Workplace temperature. Features of temperature measurements. So that it is not too hot

It's no secret that an unfavorable temperature regime in a room or on the street reduces the performance of employees, regardless of whether it is low or high. In order to comply with sanitary and epidemiological standards and to carry out labor protection measures, legislation provides for certain measures that make it possible to facilitate labor activity employees and reduce the risk of threats to the life and health of the population. In this article, we will consider how long it is possible to work in the heat in the office, on the street in accordance with the norms of labor legislation, and what is the responsibility of the employer in this case.

Labor law on working in heat

Today, the most significant document in the field of labor protection at elevated temperatures is SanPiN 2.2.4.548-96, which contains important and relevant information on the hygienic requirements for microclimatic conditions in industrial premises. It contains data on which temperature regime is favorable for the implementation of labor activity, and which one is permissible, in which the production process can be carried out in the previous regime, if there is no way to achieve the optimal regime.

According to the Labor Code of the Russian Federation, the employer in mandatory must provide for all its employees normal working conditions that will fully comply with the norms and standards in the field of labor protection.

Optimal and permissible temperature conditions for work

According to SanPiN 2.2.4.548-96, the temperature regime in the premises can be conditionally divided into two types:

It should be understood that the extreme values ​​of the permissible temperature regime do not affect the change in the working regime only if it is required by the production process. Exists certain conditions and the circumstances according to which the duration and mode of the working day cannot be changed, and this moment is associated with the following factors:

• the technological requirements for performing operations are such that the processes must be carried out at the extreme values ​​of the permissible temperature regime;
• the economic justification is associated with the inexpediency of changing the working hours due to changes in the temperature and microclimate of the premises.

It should be borne in mind that each position in the company provides for its own permissible temperature regime, depending on which functional responsibilities assigned to the employee. The figures shown in the table are acceptable for office workers, most spending time in a sedentary state. However, if we take into account the production workers performing heavy physical work, then for them the boundaries of the permissible temperature regime are somewhat narrowed.

If an employee works in an acceptable temperature regime, this does not cause acute changes in the human body, however, it gives him some discomfort. At the same time, there is an increase in body temperature, a deterioration in well-being, a violation of the process of thermoregulation and, as a result, a decrease in a person's working capacity. In a situation where the temperature regime reaches the limit and becomes super-permissible, the management must take certain actions aimed at improving working conditions - either installing air conditioning systems, or reducing working hours, or compensating for harmful conditions of the production process.

In the case when the temperature regime is outside the boundaries of the permissible level for a sufficiently short time, that is, within several hours the microclimate is normalized to the permissible level, the duration working day does not change.

Changing the operating mode in the heat

When the temperature goes beyond the permissible level of the temperature regime, the employer has the right and obligation to shorten the working time, depending on how much the temperature exceeds the permissible values. At the same time, a special order is created for the enterprise, which indicates for which positions and by how much the work time is reduced. This document is based on temperature measurements carried out by a commission specially created for this purpose. She draws up a protocol in which all temperature changes over time are clearly indicated, and on the basis of such a protocol, an order from the head is already issued to change the operating mode at the enterprise.

By the way, for different categories of employees, the reduction may be different, and this moment depends on what kind of functional duties a particular employee performs. So, all positions can be divided into 3 groups:

1. category Ia-Ib... This group assumes low energy consumption of up to 174 W and includes employees who perform their work while sitting with little physical exertion or little movement;

1. category IIa-IIb. This group includes employees with energy consumption from 175 to 290 W, performing their work with constant movement with the transfer of small items with an average level of physical stress;

1. category III... This group includes employees producing energy costs of 291 W and above, performing work with significant physical effort with constant movement and carrying heavy bulky items or performing complex production operations.

Rospotrebnadzor, as one of the regulatory bodies in the field of labor protection, has developed appropriate recommendations for working in the hot season, when the thermometer rises sufficiently high level... They concern both the direct employer and employees who are forced to work in a difficult temperature regime. As for the first, the employer, in accordance with the adopted legislation, is obliged to ensure acceptable working conditions for its employees or to reduce working hours in accordance with the change in the microclimate in the premises. On the second point, employees are also obliged to independently take measures to preserve life and health in the hot season. These include:

• the working period should be divided into temporary breaks, and their number directly depends on the temperature environment outdoors or indoor climate;
• it is necessary to transfer work to outdoors in the morning or evening hours, until the temperature reaches its maximum;
• in the hot season, employees from 25 to 40 years old are allowed to work;
• special clothing made of dense fabric should be used to protect against excessive heat radiation;
• organize a competent drinking regimen consisted of drinking water not high temperature- about 15 0 С, as well as the consumption of salted or alkaline water in order to replenish the mineral-salt reserve and microelements in the body;
• eating more fruits and vegetables.

