Labor code temperature conditions at the workplace. Temperature regime of the air at the workplace: accounting, compliance

According to the Labor Code of the Russian Federation, the employer must provide his subordinates not only with safety, but also with such conditions under which labor protection standards are observed. In particular, the temperature standards in the workplace, adopted at the state level. Articles Labor Code 209 and 212 regulate the requirements for measures that create appropriate sanitary and sanitary and hygienic conditions.

What does the law say?

It should be especially highlighted which relate to the humidity and temperature of industrial and office space... Everything required numbers are contained in SanPiN 2.2.4.548962. This is the main document according to which normal working conditions must be ensured, in particular - humidity regime, temperature norms in the room and other important factors.

An increased degree of ambient air can be considered one of the most powerful factors that inhibit performance. The aforementioned sanitary standards determine that the temperature in the room in summer period should not be higher than 25 ° С. At the same time, the relative humidity must not fall below 40%. It is at these values ​​that the necessary thermal comfort can be ensured throughout the entire working day or shift.

Compliance with these conditions does not lead to deviations in the well-being of workers and creates necessary conditions for normal work... Ensuring an optimal microclimate in industrial premises without fail requires the employer to equip the workshop or office with heating, as well as ventilation and air conditioning systems.

Don't break the law!

Any missing or defective the listed systems leads to unacceptable temperature rise and endangers the health of workers. This in itself is a violation of the law.

In this case, workers are divided into categories. For example, office workers are classified under category A. If the temperature in their workplaces exceeds certain numbers, they are entitled to a reduction in working hours by the terms, which will be described below.

The required microclimate indicators are given in the seventh section of SanPiN. Substandard workplace temperatures can legitimately shorten working hours. In this case, the employer is required to organize a commission whose task is to measure it in the room.

And then what?

The results of such a survey are documented in a protocol. It provides the obtained data and compares with the normative ones. The shortening of the working day takes place on the basis of an order in accordance with the requirements given in SanPiN. In this case, the document must contain a link to the protocol with the temperature measurements data.

This is done to protect employees from possible damage to health due to cooling or overheating. At the same time, it should be borne in mind that from a legal point of view, one should distinguish between the concepts of time spent in one's workplace and the duration of a shift or working day.

According to the above-mentioned SanPiN, the temperature at the workplace should be such that the presence of people in production conditions is brought into line with hygienic requirements. In doing so, they rely on Article 212 of the Labor Code of the Russian Federation.

What can be done

Additional breaks should be considered as ways of solving such a problem, more early departure employees at home, transferring them to other workplaces, equipping special rooms for recreation.

If the employer refuses to comply with these requirements, he can be charged with two offenses at the same time. It is, firstly, about the violation sanitary regulations(temperature norms in production do not correspond to the normative indicators). Secondly, labor legislation is directly ignored, since the work of people takes place in conditions that are not suitable for this.

If the employer fails to act in this situation and refuses to provide employees with other work in unfavorable conditions, the duration is equal to the daily working day (shift). That is, we can talk about overtime for employees at the initiative of the employer with all the ensuing legal and financial consequences.

How to take care of yourself

What can ordinary employees do to normalize the situation in the sphere of ensuring their own rights to safe and comfortable working conditions? In the event that the temperature standards at the workplace are not respected, they are recommended to file complaints simultaneously with the Rospotrebnadzor authorities and the Administrative Code of the Russian Federation in such cases provides for legal entities a fine of the same order of magnitude as the cost of equipping workplaces with ventilators and air conditioners.

As you know, our people are used to working in any conditions. It is sometimes striking to what extent workplace standards can be violated. People have to work, gritting their teeth from the cold or literally gasping for breath due to the unbearable heat. This also applies to mental front-line workers who spend their days in a “civilized” office. Labor process in such inappropriate conditions it has become so commonplace that people no longer even think about the violation of their legal rights.

Workplace temperature standards

Of course, jobs and activities can vary greatly. An employee of a bank is in one condition, a loader or a crane driver - in completely different. On this score, standards have been developed for each individual profession.

Any type of work belongs to one of the available categories, for which the necessary microclimatic conditions and permissible temperature range are prescribed. Unfortunately, it is unrealistic to consider all of them in one article. Therefore, we will focus on the working conditions of office workers.

