Order on working hours sample. Order on working hours: sample

Work beyond normal working hours is called overtime. Such work must be documented and paid at an increased rate if its initiative comes from the employer. Here are examples of documents that in most cases are used to formalize engagement in such work and payment for overtime hours.

Do I need an order for overtime hours?

The Labor Code, like no Federal law, does not indicate that an order is a necessary element for processing and paying for overtime. Article 99 of the Labor Code of the Russian Federation states that in order to be involved in work beyond the norm, it is necessary to obtain the written consent of the employee, but not in all cases. Here are three exceptional situations where consent is not required:

• preventing a catastrophe, accident or disaster;
• elimination of interference in the operation of water supply, communications, transport and other communications systems caused by unforeseen circumstances;
• state of emergency or martial law, threat to the population.

Overtime work must be based on the consent of the employee (except for exceptions), reflected when recording working hours and paid at an increased rate (or at the usual rate with the provision of rest). It is mandatory to formalize the involvement of additional labor and its payment by order, as well as the employee’s consent - the reason and time of overtime must be documented.

Having an order for engaging in overtime work, a sample of which is given below, simplifies document management. When checking by a tax or labor inspectorate, it is easier to cite the manager’s order as the basis for engaging in processing, so as not to get confused in the supporting documents. In addition to orders (in the sense of additional to orders), employers can use other methods of documenting such work, for example, keeping a log of overtime work.

The manager’s order to engage in overtime work must contain the following details:

• name of the enterprise and form of organization (LLC, OJSC, CJSC);
• place and date of compilation;
• document's name;
• a complete list of persons involved in overtime work;
• date of overtime work and time of completion;
• the amount and basis of monetary compensation (or a record of the provision of rest instead of increased pay);
• signature of the director of the enterprise;
• signature of the employee familiar with the order.

Order on overtime work, sample

There is no unified form. Each organization independently develops a document, observing the rules for drawing up primary accounting documentation. Here is a sample of a completed order to hire a fitter for additional work due to the failure of his replacement to show up for work. Below you can download a blank form and fill it out yourself, entering the necessary information according to the sample.

When drawing up a document in this form, there is no additional need to issue an order to pay for processing, because the clause on payment is already included in the order.

Order for payment of overtime hours, sample

If the document on involvement in extra-hour work does not contain an order on payment for such work, then an additional order on payment for overtime hours is issued. Here is an example of filling out an approximate form of a document, a blank form of which can be downloaded from the link.

Order for overtime work for a group of employees

There are situations when several workers are involved in additional work at once. In order not to issue a separate order for each, you can formalize the processing in one document. Below you will find a sample order to involve two employees in additional work due to a break in electrical wires, which led to a communication failure. Let us remind you that according to Part 3 of Art. 99 of the Labor Code of the Russian Federation, in this case, it is not necessary to obtain the consent of employees. In general, employees usually express their agreement or disagreement in a Notice of Engagement in Overtime Work, which serves as the basis for issuing an order. Also, certain categories of employees must be informed in writing of the right to refuse additional work:

• disabled people;
• women with children under 3 years of age;
• parents raising a child under 5 years of age without a spouse;
• parents of disabled children;
• workers caring for a sick family member.

Information that these citizens have become familiar with the right of refusal should also be added to the document.

A blank form for an approximate form of an order for overtime work for a group of employees can be downloaded from the link and filled out yourself.

Office work

How to draw up an order to introduce summarized working time recording?

Summarized working time tracking can be established for the entire organization as a whole or for individual employees. In both cases, this must be formalized accordingly, i.e., through certain documentation.

general information

The Labor Code provides for a certain length of working time for various categories of workers. It is calculated based on the standard working time per day or week.

If the production process does not fit into the daily or weekly working time, summarized accounting is introduced. The technique is often used to take into account the continuity or seasonal nature of work (for example, in medical organizations, in production, etc.).

Before introducing summarized accounting, adjustments need to be made to the Internal Regulations:

• Indicate the specifics of the work and describe the introduction procedure (Part 3 of Article 104 of the Labor Code of the Russian Federation), while the opinion of members of the trade union body must be taken into account (Articles 190, 372 of the Labor Code of the Russian Federation).
• The employment contract itself also stipulates the conditions for a special regime for recording working time (Article 57 of the Labor Code of the Russian Federation).

Direct transfer to summarized accounting is formalized by order of management.

The document states:

• a list of employees for whom the accounting system is being introduced;
• how the work will be paid;
• duration of the accounting period;
• the person who is responsible for developing a work schedule.

So, drawing up an order is one of the stages of transferring to summarized accounting.

In general, the algorithm of actions is as follows (Article 74 of the Labor Code of the Russian Federation):

• issuing an order on the introduction of summarized accounting;
• approval of the list of positions to which the system is applied;
• adjustment of the Internal Regulations;
• notifying employees about the implementation of accounting, familiarizing themselves with the documentation against receipt;
• signing additional agreements to the employment contract with employees;
• approval of the new work schedule (introduced by the relevant order), familiarization with it against signature;
• organization of working time recording.

In what cases is a document required?

Summarized accounting is usually established for the following categories of employees:

• working in shifts;
• workers in different periods with different workloads (for example, on some days more personnel are involved, on others - less);
• working on a flexible schedule.

There are also several categories of workers for whom summarized accounting must be established by law.

This includes:

• civil aviation flight crews;
• drivers;
• workers engaged in the extraction of precious metals and stones;
• working on a flexible schedule.

Reasons for drawing up

The law does not introduce any restrictions regarding the implementation of summarized accounting (Article 104 of the Labor Code of the Russian Federation). Any company or individual entrepreneur can switch to such a system, provided that the length of working time deviates from the established norm of a forty-hour week (Part 1 of Article 104 of the Labor Code of the Russian Federation).

Summary accounting can be used for specific jobs or positions. However, the order in any case must contain objective reasons for this.

The procedure for observing the labor regime is contained in Chapter 16 of the Labor Code. Detailed information on the summarized recording of working time is presented in Article 104.

One of the reasons for introducing summarized accounting is the round-the-clock provision of services or work. The reason may also be the efficient operation of the equipment.

According to the Labor Code, the basis for the introduction of summarized accounting is the inability of the organization to establish the normal duration of:

• hours in a working week;
• days in a month or quarter;
• others according to the length of periods of the year.

