The features of legal regulation of labor and legal social protection measures for customs officials

Abstract

The article is devoted to clarifying the current state of legal regulation in Ukraine of the labor and legal direction of social protection for customs officials. The author clarifies the social and legal significance of the proper regulation of labor andlegal social protection measures and points out that, at the level of the current customs legislation of Ukraine, the labor and legal direction of social protection for customs officials is reduced mainly to labor protection guarantees. In this case, therelevant fact indicates unjustified limitations of legal regulation in Ukraine, rather than limits in labor and social protection regulations. It turns out that the labor and legal direction of social protection for customs officials is distinguished by the fact that this direction of social protection: is founded not only on general and special principles of social protection, but also onsectoral principles of labor law; is guaranteed and provided by the state; is applied exclusively to the relevant circle of employees, despite the fact that it directly affects their family members (also on the proper existence of society as a whole); is provided for the application of a variety of social protection measures for the relevant circle of employees, which should be taken into account in Article 589 of the Customs Code of Ukraine. Taking into account the shortcomings of legal regulation of the labor and legal direction of social protection for customs officials, the author proposes to revise the current version ofthe title of Article 589 of the Customs Code of Ukraine (changing it to “The labor and legal social protection measures for customs officials”). The proposals to improve the content of Article 589 of the Ukrainian Customs Code are primarily focused on the need to expand the list of labor and legal social protection measures. Among such measures, in particular, the author callsfor: the provision of vacations; the adaptation of workplaces to the objective special needs of the employee (first of all, persons with disabilities, pregnant women workers, and other persons with special psychophysiological needs of a temporary or permanent nature); the organization and provision of medical examinations of employees; the control of the qualification and reliability of customs officials; the control of the labor (service) discipline of customs officials; the provision of benefits and compensation for work in difficult and harmful conditions; and ensuring access of customs officials to professional training; etc. The article concludes with a summary of the results of the study.