Categories Of Employees Research Articles

Метаресурс жизненной успешности у различных категорий сотрудников органов внутренних дел Российской Федерации

The article poses the problem of studying the constructive (resource) aspect of the personality of employees of internal affairs bodies, which has a positive impact on the success of their professional activities. An understanding of the meta-resource of a person’s success in life is given, which helps determine the significance of individual elements of life and its general understanding, performs an acceptor function and is a predictor in relation to subjective (internal) and some objective (external) indicators of professional success of employees of internal affairs bodies. A meaningful description of the components of the meta-resource of life success as a systemic education is presented: reflexive mechanisms, integrative qualities and emotional experiences. The purpose of the study, which is to study the severity of the components of the metaresource of life successfulness and their relationship among various categories of employees of internal affairs bodies, was achieved through the use of comparative analysis, the Kruskal-Wallis difference test and correlation analysis when processing empirical results obtained from a sample of employees consisting of 1278 people (adjuncts, cadets, teachers of educational organizations of the Ministry of Internal Affairs of Russia, psychologists working with personnel and PDN employees from various regions of the Russian Federation). The study was carried out using the author’s methodology “Success in Life” (N.A. Deeva (Semenova)). The results of a comparative analysis of empirical data showed the presence of statistically significant differences between the indicators of reflexive mechanisms and emotional experiences in the studied categories of employees. The lowest indicators are typical for the categories of adjuncts and PDN employees; the most favorable picture is typical for teachers and cadets. The results of the correlation analysis showed the most favorable picture also in the categories of cadets and teachers, where all indicators of the components of the metaresource of life successfulness have positive significant relationships. In the categories of adjuncts, psychologists and PDN employees, there is a lack of significant correlations between indicators of emotional experiences and indicators of reflexive mechanisms and integrative qualities. This feature is probably associated with the nature of professional activity and is expressed by problems of emotional involvement in the process of anticipating the results of activity, emotional assessment of the results obtained, and emotional experience of the process of achieving the goal. The article outlines the possibilities of taking into account the results obtained when implementing the main directions and tasks of psychological work within the framework of moral and psychological support for the activities of the internal affairs bodies of the Russian Federation.

Place of work and workplace as terms of an employment contract: problematic issues

The article examines the concepts of «place of work» and «workplace», identifies their differences. The problematic issues arising in determining the place of work and workplace for certain categories of employees are analyzed. Based on the conducted research, recommendations are made to amend and supplement some of the legal norms of the Labor Code of the Russian Federation.

Progressive Personal Income Tax Rate: innovations 2025

The study considers changes made to the Tax Code of the Russian Federation, which significantly change the tax rates on personal income tax. The study examined the specifics of applying progressive tax rates to the income of employees and individuals attracted by medical organizations under civil law contracts — residents of personal income tax. An analysis of innovations in 2025 in this area was carried out — it was noted that there was a significant expansion of the range of tax rates, which led to an increase in the tax burden of highly paid categories of employees. it is emphasized that the maximum tax rate (22%) will not lead to a significant decrease in motivation for the continuation of the activities of individuals with high incomes. Examples of personal income tax calculation are given when applying the taxation scales in force in 2024 and coming into force in 2025.

ВОПРОСЫ СОВЕРШЕНСТВОВАНИЯ НОРМАТИВНОГО РЕГУЛИРОВАНИЯ В СФЕРЕ ОПЛАТЫ ТРУДА (ДЕНЕЖНОГО ДОВОЛЬСТВИЯ) СПАСАТЕЛЕЙ И ПОЖАРНЫХ, РАБОТАЮЩИХ (ПРОХОДЯЩИХ СЛУЖБУ) В АРКТИЧЕСКОЙ ЗОНЕ РОССИЙСКОЙ ФЕДЕРАЦИИ: ПРАВОТВОРЧЕСКИЙ АСПЕКТ

The article considers legal incentives in the field of remuneration (monetary allowance) of firefighters and rescuers of the Arctic group of EMERCOM of Russia, in order to identify the existing problems of regulation. The study systematized the guarantees and compensations provided for by the legislation in the designated area, conducted a comparative analysis of the legal regulation of the relations under consideration for various categories of employees (employees) of EMERCOM of Russia in terms of modern goals and objectives of state policy in the Arctic, taking into account differentiation by territories of the Arctic zone. Some differences have been established in the procedure for applying a percentage supplement to the wages (monetary allowance) of rescuers and firefighters, which are not due to the peculiarities of the legal status of these entities, but are a consequence of the fragmentation of legal regulation. A number of proposals have been formulated to improve the applicable legislation.

