Instruction

The Labor Code of the Russian Federation began to use the chapter "Protection of the personal rights of an employee", which describes the receipt, storage, combination, transfer and other use of information about.

In this case, the employer must comply with certain rules:

In accordance with the norms of the current legislation, the employer must process the personal data of the employee.

The employer can process information only for the purpose of complying with laws and the employee in the service, controlling the quality and quantity of work performed, ensuring the personal safety of the employee and ensuring the safety of property.

The employer must obtain all information about the employee from him. In the case of collecting the necessary data, you can use the services of third parties, then the employee must express his own in writing.

The employer has no right to information about the personal life of the employee. In those that are directly related to issues of labor relations, he can operate on the private life of an employee, but only with his written consent.

You need to know that the employer does not have the right to refuse to hire for circumstances that are discriminatory. The Labor Code of the Russian Federation provides guarantees for labor rights and freedom of citizens, protects the rights and interests of employees, employers, and also creates favorable working conditions.

There are some components to the personal (private) rights of an employee, which, in turn, require regulatory consolidation:

Neither the employer nor any other person has the right to get acquainted with personal letters, telephone conversations, including visual reproduction means that belong to the employee (for example, messages of various types, recordings made by the employee on a dictaphone, etc.).

The employee has the right to inviolability of appearance. The employer violates his rights in case of psychological pressure on the employee in order to dismiss or reduce wages. The appearance of the employee must be neat and appropriate to a particular field of activity. There are a number of professions that require a special form (for example, salespeople, prosecutors, judges, etc.).

The employer has no right to use means of audiovisual control over the behavior of the employee. Also, this right is not allowed, taking into account the safety and security of production property.

The employee has the right to physical integrity. In this case, we are talking about unreasonable searches on the territory of the enterprise where he works, about unwanted physical signs of sexual attention from other employees.

Employers are well aware that the Labor Code protects, first of all, the interests of the employee. It is correct - after all, the employee in these legal relations is the “weak side”. However, sometimes this party begins to exercise its rights to the detriment of the employer. What mechanisms do employees use to abuse their rights, and how should they counter their actions?

In practice, almost every personnel officer or accountant who performs his duties has to face the so-called personnel blackmail. As a rule, with the help of blackmail, the employee tries to "knock out" some concessions for himself. And in such cases, the employer always has options: agree or argue. The decision is usually made taking into account possible labor costs and time costs.

But there are also situations when an employee "fights", as they say, out of principle. And in such a situation, he has to resist. The main principle of such confrontation is the correct execution of all documents.

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The employee refuses to sign the act, document

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Employee does not show up for work

A variation of the situation with the work book: the employee stopped going to work, but at the same time does not submit a letter of resignation, does not make direct contact with the employer. The calculation here is that he will be fired, and then he will prove and receive compensation.

Accordingly, the employer can simply resist this: it is enough not to fire such an employee. But, of course, that the absent employee and wages should not be accrued. Therefore, it is important to fix the fact of absence itself. This is done as follows: the immediate supervisor of the absent employee draws up a memorandum or memo addressed to the head of the organization. It sets out the facts: the employee did not appear at his workplace, indicates the time when he was supposed to come to work and the time the note was drawn up. It also provides information about whether attempts were made to contact the employee and what the results of these attempts are.

The head of the organization, having received such a memorandum, initiates the procedure for further processing. In particular, it instructs the personnel and (or) legal service to prepare. For this document, the State Statistics Committee of Russia has not established a unified form, therefore it is compiled in free form. It indicates the full name and position of the employee who is absent from the workplace, the date of absence, how many working hours the employee was absent (therefore, it is better to draw up an act at the end of the working day). Further, the date and time of drawing up the act itself are necessarily fixed, it is indicated who and on the basis of what it was drawn up. In addition, we record in the act who was present when the document was drawn up. After that, all persons present sign the act. We recommend that you invite the immediate supervisor of the absent employee, as well as two or three employees from other departments of the organization, to draw up the act (to ensure relative independence and impartiality in the preparation of the document).

This act is attached to the memorandum or memo that served as the basis for its preparation, and is transferred to the person who is responsible in the organization for recording working time. On the basis of these documents, the employer has the right to put a note in the Timesheet on the absence of an employee for an unexplained reason (“НН”, or 30; see Decree of the State Statistics Committee of the Russian Federation dated 05.01.04 No. 1). In the future, the act and the memorandum are filed in the employee's personal file. In the event of a long absence of an employee at the workplace, such acts must be drawn up for each day of absence and filed into his personal file.