What should we know?

Perhaps for some, this information will sound for the first time. Did you know that if you are forced to work at temperatures that do not meet the established standards, then you have every right to reduce your work time?

Probably, many, after reading these lines, will only grin. Everyone in our country knows what it is like to pursue the rule of law and justice, including in the workplace. But nevertheless, possession of this information will allow, in necessary cases, to "download the rights", seeking the opportunity to take time off home early or even raise the issue of overtime pay to the employer, if you cannot force him to comply with the temperature standards at the workplace in the office.

In any organization there will always be an active "backbone" of workers who will seek justice by writing complaints and all kinds of pressure on management. We hope this information will help them in this matter.

Let's arm ourselves with a thermometer

So, we measure the temperature at our workplace. It should not be more than 23-25 ​​° C. It's about summer work. If it is winter outside, these figures are from 22 to 24 °. In this case, the readings of the thermometer must be linked to the air humidity, the permissible values ​​of which are from 40 to 60%.

Of course, the temperature can deviate from the required by a certain permissible value, which is 1 or 2 degrees, but no more. Throughout the working day, the temperature change should not be more than 4 degrees.

If these conditions are met, you are required to work in the office for the full 8 hours. If the temperature during the day reaches 29 ° C (that is, it exceeded the maximum allowable by 4 ° C), it will be completely legal for your requirement to allow you to leave work exactly one hour earlier.

In 30-degree heat, you have the right to work no more than 6 hours. If the thermometer goes off scale at 32.5 ° C, theoretically you have the right to work no more than an hour.

If it's freezing outside

A similar situation is with work on cold winter days. If the thermometer is only 19 degrees Celsius, the duration of the working day is 7 hours, at 18 degrees - 6. In this case, the exact temperature measurement is made at a height of about a meter from the floor.

The question is - will such scrupulous measurements, coupled with the requirements for the employer on strict adherence to the rules and regulations, be of practical use? The fact is that the latter, most likely, will be more profitable to spend once on the installation of an air conditioner or heater instead of regularly paying fines for violations with the attendant hassle.

Therefore, if you value own health, do not be afraid of the bosses. Your goal is to achieve compliance. If you own the information contained in those designed to protect an ordinary worker legislative documents, and to show due perseverance, it is quite possible to achieve justice.

Almost all citizens of the country spend most days for several decades at work. So that the health of workers does not deteriorate due to employment in a particular enterprise, the law obliges employers to take care of creating a comfortable microclimate in office premises. It would seem that the work of office employees cannot be considered difficult, but the fulfillment of their duties is associated with physical inactivity (lack of body mobility), which means that the wrong temperature regime will affect the health of personnel quickly enough. It is for this reason that the legislation strictly regulates the sanitary standards for the temperature in the office.

Why sanitary temperature standards in the office must be observed without fail

Employees who spend their entire working day in the company's office are engaged in mental work - they draw up documentation, work at a computer, arrange negotiations with clients and contractors, solve operational problems, respond to correspondence, develop projects, etc. These functions are united by the fact that they are all performed in a sitting position - office workers suffer from physical inactivity, that is, lack of movement. Such a mode of operation negatively affects the state of health, and an unfavorable temperature regime only exacerbates the situation.

Scientists have conducted many studies, the results of which have shown that deviation of the temperature indicator from the norm within only one degree has such a negative effect on efficiency. office work that it is advisable for the employer to shorten the working day if it is not possible to ensure the optimal indoor climate. It follows that the employer is obliged to comply with the sanitary standards for the temperature in the office, not only because it is required by law, but also because of a sharp decrease in the productivity of staff.

What is meant by comfortable working conditions and optimal conditions

So that labor office staff became more efficient, the employer needs to create comfortable working conditions. But the concept of comfort is subjective - each employee may have his own idea of ​​comfortable working conditions, it all depends on individual preferences, and this fully applies to the temperature regime. One worker prefers the office to be "fresh", another complains of air conditioning and a persistent runny nose. How, in this case, the employer can determine the "desired" temperature indicator?

In fact, the concept of "comfort" is not used in regulations and official documents. Therefore, the employer is not obliged to conduct surveys among workers in order to find out what air temperature they give their consent to. V professional vocabulary the term “ optimal conditions". The optimum air temperature in an office space has been determined through a variety of complex physiological studies and calculations, taking into account the average human needs. And the employer can only comply with the developed standards, given in the regulatory documents.

