Temperature conditions in offices. Labor Code on temperature and humidity requirements for industrial premises

The right of workers to work in conditions that meet labor protection requirements is established by Art. 219 Labor Code of the Russian Federation. Every employee has the right to workplace, meeting labor protection requirements. The law places the obligation to ensure safe working conditions on the employer. So, part 1 of Art. 212 of the Labor Code of the Russian Federation establishes that the employer is obliged to ensure the safety of workers when carrying out technological processes, as well as working conditions that comply with labor protection requirements at each workplace. According to Art. 11, 32 Federal Law of March 30, 1999 No. 52-FZ “On the sanitary and epidemiological welfare of the population” all individual entrepreneurs and legal entities are obliged to comply with the requirements of sanitary legislation, carry out production control of compliance with sanitary rules when performing work, providing services, production, transportation, storage and sale of products. In addition, in the Russian Federation there are numerous sanitary rules and other by-laws that establish regulatory requirements for labor protection. The problem is that many employers do not comply with labor protection requirements, try to circumvent them or create the appearance of complying with them at minimal cost.

Temperature

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

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

According to clause 1.4 of SanPiN 2.2.4.548-96, heads of enterprises, organizations and institutions, regardless of their form of ownership and subordination, in order to ensure production control, are obliged to bring workplaces into compliance with the microclimate requirements provided for by these sanitary rules.

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

SanPiN 2.2.4.548-96 establishes optimal and permissible microclimate conditions. This takes into account the intensity of energy consumption of workers, the time of work and the period of the year.

Categories of work

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

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

Category Ib includes work with an energy intensity of 121 - 150 kcal/h (140 - 174 W), performed while sitting, standing or associated with walking and accompanied by some physical stress (a number of professions in the printing industry, at communications enterprises, controllers, craftsmen in various types production, etc.).

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

Category IIb includes work with an energy intensity of 201 - 250 kcal/h (233 - 290 W), associated with walking, moving and carrying weights up to 10 kg, accompanied by moderate physical stress (a number of professions in mechanized foundries, rolling, forging, thermal, welding shops machine-building and metallurgical enterprises, etc.).

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

Seasonal factor

Cold and warm periods of the year, according to paragraphs. 3.3, 3.4 SanPiN 2.2.4.548-96, are characterized by an average daily outdoor temperature of +10 and below (cold period) and above +10 (warm period).

Optimal microclimate conditions are established according to the criteria of optimal thermal and functional state humans and provide a general and local feeling of thermal comfort during an 8-hour work shift with minimal stress on human thermoregulation mechanisms, do not cause deviations in health, and create the prerequisites for high performance. Such microclimate conditions are naturally most preferable in workplaces. This is exactly the microclimate that exists in the workplaces of top managers and senior executives.

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

Ia – 23 – 25

Ib – 22 – 24

IIa - 20 - 22

IIb — 19 — 21

III – 18 – 20

When, due to technological requirements, technical and economically justified reasons, they cannot be provided optimal conditions labor, SanPiN 2.2.4.548-96 establish acceptable microclimate conditions. Acceptable microclimatic conditions are established according to the criteria for the permissible thermal and functional state of a person for the period of an 8-hour work shift. Acceptable microclimate conditions do not cause damage or impairment of health, but can lead to general and local sensations of thermal discomfort, strain on thermoregulation mechanisms, deterioration of well-being and decreased performance.

For the warm period of the year, depending on the category of work, the following are established: valid values air temperatures in the range above optimal values:

Ia - 25.1 - 28

Ib - 24.1 - 28

IIa - 22.1 - 27

IIb - 21.1 - 27

III - 20.1 - 26

If the air temperature in the workplace exceeds these indicators during the warm period of the year, there is a fact of non-compliance of working conditions with labor protection requirements and, consequently, a violation by the employer of labor protection requirements.

Harmful and dangerous working conditions

In some industries, there are certain types of production where it is impossible to establish acceptable microclimate conditions due to technological requirements for the production process or economically justified inexpediency (for example, metallurgical, pulp and paper production, etc.). It is obvious that it is impossible to equip a blast furnace with air conditioners in order to achieve acceptable air temperatures. The microclimate in such industries will always be unfavorable. In such production premises, working conditions should be considered harmful and dangerous. In order to prevent the adverse effects of the microclimate on workers, the employer, in accordance with clause 6.10 of SanPiN 2.2.4.548-96, is obliged to use protective measures, such as: the use of local air conditioning systems; air showering; compensation for the adverse effects of increased air temperature by changing other microclimate indicators; issuing appropriate protective clothing and other equipment to employees personal protection; changes in the regulation of working hours, including the establishment of breaks in work, shortening the working day, increasing the duration of vacation, etc.

