of at least 5 times the average monthly earnings;

g) employees dismissed from organizations located in the regions of the Far North and areas equivalent to them - in the amount of at least 7 times the average monthly salary.

The payments specified in this paragraph are included in the amount of payments provided for by law.

If an employee has the right to receive several payments provided for in this paragraph, only one payment is made at the choice of the employee;

4.10.2. At the request of the employee, the payments provided for in this Agreement may be replaced by payment for his retraining, if the educational institution is located on the territory of the subject of the Russian Federation where the employee lives, but not higher than the specified amount of payments.

5. Labor protection

5.1. Employers provide:

5.1.1. Implementation of measures to improve labor safety, improve working conditions, preserve the life and health of workers, including taking into account the measures provided for by the Standard List of measures implemented annually by the employer to improve working conditions and labor protection and reduce occupational risks, depending on the state of conditions and labor protection In the organisation;

5.1.2. Compliance with the state regulatory requirements of labor protection of the regulatory and technical documentation of the Organization in terms of regulating labor protection issues;

5.1.3. Timely development of rules and instructions on labor protection for employees, taking into account, in the prescribed manner, the opinion of the elected body of the primary trade union organization or another body authorized by employees;

5.1.4. Carrying out a phased certification of workplaces in terms of working conditions by an attesting organization entered in the Register of the federal executive body that performs the functions of developing and implementing public policy and legal regulation in the field of working conditions and labor protection, with the participation of representatives of the elected body of the primary trade union organization in the attestation commission in accordance with the Procedure for attestation of workplaces in terms of working conditions, the development and implementation of measures based on its results to improve working conditions and labor protection, including a set of measures to identify, assess and reduce occupational risks;

5.1.5. Carrying out, in accordance with the established procedure, at the expense of the Organization's funds, mandatory preliminary (when applying for a job) and periodic medical examinations (examinations) during employment in this Organization, as well as extraordinary medical examinations (examinations) of employees in accordance with medical recommendations in accordance with the legislation of the Russian Federation ;

5.1.6. Conducting for all persons entering the work, as well as for employees transferred to another job, briefing on labor protection,

organizing training in safe methods and techniques for performing work and providing first aid to victims;

5.1.7. Training of persons entering work with harmful and (or) dangerous working conditions, safe methods and techniques for performing work with internships at the workplace and passing exams, conducting their periodic training in labor protection and testing knowledge of labor protection requirements during the period of work;

5.1.8. Training of employees of the Organizations in the terms established by law in first aid in case of accidents at work with the help of trained instructors-teachers and the use of modern teaching aids;

5.1.9. Acquisition and issue to employees at the expense of the Organization in accordance with the established Standards, as well as the results of attestation of workplaces for working conditions, certified or passed the declaration of conformity of special clothing, special footwear and other personal protective equipment, their storage, washing, drying, repair and replacement;

5.1.10. Organization of control over the correct use of personal and collective protective equipment;

5.1.11. Accounting and analysis of morbidity with temporary disability due to the specific working conditions of workers, development and implementation of measures to prevent work-related diseases together with the elected bodies of the primary trade union organization, subject to the inclusion of this obligation in the collective agreement of the Organization;

5.1.12. Possibility to hold competitions of professional skills together with authorized representatives of employees, competitions for the title of "The best representative for labor protection", subject to the inclusion of an appropriate obligation in the collective agreement;

5.1.13. Efficient use of funds for compulsory social insurance against industrial accidents and occupational diseases, incl. to preventive measures to reduce industrial injuries and occupational diseases;

5.1.14. Submission to the RaEl Association (no later than ten days from the date of the incident) of operational reports on accidents with employees, as well as with employees of contractors and third parties that occurred at electric power facilities - for the formation of industry-specific Injury Reviews.

5.2. In order to ensure safe conditions and labor protection, along with the relevant section of the collective agreement, the parties to the social partnership of the Organization may develop specific measures for labor protection (programs, plans, agreements, etc.) taking into account the financial and economic situation of the Organizations.

