What problems exist in the employment of disabled people, and how are they solved in practice? What problems exist in the employment of people with disabilities, and how are they solved in practice? Ill-conceived government policy

People with disabilities have the same interests, needs and desires as everyone else. But while the ability of an ordinary citizen to work is not questioned, people with disabilities have to prove their right to work every day, claim fair working conditions and equal opportunities without discrimination, promotion, professional training and retraining. Why do problems arise when employing disabled or disabled people?

Until recently, people with disabilities were not considered a labor force at all. Their recognition as job seekers became possible only due to the simultaneous confluence of several circumstances:

general economic growth;
awareness by healthy people of the needs of disabled people for self-realization;
widespread replacement of physical labor with mental labor;
the emergence and improvement of auxiliary, maintenance and IT technologies.

The problem of employment and employment of people with disabilities has received wide publicity in the recent past. The movement for equal rights in the world of work in Western European countries dates back no more than 60 years, and in Russia - about 20. The moment of its beginning can be considered November 24, 1995 - the date of adoption of Federal Law No. 181 on the social protection of disabled people in the Russian Federation. Its provisions regarding state guarantees of employment for this category of persons were expanded in 2001 due to the provisions of the Labor Code of the Russian Federation. However, it is impossible to overcome centuries-old stereotypes and prejudices overnight; this requires time and effort on the part of the state, specialized public organizations and people with disabilities themselves.

The root of the problem is in the field of psychology

Ironically, a key part of the difficulty of finding a place for applicants with disabilities is in the social rather than the economic sphere. They are not integrated into society: they live, study, work and relax in their own circle, outside of other people.

In this regard, Russia, like most post-Soviet countries, can hardly be called a civilized state. : For an ordinary citizen, the sight of a person with cerebral palsy evokes, at best, a desire to give alms, and at worst, withdrawal and hostility. This explains the psychological discrimination against people with disabilities in employment.

Many employers and recruiting company specialists:

they simply do not know how to behave with such people, build relationships with them, evaluate their capabilities;
feel embarrassed while conducting an interview;
cannot formulate criteria for assessing their work activity;
find it difficult to organize special working conditions for disabled people, their...

Ill-conceived government policy

The normative factor must not be overlooked. Previously, in the field of promoting employment of persons with disabilities, there was a balance of “carrots and sticks”. The first was job quotas, the second was tax incentives. However, with the loss of force of the Federal Law on the property tax of companies, the most significant benefits for the employer were canceled, and the employment of people with disabilities became less attractive. The Tax Code of the Russian Federation in its current version only exempts the employer from paying a single social contribution for an employed benefit recipient.

The results of this policy are obvious: in the Russian Federation no more than 10% of people with disabilities work, while in the USA - 30%, in the UK - 40%, in China - 80%. Governments of developed countries have long calculated that it is more profitable to invest in the rehabilitation, adaptation and employment of benefit recipients than to support them for life through benefits. Meanwhile, they influence employers mainly through economic methods. Job quotas for employing people with disabilities are not applied in most states and are considered a relic - discrimination on the contrary.

The employment policy for beneficiaries implemented in the Labor Code of the Russian Federation does not correspond to market realities. With so many privileges, the state is doing them a disservice. As a result, individual entrepreneurs and institutions prefer to hire an able-bodied citizen and, if necessary, pay a fine, rather than worry about the adaptation of a disabled person and arrange work and living quarters for him. For example, hiring a wheelchair user requires remodeling not only the immediate workplace, but also the toilet, elevator, and possibly the construction of a ramp.

Other factors that create difficulties in realizing labor potential

The reasons for difficulties in finding employment for people with disabilities lie in three main areas:

factual – the level of performance of a disabled person is objectively lower than that of a healthy person;
legal - the legislator prescribed a broad scope in the labor sphere, but the financial and organizational burden of providing them was unreasonably placed on the employer (for example, the working hours of a disabled person are less than that of an ordinary employee, but the salary is the same; however, no compensation from the state is provided to the employer);
informational – there are a lot of misconceptions about the working conditions of benefit recipients (for example, that a person with disabilities cannot be fired or subjected to disciplinary action).

