{"id":309,"date":"2019-11-11T06:56:55","date_gmt":"2019-11-11T06:56:55","guid":{"rendered":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/?page_id=309"},"modified":"2019-11-11T20:57:57","modified_gmt":"2019-11-11T20:57:57","slug":"russia-2","status":"publish","type":"page","link":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/russia-2\/","title":{"rendered":"Russia"},"content":{"rendered":"\n<p class=\"has-medium-font-size\"><strong>HR Practices in the Russian Federation<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>1. <strong>Introduction and Overview of the Country<\/strong><\/li><\/ul>\n\n\n\n<p>             Initially, Russia may seem like a quite unapproachable and truly foreign country to operate in. However, if one wants to have a successful recruitment campaign, it is vital not to forget that technically, Russia has its capital located in Europe, and its culture is not entirely different from the Western one. <\/p>\n\n\n\n<p>            Everything that relates to employment in Russia is regulated at two levels, regional and federal. The latter has primacy in terms of regulation. Agreements between unions representing employees and employers are vital at the regional level, as they set different guarantees of employment, such as mass layoff criteria, minimum wages, and various employment benefits. The former has the following statutes: the Labour Code, the Constitution, the Federal Law on Legal Status of Foreign Citizens in the Russian Federation, the Federal Law on Trade Unions, their Rights and Guarantees of their Activity, the Federal Law on Amendment of Certain Legal Acts of the Russian Federation, and the Federal Law on Employment of the Population of the Russian Federation (Pelman and Dmitriev, 2019).<\/p>\n\n\n\n<p>            According to OECD (2019), the unemployment rate in Russia is 4.8 percent. Also, there is a 6.7 percent of self-employed people out of all employed population. Moreover, 28.6 percent of the unemployed population of Russia are in long-term unemployment. The part-time employment rate is 3.8 percent. The population of Russia is 143.5 million people, of which 13 percent of people are 65 years old or older, and 16.1 percent of people are 15 years old or younger. Also, the rate of young people who are 15 to 19 years old and not being in education, employment, and training is 5.1 percent.<\/p>\n\n\n\n<p>2. <strong>Recruitment Practices <\/strong><\/p>\n\n\n\n<p>           According to the Labor Code of the Russian Federation, employers cannot mention in a job posting any restrictions about gender, skin color, nationality, age, race, and any other grounds that are not related to the professional qualities and skills of applicants. However, there are some exceptions that are approved at the legislative level (RasZp.ru, n.d.).<\/p>\n\n\n\n<p>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Foreign\norganizations in Russia are usually using recruitment tools, such as recruiting\nagencies, job posting websites (see Table 1), newspaper ads, internal\nrecruitment, recruitment of college graduates, and networking. The choice of\nrecruitment tools is highly dependant on the type of position a company needs\nto fill in (Denisova-Schmidt, 2011).<\/p>\n\n\n\n<p>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 For every new employee, a company must maintain a workbook that has the entire employment history of an employee. Each employee must provide this book to an organization they employed in. If a new employee does not have a workbook, a hiring company must create one for this employee. At any time, employees can request a copy of this book and an employer must provide it to an employee (Manea, 2019).<\/p>\n\n\n\n<p>In Russia,\nInternet job engines and websites are a very popular tool for recruitment\ncampaigns. There are various options in terms of websites, where job openings\ncan be posted by employers in Russia. Those websites can be found in Table 1, with\nwebsites\u2019 names, types of jobs posted on each web site, and the URL links.<\/p>\n\n\n\n<p>Table 1: The Most Popular Job\nPosting Websites in Russia.