Pedagogical aspects of professional criminal liability of physical education teachers

The article considers the existing problem of the need for legal protection for mandatory workers in the field of physical education. This category of employees includes physical education teachers of state-owned secondary schools, since the Law on Physical Education and Sports, Article 26 (Physical Education in the Sphere of Education), states that classes for this category of employees are mandatory, which means that automatically these employees are professionally criminally responsible under Article 137 of the Criminal Code of Ukraine "Improper performance of duties regarding the protection of the life and health of children", i.e. this applies to cases of various severity regardless of the circumstances of their occurrence, if only the investigation establishes that this teacher conducted classes with this injured student. In the course of the research, a pedagogical analysis of laws was carried out with the aim of identifying articles or provisions that belong to the legislative and legal protection of the professional risk of physical education workers. The existing safety instructions were consistently reviewed in order to find alternative actions for the justification of this category of workers, at the same time an analysis of the directions of legal safety protection of the existing professional risk offered by the main book of the field of theory and methods of physical education was carried out. Based on the data of the conducted questionnaire, the common factors of professional risk of physical culture teachers were established. The following steps have been chosen as ways to eliminate this problem: to involve the industry in cooperation with the justice authorities regarding the provision of reliable legal protection for its employees, since according to Article 54 of the Law on Education, Section 6, participants in the educational process, which talks about the rights and obligations of pedagogical, scientific- pedagogical and scientific employees and other persons involved in the educational process, that they have the right to safe and harmless working conditions. And this means that their educational branch, to which they belong, has the full right to provide modern one hundred percent legal protection for its employees in relation to their professional activities, which will prohibit the investigation from starting criminal cases using the professional actions of teachers and lecturers (means, methods, techniques, incentives, etc.) as material evidence for the accusation, regardless of the gravity of the circumstances and the consequence.

Burnout Syndrome among Emergency Physicians and Residents: A Systematic Review

Objectives: To study the risk factors and prevalence of burnout and its dimensions among emergency physicians in Saudi Arabia. Methods: PubMed, SCOPUS, Web of Science, and Science Direct were systematically searched for relevant literature. Rayyan QRCI was employed throughout this comprehensive process. Results: We included fourteen studies with a total of 1810 patients, and 1068 (59%) were males. The MBI-HSS was the scale used to assess burnout. The prevalence of burnout ranged from 15.57% to 76%. The following factors were associated with higher burnout risk: smokers, people using medication for sleep disorders, number of vacation days annually, number of workdays per week, female sex, single status, early medical practice participants, resident physician/surgeon employment category participants, people whose current job negatively impacted their family life, and people with back pain. Conclusion: Saudi physicians in emergency medicine have the highest burnout rates of any profession, making them particularly vulnerable to burnout. Nonetheless, there remains a high level of job satisfaction among emergency physicians, and further research is necessary to fully understand the intricate relationship between burnout and job satisfaction. Because burnout is linked to particular personality traits and particularly coping mechanisms, doctors who are at high risk of experiencing burnout should be recognized early on and appropriately consulted. In order to make progress toward the goal of effectively treating burnout syndrome in the future, more case-control studies pertaining to behavioural intervention and the promotion of healthy lifestyles are required.

Sportsman’s employment contract: problematic issues and prospects for their solution

Individual contractual regulation, which reflects the real needs of the development of relations between an employee-athlete and an employer-sports organization, plays an important role in regulating the labor activities of athletes. Thus, the employment contract concluded with an athlete contains a number of conditions that objectively and significantly individualize his work, i.e. conditions inherent only to this category of employees. Moreover, it enshrines differential conditions for each specifically defined employee­athlete. The purpose of the article is to consider the specifics of the labor contract concluded between an employee-athlete and an employer­sports organization. It was concluded that the labor relations of a professional athlete should be regulated precisely by the norms of labor law and a special law on professional sports, which regulates the entire complex of relations between the state and participants in professional sports, although today there are opinions that the work of professional athletes should be provided with the help of civil - legal regulation. It is noted that, as of today, the main national law in the field of sports - the Law «On physical culture and sports» dated 12.24.1993 concerns only the general foundations of activities in the field of physical culture and sports, at the same time, it does not even contain an acceptable definition of such a concept as «labor contract with a professional athlete». Therefore, it is proposed to supplement the specified Law with a norm to provide for the definition of an employment contract with a professional athlete. In particular, as an employment agreement between an employee­athlete and an employer-sports organization with all appendices, changes and additions, concluded in accordance with the legislation of Ukraine, on the basis of which labor relations arise regarding the preparation and participation of the athlete in competitions for a monetary reward paid by the club. At the same time, in addition to defining and enshrining at the legislative level the concept of an athlete’s employment contract, the proposal to develop a standard form of contract with athletes of various sports was supported, the development of which should be based on the main directions of the joint sports activities of the athlete and the sports organization, which directly consists in the preparation athlete to a successful performance at competitions.