Working in hot weather indoors or outdoors

Work in an office building or outdoors at elevated temperatures should be carried out within the time frame established by law. Normal working hours are established when the temperature is within the following ranges:

More details about the conditions of labor activity related to labor protection can be found in SanPiN 2.2.4.548-96, in which, in addition to the temperature regime, other environmental indicators are indicated, including the relative humidity of the air, the intensity of thermal radiation from devices and equipment, the speed air movement. These characteristics should also be addressed increased attention because they directly affect the well-being of people, their health and performance.

Responsibility for ignoring the norms of the Labor Code of the Russian Federation

Responsible for creating a comfortable performance environment job duties is the employer represented by the immediate supervisor, heads of departments or a labor protection specialist. In addition, the employees themselves must ensure that they have acceptable conditions for working, and if any violations are found, contact a labor protection specialist or their immediate supervisor (see →).

Upon receipt of such a message, the employer is obliged to measure the temperature indoors or outdoors, recording its changes over time. If it detects a significant increase in temperature, it can use several options:

1. install an air conditioning and ventilation system;
2. transfer employees to workplaces with optimal or acceptable temperature conditions;
3. take frequent breaks during the working day;
4. reduce working hours depending on the thermometer readings.

If the employer does not use any of the proposed solutions to the problem, the labor inspectorate has the right to bring him to justice, since he violates the norms of labor and sanitary-epidemiological legislation. At the same time, the controlling authorities have the right to:

In addition, Rospotrebnadzor has the right to bring an employer to administrative responsibility, that is, to initiate an administrative case against him. This action possible on condition of reliable establishment of the fact of a threat to the life and health of employees working at the enterprise.

4 interesting questions about working in the hot season

Question number 1. If the employer has not responded in any way to the message that the temperature regime is outside the permissible level, can the work be suspended?

According to the Labor Code of the Russian Federation, in the event of such a situation, the employee has the full right to refuse to perform his job duties. In this case, he must notify his employer in writing. This behavior should not be considered disciplinary offense, and for him there should be no reprimand from the employer.

Question number 2. What document must an employee draw up in order to refuse to fulfill his job duties in case of an unacceptable temperature regime?

If such a negative situation has occurred, the employee is obliged to provide the employer with a notification indicating the reason for the suspension of the production process, as well as an act on identifying violations of labor protection requirements. In this case, the documents must be drawn up in two copies, one of which, signed by the receiving employee, remains in the hands of the employee.

Question number 3. If the documents are not accepted or accepted, but measures have not been taken or the employee has been absent, where can you go for help in resolving the conflict situation?

In this case, it makes sense to contact the labor inspectorate, whose employees must necessarily respond to the established fact of the offense. In addition, it will not be superfluous to contact the Trade Union, the main purpose of which is precisely to protect the interests of working people.

Question number 4. If an employee was fired for absenteeism, which was not truancy, but a forced termination of employment due to high temperature, where can you go?

If such a situation arises, it is necessary to contact the labor inspectorate, to Rospotrebnadzor, and, if necessary, file a lawsuit to consider the case on the unlawfulness of the employee's dismissal.

The right of workers to work in conditions that meet the requirements of labor protection is established by Art. 219 of the Labor Code of the Russian Federation. Every employee has the right to workplace that meets the requirements of labor protection. The obligation to ensure safe working conditions is imposed by legislation on the employer. So, part 1 of Art. 212 of the Labor Code of the Russian Federation establishes that the employer is obliged to ensure the safety of employees when exercising technological processes, as well as the working conditions corresponding to the requirements of labor protection at each workplace. According to Art. 11, 32 FZ of 30.03.1999 No. 52-FZ "On the sanitary and epidemiological well-being of the population" all individual entrepreneurs and legal entities are obliged to comply with the requirements of sanitary legislation, to carry out production control of compliance with sanitary rules in the performance of work, provision of services, production, transportation, storage and sale of products. In addition, in the Russian Federation there are numerous sanitary rules and other bylaws that establish regulatory requirements for labor protection. The problem is that many employers do not comply with labor protection requirements, try to bypass them, or create the appearance of meeting them at minimal cost.