<\/p>\n\n\n\n<table class=\"wp-block-table\"><tbody><tr><td>\n  <strong>Name:<\/strong>\n  <\/td><td>\n  <strong>Types of Jobs:<\/strong>\n  <\/td><td>\n  <strong>URL:<\/strong>\n  <\/td><\/tr><tr><td>\n  HeadHunter\n  <\/td><td>\n  All types of jobs\n  <\/td><td>\n  <a href=\"https:\/\/hh.ru\/\">https:\/\/hh.ru\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Zarplata\n  <\/td><td>\n  Mostly sales and security jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.zarplata.ru\/\">https:\/\/www.zarplata.ru\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Superjob\n  <\/td><td>\n  All types of jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.superjob.ru\/\">https:\/\/www.superjob.ru\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Career.ru\n  <\/td><td>\n  Jobs for students who start their\n  careers\n  <\/td><td>\n  <a href=\"https:\/\/www.career.ru\/\">https:\/\/www.career.ru\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Jobsora\n  <\/td><td>\n  All types of jobs\n  <\/td><td>\n  <a href=\"https:\/\/ru.jobsora.com\/\">https:\/\/ru.jobsora.com\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Avito\n  <\/td><td>\n  Mostly construction, production,\n  sales, and transport jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.avito.ru\/rossiya\">https:\/\/www.avito.ru\/rossiya<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Careerist\n  <\/td><td>\n  All types of jobs\n  <\/td><td>\n  <a href=\"https:\/\/careerist.ru\/\">https:\/\/careerist.ru\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Rabota.ru\n  &nbsp;\n  <\/td><td>\n  All types of jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.rabota.ru\/\">https:\/\/www.rabota.ru\/<\/a>\n  &nbsp;\n  <\/td><\/tr><\/tbody><\/table>\n\n\n\n<ul class=\"wp-block-list\"><li>3. <strong>Selection Practices<\/strong><\/li><li>3.1. <strong>Background Checks<\/strong><\/li><\/ul>\n\n\n\n<p>In Russia, background check is an essential part of an employee selection process. Every company does background checks to hire the most competent employees, ensure the safety of the workplace, achieve honesty and integrity in the organization, and prevent workplace theft. In many companies, security services are the ones who conduct the background checks of prospective candidates. Technically, background checks are not legal in Russia, so employers can only receive information about employees or candidates by asking them directly or asking their previous employers with a candidate\u2019s consent (Ganshina, 2016). There are numerous regulations and prohibitions that are established by Russian law, some of which will be covered next in this paper.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.1.1. <strong>Criminal Records<\/strong><\/li><\/ul>\n\n\n\n<p>Russian law\nallows employers to require criminal records of a candidate only if the\nposition they apply for is in the list of jobs that only allow people with no criminal\nbackground. Those are positions, such as educational institution employee, prosecutor, advocate, and\njudicial officer, customs officer and employee of the FSB, military personnel,\nauditor, government employee, deputy, president, and employees of the aviation\nforces (Glavkniga.ru, 2017).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.1.2. <strong>Drug Screening<\/strong><\/li><\/ul>\n\n\n\n<p>Drug screening of employees or candidates is forbidden by Russian law, and this is illegal for employers to require this kind of background checks. However, there is an official list of jobs where drug screening is not only allowed but even required to be done by all prospective candidates and employees. For example, state or municipal services jobs require professionals to go through special medical examination that includes a drug test. Only when a candidate provides a special medical certificate confirming that they do not use illegal drugs, he or she can be hired (Pro-personal.ru, 2013).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.1.3. <strong>Medical History<\/strong><\/li><\/ul>\n\n\n\n<p>In Russia, employers cannot make a\ncandidate or an employee to provide any medical certificate, as it is forbidden\nby Russian law. However, there are positions, such as jobs in the food\nindustry, catering, trade, water facilities jobs, and positions in children&#8217;s\nand medical institutions, where a special medical certificate is required to be\nprovided by a candidate by the law. Without this certificate, an employer has\nno right to hire a candidate for a job from the list (Glavkniga.ru, 2017).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.1.4. <strong>Credit Checks<\/strong><\/li><\/ul>\n\n\n\n<p>Since July 2014, any organization\nhas a right to have access to a credit history of any individual. However, an\norganization has to receive written consent from a candidate to be able to\nofficially request such information (Mycreditinfo.ru, n.d.).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.1.5. <strong>Social Media<\/strong><\/li><\/ul>\n\n\n\n<p>Russian law does not prohibit a\ncollection of personal data about an applicant\nthrough their social media sites as long as a candidate is informed about a\nsocial media screening (Kritskaya, 2018).