Approximate regulation on the labor protection management system. How to create a labor protection system at the enterprise

SWOT- an abbreviation of such a concept in the field of labor protection as " labor protection management system».

Its development and implementation at an enterprise, organization, institution of any type and form of ownership is mandatory in 2019 in connection with the article 209 of the Labor Code of the Russian Federation, Model Regulations on the Occupational Safety and Health Management System, approved by order of the Ministry of Labor and social protection RF dated August 19, 2016 No. 438n and other regulations in force in the field of labor protection.

At any enterprise, the Regulation on OSH determines the procedure and structure of labor protection management, serves as a legal, organizational and methodological basis for the formation management structures, normative documents. The object of management is labor protection, as a system for preserving the life and health of workers in the process labor activity, which includes legal, socio-economic, organizational and technical, sanitary and hygienic, medical and preventive, rehabilitation and other measures.

This Regulation applies to the entire territory of the organization, in all its buildings and structures. The requirements of the OSMS Regulations are obligatory in execution and observance for all employees of the organization.

Here you can download a free sample of the new Regulations on the OSMS and an order for its approval and remake it for the needs of your enterprise.

Order on approval of the Regulations on the OSMS at the enterprise: sample 2019

State treasury (budgetary, autonomous) institution (organization, enterprise) social service"Name of the center of social services for the population"

P R I C A Z

On approval of the Regulations on the labor protection management system in the GKU SO "Name of TsSON"

Guided by the order of the Ministry of Labor and Social Protection Russian Federation dated August 19, 2016 No. 438n "On approval of the Model Regulations on the labor protection management system", paragraph four of clause 3.3. Charter of the Institution (the latter may not be indicated),

I order:

1. Approve the Regulations on the labor protection management system in the GKU SO "Name of TsSON" (attached).
2. Surname I. O., Deputy Director and Surname I. O., Engineer technical operation of the housing stock to acquaint the employees of the Institution with this provision.
3. This Order comes into force on January 19, 2019.
4. I reserve control over the execution of this order.

Familiarized with the order:

Regulation on OSMS in the organization: sample 2018-2019

Appendix to the order of the director of the GKU SO "Name of the TsSON" dated 19.01.2019 No. 20.

Regulations on the labor protection management system in the GKU SO "Name of TsSON"

1. General provisions

1.1. This Regulation has been developed in accordance with Article 209 of the Labor Code of the Russian Federation, the Model Regulation on the Occupational Safety and Health Management System, approved by Order of the Ministry of Labor and Social Protection of the Russian Federation of August 19, 2016 No. 438n and other regulations in force in the field of labor protection.

The labor protection management system (hereinafter referred to as the OSHMS) is a part of the overall management system that provides risk management in the field of occupational health and safety associated with the activities of the GKU SO “Name of the TsSON” (hereinafter referred to as the Enterprise, Organization, Institution - select one ).

This Regulation determines the procedure and structure of labor protection management at the Enterprise, serves as a legal and organizational and methodological basis for the formation of management structures, regulatory documents. The object of management is labor protection, as a system for preserving the life and health of workers in the course of work, including legal, socio-economic, organizational, technical, sanitary and hygienic, treatment and preventive, rehabilitation and other measures.

1.2. The Regulations apply throughout the territory of the Organization, in all buildings and structures of the Enterprise.

1.3. The requirements of the Regulations are obligatory for all employees of the Establishment.

1. Policy of the Enterprise in the field of labor protection

2.1. The Company's policy in the field of labor protection (hereinafter referred to as the Labor Protection Policy) is a public documented declaration of the Organization about the intention and guaranteed fulfillment of its obligations to comply with state regulatory requirements for labor protection and voluntarily assumed obligations.

2.2. The labor protection policy ensures:

a) the priority of preserving the life and health of workers in the course of their labor activity;

b) compliance of working conditions at workplaces with labor protection requirements;

c) the implementation of consistent and continuous measures (measures) to prevent accidents and cases of deterioration in the health of workers, industrial injuries and occupational diseases, including through occupational risk management;

d) accounting individual features employees, including through the design of workplaces, the selection of equipment, tools, raw materials and materials, personal and collective protective equipment, the construction of production and technological processes;

e) continuous improvement and improvement of the efficiency of the OSMS;

f) mandatory involvement of employees in the management of labor protection and provision of working conditions that meet the requirements of labor protection, through the necessary resource provision and encouragement of such participation;

g) personal interest in ensuring, as far as possible, safe working conditions;

h) performance of other duties in the field of labor protection based on the specifics of the Organization's activities.

1. Objectives of the Enterprise in the field of labor protection

3.1. The main objectives of the Occupational Safety and Health Management System in the Establishment:

• implementation of the main directions of the organization's policy in the field of labor protection and the development of proposals for its improvement;
• development and implementation of programs to improve working conditions and labor protection;
• creation of conditions that ensure compliance with labor protection legislation, including ensuring the safety of the operation of the building and premises used in the labor process, equipment, instruments and technical means of the labor process;
• formation of safe working conditions;
• control over compliance with labor protection requirements;
• training and testing knowledge on labor protection, including the creation and improvement of a continuous education system in the field of labor protection;
• prevention of accidents with persons engaged in labor activities in the Establishment;
• protection and promotion of the health of personnel, persons engaged in labor activities in the Establishment, organization of their medical and preventive care, creation of an optimal combination of work modes, production process, organized recreation.

1. Distribution of duties in the field of labor protection between the officials of the Organization

4.1. Organizationally, the system of labor protection management in the Establishment is two-level.

The management of labor protection at the first level, in accordance with the available powers, is carried out by the Director of the Enterprise. Occupational safety management at the second level, in accordance with the available powers, is carried out by a labor protection specialist.

4.2. The procedure for organizing work on labor protection in the Organization is determined by the Rules of Internal work schedule, job descriptions and in accordance with the requirements of this Regulation.