Who makes the decision?

The decision to introduce summarized accounting is made directly by the head of the organization.

At the same time, the procedure for introducing the system itself is carried out jointly with the personnel service; sometimes the trade union body takes part in the procedure.

Rules for issuing an order for summarized recording of working time

The document must be drawn up accordingly, i.e., contain specific information regarding working conditions for workers for whom summary records are maintained.

Main sections and form

The specific form of the order is not established by law, but most organizations use similar document templates.

The order must reflect the following information:

• shift length;
• start and end times of the working day;
• frequency of shift rotation;
• number of shifts per day, etc.

The Labor Code does not provide instructions regarding the preparation of a document for a specific period, however, the logical component obliges management to have a clear record of working time, duration of shifts, start and end times of the working day.

Read about the peculiarities of teenagers' working hours here.

How to set irregular working hours? Find out here.

A sample order might look like this:

An example of an order to introduce summarized recording of working hours

The introduction of summarized accounting may affect wages.

The system is being introduced for reasons related to changes in organizational or technological working conditions (Article 74 of the Labor Code of the Russian Federation). That is why the document is published at least two months before the upcoming changes; the same deadlines are set for familiarization of employees.

All employees affected by the order sign their agreement with the provisions of the document.

Working hours from A to Z

“Personnel officer. ru", 2012, N 1

WORKING HOURS FROM A TO Z

How to make an employee's work more efficient? The leaders of most companies have probably thought about the answer to this question more than once. One way is to set appropriate working hours for employees. Let’s try to figure out how to do this taking into account the interests of the employer, and at the same time consider examples of document preparation.

The working time schedule is the procedure for distributing the standard working time of an employee in a specific organization during a certain calendar period (day, week, month, etc.), which, in accordance with Part 1 of Art. 100 of the Labor Code of the Russian Federation should provide for:

— length of the working week (five days with 2 days off; six days with one day off; working week with days off on a sliding schedule; part-time work week);

— work with irregular working hours for certain categories of workers;

— duration of daily work (shift), including part-time work (shift);

— start and end time of work;

— time of breaks in work;

— number of shifts per day;

— alternation of working and non-working days (for example, providing days off on a staggered schedule).

The working hours are established by a collective agreement, internal labor regulations or an employment contract (if for a given employee it differs from what is generally accepted in the organization). For workers in a number of industries (transport, communications, etc.), their work activities are of a special nature. According to Part 2 of Art. 100 of the Labor Code of the Russian Federation for them, the features of the work schedule and rest time are determined in the manner established by the Government of the Russian Federation (Table 1).

Examples of some industry provisions

about working time and rest time

rest time for communication workers of a special nature
work, approved By order of the Ministry of Communications of Russia dated 09/08/2003
N 112.
It is envisaged that the accounting period may be
from one to several months

Regulations on the peculiarities of working hours and
rest time for workers of floating vessels
inland water transport, approved. By order of the Ministry of Transport
Russia dated May 16, 2003 N 133.
For these categories of workers, the accounting period is from the beginning
one navigation before the start of the next should not exceed
1 year

Crew members
ships

Regulations on the peculiarities of working hours and
rest time for crew members (civilian personnel)
support vessels of the Armed Forces of the Russian Federation, approved. By order
Ministry of Defense of Russia dated May 16, 2003 N 170

Regulations on the peculiarities of working hours and
rest time, working conditions of certain categories
railway transport workers, directly
related to train traffic, approved. By order of the Ministry of Railways of Russia
dated 05.03.2004 N 7

Regulations on recording the working time of citizens admitted to
professional emergency rescue services,
professional emergency rescue teams
positions of rescuers, approved. Resolution of the Ministry of Labor
Russia dated 06/08/1998 N 23

Members
fishing
brigades (artels)
during
operation
fishing
ships

Regulations on the peculiarities of working hours and
rest time for certain categories of workers
fishery complex, having a special character
work, approved By order of the State Committee of the Russian Federation on
Fisheries dated 08.08.2003 N 271

Regulations on the peculiarities of working hours and
rest time for car drivers, approved. By order
Ministry of Transport of Russia dated August 20, 2004 N 15

Regulations on the peculiarities of working hours and
rest time for metro workers, approved. By order
Ministry of Transport of Russia dated 06/08/2005 N 63

The current labor legislation provides for the following working hours:

- irregular working hours;

— work in flexible working hours;

- dividing the working day into parts;

Irregular working hours

According to Art. 101 of the Labor Code of the Russian Federation, an irregular working day implies that, by order of the employer, individual employees may, if necessary, be occasionally involved in the performance of their labor functions beyond the established working hours. The list of such positions is established by a collective agreement, agreement or local regulation adopted taking into account the opinion of the representative body of workers (Article 101 of the Labor Code of the Russian Federation). Please note: with irregular working hours, an employee can perform his duties both before the start of the working day and at the end of it. However, such a practice should not be systematic, but can only be applied from time to time and in certain cases (which employers often forget). Recruitment to work on weekends and non-working holidays must be carried out using the provisions of Art. Art. 113 and 153 of the Labor Code of the Russian Federation.

Compensation for work is provided only in the form of additional leave. Its duration is determined by a collective agreement or internal labor regulations, but according to Art. 119 of the Labor Code of the Russian Federation must be at least 3 calendar days.

On practice. The employee appealed to the court with a request to recover the bonus in her favor. According to the employment contract, the plaintiff has an irregular working day. Having been late at work by order of the director, she completed the assigned task only by 3 a.m. and the next day was 30 minutes late for work, explaining that she was physically unable to show up at the start of the working day due to lack of proper rest. The employer reprimanded her for this violation and deprived her of her bonus for the current month. The court decided to reject the claim, since the irregular working day established for the plaintiff does not relieve her of the obligation to comply with internal labor regulations, that is, to arrive at the beginning of the working day without delay.

To enter an irregular working day, you must:

— approve the list of positions for which it will be used;

— include the corresponding condition in the employee’s employment contract (paragraph 5, part 2, article 57 of the Labor Code of the Russian Federation) or draw up an additional agreement to it if the employment contract has already been concluded.