Sanitary temperature standards in the office - SanPiN

All the necessary information about sanitary standards, including those related to the air temperature in the office, the employer can find in SanPiN - sanitary rules and norms - which is a special code that defines the optimal health and hygiene standards for various areas of human life, including employment. SanPiN is mandatory for application, since this documentation is legislative (Article 209 of the Labor Code of the Russian Federation, Article 212 of the Labor Code of the Russian Federation).

A list of specific measures that employers need to take to ensure an optimal working microclimate is given in the text of Article 163 of the Labor Code of the Russian Federation.

Important! Sanitary standards temperatures in the office are given in the text of SanPiN 2.2.4.548-96 "Hygienic requirements for the microclimate of industrial premises", the norms of which are adopted in accordance with Federal Law No. 52 of March 30, 1999.

Requirements for the temperature in the office during the summer and winter seasons

Since in summer and winter the employer provides optimal temperature in different ways, the microclimate requirements also differ. SanPiN obliges employers to take certain measures if the temperature cannot be established.

Long-term effects on the body high temperature adversely affects the health of employees and their performance. The situation is getting worse closed windows, a large crowd of people, high humidity air, working office equipment, the presence of a dress code at the enterprise. Cold offices are also not conducive to well-being and effective work, especially for employees who cannot warm themselves with movement. For some production workers, a short-term temperature drop of up to 15 C is acceptable, but not for office workers. The allowed temperature range is as follows:

Important! Installation of an air conditioner and its timely maintenance is the employer's responsibility, and it is unacceptable to collect money from employees (or withhold funds from salaries) for HVAC equipment.

If the employer does not comply with the sanitary standards for the temperature in the office, the legislation allows employees to arbitrarily reduce their working hours, depending on the thermometer readings:

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. Obligation to provide safe environment labor legislation imposes 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 by-laws that establish regulatory requirements 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. Elevated air temperatures in the workplace adversely affect the health of workers and may even threaten their lives if the standard values ​​are 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 is mandatory for all enterprises and organizations and applies 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 constantly (in shifts) or periodically (during the working day) labor activity... 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 a general feeling of discomfort in the employee, lead to a decrease in working capacity, and 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 human body's energy consumption, 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 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 for mechanical engineering 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 thermal comfort during an 8-hour work shift with a minimum stress of the human thermoregulation mechanisms, do not cause deviations in the state of health, 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 establish the following optimal performance air temperature 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 for production process or economically unreasonable (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 air temperatures. 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 specified 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 ​​only advisory in nature and does not oblige employers to strictly follow 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 for certain types of work provides for the provision of special breaks to employees during working hours due to the 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 entails a warning or the imposition of an administrative fine on citizens in the amount of 100 to 500 rubles; on 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; for 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) conditions for the microclimate of industrial premises is not cheap, it requires significant financial costs... 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 the majority of Russian workers work: 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 - it is the employee's self-defense of labor rights.

In accordance with Art. 379 of the Labor Code of the Russian Federation for the purpose of self-protection of labor rights, the employee, notifying in writing the employer or his immediate supervisor or other representative of the employer 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 provide acceptable temperature conditions at the workplace, employees can use the following sequence of actions. (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 values, 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 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 drawn up this Act stating 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 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)

A person spends a lot of time at home and at work. Comfort is very important factor affecting productivity and quality of life in general. According to sanitary standards, the room temperature should not cause discomfort. The microclimate in the industrial or residential premises must be maintained within appropriate limits.

Do not forget to measure the temperature in the rooms

Living room temperature

Payment for utilities continues to grow steadily, especially in a difficult time for the country. But despite the increase in tariffs, the quality does not increase, and often decreases.

Of course, tenant preferences can vary. However, it is worth remembering to what extent the room temperature is in accordance with sanitary standards.

According to medical recommendations, the optimal living conditions for people are 22 degrees Celsius with a humidity of 30%. A higher temperature regime in a room can increase the body's susceptibility to infections, which leads to respiratory tract diseases.

