Job quotas are the allocation of a minimum number of jobs in organizations for the hiring of citizens who especially need social protection and have difficulty finding work: people with disabilities and some other categories.

Quotas for employment of other categories of citizens, as well as the categories of persons themselves who, in the opinion of local authorities, need special social protection, are established by regional laws.

Who is required to report on quotas?

Responsibility

In accordance with Part 1 of Art. 5.42 of the Code of Administrative Violations of the Russian Federation, failure by an employer to fulfill the obligation to create or allocate jobs for employing disabled people in accordance with the established quota, as well as refusal to hire a disabled person within the established quota, entails the imposition of an administrative fine on officials in the amount of five to ten thousand rubles.

Please note that this article does not provide for liability for failure to provide information about job quotas to the employment service authorities. Therefore, if you fulfilled your quota obligations, but forgot to send the report on time, then, according to the Supreme Court of the Russian Federation, you have every chance to avoid administrative liability.

However, taking into account the fact that the powers of regional labor and employment authorities include supervision and control over the hiring of disabled people within the established quota with the right to conduct inspections, issue orders and draw up protocols, it seems more useful for the nervous system of both the manager and and HR officer, send reports to the employment service on time.

Reports to the employment service (vacancies, quotas for disabled people)

Providing information to the employment service. Quotas for disabled people.

Question: who is obliged to provide “Information on the availability of vacant jobs, jobs created or allocated for the employment of people with disabilities in accordance with the established quota, local regulations containing information about these jobs” to the employment center? Is there a list of reports that all employers are required to provide? Do I need to submit blank forms if there is no information?

Answer:
1. A report on the quota of places for disabled people must be submitted to the employment service by organizations with more than 35 employees. The report is submitted monthly. And the specific deadlines for submission and the form of the Report are approved by the territorial authorities.

2. All organizations, without exception, are required to submit to the employment service on a monthly basis such a reporting form as “Information on the need for workers, availability of available jobs (vacant positions).”

The deadline for submitting the report for the city of Sevastopol (by regional law) is not established. The main thing is that this report is submitted regularly, every month.

The report can be submitted on paper (in person or by mail) or electronically.

3. If an organization employs more than 35 people, then the organization is obliged to allocate places for disabled people in an amount of at least 2%. Consequently, the Report on the quota of places for disabled people in this case is submitted every month in order to comply with the quota.

But the Report on vacancies is usually submitted only if they are available. Although in some regions there is a requirement to submit this Report even in the absence of vacancies.

Rationale

How to accept and organize the work of disabled employees

Job quotas

How to comply with quotas set for hiring people with disabilities

Disabled people belong to the category of citizens who are especially in need of social protection and have difficulty finding work. For them, the legislation provides for additional employment guarantees (clause 1, part 2, article 24 of the Law of November 24, 1995 No. 181-FZ, paragraph 6 of clause 2, article 5 of the Law of April 19, 1991 No. 1032-1 ). Thus, organizations with at least 35 employees are required to comply with quotas established by regional legislation for hiring people with disabilities. Only public associations of disabled people and organizations formed by them, including business partnerships and societies, the authorized capital of which consists of the contribution of a public association of disabled people, are exempt from mandatory quotas of jobs for disabled people.

The quota size is set as a percentage of the average number of employees of the organization and can be:

1.not less than 2, but not more than 4 percent for organizations with more than 100 employees;

2.no more than 3 percent for organizations with staff from 35 to 100 people inclusive.

When calculating the quota, the average number of employees does not include employees whose working conditions are classified as harmful or dangerous working conditions based on the results of a special assessment or former certification of workplaces.

Based on established quotas, organizations independently determine the number of jobs for people with disabilities. The procedure for allocating specific jobs should be fixed in a local act, for example, the Regulations on quotas of jobs for people with disabilities. At the same time, the specific number of jobs for disabled people can be established by separate orders, so that with each change in the average number of employees, no changes are made to the situation. The employer’s obligation to create and allocate jobs for disabled people within the quota does not depend on the facts of applications of disabled people for employment and the number of such applications (see decision of the Leningrad Regional Court of December 11, 2012 No. 7-717/2012).