5.3. In order to maintain the continuity of the regulatory and technical support of safe conditions and labor protection in the Organizations, employers are recommended to use in their production activities the regulatory and technical documents included in section 03 "Labor protection. Production safety" of the register of NTDs in force in the electric power industry, approved by order of RAO UES of Russia "On August 14, 2003 No. 422 "On the revision of regulatory and technical documents (NTD) and the procedure for their action in accordance with federal law"On technical regulation".

These documents in the field of labor protection are valid until the adoption of new normative and technical documents by the federal executive body that performs the functions of legal regulation in the field of labor protection.

5.4. If necessary, Employers organize examinations (examinations) in order to prevent workers who are in a state of alcoholic and (or) drug intoxication from work.

5.5. When determining the staffing of the reliability service, industrial, fire safety and labor protection, it is recommended to determine the number of labor protection specialists, taking into account the "Intersectoral standards for the number of employees of the labor protection service in organizations", approved by the Decree of the Ministry of Labor of Russia dated January 22, 2001 No. 10, in part , which does not contradict Article 217 of the Labor Code of the Russian Federation.

5.6. VEP, territorial and primary organizations of VEP, within their powers, contribute to the formation of a responsible position of employees in compliance with labor protection requirements, careful attitude to their life and health, intolerant attitude to violations of labor protection requirements by other employees.

5.7. Employers and primary organizations of VEP:

5.7.1. Contribute to the implementation of state programs for the prevention of socially significant diseases in Organizations;

5.7.2. Ensure the increase in the efficiency of the work of committees (commissions) for labor protection, authorized (trusted) persons for labor protection, inspections of the state of conditions and labor protection at workplaces in the Organizations;

5.7.3. Work together to promote healthy lifestyle life.

6. Additional benefits, guarantees and compensations

6.1. Employers ensure the provision of the following benefits, guarantees and compensations to employees in the manner and on conditions determined directly in the Organizations:

6.1.1. Payment of a one-time allowance (material assistance) in the following cases:

a) the death of an employee at work for each of his dependents in the amount of the annual earnings of the deceased;

b) the establishment of disability as a result of an injury due to the fault of the employer or an occupational disease in the amount of:

Disabled people with the 1st disability group (3rd degree of ability to work) - at least 75 percent of their annual earnings;

Disabled people with a 2nd disability group (2nd degree of ability to work) - at least 50 percent of their annual earnings;

Disabled people with the 3rd disability group (1 degree of ability to work) - at least 30 percent of their annual earnings.

In the event that the life and health of an employee were insured under a voluntary insurance contract, the payments of the insurance company are counted as part of the lump-sum material assistance in accordance with and of this paragraph.

The issue of linking the fact of making payments under this paragraph with the employee being in a state of alcoholic, narcotic or toxic intoxication is resolved in the contract with the insurance company.

In the event of litigation, funds voluntarily paid to an employee in accordance with this paragraph are included in the amount of payments, decided court as compensation for damage and (or) non-pecuniary damage, while the funds are counted towards the execution of the court decision;

6.1.2. Supplement to labor pension:

a) due to disability - a non-working disabled person who has received disability as a result of an injury due to the fault of the employer;

b) on the occasion of the loss of a breadwinner - to the children of an employee who died at work (minor children, as well as children studying full-time in educational institutions of all types and types, regardless of their organizational and legal form, until they complete such training, but no longer than until they reach the age of 23 years);

6.1.3. Payment of one-time financial assistance:

a) when registering a marriage (if the marriage is registered for the first time) - not less than 4320 (Four thousand three hundred and twenty) rubles. Payment of material assistance is made upon the provision of a marriage registration certificate, provided that the certificate is provided to the employer within 3 months from the date of marriage registration;

b) at the birth of a child - in the amount of at least 5040 (Five thousand and forty) rubles. In case of birth/adoption of 2 or more children, payment is made separately for each child. If both parents are employees of the Organization, material assistance on this basis is provided to one of them. The payment of material assistance is made upon the provision of the child's birth certificate to the employer no later than 3 months from the date of the child's birth;

c) the employee's family in connection with the death of an employee of the Organization - in the amount of at least 6480 (Six thousand four hundred and eighty) rubles;

d) for the organization of the funeral of veterans of the Organization (the procedure for classifying persons as veterans is determined directly in the Organizations) - in the amount of at least 6480 (Six thousand four hundred and eighty) rubles;

e) to an employee in connection with the death of his close relatives (spouse(s), children, parents) - in the amount of at least 5,040 (Five thousand and forty) rubles;