Appendix 3 to SanPiN 2.2.4.548-96 establishes restrictions on the time workers spend at work in the event of air temperature deviations from acceptable standard values, depending on the category of work. Thus, at an air temperature of 32.5 and work categories Ia, Ib, workers can stay at the workplace for no more than 1 hour (continuously or in total for a work shift); workers whose work falls into categories IIa, IIb can stay at the workplace for 1 hour at an air temperature of 31.5; and in category III jobs, workers can work no more than 1 hour at an air temperature of 30.5. Consequently, when the specified air temperature values ​​​​are exceeded, even the most a short time at the very least, it is unsafe; work in such conditions is not provided for by sanitary rules at all. Unfortunately, this Appendix is ​​advisory in nature and does not oblige employers to strictly comply with it. However, his recommendations are quite reasonable, and if the employer does not provide acceptable conditions microclimate in the workplace, does not want to comply with the recommendations - then he must take other measures to protect workers from adverse effects high temperature air and other microclimate factors. The employer can increase the duration of the lunch break to two hours (Article 128 of the Labor Code of the Russian Federation), because in the vast majority of organizations it is one hour; introduce additional breaks at their enterprises and organizations; shorten the working day. According to Part 1 of Art. 109 Labor Code of the Russian Federation on certain types work provides for the provision of special breaks to employees during working hours, determined by the technology and organization of production and labor. The types of these works, the duration and procedure for providing such breaks are established by the internal labor regulations. The employer, taking into account the opinion of the trade union body, can make appropriate provisions to these rules and establish additional breaks. Also, no one prevents employers from measuring the air temperature in the workplace and issuing an order to reduce the working day based on SanPiN 2.2.4.548-96. Thus, there are still opportunities to protect workers from the adverse effects of heat.

It should be noted that for violation of legislation in the field of ensuring the sanitary and epidemiological well-being of the population, expressed in violation of current sanitary rules and hygienic standards, failure to comply with sanitary, hygienic and anti-epidemic measures, administrative liability is provided (Article 6.3 of the Code of Administrative Offenses of the Russian Federation). This offense entails a warning or the imposition of an administrative fine on citizens in the amount of 100 to 500 rubles; for officials - from 500 to 1000 rubles; on persons carrying out entrepreneurial activity without forming a legal entity - from 500 to 1000 rubles. or administrative suspension of activities for up to 90 days; on legal entities— from 10,000 to 20,000 rubles. or administrative suspension of activities for up to 90 days.

How to influence an employer

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

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

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

In accordance with Art. 379 of the Labor Code of the Russian Federation, for the purpose of self-defense of labor rights, an employee, having notified the employer or his immediate supervisor or other representative of the employer in writing, may refuse to perform work that directly threatens his life and health, except for cases provided for by the Labor Code of the Russian Federation and others federal laws. (For example, according to Article 4 of the Labor Code of the Russian Federation, an employee will not be able to refuse work performed under emergency circumstances, that is, in the event of a disaster or threat of disaster - fires, floods, famine, earthquakes, epidemics or epizootics, and in other cases that put threat to the life or normal living conditions of the entire population or part of it.) In addition, Part 1 of Art. 219 of the Labor Code of the Russian Federation directly provides for the right of an employee to refuse to perform work if a danger to his life and health arises due to violation of labor protection requirements (except for cases provided for by federal laws), until such danger is eliminated. During the period of refusal of such work, the employee retains all rights provided for by labor legislation and other acts containing labor law norms. And the employer or his representatives do not have the right to prevent employees from exercising self-defense of labor rights (Article 180 of the Labor Code of the Russian Federation).

If an employee refuses to perform work in the event of a danger to his life and health, the employer is obliged to provide him with another job while the danger is eliminated (Part 4 of Article 220 of the Labor Code of the Russian Federation). If providing another job is impossible, the employer, in accordance with Part 1 of Art. 57 of the Labor Code of the Russian Federation, is obliged to pay the employee for downtime caused by a lawful refusal to perform work in the amount of at least 2/3 of the employee’s average earnings. This is due to the fact that, in accordance with Part 1 of Art. 212 of the Labor Code of the Russian Federation, the responsibilities for ensuring safe conditions and labor protection are assigned to the employer, and downtime caused by failure to fulfill these obligations is considered as downtime due to his fault.

To force the employer to ensure acceptable temperature conditions in the workplace, employees can use the following algorithm of actions. (These actions will have the greatest effect if all workers working in unfavorable conditions, or most of them, stand up to defend their rights - collective action is always more effective.)

First of all, workers need to jointly measure the air temperature in their workplaces. To do this, you can use a regular household thermometer. To avoid errors (if the thermometer is of poor quality or faulty), you can use several different thermometers.

The obtained air temperature values ​​are compared with the requirements of SanPiN 2.2.4.548-96. If the air temperature exceeds permissible standard values, then working conditions pose a threat to the health and life of workers, and they have the right to refuse work until the employer eliminates this danger.

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

One copy of the act must be handed to the immediate supervisor or other representative of the employer and required that he put his signature, date, and time of acceptance of the copy of the act on the second copy, which remains with the employees. If the employer’s representative refuses to accept the act or make a note of acceptance, you can hand it over to him in the presence of at least two (and preferably as many as possible more) witnesses. In such a situation, it is a good idea to record the moment of delivery of a copy of the act on video, if this is not prohibited by the rules established in the organization.

Then each of the employees, in accordance with the requirements of Art. 379 of the Labor Code of the Russian Federation, must notify the employer of his refusal to work. This can be done by issuing an appropriate notification (see Appendix 2).

The notification is drawn up by each employee in two copies, one of which, with a copy of the Act attached to it, is given to the employer’s representative, and the second, with the employer’s representative’s mark of receipt, remains with the employee.