Organizations provide monthly information to the employment service about the availability of vacant jobs, local acts containing information about these jobs, and the fulfillment of the quota for disabled people (Part 2 of Article 24 of the Law of November 24, 1995 No. 181-FZ, Part 3 Art. 25 of the Law of April 19, 1991 No. 1032-1).

Specific deadlines and forms for reporting on the fulfillment of quotas for disabled people are established by territorial authorities. For example, in the Moscow region, by order of the Moscow Regional Labor Department of May 16, 2014 No. RV-24, Form No. 1 and Form No. 2 were approved, which employers must submit monthly to the employment center at the location of the organization by the 10th day of the month following the reporting month. month.

At the same time, a different order operates in Moscow. Employers provide information according to Form No. 1-Quotation, approved by Order of the Department of Labor and Employment of Moscow dated December 29, 2016 No. 1618. Moreover, the information in it is compiled by month and submitted quarterly - no later than the 30th day of the month following the reporting quarter. This is stated in paragraph 2.9 of the Regulations, approved by Decree of the Moscow Government of August 4, 2009 No. 742-PP.

The powers to exercise supervision and control over the hiring of disabled people within the established quota with the right to conduct inspections are assigned to the authorities of the constituent entities of the Russian Federation in the field of promoting employment of the population (clause 6, part 1, article 7.1-1 of the Law of April 19, 1991 No. 1032-1). The state standard for the function of supervision and control over the hiring of disabled people within the established quota with the right to conduct inspections was approved by Order of the Ministry of Labor of Russia dated April 30, 2013 No. 181n. In general, inspections follow the same rules as scheduled and unscheduled inspections carried out by the labor inspectorate.

How to apply for hiring an employee

Information for the employment service

Employers are required to submit monthly information to the employment service:

1.about available vacancies;

2.about the created or allocated jobs for the employment of disabled people in accordance with the established quota. Including information about local regulations that establish this;

3. on fulfilling the quota for hiring disabled people.

Responsibility

Attention: for violation of the requirement to allocate quotas and in cases of unreasonable refusal to hire, the employer will be held administratively liable.

Namely, to the fine:

from 30,000 to 50,000 rub. - for organizations;

from 3000 to 5000 rub. - for officials, for example a manager.

Such liability measures are provided for by the Moscow Law of December 22, 2004 No. 90 and the Law of November 21, 2007 No. 45.

At the same time, administrative liability is provided for at the federal level for violation of the rights of people with disabilities during their employment. For this, officials of the organization are fined in the amount of 5,000 to 10,000 rubles. ( , ).

If an organization does not create quota places for young people, legislation provides an alternative. In this case, it is necessary to pay monthly to the Moscow budget the compensation cost of the quota-based workplace in the amount of the subsistence minimum for the working population. The cost of living is determined on the day of payment of the specified cost. This is stated in subparagraph 2 of paragraph 3 of Article 2 of the Moscow Law of December 22, 2004 No. 90.

Is the organization required to report vacancies to the employment service? How and in what time frame?

Yes, I must. Information on available and vacant jobs, and in some cases, their absence, must be submitted on a monthly basis. The specific procedure and deadlines may vary depending on the region.

For the purpose of effective economic activity, the employer independently and under his own responsibility makes the necessary personnel decisions, including personnel selection. However, the legislation does not require filling all vacant positions as they arise.

At the same time, if there are free or vacant places in the staffing table, regardless of whether employees are currently required for them or not, information about them must be reported monthly to the employment service (clause 3 of article 25 of the Law of the Russian Federation of April 19 1991 No. 1032-1). The obligation to notify about vacancies does not depend on the form of ownership of the employing organization and its status. Individual exceptions may be provided at the regional level. As a rule, these are government agencies where positions are filled through competition. For more information about regional features, see the table.