4.3. Director of the Enterprise in the manner prescribed by law:

• carries out general management labor protection in the Organization;
• ensures compliance with the current labor legislation, implementation of resolutions and orders of higher authorities, regulatory (legal) documents on labor protection issues, orders of authorities state supervision and control;
• organizes work to create and ensure working conditions in accordance with the current labor legislation, intersectoral and departmental regulations, local acts on labor protection of the Institution;
• ensures the safe operation of the building and premises, engineering and technical communications, equipment and takes measures to bring them into line with applicable standards, rules and regulations for labor protection;
• timely organizes inspections and repairs of the building (premises) of the Institution;
• approves job responsibilities for ensuring labor protection and instructions for labor protection for employees of the Institution;
• ensures the development and implementation of action plans for labor protection, targeted programs on labor protection;
• takes measures to implement the proposals of the team aimed at further improvement and improvement of working conditions;
• submits for discussion of meetings and meetings of the labor collective issues of organizing work on labor protection;
• reports at the meetings of the labor collective on the state of labor protection, the implementation of measures to improve working conditions, as well as the measures taken to eliminate the identified shortcomings;
• provides funding for labor protection measures and monitors the effectiveness of their use, organizes the provision of employees of the Establishment with overalls, safety shoes and other personal protective equipment in accordance with the current model standards and instructions, as well as persons undergoing industrial practice;
• encourages employees of the Institution for active work to create and ensure healthy and safe working conditions;
• carries out bringing to disciplinary responsibility of persons guilty of violating labor legislation, rules and regulations on labor protection;
• carries out preventive work to prevent injuries and reduce the incidence of workers, persons undergoing industrial practice;
• controls the timely medical examination of employees;
• ensures the implementation of directive and regulatory documents on labor protection, instructions of management bodies, state supervision and technical inspection labor;
• reports a group, serious accident and a case with a fatal outcome in state inspection labor fund social insurance, the prosecutor's office, the district administration, Rostekhnadzor and other state and municipal authorities;
• takes all possible measures to eliminate the causes that caused the accident, provides the necessary conditions for conducting a timely and objective investigation in accordance with the provisions in force;
• controls the implementation of annual agreements on labor protection;
• approves instructions on labor protection for employees, persons undergoing industrial practice.

4.4. Labor protection service.

The labor protection service is created for the organization of work on labor protection by the director of the Enterprise.

The functions of the labor protection service in the Organization are assigned to a labor protection specialist who reports directly to the director of the Enterprise.
The labor protection specialist in their activities is guided by laws and other regulatory legal acts on protection, agreements (industry), agreements on labor protection, other local regulatory legal acts of the Institution.

The main tasks of the labor protection specialist are:

• organization of work to ensure that employees comply with labor protection requirements;
• control over compliance by employees with laws and other regulatory legal acts on labor protection, agreements on labor protection, other local regulatory legal acts of the Institution;
• organization of preventive work to prevent industrial injuries, occupational diseases and diseases caused by production factors, as well as work to improve working conditions;
• equipping the Institution with the necessary manuals for labor protection, teaching aids, etc.;
• development of new and revision of obsolete labor protection instructions;
• control, in the cases provided for, of conducting preliminary (upon admission to work) and periodic medical examinations of employees;
• control over the issuance of overalls, special footwear and other necessary personal protective equipment to employees;
• control over the timely provision of workers with flushing agents in accordance with established standards;
• control over the timely special evaluation working conditions, certification of sanitary technical condition working conditions, development and implementation, based on their results, of measures to bring the conditions and labor protection in line with regulatory requirements;
• study and dissemination of best practices in labor protection, promotion of labor protection issues.

To fulfill the tasks assigned to the labor protection specialist, the following functions are assigned:

• accounting and analysis of the state and causes of industrial injuries, occupational diseases and diseases caused by production factors;
• assisting units in assessing the safety of equipment, devices;
• organization, methodological guidance of a special assessment of working conditions, certification of work on labor protection and control over their implementation;
• conducting inspections, surveys of the technical condition of the building and premises, personal protective equipment for workers, the condition of sanitary devices, the operation of ventilation systems for compliance with labor protection requirements;
• development of programs to improve conditions and labor protection, prevent industrial injuries, occupational diseases, diseases caused by production factors; providing organizational and methodological assistance for the implementation of planned activities;
• participation in the preparation of sections of the collective agreement relating to conditions and labor protection;
• assisting the director of the Enterprise in compiling lists of positions, in accordance with which employees must undergo mandatory preliminary and periodic medical examinations;
• participation in the work of the accident investigation commission;
• execution and storage of documents related to labor protection requirements in accordance with the established deadlines;
• participation in the preparation of documents for the appointment of insurance payments in connection with accidents at work or occupational diseases;
• preparation of reports on the protection and working conditions in the forms established by the State Statistics Committee of Russia;
• development of training programs on labor protection for employees of the Organization;
• conducting an introductory briefing on labor protection with all persons entering the work, seconded, undergoing industrial practice;
• control over the provision and proper use of personal and collective protective equipment;
• organization of timely training on labor protection for employees of the Enterprise, including its director, and participation in the work of commissions to test knowledge of labor protection requirements;
• security officials, structural divisions of the Organization by local regulatory legal acts of the Institution, visual aids and educational materials on labor protection;
• organization of meetings on labor protection;
• bringing to the attention of employees the current laws and other regulatory legal acts on labor protection of the Russian Federation, the collective agreement, the agreement on labor protection in the Organization;
• control over the implementation of measures provided for by programs, plans to improve working conditions and labor protection, an agreement on labor protection, as well as the adoption of measures to eliminate the causes that caused an accident at work, the implementation of instructions from state supervision bodies and control over compliance with labor protection requirements, others measures to create safe working conditions;
• control over the timely conduct of the necessary tests and technical examinations of equipment, machines and mechanisms by the relevant specialists;
• control over the organization of storage, issuance of special clothing, special footwear and other means of individual and collective protection;
• control over the correct use of funds allocated for the implementation of measures to improve working conditions and labor protection;
• control over the use of labor by women and persons under 18 in accordance with the legislation of the Russian Federation;
• consideration of letters, applications, complaints from employees regarding issues of working conditions and labor protection, preparation of proposals to the director of the Organization to eliminate the identified shortcomings.

Occupational Safety Specialist:

• organizes an introductory briefing on labor protection with newly hired persons, briefing at the workplace with employees of the Enterprise;
• plans, in accordance with the established procedure, periodic training of employees of the Institution on issues of ensuring labor protection at short-term courses and seminars;
• ensures the workload of employees, taking into account their psychophysical capabilities, organizes optimal modes of work and rest;
• prohibits work in the presence of dangerous conditions for the health of persons involved in labor activity;
• carries personal responsibility for ensuring healthy and safe working conditions in the Establishment.

1. Procedures aimed at achieving the goals of the Enterprise in the field of labor protection

5.1. In order to organize the procedure for training employees in labor protection, the director of the Organization, by his order, establishes:

a) requirements for the necessary professional competence in labor protection of employees, its verification, maintenance and development;

b) a list of professions (positions) of employees undergoing labor protection training, indicating its duration for each profession (position);

d) a list of professions (positions) of employees undergoing training in labor protection at the employer;

e) a list of professions (positions) of employees exempted from primary briefing at the workplace;

f) employees responsible for conducting labor protection briefings at the workplace in structural subdivisions, for conducting labor protection internships;

g) questions included in the training program on labor protection;

k) the procedure for organizing training on the provision of first aid to victims of accidents and accidents at work;

l) the procedure for organizing and conducting labor protection briefings;

m) the procedure for organizing and conducting labor protection measures;

O) organizational order conducting a special assessment of working conditions at workplaces in terms of the activities of the commission for conducting a special assessment of working conditions.

5.2. When considering various industrial hazards the Director of the Enterprise establishes the procedure for analyzing, evaluating and ordering all identified hazards based on the priority of the need to eliminate or reduce the level of occupational risk they create and taking into account not only the regular conditions of their activities, but also cases of deviations in work, including those associated with possible accidents.

