SCI Библиотека

The problem of protecting the labor rights of workers definitely attracts the attention of labor /scientists not only within the framework of national legal, but also cross-border legal field. Thus, new issues arise in this area during the unification of labor legislation within the framework of the Eurasian Economic Union. If the jurisdictional ways of protecting labor rights are to some extent developed within the framework of the national legal order of the member states of the Union, then the institution of self-defense is deprived of the attention of the legislator in these legal orders. In this regard, it seems important to analyze such a way of protecting rights as self-defense, guided not only by the ideas of the national development of the institute in the legislation of the Eurasian Economic Union member countries, but also its implementation within the framework of Union labor law. This work, as a scientific try to study the institute of self-defense by employees of their labor rights in the countries of the Eurasian Economic Union, takes as its basis a comparative legal scientific method. Applying this method, we can conclude that the legal model of self-defense of employees of their labor rights can be unified due to the uniform understanding of its nature by the legislation of most of the member countries of the Eurasian Economic Union. Nevertheless, the defective and obviously insufficient elaboration of the regulation of labor and legal self-defense in the studied legal systems shows a number of practical and theoretical problems that will ultimately affect the consolidation of such a legal model1 within the framework of the Eurasian Union labor law. In this regard, it seems important to present a single legal definition of self-defense, comprising the fundamental features of this method of protection. The adoption of such a term will allow to form a uniform understanding not only among labor scientists, but also among law enforcement agencies, and will serve as a starting point for the further development of the institute of self-defense in the Eurasian Economic Union.

This publication invites discussion on the issue of probation upon hiring as an institution in need of transformation, in the author’s opinion. The goal of probation should be specified, since it can be established either to test the fitness of an employee for the job assigned, or for the employee to decide whether the offered job is suitable for them. Also, it is necessary to resolve the issue of the exact rationale and the moment in time the labor relations with an employee should be terminated during probation in case they do not succeed. The author suggests introducing a new special rationale - termination of a labor contract at the end of the employee’s probation without further employment of the worker at this employer’s based on a wrongdoing by the employee during probation or in case the employer discovers that the worker’s professional aptitude does meet the employer’s requirements. These amendments to the legislation can allow identifying fault-based (disciplinary) grounds for the labor contract termination among all the cases when the worker was considered to have failed the probation upon hiring, as well as to link them directly to the institution of labor discipline. It is no secret that in practice, multiple issues regarding the interaction between the regulatory provisions on probation outcomes and the regulatory provisions on disciplinary responsibility of workers arise: these problems should be resolved, since the court practice examples provided by the author often show diametrically opposed conclusions made by the courts based on their interpretation of statutory regulations. Also, the paper invites discussion on the renunciation of possible replacing probation by a fixed-term temporary labor contract and establishing a probation model for the change in employment functions (transfer to a new job).

The conceptand typesof adaptationexperienced by an employee and employer during labor relationships are analyzed in the paper. Staffing and staff training issues are a priority in the modern world. When entering into labor relationships, the worker is in a new work group and starts to perform employment duties in a new position. This requires adaptation. Adaptation is a multifaceted phenomenon (process). In the author’s opinion, it can vary, including the scenarios arising during legal relationships. As is noted in the paper, there are almost no provisions regarding legal regulation of the adaptation process in the current labor legislation. Adaptation is classified as occupational and non-occupational. In the framework of labor relationships, occupational adaptation is of especial interest, since it includes professional, psychophysiological, sociopsychological, organizational, economic and labor adaptations. An analysis of professional and labor adaptation in terms of their definitions and contents has identified their differences. The paper is an attempt to research the issue of worker adaptation through the lens of labor legislation. Mentorship is definitely a component of professional adaptation. There is a special focus on the lack of any provisions regulating the mentorship institution in the Labor Code of the Russian Federation. The need to fill this gap by introducing supplements and amendments into the existing legal regulation mechanics has been pointed out. The conclusion has been drawn about the link between the probation period established with a labor contract and the professional or labor adaptation of the worker. Additionally, the author has made the assumption that probation upon entry into employment should be seen not only as the adaptation of a worker to a new workplace, but as the adaptation of an employer to a new employee as well. Among other things, it is a period when the worker’s adequacy for the assigned job is verified. The opinion has been expressed that it is necessary to standardize the mentorship institution in the Labor Code of the Russian Federation.

In the context of sanctions pressure on Russia the issues of import substitution in the field of digital technologies are getting even more urgent. Highly qualified specialists with respective competencies are in short demand in the country. The government take some measures to that end, but they can solve all the problems. Engagement of required specialists from abroad - those working on a remote basis - could improve the situation. However, there are certain unresolved issues in the labor legislation of the Russian Federation and some other countries, including members of international economic integration organizations such as the Eurasian Economic Union that hinder this process. Identification of hindrances and restrictions preventing free movement of human resources in EAEU member states and efficient use of remote work in the field of IT is what this paper is dedicated to. To that end the actual situation unfolding in the labor market of the field of IT on the territory of EAEU member states has been analyzed, and so has been labor and other legislation of member states regulating the labor of remote workers and the academic literature and papers published in the periodicals. The system analysis and comprehensive review of sources and comparative legal studies have become the main methods of research. As a result, legal and organizational restrictions preventing efficient application of remote work of IT specialists typical for some or even all EAEU member states have been identified. Also, there have been suggested some ways to overcome the identified restrictions that can be implemented by adopting new legal provisions or by amending the existing ones.

