In order to promote employment, akims of districts (cities) determine the minimum number of jobs, and organizations reserve jobs.
The minimum number of jobs is intended for organizations with an average number of employees exceeding twenty people.
The total number of minimum jobs, determined in accordance with the decisions of district (city) governors, cannot exceed seven percent of the average number of employees in the organization (including at least three percent for persons with disabilities).
Organizations with an average number of employees exceeding twenty per year:
determine the total number of jobs to be reserved for the next year, taking into account positions no later than September 1;
Submit information to the local labor authority no later than September 15 about the total number of jobs to be reserved for the upcoming year.
Based on the information received by the local labor authority, proposals are formed to determine the minimum number of jobs, which are submitted to district (city) administrations no later than October 1 each year for making appropriate decisions among organizations located in the district (city).
Based on the consolidated proposals submitted by the local labor authority, district (city) governors make decisions on determining the minimum number of jobs no later than November 1 each year.
Local labor authorities, based on the decisions of district (city) governors, inform organizations no later than November 15 of the current year about the number of jobs to be reserved, requirements for the jobs to be reserved, incentive measures, as well as the possibility of holding the organization's officials accountable in case of non-compliance with the decisions of district (city) governors on creating the minimum number of jobs.
A workplace that provides working conditions meeting the special requirements of the categories of persons specified in part two of Article 38 of this Law is recognized as a workplace organized for this category of persons, including:
for single parents with children under fourteen years old, children with disabilities, as well as parents of large families - workplaces with a flexible work schedule allowing them to combine childcare responsibilities with work duties;
For persons with disabilities - workplaces certified for working conditions and allowing the employee to perform work duties without hindrance, taking into account their health condition and established contraindications to work activities.
Positions already occupied by persons specified in part two of Article 38 of this Law are taken into account when determining the number of positions to be reserved for the next period.
The replacement of employees in reserve positions is carried out by the organization either through the local labor authority or independently.
Public associations of persons with disabilities, centers for the social adaptation of persons released from places of detention, and other organizations representing the interests of the specified categories of persons may also assist in the employment of persons in reserved jobs by referring them to local labor authorities, which ensure the employment of such persons. At the same time, these organizations have the right to submit proposals to the local labor authority no later than five months before the beginning of the calendar year for reserving jobs for specific organizations and, if necessary, to receive information from local labor authorities about the number and nature of jobs being created for each organization, as well as the availability of vacant jobs to be reserved.
Persons with disabilities are guaranteed employment in reserved jobs through referrals from local labor authorities based on the minimum number of jobs established in accordance with the Law of the Republic of Uzbekistan "On Employment."
It is prohibited to employ persons with disabilities in jobs contraindicated for their health.
Recommendations of the medical-social expert commission regarding reduced working hours, workload adjustments, and other working conditions for persons with disabilities are mandatory for employers to follow.
Persons with disabilities have equal rights with other employees in individual labor relations and enjoy additional benefits in the areas of occupational safety, working hours, leave, and other working conditions as provided by legislation and other regulatory legal acts on labor.
Working conditions established by collective agreements or employment contracts, including wages, working hours, and rest periods, cannot be lower than those established by law and cannot worsen the position of persons with disabilities compared to other employees or restrict their rights.
Refusal to conclude an employment contract with a person with a disability, promote them to a higher position, or terminate an existing employment contract due to their disability is not allowed, except in cases where the medical-social expert commission determines that the person's health condition prevents them from performing professional duties or poses a threat to their life, health, or workplace safety.
Persons with disabilities are employed only after undergoing an initial mandatory medical examination and must undergo mandatory annual medical examinations thereafter.
Mandatory medical examinations for persons with disabilities specified in Article 360 of this Code are conducted at the employer's expense.
For employees with disabilities in groups I and II, working hours cannot exceed thirty-six hours per week.
The duration of daily work (shifts) for employees with disabilities in groups I and II is determined in accordance with the recommendations of the medical-social expert commission but must not exceed six hours for a six-day workweek and seven hours and thirty minutes for a five-day workweek.
Sending employees with disabilities on business trips, involving them in night work, overtime work, and work on public and non-working holidays is allowed only with their consent, provided such work is not prohibited for these employees by the recommendations of the medical-social expert commission.
Employees with disabilities in groups I and II are entitled to annual leave of at least thirty calendar days, which they can take at any convenient time of the year.
If the working year for which annual leave is granted includes periods before and after the establishment of disability or before and after the removal of disability based on the conclusion of the medical-social expert commission, the duration of annual leave is calculated proportionally to the period of work during the disability and before or after its establishment or removal.
Employees with disabilities in groups I and II cannot be recalled from their annual leave.
The employer is obliged to provide employees with disabilities in groups I and II, upon their request and based on their written application, with unpaid leave of up to fourteen calendar days annually.
Wages for employees with disabilities in groups I and II during reduced working hours are paid in the same amount as for employees in corresponding professions and positions during full working hours.