SCI Библиотека

Legal positions of supreme federal courts in the Russian Federation have a direct effect on the labor legislation, law enforcement practices, as well as the subject and method of labor law. Certain forms of this influence have not been studied by the science of labor law until recently that results in unlocked theoretical and practical potential for judicial legal positions on labor disputes. To discover the influence of these legal positions on the industry in general, their main functions shall be identified. Through philosophical, general-theoretical and special juridical analysis of academic literature, labor legislation, law enforcement practices, and international legal acts the attributes of the functions of legal positions of supreme federal courts have been identified, the relevant definition has been articulated, the structure of functions has been shown, and specific types of these functions have been discovered. The theoretical structures worked out during the research can be applied in practice as well. On the national level - to solve the problems of platform employment, to ensure a balance in unity and differentiation in labor law, and to improve the mechanism for social partnership. On the international level - for the Eurasian Economic Union member states to solve the problems associated with human resources mobility, protection of working migrants, social partnership, introduction of international labor standards.

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.

Лессовые породы, занимающие в пределах Советского Союза большие площади, представляют собой один из важнейших типов четвертичных отложений. Изучение этих образований имеет большое значение как для решения многих вопросов четвертичной геологии, так и для разрешения ряда важнейших практических проблем инженерной геологии. В настоящей работе обобщен материал по изучению различных сторон лессовой проблемы, а также изложены основные результаты многолетних исследований авторов. Особое внимание уделено вопросам инженерной петрографии лессовых пород и их инженерно-геологической характеристике.

«Пятьдесят лет назад я изучал страну Джунгарию — часть Западного Китая, прилегающую с юго-востока к границам Восточного Казахстана. В этой местности соприкасаются горные системы Алтая и Тянь-шаня, и я должен был выяснить границу между ними, геологию и географию Джунгарии. Я провел три лета в этой стране и пересек ее в разных направлениях; изучал горные цепи, широкие долины с оазисами по речкам и у источников воды и площадями настоящей пустыни, ровной или холмистой, местами похожей по своему рельефу на развалины большого города…»

По собственным воспоминаниям автор рассказывает о работе геологов на Урале во время Великой Отечественной войны, а также описывает каолиновые месторождения СССР, Польши, Чехословакии, ГДР и Кубы. На основе их геологического строения автор приходит к выводу, что эти месторождения являются составной частью древней коры выветривания, которая представляет собой остаток своеобразной очень мощной почвы, образовавшейся в течение эпохи длительного тектонического покоя на большей части Земли. Описывается история возникновения фарфорового производства, рассматриваются важнейшие свойства глин, их зависимость от кристаллического строения глинистых минералов. Показана роль глины в геологических процессах. Книга рассчитана на широкий круг читателей, она будет полезна туристам и школьникам старших классов.

«… В основу очерков положен фактический материал. Эти описания, посвященные истории ряда восхождений, далеко не исчерпывают всей работы альпинистов. Здесь описаны лишь особо выдающиеся победы над вершинами, либо история путешествий в сравнительно мало освещенные в печати районы. История покорения вершин, изложенная в первом издании, доведена до наших дней (1955 г.). Включены в книгу и новые очерки в главе, посвященной Памиру. Конечно, автор не исчерпал материала, но за годы, прошедшие с выхода в свет книги «На ледниках и вершинах Средней Азии», у нас появился ряд книг о путешествиях альпинистов в Средней Азии, вышло шесть ежегодников «Побежденные вершины» и пробел в этой литературе несколько восполнен…»