In accordance with Art. 101 of the Labor Code of the Russian Federation, attracting employees to work on irregular working hours is possible only after an order from the employer - it is more advisable to formalize it in writing (Appendix 1).

Flexible working hours

When working in flexible working hours, the beginning, end or total duration of the working day (shift) is determined by agreement of the parties (Article 102 of the Labor Code of the Russian Federation). The need to establish such a working time schedule may be caused by the characteristics of the work function or subjective circumstances in the life of the employee. When using it, summarized accounting is used, and the employer ensures that the employee works the total number of working hours during the relevant accounting periods. According to clause 2.3 of the Recommendations on the use of flexible working time regimes at enterprises, institutions and organizations in sectors of the national economy, approved. By Decree of the State Committee for Labor of the USSR and the Secretariat of the All-Union Central Council of Trade Unions dated May 30, 1985 N 162/12-55 (hereinafter referred to as the Recommendations), such periods can be equal to:

- working day - when its duration established by law is fully worked out on the same day;

- working week - when its duration, established in working hours, is fully worked out during a given working week;

- working month - when the established monthly standard of working hours is fully worked out in a given month (clause 2.3 of the Recommendations).

You should know it. Undocumented or improperly executed working time records cannot serve as a basis for calculating wages.

— variable (flexible) time at the beginning and end of the working day (shift), within which the employee has the right to start and finish work at his own discretion;

— fixed time — the period of mandatory presence at work of all employees working according to the working time schedule in a given division of the enterprise;

- a break for food and rest, which usually divides a fixed time into two approximately equal parts;

- the duration of the accounting period, which determines the calendar interval (month, week, etc.) during which each employee must work the norm of working hours established by law.

Appendix 2 provides an example of an additional agreement establishing a flexible working time regime.

Dividing the working day into parts

Guided by the norms of Art. 105 of the Labor Code of the Russian Federation, the working day can be divided into parts so that the total working time does not exceed the established duration of daily work. This applies to activities with a special nature of work (for example, at communications enterprises), as well as for work whose intensity varies throughout the working day (shift) - for example, in urban passenger transport. Labor legislation does not regulate either the number of parts into which a working day can be divided, or the time of breaks between them, therefore the periods are determined by the employer independently.

In accordance with Art. 103 of the Labor Code of the Russian Federation, shift work - in two, three or four shifts - is introduced if production technology requires that the production process continue continuously or for most of the day. Moreover, each group of employees must work during the established working hours in accordance with the shift schedule (Appendix 3), in the preparation of which the employer is obliged to take into account the opinion of the representative body of employees. Schedules, as a rule, are an appendix to the collective agreement and, according to Part 4 of Art. 103 of the Labor Code of the Russian Federation, are brought to the attention of employees no later than one month before entry into force (Appendix 4).

It is necessary to distinguish between the concepts of “work schedule” and “shift schedule”. A work schedule is a schedule for going to work, which defines working time and rest time. The shift schedule regulates the performance of work in a shift organization of work, and it sets out the start and end times of work, the duration of the working day, the order of alternating workers in shifts, days of work and rest.

Schedules are used for planning working time and rest time, as well as generating a work time sheet (unified forms N T-12 and N T-13, approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 N 1).

There is no unified form of shift schedule. The basic principle by which it is drawn up is the following: the number of working hours must correspond to the established standards for working hours for the accounting period. In addition, you need to remember other important nuances:

1. During the working day (shift), the employee must be given a break for rest and food lasting no more than 2 hours and no less than 30 minutes, which is not included in working hours (Article 108 of the Labor Code of the Russian Federation).

2. The duration of weekly continuous rest cannot be less than 42 hours (Article 110 of the Labor Code of the Russian Federation).

3. Working for 2 shifts in a row is prohibited (Article 103 of the Labor Code of the Russian Federation).

Summarized working time recording

In accordance with Art. 104 of the Labor Code of the Russian Federation in a number of industries or when performing certain types of work, when, due to production conditions, the daily or weekly working hours established for a given category of employees cannot be observed, it is allowed to introduce summarized recording of working hours (see figure). Mandatory condition: the duration of working hours for the accounting period (month, quarter, etc.) should not exceed the normal number of working hours. The duration of the accounting period is no more than a year. The procedure for introducing summarized accounting is established by internal labor regulations. It is mandatory to apply it when working on a rotational basis (Part 1, Article 300 of the Labor Code of the Russian Federation). In addition, at the request of the employer, summarized accounting can be introduced when using flexible working hours and shift work.

Algorithm for introducing summarized working time recording

│Step 1. Issue an order to introduce summary accounting of the worker│

│Step 2. Include the procedure for establishing a new accounting form in │

│ internal labor regulations │

│Step 3. Approve the list of employee positions in relation to │

│ which introduces summarized recording of working hours │

│Step 4. Employees included in the specified list must│

│ introduce accepted local ones against signature │

│ acts on the introduction of summarized accounting │

│Step 5. Organize recording of the working time of each employee, │

│ in respect of which summary accounting has been introduced │

You should know it. If the introduction of a shift schedule is associated with a change in organizational or technological working conditions, then workers must be notified of its introduction in writing no later than 2 months in advance (Article 74 of the Labor Code of the Russian Federation).

Example. One of the pressing issues when introducing summarized working time recording is organizational design, in particular personnel planning. For example, how to determine the required number of guards at one post when working on a “every three days” schedule? In accordance with the production calendar for a 40-hour work week, the standard working hours in 2011 is 1981. Divide 1981 by 24 hours (the duration of one shift), we get 82.54 - the number of shifts within the normal working hours per employee. Then we divide 365 (the number of shifts per year) by 82.54, we get 4.4, i.e. 5 guards are needed. If only 4 people are involved, this will lead to overtime. Don’t forget that an employee may go on vacation or get sick.

You should know it. If an employee remains at work on his own initiative, the employer is not obliged to provide him with additional time off (Letter of Rostrud dated March 18, 2008 N 658-6-0).

Remuneration for summarized recording of working hours

In practice, payment for working time with summarized accounting is made based on the following factors:

— hourly tariff rates — the employee’s wages are calculated for hours actually worked according to the schedule;

- official salary - an employee has the right to receive a monthly salary if he has worked all the shifts stipulated by the schedule for a month. Otherwise, he is paid only part of the salary in proportion to the time worked: the official salary is divided by the monthly standard of hours and multiplied by the hours actually worked.