5.3. In order to organize a procedure for informing employees about working conditions at their workplaces, levels of occupational risks, as well as guarantees provided to them, due compensation, the Director of the Organization, by his order, establishes (determines) the forms of such informing and the procedure for their implementation.

Such information may take the form of:

a) the inclusion of relevant provisions in the employee's employment contract;

b) familiarization of the employee with the results of a special assessment of working conditions at his workplace;

c) posting summary data on the results of a special assessment of working conditions at workplaces;

d) holding meetings, round tables, seminars, conferences, meetings of interested parties, negotiations;

e) production and distribution of information bulletins, posters, other printed materials, video and audio materials;

f) use information resources in the information and telecommunication network “Internet”;

g) posting relevant information in public places.

1. Planning activities for the organization of procedures

6.1. In order to plan activities for the implementation of procedures, the Director of the Enterprise, based on the specifics of the activities of the Enterprise, establishes the procedure for preparing, reviewing and updating the action plan for the implementation of procedures (hereinafter referred to as the Plan).

6.2. The Plan reflects:

a) the results of an analysis of the state of conditions and labor protection carried out by a labor protection specialist;

b) a general list of activities carried out during the implementation of procedures;

c) the expected result for each activity carried out during the implementation of the procedures;

d) implementation deadlines for each activity carried out during the implementation of procedures;

e) persons responsible for the implementation of activities carried out during the implementation of procedures at each level of management;

f) source of funding for activities carried out during the implementation of procedures.

1. Monitoring the functioning of the OSMS and monitoring the implementation of procedures

7.1. In order to organize control over the functioning of the OSMS and monitor the implementation of procedures, the director of the Institution, by his order, establishes (determines) the procedure for implementing measures that ensure:

a) assessment of the compliance of the state of conditions and labor protection with labor protection requirements, an agreement on labor protection;

b) obtaining information to determine the effectiveness and efficiency of procedures;

c) obtaining data that form the basis for making decisions on improving the OSMS.

1. Planning for improving the functioning of the OSMS

8.1. In order to organize planning for improving the functioning of the OMS, the Director of the Enterprise annually, based on the proposals of a specialist in the field of labor protection and taking into account the results of control and supervisory activities of the authorities state power, proposals of employees approves a plan to improve the functioning of the OSMS.

1. Response to accidents, accidents and occupational diseases

9.1. In order to ensure and maintain safe working conditions, prevent industrial injuries and occupational morbidity, the Director of the Organization establishes a procedure for identifying potential accidents, and a procedure for actions in case of their occurrence.

9.2. When establishing the procedure for actions in the event of an accident, the employer takes into account existing and developed plans for responding to accidents and eliminating their consequences, as well as the need to guarantee in the event of an accident:

a) protection of people in the working area in the event of an accident through the use of an internal communication system and coordination of actions to eliminate the consequences of the accident;

b) the ability of workers to stop work and / or immediately leave workplace and head to a safe place;

c) non-resumption of work in an accident;

d) providing information about the accident to the relevant competent authorities, services and divisions for the elimination of accidents and emergencies, reliable communication between the employer and them;

e) providing first aid to victims of accidents and accidents at the workplace and, if necessary, calling an ambulance medical care, implementation of fire-fighting measures and evacuation of all people in the working area;

f) training of employees for the implementation of measures to prevent accidents, ensure preparedness for them and eliminate their consequences, including regular training in conditions close to real accidents.

9.3. In order to timely determine and understand the causes of accidents, accidents and occupational diseases, the Director of the Enterprise establishes the procedure for investigating accidents, accidents and occupational diseases, as well as the preparation of reporting documents.

1. OSMS document management

10.1. In order to organize the management of OSMS documents, the director of the Organization establishes (defines) forms and recommendations for the execution of local regulations and other documents containing the structure of the system, duties and responsibilities in the field of labor protection for each structural unit the employer and the specific contractor, the processes for ensuring labor protection and control, the necessary links between the structural divisions of the employer, ensuring the functioning of the OSMS.

10.2. As a special type of OSMS documents that are not subject to revision, updating, updating and changing, OSMS control and accounting documents (records) are defined, including:

a) acts and other data records arising from the implementation of the OSMS;

b) registers and records of data on accidents, accidents, occupational diseases;

c) records of data on the effects of harmful (hazardous) factors production environment and the labor process on employees and monitoring the working conditions and the health of employees;

d) the results of monitoring the functioning of the OSMS.

1. Final provisions

11.1. If the current legislation changes, this Regulation is subject to revision.

11.2. In all other respects not provided for by this Regulation, officials of the Institution are required to be guided by the current legislation in the field of labor protection and the Model Regulation on the labor protection management system, approved by order of the Ministry of Labor and Social Protection of the Russian Federation dated August 19, 2016 No. 438n.

11.3. All employees of the Institution should be familiar with this Regulation.

Video cartoon on the topic

Cartoon about safety precautions "Energoform"

Character 2d animation for Energoform company. The cartoon explains the safety rules for employees when working with electrical equipment on the railway.

In accordance with the requirements of Article 212 of the Labor Code of the Russian Federation, the employer is obliged to ensure the creation and functioning of the labor protection management system (OSMS). According to specified requirement federal law the labor protection management system (hereinafter referred to as the OSHMS) should be developed taking into account the recommendations of the Model Regulations on the labor protection management system, approved by order of the Ministry of Labor of Russia dated August 19, 2016 No. 438n, as well as taking into account the requirements of Russian and international standards and ILO-OSH Guidelines on Management Systems 2001.

The central issue in the creation and maintenance of the functioning of an OSMS is distribution of responsibilities, establishment of powers and responsibilities of appointed persons who are assigned a particular role in the field of labor protection. It is generally accepted that if the responsibilities and authorities for the established functions of labor protection are defined, then the efficient system management. However, by listing duties, at best, only the field of activity is determined, within the boundaries of which the corresponding employee (manager) should work. The main directions, principles and mechanisms and its interactions when working in this case remain uncertain. Clear worker responsibilities contribute to good work organization, but limiting yourself to the definition of responsibilities alone will not ensure the effective functioning of the OMS. On the other hand, without defining responsibilities, it is also not necessary to talk about the creation of an OSMS. Since, if the distribution of duties is not made, then the responsibility lies inseparably on the authorized representative of the employer - the head of the organization, and it is completely incomprehensible who and what else besides him should do. Responsibility refers to personal responsibility, which refers to the person who will be held accountable if something is not done, or done wrong, or does not work, or the goals set are not achieved.

In accordance with existing definitions, a duty in the general case is an unconditional action to perform, in accordance with accepted requirements or internal motives. From a legal point of view, duty is a measure of proper behavior of a citizen (subject of law) provided by law, requiring him to perform actions prescribed by law. Unlike debt, obligation has, on the one hand, more general character, since it contains requirements relating to many people, and on the other hand, it is more specific, since it reveals the content of the actions prescribed to a person (what exactly he should do).