Temperature regime

One of the factors affecting an employee in the course of work is the temperature regime. High temperatures in the workplace adversely affect the health of workers and may even endanger their lives if normative indicators significantly exceeded.

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

According to clause 1.4 of SanPiN 2.2.4.548-96, heads of enterprises, organizations and institutions, regardless of the form of ownership and subordination, in order to ensure production control, are obliged to bring workplaces in line with the microclimate requirements provided for by the data sanitary regulations.

Obviously, the concept of the microclimate of industrial premises is broader than the concept of temperature. An employee may feel hot and stuffy. But besides the air temperature, other factors also affect it. The microclimate in industrial premises, in addition to air temperature, is characterized by such indicators as surface temperature; relative humidity; air velocity, intensity of thermal radiation. When the permissible values ​​are exceeded, all these factors create an employee general feeling discomfort, lead to a decrease in performance, a deterioration in well-being.

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

Job categories

Everything possible jobs in accordance with Appendix 1 to SanPiN 2.2.4.548-96, they are delimited by categories based on the intensity of the energy consumption of the human body, expressed in kcal / h (W).

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

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

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

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

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

Seasonal factor

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

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

For the warm season, SanPiN 2.2.4.548-96 sets the following optimal air temperature indicators, depending on the category of work by the level of energy consumption:

Iа - 23 - 25

Ib - 22 - 24

IIa - 20 - 22

IIb - 19 - 21

III - 18 - 20

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

For the warm season, depending on the category of work, the following permissible air temperature values ​​are set in the range above the optimal values:

Ia - 25.1 - 28

Ib - 24.1 - 28

IIa - 22.1 - 27

IIb - 21.1 - 27

III - 20.1 - 26

If these indicators of air temperature at the workplace in the warm season are exceeded, there is a fact of inconsistency of working conditions with labor protection requirements and, consequently, violation of labor protection requirements by the employer.

Harmful and hazardous working conditions

In some industries, there are certain types of industries where it is impossible to establish acceptable microclimate conditions due to technological requirements to the production process or economically justified inexpediency (for example, metallurgical, pulp and paper production, etc.). Obviously, it is impossible to hang air conditioners on a blast furnace in order to achieve acceptable indicators air temperature. The microclimate in such industries will always be unfavorable. In such industrial premises, working conditions should be considered harmful and dangerous. In order to prevent the adverse effects of the microclimate on employees, the employer, in accordance with clause 6.10 of SanPiN 2.2.4.548-96, is obliged to use protective measures, such as: the use of local air conditioning systems; air spraying; compensation for the adverse effects of increased air temperature by changing other parameters of the microclimate; issuance of appropriate overalls and other means to employees individual protection; changes in the regulation of working hours, including the establishment of breaks in work, a reduction in the working day, an increase in the duration of vacation, etc.

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

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

How to influence the employer

Eliminating the adverse effect on workers of increased air temperature, creating permissible (especially optimal) microclimate conditions for industrial premises is not cheap, it requires significant financial costs from the employer. For this reason, many employers neglect sanitary rules and do not create proper working conditions (and some do it simply because they do not care about workers). And the workers themselves often contribute to the occurrence of such situations, being afraid to tell the management about the unbearable conditions at the workplace, about violations of labor protection rules. (Apparently, this is how most Russian workers: first, we lose health, earning money, and then we already lose money, trying to restore health ...)

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

Article 45 of the Constitution of the Russian Federation reads: "Everyone has the right to defend their rights and freedoms in all ways that are not prohibited by law." An employee has the right to protect his labor rights, freedoms and legal interests in all ways not prohibited by law (part 1 of article 21 of the Labor Code of the Russian Federation). This method is directly provided for by labor legislation - this is the employee's self-defense. labor rights.

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

If the employee refuses to perform work in the event of a danger to his life and health, the employer is obliged to provide him with another job for the duration of the elimination of the hazard (part 4 of article 220 of the Labor Code of the Russian Federation). If the provision of another job is not possible, the employer, in accordance with Part 1 of Art. 57 of the Labor Code of the Russian Federation, is obliged to pay the employee the downtime arising in connection with the lawful refusal to perform work, in the amount of at least 2/3 of the employee's average earnings. This is due to the fact that in accordance with Part 1 of Art. 212 of the Labor Code of the Russian Federation, obligations to ensure safe conditions and labor protection are imposed on the employer, and downtime caused by failure to fulfill these obligations is considered as downtime due to his fault.