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pregnant workers

Separately, it is worth mentioning the various methods of blackmail associated with. Here situations usually develop according to two scenarios.

The first is provoking the termination of the employment contract at the initiative of the employer, dismissal and subsequent filing of claims that at the time of dismissal the employee was pregnant and, accordingly, the dismissal is illegal.

The second is the actual refusal to work by a pregnant employee with the expectation that she cannot be fired for absenteeism and other violations of the Labor Code of the Russian Federation.

Unfortunately, in the first of the situations described, it is almost impossible for an employer to protect himself from blackmail. The only thing that can be done in such a situation is to check the reality of the issued certificate and, if it turns out that it is fake, initiate criminal prosecution of the employee. The employer can organize such a check on his own by sending a request to the organization that issued the certificate, or petition the court if the matter has gone to trial. Remember that the key point in such disputes is the date of pregnancy, which at the initial stages is set according to the woman's words and is further specified based on the results of medical examinations. You can also play on this clarification by defending the legality of the dismissal.

Also, the legality of the dismissal can be tried to be justified by referring to the abuse of the right (Decree of the Constitutional Court of the Russian Federation of December 6, 2012 No. 31-P, Appellate ruling of the Supreme Court of the Republic of Sakha (Yakutia) of September 26, 2012 in case No. 33-3295 / 2012). But here you will need evidence of dishonest actions of the employee. For example, a significant and unexplained time interval between dismissal and going to court, testimonies of witnesses about the facts of blackmail, etc.

If the certificate and dates of pregnancy are beyond doubt, then the employee will have to be reinstated at work with the payment of all amounts due (paragraph 25 of the Decree of the Plenum of the Supreme Court of the Russian Federation of 01/28/14 No. 1).

With the second situation, everything is a little easier. Yes, the employer is not entitled to dismiss such a truant, but he is also not obliged to pay her wages. So, in this case, it is necessary to act in the same way as in the situation with the missing worker described above. That is, to record the facts of absenteeism in personnel documentation.

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If an employee wrote a complaint to the labor inspectorate: what awaits the employer?

If a citizen wrote about the violation of his rights to the labor inspectorate, then an unscheduled on-site inspection may be assigned to the employer. What exactly will the inspectors check during such an inspection?

In case of admission, the subject of an unscheduled inspection will be the facts of non-compliance by the employer with the requirements of labor legislation in relation to this employee. In this case, the documents related to this particular employee will be checked. Since state labor inspectors do not have the right to demand the submission of documents, information, if they are not objects of verification or do not relate to the subject of verification. If during the inspection the inspector reveals violations that are not related to the subject of the inspection, this may be the reason for initiating another unscheduled inspection. After all, the basis for its implementation may be information (including information received from officials of the federal labor inspectorate) about the facts of violations by employers of the requirements of labor legislation, including labor protection requirements, which resulted in a threat of harm to the life and health of workers.

It turns out that, having come with an unscheduled inspection initiated in connection with an employee’s complaint, inspectors will only check the facts stated in this complaint.

As a general rule, the labor inspectorate notifies the organization of an unscheduled on-site inspection at least 24 hours before its start by any available means. However, if an employee has received an appeal about a violation of his labor rights or about the facts of violations by the employer of the requirements of labor legislation, which resulted in a threat of harm to the life and health of employees, the notification of the employer about the inspection is not allowed. For example, within the statutory deadlines refers to violations representing threat to public health. Therefore, such an unscheduled inspection can be carried out immediately, without the consent of the prosecutor's office.
As a general rule, if an employee wants to quit of his own free will, he must notify the employer in writing no later than two weeks in advance.

How to fill out, record and store work books. Fire recovery. Send a labor post. IP and workbook. Company name change. Found an old work book.

Late payment of wages, unreasonable removal of an employee from the performance of his labor duties, coercion to unpaid overtime work, psychological pressure - these are just some of the examples of violations of the labor rights of employees. If the employer does not respect and does not enforce the rights of employees, then the only way to restore violated interests is legal protection.

Protection by trade unions of the labor rights of workers is carried out on the basis of a written request from the latter. In addition, other methods of protection are provided:

• to express a collective protest (strike);
• file a claim with the court:
• apply to the prosecutor's office;
• draw up an appeal to the State Labor Inspectorate.