Requirements are an important element of responsibilities. According to ISO 9000, a requirement is a documented criterion that must be met if conformance to the document is required, and against which deviations are not allowed. The requirements are related to the type of activity. In practice, responsibilities involve different actions depending on the scope and structure of the enterprise.

The factors directly influencing the structure of the organization include the components of the management mechanism itself - goals, principles, methods. The factors influencing the structure of the organization indirectly include personnel, equipment, management technology, labor organization. In order to provide assistance in creating the organizational structure of the labor protection department in 2000, recommendations were developed for organizing the work of the labor protection service in an organization, which formulated the main functions of the labor protection service [Recommendations for organizing the work of the labor protection service in an organization. Annex to the Decree of the Ministry of Labor and social development of the Russian Federation dated February 8, 2000 No. 14.].

In everyday life, duty is what needs to be done due to the fact that it is part of the work or service and is included in the range of professional requirements. Responsibility is the need to act in accordance with a certain regulation, and the regulation depends on the functions implemented and the structure of the organization.

The obligations of the employer in accordance with Article 212 of the Labor Code of the Russian Federation require him to take legally prescribed actions to ensure the safety of workers, which is generally consistent with the recommendations of the ILO. According to the ILO-OSH 2001 Guidelines, the employer is responsible and should have responsibilities for the organization of labor protection. At the same time, it is noted that the establishment and maintenance of an OSHMS is a very useful and recognized approach to fulfilling these responsibilities [Guide to occupational health and safety management systems. ILO-OSH 2001 / ILO-OSH 2001]. OSH can serve the employer effective tool in terms of fulfilling his duties on labor protection.

Within the framework of the OSMS, the employer and managers top management should allocate duties, responsibilities and authorities for the development, implementation and effective operation of an OSMS. It is recommended to define the management structure and OSH processes in such a way that the management of labor protection is provided in the form of a linear managerial function known and recognized at all levels of management of the organization. Particularly noted is the need to determine the duties, responsibilities and powers of persons who must identify and assess risks in the field of labor protection. Currently, in addition to the linear management function that is typical for some organizations, management structures in practice can be more complex than linear, for example, when a functional, linear-functional or other types of organizational structure are used. With regard to the labor protection service, a combined linear-functional management structure is often used. In this regard, when defining labor protection responsibilities, it is necessary to keep in mind a specific type of organizational structure in order to take into account the existing vertical of subordination, which is different for different management structures.

The top management of the organization should ensure that resources necessary for the development, implementation, maintenance and improvement of the functioning of the OSMS. In determining the resources required to implement and maintain an OSMS, top management should at least consider:

– financial, human and other resources used in its operation;

- technologies used in the work of the organization;

– infrastructure and equipment;

– information systems;

– the need for training, etc.

The duties and authorities of all persons within the OSMS should be documented. For example, the duties of the head of the labor protection service, heads of structural divisions, heads of the audit group and the group (team) for risk assessment, other managers, as well as employees appointed responsible for certain processes (procedures), duties of blue-collar workers.

These responsibilities are recommended to be documented in the form of separate documents (regulations, for example, regulations on a structural unit, etc.) or documented directly in OSMS procedures (processes) or other working documents suitable for a given organization of work. In accordance with the established practice, the distribution of duties in the field of labor protection is documented in the local regulations of the employer, in employment contracts, in the form of orders, or are recorded in the employee's job description. However, occupational health and safety job records in job descriptions are reflected only in a general way, and do not reflect the duties performed within the framework of the OSMS. Therefore, in practice, for the manager to control distributed responsibilities, it is more justified to use automated systems(specialized software tools).

To ensure the effective performance of the appointed persons, it is necessary not only to form specific responsibilities related to the activities assigned to them, but also to organize work and interaction within the framework of the processes (procedures) established within the framework of the OSMS; it is necessary to control the performance of duties, analyze the effectiveness of the performance of duties, as well as correction based on the results of the analysis, or - revision of the adopted distribution of responsibilities in the event of negative results of such an analysis. To organize and carry out work on the distribution of duties, it may be recommended to draw up a list of duties.

At the same time, attention should be paid to the obligations associated with organizing and conducting monitoring of the health status of workers, within the framework of the procedure recommended, among others, in the Model Regulations on OSH.

Compared to the requirements of Articles 212 and 213 of the Labor Code of the Russian Federation, according to which the employer is obliged to organize medical examinations, this procedure provides for the appointment of a labor protection specialist whose duties include monitoring the results of monitoring the occupational health of employees.

The analysis of the organization of work on labor protection at enterprises revealed a number of problems in the distribution of responsibilities, which can be formulated as follows:

- an insufficiently justified definition of the completeness (volume) of duties assigned to employees in the absence of criteria for the correctness of the performance of actions, as well as insufficient consideration in the duties of the employer's organizational management structure;

- not taking into account the abilities and capabilities of employees to perform the work assigned to them in the implementation of the duties assigned to them;

- insufficiently organized control the effectiveness of the performance by employees of the duties assigned to them (there is no performance monitoring);

- insufficient use of the opportunities for adjusting the performance by employees of their duties based on the results of an analysis of the effectiveness of performance, for example, through training in duties based on the results of an assessment of the functioning of the OSMS, etc.

The problem of determining the necessary completeness of the duties assigned to the employee arises primarily due to the definition of duties without taking into account the goals of the planned activity in the implementation of processes (procedures). Unclear definition of the scope of responsibilities negatively affects the results of activities. In such cases, based on the results of the analysis of activities, it is necessary to adjust the completeness of duties, or change the type and organization of the assigned activities.

The content and scope of duties assigned to one employee should be determined on the basis of practical calculation, so that the scope does not include excessive big number tasks and functions, since the more duties an employee has, the more difficult it is for him to ensure their execution. Poor quality and untimely performance of duties seriously affects the effectiveness of the functioning of the OMS. The criterion for establishing the permissible scope (list) of duties in the field of labor protection for a particular employee can be work time estimate, required for the performance of the employee's duties.

When determining the scope and content of the duties of employees, it is necessary to take into account the features of the vertical of subordination (functional subordination for labor protection and administrative subordination for the nature of the main activity).

Some managers formulate responsibilities not in accordance with goals and definitions, but in the form of a wish or slogan. It is not always possible for an employee to perform duties of this type. In this case, performance monitoring, adjustment, and even more so the need to replace an employee with another more suitable one, is hardly possible.

Not taking into account the abilities of employees to perform the work assigned to them in the implementation of the duties assigned to them leads to a decrease in their sense of responsibility for the results of work. In contrast, when taking into account the abilities of the employee and properly organized his participation in the work, it gives the employee the opportunity to express himself, which ultimately leads to the formation of a sense of responsibility for the activities performed.