To force the employer to ensure acceptable temperature conditions in the workplace, workers can use following algorithm action. (These actions will be most effective if all workers working in unfavorable conditions, or most of them, stand up to defend their rights - collective action is always more effective.)

First of all, workers need to jointly measure the air temperature in their workplaces. To do this, you can use a regular household thermometer. To avoid errors (if the thermometer is of poor quality or faulty), you can use several different thermometers.

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

Further, the obtained air temperature values ​​must be recorded by drawing up an appropriate act. The act must be drawn up in duplicate, signed by at least three employees, but it will be better if it is signed by all employees who observed the temperature measurement. The content of the act, see Appendix 1.

One copy of the act must be handed over to the immediate supervisor or another representative of the employer and require him to sign on the second copy, which remains with the employees, as well as the date and time of acceptance of the copy of the act. If the employer's representative refuses to accept the act or make a mark of acceptance, you can give him the act in the presence of at least two (or better, as soon as possible more) witnesses. In such a situation, it is not bad to record the moment of delivery of a copy of the act on video, if this is not prohibited by the rules established in the organization.

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

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

During the period of refusal to work, the employee may be absent from the workplace. After the employer informs about the elimination of the danger to the health of the employee, the latter is obliged to start work again.

Annex 1

The act on revealing the violation of labor protection requirements

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

We, the undersigned _______________ (the names of the employees are listed), have compiled present Act that _______________2011 at ___ h. ___ min. (date and time of temperature measurement) at the workplace ______________________________

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

____________ / _____________ / "___" ____________2011

____________ / _____________ / "___" ____________2011

(signatures of employees with a decrypted signature and date)

Appendix 2

To the head of the shop (department, site, etc.) _______________________

from _______________________ (full name, position of the employee)

Notification

I hereby notify you that the air temperature at my workplace exceeds the permissible values ​​established by SanPiN 2.2.4.548-96, approved. Resolution of the State Sanitary and Epidemiological Supervision of the Russian Federation dated 01.10.1996 No. 21.

In this regard, guided by Art. 21, 219, 220, 379 of the Labor Code of the Russian Federation, I refuse to perform work in conditions that threaten my health, until this danger is eliminated. Ready to start work again after receiving written notification of the elimination of the hazard.

According to Art. 157, 212 of the Labor Code of the Russian Federation, the downtime that arose in connection with my refusal to perform work due to the employer's failure to comply with labor protection requirements, please pay at least 2/3 of my average earnings.

Appendix: a copy of the Act dated _________2011

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

Elevated air temperatures have a harmful effect on the body. The state of health is deteriorating, the working capacity decreases. Work at elevated air temperatures in the production area or work in the open air in the hot season must be carefully planned, the work and rest schedule for such work must comply with the requirements established by regulatory documents.
In accordance with MR 2.2.8.0017-10 ( Guidelines“Occupational hygiene. Collective and individual protective equipment. Modes of work, labor and rest of workers in a heating microclimate in the production room and on open area during the warm period of the year ", which establish hygienic requirements for the mode of work in a heating microclimate and in an open area), the permissible duration of continuous stay in the heating microclimate depends on energy consumption. On average for temperatures of 26-28 degrees Celsius at extremely low physical activity the total duration is 3-5 hours, and with very high indicators of energy consumption - from one and a half to two and a half; mode "work - rest" thus looks like 25-40 minutes of work for light work, and 10-20 minutes for heavy work for one hour.
Then you need to spend time in a room with a comfortable microclimate (15-20 minutes - light work; for more difficult work, the time increases).
Another document related to the subject of the article is “ SanPiN 2.2.4.548-96. Physical factors production environment. Hygienic requirements for the microclimate of industrial premises. Sanitary rules and norms". This document establishes the recommended stay at the workplace when the air temperature exceeds the permissible values.
A quote from the document (not an official publication, it is provided for reference, there may be differences from the text of the normative document due to the revision or change in the norms of the document):