Example. We will calculate wages based on hourly tariff rates. The dormitory janitor has a summarized recording of working hours. The accounting period is a quarter, the hourly tariff rate is 75 rubles. According to the shift schedule, the watchman works every other day. For the first quarter of 2011, he worked: for January - 8 days (standard), for February - 6 days (normal - 7 days), for March - 9 days (normal - 8 days). The total number of hours worked in the first quarter of 2011 corresponded to the norm. The janitor's salary will be:

— for January — 14,400 rubles. (8 days x 24 hours x 75 rub.);

— for February — 10,800 rubles. (6 days x 24 hours x 75 rub.);

— for March — 16,200 rubles. (9 days x 24 hours x 75 rub.)

Now let’s calculate wages based on the official salary. The driver's working time is taken into account cumulatively. The accounting period is a quarter. In March 2011, the driver worked not 17 shifts, as scheduled, but 16. Moreover, the shift is 10 hours. It is necessary to calculate the driver’s salary for March 2011 if his official salary is 25,000 rubles. For March the norm is 170 hours. The hourly tariff rate is 147.06 rubles. (RUB 25,000 / 170 hours). Salary - 23,529.6 rubles. (16 shifts x 10 hours x RUB 147.06).

According to Art. 155 of the Labor Code of the Russian Federation, if the standard working time is not met during the accounting period, if it is not met through the fault of the employer, remuneration is made in an amount not lower than the average salary of the employee, calculated in proportion to the time actually worked. If labor standards were not met for reasons beyond the control of the employer and employee, the latter retains at least 2/3 of the salary - this amount is calculated in proportion to the time actually worked. In case of shortfalls due to the fault of the employee, payment is made in accordance with the amount of work performed.

Example. The enterprise uses summarized recording of working time with an accounting period equal to a quarter. The hourly tariff rate is 100 rubles. According to the schedule in July 2011, the worker worked 150 hours. In this case, his salary will be 15,000 rubles. (150 h x 100 rub.). In August, the employee was on sick leave and worked only 145 hours out of 168 scheduled hours. In this situation, his earnings will be 14,500 rubles. instead of the possible 16,800 rubles. Thus, when applying a fixed hourly tariff rate, wages for each month will correspond to the actual time worked.

Payment for overtime work with cumulative accounting of working hours is made in the manner established by Art. 152 Labor Code of the Russian Federation:

- for the first 2 hours of work - no less than one and a half times the amount;

- for the following hours - no less than double the amount.

At the employee's request, overtime work, instead of increased pay, can be compensated by providing additional days of rest time, but the duration of this period must be no less than the time worked overtime.

On practice. The worker appealed to the court with a request to pay for “overtime.” According to the plaintiff’s employment contract, the schedule was “in three days.” However, it actually works every other night from 10 pm to 8 am. The employer confirmed the change in the plaintiff’s working hours without the procedure established by law, explaining that he was forced to commit violations due to a shortage of personnel. But the defendant categorically disagreed with the demand for payment for overtime. In accordance with Art. 99 of the Labor Code of the Russian Federation, overtime work means work beyond the normal working hours for the accounting period (in this case, a month). Since, with the actually established work schedule, the working time (for example, 150 hours in September) did not exceed the normal duration (176 hours) for the accounting period, the court had no grounds to satisfy the claim.

Source - Astakhov P. A. Employee and employer: controversial issues. M.: Eksmo, 2008.

Example of an employment order

during irregular working hours

Limited Liability Company "Rassvet"

About attracting employees to work

during irregular working hours

Due to the need to timely submit reports to the tax office

1. Involve the following employees to work on irregular working hours on July 15, 2011:

— chief accountant Nadezhda Viktorovna Pavlova;

— Deputy Chief Accountant Daria Eduardovna Rodionova.

2. The head of the HR department, R. M. Nikolaeva, should familiarize workers with this order.

General Director Arsenyev A.V. Arsenyev

The following have been familiarized with the order:

Chief accountant Pavlova N.V. Pavlova

Deputy Chief Accountant Rodionova D. E. Rodionova

Head of the HR Department of Nikolaev R. M. Nikolaeva

Example of an additional agreement

on establishing a flexible working time regime

to the employment contract dated March 15, 2011 N 3-TD

Limited Liability Company "Rassvet" (LLC "Rassvet"), hereinafter referred to as the "Employer", represented by General Director Alexey Vladimirovich Arsenyev, acting on the basis of the charter, employment contract dated 02.15.2009 N 02, on the one hand, and Ekaterina Kotova Nikolaevna, hereinafter referred to as “Employee”, on the other hand, in accordance with Art. 102 of the Labor Code of the Russian Federation have entered into this agreement as follows:

1. The Employee and the Employer have mutually agreed to change the working hours.

2. For the period from 07/01/2011 to 12/31/2011 inclusive, the Employee is provided with a flexible working time schedule according to the following schedule:

www.hr-portal.ru

Articles on the topic

The possibility of changing the working hours at the initiative of the employee or employer is provided for by the current legislation of the Russian Federation. Thus, situations are very common when, by agreement of the parties, having worked for some time part-time (week), an employee decides to switch to full-time (week). In this article we will tell you what documents in this case will need to be drawn up by a HR specialist, how to draw up an order establishing full-time working hours, and what should be reflected in the order.

From this article you will learn:

• how to establish a standard full-time working time for an employee engaged in his main job;
• how to establish a full-time standard when transferring a part-time worker to the main place of work;
• what documents need to be drawn up when establishing a full-time standard;
• How to draw up an order establishing full-time working hours.

The concept of working time and labor legislation. Part-time (week)

First, let’s define the concept of “working time.” In accordance with Art. 91 of the Labor Code of the Russian Federation is considered to be the time during which the employee, guided by the internal labor regulations and the conditions stipulated by the employment contract, performs his labor duties, as well as other time periods that, in accordance with the Labor Code of the Russian Federation and other Federal laws and regulations of the Russian Federation should be classified as working time. Normal working hours should not exceed 40 hours per week.

Don't miss: the main material of the month from leading specialists of the Ministry of Labor and Rostrud

Encyclopedia of personnel orders from the Personnel System.

