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The Labor Code of the Russian Federation and its main sections. Labor Code of the Russian Federation

The Labor Code of the Russian Federation and its main sections. Labor Code of the Russian Federation

25.09.2019

The Labor Code of the Russian Federation, along with the Constitution of the Russian Federation, is one of the most important normative acts on labor.

The Labor Code of the Russian Federation was adopted by the State Duma on December 21, 2001, approved by the Federation Council on December 26, 2001, signed by the President of the Russian Federation on December 30, 2001, and entered into force on February 1, 2002.

The code consists of 6 parts, 14 sections, 62 chapters and contains 424 articles.

The first section of the Labor Code of the Russian Federation contains general provisions, including the basic principles of labor legislation (Chapter 1) and the concepts of labor relations, their parties and grounds for occurrence (Chapter 2).

The second section of the Labor Code of the Russian Federation is devoted to social partnership in the sphere of labor: chapter 3 contains general provisions on social partnership (concept, principles, parties, system, forms); chapter 4 defines representatives of workers and employers; chapter 5 - bodies of social partnership; chapter 6 establishes the procedure for conducting collective bargaining; chapter 7 - collective agreements and agreements; chapter 8 - participation of employees in the management of the organization; chapter 9 establishes the responsibility of the parties to the social partnership

Section three of the Labor Code of the Russian Federation is devoted to an employment contract as the basis for the emergence of labor relations. It contains the concept of an employment contract, its parties, content, essential conditions, provisions on changing and terminating an employment contract, etc.

Section four of the Labor Code of the Russian Federation establishes the provisions on working time: gives the concept of working time, establishes the duration of normal, reduced and part-time working hours, working hours, etc.

Section five of the Labor Code of the Russian Federation establishes the provisions on rest time.

Section six of the Labor Code of the Russian Federation is devoted to wages and labor rationing. It fixes the basic concepts and definitions, state guarantees, forms of remuneration, the establishment of a minimum wage, etc.

Section seven of the Labor Code of the Russian Federation establishes important provisions on guarantees and compensations for certain categories of workers.

Section eight of the Labor Code of the Russian Federation is devoted to the labor schedule of organizations and labor discipline. It contains norms on internal labor regulations, incentives and penalties.

Section nine of the Labor Code of the Russian Federation establishes provisions on the professional training of workers, retraining and advanced training.

The norms on labor protection, on the requirements of labor protection, the organization of labor protection are enshrined in Chapter Ten of the Labor Code of the Russian Federation.

The norms of section eleven of the Labor Code of the Russian Federation are devoted to the material liability of the employee and the responsibility of the employer to the employee.

Section twelve of the Labor Code of the Russian Federation establishes the peculiarities of labor regulation of certain categories of workers: women, workers under the age of 18, heads of the organization and members of the collective executive body of the organization, persons working part-time, persons working under fixed-term employment contracts, workers employed on seasonal workers, employees working on a rotational basis, employees working for employers - individuals, homeworkers, persons working in the regions of the Far North, transport workers, teachers, workers sent to work in diplomatic missions and consular offices of the Russian Federation, as well as representative offices of federal executive authorities and state institutions of the Russian Federation, employees of religious organizations, other categories of employees (persons working in the Armed Forces, medical workers, etc.).

Section thirteen of the Labor Code of the Russian Federation is devoted to the protection of the labor rights of employees, the resolution of labor disputes, and liability for violations of labor laws.

Section fourteen contains the final provisions. Its norms relate to the timing of the introduction of the Labor Code of the Russian Federation, the procedure and timing for the introduction of the minimum wage, etc.

“It should be noted that the Labor Code of the RSFSR, which was in force in Russia for almost 30 years, consisted of 18 chapters and 255 articles. An analysis of the old and new codes showed that more than 50% of the provisions of these acts coincide. This is explained by the fact that the Labor Code of the Russian Federation, adopted on December 9, 1971, was repeatedly changed and supplemented in connection with Russia's transition to a market economy. Everything positive contained in the Labor Code of the Russian Federation was taken into account when preparing a new code.

The Labor Code of the Russian Federation has been developed for several years. During the period of its preparation, 8 versions of the code were created, which were actively discussed, and, finally, the State Duma of the Russian Federation adopted a single agreed version of the law on labor” 11 V.P. Morozov, I.V. Pimenova “Labor Code of the Russian Federation. Basic Provisions” // Labor Law No. 3, 2002, p. 5.