In some regions, an obligation may be established to provide information not only about vacancies, but also about their absence. In particular, such an obligation is established in the Krasnodar Territory (clause 2.2 of the Procedure, which was approved). In this case, employers are essentially required to provide information on a monthly basis, even if there are no vacancies. If there is no such clause in regional laws, then there is no need to report the absence of vacancies (Resolution of the Presidium of the Supreme Arbitration Court of the Russian Federation dated September 27, 2011 No. 4908/11). For more information about regional features, see the table.

A single date for submitting information has not been established. It can be clarified at the regional office of the employment service. For example, in the Rostov region, you can submit information until the 5th day of the month following the reporting month (Procedure that has been approved). In the Krasnodar Territory, data is provided as needed, but at least once a month no later than the 28th day of the current month (clause 2.1 of the Procedure, which was approved by the resolution of the head of the administration of the Krasnodar Territory dated March 18, 2004 No. 258). In many regions there is no exact date for submitting information; it is enough to submit monthly reports. For more information about regional features, see the table.

As a general rule, information about vacancies must be submitted in the form approved by Order of the Ministry of Labor of Russia dated February 26, 2015 No. 125n. However, many regions have their own form. For example, for the Rostov region, the form was approved by Decree of the Government of the Rostov Region dated September 25, 2014 No. 646. The Krasnodar Territory also has its own form, which was approved by decree of the head of the Krasnodar Territory administration dated March 18, 2004 No. 258. For more information about regional features, see the table.

For failure to provide information about vacancies, and in some regions, about their absence, or for providing information in violation of the deadline, employers bear administrative responsibility. The fine for officials will be from 300 to 500 rubles, for legal entities - from 3,000 to 5,000 rubles. ().

Alexander Sorokin answers,

Deputy Head of the Operational Control Department of the Federal Tax Service of Russia

“CCT should be used only in cases where the seller provides the buyer, including its employees, with a deferment or installment plan for payment for its goods, work, and services. It is these cases, according to the Federal Tax Service, that relate to the provision and repayment of a loan to pay for goods, work, and services. If an organization issues a cash loan, receives a repayment of such a loan, or itself receives and repays a loan, do not use the cash register. When exactly you need to punch a check, see the recommendations.”

• Download forms

How to correctly submit a report to the employment center on fulfilling the quota for hiring disabled people, Form No. 1-KI? We submit these reports to the employment centers of 2 different settlements, some say to submit one way, others say differently. We are already tired of filling out the same report in different ways. For example, the first filling option: 1 Average number of employees - 268 - Harmful conditions - 482 To calculate the quota - 2203 quantity subject to quota - 6 - for an employer with more than 100 people - 64 number of jobs, actually created (allocated), etc. - 65 number of disabled people working in quota jobs at the beginning - 66 at the end of the reporting period - 6 And to this we fill in information about the presence of local acts. That is. Point 4 of this report is not entirely clear. We are the only ones who constantly fill it out and create an order (local act) every month on creating places for employment of people with disabilities. Although our employees still work for us, we do not create anything, we do not introduce new positions. We do not fill it out for others and do not enter information about any local acts and do not issue acts. They explain this by saying that if we did not have enough disabled people to fulfill the quota for the enterprise, then we would need to introduce jobs, positions and create acts for this. And others say - it doesn’t matter whether there are enough of them or not, if you have disabled people working for you, then you automatically create places for them, which means you need acts and you need to fill out point 4 according to them.

Answer

Answer to the question:

We assume that you are using reporting form No. 1-KI, approved by order of the Ministry of Labor of the Republic of Crimea dated January 23, 2015 No. 17.

In clause 4 it is necessary to indicate “The number of jobs actually created (allocated) within the established quota at the end of the reporting period (units),* including:.”

In this section it is necessary to reflect information on newly created quota jobs in the reporting period. These are the jobs for which you are ready to hire disabled people.

If your organization already employs disabled people in quota workplaces, fill out item 5 “Number of disabled people working in quota workplaces at the beginning of the reporting period (persons), including:.”