Pracownik samorządowy a prowadzenie działalności gospodarczej

The economic system of the Republic of Poland is based on a social market economy, one of the pillars of which is freedom of economic activity. Therefore, everyone is allowed to start, run and terminate a business activity. A special category of employees are local government employees who are expected to be professional, reliable, conscientious and diligent in their work. It is also an obligation to act impartially and take care of the public interest first. Local government employees are obliged to refrain from activities that may expose them to accusations of self-interested and biased behavior and must report their additional activities to their superiors. Performed outside of employment in offices and local government units additional employment or running a business may expose a local government employee to accusations that his/her activities are not guided by the public interest and the legitimate interests of citizens. For this reason, local government employees experience a number of restrictions in conducting various types of activities, also commercial ones, including business activities, outside of work in offices or other local government units.

Features of emotional burnout of social workers

This article reveals the relevance of the study of the problem of prevention and correction of emotional burnout of social workers in the context of the professional characteristics of their activities. The concepts of emotional burnout syndrome are also disclosed, three main models of «mental (emotional) burnout» and corresponding methods of its assessment are described. At the same time, the indicators characteristic of the development of the analyzed burnout syndrome in the analyzed category of employees were revealed. It is noted that overcoming it is associated not only with the emotional well-being of employees, but also with the success of their professional work in general, which is important given the high social responsibility and importance of this activity. To confirm the theoretical provisions on the prevention and correction of emotional burnout, an experiment was conducted in which 45 social workers of the Leninsky district Medical Center aged 35–65, serving 856 clients per year, took part. V. V. Boyko’s method of diagnosing the level of emotional burnout was chosen as a diagnostic technique, in which the presence of severity in workers of three phases was assessed: tension, resistance and exhaustion. To reduce emotional burnout, a program based on the recommendations of V. I. Dolgova, G. Y. Goleva.

Rural infrastructure development in the context of seasonal employment in agriculture of the Russian Federation

The article examines the little-studied issue of seasonal employment in the agricultural economy as a vector of the employment category, the importance of which increases every year. In this regard, the purpose of the study is to develop proposals for improving state regulation of social protection issues for seasonal workers in agriculture. The long-overdue issues of regulating the labor relations of Russian agricultural producers with workers employed for seasonal work in terms of social guarantees require timely solutions. Also on the agenda are the acute problems of providing basic living conditions for the employees involved, especially with regard to housing conditions, transport and telecommunications infrastructure. As of the end of 2022, only 72 % of rural settlements have paved roads connected to the public road network, and the proportion of households in rural settlements with Internet access amounted to 81.2 %. The scientific novelty of the research consists in the development of specific measures of state participation in the development of basic rural infrastructure and the creation of favorable living conditions for seasonal workers in agricultural production. In particular, measures are proposed to stimulate the involvement of seasonal workers with the prospect of improving housing conditions. The use of the mechanism of concession agreements in terms of the development of transport infrastructure and the application of proven foreign practices in the development of telecommunications infrastructure, taking into account the consolidation at the legislative level, will allow the most effective use of the workforce of seasonal workers in the agricultural sector.