Appeal to the prosecutor's office

The activities of the prosecutor's office are aimed at supervising the work of state organizations. Employees can file a complaint with the prosecutor on various issues, including:

• non-payment of wages;
• illegal dismissal, unreasonable staff reduction;
• non-fulfillment by the labor inspectorate of its duties, etc.

Additional Information

You can contact the prosecutor's office in the following ways: 1) send an application by mail, telegraph, fax 2) come to a personal appointment. In addition, each prosecutor's office should have a box "For appeals and statements", which is placed in the reception, and in lower prosecutor's offices - in a place convenient for citizens.

An appeal to the prosecutor's office is made in writing (application / complaint) or orally (during an official reception). Collective and individual complaints are considered within 15 calendar days. Additionally, the consideration period may be extended, but not more than 15 days, if a detailed study of the circumstances is required. The result of the appeal to the prosecutor's office is a written report on the work performed and the measures taken in relation to the dishonest employer.

The powers of prosecutors include:

• bringing the employer to administrative responsibility (if there is an administrative offense);
• sending a civil law claim to the court, acting as a defense on the side of the plaintiff;
• reporting to law enforcement agencies about the fact of the offense.

The right to work is established by the Basic Law of the country. Russians implement constitutional law in practice. Labor is free, everyone controls himself: he has the right to choose a profession and type of activity. When applying for a job, a citizen has the right to count on the employer's compliance with labor protection requirements, as well as protection from unemployment. The interests of the employer and employee do not always coincide. At any stage of the employment relationship, a dispute may arise. The employee has the right to protect his rights and interests.

Forms of protection of the rights of the worker

An employee working in a company (at an enterprise) has three options to protect himself from the arbitrariness of the employer:

• self-defense;
• contacting a trade union;
• appeal to the authorized state bodies.

What should an employee do if his rights are violated?

If a citizen believes that the employer infringes on his rights, he can apply to the organization for the protection of the rights of workers. This is the State Labor Inspectorate, whose powers include issues of consideration of violations by employers. A complaint to the Inspectorate can be made in writing or by filling out a special electronic form on the OnlineInspection.ru web resource.

A citizen can seek help from lawyers specializing in labor disputes. The specialist will accurately and correctly draw up a complaint. The law does not impose special requirements on the content of this appeal, except that the complaint must be written correctly and concisely. This will help the labor inspector to quickly understand the essence of the employee's problem and help him. The Labor Inspectorate must respond to a complaint within 30 days. The Service for the Protection of Workers' Rights - The Labor Inspectorate responds to complaints from the working population with unscheduled inspections by the employer. Based on the results of the inspection, the inspector issues an act, which indicates the identified violations, their nature. In some cases, the activities of the employer may be suspended.

The Committee for the Protection of the Rights of Workers is created on the basis of the trade union. This is an association of citizens, consisting of employees and representatives of the employer. The trade union aims to protect the rights of workers. Its work is regulated by No. 82-FZ, as well as by the federal law regulating the activities of non-profit organizations. The employer has no right to interfere with the organization of the trade union.

An employee may also apply to the Prosecutor's Office, in whose territory the company that violated the employee's rights operates. The prosecutor's office monitors the observance of the rights of citizens in Russia, including labor rights. The complaint is written in the name of the prosecutor.

The employee can go to court. The claim is written in triplicate. In order to write a competent document, it is better to contact lawyers or independently study the rules for drawing up a statement of claim. The claim must indicate the court where the application is sent. The plaintiff must provide full details about himself and the defendant with contacts by which they can be contacted. The claim must indicate the facts of violation by the employer of the rights of the employee with references to laws, as well as a request to the court. If the complaint is incorrectly drafted, the judge may send it back to the complainant and not consider the dispute until the violations are corrected.

self defense

The law provides for the worker's right to self-defence. Usually it is used by employees who are not paid wages on time; arrange for a workplace that does not comply with the employment contract. But the right to self-defence cannot create barriers to appeal to various authorities.

Which lawyers protect the rights of the worker?

Typically, employee representation services in court are provided by lawyers specializing in labor disputes. Lawyers will competently state the position of the plaintiff in court. There are several organizations operating in Moscow that call themselves the Society for the Protection of Workers' Rights. The organization consists of lawyers who resolve disputes between the employer and the employee.