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

Annex 1

Act on identifying violations of labor protection requirements

Date, place of drawing up the act (it is enough to indicate the name of the city where the organization is located)

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

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

____________/_____________/ “___” ____________2011

____________/_____________/ “___” ____________2011

(employee signatures with transcript of signature and date)

Appendix 2

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

from _______________________ (full name, employee position)

Notification

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

In this regard, guided by Art. Art. 21, 219, 220, 379 of the Labor Code of the Russian Federation, I refuse to perform work in conditions that threaten my health until this danger is eliminated. Ready to start working again after receiving written notice about eliminating the danger.

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

Attachment: copy of the Act dated _________2011.

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

Sanitary rules and norms SanPiN 2.2.4.548-96 “Hygienic requirements for the microclimate of industrial premises” (approved by Resolution of the State Committee for Sanitary and Epidemiological Supervision of the Russian Federation dated October 1, 1996 N 21)

See also Sanitary and Epidemiological Rules and Standards SanPiN 2.2.4.1294-03 “Hygienic Requirements for the Air Ionic Composition of Air in Industrial Public Premises”, approved by the Chief State Sanitary Doctor of the Russian Federation on April 18, 2003.

Hygienic requirements to occupational microclimate

Relative humidity;

Air speed;

Intensity of thermal irradiation.

5. Optimal microclimate conditions

5.1. Optimal microclimatic conditions are established according to the criteria of the optimal thermal and functional state of a person. They provide a general and local feeling of thermal comfort during an 8-hour work shift with minimal stress on the thermoregulation mechanisms, do not cause deviations in health, create the prerequisites for a high level of performance and are preferred in the workplace.

5.2. Optimal values ​​of microclimate indicators must be observed at workplaces of industrial premises where operator-type work associated with nervous and emotional stress is performed (in cabins, at consoles and control stations for technological processes, in computer rooms, etc.). The list of other workplaces and types of work in which optimal microclimate values ​​must be ensured is determined by the Sanitary Rules for individual industries and other documents agreed upon with the State Sanitary and Epidemiological Supervision authorities in the prescribed manner.

See Rules for labor protection in logging, woodworking industries and during forestry work POT RM 001 - 97, approved by Resolution of the Ministry of Labor of the Russian Federation of March 21, 1997 N 15

5.3. The optimal microclimate parameters at workplaces must correspond to the values ​​given in

5.4. Changes in air temperature in height and horizontally, as well as changes in air temperature during a shift, while ensuring optimal microclimate values ​​in the workplace, should not exceed 2°C and go beyond the values ​​​​specified in Table 1 for individual categories works

Table 1

6. Acceptable microclimate conditions

6.1. Acceptable microclimatic conditions are established according to the criteria for the permissible thermal and functional state of a person for the period of an 8-hour working period. They do not cause damage or health problems, but can lead to general and local sensations of thermal discomfort, tension in the thermoregulatory mechanisms, deterioration of well-being and decreased performance.

6.2. Acceptable values ​​of microclimate indicators are established in cases where, due to technological requirements, technical and economically justified reasons, optimal values ​​cannot be ensured.

6.3. Acceptable values ​​of microclimate indicators at workplaces must correspond to the values ​​given in in relation to the performance of work of various categories in the cold and warm periods of the year.

6.4. When ensuring acceptable microclimate values ​​at workplaces:

The difference in air temperature in height should be no more than 3° C;

The horizontal air temperature difference, as well as its changes during the shift, should not exceed: at - 4° C; at - 5° C; at - 6° C.

In this case, the absolute values ​​of the air temperature should not go beyond the values ​​​​specified in for certain categories of work.

6.5. When the air temperature in the workplace is 25° C and above, the maximum permissible values ​​of relative air humidity should not exceed the limits:

70% - at an air temperature of 25°C;

65% - at an air temperature of 26°C;

60% - at an air temperature of 27°C;

55% - at an air temperature of 28°C.

6.6. At an air temperature of 26-28°C, the air speed indicated in Table 2 for the warm period of the year must correspond to the range:

0.1-0.2 m/s - for work category Ia;

0.1-0.3 m/s - for work category Ib;

0.2-0.4 m/s - for work category IIa;

table 2

Acceptable values ​​of microclimate indicators at workplaces of industrial premises

6.7. Permissible values ​​of the intensity of thermal radiation of workers in the workplace from production sources heated to a dark glow (materials, products, etc.) must correspond to the values ​​​​given in Table 3.

Table 3

6.8. The permissible values ​​of the intensity of thermal radiation working from radiation sources heated to a white and red glow (hot or molten metal, glass, flame, etc.) should not exceed 140 W/sq.m. In this case, more than 25% of the body surface should not be exposed to irradiation, and the use of personal protective equipment, including face and eye protection, is mandatory.

6.9. In the presence of thermal radiation of workers, the air temperature in the workplace should not exceed the following values, depending on the category of work:

25° C - for work category Ia;

24° C - for work category Ib;

22° C - for work category IIa;

21° C - for work category IIb;

20° C - for work category III.

6.10. In industrial premises in which permissible standard values ​​for microclimate indicators cannot be established due to technological requirements for the production process or economically justified inexpediency, microclimate conditions should be considered harmful and dangerous. In order to prevent the adverse effects of the microclimate, protective measures should be used (for example, local air conditioning systems, air showers, compensation for the adverse effects of one microclimate parameter by changing another, special clothing and other personal protective equipment, rooms for rest and heating, regulation of work hours, in particular , breaks in work, reduction of working hours, increase in vacation duration, decrease in length of service, etc.).