Harmonizing Legal Frameworks: A Comparative Legal Overview of Employee Transfers in Albania and Selected EU Countries

Employee transfer is an important phenomenon that impacts both the public and private sectors worldwide. It is one of the most important managerial and productive instruments that a company can use. Although it is commonly practiced, the institution of internal employee transfers is not regulated in the Labor Code of Albania. Albanian legislation only recognizes the internal transfer of one category of employees, the civil servants. In this regard, there arises an urgent need for the immediate regulation of this institution for the other categories of employees as well. In the context of Albania's accession to the European Union, implementing such regulations would ensure effective protection for employees in accordance with European legislation. Without such regulation, transfers could become a mechanism that employers might misuse. This research paper employs various scientific methods, including historical, analytical, and comparative methods. Following a historical analysis of Albanian legislation, the paper examines employee transfers under current Albanian laws and those of selected EU countries. In conclusion, it is essential for the Albanian Labor Code to establish regulations for internal employee transfers that align with leading European legislations, which have often served as models for shaping Albanian law.

ЗНАЧЕНИЕ СУДЕБНОЙ ПРАКТИКИ ДЛЯ ФОРМИРОВАНИЯ У СЛУШАТЕЛЕЙ, ОБУЧАЮЩИХСЯ ПО ОСНОВНЫМ ПРОГРАММАМ ПЕРВОНАЧАЛЬНОЙ ПОДГОТОВКИ, ПРАВОПОНИМАНИЯ И ПРАВОПРИМЕНЕНИЯ

The relevance of the presented topic is currently determined by the problem of proper law enforce-ment, which is in direct connection with the problem of legal understanding, and therefore interpreta-tion, clarification of the true meaning and content of the rule of law, determination of the will of the legislator inherent in it. The process of interpretation also implies the need to establish the main pur-pose and social orientation of a legal norm, the socio-political environment of its adoption, the condi-tions under which interpretation takes place, and other legally significant circumstances. One of the main requirements for a legal norm is its certainty. How definite a legal norm is becomes clear only in the process of its practical application in a specific situation by a specially authorized state body, an official, including an employee of internal affairs bodies, a court and a judge. When determining research methods, it is necessary to take into account the specifics of the topic "The importance of judicial practice for the formation of students studying under the basic programs of initial training, law understanding and law enforcement", which leads to the conclusion that this category of employees of internal affairs bodies undergoing initial training does not have practical skills in law enforcement and law understanding, therefore it is inappropriate to survey them on these issues at the present time, but the possibility of using such research methods such as analysis, synthesis and some others.

Behavioral Segmentation of Personnel in the Human Resource Management System of Universities

In the conditions of modernization of higher education, the importance of effective methods of managing the personnel potential of universities and higher education institutions is increasing. The use of segmentation allows you to form an effective strategy for personnel management of various categories, minimize personnel risks, save time and financial resources. The purpose of the study is to identify the technologies of behavioral segmentation of the organization’s personnel and to consider the possibilities of their use in the management of the human resources potential of higher education institutions. The analysis of the data of sociological surveys indicates the presence of significant difficulties in conducting behavioral segmentation of university teachers, which is due to a wide range of objective and subjective factors that determine the specifics of professional strategies of teachers. Based on the research results, a variant of behavioral segmentation of teachers is proposed, taking into account two factors: on the one hand, the level of expectations from work, requests to the employer, the most significant for teachers, on the other hand, the level of practical implementation of requests and expectations from the professional activity of teachers. The general characteristics and boundaries of the segments allocated depending on behavioral characteristics can become the basis for the development and implementation of a differentiated personnel policy, the formation of an effective system of motivation of employees of different categories. The behavioural segmentation of teachers, proposed by the author of this study, is based on general marketing approaches to the analysis of motivational orientations and preferences of a specific category of employees; the article considers a wide range of factors that determine teachers’ satisfaction with their work. The complexity of the implementation of these approaches is due to the fact that there is no universal toolkit for behavioral segmentation of personnel, and the choice of criteria and methods for separating and dividing personnel should be specified each time taking into account the objectives facing managers.

The tasks of stabilizing existing pension systems and the main vectors of reforms in the practice of foreign countries

The article analyzes some common approaches to reforming pension systems for different states, focused mainly on improving their financial and social stability in the medium term. The main focus is on the issues of increasing the working life expectancy of the working part of the population by increasing the retirement age and limiting the possibility of early retirement for certain categories of employees and the introduction of private saving programs of various types to solve the problem of reducing the financial burden on the state and increasing the responsibility of citizens for their financial well-being in retirement. Various forms and models of organization of private pension plans are considered, depending largely on the structure of the labor market and national traditions, their advantages and disadvantages.