The duration of an employee's working hours is established at the time of concluding an employment contract on the basis of industry (inter-industry) agreements and a collective agreement based on the results of a special assessment of working conditions.

In accordance with the agreement reached between the employee and the employer and the regulations of Art. 93 of the Labor Code of the Russian Federation, an employee, when applying for a job or subsequently, has the right to choose a part-time (weekly) work schedule. In cases where such a request is made by a pregnant woman, one of the parents (guardian, conservator) of a child under the age of 14 years (if the child is disabled - up to 18 years), persons caring for a sick family member, which is confirmed by a duly executed medical report and in some other cases, the employer is obliged to provide such an opportunity. In other cases, the employer has the right to make the decision to establish part-time work independently.

Let's figure out what actions an employer should take if an employee, working at his main place of work or as a part-time worker, decides to change operating mode from part-time to full-time (weekly).

How to set full-time working hours for a part-time worker

Transferring a part-time employee to full-time work often causes difficulties for employers, since labor legislation does not provide a clear answer to questions related to the formalization of the procedure. In general, the following design options are most often used:

• it is possible to terminate the current employment contract with a part-time worker and conclude a new employment contract with the employee at the main place of work;
• amend the current employment contract, indicating that the employee is moving from a part-time job to his main place of work.

In the first case, the reason for terminating the current employment contract may be a statement by the employee by agreement of the parties or at his own request. Let's consider what changes should be made to personnel documents when choosing the second design option.

Additional agreement on establishing full-time work and transferring a part-time worker to full-time

In case of changes in the terms of the employment contract with the employee (transfer to full-time work), the conclusion of an additional agreement between the employee and the employer is a mandatory condition. The agreement must reflect that from such and such a date the employee works at the workplace as at the main place of work, as well as the fact that the employment contract takes into account changes related to the establishment of full-time working hours and remuneration for the employee.

At the next stage, an order is issued to establish full working hours, which is handed over to the employee against signature. A record of transfer to the main place of work is made in the employee’s personal card. For this purpose, the date from which the employee transfers from a part-time job to his main place of work for this employer is entered in the “Type of work” column. The necessary entries reflecting changes in working hours and pay are entered into the employee’s work book.

There is no unified form for an order establishing full-time work and transferring a part-time worker from part-time to full-time, so the order can be drawn up in free form.

Establishing full-time working hours for an employee working at his main place of work

Let's imagine a common situation: when hired at the main place of work, the employee reached an agreement with the employer to establish a part-time working schedule. After working for some time, the employee, on his own initiative and in agreement with the employer, decides to change his schedule and switch to full-time work. How is such a change formalized in this case?

• A request to establish full working time from an employee employed by the employer at the main place of work at 0.5 rates can be satisfied if there is a full staff unit (units) in the staffing table. If there is none, then you will need to enter 0.5 pcs. units or withdraw 0.5 pcs. units and add 1 pc. units
• An employee application is drawn up with a request to establish full working time:

“Please set me a full standard of working hours starting from “_”_” 2016. »

3. An additional agreement to the employment contract is drawn up, since the part-time working regime was established temporarily (this nuance must also be specified in the order and application of the employee). The agreement reflects new standards of working time and rest, the procedure and amount of remuneration and other changes that are significant.

4. An order is issued to establish full working time.

In general, the employer reserves the right to refuse to change the working hours and establish a new standard of full working time for the employee.

Attention should also be paid to those cases when the initiative to change the working hours due to objective production, economic or organizational reasons comes from the employer. In this case, the employer is obliged to offer the employee a job in the same specialty, position and qualifications as specified in the employment contract valid at the time of the offer. Moreover, such a change, according to the current norms of the Labor Code, is considered significant, since it affects the basic conditions of the employment contract. Therefore, the management of the enterprise is obliged to warn the employee about impending changes no later than 2 months in advance.

The additional agreement stipulates a change in the clause of the employment contract that reflects the duration of working hours: the full duration of working hours is prescribed.

Order establishing full working time

The order establishing full-time working hours must include the name of the organization, the date and number of the document, the city and address where the organization is located. The administrative part includes changes to the working conditions specified in the previously drawn up additional agreement (see above). The amount of the established salary is also prescribed, and the individual details of the specialist are indicated, including position and personnel number. The order is certified by the signature of the manager, affixed with the seal of the organization and handed over to the employee for review against signature.

The legislation establishes the need to form a special work schedule, which establishes time intervals for working hours. It is prepared in advance.

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The employee must be familiarized with the work schedule before he signs the employment agreement. Sometimes it becomes necessary to change your work schedule.

In this case, a special order must be drawn up. The format of this document has some of its own characteristics. You should definitely familiarize yourself with all of them in advance.

Required information

At any enterprise where there are employees, regardless of the form of ownership, document flow must be carried out accordingly.

It has its own characteristics, all of which will need to be familiarized with in advance. One of the mandatory documents to be drawn up is precisely.

It includes periods of work and rest. But sometimes circumstances arise that require a change in the work schedule. To do this, it will be necessary to draw up a special order.

But before you start compiling it, you should consider the following questions:

• definitions;
• purpose of the document;
• legal grounds.

Definitions

Today, the format of the work schedule itself, as well as the order, must be drawn up in accordance with pre-established legislative standards. You will need to familiarize yourself with all of them.

Since violation of labor laws will lead to fines and administrative penalties. First, you need to familiarize yourself with the terms used in regulatory documents.

The most significant ones include the following:

• "shift work";
• "schedule";
• “sliding/flexible schedule”;
• "shift schedule";
• "wage";
• "work time";
• "running hours".

