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Opening hours on holidays. When work on weekends and holidays is allowed. Legal grounds for calling to work on a weekend

Work in holidays not the most joyful occupation for employees, and in order to motivate them, the employer can increase wages during this time. But at the legislative level, wages on holidays are also regulated, and the employer must take into account the established minimums.

What days are considered holidays

The days that the legislator recognizes as non-working holidays are listed in Art. 112 of the Labor Code of the Russian Federation: January 1-8, February 23, March 8, May 1 and 9, June 12 and November 4. At the same time, in certain areas, at the request of religious associations Other days may also be declared holidays.

Another thing to keep in mind is that public holidays can fall on weekends. In this case, the day off is transferred to the first working day after the holiday. Moreover, when calculating wages, you need to remember that it is the day off that is transferred, and the holiday payment falls on the date that is marked as red in the calendar.

Holiday pay for shift work

Issues of payment for work on holidays for all categories of employees are regulated by Art. 153 of the Labor Code of the Russian Federation - and shifters are no exception. The difference between shift work is that a holiday in this case is not extra work above the norm, and the usual shift within the framework of the monthly schedule. It's just that the schedule was drawn up in such a way that someone got the job on the holiday.

However, the fact that work on a holiday was foreseen in advance, and was not the result of an emergency situation, does not mean that this should not affect the salary. By general rule work on a holiday is paid double, and for shift workers this rule is the same, only implemented a little differently.

For work on a holiday, such an employee receives his daily/hourly rate (for normal work), plus at least one daily/hourly rate (for work on a holiday). The result is a double payout.

Payment for holidays with a shift work schedule is approximately as follows: Ivanov works 10 shifts a month with a salary of 30,000 rubles (the daily rate is 30,000 / 10 = 3,000 rubles), he worked all 10 shifts in a month, but one of them fell on holiday. As a result, he receives his 30,000 rubles (monthly salary) + 3,000 rubles (daily rate) for work on a holiday - a total of 33,000 rubles.

Remuneration of employees working according to the standard schedule

All employees who work according to the standard schedule rest on holidays, because for them they are non-working. It is possible to call such an employee to work on a holiday only after a prior order from the management and only in emergency situations. Paid to go to work on a holiday, according to the same Art. 153 of the Labor Code of the Russian Federation, in double size.

For those employees who receive piecework wages, double piecework rates apply on a public holiday. For example: Ivanov receives 100 rubles for making 1 part, on a holiday he managed to make 10 parts. The payment for this will be 10 × 100 × 2 = 2000 rubles. On a normal day, he would have received only 1,000 rubles for the same amount of work done.

Employees who were called to work on a holiday, whose work is paid according to the daily / hourly wage rates, receive double the rate on that day. Also here it should be borne in mind that such a day should not have been counted as a working day in the month at all.

For example: Ivanov worked 21 days in a month where there were only 20 working days (that is, 1 day was a holiday) at a daily rate of 2,500 rubles. This means that for the holiday he is entitled to 2500 × 2 = 5000 rubles, and for the whole month - 20 × 2500 + 1 × 5000 = 55 000 rubles.

Night work on holidays and its payment

Another feature of working during the holidays is the fact that an employee can be involved in work at night. Here, when calculating wages, allowances are taken into account both for night time and for a holiday. In accordance with the Government Decree “On the minimum amount of wage increases for night work” No. 554 dated July 22, 2008, the answer to the question of how work on holidays at night is paid is as follows: from 22 to 6 hours, 20 %.

Here again there are two options:

1. Those employees who came to work at night hours on a holiday according to the schedule (i.e. within the framework of the monthly labor norm) receive an additional payment of 100% for going to work on a holiday and an additional payment of 20% of the hourly rate for night time .
2. Those employees for whom work on a holiday was not scheduled receive a double tariff rate, taking into account the allowance for night time.

At the same time, it should be noted that 20% is just the minimum level of the allowance. The management of the enterprise may well make it even higher, fixing such a decision in the collective agreement and other local act.

Replacing pay with time off

Instead of getting monetary compensation for work on a holiday, the employee has the right to take time off. In this case, the holiday is paid as a normal day, doubling the payment is canceled, and the selected day is not paid.

The legislator has not regulated the procedure for choosing a day of rest instead of a worked holiday, but do not forget that the employee must notify the manager or accounting department of his choice before the end of the month (after all, by default, he will simply be charged double payment). In addition, the rest day itself must be agreed with the management.