The Labor Code of the Russian Federation is logical, contains clear, accessible and understandable language even for non-lawyers. He eliminated many gaps in the Labor Code of the Russian Federation, many norms appeared for the first time. Thus, for the first time in the Code, the principles of legal regulation of labor and directly related relations are textually fixed, as well as norms on the delimitation of powers in the field of labor regulation between state authorities of the Russian Federation and its subjects, as well as in the scope of labor regulations. A special chapter on the concept of an employment relationship, its parties and grounds for its occurrence, the basic rights and obligations of an employee and an employer, fills in the gaps on these issues of the Labor Code. New is the section "Social partnership in the sphere of labor", which defines the legal forms of social partnership between employees and employers, its bodies, the procedure for their activities and the responsibility of the parties. The necessity of this group of norms is undeniable. In the interests of the employee, the regulation of fixed-term employment contracts has been improved.

The Labor Code of the Russian Federation is the main legislative act based on the generally recognized principles and norms of international law and the Constitution of the Russian Federation, which regulates labor relations. The Labor Code of the Russian Federation entered into force on December 30, 2001, replacing the Labor Code of the RSFSR.

The Labor Code defines the main objectives of labor legislation:

State guarantees of labor rights and freedoms of citizens;

Creation of favorable working conditions;

Protection of the rights and interests of employees and employers, etc.

The Labor Code defines the main tasks of labor legislation aimed at creating the legal conditions necessary to achieve the maximum harmonization of the interests of the employee, employer and the state.

The main principles of legal regulation of labor relations are defined:

Freedom of work, including the right to work;

Prohibition of forced labor and discrimination in the labor sphere;

Unemployment protection;

Equality of rights and opportunities for employees;

Ensuring the right of every employee to timely and full payment of fair wages, etc.

The structure of the Labor Code of the Russian Federation consists of 6 parts, 14 sections, 62 chapters and 424 articles:

1. The first part includes 2 chapters, which reveal the basic concepts, principles, goals and objectives of labor legislation and labor relations; the sides of labor relations and the grounds for their occurrence are determined.

2. The second part consists of 29 chapters, which are devoted to social partnership in the sphere of work. It defines: the concept, basic principles, parties, levels, representatives, bodies and forms of social partnership. Particular attention is paid to collective negotiations, contracts and agreements, the responsibility of the parties to the social partnership and responsibility for violation or non-fulfillment of the collective agreement is established.

3. The third part of the Labor Code contains 5 chapters, they reflect the main provisions, concept, parties, terms and content of the employment contract. The conditions for concluding, amending and terminating employment contracts are also determined. Attention is paid to such concepts as: working time; Time relax; payment and regulation of labor; guarantees and compensations; labor discipline; work schedule; professional training, retraining and advanced training of employees and labor protection, the material responsibility of the employee and the employer is determined.

4. The fourth part contains 15 chapters that will determine the specifics of labor regulation for certain categories of workers: women; persons with family responsibilities; persons under the age of 18; persons working part-time; persons working on a rotational basis, etc.

5. In the fifth part, 8 chapters are devoted to the protection of labor rights and freedoms, consideration and resolution of labor disputes, liability for violation of labor legislation and other acts containing labor law norms.

6. The sixth part is the final provisions of the Labor Code, the terms and procedure for its entry into force.

Introduction

Road transport plays an important role in the development of the country's economy. At present, there are practically no such economic problems that would not affect him. The main task of transport is the full and timely satisfaction of the needs of the national economy and the population in transportation, increasing the efficiency and quality of the transport system.

Road transport saves public time in the transportation of goods and passengers, contributes to the development of the productive forces of society, the expansion of interregional ties, as well as the improvement of cultural and community services for the population. At the same time, motorization has a significant impact on the structure of capital investments, the architecture and planning of cities, as well as on various areas of society - healthcare, culture, education, etc.

In this regard, the relevance of the study of motor transport enterprises and the system of relations associated with the organization of ATP continues to grow from year to year.

Labor relations and resources are the basis of the ATP production process. Legislatively, they are regulated by a variety of legal acts, the main of which is the Labor Code of the Russian Federation, the characteristics of which are devoted to this course work.

