When applying for a job, a person is only interested in issues that are especially significant for him - the size of wages, the availability of social guarantees (temporary unemployment benefits, paid leave, sick leave, etc.). Also, in labor relations, an important role is played by the employer's observance of the employee's personal non-property rights. Until the Labor Code of the Russian Federation came into force (until February 1, 2002), labor legislation did not provide protection and proper regulation of the employee's personal non-property rights, since at that time the state was the only employer.
Necessary
Labor Code of the Russian Federation
Instructions
Step 1
The Labor Code of the Russian Federation began to use the chapter "Protection of the personal rights of the employee", which describes the receipt, storage, combination, transfer and other use of information about the employee.
Step 2
In this case, the employer must follow certain rules:
-In accordance with the norms of current legislation, the employer must process the employee's personal data.
-The employer can process information only for the purpose of compliance with laws, training and promotion of the employee, control over the quality and quantity of work performed, ensuring the personal safety of the employee and ensuring the safety of property.
-All information about the employee must be obtained by the employer from him. In the case of collecting the necessary data, you can use the services of third parties, then the employee himself must express his consent in writing.
-The employer has no right to information about the employee's personal life. In cases that are directly related to issues of labor relations, he can operate with the private life of the employee, but only with his written consent.
Step 3
You need to know that the employer has no right to refuse to hire for reasons that are discriminatory. The Labor Code of the Russian Federation provides guarantees for labor rights and freedom of citizens, protects the rights and interests of employees, employers, and also creates favorable working conditions.
Step 4
There are some components for the personal (private) rights of the employee, which, in turn, require regulatory consolidation:
-Neither the employer, nor any other person has the right to get acquainted with personal letters, telephone conversations, including the means of visual reproduction, which belong to the employee (for example, messages of various types, recordings made by the employee on the recorder, etc.).
-The employee has the right to the inviolability of his appearance. An employer violates his rights in the event of psychological pressure on an employee for the purpose of dismissal or lower wages. The employee's appearance should be neat and appropriate to a particular field of activity. There are a number of professions that require a special form (for example, salespeople, prosecutors, judges, etc.).
-The employer has no right to use the means of audiovisual control over the employee's behavior. Also, this right is not allowed taking into account the safety and security of production property.
-The employee has the right to physical integrity. In this case, we are talking about unreasonable searches on the territory of the enterprise where he works, about unwanted physical signs of sexual attention from other employees.