Registration of work on holidays according to the schedule of 2017-2018

As mentioned above, if work on a holiday is caused by an emergency, then they are involved in it by written order of the head. This can be done, for example, in the form of an order, which is presented to the employee against signature. In this case, the signature under the order will simultaneously serve as confirmation of the employee's consent to go to work on a holiday. Although such consent may well be formalized in a separate statement.

The employee responsible for recording working hours uses a time sheet according to unified form T-13 (since January 1, 2013 is not mandatory, but continues to be applied at most enterprises) to mark the start of work on a holiday. The time sheet is a primary reporting document and is subsequently used for payroll.

Holiday processing

According to the rules of Art. 95 of the Labor Code of the Russian Federation, the duration of the working day preceding the holiday is reduced by 1 hour. Thus, if the employee has to work that day standard quantity time, the last hour will be counted as overtime. Also, this hour will be considered overtime for employees working in shifts who, due to the specifics of their activities, cannot finish work earlier.

Compensation for this hour can be of two types:

1. In the form of providing additional rest time (for example, going to work one day an hour later).
2. In the form of monetary compensation, the amount of which is calculated as per hour of overtime work.

Overtime pay means that the worker receives one and a half hourly wages for the first two hours of overtime and double the rate for each subsequent hour.

Who can be called to work on weekends and holidays?

The rules of the article Art. 113 of the Labor Code of the Russian Federation regulates the procedure for engaging in work on a holiday. There are two ways to organize a workflow here:

1. Continuous production or 24/7 service. In such companies, the work of employees (all or only part of the team) is usually built on a shift basis.
2. A typical work schedule is when employees work five days a week, working eight hours each day. Although there may be options with a six-day week or an extended / shortened working day.

If an employee is arranged to work in shifts, then even before signing the employment contract, he is warned about the need to work on holidays, if so provided by the schedule.

For the rest of the workers, access to workplace on a holiday - this is an exceptional situation, which is possible only after a written order from the management and obtaining the written consent of the employee himself.

IMPORTANT! Pregnant women and minors cannot be involved in work on public holidays. Women with children under the age of 3, disabled children of any age, and single mothers with children under the age of 5 can only be asked to come to work on a public holiday if they do not have medical contraindications for this.

For work on holidays, the employee is guaranteed to receive compensation. It can be expressed in the provision of time off instead of a worked holiday or in doubling wages for going to work. The management of the company can increase the amount of monetary compensation and offer the employee more pay. In this case, the corresponding procedure for calculating salaries on holidays should be fixed in the local act of the company. But what days are considered holidays in the state is established only at the legislative level.

The company's desire for financial prosperity in modern business conditions, unfortunately, is not always consistent with the calendar. Therefore, management is forced to periodically call employees to work on unspecified days. And since for an extracurricular invitation to production, the authorities will need the consent of the employee himself, not the last argument in the conversation will be the thesis that he expects increased pay for work on weekends or holidays.

Work on a day off according to the Labor Code of the Russian Federation

The right of a working person to sleep longer on a weekend or a holiday and not think about the affairs of the enterprise protects. It allows the employer to disturb employees only in extraordinary cases:

1. Carrying out measures to prevent or mitigate the consequences of accidents and disasters.
2. Implementation of measures to prevent accidents and property damage.
3. Work in connection with the declaration of martial law or emergency situations, including natural disasters.
4. With the consent of the employees themselves, by written order of the head.

But even in this case, there are categories of workers who may not worry that their weekend plans will be violated. Under no circumstances will an employer be able to call pregnant women (Article 259 of the Labor Code) and minors (Article 268 of the Labor Code) to overtime work, even if they have expressed their readiness to take up their duties at any time.

