Temperature standards in the office during the heating season. Terms and Definitions

For efficient work employees in the office need to take proper care of the arrangement of the premises in terms of ergonomic indicators. One of the most important criteria in this matter is compliance with a certain temperature regime. These criteria are established by law and the slightest deviation from the recommended standards is fraught with a drop in the level of employee productivity. In this article we will look at what the optimal indoor temperature should be, as well as what deviations can be considered acceptable depending on the time of year.

Why should you maintain the temperature in your office premises?

Since temperature indicators change in different seasons of the year, it is necessary to clearly monitor the environment in the office and adjust it if necessary. Based on this, in the summer air conditioning must be running in work areas, and in the cold season they must be heated at the proper level.

It doesn't matter what industry you work in. The requirements are the same for everyone: workers of both mental and physical labor must coexist in a team under equally optimal conditions. It is also important to take into account the fact that employees who spend most of their working time at their desks, leading a sedentary lifestyle, cannot take care of their own heating on their own, so it is extremely important for them to purchase additional equipment for heating the room, the temperature of which must also be optimal. The same applies to labor in production shops and premises, whose workers have high coefficient activity, since, on the contrary, it is important for them to have devices for cooling the air.

Requirements for the arrangement of work premises that you might not know about

Office employees, like any other workers, must conduct their work time in rooms with a temperature that corresponds to the data specified in the regulatory and sanitary document SanPiN 2.2. 4.548-96. This act was adopted on the basis of a law passed in 1999, which clearly controls and establishes the working conditions of workers, regardless of their field of work. That is why any manager, before hiring employees, should first create the necessary air temperature in the room and think through the order of arranging their workplaces. But it’s no secret that many bosses are in a hurry to take care only of their own convenience, purchasing heaters and air conditioners only for their offices, leaving the comfort of their subordinates without attention. This is a gross violation of the rights of people working for hire and they, in turn, have every reason to complain to the relevant sanitary services.

Below we will look at what temperature level, and what deviations from it, are acceptable at the legislative level.

23-25 degrees – optimal indicators for the summer season;
22-24 degrees is the most suitable temperature in the workroom for winter;
1-2 degrees – the permissible range of temperature fluctuations in the workroom from the established norm;
3-4 degrees – possible fluctuations, both downward and upward, during the working day.
In addition, you also need to consider the level of humidity in the premises. It should be at least 40, but not more than 60 percent.

Permissible wind speed – from 0.1 m/sec. up to 0.3 m/sec. This criterion is especially important when the air conditioner is running in the office. If you are working and the air conditioner is blowing on you, then this should not be considered a normal phenomenon, and you have the right to demand that management improve the arrangement of your workplace.

Compliance with sanitary requirements

It is safe to say that if the current requirements of SanPiN only put forward recommendations for the improvement of work premises, then few managers would apply them in practice, alas, such are today’s realities. That is why this act not only puts forward recommendations for air temperature in workplaces, but clearly establishes the limits of acceptable values.

An employee must remain at his desk for no more than 8 hours, provided that the temperature in the room is no higher than 28 degrees and no lower than 20 degrees Celsius. If these indicators are not met, working hours should be reduced by an hour for each degree, taking into account the following data for the example:

19 or 29 degrees – working day 7 hours;
18 or 30 degrees – 6 hours of operation, etc. descending order.

If suddenly you notice that your working conditions at the workplace are being grossly violated, then you have every right refuse to fulfill your job responsibilities and go home without thinking about possible consequences. But you should not think that the standards of sanitary services were created only for the convenience of workers. More than once there have been cases where unscrupulous employees, taking advantage of this, tried to find excuses to explain their own absenteeism. But since school days, we all know that convection currents in the form of warm air can rise upward, but cold air, on the contrary, sink down, and if desired, anyone who wants can fake measurements using an ultra-sensitive thermometer. But the data from such measurements cannot be officially accepted for consideration, because, according to the sanitary service document, the temperature sensor must be located at a level of one meter from the floor.