Probably every adult at least once in his life faced with a conflict situation related to work. As a rule, these are payment arrears, non-payment of sick leave, constant nit-picking by the authorities about the quality of the work performed, etc.

It is logical to assume that every person can make a mistake, but there are also situations when the employer is wrong, but, nevertheless, tries to lay all the blame on his employees. But until now, most workers do not know their rights, which are guaranteed to them by the Labor Code and the Constitution, so they prefer to remain silent instead of seeking justice. Given the number of unformed employees, one can only imagine the challenges they face every day of their lives.

Some experts note: in connection with such a policy pursued by employers, some categories of people are generally powerless and, in fact, play the role of modern slaves who cannot do anything to protect themselves from encroachments on their interests. Let's try to figure out how and where to complain about the employer, what measures to take in the event of such conflicts.

The boss is not always right!

As a rule, all conflicts that arise in a person in the workplace begin with a banal ignorance of labor legislation.

Now no one is surprised by the fact that people often prefer not to formalize, but to receive a “gray” salary.

Of course, both the employee and the employer in such a situation can be understood. The first one wants to receive decent pay for his work, and with official employment, a significant percentage of earnings will go to pay deductions.

And the second does not want to pay high taxes for an employee, and therefore does not want to formalize it in accordance with the law. But be that as it may, this is wrong, because official employment gives the employee much more rights that he can use to resolve problem situations. But unregistered employees do not have any legal justification in order to prove their case, to protect themselves from the bias of management. In such a situation, you can turn to lawyers and human rights activists, but without having any documents on hand, it will be almost impossible to prove anything.

Therefore, if you want to protect yourself from conflicts with superiors in advance, demand that you be issued. If this is not possible, then prepare documents on receipt of salaries, any certificates issued to you, and copies of orders from superiors indicating your last name, first name and patronymic. Only having a confirmation of work activity in your hands, you can be guaranteed to defend your interests and determine where to complain about the employer.

What is labor protection?

What is the protection of workers' rights? Let's consider this concept more broadly. In a narrow sense, it means the legal support of compliance with the norms of the law, as well as the prevention of possible violations by the employer. But in a broad sense, this concept is the implementation of the functions of protecting labor law (carried out by state authorities). In any case, the labor rights of the employee are guaranteed by the legislative framework.

After analyzing the concept in all spectra, we can derive a general definition. Protection of labor rights is a set of measures to prevent and eliminate problems in the field of the right to work. This set of actions is implemented by state authorities and trade unions. At the same time, the possibility of workers to defend their interests personally through collective complaints, protests and strikes is allowed.

Particularly to provide opportunities for protecting rights, Section XIII appeared in the Labor Code, which regulates the main provisions of labor legislation regarding violations by employers. This section is called: “Protection of labor rights of workers. Consideration and resolution of all disputes related to violations of labor laws.

Ways to protect the right to work

Speaking about such a concept as protecting the rights of workers, let's turn to the main document of the country - the Constitution. In Art. 2 of the Constitution of the Russian Federation states that human rights and freedoms must be considered the highest value. And the protection of these rights is the direct duty of the state. In Art. 45 states that the protection of the interests and rights of every citizen is guaranteed by the state.

Thus, all people have wide rights and freedoms, which are guaranteed to them by the legislation of the Russian Federation. A special place is occupied by labor rights. According to Art. 2 of the Labor Code of the Russian Federation, each employee has a wide range of rights, in particular the right to protect their personal and labor interests. Moreover, the same article states that the state is obliged to provide every citizen with the protection of his rights and freedoms. It is logical that there are ways according to which this process occurs:

1. Establishment of working conditions, guarantees of labor rights, which can be improved in agreement with the regional authorities. In particular, all these components should be spelled out in labor and collective contracts and agreements.

2. Development of an effective protection system directly at the facilities. At this stage, the creation of trade unions is implied, through which the workers themselves can influence the labor policy of the enterprise. In addition, these organizations carefully monitor that the rights and interests of the working class are not oppressed and are fully ensured.

3. Active promotion of compliance with labor legislation through regular publications in the press, rotation on TV channels and radio stations. That is, the creation of such conditions under which each person at least figuratively knows the basics of the legislative framework, has an idea of ​​\u200b\u200bprotecting their own labor rights. In fact, this is teaching the basics of labor legislation to all segments of the population in order to improve their cultural and legal outlook. In this case, the employee will always know where to complain about the employer.