Working conditions on weekends and holidays

In order to be able to meet with team members on rest days, you need not only to find a good reason, but also to get a positive response from each of those invited to work on weekends and holidays, certified by his own handwritten signature. But this is not the only obstacle that can stand in the way of an employer who decides that the holidays can wait:

Reason for working weekends	Employee category	Requirements for working on weekends Labor Code
Recruitment is driven by the desire of management		The consent of each individual specialist. Additionally, you also need to ask the trade union if it is organized at the enterprise.
		In addition to confirming a positive response to the offer to work, you also need to look into the personal file and make sure that the employee has no medical contraindications for such work. In addition, the consent of the trade union will be mandatory. It is also better to get a separate receipt stating that the employee knew about his right not to go to work on the weekend.
		No way. Having allowed such colleagues to work, the employer will then not be able to defend himself or “unsubscribe” from the inspectors.
Emergencies listed in Art. 113 TK	Adult employees without any "special" statuses	The employee will not even be asked for consent. But to confirm emergency circumstances, serious documentary support and evidence of “emergency” will be required, for example, a certificate from the Chamber of Commerce and Industry of the Russian Federation.
	Disabled people and parents with young children	Written agreement. Union opinion. medical clearance
	Pregnant women and minors	The employer has no reasons or documentary grounds to call them.

Separately, it must be said that obtaining the consent of the employee, set out on paper and sealed with a personal signature, may not be enough. After all, not every employee really correctly assesses the state of affairs at the enterprise and the onset of those unfavorable circumstances that threaten the safety of production and its performance. Any arguments given by the employer to justify the need for an extraordinary return to work must be valid and documented (a document from the Chamber of Commerce or an accident investigation report).

In most cases, engaging in work on legal rest days will require the written consent of the employee, Art. 113 TK.

Indeed, later a situation may arise when the employee deceived by the employer finds out that the circumstances were not so catastrophic, and there was no threat to production either, and the boss simply took advantage of the employee's responsiveness. IN this case the employee will have every reason to contact the labor inspectorate and initiate an audit. The consequences for the enterprise will depend on what supporting papers it can present.

How are you paid for working on a day off?

The norm of Article 153 of the Labor Code is called upon to help negotiate with the employee about an unexpected return to work. It is she who establishes the minimum financial guarantees for conscientious and trouble-free employees. The law says that the payment for work on weekends in 2019 will not be less than double the usual rate for a particular enterprise. The very size of this rate and the method of its calculation are the prerogative of the enterprise. Usually, this technique is developed and fixed in the collective agreement, but this can also be done in a separate order ().

Minimum size additional payment for work on holidays and weekends will be 100% of the regular rate specified in the employment contract, art. 153 TK . It also says that the employer has the right to establish more high stakes. The method of payment directly depends on the chosen payroll system.

At fixed salary

With the most common salary system it is customary to calculate the average daily or average hourly rate based on the static salary figure and the norm of hours of work. A feature of this calculation can be considered that the amount of payment can greatly depend on what standard of working time will be taken as a basis. For example, when working on weekends in May and August 2017, pay can be very different:

Salary - 30,000 rubles / month

It is worth noting that the state has not set a period for calculating the “average”, so both options will become legal: both within a month and within a year. But the most fair in relation to employees will still be the method of calculating the annual rate. Thus, the employer is unlikely to achieve savings in the salary of employees, but can significantly reduce the likelihood of disputes between them. After all, there will be much more applicants for working out in May than in August.

On the "piecework"

Payment for work on a day off according to "piecework" will also be different for everyone who went to work on a day off. Here, the dependence is directly proportional to the output, no matter what it is expressed in (the number of products or parts, the volume of output, or the number of customers served). The amount accrued, based on the output, should also be multiplied by two.

At daily or hourly rate

The most simple and understandable for both parties labor relations payroll scheme at daily or hourly rates. Their size is indicated in the employment contract, and the employee is well aware that at a daily rate (for 8 hours) of 2,000 rubles, he will receive 4,000 rubles for conscientious work on a holiday.

It will be more difficult to calculate in the case of round-the-clock operation of the enterprise. Indeed, in this case, only part of the shift may fall on the weekend (from 0 to 24 hours). Here, care will be required from the timekeeper, who enters the data into the T-13 form. At the same time, one should not forget about the surcharge for night time. To the hours spent at work from 22.00 to 6.00 in the morning, at least another 20% of the rate should be added, art. 154 TK . However, contrary to the dreams of workers, 20% will be calculated from a single rate. It will turn out something like this:

Hourly rate - 200 rubles.

On a holiday worked from 12.00 to 24.00

Payment for extracurricular activities 12*200*2+2*200*0.2= 4880.00 rubles.

Extra rest

The Code reserves the right for the employee to choose the method of compensation for the day off spent in the interests of the employer. According to the rules of Art. 153 of the Labor Code, he can independently choose double pay or time off.