What are the consequences of non-compliance with the rules and regulations?

Many employers are confident that it is not at all necessary to take care of the arrangement of their employees’ workplaces, much less create an optimal microclimate. Management's misconception is that if any employee decides to express dissatisfaction with working conditions, citing non-compliance with his own rights, then his objections can simply be ignored. Never forget that employees are full-fledged work force, which is endowed not only labor responsibilities, but also the corresponding rights.

Believe me, the right to work with optimal room temperature is just as important as, for example, the right to regular wages. Today, some directors give ultimatums like: “If something doesn’t suit you, then no one is holding you, quit. If you don’t want to lose your job, work.” It is worth noting that it is important for managers to constantly support their employees in a state of fear and fear of losing their jobs, but on the issue of working conditions, the current legislation fully supports both the owner of a private company/boss government organization, and the side of hired employees.

Article 163 of the Labor Code of the Russian Federation stipulates the following: Any employer is obliged to take care of creating working conditions in the workplace that comply with the standards and requirements of sanitary documentation to ensure the productivity of hired employees. Thus, if the temperature regime at your workplace is neglected and management refuses to change anything, then you have the right to refuse to perform your duties until an optimal microclimate is created. In addition, it is worth noting that today the law establishes that the temperature in the residential premises of apartment buildings must also correspond to the data indicated by the sanitary-epidemiological and housing service of Russia.

If your request is constantly ignored or not taken into account, you can write a complaint to the state sanitary and epidemiological service, which will send an unscheduled inspection to your place of work. If during its course a violation is identified and recorded, your employer will be obliged to pay a fine in the amount specified by law. In the event that this does not bring the desired result and a refusal to comply with the rules and regulations is detected again, the activity of the enterprise will be suspended for a period of up to 3 calendar months to clarify the circumstances and correct the situation.

That is why the advice to all employers is not to try to ignore the established standards regarding room temperature, because this can be fraught not only with a drop in the level of productivity of your employees, but also with protracted proceedings, monetary losses and other unpleasant phenomena provided for by current laws regarding this issue. We have just looked at what temperature should be maintained in the office premises and what responsibility is provided for those managers who are in no hurry to think about the convenience of work for their employees. If you have suspicions that your rights are being violated, do not try to come to terms with this fact, but fight for your rights.

For productive work, a favorable microclimate must be maintained in the office, but many employers do not comply with temperature requirements. This is a direct violation of the rules Russian legislation. From this article you will learn the temperature norms in office premises. We will also tell you in detail where to go if your workplace becomes too hot or cold.

Which document regulates indoor temperature standards?

The temperature in the premises is regulated by SanPiN 2.2. 4.548-96, approved by the law “On the sanitary and epidemiological welfare of the population” of 1999. The requirements of this regulatory document also apply to offices, regardless of the profile and scale of the organization. The heads of organizations are responsible for maintaining the temperature regime. You can read more about the sanitary and hygienic characteristics of working conditions in the article.

Permissible standards in summer and winter, deviations and fluctuations

Optimal temperature at the workplace according to SanPiN for mental workers working 8 hours a day:

+23-25°С – in summer period;
+22-24°С – in the cold season.

The maximum permissible deviation from the norm is 1-2°C. Throughout the working day, temperature fluctuations should not exceed 3-4 °C.

When using a sensitive thermometer, even in a small room, the temperature measurement results may differ by 3-4 degrees. This is due to the fact that warm air rises and cold air sinks. Therefore, legislation requires that the thermometer hang at a height of 1 m from the floor. In this case, the temperature will be measured correctly.

How to organize your working day if the temperature in the office deviates from the norm, see this video

What happens if temperature standards are not observed?