Structure of legal protection mechanisms

The protection system, which is provided by Section XIII of the Labor Code of the Russian Federation, has a certain structure:

1. At this stage, measures are taken to prevent violations in the field of labor law.
2. At the second stage, all the circumstances of the offense on the part of the employer are considered.
3. The third stage involves the renewal of rights that have been violated.

4. But at the last stage, responsibility for violating the fundamentals of legislation is determined. At this stage, a whole system of punishments was formed for employers who oppressed the rights and freedoms of employees.

All these components are combined into a human rights mechanism, which is designed to regulate the legal relations between workers and employers. This mechanism consists of the following components:

• norms of law that establish rules of conduct in society, taking into account moral and ethical values;
• legal relationship as an element of law, directly involved in the life of participants in the labor process;
• implementation of the rights of all parties to the workflow from the point of view of jurisprudence.

Together, all these components form a single base for a nationwide system for protecting the rights of the employer and employee. As you can see, this is a branched structure.

Basic labor rights of an employee

After analyzing the Russian legislative framework regarding labor law issues, one can understand exactly which rights of an employee must be strictly observed by the employer. Among them are the following:

• all people have an inalienable right to formal employment in the workplace;
• mandatory life and health insurance in case of difficult and dangerous working conditions;
• the employee has a priority right to receive data on working conditions, the system of payment and bonuses, as well as the safety of production activities;
• the right to receive overalls and protective equipment at the expense of the employer in accordance with the basics of labor law;
• you can refuse work that is not provided for by the contract or that is harmful to a person;
• compensation for overtime work;
• the right to a free medical examination at the expense of the employer;
• personal participation of the worker in the investigation of accidents, including those that he personally encountered.

How to defend your rights yourself?

One of the most effective mechanisms for protecting labor rights is a set of measures that employees carry out on their own in case of violations. At the same time, no appeals are sent to state bodies and courts. But even here the complex of independent actions is limited by the framework of labor legislation. As you know, any form of protection of rights should not be used to the detriment of the law, that is, all activities of employees cannot violate the legislative system, as well as the ethical and moral foundations of society.

The Labor Code of the Russian Federation provides for methods of personal protection of rights from the arbitrariness of employers. These include the following:

• refusal of employees to perform a task that is not provided for by the terms of the employment agreement;
• refusal to work in situations where there is a direct or indirect threat to human life;
• refusal to perform duties if the employer did not provide employees with protective equipment, equipment, overalls, etc.;
• a written refusal to perform work if the employer delays wages for more than 15 days (however, in this case, it is necessary to refer to Article 142 of the Labor Code, which provides for all possible situations for the development of events in case of such a violation).

In fact, an employee can unilaterally defend his interests by refusing to fulfill the obligations stipulated by the contract. At the same time, the employer does not have the right to interfere with employees in the implementation of self-defense measures, cannot blackmail and threaten with dismissal, fines and deprivation of bonuses. Otherwise, employees will become actively interested in where to complain about the employer and what is needed for this.

If the measures of self-defense against the arbitrariness of the authorities did not bring any effect, one should turn to the trade unions for support.

What role do trade unions play?

Trade unions are voluntary associations of employees of an enterprise that regulate all issues regarding the legal field of relations between superiors and subordinates. At the same time, trade unions are able to influence the employer. In particular, when introducing internal production rules of conduct and procedures, the employer is obliged to send an official notice of a change in the labor standards of the enterprise to the trade union. In response, the inspectors review the changes being introduced and adjust them to suit the interests of the working class.

Trade unions carry out their work in the following areas:

• exercise full control over the activities of the employer;
• conducting independent examinations regarding working conditions and safety;
• taking an active part in investigations of industrial accidents;
• protecting the interests of all trade union members regarding issues of material compensation for harm received as a result of improper organization of the labor process;
• participation in the development of normative documents relating to labor legislation both within one enterprise and at the state level;
• filing complaints with government agencies (such as the State Labor Inspectorate) about violations;
• direct participation in the consideration of all cases related to direct or indirect violation of the fundamentals of labor law.

How to restore justice?