Not every employee is ready to sacrifice his free day and communication with his family on holidays in order to get paid for work on a day off. Many tend to choose time off instead of money. This possibility is provided for by Article 153 of the Labor Code. It is better to choose a method of such compensation before an order is issued, then it will be more correct to coordinate a specific day of rest for work on a day off according to the calendar.

As often happens in cases practical application provisions of legislative acts, in real life there is a conflict between the parties. The point is that Art. 153 of the Labor Code indicates that choosing a day off for work on a day off is the unconditional right of the employee, but nowhere is there an indication that he is free to determine its date without agreement with the employer. Reach an agreement in this issue and fixing it in an order or other document is of interest, first of all, to the employee himself. After all, absence from work on a day determined by an employee on his own can be qualified as absenteeism.

For those who agree to a simple transfer of the day of rest to another date, information on the method of payment for work on a day off according to the Labor Code in such a situation will become relevant. The employee will no longer receive a double rate. The employer will be required to pay the actual number of hours worked at a single rate. positive moment for an employee, it may be that he can take a full day off, even if he was called on a holiday for only a couple of hours.

In addition, the employee must understand that the legislator did not give the employer the right to compensate for the lost day off exclusively with time off. Only the worker has the right to choose between remuneration or replacement with another day of rest. In fact, the authorities may verbally insist on going to work for the day off. An employee can take such a step only in voluntary, to force him to refuse the monetary equivalent is illegal.

Registration procedure

The need to gather a team or individual colleagues on holidays or legal rest should be dictated by a really serious occasion or incident. From this moment, the procedure for applying for employment on a day off begins:

1. Memorandum describing the circumstances or reasoning for the urgency of the work.
2. Familiarization with its content of those employees who are planned to be involved.
3. Obtaining written consent or refusal. In cases of emergencies, accidents or disasters, confirmation of the desire to work should be obtained only from “special” employees whose health status may be in doubt, Art. 113 TK.
4. Publication of the order on work on the day off. In addition to the date and time, it indicates the method and amount of compensation for ruined vacation (money or time off).
5. Familiarization with the order not only for specialists who will come to work on weekends, but also for those who are obliged to ensure the safety of work, the material base, if necessary, as well as accounting for time and payment.
6. Safety and labor protection briefing in connection with extracurricular work or non-standard features conditions for its implementation.
7. Recording and payment of hours worked.
8. Issuance of an order on the time of transferring the rest, for those employees who refused monetary compensation.

In the process of registration, a few more points may be added, for example, on the issuance of a work order for work in extra time or another document. Everything will depend on the nuances of production processes, as well as on the regulations approved by the enterprise itself.

The main documents for ensuring the legality of work on non-working days will be the consent of the employees involved and a detailed order on the need for work and the method of payment.

Sample letter of consent to work on a day off

Since natural disasters and catastrophes, fortunately, are less common than other unforeseen situations, the main document that gives impetus to the start of substantive planning of work on weekends can be considered the written consent of employees to involve them in it.

From the point of view of security during an inspection or conflict, it is better for HR officers to prepare a consent statement template in advance and ask the called employees to sign under it. It must be mentioned:

• release date and day of the week;
• nature of unplanned circumstances;
• a clear and unambiguous indication that the employee understands the scope of work and gives the go-ahead for his involvement;
• additional data that the employee is healthy and has no contraindications from a medical point of view;
• a wish for a form of compensation (money or time off);
• a statement that the employee has been notified and correctly aware of his right to refuse the offered job;
• confirmation that compensation options have been explained to him.

Under the written must be signed and dated.

Receiving such a detailed document will become a kind of insurance for the management of the enterprise. However, a simpler form can also be used. The employee can express his consent by putting an appropriate mark on this on the memorandum on the scope of work planned for the day off.

Work occupies a rather important place in a person’s life, and not everyone can afford to simply ignore a reasonable request from management for an unscheduled meeting at work. That is why it is important to know that the consent of an employee, by law, cannot and should not be left without remuneration, at least at the rates of the Labor Code of the Russian Federation.

Lawyer of the Board of Legal Protection. Specializes in handling cases related to labor disputes. Defense in court, preparation of claims and other normative documents to regulatory authorities.

According to labor legislation, employees can be recruited on weekends and non-working (holiday) days only if the employer has their written consent. At the same time, this is possible only in the event of any unforeseen circumstances or work that could not be foreseen in advance, and the normal functioning of the company or its branches depends on the urgency of their implementation. Such amendments were adopted in 2006. Their introduction is due to the fact that earlier employers often abused their right to engage on weekends and set unrealistic deadlines for work or inflated planned targets, which forced many to go to work on weekends.