Interesting fact

According to research by Cornell University professor Alan Hage, at an optimal office temperature of 25 degrees, workers are practically not distracted from their duties and make a minimal number of errors (up to 10%). When the temperature drops to just 20 degrees, productivity drops by half and workers make about 25% of errors. In more unfavorable conditions, labor productivity decreases even more.

If the temperature in the office deviates from the norm, employees have the right to demand a reduction in the length of the working day. Employees are required to work all 8 hours only until the room exceeds +28°C. When the temperature rises by 1 degree Celsius, management is obliged to reduce the working day by 1 hour:

at +29°C the working day is 7 hours;
at +30°C – 6 hours;
at +31°C – 5 hours, etc.

At +35°C, an employee has the right to work only 1 hour, and at +36°C, work is completely canceled.

The same rules apply when the temperature drops below the established norm:

at +19°C the working day is 7 hours;
at +18°C – 6 hours;
at +17°C – 5 hours, etc.

If the office is +13°C, the working day is reduced to 1 hour, and at +12°C the employee is not required to work at all.

What to do and where to contact an employee in case of violations

Additionally

If the employer does not respond to employees’ requests to normalize the temperature in the office or reduce the working day, then they have the right to contact Federal service on labor and employment. This can be done in in electronic format on the Rostrud website, in the “Send an appeal” section, or apply in person (information can be found in the “Public reception” section).

If temperature standards in the workroom are not met, employees can solve the problem in several ways:

Ask your employer to normalize the temperature using an air conditioner or heater.
Demand that the working hours be reduced in accordance with SanPiN standards.
File a complaint with Rospotrebnadzor (find out how and where you can complain about an employer).
Contact labor inspection.

If you select the last two options, the workplace will be organized. Employees of the department to which the complaint was filed will establish the fact of the offense and oblige the employer to eliminate it.

What administrative measures are provided for an employer for non-compliance with temperature conditions?

An employer who is responsible for not maintaining the temperature regime in the office is subject to administrative liability. If SES specialists record such a violation, the management of the enterprise will be obliged to pay a fine of up to 20,000 rubles. It is also possible to suspend the activities of an organization for a certain period.

Still have questions? Ask them in the comments to the article

Naturally, the work itself and workplace are different. You cannot put the working conditions of a loader, a banker and a bulldozer driver on the same level. Each profession has permissible temperature standards in which people are allowed to work. According to “Appendix No. 1 GOST 12.1.005-88 SSBT General sanitary and hygienic requirements for the air of the working area,” all types of work are divided into certain categories, which have their own permissible ranges and microclimatic conditions.

In this article we will talk more about working conditions in the office, or more precisely, about its temperature conditions.

For some, perhaps the following information will be a revelation. Did you know that a temperature that does not meet the standards prescribed in labor code, reduces your working hours by the hour?

Now someone giggled, because everyone is well aware that in our country, as a rule, it is difficult to achieve justice and legality, but still. Knowing this information, naturally your work day will not be reduced to one hour, but there will be an extra reason to ask to go home early or demand money for overtime.

Of course, the most active workers can write complaints about management who refuse to provide optimal temperature working conditions. We sincerely believe that you will be able to succeed in this endeavor.

We measure the temperature at the workplace in the office

And so, where to look at the permissible humidity and temperature. “Hygienic requirements for microclimate production premises. SanPiN 2.2.4.548-96" is exactly the official document that you need. It contains clearly defined requirements for temperature conditions in the office. Based on these laws, feel free to go to management and demand a workplace that complies with all established rules.

According to certain temperature standards, the workplace of office employees in the summer should not be hotter than 23-25 degrees. If we're talking about O cold season years, then 22-24 degrees. acceptable thermometer readings, provided that air humidity is 40-60%.

Naturally, there are acceptable deviation standards, which are only 1 or 2 degrees, no more. During the working day, the temperature can change by no more than four degrees.