The purpose of the course work is to study the meaning and place of the Labor Code in the system of the enterprise economy. The object of the course work is labor relations and their regulation.

The course work is divided into 3 sections: the first section provides the theoretical foundations that reveal the essence, structure and composition of the Labor Code of the Russian Federation; the second chapter presents the necessary calculations on this topic and the third chapter discusses the prospects for the development of the motor transport industry.

Descriptive part. The Labor Code of the Russian Federation in the discipline of labor of a motor transport enterprise

General characteristics of the labor code of the Russian Federation, its role and significance

One of the most important sources of labor law in the Russian Federation, after the Constitution of the Russian Federation, is the Labor Code of the Russian Federation. It establishes the basic principles and norms for regulating labor relations, the rights and obligations of employees and employers, determines the foundations for their social partnership, and also serves as the main legislative act for resolving labor disputes and conflicts.

The Labor Code of the Russian Federation is a set of laws on labor, the purpose of which is to establish state guarantees of labor rights and freedoms of citizens, create favorable working conditions, protect the rights and interests of workers and employers.

The current labor code was introduced by federal law No. 197-FZ of December 30, 2001 and entered into force on February 1, 2002, approved by the Federation Council on December 26 and signed by the President of the Russian Federation on December 30, 2001. This is the fourth code in the entire history of Russia. Previous acts were called labor codes and were adopted in 1918, 1922 and 1971. The latter existed in Russia for about 30 years.

The Code defines labor relations between employees and employers and takes precedence over other adopted federal laws related to labor relations, Decrees of the President of the Russian Federation, Decrees of the Government of the Russian Federation, etc.

While maintaining a certain continuity of norms, the Labor Code of the Russian Federation differs significantly from all previous Russian codified acts in the sphere of labor in its structure and content, in its place and role in the system of regulation of labor relations, in its goals, in the ways of implementing and protecting its provisions, as well as significant the number of individual rules set out in it.

It should be noted that the current Labor Code of the Russian Federation has resolved many fundamental issues that are important for the application of labor legislation. During the period of work on the Code, there were intense discussions. Several different drafts of this document were submitted to the State Duma at once, and when the government version taken as a basis was finalized for the second reading, about 2,000 amendments were considered. The presence of different interests of the participants in labor relations (employees, employers and the state) and numerous attempts to find a compromise led to the fact that the text of the Labor Code of the Russian Federation contained many norms that allowed for their ambiguous interpretation.

The Labor Code of the Russian Federation has significantly expanded the general provisions, at the federal level it has consolidated social partnership in the sphere of labor in a systematic way. It is also characteristic that it strengthens the sectoral affiliation of labor law norms. In addition, it contains many new and important provisions relating to all institutions of Russian labor law.

The basic principles of legal regulation of labor relations and other directly related relations are the main provisions that briefly reflect the essence of the current labor legislation and the state policy in its development to establish and apply working conditions, protect labor rights and legitimate interests of employees, employers and other subjects of labor rights.

They are predetermined by the requirements of the economic laws of the organization of labor in our society, serve as the basis for the direction of the further development of labor legislation and are an essential category of labor law, since they briefly reflect the essence of the norms of this article.

In the Labor Code of the Russian Federation, the legislator formulated the main objectives of labor legislation.

The first goal should be the establishment of state guarantees of labor rights and freedoms of citizens. This goal is of great importance in the modern period, that is, in the context of the transition to the labor market. The role of contractual regulation of working conditions is increasing. The state itself establishes a minimum of social guarantees for all persons, both in labor relations and individuals who always need increased social protection. For example, minors under 18, disabled people.

The second goal of labor legislation is the creation of favorable working conditions. The new Labor Code formulates in more detail the relations that arise in connection with ensuring, first of all, the labor protection of workers; fixed the main directions of state policy in the field of labor protection; state regulatory requirements for labor protection are provided for; the right of the employee to work that meets the requirements of safety and hygiene, and guarantees for its implementation are fixed; established procedures for investigating accidents at work.

The third goal is to protect the rights and interests of employees and employers as equal subjects of labor relations. In accordance with the Labor Code, laws, other legal regulations, the protection of the labor rights of employees can be carried out in various ways. This should include, first of all, state supervision and control over compliance with labor legislation; protection of labor rights of workers by trade unions; self-protection by employees of labor rights.