On weekends, it is possible to perform work that could not be suspended for production reasons, otherwise it will entail any negative consequences. Among them, one can single out, for example, the need to serve the population, as well as to carry out repair or loading operations.

An employee always has the right to refuse to go to work on a weekend, this cannot be a disciplinary offense.

It should be noted that the consent of the employee to work on weekends is not always required. Article 143 of the Labor Code of the Russian Federation provides for a number of cases that are exceptional:

Prevention of catastrophes, accidents (fires, natural disasters, epidemics) and the implementation of work to immediately eliminate their consequences;

Accident prevention;

Elimination of the causes of violations of water supply, lighting, gas supply, transport, heating, sewerage, communications;

The provision of emergency medical care by medical personnel.

In such situations, the employee is obliged to work.

Features of working on weekends

It cannot be said that working on weekends is an unambiguously negative phenomenon for an employee. After all, according to the law, such work is paid at least double the amount. Or the employee can then take a day off on any day off. IN last case weekend work is paid at a double rate, and time off is not paid. The employee can determine the compensation option for himself. An employer has no right to force an employee to take a day off, and not exercise his right to monetary compensation.

Even if you had to work only an hour or two on a day off, the employee is still given a whole day off, and monetary compensation is due only for the hours worked.

During the year, the employer can attract an employee for no more than 12 days off. With the exception of special cases provided for in Article 143 of the Labor Code of the Russian Federation. And if attraction on a day off is rather not an exception, but a rule in the company and it is systematic, then the employer is obliged to conclude an additional. agreement to the employment contract and pay the employee for part-time work. Otherwise, the employer violates labor laws.

In case of violation of the conditions for engaging in work on weekends, an employee can at any time apply for protection of his rights in labor inspection or the prosecutor's office.

Weekend work according to the Labor Codenot allowed. However, there are some exceptions when it is permissible to involve employees in the implementation job duties weekends with or without their consent. Let's talk about them in our article.

Work on a day off according to the Labor Code of the Russian Federation

Every employee has the right to rest, which is reflected in the provisions of the Constitution of the Russian Federation. In Art. 113 of the Labor Code of the Russian Federation confirms the right of employees to rest on holidays and their days off. Involving them in additional labor activity is possible if consent to exit in writing is obtained in advance. However, employees may refuse additional processing during the off-hours.

Overtime work must be properly documented. Necessary:

• obtain written consent from the employee to go to work during holidays or weekends;
• familiarize the employee with the conditions of exit, including the right to refuse work in their free personal time;
• notify the trade union body (if any);
• issue an order to perform overtime work, indicating the reasons, duration and involved persons.

Sometimes obtaining the consent of the employee to perform work duties on weekends is not required. These are possible under the following conditions in accordance with Art. 113 of the Labor Code of the Russian Federation:

• if it is necessary to prevent the occurrence of unforeseen circumstances that can lead to catastrophic consequences, including accidents or damage to the company's property;
• the need to perform work arose in connection with an emergency situation caused, among other things, natural disaster or martial law.

An exception is made for pregnant women. They cannot be involved in such work (Article 259 of the Labor Code of the Russian Federation). Other categories of employees (disabled people, women with young children under 3 years old) are involved in overtime work only with their consent. It is forbidden to use on weekends and labor of minors.

Possible options for employment in free time it is required to register in the collective agreement and other internal local acts.

You will learn information about the execution of other local documents at the enterprise from the article "Agreement on collective liability - sample-2017" .

Working conditions on weekends and holidays

If there is a need for overtime work, the management issues an order to involve employees who have agreed to perform the work. It fixes the date of entry to overtime work on weekends. When emergencies going to work on weekends and holidays can also occur by oral order of the management (before the issuance of the order).

The performance of work on weekends by disabled people or women who have children under 3 years of age is possible not only with their written consent, but also provided that there are no medical contraindications for working overtime.

NOTE! If an employee works under a fixed-term employment contract lasting up to 2 months, it will not be possible to involve him in work on weekends without obtaining written consent even in case of emergency (Article 290 of the Labor Code of the Russian Federation).