Training and employment of people with disabilities: Video

Are all organizations in the Russian Federation required to hire people with disabilities? Characteristics of federal legislation

The only mechanism that encourages employers to hire people with disabilities today is the two-tier quota system established by Article 21 of Federal Law No. 181. According to her instructions:

in institutions where the number of employees exceeds 100 staff members, the regulations of the constituent entity of the Russian Federation must stipulate a quota for the employment of disabled people: 2-4% of the average annual number of employees;
at enterprises employing 35 or more workers, regional legislation may establish a quota in an amount not exceeding 3%;
Employers - public organizations of disabled people and business entities founded by them - are exempt from compliance with these requirements.

Thus, the reins of government regarding forcing employers to employ people with disabilities have largely been transferred to the local level, whereas previously they were in the hands of federal authorities. In addition, as of January 1, 2005, the payment to the federal budget of compensation previously transferred by employers who, for some reason, did not fill the existing quota, was canceled. This innovation was criticized by human rights organizations as removing the only economic incentive to hire beneficiaries and creating new difficulties in employing people with disabilities.

Clause 5.42 of the Code of Administrative Offences, which provides for liability for refusal to hire a disabled person within the assigned quota, remains in force. Typically, an applicant comes to a potential employer from the employment service with a referral form in hand. What grounds for refusing employment to a disabled person were expressed by the employer can be seen from the mark on the form (affixed in accordance with Article 25 of Federal Law No. 181). If the applicant considers the refusal to be unlawful, he should contact the employment service. Chances of prosecution exist when:

there was a vacant quota position in the institution;
working conditions coincided with those prescribed in the individual rehabilitation plan.

Advantages of people with disabilities when hiring

Profile Federal Law No. 181 and the Labor Code of the Russian Federation regulated in detail employment benefits, working conditions and standards for the duration of their work:

Regional acts on employment rules

Two opposing trends have emerged:

most of the constituent entities of the Russian Federation have still not established a quota for the employment of people with disabilities, even at large enterprises;
Some regions transferred into their own acts the provisions of all-Russian legislation in the form in which it existed before 2005.

The latter can be demonstrated using the example of the capital. Moscow employers with more than 100 employees are required to adhere to a quota of 4% (of which 2% is for people with disabilities and 2% for young people). Fulfillment of the quota for a benefit recipient is counted if a person with a disability who has a recommendation for work was actually employed for at least 15 days per calendar month. Failure to comply with the quota entails payment of compensation for each unemployed adult in the amount of the subsistence minimum in Moscow.

Bodies and programs to promote the employment of people with disabilities

The main structure that resolves the problems of employment of disabled people in Russia is the Federal Labor Service, its territorial departments in the regions and Employment Centers. Since the powers to regulate the employment of this category of beneficiaries are actually transferred to local authorities, the latter, at their discretion, create special structures. For example, in the capital there is a Department for Labor Adaptation of Youth and Disabled People of the Moscow Public Relations Commission.

All these bodies have similar goals - to solve the main problems of employment of such people. In addition to monitoring compliance with quotas, they implement a lot of other useful programs in such areas.

Development of a program for the employment of disabled people “We need you”

In order to successfully confront and eliminate existing barriers in the employment process, provide young people with disabilities with more employment opportunities and promote the employment model for people with disabilities, it is necessary to set the following goals and objectives:

Develop a model for the employment of disabled people that can be easily implemented in other regions of the country and will successfully solve the problems of employing disabled people with different forms of disability, different levels of education and from different social groups.

Replace the mass approach to employment of people with disabilities, used today by government agencies.

Form and maintain close relationships with employers, creating new employment opportunities for young people with disabilities

Provide support to young people with disabilities in job search, employment and work process.

Draw public attention to the real opportunities for people with disabilities in the workplace by disseminating information about successful employment experiences.

Disseminate successful experiences and practices among employers, government agencies, universities and other organizations of people with disabilities through the organization of conferences, publication of newsletters, websites, email newsletters and publication of the final project manual.

The use of a program-targeted method in the form of the “We Need You” program for 2010 - 2015 will make it possible to increase the employment rate and integration of people with disabilities into society over the next 5 years.

The program will be implemented using funds from the federal budget, the budget of the city of Moscow and extra-budgetary funds. Control over the implementation of the program must be entrusted to the Department of Social Protection of the Population of Moscow.

The goal of the Program is to create conditions for employment and integration of people with disabilities into society, as well as improve their standard of living.

To achieve this goal, it is necessary to implement a set of measures in the following interrelated areas:

1. Additional training or retraining for disabled people.

2. Creation of an information system both for people with disabilities about existing employment opportunities and government programs, and for employers about people with disabilities seeking work.