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.1.6. <strong>Immigration Status<\/strong><\/li><\/ul>\n\n\n\n<p>When individuals from other\ncountries are applying for a job in Russia, they must provide some details of a\ndocument that confirms the legal status of a candidate in Russia. Only then, an\napplicant from another country can be hired for a job (Rnk.ru, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2. <strong>Protected by Article 3 of the Labor Code of the Russian Federation Categories<\/strong><\/li><\/ul>\n\n\n\n<p>There are various\ncategories that are protected by the Labor Code of the Russian Federation and\ncannot be used as a base for discrimination. Those are the following\ncategories.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.1. <strong>Age<\/strong><\/li><\/ul>\n\n\n\n<p>Age\ndiscrimination is strictly prohibited by the Russian law, which means that age\nof the applicant or an employee cannot serve as one of the decision-making\nfactors when an employer makes decisions, such as a hiring, promotion, pay\nraise or training (Dobrikova, 2017; Agediscrimination.info, 2018).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.2. <strong>Disability<\/strong><\/li><\/ul>\n\n\n\n<p>Labor Code of the Russian Federation does not allow employers to discriminate against candidates and employees on the basis of disability (Dobrikova, 2017).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.3. <strong>Race and Skin Color<\/strong><\/li><\/ul>\n\n\n\n<p>Race and skin\ncolor are the bases of discrimination that are strictly prohibited by Russian\nlaw. An applicant or an employee cannot be unfavorably or differently treated\nbecause of their race or their characteristics related to race, such as facial\nfeatures, hair texture and color, and skin color (Consultant.ru, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.4. <strong>Gender<\/strong><\/li><\/ul>\n\n\n\n<p>Russian law\nstates that an employer cannot discriminate against employees and candidates\nbased on their gender, which means that they cannot be treated unequally or disadvantageously\nbecause of their gender (Dobrikova, 2017).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.5. <strong>Nationality and Ethnicity<\/strong><\/li><\/ul>\n\n\n\n<p>Labor Code of the Russian Federation prohibits employers from discrimination of candidates and employees on the bases of their ethnic background or nationality (Consultant.ru, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.6. <strong>Medical Condition<\/strong><\/li><\/ul>\n\n\n\n<p>Russian law states\nthat it is forbidden for employers to make employment decisions related to\nfiring, promoting, hiring, demoting, assigning tasks, and training basing on a\nmedical condition of an employee or a prospective candidate (Consultant.ru, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.7. <strong>Religion<\/strong><\/li><\/ul>\n\n\n\n<p>Religious\ndiscrimination is prohibited by the Labor Code of RF, which means that an\nemployer does not have a right to treat a candidate unequally or unfairly\nbecause of an applicant&#8217;s or an employee\u2019s religious beliefs (Consultant.ru, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.8. <strong>Pregnancy<\/strong><\/li><\/ul>\n\n\n\n<p>Russian law\nstrictly prohibits any discrimination by employers against pregnant women,\nwhich means that employers have no right not to hire, fire, and discriminate in\nany other way, due to applicants\u2019 or employees\u2019 pregnancy (Safronova and\nSelyavka, 2019; Consultant.ru, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.9. <strong>Marital Status<\/strong><\/li><\/ul>\n\n\n\n<p>Labor Code of the Russian Federation prohibits any discrimination of\nemployees and candidates that is based on their marital status, which means\nthat it does not matter if a candidate is married, single, in a relationship,\nwidowed or a domestic partner, he or she can not be discriminated by an\nemployer on any of these statuses (Consultant.ru, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.10. <strong>Political Affiliation<\/strong><\/li><\/ul>\n\n\n\n<p>According to the Russian law, any\ndiscrimination of employees and candidates that is based on their political affiliation\nis strictly prohibited, which means that an applicant or an employee cannot be\ntreated differently because of his or her political views or memberships (Consultant.ru,\n2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>3.2.11. <strong>Other<\/strong><\/li><\/ul>\n\n\n\n<p>When hiring\nemployees, every employer tries to hire a competent candidate that will be able\nto perform their duties and responsibilities. Thus, in Russia, a refusal to\nhire an applicant based on the inconsistencies of a candidate\u2019s qualities with\nthe job requirements cannot be considered as discrimination. Also, some jobs\nmay require some additional guarantees from an applicant. For example, when\nthere is a requirement to pass specific tests that are required for a position\n(governmental jobs). If a candidate refuses to take a required test, an\nemployer has a right to not hire this person, without risk of accusation of\ndiscrimination (RasZp.ru, n.d.).