6.1.4. Providing a lump-sum payment when an employee goes on annual basic paid leave. Payment on this basis is made once a year in the amount of at least MMTS;

6.1.5. Voluntary health insurance for employees;

6.1.6. Non-state pension provision of employees in accordance with the program of non-state pension provision adopted by the Organization;

6.1.7. Payment of a one-time financial assistance upon dismissal of an employee from the Organization at his own request after the establishment of an old-age labor pension (taking into account the length of service and the period of work after the retirement age).

6.2. Organizations, based on their financial capabilities, provide for the provision of the following benefits, guarantees and compensations in the manner and on conditions established directly in the Organization:

6.2.1. Partial or full reimbursement of confirmed employee expenses:

c) to purchase tickets to health camps children of employees in whose families the amount of income per family member does not exceed 4500 (Four thousand five hundred) rubles;

6.2.2. Payment of one-time financial assistance:

a) non-working pensioners who have retired from the Organization and are participants in the Great Patriotic War, home front workers - in connection with the celebration of Victory Day;

b) upon resumption of labor relations after passing military service in the Armed Forces of the Russian Federation on conscription in case of resumption of labor relations within 3 months after the end of the service;

c) instead of the payment provided for, in excess of the norms established by the legislation of the Russian Federation, in the event of the death of an employee from a general illness or an accident at home in the amount of 12,000 (Twelve thousand) rubles;

6.2.3. Life insurance of workers in production;

6.2.4. Provision of a monthly compensation payment to employees who are on paid leave to care for a child, in the amount established directly in the Organizations. The amount of the payment does not depend on the number of children being cared for. If an employee on parental leave works part-time, this payment is not made;

6.2.5. Payment of a one-time remuneration (material assistance) to employees awarded state, industry awards and honorary titles, in accordance with the list and on the conditions determined directly in the Organizations;

6.2.6. Participation in improving the living conditions of employees on the terms of mortgage lending.

6.3. Industry employees are entitled to a 50% discount on the established payment for electrical and thermal energy in the manner and on conditions determined directly by the Organizations.

The parties to the social partnership of the Organization have the right to decide to replace this benefit with another equivalent one.

6.4. Employers assist in exercising the rights of employees to participate in co-financing of non-state pension programs (if such programs are provided for employees of the Organization).

6.5. Organizations, based on financial capabilities, may provide additional other benefits, guarantees and compensation to employees.

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*(1) The Organization (Organizations) in this Agreement means the legal entity (legal entities) specified in Appendix No. 1 to this Agreement.

*(2) An accident is understood as technological disturbances at the electric power facility and (or) power receiving installation, which led to the destruction or damage to structures and (or) technical devices (equipment) of the electric power facility and (or) power receiving installation, uncontrolled explosion and (or) release hazardous substances, deviation from the established technological mode of operation of electric power facilities and (or) power receiving installations, complete or partial restriction of the mode of consumption of electrical energy (power), the emergence or threat of an emergency electric power operation mode of the energy system (in accordance with the provisions of the Decree of the Government of the Russian Federation dated 28 October 2009 No. 846 "On approval of the rules for investigating the causes of accidents in the electric power industry").

*(3) For example, "Standard for the organization of professional training, retraining, advanced training of personnel" SO-EES-PP-1-2005, approved by the decision of the Board of JSC RAO "UES of Russia" dated 08.11.2005 No. 1340np/2.

*(4) Approved by order of the Ministry of Health and Social Development of Russia dated March 1, 2012 No. 181n.