The Labor Code of the Russian Federation legally formulates the basic principles of labor law.

In case of contradictions between the Code and other federal laws containing labor law norms, the Code shall apply. In terms of its legal force in the sphere of regulation of labor relations, the Labor Code of the Russian Federation is to a certain extent equated with federal constitutional laws. This is expressed in the fact that, in relation to any other federal laws, he occupies the position of the first among equals. Article 5 of the Code dictates the priority of applying the norms of the Code, and not federal laws that infringe on labor rights in comparison with it. Courts are not empowered to recognize uncodified federal law as contrary to codified federal law. Therefore, in each specific case of the application of a federal law that violates the labor rights enshrined in the Code, these actions can be appealed in court. Here, the subject of legal proceedings is the violation of the rights of a particular person by applying a federal law that is contrary to the Code. Opinions have been expressed in the legal literature that it would be logical to give judges the right to file a petition with legislators to eliminate the contradictions identified between codified and non-codified acts.

Labor Code- codified legislative act (code) on labor, Federal Law (Russia) dated December 30, 2001. It was put into effect on February 1, 2002 instead of the Code of Labor Laws of the RSFSR (Labor Code of the RSFSR) of 1971 that was in force before it.

It is historically the fourth codified Russian NLA on labor. It contains more than 400 (424) articles, united in 62 chapters, 14 sections and 6 parts.

The Labor Code of the Russian Federation underwent the most significant revision as a result of the adoption of federal laws No. 122-FZ of August 22, 2004 (often referred to as the “Law on monetization”) and No. 90-FZ of June 30, 2006 (the latter Law created, in fact, a new edition of the Labor Code of the Russian Federation).

The Labor Code, in particular, establishes the rights and obligations of the employee and the employer, regulates the issues of labor protection, professional training, retraining and advanced training, employment, social partnership. The rules of payment and labor rationing, the procedure for resolving labor disputes are fixed. Separate chapters are devoted to the peculiarities of the legal regulation of the labor of certain categories of citizens (minors, teachers, coaches and athletes, homeworkers, shift workers, etc.).

The new Code retained 70 percent of the content of the Labor Code. But he significantly filled in the gaps of the Labor Code and created a number of new norms that better meet the current realities in the world of work. The Code raised the importance of social partnership relations in the sphere of labor, especially at the organizational level, both individual and collective, expanded the range of issues regulated by the contractual procedure, developed mechanisms for ensuring the implementation of labor contracts. The Code has improved the regulatory and protective functions of labor law. He increased the guarantees of the labor rights of workers, for example, on the size of the minimum wage not lower than the subsistence level, on the legal consequences of delaying the payment of the wages accrued to the employee, on a shorter (six-month) period for the first vacation in this organization, etc.

The Code consists of 14 sections with the following titles:

Section I. "General Provisions".

Section II. "Social partnership in the sphere of labor".

Section III. "Employment contract".

Section IV. "Work time".

Section V. "Time of rest".

Section VI. "Payment and regulation of labor".

Section VII. "Warranty and Compensation".

Section VIII. "Work schedule. Labor discipline "

Section IX. "Professional training, retraining and advanced training of workers".

Section X. "Labor protection".

Section XI. "Material responsibility of the parties to the employment contract."

Section XII. "Peculiarities of regulation of labor of certain categories of workers".

Section XIII. “Protection of labor rights and freedoms. Consideration and resolution of labor disputes. Responsibility for violation of labor legislation and other acts containing labor law norms.

Section XIV. "final provisions". As we can see, the sections of the Labor Code reflect, as a rule, independent institutions of labor law (in the Labor Code it was by chapters).

All other acts of labor legislation, both federal and subjects of the Federation, local governments and local, adopted in the organization, must comply with the Code, not contradict it. Regulatory decrees of the President of the Russian Federation on issues of labor and directly related relations should not contradict the Code and other federal laws (Article 5 of the Labor Code).

In the event of a conflict between the Code and another federal law, the Code shall apply. And if a newly adopted federal law contradicts the Code, then this law will be applied only if the Code is amended accordingly.

11. Federal Law “On trade unions, their rights and guarantees of activity” (general description).

The federal law is aimed at regulating social relations arising in connection with the exercise by citizens of the constitutional right to association, the creation, activity, reorganization and (or) liquidation of trade unions, their associations (associations), primary trade union organizations. The law establishes the legal basis for the creation of trade unions, their rights and guarantees of activity, regulates the relations of trade unions with state authorities, local self-government bodies, employers, their associations (unions, associations), other public associations, legal entities and citizens.