In approximately these conditions, you are required to work in the office for 8 hours. When the temperature rises by one degree (for example, the permissible temperature is 25 degrees, but during the day it rose by 4 degrees, which no longer complies with the law), demand to leave work early, namely an hour. That is, if it is 29 degrees, then the working day in the office is only 7 hours, 30 degrees - 6 hours, etc.

When the thermometer in the office has crossed 32.5, after an hour you have the right to go home.

The situation is approximately the same in the cold season. At a temperature of 19 degrees, the working day is 7 hours, 18 degrees. – 6 hours, etc.

To accurately determine the temperature, you need to hang the thermometer at a height of 1 meter from the floor.

In general, it will be more profitable for an employer to install an air conditioner or heater in the workplace than to pay a fine provided for by the Code of Administrative Offenses of the Russian Federation for failure to comply with sanitary rules. Therefore, do not be shy and do not be afraid of your superiors. Make sure your workplace is a comfortable and enjoyable place to work. Rely on all the above laws and regulations, and you will definitely be able to restore justice.

The right of workers to work in conditions that meet labor protection requirements is established by Art. 219 Labor Code of the Russian Federation. Every employee has the right to a workplace that meets labor safety requirements. The law places the obligation to ensure safe working conditions 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 workers when carrying out technological processes, as well as working conditions that comply with labor protection requirements at each workplace. According to Art. 11, 32 Federal Law of March 30, 1999 No. 52-FZ “On the sanitary and epidemiological welfare of the population” all individual entrepreneurs and legal entities are obliged to comply with the requirements of sanitary legislation, carry out production control of compliance with sanitary rules when performing work, providing 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 for labor protection. The problem is that many employers do not comply with labor protection requirements, try to circumvent them or create the appearance of complying with them at minimal cost.

Temperature

One of the factors affecting an employee during work is temperature. Elevated air temperatures in the workplace adversely affect the health of workers and can even threaten their lives if the standard values are significantly exceeded.

Regulatory requirements for air temperature in workplaces are established by Sanitary Rules and Norms (SanPiN) 2.2.4.548-96 “Hygienic requirements for the microclimate of industrial premises” (approved by Resolution of the State Sanitary and Epidemiological Supervision of the Russian Federation dated October 1, 1996 No. 21). These sanitary rules are aimed at preventing adverse effects microclimate of workplaces and industrial premises on well-being, functional state, performance and human health. SanPiN 2.2.4.548-96 are mandatory for all enterprises and organizations and apply to microclimate indicators in workplaces of all types of industrial premises. In this case, production premises should be understood as closed spaces in specially designed buildings and structures, where work is carried out constantly (in shifts) or periodically (during the working day). work activity. Under this definition Almost any premises where people work are suitable: from offices to production workshops. Workplace is an area 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 into compliance with the microclimate requirements provided for by the data sanitary rules.

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

SanPiN 2.2.4.548-96 establishes 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.

Categories of work

All possible works in accordance with Appendix 1 to SanPiN 2.2.4.548-96, they are divided into categories based on the intensity of energy expenditure of the human body, expressed in kcal/h (W).

Category Ia includes work with an energy intensity of up to 120 kcal/h (up to 139 W), performed while sitting and accompanied by minor physical stress (a number of professions in precision instrumentation and mechanical engineering enterprises, in watchmaking, sewing production, in the field of management, etc. .).

Category Ib includes work with an energy intensity 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 various types production, etc.).

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

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

Seasonal factor

Cold and warm period y years, according to paragraphs. 3.3, 3.4 SanPiN 2.2.4.548-96, are characterized by an average daily outdoor temperature of +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 feeling of thermal comfort during an 8-hour work shift with minimal stress on human thermoregulation mechanisms, do not cause deviations in health, and create the prerequisites for high performance. Such microclimate conditions are naturally most preferable in workplaces. This is exactly the microclimate that exists in the workplaces of top managers and senior executives.