6.11. To assess the combined impact of microclimate parameters in order to implement measures to protect workers from possible overheating, it is recommended to use the integral indicator of the thermal load of the environment ( ), the values ​​of which are given in applications 2.

6.12. To regulate work time within a work shift in microclimate conditions with air temperatures at workplaces higher or lower than permissible values, it is recommended to follow And applications 3.

7. Requirements for the organization of control and methods for measuring microclimate

7.1. Measurements of microclimate indicators in order to monitor their compliance with hygienic requirements should be carried out during the cold period of the year - on days with outside air temperatures differing from the average temperature of the coldest month of winter by no more than 5 ° C, in the warm period of the year - on days with outside temperatures air, differing from the average maximum temperature of the hottest month by no more than 5 ° C. The frequency of measurements in both periods of the year is determined by the stability production process, the functioning of technological and sanitary equipment.

7.2. When choosing areas and measurement times, it is necessary to take into account all factors affecting the microclimate of workplaces (phases of the technological process, functioning of ventilation and heating systems, etc.). Measurements of microclimate indicators should be carried out at least 3 times per shift (at the beginning, middle and end). In case of fluctuations in microclimate parameters associated with technological and other reasons, it is necessary to carry out additional measurements at the highest and lowest values ​​of thermal loads on workers.

7.3. Measurements should be carried out at workplaces. If the workplace consists of several sections of the production premises, then measurements are carried out at each of them.

7.4. If there are sources of local heat release, cooling or moisture release (heated units, windows, doorways, gates, open bathtubs, etc.), measurements should be carried out at each workplace at points minimally and maximally distant from sources of thermal influence.

7.5. In rooms with a high density of workplaces, in the absence of sources of local heat generation, cooling or moisture release, areas for measuring temperature, relative humidity and air velocity should be distributed evenly over the area of ​​the room in accordance with Table 4.

Minimum number of areas for measuring temperature, relative humidity and air speed

7.6. When working while sitting, the temperature and speed of air movement should be measured at a height of 0.1 and 1.0 m, relative humidity - at a height of 1.0 m from the floor or working platform. When working while standing, the temperature and speed of air movement should be measured at a height of 0.1 and 1.5 m, and the relative humidity of the air - at a height of 1.5 m.

7.7. In the presence of radiant heat sources, thermal exposure in the workplace must be measured from each source, placing the instrument receiver perpendicular to the incident flux. Measurements should be taken at a height of 0.5; 1.0 and 1.5 m from the floor or working platform.

7.8. The temperature of surfaces should be measured in cases where workplaces are no more than two meters away from them. The temperature of each surface is measured similarly to measuring air temperature according to clause 7.6.

7.9. Temperature and relative humidity in the presence of sources of thermal radiation and air currents in the workplace should be measured using aspiration psychrometers. In the absence of radiant heat and air flows in the measurement areas, the temperature and relative humidity of the air can be measured with psychrometers that are not protected from the effects of thermal radiation and air velocity. Instruments that allow you to separately measure temperature and air humidity can also be used.

7.10. The speed of air movement should be measured with rotational anemometers (vane, cup, etc.). Small values ​​of air velocity (less than 0.5 m/s), especially in the presence of multidirectional flows, can be measured with thermoelectric anemometers, as well as cylindrical and ball catathermometers, if they are protected from thermal radiation.

7.11. The temperature of surfaces should be measured with contact instruments (such as electric thermometers) or remote ones (pyrometers, etc.).

7.12. The intensity of thermal radiation should be measured with instruments that provide a sensor viewing angle close to a hemisphere (at least 160°) and are sensitive in the infrared and visible regions of the spectrum (actinometers, radiometers, etc.).

7.13. The measuring range and permissible error of measuring instruments must comply with the requirements

7.14. Based on the results of the study, it is necessary to draw up a protocol, which should reflect general information about the production facility, the placement of technological and sanitary equipment, sources of heat generation, cooling and moisture release, a diagram of the location of areas for measuring microclimate parameters and other data are given.

7.15. At the conclusion of the protocol, the results of the measurements performed must be assessed for compliance with regulatory requirements.

Table 5

Annex 1

(informative)

Characteristics of individual categories of work

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

3. K category Ib include work with an energy intensity of 121-150 kcal/h (140-174 W), performed while sitting, standing or associated with walking and accompanied by some physical stress (a number of professions in the printing industry, communications enterprises, controllers, craftsmen in various types of production and etc.).

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

5. K category IIb include work with an energy intensity of 201-250 kcal/h (233-290 W), associated with walking, moving and carrying weights up to 10 kg and accompanied by moderate physical stress (a number of professions in mechanized foundries, rolling, forging, thermal, welding shops of machine-building and metallurgical enterprises, etc.).

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

Appendix 2

Determination of the thermal load index of the environment (THI index)

1. Index (THC index) is an empirical indicator characterizing the combined effect of microclimate parameters (temperature, humidity, air speed and thermal radiation) on the human body.

2. The THC index is determined based on the temperature of the wet bulb of an aspiration psychrometer (tvl.) and the temperature inside the blackened ball (tsh).