Therefore, if you do not create new quota jobs during the reporting period, you do not need to fill out paragraph 4 of the reporting form 1-KI.

Details in the materials of the Personnel System:

How to comply with quotas set for hiring people with disabilities

Nina Kovyazina, Deputy Director of the Department of Medical Education and Personnel Policy in Healthcare, Ministry of Health of Russia

Disabled people belong to the category of citizens who are especially in need of social protection and have difficulty finding work. For them, the legislation provides additional employment guarantees (,). Thus, organizations with at least 35 employees are required to comply with quotas established by regional legislation for hiring people with disabilities. Only public associations of disabled people and organizations formed by them, including business partnerships and societies, the authorized capital of which consists of the contribution of a public association of disabled people, are exempt from mandatory quotas of jobs for disabled people.

The quota size is set as a percentage of the average number of employees of the organization and can be:

• not less than 2, but not more than 4 percent for organizations with more than 100 employees;
• no more than 3 percent for organizations with staff from 35 to 100 people inclusive.

When calculating the quota, the average number of employees does not include employees whose working conditions are classified as harmful or dangerous working conditions based on the results.

Based on the established quotas of the organization independently. The procedure for allocating specific jobs should be fixed in a local act, for example,. At the same time, a specific number of jobs for disabled people can be established so that with each change in the average number of employees, no changes are made to the situation. The employer’s obligation to create and allocate jobs for disabled people within the quota does not depend on the facts of applications of disabled people for employment and the number of such applications (see).

Organizations provide monthly information to the employment service about the availability of vacant jobs, local acts containing information about these jobs, and the fulfillment of the quota for disabled people (,).

Specific deadlines and forms for reporting on the fulfillment of quotas for disabled people are established by territorial authorities. For example, in the Moscow region, and have been approved, which employers must submit monthly to the employment center at the location of the organization by the 10th day of the month following the reporting month.

At the same time, a different order operates in Moscow. Employers provide information as approved. Moreover, the information in it is compiled by month and submitted quarterly - no later than the 30th day of the month following the reporting quarter. This is stated in the Regulations approved.

The powers to exercise supervision and control over the hiring of disabled people within the established quota with the right to conduct inspections are assigned to the authorities of the constituent entities of the Russian Federation in the field of promoting employment (). functions of supervision and control over the hiring of disabled people within the established quota with the right to conduct inspections approved

Not all employers are familiar with their responsibilities to the employment service. Meanwhile, it is necessary to provide information about vacancies, layoffs and fulfillment of the quota for the employment of disabled people. In addition, more recently, employers have become obligated to submit a quarterly report to the employment center about employees of pre-retirement age.

What information needs to be reported to employment services?

Law No. 1032-1 “On Employment” establishes that all legal entities and individual entrepreneurs are obliged to promote government policy to reduce unemployment and help socially vulnerable segments of the population find employment. Thus, Article 25 of the Law establishes that employers must inform employment centers (ECC):

• about vacant positions (monthly);
• about upcoming layoffs (organizations - 2 months in advance, individual entrepreneurs - 2 weeks in advance);
• on the number of working disabled people (monthly);
• on the introduction of part-time work/week (within 3 days);
• about bankruptcy/liquidation of an organization (2 months in advance);
• on suspension of production (within 3 days);
• about pre-retirees (quarterly)

Let us note that according to the Letter of Rostrud dated May 17, 2011 No. 1329-6-1, when establishing a part-time working schedule by agreement between the employee and the employer on the basis Art. 93 Labor Code of the Russian Federation There is no need to notify the employment service authorities.

The staffing report is submitted to the employment center in the form approved in your region. It is sent by mail or via email/fax. At the same time, the specific date for sending reports is not regulated anywhere, and it should be clarified with the regional office of the employment service.

For failure to fulfill this duty, article 19.7 Code of Administrative Offenses of the Russian Federation provides for real responsibility - each failure to provide a report can result in a fine:

• for citizens - from 100 to 300 rubles;
• for a legal entity - from 3,000 to 5,000 rubles;
• for the director - from 300 to 500 rubles.