In some cases, when organizing work with a high risk to others, increased responsibility is imposed on employees who are entrusted with such work. Then the question of reliability may come first. In such a case, an approach based on the use of duplication, as well as other controls, would be justified, including technical means that increase the reliability of the performance of duties and ensure safety. From foreign experience examples are known when safety functions are built directly into the design of equipment (systems of intelligent blocking devices, the admission of an employee to the work area based on the results of an assessment of the worker's condition, etc.).

In order to improve the performance by the employee of the duties entrusted to him, it is recommended to provide training based on education and/or vocational training. Employees must be trained to perform their duties. Duty training should also cover training for contractors, temporary workers, inspectors at the entrance to a high-risk area, etc.

The quality of an employee's performance of his duties can be significantly improved if specialized automated systems are used, which provide both high productivity and the ability to conduct quick analysis to adopt or prepare optimal management decisions. Experience confirms that in some cases, before admission to the performance of duties, it is necessary professional selection of employees.

Responsibility management involves a comparison of the observed results of the performance by employees, the duties assigned to them and those originally planned (expected) based on an analysis of the goals of the process, or established requirements. In the absence of performance evaluation, or insufficient control responsibilities, it is not possible to monitor the effectiveness of their performance, therefore, there is no need to adjust responsibilities and improve performance.

Conducting an analysis of the effectiveness of the employee's performance of his duties based on observations and assessing the compliance of actual performance indicators with the requirements allows you to identify inconsistencies and determine areas for improving performance through adjustments performance by employees of their duties based on the results of the analysis of the effectiveness of their performance. For example, according to the results of the analysis of the functioning of the OSMS. Conformity assessment can be carried out in cases where the responsibilities are documented and based on the fulfillment of certain requirements.

Based on the experience of team organization of work, it is useful for team work that there are no clear dividing lines between certain types work, expansion and intersection of the responsibilities of employees of different qualifications and the formation of common interests with those working in related fields. When distributing work in this way, the capabilities of workers should be assessed in terms of the range of jobs they have taken on, and not the number of responsibilities they have been given.

The general distribution of responsibilities of managers and specialists, as well as blue-collar workers in general, to ensure the functioning of the OSMS should be aimed at ensuring a linear control function and correspond to the general task of management, taking into account the basic principles ( Feedback, continuous improvement, etc.).

Ensuring the functioning of an OSMS should be achieved on the basis of an established structure that takes into account the organizational structure of the organization.

The structure of the OSMS should reflect general relationship elements of the system used to formulate occupational health and safety policy and to set and achieve goals. An example of an OSMS functional diagram based on occupational risk management is shown in Figure 1. According to this diagram, the functioning of the OSMS is ensured based on the distribution of duties, responsibilities and powers of designated persons, and the established interaction scheme.

The OSMS structure includes the following management levels:

a) the highest official - the head of the organization (employer) - ensures the formation of a policy in the field of labor protection, taking into account the main directions public policy in the field of labor protection and allocates resources;

b) responsible for the functioning of the OSMS (hereinafter referred to as the head of the OSMS) - is empowered by the employer with the authority to organize work on labor protection, create and ensure the functioning of the OSMS;

c) labor protection department: head of the labor protection department, including working group department for OSMS - organizes methodical work on the development and implementation of an OSMS, ensures control over the fulfillment of the requirements for labor protection of employees of the organization (including the employer);

d) structural subdivisions (workshop, section, department, etc.): heads of structural subdivisions - provide practical work on risk management based on determining the acceptability of the assessed risks and the formation of control measures to maintain residual risks at the planned level; provide visualization of risks in departments;

e) persons appointed responsible for the performance of work on labor protection in structural divisions and persons appointed responsible for the performance of work in accordance with the established processes (procedures) of the OSMS - ensure the planning of activities within the processes (procedures), form proposals for their implementation, carry out performance monitoring, performance analysis and adjustment or revision of activities;

f) groups (teams) for hazard identification and risk assessment - ensure regular hazard identification and risk assessment, document the results in the prescribed form and provide them to the heads of structural units, participate in the formation of risk management plans;

g) audit team for conducting internal audit OSMS - in accordance with the approved program, conducts scheduled and unscheduled inspections of departments, provides a summary report based on the results of the year to the Head of the OSMS for use in the analysis of the OSMS by top management;

h) employees and representatives of employees - are involved in the identification of hazards and risk assessment in the workplace; make proposals to improve working conditions and control measures to maintain residual risks at the planned level, etc.

To ensure periodic analysis and evaluation of the OSMS, the head of the organization can create a permanent OSMS Coordinating Council with the following composition (approximate composition is indicated):

- Chairman of the Coordinating Council for OSHMS (head of the organization);

- Deputy Chairman of the Coordinating Council for OSMS;

– members of the Coordinating Council;

- Secretary of the OSH Coordinating Council (Head of OSH Department).

The distribution of duties and the composition of the OSH Coordinating Council can be changed by order of the head of the organization.

The functional structure of the OSMS and assigned responsibilities should be subject to ongoing review and, if necessary, adjusted to ensure that they are in line with the policy, commitments and objectives.

The decision on the need to adjust the structure of the OSMS and responsibilities is made by top management based on the periodic assessment and review of the OSMS.

In order to comply with the requirements of Article 212 of the Labor Code of the Russian Federation in terms of fulfilling the obligations of the employer, as well as to improve the effectiveness of work on labor protection, as part of the OSMS, many large and medium-sized Companies develop separate regulations or organization standards (STOs) that define the labor protection duties of managers and specialists . They include labor protection duties that must be fulfilled by all senior leaders organizations, heads of structural subdivisions (workshop, service, department, section), head of the labor protection service, as well as workers of working professions. The regulation also contains requirements and recommendations for documentation.

Large Companies are developing a unified Regulation on the assignment of functions to ensure safe conditions and labor protection between managers and specialists. The regulation is introduced by the general order "On the delegation of powers for labor protection", which formally approves the distribution of duties and determines the responsibility of officials.

Order text example:

1. Approve the Regulations on the assignment of functions to ensure safe conditions and labor protection to managers, specialists and employees of the organization.

2. I reserve the general management of work on labor protection.

3. Assign to the chief engineer (full name) the responsibility for ensuring safe conditions and labor protection, including direct supervision and control over the work on labor protection.

4. Responsibilities for coordinating the actions of structural units and officials on labor protection issues are assigned to the labor protection service represented by an engineer for labor protection (full name).

5. Assign responsibilities for the management of activities in the field of labor protection in structural divisions and services to managers and specialists:

- service of the chief mechanic for the chief mechanic (full name);

– energy service for energy (full name);

- transport service for a mechanic (full name);

- warehouses for storekeepers (full name);

– galvanic area for a chemist-technologist (full name);

- for shop A and B for masters (full name);

- according to the department of material and technical supply to the head of the department of OMTS (full name);

- in workshop B, harvesting area to the head of the workshop (full name) and foremen (full name);

- according to the instrumental section per head technical department(FULL NAME);

6. In case of temporary absence of the head of a structural subdivision or service (official) from among those specified in clause 5 of this order (vacation, illness, business trip, other reasons), his duties in terms of ensuring safe conditions and labor protection in the assigned area of ​​responsibility shall be assigned to a person acting as an absent head (official); in this case, no later than 12 hours in advance, it is necessary to issue an appropriate order.