3. The temperature inside the blackened ball is measured by a thermometer, the reservoir of which is placed in the center of the blackened hollow ball; tsh reflects the influence of air temperature, surface temperature and air speed. The blackened ball must have a diameter of 90 mm, the minimum possible thickness and an absorption coefficient of 0.95. The accuracy of measuring the temperature inside the ball is +-0.5° C.

4. TNS index is calculated using the equation:

THC = 0.7 x tvl. + 0.3 x tsh.

thermal load of the environment at workplaces where the speed of movement

air do not exceed 0.6 m/s, and the intensity of thermal radiation -

1. In order to protect workers from possible overheating or cooling, when the air temperature in the workplace is higher or lower than permissible values, the time spent at the workplace (continuously or cumulatively for a work shift) should be limited to the values ​​​​specified in And of this application. At the same time, the average air temperature at which workers are located during a work shift at workplaces and rest areas should not exceed the permissible air temperature limits for the relevant categories of work specified in Table 2 of these Sanitary Rules.

Table 1

Other indicators of the microclimate (relative air humidity, air speed, surface temperature, intensity of thermal radiation) at workplaces must be within the permissible values ​​of these Sanitary Rules.

Bibliographic data

1. Guide R 2.2.4/2.1.8. Hygienic assessment and control of physical factors of production and the environment (under approval).

2. Building codes and regulations. SNiP 2.01.01. "Building climatology and geophysics."

3. Methodological recommendations “Assessment of a person’s thermal state in order to substantiate hygienic requirements for the microclimate of workplaces and measures to prevent cooling and overheating” N 5168-90 dated 03/05/90. In: Hygienic principles for preventing the adverse effects of industrial microclimate on the human body. V.43, M. 1991, pp.192-211.

4. Guide R 2.2.013-94. Occupational hygiene. Hygienic criteria for assessing working conditions in terms of harmfulness and danger of factors in the working environment, severity and intensity of the labor process. Goskomsanepidnadzor of Russia, M, 1994, 42 p.

5. GOST 12.1.005-88 "General sanitary hygienic requirements to the air of the working area."

6. Building codes and regulations. SNiP 2.04.95-91 "Heating, ventilation and air conditioning".

_________________________________________________________________

*(1) The temperature of the surfaces of enclosing structures (walls, ceilings, floors), devices (screens, etc.), as well as technological equipment or enclosing devices is taken into account.

*(2) At air temperatures of 25° C and above, the maximum values ​​of relative air humidity must be taken in accordance with the requirements

*(3) At air temperatures of 26-28° C, the speed of air movement in the warm period of the year should be taken in accordance with the requirements



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

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

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

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

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

We measure the temperature at the workplace in the office

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

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

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

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

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

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

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

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

Which external factors affect employee productivity? This question, of course, should be asked by any manager who wants to take care of his subordinates and increase monthly revenue. Unfortunately, features that are obvious at first glance often go unnoticed. So, for example, in enterprises both small and large, temperature standards in the workplace are often ignored. At the same time, it is necessary to take into account the fact that not every employee will be able to work fully while freezing or suffering from unbearable heat.

Who regulates the weather at work?

Are there official documents regulating such indicators? Yes, there are. These are SanPin standards for temperature in the workplace. The regulations contained in them apply to absolutely all companies and all employees (regardless of the size of the company and its nationality).

All information in the standards can be divided into two main blocks: temperature recommendations for various categories of employees and the employer’s responsibility for violating them. Among other things, the standard air temperature in the workplace is regulated by Article 212 of the Labor Code of our country, which states that the employer mandatory is obliged to provide favorable conditions and regime for work and rest of its employees.

How to protect yourself in the workplace?

What can an employee do if the temperature in the workplace is above normal? If a person realizes real risks for your health in such a situation, it is quite possible to temporarily refuse to carry out your job responsibilities. To do this, it is necessary to draw up an official written statement and submit it to senior management.

The document must contain information that the implementation of the prisoner’s employment contract work poses certain health risks. It would also be useful to refer to Article 379 of the Labor Code, which contains information about the legality of such intentions. If the paper is drawn up according to all the rules, then the employee not only will not lose, but will also retain all existing rights. However, you should not overdo it in your desire to take a break from work; it is likely that your superiors will offer you alternative options.

How to get around the law without breaking it?

The management also has its own loopholes and detours. The thing is that SanPin in its documentation indicates such a concept as “stay time” and not “duration of the working day”. Simply put, an employer is not always required to let an employee go home early if they are uncomfortable in order to comply with the law. He can take the following measures:

  • Organize an additional break in the middle of the working day in a room with more suitable conditions for relaxation.
  • Transfer workers to another premises that meets the requirements.

summer workplace temperature

Of course, office workers are most concerned about temperature standards in the workplace, but it’s difficult to say what causes this trend. It should be noted that managers, secretaries and other intellectual workers are classified as workers with little physical activity. It is generally accepted that their normal temperature should range from 22.2 to 26.4 (20-28) degrees Celsius. Any deviation from the established figures should lead to a reduction in working hours. The reduction scheme looks like this:

  • 28 degrees - 8 hours;
  • 28.5 degrees - 7 hours;
  • 29 degrees - 6 hours and so on.