For the warm period of the year, SanPiN 2.2.4.548-96 establishes the following optimal air temperature indicators depending on the category of work in terms of energy consumption:

Ia – 23 – 25

Ib – 22 – 24

IIa - 20 - 22

IIb — 19 — 21

III – 18 – 20

When, due to technological requirements, technical and economically justified reasons, optimal working conditions cannot be ensured, SanPiN 2.2.4.548-96 establishes acceptable microclimate conditions. Acceptable microclimatic conditions are established according to the criteria for 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 impairment of health, but can lead to general and local sensations of thermal discomfort, strain on thermoregulation mechanisms, deterioration of well-being and decreased performance.

For the warm period of the year, depending on the category of work, the following permissible air temperature values are established 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 the air temperature in the workplace exceeds these indicators during the warm period of the year, there is a fact of non-compliance of working conditions with labor protection requirements and, consequently, a violation by the employer of labor protection requirements.

Harmful and dangerous working conditions

In some industries, there are certain types of production where it is impossible to establish acceptable microclimate conditions due to technological requirements for production process or economically justified inexpediency (for example, metallurgical, pulp and paper production, etc.). It is obvious that it is impossible to equip a blast furnace with air conditioners in order to achieve acceptable air temperatures. The microclimate in such industries will always be unfavorable. In such production premises, working conditions should be considered harmful and dangerous. In order to prevent the adverse effects of the microclimate on workers, 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 showering; compensation for the adverse effects of increased air temperature by changing other microclimate indicators; issuing appropriate protective clothing and other equipment to employees personal protection; changes in the regulation of working hours, including the establishment of breaks in work, shortening the working day, increasing the duration of vacation, etc.

Appendix 3 to SanPiN 2.2.4.548-96 establishes restrictions on the time workers spend at work in the event of air temperature deviations from acceptable standard values, depending on the category of work. Thus, 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 for a work shift); workers whose work falls into categories IIa, IIb can stay at the workplace for 1 hour at an air temperature of 31.5; and in category III jobs, workers can work no more than 1 hour at an air temperature of 30.5. Consequently, when the specified air temperature values are exceeded, even the most a short time at the very least, it is unsafe; work in such conditions is not provided for by sanitary rules at all. Unfortunately, this Appendix is advisory in nature and does not oblige employers to strictly comply with it. However, his recommendations are quite reasonable, and if an employer who does not provide acceptable microclimate conditions in the workplace does not want to comply with the recommendations, then he must take other measures to protect workers from adverse effects high temperature air 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 vast 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 Labor Code of the Russian Federation on certain types work provides for the provision of special breaks to employees during working hours, determined by the technology and organization of production and labor. The types of these works, the duration and procedure for providing such breaks are established by the internal rules labor regulations. The employer, taking into account the opinion of the trade union body, can make appropriate provisions to these rules and establish additional breaks. Also, no one prevents employers from measuring the air temperature in the workplace and issuing an order to reduce the working day based on 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 current sanitary rules and hygienic standards, failure to comply with sanitary, 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; for officials - from 500 to 1000 rubles; on persons carrying out entrepreneurial activity without forming a legal entity - from 500 to 1000 rubles. or administrative suspension of activities for up to 90 days; on legal entities— from 10,000 to 20,000 rubles. or administrative suspension of activities for up to 90 days.

How to influence an employer

Eliminating the adverse effects of elevated air temperatures on workers and creating acceptable (even more so optimal) microclimate conditions in industrial premises is not a cheap matter and requires significant financial costs from the employer. For this reason, many employers neglect sanitary rules and do not create proper working conditions (and some do this simply because they do not care about employees). And workers themselves often contribute to the emergence of such situations, being afraid to tell management about unbearable conditions in the workplace or violations of labor safety rules. (Apparently, this is how most Russian workers work: first we lose our health while earning money, and then we lose money trying to restore our health...)