<\/p>\n\n\n\n<p>It is also important\nto keep in mind that there is a variety of professions that require an\napplicant to match some legally-established professional standards. If those\nstandards are not met by a candidate, an employer also has a right to not hire\nan applicant without a risk of being accused of discrimination. Examples of\nthose professions are teachers, transportation industry jobs, and underground\njobs (RasZp.ru, n.d.).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>4. <strong>Miscellaneous Information<\/strong><ul><li>4.1.<strong> Primary Russian Government Agencies That Enforce Regulations and Statutes Regarding Employment<\/strong><\/li><\/ul><\/li><\/ul>\n\n\n\n<p>A governmental agency that is responsible for the employment regulations and statutes enforcement is The Federal Service for Labour and Employment. This agency has the ability to impose various liability measures, such as fines on employers, companies, and officers that are responsible for any violations of the employment laws of the Russian Federation (Pelman and Dmitriev, 2019).<\/p>\n\n\n\n<p>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The observance of human freedoms and rights is highly controlled and ensured by the general prosecutor\u2019s office, as well as restoration of violated employees\u2019 rights, court participation, employment laws enforcement, and unjust employees\u2019 dismissal claims. Both the Federal Service for Labour and Employment and the prosecutor\u2019s office can be used by employees if they want to dispute the actions of their employers (Pelman and Dmitriev, 2019).<\/p>\n\n\n\n<p>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Also,\ninspectorates can be created by the trade unions to control and monitor the\nemployment laws compliance of employers, their labor issues policies, and\ncollective agreements and arrangements terms that are discussed between\nemployees\u2019 representatives and employers. A good example would be if there are\nproblems with working conditions that are threatening health and lives of employees,\nthe trade union inspectors are the ones who are able to communicate demands to\nemployers, suspend operations, and participate in the industrial accidents\u2019\ninvestigations (Pelman and Dmitriev, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>4.2.<strong> Documents Required for Employment<\/strong><\/li><\/ul>\n\n\n\n<p>According to the Article 65 of the\nLabor Code of the Russian Federation, cited in Ppt.ru (2019), in Russia, in\norder for a candidate to be hired for the desired position, they are required\nto provide the following documents:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Passport\nor some other document that can confirm the identity of an applicant<\/li><li>Workbook\nshowing employment history (if a candidate does not have one, then an employer\nis required to create one for a candidate)<\/li><li>Document\nconfirming registration in the system of individual accounting<\/li><li>Military\nregistration documents (if an applicant is liable for military service<\/li><li>Documents\nconfirming education, qualifications or training of a candidate (if a job requires\nspecial education, knowledge or training)<\/li><li>Retirement\ninsurance certificate<\/li><li>Criminal\nrecord certificate (if required for a job)<\/li><li>A\ncertificate confirming if an applicant was ever subjected to administrative\npunishment for the use of narcotic drugs or psychotropic substances without a\ndoctor\u2019s prescription or not (if required)<\/li><li>Other\ndocuments that may be required in some specific cases<\/li><\/ul>\n\n\n\n<ul class=\"wp-block-list\"><li>5. <strong>Bibliography<\/strong><\/li><\/ul>\n\n\n\n<p>Agediscrimination.info.\n(2018).&nbsp;<em>Russia \u2014 age discrimination<\/em>. [online] Available at:\nhttp:\/\/www.agediscrimination.info\/international-age-discrimination\/russia\n[Accessed 1 Nov. 2019].<\/p>\n\n\n\n<p>Consultant.ru. (2019).&nbsp;<em>Administrative\nCode of the Russian Federation Article 5.62. Discrimination<\/em>. [online]\nAvailable at: http:\/\/www.consultant.ru\/cons\/cgi\/online.cgi?req=doc&amp;base=LAW&amp;n=330512&amp;fld=134&amp;dst=3290,0&amp;rnd=0.10300628477802776#05854433995104114\n[Accessed 3 Nov. 2019].<\/p>\n\n\n\n<p>Denisova-Schmidt, E. (2011).&nbsp;<em>Human Resource\nManagement in Russia: Some Unwritten Rules<\/em>. Intercultural Communication and\nLanguage Learning. Vienna: WU Online Papers in International Business\nCommunication.