7. When appointing a person to perform the duties of a temporarily absent head (official) in terms of ensuring safe conditions and labor protection, the compliance of the qualifications of this person with the duties assigned to him must be ensured.

Responsibility for ensuring compliance with this requirement shall be assigned to the person responsible for the state of labor protection, labor protection specialist (full name).

8. When developing job descriptions for managers and specialists of the organization, the inspector of the personnel department (full name) should include in them the duties for labor protection established by this order, familiarize them with the order of officials in terms of them against signature.

9. I reserve control over the execution of the order.

General Director (full name).

Date of.

In a number large companies regulatory requirements and work on the formation of documents containing duties is carried out in specialized software and is included in the general document flow. This eliminates the formation of "empty duties", since the general algorithm is based on the formula:

Responsibility = [what exactly to do] +

[according to what document or requirements - how]

+ [for what purpose].

It should be borne in mind that the distribution of responsibilities within the framework of an OSMS, in principle, should cover all categories of workers, and not just managers. Successful implementation of an OSMS can be ensured if all personnel of the organization have responsibilities for labor protection. The participation of workers and, where applicable, workers' representatives, is a key success factor. It is noted that workers should be well trained and have the authority to independently exit from dangerous situations, of necessity, without fear of being punished.

It is of interest to consider some of the duties of blue-collar workers:

1) Employees, when involved in a preliminary discussion of OSH management issues, are required to speak freely in the choice of appropriate risk controls, including discussion of the beneficial or disadvantageous consequences of alternative control options. certain types hazards, or to prevent non-compliance with safety conditions.

2) Employees are obliged to take care of the safety and health, both of their own and of other people who are or perform their duties in close proximity to them, in accordance with the training received and the instructions provided to him by the employer.

To this end, employees, in accordance with the training received and the instructions given to them, are required to:

3) Proper use of equipment, machinery, hazardous substances, transport equipment and other means of production;

4) Properly use the PPE provided to them and return it to the proper place;

5) Refrain from independently disconnecting, changing or removing protection devices installed on equipment, apparatus, machines and structures, as well as correctly use such protection devices;

6) Immediately inform the immediate supervisor and/or employees assigned responsibility for ensuring safety and health about any work situation that they consider to be a serious and imminent threat to safety and health, as well as any deficiencies in the operation of protective devices, etc. d.

7) Employees of working professions are obliged to undergo training within one month after being hired safe methods and methods of work performance; in case the employee working profession is hired with harmful and (or) dangerous working conditions, training in safe methods and techniques for performing work must be accompanied by an internship at the workplace and passing exams, and in the course of work - to undergo periodic training in labor protection and testing knowledge of labor protection requirements (Procedure , form, frequency and duration of training in labor protection and testing of knowledge of labor protection requirements for blue-collar workers are established by the employer (or a person authorized by him) in accordance with regulatory legal acts regulating the safety of specific types of work); The employer (or a person authorized by him) organizes periodic, at least once a year, training of blue-collar workers in providing first aid to victims. Newly hired persons are trained in providing first aid to victims within the time limits established by the employer (or a person authorized by him), but no later than one month after being hired.

Below are examples of duty statements, to which brief comments are given.

In the first example, the obligation is formulated as follows:

“The head of the department of the chief mechanic organizes and ensures the implementation of the achievements of science, technology and best practices aimed at improving mechanical equipment in order to increase the safety of its operation.

It follows from the wording that the fulfillment of this obligation is possible if the organization has a developed and approved procedure for introducing the achievements of science, technology and best practices, which defines what is meant by the achievements of science, technology and best practices, and what actions should be taken to ensure them. implementation and implementation, etc. In addition, it is doubtful that the head of the chief mechanic's department can ensure the implementation of ... (in the end, the decision is made by the director, the funds are allocated by the director). Apparently, the head of the department of the chief mechanic can take measures (carry out measures) in accordance, for example, with the established procedure (regulations approved by the director), i.e. organize the work.

Thus, the given wording of the obligation does not meet the requirements of specificity. Responsibility in this form is difficult to manage because there is no link (link) to the source of the requirements. The goal of improving safety (what we want to achieve) is not related to the actions that need to be performed within the framework of this responsibility (they are only intuitively understandable). There is no indication of any metrics or requirements against which to assess and/or adjust responsibilities as necessary.

As a second example, we can consider the wording of the duties of the head of the accounting department.

“The head of the structural unit of the accounting department exercises control over compliance with the working hours in accordance with the rules of the internal labor schedule, labor discipline, rest, admission, transfer and dismissal of employees, the passage of preliminary and periodic medical examination and conducting an introductory briefing on labor protection, the provision of compensations due to employees employed in work with harmful and (or) dangerous working conditions, guarantees and compensations

From this example it follows that, firstly, the head of the accounting department is charged with a large number of "diverse" duties. Secondly, not all duties he can really perform. For example, to control the admission, transfer and dismissal of employees, the passage of a preliminary and periodic medical examination, as well as an introductory briefing on labor protection, the provision of compensations due to employees employed in work with harmful and (or) dangerous working conditions, guarantees and compensations.

Most likely, this listing refers to the duties of other managers. For example, controlling the hiring and firing of employees is most often the responsibility of the manager. personnel service. Conducting an introductory briefing on labor protection is the responsibility of the head of the labor protection service. The provision of compensations due to employees employed in work with harmful and (or) dangerous working conditions, guarantees and compensations, the head of the accounting department exercises control over the provision and control and accounting for the direct provision to the employee. Thirdly, the document (there is no reference to it) regulating the activities of the unit, including the duties of the head, is not defined, which does not allow monitoring and evaluating the effectiveness of the performance of duties.

In the third example, the duties of the deputy head of the structural unit for general issues are formulated.

“The deputy head of the structural unit for general issues organizes the maintenance in good condition of all types of transport, roads and railways, and structures on them, which are under the authority of the organization.”

From the above wording, it follows that the deputy head of the unit is endowed with diverse responsibilities. So, for example, the maintenance of all types of transport, even in the formulation of "organization of work" is a very complex technical task and grandiose in scope. As you know, the content is not even a large number Vehicle involves the performance of a large number of organizational tasks (storage, Maintenance and repairs, refueling, lubricating oils and special fluids, etc., as well as maintaining a large amount of reporting documentation).

The task is further complicated by the fact that “all modes of transport” are not defined in any way. Different kinds transport requires taking into account various specifics, for example, the type of fuel used, access roads, etc. On the other hand, duties include work related to the maintenance of roads and railways and the structures located on them. The maintenance of these roads and railways in itself is a separate and complex task, which corresponds in its level of complexity and responsibility to the head of a very large enterprise, and not the deputy head of the structural unit. Thus, the mechanical unification of duties that are very different in content and scope can hardly be justified.