All forms mentioned in the material can be downloaded at the end of the article.

Job Vacancy Report

According to paragraph 3 of Art. 25 of the Employment Law, it is necessary to report vacancies to the employment center on a monthly basis. However, the concept of “vacancy” is absent in labor legislation. Here you should focus on judicial practice, which defines it as a position for which an open-ended employment contract is concluded with the applicant. Thus, the case when a company is looking for a person to replace an employee who is on vacation or temporarily transferred to another job is not considered a vacancy.

Information about vacancies should be submitted using the form “Information on the need for workers, availability of available jobs (vacant positions)”, which can be found in Appendix No. 11 to Order of the Ministry of Labor and Social Protection of the Russian Federation dated February 26, 2015 No. 125n. In addition to information about the employer, the form must indicate the following:

• job title;
• conditions and nature of work;
• salary amount;
• operating mode;
• qualification requirements;
• benefits and guarantees.

After receiving the report, the Center can propose a candidate, and if he successfully passes the interview, it is necessary to send the applicant’s referral to the Center indicating the date of employment. If he was denied employment, then in the direction of the employment center you need to indicate the reason, which should be related to his professional skills ( Art. 64 Labor Code of the Russian Federation).

Information about staff reductions

In accordance with paragraph 2 of Art. 25 of Law No. 1032-1, the organization must notify the Central Employment Center about staff reductions no later than two months, and in the case of mass layoffs, three months before the event. The form of the document is established in the appendices to the Decree of the Government of the Russian Federation dated 02/05/1993 No. 99, according to which the following information about each employee must be indicated in the form:

• Full name;
• education;
• profession or specialty;
• qualification;
• size and conditions of remuneration.

The criteria for mass dismissal are also established in the said Resolution. These include:

1. Liquidation of an enterprise employing 15 or more people.
2. Reduction of the number of employees:

• 50 or more people within 30 calendar days;
• 200 or more people within 60 calendar days;
• 500 or more people within 90 calendar days.

However, each region may establish additional criteria aimed at protecting workers, and such conditions may be provided for in sectoral, territorial or regional agreements.

Report on disabled people to the employment center

The obligation to provide a report on disabled workers is imposed by law only on large companies with more than 100 employees. Each entity sets a quota for hiring people with disabilities - from 2 to 4% of the average number of employees. For employers whose staff varies from 35 to 100 people, the quota cannot exceed 3% (Article 21 of the Federal Law of November 24, 1995 N 181-FZ “On the social protection of disabled people in the Russian Federation”).

Information about how many such socially protected workers there are on the company’s staff must be submitted to quota departments using the form established in your region. Typically the form should contain the following information:

• total number of employees;
• number of jobs subject to quotas;
• the number of places actually created for people with disabilities;
• information about vacant positions for people with disabilities.

If an employer ignores his responsibilities for employing this category of the population, he faces a fine of 5,000 to 10,000 rubles. (Art. 5.42 Code of Administrative Offenses of the Russian Federation).

Labor safety report to the employment center

In accordance with the requirements of the articles and the Labor Code of the Russian Federation, employers are obliged to provide the executive authorities of the constituent entities of the Russian Federation in the field of labor protection with the information necessary for them to exercise their powers. In most municipalities, these powers are vested in the Employment Center. Since each region develops its own reporting form, its structure may vary, but the content is of the same type and includes the following information:

• on the state of industrial injuries for the reporting period;
• on the state of working conditions and the organization of labor protection work;
• on the availability of labor protection services and employee training;
• on conducting a special assessment of working conditions;
• on the provision of workers with personal protective equipment;
• on the availability of sanitary facilities and facilities;
• on public control of labor protection;
• about training and instructions.