3. Organization and development of individual labor and entrepreneurial activities of disabled people.

4. Creation of a resource center for young disabled people “Helper”, providing young disabled people with psychological and physiological support.

5. Improving the quality of work of government agencies.

6. Modernization of enterprises with the aim of integrating young disabled people into regular workplaces.

7. Construction and reconstruction of rehabilitation facilities for disabled people.

Solving these problems will reduce the number of unemployed disabled people and ensure their return to professional, social and everyday activities.

Not every disabled person in need of employment has a specialty that is in demand in the labor market. In this case, additional training or retraining is required, therefore, within the first direction, the following activities must be carried out:

Organization of a “Club for disabled people seeking work.” The preparation of people with disabilities for employment on the basis of Job Seekers Clubs will be enhanced by increasing their professional skills through organizations, for example, permanent computer literacy courses based on the Perspective Regional Educational Institution, as well as their participation in vocational training courses.

Creation of clubs for young disabled people, for example, “Computer Technology Club”.

Development of distance educational programs (including training in specialties: programmers, lawyers, production technologists, air traffic controllers, etc.)

The second direction provides for the creation and implementation of a unified integrated information system that ensures effective interaction between people with disabilities, job seekers and employers. It is planned to implement a set of program activities, including:

Creation of a database for disabled people seeking work.

Conducting job fairs for people with disabilities, including virtual ones.

Creation of a special labor exchange for people with disabilities. The service will also retrain them in other professions.

To organize and develop individual labor and entrepreneurial activities of disabled people, it is necessary to carry out the following activities:

Conducting a competition among young people with disabilities to identify talented representatives in order to present their abilities among business structures in Moscow.

Training disabled people in the basics of entrepreneurship in areas most suitable for various categories of disabled people;

Providing such disabled people with preferential financial support from the State Federal Fund (State Employment Fund of the Russian Federation) and other funds;

Creation of “invasion business incubators” to provide support to disabled people starting entrepreneurial activities.

The fourth direction implies that a person with a disability needs accompaniment. For example, transport support and assistance from a trained driver or personal assistant. When he finds a job, he would benefit from supervisory support to help him integrate into the workforce.

Improving the quality of work of government agencies (fifth direction) will be organized through:

Organizing training on disability issues

Providing information about disabled people looking for work, etc.

Obviously, it is impossible to make all institutions throughout the country accessible in five years. Therefore, within the framework of the sixth direction, for the primary solution to the problem of employment of people with disabilities, it is necessary, firstly, to create new computerized jobs, for example, for dispatchers who provide information services and accept orders from the population for the delivery of food and basic necessities, and secondly, modernization of enterprises of the All-Russian Society of Disabled Persons, the All-Russian Society of the Blind, the All-Russian Society of the Deaf and the All-Russian Public Organization of Disabled Persons of the War in Afghanistan.

But a person with disabilities should have the right to everything that people without disabilities have the right to. Otherwise, it will be a reservation, a place for work only for disabled people, where there will be no opportunity for growth, for development. Therefore, during the entire period of implementation of the Program, construction and reconstruction of rehabilitation facilities for disabled people will be carried out, as well as modernization of city enterprises with the aim of integrating and employing disabled people.

The sixth direction also includes the construction of a social and business center for the disabled.

For methodological support of the Program, it is planned to involve leading scientific and practical institutions dealing with the problems of people with disabilities, as well as all-Russian public organizations of people with disabilities.

The implementation of the proposed Program is planned to be carried out in 3 stages:

1. The first stage (2010) - scientific study of the main directions of the Program, development of regulatory documents, implementation of a number of other activities provided for by the Program, including investment projects;

2. The second stage (2011 - 2012) - conducting pilot implementations and experimental developments, their preliminary assessment along with the implementation of planned activities, as well as assessing the progress of their implementation, efficiency and effectiveness;

3. The third stage (2013-2014) - analysis, generalization and dissemination of developed innovative technologies for the rehabilitation of disabled people, development of the next stages of improving the employment system for disabled people in the city of Moscow.

The main objective indicator of the gradual solution of these problems is the increase in the number of disabled people who, as a result of a set of specially organized rehabilitation and integration measures, managed to overcome existing limitations in life and engage in labor and social activities.

social employment disabled person

There is such a thing as socially vulnerable segments of the population, which includes people who are disabled of various disability groups. This category of citizens is no different from the rest and has equal rights, in particular the right to work.