Using a similar algorithm, the time required to perform work duties in the office is reduced to a temperature of 32.5 degrees above zero. With such initial data, work is allowed for no more than one hour. With the above work, it is completely necessary to cancel or move to another room.

temperature in winter

It should be noted that employees in the workplace can suffer not only from stuffiness and heat, but also from cold (such situations are even more dangerous, but are much less common). What is the minimum acceptable temperature in the workplace? First, let's discuss the algorithm of the day in cool conditions for office employees. The number of working hours for them begins to decrease from 20 degrees according to the following scheme:

  • 19 degrees - 7 o'clock;
  • 18 degrees - 6 hours;
  • 17 degrees - 5 o'clock and so on.

The final mark of 13 degrees Celsius means the work of an office employee in an unheated room for one hour, with more low rates work needs to be canceled altogether.

It should be noted that these standards apply exclusively to industrial and office premises, for social facilities the requirements also exist, but are slightly different. For example, the recommended temperature for clinics is about 20-22 degrees.

Classification of all professions

SanPin standards for temperature in the workplace differ for each category of employee. There are three main categories, of which two are also divided into additional subgroups:

  • 1a. Energy consumption up to 139 W. Minor exercise stress, performing work duties in a sitting position.
  • 1b. Energy consumption from 140 to 174 W. Minor physical strain when performing duties that can be performed either sitting or standing.
  • 2a. Energy consumption from 175 W to 232 W. Moderate physical stress, the need for regular walking, moving loads weighing up to 1 kg in a sitting position.
  • 2b. Energy consumption 233-290 W. Active but moderate physical activity, consisting of constant walking and moving loads weighing up to 10 kilograms.
  • 3. Energy consumption from 290 W. Intense load that requires significant strength and impact. Involves walking and carrying large loads.

You should not assume that the higher the category of employee, the more scrupulously the temperature standards in the workplace must be observed in the summer and during winter time of the year. In fact, the law requires that every person be protected very carefully. Moreover, people engaged in active physical labor can tolerate the cold much easier, since they have the opportunity to warm up from the efforts they make.

Where to go for help?

What to do if temperature standards in the workplace are violated, and management continues to force employees to work? In this situation, time that goes beyond the limit given in the laws can be considered overtime. And processing, as you know, must be paid at double the rate.

Where can you complain that temperature standards in the workplace are occasionally or regularly violated? Unfortunately, there is no institution officially dealing with this issue. However, if necessary, employees can send all their complaints regarding unsatisfactory organization of conditions in the workplace to the local labor inspectorate, which can record the complaint and initiate proceedings on it.

In addition to your wishes for organizing a comfortable temperature in the workplace in your company, you can send them to Rospotrebnadzor, they will also help you decide controversial situation with the employer.

Amount of punishment and its types

What punishment can an unlucky employer face? The simplest thing is a regular fine, the size of which can range from 10 to 20 thousand rubles. Much worse for any organization is the temporary suspension of its activities, which can last up to 90 days. To avoid punishment, it is necessary to either improve the existing conditions or the employee to the standard required in this case.

How to eliminate violations?

How can you achieve required norm temperatures in the workplace in summer? Perhaps the only one effective way The solution to this issue is to install modern air conditioners, as well as maintain current system ventilation on high level. None open windows and drafts will not help create comfortable conditions in the heat, but will only ensure the distillation of heated air from room to room. Another disadvantage of this method is high risks colds among persons present in the premises.

Regarding the need to increase the air temperature, the most appropriate is to use a central heating system.

A person spends almost his entire conscious life at work. It is for this reason that the requirements that regulate the hygienic requirements of the microclimate in the premises where people work are natural. It is very important to comply with all these norms and rules in office-type premises, where a person uses primarily mental activity. And this type of work is characterized by relative physical inactivity. This leads to Negative consequences incorrect operating modes are further aggravated.

The legislation provides for a number of laws regarding the temperature regime in office-type premises, as well as the responsibility of the owner (employer) for their non-compliance and violation.

Temperature and microclimate has a very strong effect on a person’s performance and well-being. Reduced or elevated temperature air, which has a long-term effect on a working person, not only negatively affects human health, but also greatly reduces the productivity of his work. People working in office spaces perform a wide variety of activities, most of which require being in one specific position for an extended period. It is mostly sedentary and sitting position:

  1. Making decisions.
  2. Communication with customers.
  3. Paperwork.
  4. Computer work and other similar professions.

Bodily inactivity and mental labor do not coexist very well with the uncomfortable air temperature in an office-type room.

After conducting many experiments, researchers found that even minor deviations in air temperature have such a strong impact on the efficiency of work in the office that if it is impossible to provide the required microclimate, it makes sense to shorten the working day.

It is very important to ensure appropriate temperature conditions in the office. This is the responsibility of the employer under the law, regardless of the level of subordination and form of ownership of the organization.

Optimum or comfort

Every person who works in an office wants to carry out their activities in conditions of maximum comfort. But this concept is highly subjective, as it is tied to the personal feelings of each individual. And these sensations, as you know, are different for everyone. What is an excellent option for one individual may simply not be acceptable for another. It is precisely because of this that regulations and office documentation does not use such a concept as “comfortable conditions”.