TIME OF STAY AT WORKPLACE

AT AIR TEMPERATURE ABOVE THE PERMISSIBLE VALUES

Air temperature at workplace, ° C	Residence time, no more, at

Categories of work can be determined by Appendix 1 to SanPiN. V general outline category Ia includes sedentary work with low physical stress (the area of ​​management, clothing industry, etc.). Category Ib includes somewhat heavier work (work sitting, standing, associated with walking, work of a foreman, controller). Category IIa includes tot heavier work - in fact, this is the work of the previous category, supplemented by the movement of products and objects weighing up to 1 kilogram. The next category IIb is distinguished by carrying and moving heavy objects weighing up to 10 kg. Category III - heavy work associated with movement, movement (transfer) of weights over 10 kg., Requiring great physical effort.
Some recommendations for those working at elevated temperatures (rooms, open air):

1. Limit exposure to air. Organize rest every 15-20 minutes in a refrigerated room or room with normal temperature(at the level of 24-25 ° С).
2. Provide ventilation, turn on fans. Avoid sudden and / or significant cooling of the body due to temperature differences in the ambient air of the work area and the rest area - especially with air conditioners installed in the rest areas.
3. Working at temperatures over 37 ° C is dangerous. Plan your work so that hazardous work spend in the morning or evening.
4. Follow your drinking regime. The temperature of water and drinks should be 12 ... 15 ° C (this is the optimal temperature). It is recommended to provide for the dispensing of juices, fortified drinks, lactic acid drinks, oxygen-protein cocktails - to compensate for losses with sweat of salts and microelements. You need to drink often and little by little. The total amount of water, as a rule, is not limited, but it is better to regulate the volume of a single intake - no more than one glass. However, remember it is undesirable to drink more than 1.5 liters of fluid per day in order to avoid undue stress on the kidneys. It is not worth increasing the amount of water consumption for people with kidney and cardiovascular diseases.
5. If possible, to maintain immunity and reduce intoxication of the body, you need to eat fruits and vegetables.
6. To prevent injury - hot surfaces are insulated or shielded, if necessary installed safe time(duration) of contact with the surface.
7. Outdoors, you must use hats, sunglasses.
8. Avoid fatty foods, minimize meat consumption (replace it with fish and seafood).
9. Shower with cool water throughout the day.

In conclusion, we give one more general rule Applicable to all situations: if you feel unwell, see a doctor immediately, do not try to "lie down" or "self-heal". In the hot season, the load on the heart increases, and the number of heart attacks increases. Do not be negligent about your health, take care of yourself.

Island area

A person spends most of his time at work, in connection with which it becomes necessary to comply with certain requirements for the climate in the office.

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Exists regulations, regulating the requirements for the microclimate indicators in the premises where people carry out labor activities. It is especially important to observe them in the office, where people are busy with office work, and as a result of physical inactivity, performance deterioration may occur.

Legislation

V Russian Federation all sanitary standards are determined by one regulatory document - SanPiN. It sets out health and hygiene standards for different areas life activity, including in terms of employment.

The provisions of SanPiN are binding, since this document contains instructions for technical, medical and legislative areas.

SanPiN stands for “sanitary rules and norms”. The normative document has some similarities with SNIP, but defines the rules that must be followed in a different working structure.

The norms that must be observed at workplaces in the office are enshrined in SanPiN No. 2.2.4.548, which sets out the hygienic requirements for the microclimate in production.

Safe workplaces must be equipped. The regulations on labor protection for employees of office structures are provided.

Additional standards adopted Federal Law No. 52, establishing the sanitary and epidemiological well-being of citizens engaged in labor activities.

V Labor Code, Articles 209 and 212, the obligation of employers to comply with the norms of SanPiN is enshrined.

In the event that employees are not provided with certain working conditions in the office, and also, the requirements for labor protection, hygiene, sanitary, household and preventive nature are not met, then legal responsibility will come.

Article 163 stipulates what temperature should be maintained in working rooms.

Seasonal norms

Temperature standards in office premises vary depending on the season. The office should be neither too hot nor cold. For the health of people working in enclosed spaces, it may be harmful impact elevated temperature for a long time.

Considering that the office is not ventilated properly, and it accumulates a large number of people, this can adversely affect the work process. The situation is aggravated by the included office equipment and tight, closed clothing, which is a dress code requirement.

In this regard, at the level of legislation, certain temperature standards were adopted in summer period- from 23 to 25 degrees. The relative humidity should be no more than 60%. In exceptional cases, the temperature can be increased up to 28 degrees.

If the thermometer in the office shows a deviation from the norm by even two degrees, the productivity of work can be sharply reduced, since headaches and loss of concentration are possible due to stuffiness in the room.