Can disabled people work?

Disability is not a death sentence and people who have limited abilities should not have their rights limited. This also applies to the right to work, which is enshrined in the Constitution. The modern development of production technology and achievements in the field of progress have made it possible for new jobs to emerge, of a qualitatively different type, where significant physical effort is not required, which makes it possible for disabled people to work in such jobs in the absence of serious contraindications.

Thanks to the opportunity to work, people who have limited opportunities cease to feel inferior and become full-fledged participants in society. At the same time, it plays a very important role in the issue of regulating the work of disabled people.

Legislative acts regulating the labor of disabled people

There are two main documents in force on the territory of the Russian Federation that clearly regulate the ability of disabled people to engage in work - this is the labor code and Law No. 181 “On the social protection of disabled people.”

According to the provisions of Article 64 of the Labor Code of the Russian Federation, no organization has the right to limit the rights of people with disabilities, or try to create direct or indirect advantages for other persons in the process of signing an employment contract, based on circumstances not directly related to the business characteristics of a person who is disabled. According to the letter of the law, neither nationality, nor race, nor skin color, nor status, nor age, nor gender can be the reasons why a disabled person can be discriminated against in his rights when applying for a job.

To comply with the requirements of the labor code and control the absence of prohibitions on the work of disabled people in organizations, the Law “On Social Protection of Disabled Persons in the Russian Federation” was developed, according to which there is a distribution of areas responsible for government agencies in the field of implementation and compliance with the requirements:

Executive authorities, in accordance with this Federal Law, are obliged to develop quota standards for each organization to determine the smallest number of jobs for a given category that are subject to employment;
public authorities are responsible for adopting legislative acts in accordance with which a specific percentage of the quota is determined. At the same time, there are a number of organizations that are exempt from the mandatory employment of such workers. These include labor associations of disabled people or companies whose share of the authorized capital includes a part of the means of association of disabled people.

Is it mandatory to employ disabled people?

Article 21 of Law No. 181 establishes clear requirements for the number of people with disabilities who are subject to employment in a particular organization. The number of disabled people in an organization is based on the staffing level of the entire company. The larger the production, the greater the percentage of people with disabilities that must be hired.

100 people. In organizations where the total number of people is more than one hundred people, the employer is obliged to hire disabled people in the amount of 2 to 4% of the average annual payroll;
35. In smaller companies, where the number starts from 35 people, but does not exceed 100, the quota for hiring disabled people is set at 3%;

The responsibilities of territorial employment centers include constant monitoring of the situation on the labor market, including the creation of a database of vacancies covered by quotas, and the provision of referrals to organizations for people with disabilities who are looking for work. Also among the responsibilities of labor employment authorities is monitoring the implementation of the quota program. In addition, the activities of employment centers include assistance in professional retraining of disabled people.

Hiring procedure

To confirm disability, a person must have two documents in hand:

A certificate issued by a medical and social examination, which contains information about the assigned disability group and the level of limitation for the work performed;
An individual rehabilitation program, which must detail the mechanism for the rehabilitation of a disabled person.

When applying for a job, a person does not have to present the listed documents, except in cases where the potential place of work has special requirements for the employee’s health.

The main documents that are presented when applying for a job are:

A disabled person has the right to independently contact an employer when applying for a job or is referred to an existing vacancy by the territorial employment center. When the employer decides about the possibility of hiring this person, an appropriate order is issued and an employment contract is signed. When applying for a job, the employee is required to familiarize himself with his own job or production instructions, documents that relate to the regulatory acts of the organization.

Regardless of the disability group indicated in the MSEC expert report, the employer is obliged to provide a workplace, and labor restrictions must be taken into account. The disability group in the process of employment will determine working conditions. If there are groups 1 and 2, the working week, in accordance with the requirements of the Labor Code of the Russian Federation, cannot be more than 35 hours; for employees of group 3, no such restrictions are established.

An important point is the fact that the wages of people in groups 1 and 2 are in no way tied to the shortened week. The involvement of persons with disabilities to work on holidays or weekends occurs on a general basis, provided that there is no prohibition in the individual rehabilitation program.