In the fourth example, the duties of a foreman are formulated.

“The foreman removes from work persons in a state of intoxication or in a state of drug intoxication, informs the master (higher leader) about this.”

From the above wording of duties, it follows that the specified duties of the foreman are not provided with a clear mechanism for the implementation of this duty in the event of various practical situations. No links to regulations containing requirements for the removal procedure, which makes it difficult to monitor and evaluate the effectiveness of the performance of this duty .

In the fifth example, the duties of the deputy chief engineer for labor protection are formulated.

"Deputy chief engineer for labor protection organizes work on the identification of hazards, risk assessment and development of measures to manage them."

It follows from the above formulation that this duty can be implemented if the organization has a document regulating the procedure for identifying hazards, assessing risks and developing measures to manage them. Apparently, it is advisable to supplement the text of the duties of the deputy chief engineer with a reference to the documents in accordance with which it is necessary to organize the work, as well as the need to provide for the appointment of responsible persons with mandatory training for them before admission to this work in accordance with the procedures for identifying hazards, assessing risks and developing measures managing them.

CONCLUSIONS

1. Distribution and correction of responsibilities are necessary condition effective functioning of the OSMS and must comply with the goals, adopted management structure and organization of work in the Company.

2. Responsibilities must be specific, indicating clear boundaries of activity and based, as a rule, on documents developed in the organization containing relevant requirements for the actions of employees, unconditional for implementation. Responsibilities formed without taking into account the relevant requirements (“empty responsibilities”) will not lead to the achievement of goals.

3. Assigned responsibilities, as well as the functional diagram of the OSHMS, should be subject to constant review and, if necessary, adjusted to ensure that they are consistent with the policy, commitments and goals.

4. To ensure the effective performance of duties, it is necessary to monitor the results of performance evaluation. Based on the analysis of monitoring results, adjust the duties or activities of the employee.

5. Successful implementation of an OSMS can be ensured if duties are managed using specialized software tools, with the inclusion of documentation of duties in the overall document flow of the Company.

1. When developing and implementing an OSMS, it is recommended to form an appropriate list of employee responsibilities, analyzed by the person responsible for the implementation of the OSMS, appointed by the head of the Company.

2. To ensure the effective performance of duties, it is recommended to plan the necessary resources, including training in duties, empowering the employee with appropriate powers.

3. To ensure the effectiveness of the functioning of the OSMS, the content and scope of duties assigned to one employee should not include a large number of multidirectional tasks and functions. The criterion for establishing the permissible scope (list) of duties in the field of labor protection for a particular employee can be work time estimate necessary for the performance of the employee's duties.

BIBLIOGRAPHY

Standard provision on the labor protection management system, approved. by order of the Ministry of Labor of Russia dated August 19, 2016 No. 438n

GOST R 54934-2012/OHSAS 18001:2007 Occupational safety and health management systems. Requirements.

GOST R 51897-2011/ISO Guide 73:2009 Risk management. Terms and Definitions.

Guide to Occupational Safety and Health Management Systems. ILO-OSH 2001 / ILO-OSH 2001. Geneva: International Labor Office, 2003

GOST 12.0.230-2007 SSBT. Occupational safety management systems. General requirements.

GOST R ISO 9000-2015 Quality management systems. Fundamentals and vocabulary.

ISO/DIS 45001:2016 Occupational health and safety management systems - Requirements and guidance for use.

Staff motivation. Key management factor. Ed. Yosio Kondo. Per. from English. E.P. Markova /Scientific editing by V.A. Lapidus, M.E. Serov. - Nizhny Novgorod, SMC "Priority", 2002. - 206 p.

Council Directive of 12 June 1989 on the introduction of measures to promote improvements in the safety and health of workers at work (89/391/ECC). Council of the European Communities".

The procedure for training in labor protection and testing knowledge of labor protection requirements for employees of organizations, approved. Decree of the Ministry of Labor of the Russian Federation and the Ministry of Education of the Russian Federation dated January 13, 2003 No. 1/29.

The list of employers' duties includes ensuring the most comfortable conditions for all employees. First of all, measures are meant to ensure the safety of working conditions. It is the documents related to labor protection that ensure the protection of all employees from injuries. model document for this scope is the provision. If due measures are not provided by the employer, on the initiative of the Ministry of Labor of the Russian Federation, such enterprises, or rather their leaders, will be fined.

The regulation is a local act that officially establishes the procedure for teaching safety rules. It can be used to enforce the following rules:

• Appointment of a responsible person on this issue;
• Action plan;
• The rights of employees in this area;
• Employee training schedule;
• A measure of responsibility for non-compliance with requirements;
• Application of GOST;
• A plan to improve equipment so that it always meets safety requirements.

Also, this normative act reflects the division of powers between individual workers organizations.

The main provisions of labor protection legislation

The legislation clearly defines the legal position of employees and employers in the field of safety of working environment conditions. It says that compliance rules are regulated by instructions and other regulations. A special service is organized, which teaches correct application means of protection and methods of safe performance of work. She is also responsible for conducting training.

Employees are required to attend employer-sponsored training. Also, employees must report emergency situations or the risk of their occurrence. The employer does not have the right to allow to work those who have not passed a medical examination, as well as instruction and testing of knowledge on the safety of working environment conditions.

Regulations on the labor protection management system in the organization - sample

IN standard form The document has the following sections:

• General provisions;
• Occupational Health Policy;
• The objectives of the employer in this area;
• Functioning of the OT management system;
• Occupational Health Commission;
• OT service;
• OT procedures.

Additionally, sections can be included on planning relevant activities, on monitoring the functioning of this system, as well as on responding to various accidents and accidents.

Regulations on the labor protection management system in a construction organization

This normative act is approved by the head and agreed with the trade union. Its feature is the presence of links to regulatory documents related to this area - SNiP, GOST and acts approved by orders of the Ministry of Labor of Russia. The purpose of this document is to protect workers construction organization from various production factors to rule out any accidents.

Regulations on the labor protection management system at school 2018

This act also creates whole system on labor protection. IN organizational structure the director, his deputies, a teacher of life safety, safety engineers and a labor protection commissioner are included. Authorized persons not only monitor compliance with all instructions, but also train the teaching staff, as well as students.

Standard provision on the procedure for training in labor protection and knowledge testing

This local act was approved by the Ministry of Labor back in 1994. It establishes the procedure for conducting various briefings and testing knowledge. For example, an inspection should be reported at least 15 days in advance. Commissions for testing knowledge are created by issuing orders by leaders. Such inspection commissions may include specialists in the field of safety of working environment conditions, state inspectors or representatives of trade union bodies.