The form may also contain information about measures to improve working conditions and safety, the activities of the trade union organization, medical examinations and other items that the regional authorities will provide. The frequency of reporting also varies from region to region and can be either annual or quarterly. The requirements for document execution are standard: the report is drawn up on the organization’s letterhead, certified by the seal, signatures of the manager and executor, and sent to an authorized official.

1. What is job quotas?

Job quotas are the most important means of promoting employment for citizens who have difficulty finding work.
Job quotas are the allocation of a minimum number of jobs in organizations to employ citizens who are in particular need of social protection and have difficulty finding work: disabled people and youth in quota categories.
Employment in quota jobs creates favorable conditions for the professional rehabilitation of people with disabilities, and young people have the opportunity to express themselves in work, use their capabilities and potential, and ensure their financial independence.

2. Which organizations are required to fulfill quotas for people with disabilities and youth?

Regardless of the organizational and legal forms and forms of ownership of organizations, with the exception of public associations of disabled people and organizations formed by them, including business partnerships and societies, the authorized (share) capital of which consists of the contribution of a public association of disabled people, employers organize quota-based jobs in the city of Moscow . The employer organizes workplaces at his own expense.

3. What legal acts regulate job quotas in Moscow?

First of all, we are guided by such federal laws as the Law of the Russian Federation dated November 24, 1995 No. 181-FZ “On social protection of disabled people in the Russian Federation”, the Law of the Russian Federation dated April 19, 1991 No. 1032-1 “On employment in the Russian Federation” and others.
Currently, the issue of assistance in finding employment for vulnerable categories of citizens, namely disabled people and youth, is regulated by the Moscow City Law “On Job Quotas” dated December 22, 2004 No. 90 (as amended on April 8, 2009). The law defines the legal, economic and organizational basis for job quotas in Moscow.
There is also a Regulation on quotas for jobs in the city of Moscow (Resolution of the Moscow Government dated 04.08.2009 No. 742-PP), which determines the procedure for organizing quotas for jobs (registration and deregistration, reporting, etc.).

4. For which categories of citizens are there employment quotas?

According to Law No. 90, quotas in the city of Moscow are established for the employment of disabled people recognized as such by federal institutions of medical and social expertise, as well as for the following categories of youth:

• minors aged 14 to 18 years;
• orphans and children left without parental care under the age of 23;
• graduates of educational institutions of primary and secondary vocational education aged from 18 to 24 years and university graduates aged from 21 to 26 years looking for work for the first time.

5. Quota size. How to calculate the number of quota jobs for people with disabilities and youth?

A quota for hiring disabled people and youth is established for organizations with more than 100 employees. The quota size is 4% of the average number of employees: 2% for the employment of people with disabilities and 2% for the employment of youth. If the number of disabled people hired for quota jobs is more than 2% of the average number of workers, the number of quota jobs for young people is reduced by the corresponding amount. Reducing the quota for disabled people is not allowed.
The quota is calculated by the organization independently.

6. When is a quota considered met?

1. in relation to disabled people - employment by the employer of disabled people who have recommendations for work, confirmed by the conclusion of an employment contract, the validity of which in the current month was at least 15 days;
2. in relation to the categories of youth specified in part 1 of this article - employment by the employer of youth, confirmed by the conclusion of an employment contract, the validity of which in the current month was at least 15 days, or monthly payment to the budget of the city of Moscow of the compensatory cost of a quota workplace in the amount of the subsistence minimum for the working-age population determined in the city of Moscow on the day of its payment in the manner established by the regulatory legal acts of the city of Moscow.

7. How does a disabled person get employed in a quota-based workplace?

The current legislation does not have strict requirements for the method of employment of a disabled person; employment is carried out:

* Self-disabled
* Independently by the employer
* In the direction of the Central Employer, in accordance with the employer’s request
* At specialized job fairs for people with disabilities

8. What responsibility does an employer bear if he does not employ disabled people and young people under the mandatory quota?