People of groups 1 or 2, as well as those who have been disabled since childhood, have the right to a tax deduction in the amount of 500 rubles, which is provided by the employer separately from deductions for the presence of minor children. Tax is not charged on funds spent by an organization to purchase means of rehabilitation or prevention for people with disabilities. Also, financial assistance in amounts not exceeding 4,000 rubles is not subject to this tax. To be exempt from paying tax, the employer must prepare documents confirming the amount of actual expenses at the enterprise.

People with disabilities are not assigned a probationary period when applying for a job; however, they have the right, on their own initiative, to terminate fixed-term contracts in the event of a deterioration in their health or the impossibility of further performing work in accordance with the responsibilities specified in the job description.

Nuances of ensuring normal working conditions for disabled people

When employing a disabled person, the employer will be required to take additional measures, the purpose of which will be to adapt the existing one. This includes the development of technical support for the place, planning the use of devices that are aimed at facilitating the work of a disabled person and the performance of his labor functions.

At the same time, the state encourages employers to carry out such events. For workplaces that are fully equipped for the work of disabled people, the state pays organizations an increased payment. Such a workplace must necessarily meet the requirements of sanitary and hygienic standards, not be located in the basement, have an air conditioning system and have the required area.

Benefit to the employer from hiring a disabled person

To stimulate the hiring of people with disabilities, the state applies measures to provide benefits on taxes or insurance contributions. These benefits apply exclusively to receiving a discount on land and property taxes with one caveat. An organization where the share of disabled people exceeds 50% of the total number or where the authorized capital contains funds from a public organization of disabled people can take advantage of the right to receive benefits.

Another reduction in payments from the employer is a reduced rate on contributions to the Social Insurance Fund. The reduced rate applies only to payments for places where disabled people of groups 1 or 2 work.

In modern society, a lot of attention is paid to the problem of people with disabilities, namely the problem of their employment. The state is actively developing relevant regulations aimed at the social protection of this segment of the population. But in relation to the employer, most of the measures are restrictive and coercive in nature, so many organizations are in no hurry to hire people with disabilities.

In contact with

The issue of employment of disabled people has long been a perennial problem for municipal authorities at the city level. It cannot be said that in every city this issue is being addressed with particular zeal - people with disabilities are rarely hired, and not all of them are capable of work. For example, according to the capital’s Department of Labor and Social Protection, in Moscow alone there are 1.2 million disabled people, 360 thousand of whom are of working age. Of these, as the department says, only 80 thousand people are employed in one way or another.

What do everyone else do? And do they want to get a job?

In order to answer these questions, the metropolitan government has initiated a social survey in which all Moscow disabled people will be surveyed. The organizers of the survey will try to find out the labor preferences of this category of citizens, and also hope to understand what they need to do so that everyone who wants to engage in socially useful activities has this opportunity. Careerist.ru tried to find out why the Moscow authorities decided to have such a broad dialogue with people with disabilities, and what they plan to do as part of this dialogue.

Declarative principle

The capital authorities justify the need to conduct a social survey with the outdated principle of employing people with disabilities, which is in effect today. As Andrei Besshtanko, head of the Department of Labor and Social Protection of Moscow Residents, told Rossiyskaya Gazeta, Today, such people are helped with employment only if they have asked for it. In fact, few of these people even know about the potential opportunity to receive help in finding a job, also from the capital’s authorities. As Besshtanko says, this is very convenient for officials: no applications - no hassle in finding jobs. But this approach contradicts the goals of the department, because it is aimed at the social adaptation of such citizens, which is not very successful in promoting in such conditions.

The new program will solve the problem with the outdated principle of employing people with disabilities.

For example, almost 5.4 thousand people applied for individual social rehabilitation last year, 10% of whom no longer needed work. Of those who have completed this program, 3.3 thousand received advice from the capital's employment services, however, only 128 people found employment. Almost 1.2 thousand immediately refused assistance in finding employment, but the remaining 2 thousand simply decided to remain silent. Officials believe that such passivity is due to the specifics of the life of disabled people, and it is precisely these people who have long lost faith in the possibility of self-realization that the initiated survey is designed for.

Its implementation will be entrusted to social workers who are assigned to people with disabilities.

There are several survey options, both in person and by telephone. The main thing, as Besshtanko says, is to establish a productive dialogue. But it can be hampered by a lot of reasons, ranging from the psychological problems of disabled people that prevent them from going to work, and ending with the material component. For example, the capital's government decree No. 1462 determines the procedure for providing additional subsidies to pensions for disabled people. So, according to it, if a disabled person gets a job that is not included in the list specified in this resolution, he is deprived of such an allowance, and it very often amounts to 2/3 of the amount of the pension received.