Sample order on approval of the regulation on labor protection

It contains the number of the order, as well as the date of its preparation. A phrase is recorded that the purpose of this order is the implementation of Article 217 of the Labor Code of the Russian Federation and other legislative acts in this area. After the word “I order”, the main orders are listed: the approval of the document itself and who is responsible for compliance with these rules. At the end - a place for the signature of the head.

Sample regulation on remuneration of employees and bonuses 2018

Each institution, regardless of its direction of activity, among the main local documents must necessarily ...

Journal of introductory briefing on labor protection

How is the notebook for registering the OT introductory manual maintained, who keeps it and for how long, ...

Regulations on the commission on labor protection

Creating a safe environment professional activity and prevention of injuries and injuries to employees is one of…

Commission on labor protection in the organization

Labor Code assigns to the commission protecting labor important tasks to protect the health of workers. Therefore such…

The program of repeated briefing on labor protection - sample 2018

If a person is employed in new job, he must be familiarized with security issues. Especially for these…

Any employer is obliged to create a safe working environment for the personnel of his enterprise. The organization must apply labor protection rules for the direct operation of office equipment and equipment in workshops, in the implementation technological operations etc. For this, the enterprise creates labor protection management system (OSMS).

general characteristics

OSMS is a set of specific activities, interrelated elements that provide a single policy and goals specific enterprise in the field of labor protection. It is necessary, first of all, to eliminate the risk to the health and life of the company's personnel, to prevent accidents and accidents that have serious consequences not only for the employer and employees, but for the entire organization as a whole. For the implementation of measures, a standard Regulation on the OT management system should be approved. It is valid throughout the enterprise, in all offices, premises, buildings, structures that belong to the employer. OT requirements are mandatory for all personnel, as well as third parties located on the territory of the organization.

Regulations on the labor protection management system

The OSMS of a particular enterprise is implemented in accordance with the Employer develops it independently. At the same time, he takes as a basis new Model regulation on the OT management system. This document was adopted by order of the Ministry of Labor No. 438n dated August 10, 2016. To draw up a local act, the head of the company may involve third-party organizations or employees of other (specialized) firms. The Regulations are approved taking into account the opinions of employees or representative bodies (if any).

Document structure

The first and one of the mandatory elements of the document is title page. The name of the act, the name of the enterprise, the full name of the employees involved in the development and approval are indicated here. In addition, the Model Regulation on the Occupational Safety and Health Management System includes sections:

Also contains applications. They can display graphical diagrams, tables related to OT and occupational safety. The applications may also contain a journal in which employees confirm with their signatures that they have read the established rules. The text of the document itself should contain references to certain additional acts.

Distribution of duties

It is necessary to ensure the effective implementation of the established activities. T standard regulation on the labor protection management system establishes the following obligations for the employer:

1. Organization of work focused on preserving the health and life of employees.
2. Creation working conditions complying with the requirements of the legislation.
3. Selection necessary resources for the implementation of the envisaged OT measures.

The employer must allocate responsibility for security issues at all levels and in all departments, including within the support services. The latter, in particular, include administrative, economic, financial, personnel and other departments.

Staff Responsibilities

Standard provision on the labor protection management system does not set specific tasks for a particular employee. As a rule, the document contains references to other local acts. Specific responsibilities, in particular, are provided for in the Labor Code, as well as job descriptions. IN Model Provision more attention is paid to the labor protection service and the specialists working in it. The head of the enterprise organizes the activities of this unit, determines the number and structure, in accordance with the requirements of Article 217 of the Labor Code, as well as regulations federal executive power. Job Responsibilities the head and specialist of the service are registered in qualifications and instructions.

Staff training

To achieve maximum efficiency in the implementation of an OSMS, the director of the enterprise is obliged to provide continuous training, including special training and advanced training for all employees. Training of personnel is carried out taking into account the work performed. Training and subsequent testing of knowledge are carried out in the manner determined by the authorized federal institution of executive power, regulations in the field of labor protection.

Internal information exchange

Ensuring the timely collection, proper processing, storage, transmission of information on labor protection, their updating allows them to be analyzed and make decisions aimed at improving the OSMS. The enterprise should develop and document the procedure for exchanging data on OT between departments. In her in without fail the following elements are described:

1. Rules for the approval and revision of local acts on labor protection that meet the requirements established by the federal executive body.
2. The procedure for considering applications from employees, proposals received from them on the issues of improving the OSMS.
3. Rules for the formation, generalization, placement, updating of the information base on the territory of the enterprise. We are talking, in particular, about the procedure for updating visual aids, stands, posters, documentation on public safety, the requirements for ensuring the sufficiency of these materials, the availability of their locations, etc.

Documentation

Organization, implementation and ensuring the effective functioning of an OSMS involves the formation of a set of interrelated local acts that describe the structure of the system, the rights, obligations of each unit, specific executors, processes for ensuring OT and supervision. Documentation may be in the form of enterprise standards, guidelines, or other forms. The set of OSMS acts is minimal, but sufficient to ensure the functioning of the system.

Entries

They are a special type of documents that are not subject to revision, updating and actualization. The entry is not allowed to be modified. Employees must have access to documentation related to production processes and ensuring the safety of health in their implementation. The head of the enterprise determines the employees responsible for keeping records.

Additionally

The OSMS documentation should:

Copies of acts are taken into account and placed in places that are accessible to staff. Canceled documents must be withdrawn from circulation. At the same time, measures are taken to exclude their subsequent unintentional use. Currently, the legislation does not clearly define the period in which the Regulation on the OSMS should be adopted at the enterprise. Meanwhile, inspectors check the availability of documentation and its adequacy. For the lack of an OSMS, the head may be held liable under the Code of Administrative Offenses.

Now most enterprises have actively taken up the development of documentation and OSH orders– Occupational safety management system. To put it into operation, you need an order to introduce an appropriate labor protection system that was developed for the enterprise. Our consultation is dedicated to this document and its contents.

Required for approval

In mid-October 2016, the Ministry of Justice of Russia registered the Order of the Ministry of Labor of August 19, 2016 No. 438n, which approved the approximate regulation on the labor protection management system. This should be the case in every company. So, you need to understand how to make OSH order (sample below in the article).

In general, the organization can develop the main document on the OSMS both independently and with the help of third parties - private specialists and labor protection firms in the field in which the organization operates.

The seventh paragraph of the order of the Ministry of Labor obliges the employer to release order for the approval of the OSS(the developed regulation on it). Moreover, this must be done taking into account the opinions of employees and / or their authorized representative body (if any).

No more requirements for order on the implementation of the OSMS legislation does not present. Therefore, in our opinion, order on the OSMS of the enterprise can be released:

1. as a separate order;
2. to put into effect an OSMS developed for the organization, taking into account its specifics.

Undoubtedly, this document signed by the head of the enterprise, since it is he who is responsible for creating and putting into circulation an adequate labor protection management system.

Order on the implementation of an OSMS: sample

The composition of the details an order to introduce an OSMS can be divided into general and special (see table).