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

Article 45 of the Constitution of the Russian Federation states: “Everyone has the right to defend their rights and freedoms by all means not prohibited by law.” An employee has the right to protect his labor rights, freedoms and legitimate interests by all means not prohibited by law (Part 1 of Article 21 of the Labor Code of the Russian Federation). This method is directly provided for by labor legislation - this is self-defense by the employee labor rights.

In accordance with Art. 379 of the Labor Code of the Russian Federation, for the purpose of self-defense of labor rights, an employee, having notified the employer or his immediate supervisor or other representative of the employer in writing, may refuse to perform work that directly threatens his life and health, except for cases provided for by the Labor Code of the Russian Federation and others 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 under emergency circumstances, that is, in the event of a disaster or threat of disaster - fires, floods, famine, earthquakes, epidemics or epizootics, and in other cases that put threat to the 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 directly provides for the right of an employee to refuse to perform work if a danger to his life and health arises due to violation of labor protection requirements (except for cases provided for by federal laws), until such danger is eliminated. During the period of refusal of such work, the employee retains all 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-defense of labor rights (Article 180 of the Labor Code of the Russian Federation).

If an 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 while the danger is eliminated (Part 4 of Article 220 of the Labor Code of the Russian Federation). If providing another job is impossible, the employer, in accordance with Part 1 of Art. 57 of the Labor Code of the Russian Federation, is obliged to pay the employee for downtime caused by a 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, the responsibility for ensuring safe conditions and labor protection is assigned to the employer, and downtime caused by failure to fulfill these obligations is considered as downtime due to his fault.

To force the employer to ensure acceptable temperature conditions in the workplace, employees can use the following algorithm of actions. (These actions will have the greatest effect 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 permissible standard values, then working conditions pose a threat to the health and life of workers, and they have the right to refuse work until the employer eliminates this danger.

Next, the obtained air temperature values must be recorded by drawing up an appropriate report. The act must be drawn up in duplicate and signed by at least three workers, but it will be better if it is signed by all workers who observed the temperature measurement. For the contents of the act, see Appendix 1.

One copy of the act must be handed to the immediate supervisor or other representative of the employer and required that he put his signature, date, and time of acceptance of the copy of the act on the second copy, which remains with the employees. If the employer’s representative refuses to accept the act or make a note of acceptance, you can hand it over to him in the presence of at least two (and preferably as many as possible more) witnesses. In such a situation, it is a good idea 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 given to the employer’s representative, and the second, with the employer’s representative’s mark of receipt, remains with the employee.

During the period of refusal to work, the employee may be absent from the workplace. After the employer notifies that the danger to the employee’s health has been eliminated, the latter is obliged to begin work again.

Annex 1

Act on identifying violations 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 full names of the employees are listed), have drawn up this Act stating that _______________2011 at ___ hours ___ minutes. (date and time of temperature measurement) at the workplace ______________________________

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

____________/_____________/ “___” ____________2011

(employee signatures with transcript of signature and date)

Appendix 2

To the head of the workshop (department, section, etc.) _______________________

from _______________________ (full name, employee position)

Notification

I hereby notify you that the air temperature at my workplace exceeds the permissible values established by SanPiN 2.2.4.548-96, approved. Resolution of the State Sanitary and Epidemiological Supervision of the Russian Federation dated October 1, 1996 No. 21.

In this regard, guided by Art. 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 working again after receiving written notice about eliminating the danger.

According to Art. 157, 212 of the Labor Code of the Russian Federation, I ask you to pay for the downtime that arose in connection with my refusal to perform work due to the employer’s failure to comply with labor safety requirements in the amount of at least 2/3 of my average earnings.

Attachment: copy of the Act dated _________2011.

“___” __________2011 ________/_________/ (date, signature with transcript)

For efficient production of products and comfortable conditions in the workplace, room temperature remains an important aspect, but what is its norm? What losses will he suffer if this condition is not met?