In this video, you will find out what a comfortable temperature for a child:

Temperature norms for housing:

• flights of stairs - 14-20 ° C;
• interroom corridors - 16-22 ° C;
• hallways, kitchens, living rooms - 18-25 ° C;
• bedrooms - 18-20 ° C;
• bathroom - 24-26 ° C.

In order to successfully comply with the norms and maintain the optimal temperature, it will be useful to take care of minimizing losses. Thermal insulation of housing and installation on heating devices thermostats, will help to effectively save heat in the house.

Factors influencing climate regulation

To properly regulate the weather in the house, you need to figure out what it consists of. The indoor climate is influenced by the constant change in the set external factors.

Indoor climate is influenced by outdoor weather

Reasons for hesitation:

• building features of the premises;
• completion heating season;
• season;
• nuances of the local climate;
• geographical latitude of residence;
• humidity;
• Atmosphere pressure.

The greatest discomfort for residents arises from the shutdown of heating in the apartment. It is at this point that careful temperature control is required. A sharp hypothermia of the body, as well as overheating, negatively affects health.

Men tend to be more comfortable at colder temperatures than women. For children, fine adjustment of the home climate is especially important. In general, it is recommended to stick to 22 ° C. This indicator will suit everyone.

In a room with centralized heating, the thermometer should not fall below the 20 ° C mark. If this happens regularly, this indicates bad job utilities or poor thermal insulation.

In this case, you need:

• file a complaint with the utility company;
• request a recalculation of payments;
• purchase alternative heating devices;
• improve thermal insulation.

The legislation provides for recalculation for poorly provided utilities. It consists in reducing the payment by 0.15% per hour. However, in order to achieve it, you have to go to court.

Standards for office space

Office workers are an important part of any company. Creation of maximum comfortable conditions not only affects the health and productivity of staff, but also the work of the company as a whole.

The main feature of intellectual work is little physical activity. For this category, the following norms are provided:

• in summer - 23-25 ​​° C;
• in winter - 22-24 ° C.

The humidity level in the office space should be 40-60%. If the microclimate does not meet these parameters, employees have the right to demand from the management to reduce working hours.

If the temperature rises above 29 degrees, the working day is reduced to 3-6 hours. If the column rises to 32, being in the office should not exceed one hour. In winter, the shift duration is reduced by an hour, with a reading of 19 ° C, and at thirteen it cannot last more than 1 hour.

The employer should be responsible for maintaining a normal microclimate in the office: the employer is responsible for non-compliance with sanitary standards. Continuous violations can lead to temporary office closures for up to 3 months. And also fines of up to 5 thousand rubles are possible - for private entrepreneurs and up to 50 thousand for legal entities.

In addition to temperature indicators, the following factors are taken into account:

• relative humidity;
• high-quality ventilation;
• air speed;
• the presence of electromagnetic fields;
• presence of dust.

The illumination in the office is also important. Weak light can cause constant eye strain and can lead to depression, while too bright light will be annoying to people. In insufficiently bright rooms, the issue can be solved with the help of table lamps.

The noise level should not exceed 50 decibels. Constant extraneous sounds, especially loud ones, interfere with concentration and cause headaches. As a result, productivity falls and health problems arise.

Temperatures should be carefully monitored both at home and in the workplace to avoid additional problems with health.

Labor productivity in the workplace directly depends on the conditions, first of all, the temperature and humidity of the air, the quality of lighting, the amount of oxygen and other factors. Temperature conditions are very important, if not observed, employees experience discomfort and work less productively. The permissible room temperature in the workplace, where people spend 8-9 hours a day, must be observed by the manager or the employee responsible for ensuring proper working conditions. Temperature indicators are regulated by SanPiN in the law "On the sanitary and epidemiological well-being of the population", and all enterprises and organizations, regardless of their form of ownership, must comply with it.

What should be the temperature in working rooms in winter and summer?

Temperature indicators in the room in which employees work differ depending on the season and the presence / absence of a heating season in the region. Specifications premises, presence / absence climatic technology do not affect the need to comply with sanitary standards, everyone is obliged to comply with the temperature regime established by law. As well as the temperature in the apartment, the required thermometer readings in the office space can be regulated by means of centralized heating with radiators, as well as mobile air heaters, infrared and oil-fired electric heaters, air conditioners for domestic and semi-industrial purposes.