The employer must correct the situation - by placing an air conditioner in the room and providing it correct work... If this is not done, the employee will be forced to endure the heat, which is already a violation of sanitary standards.

According to SanPiN, if the standard indicators in the office are exceeded, the employee has the right to reduce the working day by a certain number of hours:

1. Temperature 29 - 30 degrees - shortening the working day from 8 to 6 hours.
2. With each subsequent increase in the degree, the day is reduced by another hour.
3. If the indicator has reached 32.5 C, then the time spent in the office as a whole should not exceed 1 hour.

Since many citizens note that air conditioning can have a negative effect, and the harm from this is compared to stuffiness and heat, the SanPiN requirements were adopted, according to which the employer must observe a certain humidity in the room.

Air movement in the office should be in the range of 0.1 - 0.3 m per second. Workers should not sit directly under the air conditioner as this could cause hypothermia.

Like heat, cold is the enemy of productivity in the workplace. A person sitting in a chair cannot get warm, as a result of which, he cannot concentrate. According to the legislation, lowering the temperature in the office to 15 degrees is not permissible. Such standards are valid only in some production shops.

In winter, autumn and in early spring, according to GOST and SanPiN, the room temperature should be from 22 to 24 degrees. During the day, the temperature can jump by 1-2 degrees, maximum 4C, only for a short period of time.

Where to contact in case of violation

The employer's task is to comply with all the requirements established by law and provide employees with proper places, otherwise, there is a fact of violation of the rights and interests of employees of the enterprise.

If it is impossible to stay at the workplace due to too low or high temperatures, and at the same time there are conflicts with the director of the enterprise, the employee can file a complaint with the State Labor Inspectorate. Another option is to submit an application to the Sanitary - Epidemiological Service.

Upon request, a check will be carried out, after which the specialist will set the conditions that must be met.

After a specified period of time, a second check is carried out, and if the employer has not corrected the situation, a fine is imposed on him, other measures may be taken.

Employees should not be afraid to contact the Labor Inspectorate to protect their rights; they can ask the employee to maintain confidentiality.

A responsibility

In the event that the requirements for the microclimate in the office are not systematically observed even after the issuance of the order, liability is applied to the employer.

The inspection inspector must initially make sure that there is no air conditioning system in hot weather, and heating in cold weather, after which a decision on sanctions is made.

So, if the violations were not eliminated within the time allotted by the inspector, the director of the company is fined up to 12,000 rubles.

If the comments are ignored, a new resolution is issued prohibiting the implementation of activities for three months under Article 6.3 of the Administrative Code of the Russian Federation.

The rights and interests of Russian workers are protected not only by labor legislation, but also by various additional standards - SanPiN, GOST, and the Code of Administrative Offenses.

Often, citizens do not even know how to act correctly if the temperature in the office is significantly higher or lower than the standard, and they sit for 8 hours on the spot, as a result of which their health deteriorates significantly. There are two options for protecting rights - filing an application with the Labor Inspectorate or the Epidemiological Service.

Indoor temperature remains an important aspect for efficient production and a comfortable working environment, but what is the norm? What losses will be incurred if this condition is not met?

Duty of the employer to ensure temperature standards

Labor legislation regulates the requirements for measures for. The employer is responsible for meeting these standards. Such activities also include compliance with the temperature regime in the room. The air temperature affects the productivity of the labor process, and if it is below or above the norm, then this is considered a deviation.

The manager is obliged to put this indicator in order and achieve, in the end, that the temperature indicator reaches the target.

For violation of sanitary standards and failure to comply with the rules for creating comfortable working conditions, the manager is subject to administrative responsibility. He can be fined for 20,000 rubles, and for some time they will establish a ban on the right to engage in this type of activity. During downtime, the manager is obliged to pay the employee average earnings that will entail losses for the organization.

Fixing the fact of violation of sanitary conditions is entrusted to the Hygiene Service. Therefore, the best solution would be the employer's control over the state of workplaces during temperature extremes, as well as timely response to requests from employees.

What is SanPiN

Based on legal requirements, employers are responsible for ensuring safe work in the workplace, this also includes maintaining the temperature standard. The Sanitary Standards just indicate all the indicators of the microclimate under which an employee can work.

Based on these standards or according to production control programs at the enterprise, the regulatory authorities take measurements. They may be:

1. Planned, laid down in a previously developed or agreed schedule.
2. Unscheduled, which are carried out directly in order to check the state of the workplace.
3. When conducting special assessment working conditions.