Under "shift work"	Employment is implied when work takes place at different times in accordance with the shift schedule. A schedule of this type is drawn up in accordance with the Labor Code of the Russian Federation. It is important to remember that a shift work schedule can only be used for certain types of work. Their list is reflected in the legislation
"Schedule"	A pre-drawn schedule that reflects the employee’s work and rest time. In accordance with this document, the duties assigned to the employee are performed. The employee is familiarized with the procedure for drawing up this schedule by signing. If there is disagreement, a special act is drawn up
"Rolling/flexible schedule"	A schedule that is usually drawn up by the employee and the employer together. After which the document is signed bilaterally. Many people misunderstand the purpose of this type of document. The uninformed believe that with such a schedule, the employee performs his duties at his own request. A sliding schedule only takes into account the wishes of the employee himself
"Shift schedule"	A special document that reflects the list of time during which the employee must perform his immediate duties. Such a document establishes a routine for all employees performing duties at a specific workplace. It is worth familiarizing yourself with the specifics of drawing up such documents in advance.
"Wage"	The amount of money that an employer undertakes to pay its employee when he performs his immediate duties. The basis for calculating and calculating wages is the work schedule. “Working time” is the time during which an employee performs his duties. Reflected in the work schedule
"Clock running"	Total number of hours worked. This point is important to remember when creating a work schedule. Since the number of such hours within one month should not exceed a predetermined amount. Otherwise, there is a high probability of penalties being imposed by the labor inspectorate.

Purpose of the document

Today, a document such as a work schedule simultaneously solves several problems:

At the same time, the work schedule is a legally important document. On its basis, in the event of a violation of rights, an employee can sue or otherwise interact with his employer. The situation is similar with the employer.

Based on a violation of the work schedule, he can bring his employee to administrative liability up to.

Legal grounds

The document itself does not have a format established by law.

It is compiled in free form, manually or using special software. But at the same time, it is necessary to comply with all previously established legislative norms in this regard.

Since restrictions are established on the duration of working hours and other characteristics. The fundamental legal document is.

It includes the following sections:

This document includes the following main sections:

	What is meant by the concept of “working time”, what is the normal duration of this time
	Reflects the possibility of drawing up a work schedule with reduced working hours
	What is “part-time work”
	Allowable daily working hours
	Length of the working day immediately before a non-working/holiday day on the calendar
	How working hours are determined at night
	In what cases is it possible to perform direct duties outside of standard working hours?
	The issue of working overtime is reflected

Violation of labor laws when drawing up the appropriate schedule size is simply not acceptable. It is also important to remember that there are special legislation.

Their effect extends only to certain types of employed citizens. For example, civil servants, doctors. This should be taken into account when drawing up a work schedule for such citizens.

Sample order to change an employee’s work schedule

Formation of a work schedule is also a serious undertaking that requires good knowledge of the legislation.

If legal norms are not observed, there is a high probability of difficulties arising with the labor inspectorate and other regulatory authorities.

Before you start creating an order, it is worth considering the following questions:

• who makes the decision;
• document generation;
• example of filling.

Who makes the decision

The decision to make changes to the work schedule is made by the executive body of the enterprise.

In addition to him, the following persons may participate in the formation of a new schedule:

• the immediate superior of the persons whose work hours are reflected in this document;
• Chief Accountant;
• personnel worker;
• directly the employee himself;
• others.

But at the same time, the opinion of the executive body of the enterprise is decisive. This may be the executive/general director or another person with sufficient authority.

The type of order in question must be signed with transcripts by the following persons:

If there are any violations of the rights of an ordinary worker, then if you contact the labor inspectorate/court, the order can be canceled.

It is only important to remember some of the nuances of interaction with these structures.

Formation of the document

The work schedule itself can be changed in two ways:

It is indicated that changing the working hours is possible only by agreement of the parties. Moreover, it must be in writing.

Otherwise, the document will simply be declared illegal. Situations are indicated when an order can be drawn up to change the schedule without the consent of the employee.

Moreover, this is allowed only in some individual cases when the following changes:

• organizational working conditions;
• technogenic working conditions.

Accordingly, there must be sufficiently serious reasons to change the schedule.

Photo: additional agreement on schedule changes

Filling example

If for some reason there is no experience in drawing up orders of the type in question, then it is worth familiarizing yourself with a correctly formed sample in advance.

This way it will be possible to avoid the occurrence of a large number of different problems and difficulties.

An order of this type should include the following main sections:

• Name;
• serial number and date of compilation;
• place of compilation;
• name of the enterprise drawing up the contract;
• parties to the contract with details;
• the basis for changing the work schedule is indicated;
• signatures are affixed with transcripts of the general director and the employee himself;
• the presence of a second copy is indicated - handed over to the employee himself.

Despite the fact that the format of this document is not unified by the employer, it must be drawn up in accordance with all legal regulations.

Nuances when drawing up

When drawing up a new schedule, as well as an order, the features associated with individual officials should be taken into account. Moreover, such features are present in a fairly wide range of different cases.

.

In some situations, an employee's annual leave may be extended or postponed to another date.

Transfer of vacation in accordance with Art. 124 of the Labor Code of the Russian Federation is possible in the following cases:

• if the employee was not paid on time for the period of annual paid leave;
• if the employee was notified of the start time of this vacation later than two weeks before its start;
• when granting leave to an employee in the current working year may adversely affect the normal course of work of an organization or individual entrepreneur;
• in case of temporary disability of the employee;
• the employee performs state duties during his annual paid leave, if the labor legislation provides for exemption from work for this purpose;
• in other cases provided for by labor legislation and local regulations.

The employer formalizes the transfer of annual paid leave by an appropriate order.

Since a unified form for this document has not been established, I offer you a sample order to transfer vacation:

Limited Liability Company "Palitra - M"

06/10/2017 No. 24 P

About postponing vacation

Based on Part.

1 tbsp. 124 of the Labor Code of the Russian Federation in connection with the illness of the deputy chief accountant T.S. Novikova during the annual main paid leave

I ORDER:

transfer the annual main paid leave of Deputy Chief Accountant T.S. Novikova duration of 14 (fourteen) calendar days for the dates from June 11 to June 24, 2017.

Reason: sick leave from T.S. Novikova.

Director K.M. Zapolny

I have read the order:

Deputy Chief Accountant T.S. Novikova

Order on Changing Store Hours Sample. An entry about working in flexible working hours in the work book. An order for recruiting an employee to work overtime on a day off or. It is still difficult to understand how this can be implemented, for example, in the work environment of a minor official or a customer service manager. We have many years of experience in the Russian supply market for kindergartens and educational institutions. Based on the order of the Ministry of Education and Science of the Russian Federation dated 2075 O
. What kind of totalitarian lawlessness was this under Stalin? Due to the need for timely preparation and submission of accounting reports. An order to switch from a replacement magazine to a new one. The legislation does not establish a strict form of order to go to work on a day off, but there are recommendations. Mandatory clauses of the order on the operating mode of the enterprise. A sign or stencil is placed on the front door of the store. Order on the operating hours of a trade organization for tax purposes sample . The duration of a daily shift can be less than four hours, if we are talking about the regime. About the operating mode of structural ones.