The management of the enterprise cannot justify the violation of the temperature regime in the office by the fact that the costs of heating and air conditioning are very high. Moreover, it is unacceptable to install devices and equipment in offices that lead to significant deviations from established standards(for example, even a powerful computer running can raise the room temperature by 0.5 degrees). Malfunctions of climatic equipment (heaters, air conditioners) that ensure compliance with the regime must be eliminated on the day of occurrence, otherwise the employer is obliged to change the work schedule in accordance with SanPiN.

Standards permissible temperature indoor workplace for warm and cold seasons are as follows:

• summer - 23-25 ​​° С;
• winter - 22-24 ° C.

The relative humidity should not exceed 60%. Temperature norms may slightly deviate from the established ones within 1-2 degrees Celsius. The possible range of fluctuations during the working day is 3-4 degrees (for example, if it is necessary to ventilate the room in winter).

For comparison, the temperature in the apartment, according to SanPiN, in the cold season is allowed within 18-26 ° C, and for maintaining comfortable conditions in apartment buildings the supplier of the heating medium is responsible and Management Company controlling the functioning central systems heating. But in summer everything is different: a production workshop and office space are not an apartment, owners or tenants in the warm season themselves take care of maintaining comfort there. Residents of apartment buildings do not have the right to demand from the management companies to install air conditioners, because it is not their responsibility. But the central office or a remote site has the right to demand from the head the compliance with the established temperature regime and for this to equip the premises with climatic equipment.

What to do if the temperature conditions in the office are inconsistent?

If the air temperature in office premises for some reason does not correspond to the standards established by law, then the employer, if it is impossible to correct the situation within a few hours, must take the following measures:

• reduction of the working day in accordance with the thermometer;
• transfer of employees to another office / premises with more comfortable conditions;
• release from work or transfer to a remote (home) mode.

Reduction of the working day in winter by one hour is shown when the temperature drops to 19 ° С, i.e. with indicators below 20 ° С, employees have the right to go home earlier. Further, the reduction in the duration of the working day is in the proportion of 1 degree - 1 hour: at 18 ° С - up to 6 hours, at 17 ° С - up to 5 hours, and so on. If the air temperature in the office drops to 13 ° C, then it is very difficult to work in such conditions and it will be inappropriate to go to work. Therefore, it is better for management to let go of employees or to take measures to ensure comfort at work.

Similar to lower thermometer readings, higher office temperatures in summer also imply shorter working hours in a similar proportion. If the thermometer shows a temperature above 29 ° C, then the principle of shortening the working day is appropriate: at 30 ° C - by 2 hours, 31 ° C - by 3 hours, and so on. After reaching the thermometer mark of 33 ° C, it makes no sense to go to work, because because of the heat in such conditions, it is almost impossible to work and even dangerous for humans. Employee productivity can be extremely low.

Threats, blackmail or pressure from the employer when he forces subordinates to work in inappropriate conditions are unacceptable. But in practice, a situation often occurs when a manager forces people to go to work and endure cold or heat. The temperature standards established by SanPiN are extremely important, so you need to know at what temperature employees are allowed to leave work.

Protecting the interests of employees

When the room is very cold, the human body reacts to these conditions in different ways: it gets rid of excess fluid (forcing to go to the toilet often), causes tremors in the body (an instinctive reaction to keep warm). For knowledge workers who spend many hours in a sitting position, low temperatures very harmful, because can cause hypothermia, decreased immunity and colds. And just sitting in outerwear at the desk is very uncomfortable, it distracts from solving current problems.

High temperatures combined with stuffy indoor air can cause fainting, dizziness and even heat stroke. Mental activity during the heat, it also decreases, which is important to keep in mind for managers.

To record non-compliance with the requirements of SanPiN, you can draw up an act of measuring the temperature in the room. In the document, you need to describe the conditions for measuring temperature in as much detail as possible, add a time slice (for example, in the morning, afternoon, evening, hourly). Together with the recorded thermometer readings, the form must contain the signatures of employees working in this room. If this is a separate office, then the temperature must be measured and recorded in the presence of another authorized person (head of the personnel management department, security service, manager of the economic part of the enterprise). The form of the document is arbitrary, but it is more convenient to draw up the thermometer readings in the form of a table. A sample of the act can be downloaded for free on our website.