The employer's obligation to ensure temperature standards

Labor legislation regulates the requirements for activities. When complying with these standards, the employer bears responsibility. Such measures also include maintaining the temperature regime in the room. Air temperature affects performance labor process, and if it is lower or higher than the norm, then this is considered a deviation.

The manager is obliged to put this indicator in order and ultimately ensure that the temperature indicator reaches the required level.

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

Recording the fact of violation of sanitary conditions is entrusted to the Hygiene Service. Therefore, the best solution would be for the employer to monitor the condition of workplaces during temperature changes, as well as timely response to employee requests.

What is SanPiN

Based on legal requirements, it is the responsibility of employers to ensure safe work in the workplace, this includes maintaining the required temperature. IN Sanitary standards all microclimate indicators in which the employee can work are indicated.

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

Planned, laid down in a pre-developed or agreed schedule.
Unscheduled, which are carried out directly to check the condition of the workplace.
When conducting special assessment working conditions.

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

Standard temperature indicators are indicated in SanPiN.

About temperature conditions

Temperature conditions and operating time

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

if the working time is 8 hours, then no higher than 28 0 C;
for 5-hour operation the maximum value is 30 C;
if the work takes 3 hours, then - 31 0 C;
if you are supposed to be at the workplace for 2 hours, then - 32 C;
for hourly work - 32.5 0 C.

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

Temperature in winter time should not be below 20 0 C, otherwise the worker will not be comfortable. In this case, it is necessary to install separate heating systems or reduce the operating time.

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

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

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

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

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

How are professions classified?

Temperature standards differ and are classified differently for each category.

First a. When energy consumption is about 139 W. This is a fairly low load, thus fixed work while sitting, with minimal quantities movements.
First b. If energy costs range from 140 to 170 W. These are also minor loads, but work is assumed both sitting and standing.
Second a. From 175 to 232 W. This refers to moderate physical exertion. In this case, it is necessary to regularly walk and move light weights.
Second b. From 233 to 290 W. The load is quite active, but moderate. Loads weighing up to a kilogram are moved in a sitting position.
Third. Energy consumption in the workplace is up to 290 W. That is, the employee walks intensively, and production activities require significant physical activity.

Some managers believe that the higher the category of employee, the greater the need to comply with workplace standards. But this is wrong, since every employee has the right to work in comfortable conditions. Therefore, the rules apply to everyone and must be followed in full.

Actions of an employee if the manager does not comply with the temperature regime

The temperature regime is not maintained: what to do?

Often, enterprises violate standard temperature indicators, but what to do? Should I continue working or should I try to adjust it? this question at the employer?

There are several options for contacting your manager or other authorities:

Approach the manager and discuss that it is impossible to be on the site, much less work. Of course, you can take several employees with you so that they can verbally confirm the fact of this circumstance.
But unfortunately, this does not work in all cases, although any manager is obliged to respond to such requests.
Write a paper asking for heaters to be installed. In this case, it is advisable to collect the signatures of several workers at the same time. You should approach your boss with such a paper, but if in this case there is no reaction, then you should pass the document through the secretary, or even better, put incoming number. It is better to keep a copy of the document in hand until the issue is resolved.
When there is no action from the employer, it is recommended to write complaints to Rospotrebnadzor. Of course, inspections will immediately begin, which will end with the imposition of penalties, which will entail a conflict. But many employers only begin to do what they are supposed to do in this way.
It is also possible to file a complaint with the labor inspectorate, but this will also end in inspections and penalties.

Any employee has legal grounds to demand that the employer respect his rights.

How to eliminate violations

Those noted for non-compliance with temperature conditions at workplaces can be eliminated and this will not require special efforts on the part of the employer.

In the summer, you can install air conditioners or fans, turn on exhaust ventilation, if this helps normalize the regime. In the cold season, you cannot do without additional heaters, and it also makes sense to check the performance of the heating systems.

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

Watch a video about how new SanPiN standards have come into force in Russia since 2018:

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