Sample order for organizing shift work. Schedule change order. The store's shift work schedule 99 of the Labor Code must be strictly followed. Order on transition to shift work 161 » frameborder=»0″ allowfullscreen>
What does a sample order to change the work schedule look like? Filling out an employment order is carried out on the basis of an employment contract and an application from the employee.

We all know that normal working hours cannot exceed 40 hours per week. During this time, the employee, in accordance with the internal labor regulations and the terms of the employment contract, fulfills his job duties.

Part-time work

But, for various reasons, be it personal circumstances or economic problems, not all workers, and even enterprises, can carry out business activities during a full shift.
Therefore, the legislator secures the right of the parties to establish a condition on part-time work in the employment contract.

Who has the right to work part-time?

• pregnant woman;
• one of the parents (guardian, trustee) with a child under the age of fourteen;
• one of the parents (guardian, trustee) with a disabled child under the age of eighteen;
• persons caring for a sick family member;
• an employee on parental leave;
• other employees, if a change in organizational or technological working conditions may lead to their mass dismissal.

There are the following ways to establish a part-time work schedule:

• reducing the duration of daily work or shift by a certain number of working hours;
• reducing the number of working days per week while maintaining the normal duration of daily work or shift;
• reducing the duration of a daily work or shift by a certain number of working hours while simultaneously reducing the number of working days per week.

The agreement on part-time work is drawn up in the form of an additional agreement to the employment contract and a corresponding order. Since there is no standard unified form for this order, I offer you a sample order for part-time work.

Order for part-time work (sample)

Limited Liability Company "Monolit"

07/11/2017 No. 77-K
Novosibirsk

About working part-time

Based on Part 3 of Art. 256 Labor Code of the Russian Federation

I ORDER:

1. The head of the financial department, Olga Vyacheslavovna Rumyantseva, shall be considered from July 17, 2017, to be working part-time while on maternity leave until the child reaches the age of three years.
2. Establish Rumyantseva O.V. following working hours:
working week - four days, working days - Tuesday, Wednesday, Thursday, Friday, weekends - Monday, Saturday, Sunday;
Duration of daily work is 5 hours, from 12 noon. until 17:30;
break for rest and food - 30 minutes, from 13:30.

until 14:00
3. Accountant Muzalkova A.S. accrue and pay Rumyantseva O.V. monthly child care allowance until the child reaches the age of one and a half years.
4. Accrue O.V. Rumyantseva. wages in proportion to the time worked based on a salary of 54,000 rubles in accordance with the working time sheet.
Reason: additional agreement dated July 11, 2017 No. 78/02 to the employment contract dated June 28, 2015 No. 45/67-TD.

Director N.S. Stepanov

The following have been familiarized with the order:
Head of Financial Department O.V. Rumyantseva
accountant A.S. Muzalkova

___________________________________________________________ (name of the legal entity)

Order

"___"________ ____ G.

On the introduction of shift work

Due to production needs and due to ________________ (increase in production volume, _________________________________________________________________________, increase in the length of time serving customers, customers, etc.) and also in accordance with Art. 103 of the Labor Code of the Russian Federation I order: 1. Starting from “___”________ ____, introduce for _________________________ (categories of employees)

shift work mode, including:

_________ - in 2 shifts, the duration of the shift is ________ hours;

_________ - in 2 shifts, the duration of the shift is ________ hours.

In case of shift work, set the working hours for employees ___ hours per week in accordance with the shift schedule approved by the Employer: in two, three or four shifts.

3. Approve:

1st shift: start - ___ hours ___ minutes; end — ___ hours ___ minutes;

2nd shift: start - ___ hours ___ minutes; end — ___ hours ___ minutes;

3rd shift: start - ___ hours ___ minutes; end — ___ hours ___ minutes;

4th shift: start - ___ hours ___ minutes; end - ___ hours ___ minutes.

4. During the working day, provide employees with a break for rest and food of ___________ duration, which is not included in working hours.

5. Provide employees with annual paid leave of _________________ calendar days, consisting of a basic leave of _____________________ (at least 28) calendar days; additionally _________ calendar days.

6. Calculate wages to shift workers in accordance with the staffing table and employment contracts in proportion to the time worked or depending on the amount of work performed.

7. Entrust control over the execution of the order to ______________________. (position, full name) Head /____________/ M.P. The order has been reviewed by: /______________/ “___”________ ____ /______________/ “___”________ ____ Chief Accountant /______________/ “___”________ ____

Order to change the terms of the employment contract - working hours (filling sample)

Sample document:

Attachments to the document:

What other documents are there:

What else to download on the topic “Order”:

Text version file: 2.8 kb

————————————————————————— ¦ Limited Liability Company “Rassvet” ¦ ¦ Order No. 17 on changing the terms of the employment contract ¦ ¦ ¦ ¦ g. Moscow April 09, 2009¦ ¦ ¦ ¦1. In connection with the introduction of new production technology and the use of new equipment, I order to change the terms of employment contracts of the following employees of the production department: - head of the production department A.B. Sidorova; ¦ ¦ - chief specialist V.G. Petrova; ¦ ¦- specialist K.M. Myshkin; ¦ ¦ - adjuster O.K. Rybkina. ¦ ¦2. Install as of April 10, 2009

The unit's work schedule consists of two shifts from 8-00 to 20-00 and from 20-00 to 8-00. ¦ ¦3. Appoint K.M. as responsible for drawing up a new work schedule for the production department. Myshkina. ¦ ¦ ¦ ¦General Director Rimsky Rimsky M.A. ¦ ¦ ¦ ¦I have read the order, a copy of the order has been received. ¦ ¦ ¦ ¦Head of production department Sidorov Sidorov A.B. ¦ ¦Chief specialist Petrov Petrov V.G. ¦ ¦Specialist Myshkin Myshkin K.M. ¦ ¦Adjuster Rybkin Rybkin O.K. ¦ ——————————————————————————

How to draw up an order to change the working hours (sample), how the normal working hours differ from part-time and shortened ones - more on this in the article.