Instead of the subjective term “comfort”, a more specific and precise parameter “optimal conditions” is used in professional vocabulary. As for the optimal air temperature, this value is determined through complex calculations and physiological studies. When calculating, the average human needs are taken into account.

Requirements for optimal temperature conditions relate to legislation. This is recorded in certain regulatory documents.

SanPiN for the protection of human health

In a special code Russian Federation All standards have been collected. This code defines optimal health and hygiene standards for different areas human activity, including for employment. These documents relate to technical and medical fields. At the same time, it is also legislative, precisely for this reason it is necessary to comply with all these norms.

The abbreviation SanPiN stands for sanitary rules and regulations. The document that regulates optimal conditions in the workplace is called SanPiN 2.2.4.548-96 and reads as follows: hygienic requirements for the microclimate in production premises. These SanPiN provide labor protection regulations for office employees and production workers. These SanPiNs were adopted within the framework of Federal Law No. 52 of March 30, 1999 “On the sanitary and epidemiological welfare of the population.”

Compliance with SanPiN requirements by the employer is supported by articles of the Labor Code of the Russian Federation No. 209 and 212. They deal with liability in the event of an employer’s failure to comply with occupational safety and health rules, as well as timely implementation of rehabilitation, treatment and preventive, sanitary and other similar measures. Article No. 163 of the Labor Code of the Russian Federation prescribes that the employer must carry out a set of measures in order to ensure an optimal working microclimate.

What measures can be taken

The following options may be a solution to this problem:

  1. Equipment for recreation in a special room.
  2. Transfer of a worker to another workplace.
  3. Earlier dismissal of workers from home.
  4. Extra breaks.

If the employer refuses to comply with the requirements for optimal performance, then he can be charged with two offenses at the same time.

  1. Violation of sanitary norms and rules (room temperature standards do not correspond to standard indicators).
  2. Ignoring labor legislation due to the fact that people work in inappropriate conditions.

If the boss in this situation is inactive and does not agree to provide the employees with another workplace, then the time that he was in unfavorable conditions is equivalent to a shift (daily working day) in duration. In other words, you can freely talk about overworking an employee on the initiative of the boss with all the ensuing financial and legal consequences.

Seasonal requirements for air temperature in office premises

In the warm and cold seasons, optimal indoor air temperature conditions are achieved different ways. Based on this, we can conclude that the requirements for the indoor microclimate will differ. Accordingly, the measures that are provided for by SanPiN, in the event that it is impossible to ensure the optimal temperature regime or it is violated, will also have differences.

So that it's not too hot

A long stay in a room where the air temperature is very high is especially detrimental to health and performance. In a closed working space, this heat and stuffiness can be aggravated by large crowds of people, the presence of working office equipment and compliance with a specially introduced dress code.

It is because of this that the legislation established optimal temperature values ​​and permissible maximum performance in the hot season. For office workers, with an air humidity of 40–60%, they are 23–25 degrees. An increase in temperature up to 28 degrees is acceptable.

Exceeding air temperature in the office in summer

If inside the office the thermometer deviates from the optimal temperature by at least 2 degrees, then it becomes much more difficult to work. The employer will need to install air conditioning in the employee premises and ensure it Good work as well as timely service.

If suddenly for some reason this is not done, then the employee should not meekly endure the unbearable heat, while still trying to meet all professional requirements. SanPiN allows with with good reason shorten the employee's standard eight-hour working day for which they were designed the following temperature requirements:

Many workers note the negative impact of air conditioning on their health, which is comparable in harm to stuffiness and heat. According to the same requirements of SanPiN, together with humidity and temperature indicators, the speed of air movement in the room is limited, which should be in the range from 0.1 to 0.3 m/s. From these requirements of SanPiN it follows that an employee should not be under the flow of a blowing air conditioner.

Cold is the enemy of work

No work is possible in a cold room, especially in an office, when the body cannot warm itself by movement. There are categories of working professions in which a decrease in air temperature to 15 degrees is acceptable for a short time, but this does not apply to those people who work in an office.

Inside the office premises in cold weather, the temperature regime should be maintained in the range from 22 to 24 degrees. These values ​​may fluctuate, but not more than 2 degrees. For a short period of time, the thermometer column may deviate from permissible norm by a maximum of 4 degrees.

What to do if your office space is cold

Only if the air temperature does not drop below 20 degrees, the working personnel are required to remain at the workplace full time (8 hours). With each lower degree, the standard working time is reduced:

Temperature measurements and their features

Accuracy of temperature measurements must be maintained. This is due to the fact that each degree plays a special role in the duration of working hours.

If employees or the employer are unscrupulous, then there may be a temptation to underestimate or overestimate the true temperature readings. It is possible that an error will occur due to an incorrectly placed or faulty device with which you are taking measurements.

To avoid complications with determining air temperature indicators, SanPiN is required to place the device at a distance of 1 meter above the floor level.

What responsibility does the employer have if he does not comply with the requirements of the office microclimate?

If for some reason the employer refuses to install an air conditioner (fan) in the summer and a heater in the winter, thereby maintaining the optimal temperature regime at normal levels, then his subordinates should not tolerate this because they might get fired. You can contact the sanitary and epidemiological service. She will definitely come to your enterprise to check. If during the inspection the complaint is confirmed, then the management cannot avoid responsibility for failure to comply with the requirements of SanPiN.