<\/p>\n\n\n\n<p>Dobrikova, E. (2017).&nbsp;<em>Labor\nDiscrimination, or the Power of Stereotypes<\/em>. [online] Garant.ru. Available\nat: http:\/\/www.garant.ru\/article\/1127456\/ [Accessed 2 Nov. 2019].<\/p>\n\n\n\n<p>Ganshina, I. (2016).&nbsp;<em>Checking\ncandidates for employment &#8211; what can be done?<\/em>. [online] Rusjurist.ru.\nAvailable at:\nhttps:\/\/rusjurist.ru\/kadry\/priem_na_rabotu\/proverka_kandidatov_pri_prieme_na_rabotu_chto_mozhno\/\n[Accessed 1 Nov. 2019].<\/p>\n\n\n\n<p>Glavkniga.ru. (2017).&nbsp;<em>Medical\ncertificate for a job<\/em>. [online] Available at:\nhttps:\/\/glavkniga.ru\/situations\/s503333 [Accessed 2 Nov. 2019].<\/p>\n\n\n\n<p>Glavkniga.ru. (2017).&nbsp;<em>Verification\nof criminal record when applying for a job<\/em>. [online] Available at:\nhttps:\/\/glavkniga.ru\/situations\/s503406 [Accessed 2 Nov. 2019].<\/p>\n\n\n\n<p>Kritskaya, M. (2018).\u00a0<em>Help profile: social networks as a tool for verifying a future employee<\/em>. [online] SKB Kontur. Available at: https:\/\/kontur.ru\/articles\/106 [Accessed 1 Nov. 2019]. <\/p>\n\n\n\n<p>Manea, M. (2019).\u00a0<em>Hiring Employees in Russia<\/em>. [online]  Lawyersrussia.com. Available at: https:\/\/www.lawyersrussia.com\/hiring-employees-in-russia [Accessed 2 Nov. 2019]. <\/p>\n\n\n\n<p>Mycreditinfo.ru. (n.d.).&nbsp;<em>Does\nthe employer check credit history<\/em>. [online] Available at:\nhttps:\/\/mycreditinfo.ru\/proverjaet-li-rabotodatel-kreditnuju-istoriju [Accessed\n1 Nov. 2019].<\/p>\n\n\n\n<p>OECD. (2019).\u00a0<em>OECD Employment Outlook 2019: The Future of Work<\/em>. OECD Employment Outlook 2019. [online] OECD. Available at: https:\/\/www.oecd-ilibrary.org\/sites\/9ee00155-en\/index.html?itemId=\/content\/publication\/9ee00155-en [Accessed 30 Oct. 2019]. <\/p>\n\n\n\n<p>Pelman, B. and Dmitriev, D. (2019).&nbsp;<em>Russia <\/em><em>Labour\n&amp; Employment \u2013 Getting The Deal Through \u2013 GTDT<\/em>. [online] Getting The\nDeal Through. Available at:\nhttps:\/\/gettingthedealthrough.com\/area\/18\/jurisdiction\/26\/labour-employment-russia\/\n[Accessed 1 Nov. 2019].<\/p>\n\n\n\n<p>Ppt.ru. (2019).&nbsp;<em>Article 65\nof the Labor Code of the Russian Federation. Documents presented at the\nconclusion of the employment contract<\/em>. [online] Available at:\nhttps:\/\/ppt.ru\/kodeks.phtml?kodeks=17&amp;paper=65 [Accessed 1 Nov. 2019].<\/p>\n\n\n\n<p>Pro-personal.ru. (2013).&nbsp;<em>Is\nit possible to test for drug addiction at hiring?<\/em>. [online] Available at:\nhttps:\/\/www.pro-personal.ru\/article\/530669-mojno-li-pri-prieme-na-rabotu-provodit-test-na-narkozavisimost\n[Accessed 3 Nov. 2019].<\/p>\n\n\n\n<p>RasZp.ru. (n.d.).&nbsp;<em>Employment\nDiscrimination Act<\/em>. [online] Available at:\nhttps:\/\/raszp.ru\/priem-na-rabotu\/diskriminaciey-pri-prieme-na-rabotu-ya.html\n[Accessed 1 Nov. 2019].<\/p>\n\n\n\n<p>Rnk.ru. (2019).&nbsp;<em>Admission\nof foreign citizens to work in 2019: step by step instructions<\/em>. [online]\nAvailable at:\nhttps:\/\/www.rnk.ru\/article\/215698-priem-inostrannyh-grajdan-rabotu-2019-poshagovaya-instruktsiya\n[Accessed 1 Nov. 2019].<\/p>\n\n\n\n<p>Safronova, A. and Selyavka, K.\n(2019).&nbsp;<em>Discrimination of pregnant women and women with children in the\nlabor law of Russia<\/em>. [online] Nauchforum.ru. Available at:\nhttps:\/\/nauchforum.ru\/studconf\/social\/xlvi\/23079 [Accessed 3 Nov. 2019].<\/p>\n","protected":false},"excerpt":{"rendered":"<p>HR Practices in the Russian Federation 1. Introduction and Overview of the Country Initially, Russia may seem like a quite unapproachable and truly foreign country to operate in. However, if one wants to have a successful recruitment campaign, it is vital not to forget that technically, Russia has its capital located in Europe, and its &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/russia-2\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;Russia&#8221;<\/span><\/a><\/p>\n","protected":false},"author":9977,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-309","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/pages\/309","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/users\/9977"}],"replies":[{"embeddable":true,"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/comments?post=309"}],"version-history":[{"count":8,"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/pages\/309\/revisions"}],"predecessor-version":[{"id":321,"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/pages\/309\/revisions\/321"}],"wp:attachment":[{"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/media?parent=309"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}