*(5) Approved by order of the Ministry of Health and Social Development of Russia dated April 26, 2011 No. 342n.

*(6) Approved by the order of the Ministry of Health and Social Development of Russia dated April 25, 2011 No. 340n "On approval of the Model Norms for the free issue of special clothing, special footwear and other personal protective equipment to employees of electric power industry organizations engaged in work with harmful and (or) dangerous working conditions , as well as in work performed in special temperature conditions or associated with pollution" (with subsequent changes and additions).

Document overview

The agreement regulates social and labor relations in power industry organizations, establishes general conditions for remuneration, basic guarantees, compensations and benefits for employees.

The size of the minimum monthly wage rate for workers of the 1st category and the schedule of its indexation are determined. There are systems of material incentives for employees. They take into account the absence of accidents and violations of production discipline, labor protection and safety regulations; increase in labor productivity; achievement of the planned financial results; timely receipt of a readiness certificate for the period of autumn-winter maximum loads.

For industry employees, a number of additional guarantees and compensations are provided in addition to those established by labor legislation. Thus, employees are provided with additional paid leave (at least 1 day) upon marriage, the birth of a child (to the father), on Knowledge Day (if there are children - primary school students), in the event of the death of family members.

In a number of situations, financial assistance is paid to employees. These are marriage registration, the birth of a child, annual leave, dismissal due to retirement, death of an employee or his close relatives, organization of the funeral of an industry veteran.

The organizations of the industry operate programs of voluntary medical insurance and non-state pension provision for employees.

Industry employees are entitled to a 50% discount when paying for electricity and heat.

Provided lump sums in the event of the death of an employee at work or his disability. In addition, in these cases, additional payments are established for disability or survivor's pensions.

Increased severance pay is also provided for employees who are laid off due to staff reductions.

The agreement comes into force from the moment of signing and is valid until December 31, 2015 inclusive.

Back in August 2015, the employees of Stavropolenergo, in the process of receiving wages, noticed that it had increased. For example, in the collective agreement for power engineers of the branch it is said that from July of this year the minimum wage should be increased by 11 percent. But the most interesting thing is that this is not the first and not the last change in tariffs for each employee of the Stavropol branch.

Wages for power engineers were raised last year. For 2016, it is planned to increase in summer and winter period, that is the minimum bid will increase, starting from the collective agreement. In July last year, a minimum monthly wage rate was set for each worker of the first category, this amount was 5,000 rubles. This amount is 13.5 percent more than the rate that was adopted for January 2012. In July last year, the rate was also increased by 11 percent, so the salary was about 6,000 rubles. But everything did not end there, they plan to continue to raise the minimum monthly rate, and every six months, but this will depend on how large the growth in consumer value will be.

Undoubtedly, it was difficult to achieve each of the above results, said Fisenko, Chairman of Stavropolenergo. He was interviewed, and he said that the first negotiations with the employer took place back in 2012, and the topic was, of course, about raising the wages of each worker in the electric power industry. But at that time, the energy industry was experiencing a crisis, and it was connected with the low income of the main population, so it was not possible to fully pay for the cost of electricity transmission and production.

In connection with this problem, the head of state decided to save money and cut wages for energy workers responsible for complex equipment, or rather, for its operation. Due to the fact that wages were cut in the electric power industry, there was a shortage of personnel. Employees without experience began to apply to the enterprise in greater numbers. That is, these are people who have studied for two or three years and nowhere, without working, they immediately came to get a job at Stavropolenergo. But more knowledgeable and experienced employees began to quit and go to those enterprises in which their work was paid at its true worth.

Judging by the situation described above, the trade union could not remain idle, therefore they strengthened their positions and influence. For example, last year the trade union organizations of the electric power industry of the Russian Federation in Moscow held many rallies in order to make their demands heard by all employers. After difficult negotiations between trade union organizations and their employers, everyone came to the conclusion that it was necessary to conclude a collective agreement, and this happened in the summer season last year. This agreement will be valid until the end of 2016. There are clauses in this contract that indicate that wages should increase by 25 percent before the end of the year.