In addition, many people with disabilities avoid employment because it requires re-certification of their disability, which requires an additional medical examination. Within its framework, it may turn out that the citizen has become healthier and then he will be assigned, for example, not the first, but the second group. In this case, he will lose many benefits and compensations, losing a significant part of the funds due to him. All this forces people with disabilities to refuse to undergo medical examinations, thereby reducing their competitiveness in the market.

Flurry of activity

According to Besshtanko, cited by Rossiyskaya Gazeta, over the past year, over 3 thousand disabled people independently applied to the capital’s employment services, however, only 1.6 thousand were able to be helped to find work. This year, only 1.7 thousand Muscovites came, but only 900 found work. Thus, only 50% of those who applied receive effective help - for objective reasons, not everyone manages to find a job. In the future, Besshtanko hopes that his department will be able to find an approach to everyone, even if a Muscovite with disabilities has not applied to the employment center.

And for this, officials plan to make disabled people “offers that they cannot refuse”... For these purposes, they want to expand the range of vacancies offered to them, increase the average salary offered, and implement some other ideas that will allow people with disabilities to realize themselves in society . “They should consider what they gain, not what they lose”, says the official.

So far, only 50% of disabled people who apply have been able to find work.

Of course, Moscow has already tried to implement mass employment programs for people with disabilities, one of which was a call center for people with vision problems. However, it was not successful. To avoid this in the future, the capital’s government has developed a number of regulations that provide economic support for recruiters who employ people with disabilities. Moreover, Moscow enterprises with more than 100 employees are required to open 2% of jobs for people with disabilities.

Using this quota principle, it was possible to employ more than 30 thousand disabled people.

The situation with small enterprises is much worse - as Besshtanko says, funds were allocated to subsidize small businesses, however, the fact of employment of disabled people remained uncontrolled. The money received should have been spent on creating jobs, however, many, even in the courts today, cannot explain where it was spent. For this reason, they decided to abandon the employer advance program. Instead, a fundamentally opposite principle is being introduced: “first employment, and then subsidies from the city.”

Work in a new way

Thus, since 2017, the Moscow authorities have been launching a new program to promote the employment of people with disabilities.

Now, the main indicator of the official hiring of such a Muscovite will be his salary. From it, the recruiter, of course, will pay insurance premiums, and if they are “transparent,” they will be fully compensated to the employer from the city budget. In fact, it will be even more profitable for an entrepreneur to hire a disabled person than an ordinary person, because the compensation will be significant. And this is just one program.

It is also planned reimburse funds spent by the employer on vocational training for disabled people. So, if the company takes responsibility for training a disabled person in a new specialty, or for his professional retraining, the funds spent by him as part of this will also be reimbursed. Although, according to labor law, paying for training is the direct responsibility of the employer.

In addition to such assistance, the Moscow government has provided funding for an experiment aimed at fully adapting disabled people to a new workplace. Within its framework, the authorities are ready to finance, during the first three months of employment of a disabled person, the provision of a mentor and an accompanying person. They are willing to pay these assistants a salary of three and two “minimum wages,” respectively. Such measures, according to Besshtanko, will help the disabled person join a new team and master new opportunities that were impossible for him to cope with on his own.

All this, according to the plans of the Moscow authorities, will stimulate employers who were previously far from this idea to employ disabled people and provide them with a full-fledged workplace, wages and a social package. Already today, according to preliminary estimates by government experts, from 45 to 50 Moscow recruiters from a variety of sectors of the capital’s economy, from IT to trade and services, have agreed to participate in the experiment. When the results of the social survey are received, campaigning will begin among companies that have never hired people with disabilities.

In total, thanks to the new approach of the Moscow authorities, in 2017 they plan to find jobs for more than 140 thousand people with disabilities. Quite ambitious plans, what can I say. And even if they can only be partially implemented, this will still be significant progress. It would be nice if other large cities adopted the capital’s experience, especially since there are about 12 million disabled people in Russia.

The article is based on materials from the RG and the Moscow Department of Labor and Social Protection

Today in the Russian Federation there are approximately 11 million people with disabilities. According to federal law, disabled people are people who have health problems and cannot lead a full life, and therefore need help from the state. Stand out three categories of disability with its own characteristics. The group is assigned depending on how severe the disease is in a person.