FINANCIAL SITUATION OF WORKERS WORKERS' AND PEASANTS' MILITATION OF THE BSSR IN 1931–1932 (USING THE EXAMPLE OF THE MOGILEV REGION)

The article attempts to study the level of financial situation of workers of the Workers' and Peasants' Militia of the BSSR (using the example of the Mogilev region), as well as measures taken by the leadership of the department to improve it in the context of structural reforms of the police in the early 1930s. The ratio of the level of financial situation of police officers relative to other categories of workers and employees has been studied. The author concludes that the level of well-being of police officers was low, which had a negative impact on their daily activities. However, the level of financial situation of police officers in general was comparable to the standard of living of other categories of citizens.

The impossibility of providing an employee with a job as a new special ground for terminating an employment contract at the initiative of the employer: regarding the expediency of assigning it to the special grounds for dismissal

The introduction of martial law had a significant impact on all spheres of Ukrainian society. There was an urgent need to make changes to laws and other normative legal acts that establish the basic rights and freedoms of citizens and regulate the most important spheres of social relations. The attention of legislators also affected labor legislation, because in the conditions of martial law it became extremely important to ensure a balance between the needs of the state, the interests of employers and guarantees to employees. The study is devoted to the amendment of the Labor Code of Ukraine, namely, Article 41 of the said Code establishes a new additional ground for terminating an employment contract at the initiative of the employer with certain categories of employees under certain conditions - the impossibility of providing the employee with the work specified in the employment contract due to with the destruction (absence) of production, organizational and technical conditions, means of production or property of the employer as a result of hostilities. During the analysis of the new basis, the guarantees provided to employees upon such dismissal, the possibility of its application to officials, as clearly defined by law categories of employees of legal entities, state bodies, and local self-government bodies, were considered. Since the Labor Code of Ukraine was amended specifically to Article 41, which defines additional grounds for terminating an employment contract at the initiative of the employer with certain categories of employees under certain conditions, the interpretation of the terms «general» and «additional» was considered and attention was focused on the rationality of the use of the term «special». It is also noted that the new ground for termination of the employment contract at the initiative of the employer is not an addition to the adjacent or other ground, it is the same basic one, which provides for a certain procedure for termination, providing employees with the guarantees provided for by law, and concerns certain categories of employees, in particular, officials. During the study of a new ground for terminating an employment contract at the initiative of the employer, the question of the expediency of its attribution to special grounds for dismissal is considered, and attention is focused on justified propriety and the inclusion of the specified grounds for dismissal among the general grounds for dismissal, which are provided for in Article 40 of the Labor Code of Ukraine.

Female Education and Employment in Nigeria

This paper examined female education and employment in Nigeria. The 2018 Nigeria Demographic and Health Survey data (NDHS, 2018) was used. After sorting out for missing data, 28,494 women’s individual data were used. Data were analyzed using descriptive statistics and Multinomial logit regression. Only 0.3% of women in Nigeria are unemployed while 99.7% are employed in skilled and unskilled jobs. However, only 13.4% of the women are engaged in skilled employment; 8.5% are in professional/technical/managerial jobs while 4.9% are involved in skilled manual. The majority (86.3%) are in the unskilled manual employment category; 1.6% in clerical, 49.4% in sales, 9.5% in services, 0.1% in unskilled manual and 25.7% in Agriculture. The likelihood of being involved in professional/technical/managerial employment by women in Nigeria increases with age (0.06), region {North West (1.18), South West (1.87}, educational level {secondary (0.68), tertiary (1.64)}, wealth index{richer (0.90), richest(0.95)}. On the other hand, the likelihood of being engaged in professional/technical/managerial employment type reduces with large household size >10persons (-0.71). Engagement of women in skilled employment types are driven by education while education discourages them in engaging in unskilled employment types. However, because the highest proportion of the women have secondary education, they are found more in the unskilled employment types. Also, engagement in skilled employment types is driven by wealth index while age drives skilled and unskilled employment types. Nigerian women are not much involved in skilled employment, the right policy should be put in place to educate girls beyond the secondary education level and enlighten them on the need to be involved in skilled employment.