The data are reflected in, the latter are drawn up in two copies, one of which is kept by the employer, and the second by the organization that carried out the measurements. Also, the air temperature in the room can be monitored daily with a thermometer, the main thing is that the device is verified in time and the verification period is not overdue.

Standard temperature indicators are indicated in SanPiN.

About temperature conditions

Temperature conditions and duration of work

The temperature regime when it is summer outside, according to the legislation, must be ensured by the following rules:

• if the working time is 8 hours, then not more than 28 0 С;
• for 5 hours work maximum value- 30 C;
• if the work is 3 hours in time, then - 31 0 С;
• if you are supposed to be at the workplace for 2 hours, then - 32 C;
• for hourly work - 32.5 0 С.

If the temperature regime exceeds 32.5 C, then it is considered dangerous for human body. The best solution for the manager there will be the installation of air conditioners or fans, and there is also an opportunity to reduce the number of jobs by an administrative document.

Temperature regime in winter time should not be lower than 20 0 С, otherwise the employee will not be comfortable. In this case, it is necessary to install separate heating systems or reduce the operating time.

The Labor Code of the Russian Federation also establishes standards for work at low temperatures:

• at 7 o'clock work shift work is allowed at 19 0 С;
• if an employee is at the workplace for 6 hours, then - 18 0 С;
• at 5 hours of residence - 17 0 С;
• if 4 hours, then - 16 0 С;
• with a 3-hour shift - 15 0 С;
• if 2 hours, then - 14 0 С;
• 13 0 С at 1 hour of work.

According to the standards, if the room is less than 13 0 C, then this is considered a critical mark and working in this mode is harmful to health.

It turns out that in the summer, the temperature in the room or production area should not exceed 28

C, and in winter it should reach 20 0 C.

How is the classification of professions carried out

Temperature standards differ and are classified differently for each category.

1. First a. When the power consumption is about 139 watts. This is a fairly low load, thus sitting work is fixed, with minimum quantities movements.
2. First b. If energy costs are between 140 and 170 watts. These are also minor loads, but the work is supposed to be both sitting and standing.
3. Second a. 175 to 232 watts. This applies to moderate physical exertion. In this case, it is necessary to regularly walk and move light loads.
4. Second b. 233 to 290 watts. The load is quite active, but moderate. Loads weighing up to a kilogram are moved while sitting.
5. Third. Energy consumption at the workplace up to 290 W. That is, the employee walks intensively, and production activities require significant physical exertion.

Some executives believe that the higher the category of the worker, the more compliance is required in the workplace. But this is wrong, since every employee has the right to work in comfortable conditions... Therefore, the rules apply to everyone and must be followed in full.

Actions of the employee in case of non-observance by the head of the temperature regime

The temperature regime is not observed: what to do?

Often at enterprises, the standard temperature indicators are violated, but what to do? Should I continue to work or should I try to regulate this issue with the employer?

In total, there are several options for contacting the manager or other authorities:

1. Approach the manager and talk that it is impossible to be on the site, and even more so to work. Of course, you can take several employees with you so that they verbally confirm the fact of this circumstance.
2. But unfortunately, this does not work in all cases, although any manager is obliged to respond to such requests.
3. Write a paper asking to install heaters. In this case, it is desirable to collect the signatures of several employees at the same time. With such a paper it is worth approaching your boss, but if in this case there is no reaction, then it is worth transferring the document through the secretary, or even better put incoming number... It is better to keep a copy of the document in your hands until the issue is resolved.
4. When there is no action from the employer, it is recommended to write a complaint to Rospotrebnadzor. Of course, checks will begin immediately, which will end with the imposition of penalties, which will entail a conflict. But many employers only in this way begin to do what they are supposed to.
5. It is also possible to file a complaint with the labor inspectorate, but this will also result in inspections and penalties.

Any employee has legal grounds demand from the employer to respect their rights.

How to fix violations

Those noted for non-compliance with the temperature regime at workplaces can be eliminated for this special efforts from the employer is not required.

For the summer period, you can install air conditioners or fans, turn on exhaust ventilation if it helps to normalize the regimen. In the cold season, additional heaters are indispensable, and it also makes sense to check the performance of heating systems.

The employer must take all possible measures to achieve normal performance microclimate and these values ​​must be noted in the protocols.

A video about the fact that new SanPiN norms have come into force in Russia since 2018, see here:

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