Pay for work on a day off

For the use of personal time spent on overtime, employees are entitled to compensation. They have a choice:

• or take an additional day off and receive payment for work on the day off in a single amount;
• or agree to double monetary compensation based on the current tariff rate or upon piecework payment (Article 153 of the Labor Code of the Russian Federation).

Those employees who are entitled to a fixed monthly salary are paid for work on weekends and holidays based on the daily or hourly norm, if the monthly norm of working time (according to the Labor Code of the Russian Federation) is not exceeded. If the limits of working time for a month are exceeded, payment for additional labor activity on holidays and weekends is calculated at a double rate.

If the employee requested the provision of time off, he must write a corresponding application.

Calculation rules additional compensation over weekends and holidays do not apply to those whose normal schedule includes the possibility of working on holidays and weekends: employees with irregular working hours, shift work.

All additional terms can be spelled out in the internal regulation on remuneration, the procedure for filling which you will learn from the article "Regulations on the remuneration of employees - sample-2018" .

Sample letter of consent to work on a day off

The forms of the document confirming the receipt of the consent of the employee to go to work in extra time are not legally approved. Each enterprise has the right to develop its own form.

A sample written consent of an employee to work on weekends and holidays can be downloaded on our website.

Results

In some situations labor activity during periods intended for rest (holidays, weekends), it is necessary to maintain normal operation enterprises. However, in most cases, employees must voluntarily agree to perform work duties outside of working hours. Additional work on weekends for some categories of employees (pregnant women, minors) is prohibited.

According to Part 1 of Art. 113 of the Labor Code of the Russian Federation, work on weekends and non-working holidays is prohibited, but the employer may involve an employee to work on a weekend or non-working holiday in cases provided for by the labor legislation of the Russian Federation. Such cases include the performance of unforeseen work, on which the normal functioning of the enterprise depends.

To work on a day off, the written consent of the employee is required. This rule applies to:

• work on the prevention and elimination of disasters, industrial accidents;
• publicly necessary work to eliminate unforeseen circumstances that disrupt the normal functioning centralized systems hot water supply, cold water supply and (or) water disposal, gas supply systems, heat supply, lighting, transport, communications;
• works during the introduction of a state of emergency or martial law.

Engagement to work on public holidays does not threaten pregnant women, minors and some other categories of workers. Engaging disabled people, women with children under the age of three to work on a weekend and a holiday is allowed only with their written consent, and also if this is not prohibited by them for health reasons in accordance with a medical report (part 7 of article 113 of the Labor Code RF).

The procedure for attracting work on a day off

The first step in the procedure is to send a notice to the employee about the need to work on a day off. The notification is registered in a special journal and kept in the organization for 5 years. If the employee refuses to read the notice, then an appropriate act is drawn up.

Upon notification, the employer must obtain written consent from the employee. It can be formalized either as a note on the notice, or as a separate statement of consent to be hired on a day off.

The next step is issuing the order. The order is drawn up arbitrarily and signed by the head of the organization. The employee must familiarize himself with this document against signature. If a primary trade union organization has been created in an organization, then the draft order must be coordinated with this trade union organization. The order is registered in the register of orders (instructions) and stored in the organization for 5 years.

Accounting for working time when working on a day off (holiday) is kept in the time sheet and payroll calculation in a unified form (T-12), approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004. No. 1.

When registering work on a weekend, it is necessary to take into account how much time employees should work - a full day or a few hours. Hours of work should be reflected in the order.

The procedure for engaging in work on a day off (holidays)

Athletes, if collective or employment contract, agreements, local regulations establish cases and procedures for engaging in work on weekends and non-working holidays.

Disabled women, women with children under the age of three, must be familiarized with their right to refuse such work against signature.

The notification shall be made in writing in two copies. On the copy of the employer, the employee must sign to confirm that he received it.

Obtain consent from the employee to engage in work

The consent of the employee is drawn up in writing in the form statements or indicated by the employee on the notice.

Engaging an employee without his consent is allowed in the following cases:

1) in the performance of work necessary to prevent a catastrophe, industrial accident or eliminate the consequences of a catastrophe, industrial accident or natural disaster;

2) when performing socially necessary work to eliminate unforeseen circumstances that disrupt the normal functioning of centralized hot water supply, cold water supply and (or) water disposal systems, gas supply, heat supply, lighting, transport, communications systems;

3) in the performance of work, the need for which is due to the introduction of a state of emergency or martial law, as well as urgent work in 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, endangering the life or normal living conditions of the entire population or part of it.