A trade union is a voluntary public association of citizens connected by common industrial, professional interests in the nature of their activities, created in order to represent and protect their social and labor rights and interests. All trade unions enjoy equal rights. Everyone who has reached the age of 14 and carries out labor (professional) activities has the right to form trade unions to protect their interests, join them, engage in trade union activities and leave trade unions. Foreign citizens and stateless persons residing on the territory of the Russian Federation may be members of Russian trade unions, with the exception of cases established by federal laws or international treaties of the Russian Federation.

Trade unions have the right to create their associations (associations) on the basis of sectoral, territorial or other characteristics that take into account professional specifics. They have the right to cooperate with trade unions of other states, to join international trade unions and other associations and organizations, to conclude treaties and agreements with them.

The Law applies to all organizations located on the territory of the Russian Federation, as well as to Russian organizations located abroad, and other organizations in accordance with international treaties of the Russian Federation. The peculiarities of the application of the Law in relation to trade unions uniting military personnel, employees of the Internal Affairs Department of the Russian Federation, FSB agencies, customs authorities of the Russian Federation, FONP, judges and prosecutors are determined by the relevant federal laws.

Trade unions are independent in their activities from executive authorities, local self-government bodies, employers, their associations (unions, associations), political parties and other public associations, they are not accountable and not controlled by them. They independently develop and approve their charters (which should include a list of provisions established by law), regulations on primary trade union organizations, and their own structure; form trade union bodies, organize their activities, hold meetings, conferences, congresses and other events.

The legal capacity of a trade union as a legal entity arises from the moment of state (notifying) registration with the Ministry of Justice of the Russian Federation or its territorial body in the constituent entity of the Russian Federation at the location of the relevant trade union body. This registration is the basis for the inclusion of trade unions in the register of public associations. Issues of reorganization and liquidation of trade unions are considered.

Independent chapters of the law are devoted to the rights of trade unions (to represent and protect the social and labor rights and interests of workers, to promote employment, to receive information, to participate in the settlement of collective labor disputes, etc.), their guarantees and protection.

For non-fulfillment of their obligations under a collective agreement, agreement, for organizing and conducting a strike recognized by a court as illegal, trade unions and persons included in their governing bodies are liable in accordance with federal laws.

The federal law comes into force from the day of its official publication.

12. Federal law “On the procedure for resolving collective labor disputes” (general description).

On October 20, 1995, the Federal Law "On the procedure for resolving collective labor disputes" was adopted, which was signed by the President of the Russian Federation on November 23, 1995 and entered into force from the day of its official publication (published in Rossiyskaya Gazeta on December 5, 1995).

1. The federal law establishes the legal basis, procedure and methods for resolving collective labor disputes, as well as the procedure for exercising the right to strike in the course of resolving a collective labor dispute (clause 1, article 1).

2. Chapter 2 of the Federal Law determines the procedure for resolving a collective labor dispute. It, in particular, includes the following stages: consideration of a collective labor dispute by a conciliation commission, consideration of a collective labor dispute with the participation of a mediator and (or) in labor arbitration. Moreover, consideration of a collective labor dispute by a conciliation commission is a mandatory step.

If no agreement is reached in the conciliation commission, the parties continue conciliation procedures with the participation of an intermediary or in labor arbitration (Article 6).

3. The federal law determines the legal status of the service for the settlement of collective labor disputes. It has been established that the service is a state body that contributes to the resolution of collective labor disputes by organizing conciliation procedures and participating in them. This service carries out notification registration of collective labor disputes; organizes, in accordance with the established procedure, the financing of arbitrators specializing in the resolution of collective labor disputes, and exercises other powers (Article 11).

4. Chapter 3 of the Federal Law regulates the exercise of the right to strike, including the content of the right to strike (Article 13), lists the obligations of the parties during a strike (Article 16), defines the guarantees and legal status of workers in connection with the strikes (art. 18, 19).

5. The federal law defines the conditions under which a strike is illegal (Article 17).

The decision to recognize a strike as illegal is made by the supreme court of the republic, regional, regional courts, courts of the cities of Moscow and St. Petersburg, the autonomous region, autonomous districts at the request of the employer or the prosecutor (paragraph 5 of article 17).