Unfortunately, few people still know how to protect themselves from the unlawful attacks of the leadership. This is especially true for those workers who are officially employed and pay all taxes. Having on hand accompanying documents regarding their professional and labor activities, an employee can protect himself from unscrupulous management. The most important thing is to know what measures to take to resolve the current conflict situation. Here are some tips from lawyers:

1. First of all, you should find out who to complain about the arbitrariness of the employer. Even if you do not have conflicts with management, such information may well come in handy in the future. For example, a complaint against an employer to the prosecutor's office will protect your rights as much as possible.
2. Decide on all your claims to management. State them clearly in writing.
3. Please file all complaints in the form of a complaint. To compile it, you can use the help of employees of the labor inspectorate.
4. Attach to the complaint all documents that confirm the facts of violation of your labor rights.
5. Send the entire package of documents to the labor inspectorate by registered mail or bring the papers in person. At the same time, do not forget to make sure that the complaint is accepted and received a registration number. Also find out the name of the inspector to whom the documents were received.
6. Wait for a response from the employee, who will conduct an official check of the enterprise for some time. Based on the results of the labor inspectorate, an official act will be drawn up with a list of all violations that a specialist will find at the enterprise.

Remember that you can write a complaint both on your own behalf and on behalf of the team. In the latter case, the signatures of all employees of the organization who disagree with the policy of the enterprise's management will be required. If you do not want to advertise your name, you have the right to apply personally to the inspector with a request for non-disclosure. In this case, an anonymous complaint against the employer will be established. Don't be afraid to be skeptical. The Labor Inspectorate also examines such appeals.

Possible ways to resolve the conflict

Remember that all relationships within the enterprise are within the competence of managers, so if you disagree with the current policy, you have the right to declare this to your superiors. Do not rush to knock on the thresholds of all possible instances, start acting according to the following scheme:

• Internal complaint against the employer. At the same time, do not forget that it must be issued in duplicate. If you work for a large enterprise and do not have the opportunity to speak with management, file a complaint with the boss's reception or human resources department. At the same time, it must be registered with the initials of the employee who received it, the number and date. If the complaint is refused, it should be sent by letter with acknowledgment of receipt. In this case, the notification of acceptance or refusal to receive will be a serious argument in further proceedings.

• If the management does not take any retaliatory measures, contact the state labor inspectorate with a complaint. This authority has the right to resolve labor conflicts between the employee and the employer. In case of confirmation of the fact of violations, the labor inspectorate may bring the management of the enterprise to administrative responsibility.

• There is another way to resolve the conflict situation. A complaint against an employer to the prosecutor's office is considered the most effective, since the employees of this organization pay maximum attention to observing the labor relations between the employee and the employer. Recently, special attention has been paid to possible violations by the employer. At the same time, the prosecutor has the right to initiate an investigation into the facts of labor violations received and to refer the case to court. Remember that if you contact the prosecutor's office, you will not be able to anonymously complain about the employer. This process requires specifics.

• Trial. This step is appropriate even if you are employed informally and receive a salary in an envelope. For the competent conduct of the trial, it is recommended to involve witnesses and collect any documentary base that would prove your participation in the process of the enterprise. As practice shows, in 90% of cases, the courts decide in favor of the employee, so do not be afraid to protect your legal rights in this way. But a complaint to the tax office against the employer is unlikely to lead to good consequences. You will also be charged with breaking the law.

How to file a complaint?

Unfortunately, we are forced to state the fact that the majority of our fellow citizens are absolutely defenseless against the arbitrariness of the employer. And this is a big part of their fault. Each person should know the basics of the law and their rights, and in order to protect them, it is necessary to write a complaint against the actions of the authorities if your interests are ignored. Consider how to correctly write a complaint against an employer:

• In the upper right corner (document header), indicate the name of the organization to which you are sending the complaint. This may be the state labor inspectorate, the prosecutor's office, etc.

• Please enter your details below, including phone number and full name. This is necessary so that the staff of the organization receiving the complaint can contact you.

• Next, describe the situation. At the same time, use a business style of writing, try to talk about your problems dryly and without emotional overtones. Another tip: write to the point. If you applied to the management for recognition of your rights, then indicate this fact and attach the response of the authorities to your requirements. If you have witnesses to the violation, as well as documents, indicate this in the text of the complaint.

• Attach the entire documentary base, including copies of certificates and documents, testimonies of witnesses, etc.

If you do not know how to file a complaint against an employer in accordance with the requirements of the law, then contact the labor inspectorate. Its staff will help you with filing claims against the manager. It is also recommended to study examples of completed documents in the inspection. If necessary, you will be provided with a sample complaint against the employer so that all paperwork is completed correctly.