The article examines the issues of correlation of labour disputes and conflicts of interest in labour legislation and regulations on the civil service. The main positions on the inclusion or non-inclusion of service relations in the area of labour law are presented, based on this, the conclusion is reproduced that contracts on labour (service) with public employees are special classes of labour contracts, and the passage of public service is, as it were, in a state of bifurcation, branching, division into parts (bifurcation). This article contains a discussion about whether it is possible to justify the emergence of labour disputes (conflicts) in official relations affecting private and public interests, in this regard, common features, principles inherent in labour disputes and conflicts of interest are analyzed, their differences in subject composition are revealed. Finally, the author concludes that it is possible to combine labour disputes and conflicts of interest in a single definition of the concept - labour disputes (conflicts), with their subdivision into labour disputes (conflicts) of certain categories of workers and labour disputes of public employees.

В настоящей статье рассматривается проблема применения трехлетнего срока исковой давности к искам об истребовании недвижимых вещей от незаконного владельца. Проблема заключается в том, что истечение короткого трехлетнего срока не прекращает права собственности на недвижимость, а в результате отказа в виндикационном иске в связи с пропуском давностного срока ответчик продолжает незаконно владеть вещью, и в результате возникает dominium sine re. Более того, проблематичным является вопрос приобретения собственности владельцем также после 10 лет владения в силу приобретательной давности, так как узукапиент для приобретения права собственности должен не только владеть вещью, но и владеть ею добросовестно и как своей собственной, что практически не сможет доказать «захватчик» чужой недвижимости, от которого в свое время собственник требовал вещь обратно. Таким образом, возникает период неопределенности прав на недвижимое имущество, и в статье автор рассматривает сложившуюся в армянских судах практику по обходу трехлетнего давностного срока. В частности, распространение давностного срока на виндикационный иск привело к подмене последнего негаторным, в результате чего происходит смешение вещно-правовых способов защиты. Автор также рассматривает целесообразность предлагаемых в науке вариантов разрешения поднятой проблемы в виде согласования сроков исковой давности и узукапии.

В статье рассматриваются особенности заявления и разрешения ходатайств при ознакомлении с материалами уголовного дела. Ознакомление обвиняемого и его защитника с материалами уголовного дела имеет большое значение, поскольку позволяет им оценить собранные доказательства, заявить ходатайства о проведении дополнительных следственных действий, сформировать свою позицию для участия в судебном разбирательстве.

Обеспечение благополучия детства является одним из основных приоритетов не только в России, но и в других государствах. Особое внимание уделяется социальной защите детей-сирот и детей, оставшихся без попечения родителей, как наименее защищенной категории и среди граждан, и среди детей, имеющих родителей и воспитывающихся в «кровных» семьях. Государствами принимаются различные меры, направленные на обеспечение содержания таких детей. Среди них немалую часть занимают материальные меры или меры, предоставляемые в денежной форме. В статье проведен сравнительный анализ законодательства Российской Федерации и Республики Казахстан в части условий и определения объема пенсионного обеспечения и обеспечения социальными пособиями. Выявление специфики, сходства и различий в правовом регулировании денежного содержания детей, оставшихся без попечения родителей, взаимный обмен правовым опытом позволят странам усовершенствовать законодательство о социальном обеспечении.

В статье автор проводит анализ последствий применения некоторых видов санкций. Автор отмечает, что одностороннее расторжение заключенных договоров и отказ заключать новые договоры с физическими лицами (вследствие их дискриминации по территории проживания, национальности, гражданству) может причинить моральный вред, выражающийся в унижении человеческого достоинства, вызванном негативными переживаниями и эмоциями человека, а не в занижении самооценки. При этом автор указывает, что в условиях применения санкций нуждаются в дальнейшем теоретическом осмыслении и само понятие «достоинство», и способы и меры защиты достоинства.

The article is devoted to the national and international vectors of constitutional reform in the Republic of Uzbekistan. The author considers the main amendments, additions and clarifications of articles and norms in the new version of the Constitution of the Republic of Uzbekistan, adopted for the purpose of further development of Uzbekistan as a sovereign, democratic, legal, social and secular state, based on the constitutional principle of ensuring a system of checks and balances between the branches of power, as well as on universally recognized principles and norms of international law. The article notes that based on the proposals of the citizens of the republic during the national discussion, the provisions on human and citizen’s rights and freedoms have tripled in the updated Constitution of the Republic of Uzbekistan. At the same time, the principle ‘For the sake of human dignity’ has been recognized as the main criterion in the Constitution, laws and the activities of State bodies.