According to paragraph 7 of Article 17, a court decision on recognizing a strike as illegal, which has entered into legal force, is subject to immediate execution.

6. Chapter 4 of the Federal Law is devoted to the issues of liability for violation of the legislation on collective labor disputes.

In particular, representatives of the employer who evade receiving the demands of employees and from participating in conciliation proceedings, as well as if they are guilty of failing to fulfill their obligations under the agreement, are subject to a disciplinary sanction or a fine in the amount of up to fifty minimum wages imposed by the court (art. 20, 21).

7. Article 22 of the Federal Law establishes the grounds for liability of employees for illegal strikes.

Paragraph 2 of this article provides for the liability of a trade union organization that declares and does not stop a strike after it has been declared illegal. In particular, it was established that in this case the trade union organization is obliged to compensate for the losses caused by the illegal strike at its own expense in the amount determined by the court.

It seems that claims for compensation for losses caused by an illegal strike against trade union organizations can be considered by an arbitration court based on the jurisdiction of disputes determined by procedural legislation.

8. According to Article 23, cases on the imposition of fines provided for by the Federal Law are considered in the manner established by the legislation on administrative offenses.

13. RF Law “On Employment in the Russian Federation”

(general characteristics)

Labor Code of the Russian Federation. The Code came into force on February 1, 2002, and from that date the Labor Code of 1971 with all its amendments and additions ceased to be valid. The new Labor Code of the Russian Federation is the fourth in a row. The first was adopted in 1918. With its adoption, an independent branch of labor law was formed that regulates labor. The second Labor Code (1922), which was in force for almost 50 years, unlike the first one, provided for the norms of all labor law institutions, except for the norms on ensuring employment. This Labor Code of the RSFSR played a big role in the development of labor law not only in Russia, but also in other republics of the former USSR, and had a certain influence on the international legal regulation of labor, conventions and recommendations of the ILO on the most important labor issues.

The Third Labor Code of the Russian Federation, adopted in December 1971 and entered into force on April 1, 1972, has changed 12 times over the 30 years of its operation. But the most fundamental changes were introduced by the Law of September 25, 1992. This Labor Code significantly expanded the rights of workers and their guarantees, the rights of trade unions, and generally consolidated the powers of labor collectives. In accordance with the Federal Law on Employment of 1993, Ch. III-A on the promotion of employment and employment.

The latest Russian federal laws regulate many labor issues in a new way. Therefore, a number of articles were excluded from the Labor Code and references were made to the relevant laws.

There are 424 articles in the Labor Code, grouped into 14 sections, six parts and 62 chapters.

The new Code, as mentioned earlier, retained 70 percent of the content of the Labor Code. But he significantly filled in the gaps of the Labor Code and created a number of new norms that better meet the current realities in the world of work. The Code raised the importance of social partnership relations in the sphere of labor, especially at the organizational level, both individual and collective, expanded the range of issues regulated by the contractual procedure, developed mechanisms for ensuring the implementation of labor contracts. The Code has improved the regulatory and protective functions of labor law. On the one hand, he increased the guarantees of the labor rights of workers, for example, on the size of the minimum wage not lower than the subsistence level, on the legal consequences of delaying the payment of the accrued wages to the employee, on a shorter (six-month) period for the first vacation in this organization, etc. On the other hand, as mentioned, there are also shortcomings in the Code, which, it seems, will be reduced in the process of its practical application.

And the biggest drawback of the Labor Code, in our opinion, is precisely the absence in it of the most important questions today: the right to work, its concept, its clear guarantees, the promotion of employment and employment, the powers of labor collectives, which are gradually recognized all over the world, and our industrial democracy, recognized by the world, is significantly curtailed by the Code.

The Code, as mentioned, has 14 sections with the following titles:

Section I. “General Provisions”.

Section P. “Social partnership in the sphere of labor”.

Section III. "Employment contract".

Section IV. "Work time".

Section V. "Time of rest".

Section VI. "Payment and regulation of labor".

Section VII. "Guarantees and Compensation".

Section VIII. “Work schedule. Labor discipline”.

Section IX. "Training and retraining of personnel".

Section X. "Labor protection".

Section XI. “Material responsibility of the parties to the employment contract”.