Disability is assigned provided that persistent dysfunction of the body is detected, which interferes with or limits life activity, and also if the citizen’s need for state support is identified.

Recognition of a person as disabled occurs through a special medical and social examination, at which a commission of several experts gathers. A citizen may be referred to the procedure from a medical care facility. During the examination it is carried out human performance assessment, his need for social assistance is determined. The procedure allows you to secure your disability status legally.

Such citizens, due to their limited capabilities, until recently were not considered by employers as a labor resource and were often refused when trying to find work. Employment problems for people with disabilities were really sharp. The situation changed somewhat after the adoption of measures, namely the order on the protection of the rights of persons with disabilities, which was later supplemented and expanded in 2001. The law () contains provisions regarding employment guarantees for this category of persons. After this, the employment of disabled people became real.

The state has taken special steps regarding:

job quotas;
tax privileges.

Quota for hiring people with disabilities in 2019

Quotas V 2019 year means the company’s obligation to employ at its enterprise a certain number of workers with physical disabilities who cannot work fully.

The number of such vacancies directly depends on the size of the company and the size of the staff. The largest quota is imposed on large organizations with more than 100 employees, it varies between 2-4% . The exact indicator is determined based on the region in which the organization operates.

If the number of employees at the enterprise 35-100 , then the quota is set at 3%.

When determining the size of the quota, employees whose working conditions have been recognized are not taken into account.

Special workplaces for disabled people

In addition to the fact that the employer is obliged to allocate workplaces for people with disabilities, he is also responsible for the proper organization of space for such employees and compliance with all necessary working conditions. The number of equipped places must correspond to the number of employees with physical disabilities.

There are a number of mandatory conditions for organizing a special workplace for such an employee. It all comes down to the fact that the company is obliged to adapt the workspace equipment, as well as equipment specifically for the comfortable work of a person with a disability. When organizing, it is also necessary to take into account individual employee restrictions.

Working conditions for disabled people

Working conditions of workers with physical limitations are regulated by current legislation, as well as general and individual rehabilitation programs for people with disabilities.

Sanitary rules stipulate that disabled people with any disease cannot work if hygienic standards are exceeded according to the following parameters:

physical (noise, vibration, lighting);
chemical (smoke, accumulation of gases);
biological (presence of harmful bacteria and microorganisms);
socio-psychological (increased emotional stress, stressful situations).

Also, in relation to the work of persons with disabilities, there is a list of rights regulating the length of the working day.

If a person has or, then the number of hours that the employee spends at the workplace should not be more than 35.
The permissible number of working hours for a person with physical limitations must be recorded by a doctor in the medical record.
It is prohibited to involve people with disabilities in work on weekends and holidays, as well as in night work and overtime.
Disabled workers have the right not only to annual paid leave, but also to two months of leave at their own expense.

Responsibility of employers in ensuring the employment of disabled people

Employers have the right to assistance in obtaining requested information that is required to create jobs for employees with disabilities.
The employer is obliged to allocate jobs for people with disabilities according to the established quota.
After an employer hires employees with physical disabilities, he is obliged to organize training and provide the necessary working conditions.

An example of employing a disabled person

A citizen wants to find a part-time job, having...

The third disability group is considered “working”, and persons belonging to this category have noticeably fewer restrictions than people with the first and second groups. First, you can contact the employment center or start looking for a job yourself. Organizations transmit information about vacancies for people with disabilities to the employment service, and are also published on third-party job search resources.

During the interview, all terms and conditions of employment must be discussed. You need to pay attention to how the employer treats the norms and rights that people with disabilities have. The example considers a situation where an employee wants to get a part-time job. The law does not prohibit employing people with disabilities in this way. The only exception may be the employee’s medical conditions.

Conclusion

Let's summarize everything said above:

Employment of people with disabilities is possible. According to the law, companies are obliged to provide such citizens with jobs in the amount provided for by the quota.
Firms that employ people with disabilities receive significant benefits - tax privileges. However, at the same time, they are subject to a number of obligations to ensure appropriate working conditions that these workers need.
The organization must take into account the individual characteristics of the person, as well as the characteristics associated with his disease.
There are quite a large number of rules and regulations that provide protection and support for people with disabilities. These standards may vary depending on the person’s disease, region of residence, and other factors. That is why each specific case of employment must be considered individually by the employer.