Monitoring by the Ombudsman of Ukraine for compliance with the labor rights of civilians who have disappeared under special circumstances

The results of the monitoring of the Commissioner for Human Rights of the Verkhovna Rada of Ukraine regarding compliance with the labor rights of persons with the status of persons who have disappeared under special circumstances are presented. The actuality of the topic is due to the fact that ensuring compliance with the constitutional rights of citizens, primarily citizens who need additional social protection, is a priority of the state. Attention was drawn to the fact that the observance of such rights, especially in the conditions of martial law, is an important aspect of state policy. The purpose of the article is to analyze the legislation regulating compliance with the labor rights of civilian employees who are missing due to military aggression by the russian federation. Achieving the outlined goal became possible thanks to the use of a complex of methods of scientific knowledge: dialectical, comparative-legal, formal-logical, systemic-structural. On the basis of the conducted analysis, it was established that the legal norms that guarantee the preservation of the labor rights of the investigated category of employees are imperfect, which prevents the proper realization of the constitutionally guaranteed labor rights of employees who are missing. It has been established that there are different approaches to ensuring the labor rights of civilian employees depending on the position. It was established that the absence of a clear list of persons authorized to perform state functions makes it impossible to determine a complete list of such persons. The role of the Ombudsman of Ukraine in observing the labor rights of the specified category of persons is emphasized. The imperfection of the mechanism of informing the owner of the Register of missing persons of the employer about the acquisition of such a status by the person was noted. It has been established that in the absence of a missing person, the employer is unable to pay wages to the relatives of the missing person, and there is no order among relatives in the possibility of receiving wages. On the basis of the conducted research, conclusions were formulated regarding the gaps in the legislation, which lead to the violation of the labor rights of the specified category of citizens. On the basis of the received conclusions, in the future, proposals for normative legal acts may be formulated with the aim of restoring the violated constitutional rights of the missing persons, as well as their family members and relatives.

Monitoring by the Ombudsman of Ukraine for compliance with the labor rights of civilians who have disappeared under special circumstances

The results of the monitoring of the Commissioner for Human Rights of the Verkhovna Rada of Ukraine regarding compliance with the labor rights of persons with the status of persons who have disappeared under special circumstances are presented. The actuality of the topic is due to the fact that ensuring compliance with the constitutional rights of citizens, primarily citizens who need additional social protection, is a priority of the state. Attention was drawn to the fact that the observance of such rights, especially in the conditions of martial law, is an important aspect of state policy. The purpose of the article is to analyze the legislation regulating compliance with the labor rights of civilian employees who are missing due to military aggression by the russian federation. Achieving the outlined goal became possible thanks to the use of a complex of methods of scientific knowledge: dialectical, comparative-legal, formal-logical, systemic-structural. On the basis of the conducted analysis, it was established that the legal norms that guarantee the preservation of the labor rights of the investigated category of employees are imperfect, which prevents the proper realization of the constitutionally guaranteed labor rights of employees who are missing. It has been established that there are different approaches to ensuring the labor rights of civilian employees depending on the position. It was established that the absence of a clear list of persons authorized to perform state functions makes it impossible to determine a complete list of such persons. The role of the Ombudsman of Ukraine in observing the labor rights of the specified category of persons is emphasized. The imperfection of the mechanism of informing the owner of the Register of missing persons of the employer about the acquisition of such a status by the person was noted. It has been established that in the absence of a missing person, the employer is unable to pay wages to the relatives of the missing person, and there is no order among relatives in the possibility of receiving wages. On the basis of the conducted research, conclusions were formulated regarding the gaps in the legislation, which lead to the violation of the labor rights of the specified category of citizens. On the basis of the received conclusions, in the future, proposals for normative legal acts may be formulated with the aim of restoring the violated constitutional rights of the missing persons, as well as their family members and relatives.

CRIMINOLOGICAL PORTRAIT OF A PERSON COMMITTING ILLEGAL ACTS IN PLACES OF FORCED DETENTION OF INTERNAL AFFAIRS BODIES

The following categories of persons may be held in places of forced detention of internal affairs bodies: persons detained on suspicion of committing crimes; suspects and accused of committing crimes against whom a preventive measure in the form of detention has been chosen and persons sentenced to imprisonment. The main purpose of the functioning of places of forced detention is to ensure that a person in such an institution does not have the opportunity to further commit illegal acts, including crimes. But, often, this goal is not always achieved. Some persons in places of forced detention commit illegal actions of various nature and severity of consequences. At the same time, these persons may belong to the category of persons forcibly placed in these institutions and to the category of employees serving and working in these institutions. In order to prevent this, it is necessary to carefully study the identity of a person who is in places of forced detention of internal affairs bodies, make up his criminological portrait and choose the necessary tactics to combat crime in such places.