And also for non-compliance with the requirements, the employer faces a fine of approximately 12 thousand rubles. If, after a repeated inspection, the same violations are revealed again, then its activities will be suspended for 3 months in accordance with Article 6.3 of the Code of Administrative Offenses of the Russian Federation.

Temperature in the workplace: sanitary standards and rules from 2016

From 01/01/2017 all employers and employees must comply with the new requirements of the sanitary and epidemiological service, which are associated with physical factors at work. This was approved by the decree of the Chief Sanitary State Doctor of the Russian Federation dated June 21, 2016, Order No. 81. The updated sanitary standards and regulations identify the impact on human body and its performance indicators such as:

Standards are usually called extremely permissible level this or that factor, as well as its impact on a person who is at the workplace for at least 8 hours, within acceptable limits. This exposure should not lead to deviations in health or diseases (SanPiN 2.2.4.3359-16 clause 1.4).

Due to the fact that new sanitary requirements were introduced, some of the old ones ceased to apply in January 2017. One of these is SanPiN 2.2.4.1191-03 about " Electromagnetic fields in production conditions".

Today, the question of what the temperature in the workplace should be according to sanitary rules is relevant for workers and employers.

Sanitary rules on air temperature in the workplace

Sanitary rules establish optimal temperature levels in the workplace. These indicators include:

  1. Air speed.
  2. Relative humidity.
  3. Surface temperature.
  4. Air temperature.

Normal sanitary indicators for cold and warm seasons are determined separately. The cold season is considered to be the period when the average daily outside air temperature reaches 10 degrees and below. If there is more than this value outside the window, then this can be considered a warm season.

Thermometer readings in office space winter and summer are slightly different. At any time a person needs heat balance with environment .

In addition to all this, depending on a person’s energy consumption, different thermometer indicators are provided in various fields activities.

Requirements for methods of measuring and organizing microclimate control in accordance with sanitary standards

Measurements of microclimatic indicators to monitor their compliance sanitary standards should be carried out in the warm season- on those days when the outside air temperature differs from the maximum average temperature of the hottest month by no more than 5 degrees, and on cold days - when the difference from the coldest month is no more than 5 degrees. The frequency of such measurements is determined by the functioning of sanitary and technological equipment, as well as the stability of the production process.

When choosing the time and measurement sites, it is worth taking into account all factors that affect the microclimate of the workplace (functioning of heating and ventilation systems, phases technological process and others). It is worth measuring microclimatic indicators at least 3 times per shift. If indicators associated with technological and other reasons fluctuate, then additional measurements need to be carried out at the lowest and largest values thermal load on the employee.

Measurements should be taken at the workplace. If your place of work includes several production sites, then you should measure indicators at each separately.

If there is a source of local moisture release, cooling or heat release (open baths, heated units, gates, doorways, windows and others like them), then the indicators need to be measured at points that maximum and minimum distance from the thermal source of influence.

In those rooms where there is a high density of workplaces, but there are no sources of moisture release, cooling and heat release, the places where microclimatic indicators are measured, regarding movement speed and air humidity, should be evenly distributed over the area of ​​the room according to the following principle:

  1. Room area up to 100 square meters - the number of measured areas is 4.
  2. From 100 to 400 meters - 8.
  3. Over 400 - the distance between sections should not be more than 10 meters.

During sedentary work movement speed and temperature indicators must be measured at heights of 0.1 and 1 meter from the floor, and relative air humidity - 1 meter from the working platform or floor. During standing work, movement speed and temperature are measured at heights of 1 and 1.5 meters, and relative humidity is measured at 1.5 meters.

If there is a radiant heat source, then at the workplace the thermal radiation is measured from each source, placing the device perpendicular to the incident flow. These measurements are carried out at heights of 0.5, 1 and 1.5 meters from the working platform or floor.

The temperature on surfaces is measured in cases where the place of work is no more than 2 meters away from them.

Relative humidity and air temperature in the presence of sources of air flow and thermal radiation in the workplace measured by aspiration psychrometers. If such sources are absent, then the relative humidity and temperature conditions of the air can be measured with psychrometers, which are not protected from the effects of movement speed and thermal radiation of the air. You can also use devices that separately measure humidity and air temperature.

The speed of air movement is measured by rotational anemometers (cup, vane and others). Small values ​​of air speed (less than 0.5 meters per second), especially if there are multidirectional flows, are measured by thermoelectric anemometers, as well as ball and cylindrical catathermometers, if they are protected from thermal radiation.

Temperature on surfaces measured by remote (pyrometers) or contact (electric thermometer) devices.

The intensity of thermal radiation is measured with devices that provide a sensor viewing angle as close as possible to a hemisphere (at least 160 degrees), sensitive in the visible and infrared regions of the spectrum (radiometers, actinometers, and others).

The permissible error of measuring instruments and the measuring range must meet the following criteria:

Based on the results of the study, a protocol is drawn up, which reflects general information about the production facility, the placement of sanitary and technological equipment, sources of moisture release, cooling, and heat release; All diagrams for the placement of sites for measuring all necessary microclimate parameters and other data are provided.

Ultimately, at the end of the protocol, the results of the measurements performed must be evaluated in accordance with regulatory sanitary requirements.

Didn't get an answer to your question? Suggest a topic to the authors.

Loading...Loading...