U.S. Peace Corps Business Volunteer Rainer Olbrich identifies six fundamental requirements for every Russian employee — what he calls the Employee Bill of Rights. They are rules, he says, that will quickly show people how adequate their workplace is and whether it conforms to their professional and personal objectives.

The First Right – A safe working environment

Whether it is an office, a workstation or a factory environment, there should be nothing to impede the employee’s health in any way. Utensils and tools must be safe to use and sanitary facilities should be reasonable. Is the workspace properly defined? Is there sufficient privacy to do the assigned tasks without interference from someone else?

The Second Right – Getting paid

We still hear about people getting paid late or grudgingly for services rendered, even though the company is profitable. Or, of some employees getting paid while others are not. Just a few weeks ago, there was a news story about a Russian surgeon getting paid in quantities of fertilizer. Not an isolated example, I am sure. Similar practices exist — even in the Moscow area.

Is this really fair or just? Would Mr. Employer have been happy if the employee withheld his or her best efforts? Of course not. Without a doubt, the employee might have been fired or at the very least reprimanded. It is a basic right of every employee that he or she knows when payment for performing the assigned task will be given, and paid in accordance with the previously agreed-upon schedule.

The Third Right – A professional demeanor

Every employee has a basic right to be treated in a courteous, professional manner. This includes the chief, supervisors, department heads and all co-workers. In this day and age, sexual harassment, which can take many forms, ranging from unwanted attention through verbal intimation to uninvited touching, is no longer acceptable in the modern working environment.

Long gone are the days when employees could be made to feel they were somehow special in just being employed. More and more countries, my own United States included, have enacted strict laws and standards governing conduct in the working place. I am convinced that Russia, too, will have no choice but to add specific standards to stem the abuses still prevalent.

The Fourth Right – Basic company communications

Any employee must be kept apprised of a few basic things that might adversely affect his or her work. This means simply that employers must periodically advise the employees if the business is continuing to be profitable. Employees deserve to know if the place they work for will continue to exist.

This is especially true in today’s competitive, changing business environment. Another facet that needs to be communicated is: Does the employer face any unusual operating problems? What are they? And, finally, does the company have any problems with the government — especially the tax department? Without disclosing the specifics, every employer should be required to keep employees fully informed. Better-informed employees will be greater assets to the company — more productive, more dependable, more motivated.

The Fifth Right – Legal compliance

Very similar to, but slightly different from, the previous right. It takes a longer view in that it covers overall business policy and compliance with prescribed laws, not short-term situations. Employees must feel they work for a legal entity, not an organization that is illegal, for their peace of mind, if nothing else.

The Sixth Right – Work agreements/contracts

Far too many employers still do not give employees sufficient time to review the work agreement/contract prior to execution. And, often these may contain small print on the back that deprives the prospective employee of certain rights or contains specific salary forfeitures or other anti-employee clauses. Many times, such contracts are provided to the prospective employee at the last minute with the request for immediate execution. In addition, all too often, the employee is never invited to receive a copy. Wrong, wrong, wrong!

Employees should always be given sufficient time to carefully review this important contract affecting their future association with the business. This is absolutely necessary in order to know all of the conditions and to sign with full agreement. Besides, there may be circumstances when such a document might contain items open to negotiation.

A useful barometer

One final word.
In this vein, I advise my charges to monitor their job environment periodically, maybe as often as quarterly or at least every six months. Do you enjoy these basic rights at your place of work? I challenge you to perform this diagnostic test. The results may surprise you, but then again, they could confirm what you had always suspected!

Rainer Olbrich has been a U.S. Peace Corps Business Volunteer in Russia since August 1999. He currently provides career-related counseling for students and graduates at the Institute of International Business Education in Zelenograd, a four-year business college. He welcomes comments to: rjo101@ibe.miee.ru