Failure by the employer to fulfill the established obligation to create or allocate quota-based jobs entails administrative liability in accordance with the Moscow City Code of Administrative Offenses.
In accordance with Art. 2.2 of the Moscow Code of Administrative Offenses, approved by Moscow Law No. 45 dated November 21, 2007, the administrative fine for failure by an employer to fulfill the obligation established by the legislation of the city of Moscow to create or allocate quota jobs is:

• for officials from 3,000 to 5,000 rubles.
• for legal entities from 30,000 to 50,000 rubles.

9. How is registration and deregistration carried out under quotas? Providing reporting on quotas.

Employers, within one month after state registration with the tax authorities, register with the territorial division of the Job Quota Department of the State Budgetary Institution of the State Budgetary Institution in accordance with their legal address.
When registering, employers fill out a registration card according to Form K-1 “Information on Employer Registration” (the card must be signed by the head of the organization and the chief accountant, certified by the seal of the organization) and present the following information and notarized documents:

• copies of the Charter/Regulations, constituent agreement (for an association or union)/owner’s decision (for an establishment);
• information letter from state statistics bodies on registration in the statistical register of the Federal State Statistics Service;
• data on the average number of employees on the day the quotas were established (form P-4 “Information on the number, wages and movement of employees”; if the employer does not submit the form to the statistical authorities, then he submits a letter signed by the manager and chief accountant, certified by a seal).

As part of interdepartmental interaction, when registering an employer, the DTSZN independently requests:

• a copy of the state registration certificate;
• a copy of the certificate of registration with the tax authority.

The employer notifies the territorial division of the Quota Department about all changes in registration data; in the event of a change in the place of registration of the employer with the tax authorities, the employer must undergo re-registration, and in the event of liquidation of the organization, deregistration.
To deregister an employer, one of the following documents is submitted to the territorial division of the Quota Department:

• employer's application for deregistration;
• decision of the owner or judicial authorities on liquidation.

As part of interdepartmental interaction, when deregistering an employer, the DTSZN independently requests:

• a copy of the certificate of registration with the tax authority;
• information letter about deregistration with the tax authorities as a taxpayer.

Employers have the right to submit these documents on their own initiative.
When registering, the employer is assigned a registration number, which is indicated when submitting statistical reports.
Employers provide to the territorial division of the Quota Department quarterly, before the 30th day of the month following the reporting quarter, information on the fulfillment of the established quota in Form N 1-quota “Information on the fulfillment of the established quota and cash flow”, approved by the Department of Labor and Social Protection of the Population of Moscow , coordinating the work on quotas for jobs in the city of Moscow, and agreed with the Moscow City Statistics Service.
In connection with the launch of the Interactive GKU TsZN from September 1, 2016, employers have an additional opportunity to provide form No. 1-quota through the IAP TsZN ().
In order to submit reports through the “Personal Account” of the Interactive Portal, employers must contact the territorial division of the Quota Department to obtain access for registration. The activation code is sent to the e-mail address specified in the organization’s card, and is also given in person against signature by an employee of the territorial unit of the Quota Department. After the activation and registration procedure in the “Personal Account”, the employer has the opportunity to fill out the necessary fields of form No. 1-quota. Confirmation of acceptance of the report appears in your “Personal Account”.
Instructions for submitting form No. 1-quota through the Interactive portal are posted on.

10. What economic support measures are provided for employers in the city of Moscow who are ready to employ citizens with disabilities above the quota?

In 2017, it is planned to conduct an Experiment on economic support for employers carrying out activities to create jobs for employing people with disabilities. Subsidies will be provided to legal entities, including non-profit organizations (with the exception of state and municipal institutions), individual entrepreneurs (hereinafter referred to as employers) in order to reimburse actually incurred and documented costs associated with the implementation of measures to create (preserve) jobs for people with disabilities and employment of people with disabilities, which include:

• costs of paying insurance contributions to extra-budgetary funds accrued in connection with the creation of jobs for disabled people for created (saved) jobs for disabled people.
• costs of wages for labor supervisors of disabled people employed in created (saved) jobs for disabled people.
• costs for vocational training and (or) additional vocational education of disabled people.