From the article you will learn:

When it is necessary to issue an order to change the work schedule (sample)

Order to change the regime working hours(sample) is issued by the employer if there is a need to change the working conditions for all employees or only for part of them. This situation may occur in connection with the improvement of business processes or due to ensuring the interests of employees with the interests of the organization, ensuring work efficiency and increasing discipline.

Normal working hours (per week) should not exceed 40 hours (based on Article 91 of the Labor Code of the Russian Federation). Throughout the week, working hours must be distributed so that the main total duration does not exceed 40 hours. The most common option is an eight-hour working day with an established five-day working week, when Saturday and Sunday are considered days off.

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The definition of working hours is given in Article 91 of the Labor Code of the Russian Federation. Working hours in a brief definition, these are the established appropriate periods of time when the employee performs his work duties.

In accordance with Article 100 of the Labor Code of the Russian Federation, the established working hours are regulated by various documents:

• internal labor regulations;
• employment contract;
• other agreements concluded between employees and the employer.

Order to change working hours (sample) at the initiative of the employee

Changing working hours begins with issuing an order to change working hours (sample). The working hours of organizations are approved by local regulations. This means that all new employees who are hired by the company must familiarize themselves with the document against signature. Find out in which document you need to indicate that the employee works in .

A change in the established working hours can be initiated by both the employer and the employee. The procedure can also be carried out by mutual agreement of the parties. With such options, the corresponding changes will affect both the entire team of employees and individual employees or individual structural units or departments.

Sample order to change working hours

As a general rule, an employer can change an employee’s working hours - with the consent of the employee himself in the following manner: Labor Code of the Russian Federation. To do this, the employer enters into an agreement with the employee to his employment contract. Therefore, if an employee does not agree to a change in working hours, the employer will not be able to change it unilaterally. For more information about the procedure for changing operating conditions, see the System material.

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How to fill out a sample order to change working hours at the initiative of the employer

Employers can change the working hours for their employees if necessary. working conditions due to organizational or technological reasons (based on Article 74 of the Labor Code of the Russian Federation). This need for changes will have to be documented. It is worth considering that the exact list of reasons why an employer has the right to take such a step is not specified in the Labor Code.

An approximate list is contained in Resolution of the Plenum of the Supreme Court No. 2 of March 17, 2004. This:

1. introduction of new forms of work organization;
2. carrying out changes in labor standards;
3. introduction of new technologies or equipment upgrades at the enterprise;
4. carrying out workplace improvements;
5. development and introduction of new products into the production process, and so on.

The order of all corrections depends on the initial design of the current regime. It is necessary to consider in which documents everything was recorded .

The mode can be fixed:

• in PVTR;
• in the employment contracts of all employees;
• in individual employment contracts.

Labor regulations refer to local documents of the organization. The introduction of all amendments is regulated by Article 190 of the Labor Code of the Russian Federation. It is necessary to take into account the opinion of the trade union or other representatives of employees. If the labor regulations are an annex to the collective agreement, changes can be made taking into account the established procedure that is applied when signing the collective agreement itself.

By order to change the work schedule of employees (sample), the labor regulations in the new edition are approved. All personnel affected by all changes must be familiarized with the document against signature. Find out how and set a flexible schedule

When entering into the employment contract the start and end times of the working day, and the time of breaks, all changes relate to the significant terms of the employment contract. Moreover, an employee’s individual work schedule may not coincide with that specified in the internal labor regulations. This means that changes in working conditions are carried out taking into account Article 72 of the Labor Code of the Russian Federation. It is necessary to obtain written consent from the employee and enter into the main contract additional agreement, which will indicate that the working hours have been changed.

Order to change the operating mode (sample)

Employees are given notices about changes in working hours. If the labor regime was specified in the contract, an additional agreement is concluded with the employee’s consent. If the new regime is rejected and the changes to the labor regulations are not accepted, the employee has the opportunity to resign under paragraph seven of part one of Article 77 of the Labor Code of the Russian Federation within two months from the date of delivery of the notice.

Sometimes the administration at enterprises needs to make changes to the work schedule. This may apply to all employees, or only to a certain group of them. That is why a separate order is required.

Many organizations do this, for example, when changing between winter and summer time. Or when a serious competitor appears nearby. Among the possible reasons - expansion, re-profiling of production. Sometimes this happens because other technologies have begun to be used.

In some cases, reforms are carried out individually. The work schedule changes for individual employees due to the emergence of illnesses. Or due to being employed by another manager or undergoing training.

Developing the idea of ​​starting your own business involves creating a business plan. you can find it at the link.

Basic concepts and sample order

The working hours of employees should be regulated only by special orders.

The working hours themselves are initially set when a candidate is first hired for a particular position.

He must be informed at what time he can rest, and at what time he must report to his place. This is a mandatory clause of the employment contract that requires the signature of the other party.

The work schedule is described in one of these documents:

1. Internal regulations.
2. A contract of a collective nature, or an ordinary labor contract.

Future employees put their signature under each of these documents. This means that they agree with the working conditions and are happy with everything. You cannot unilaterally change something and then only report the changes after the fact.

You can download a sample order to change the operating mode.

Orders to change the working regime must include all employees for whom the new rule is being introduced.

The paper strictly states when the work begins and when it ends.

Order to change the employee’s routine: content requirements

The order is issued on the company's letterhead. It must include the following details:

1. Visas.
2. Signature of the managers.
3. The main part of the text.
4. Title to the text.
5. The number assigned to the document.
6. Place of publication, date information.
7. Document's name.
8. The name of the enterprise itself.

Sometimes it is necessary to sign various papers for another person. you will find it at the link.

It is important to cover not only issues related to the new working conditions themselves. But also, for example, information on wages in connection with the changed schedule.

Features of documentation

The main requirement is that all employees be notified in advance that their work schedule has changed.. This is usually notified no later than two months before changes are made. This even applies to situations where the changes themselves are temporary.

If you decide to quit your job, you must write a statement. You can see an example of an application for resignation at your own request.

The notification must also contain information about why the enterprise now needs to switch to this work schedule.

It is necessary to provide information about what rights and responsibilities each employee has in such a situation. And about the period within which the employee must give an answer, agree to such a regime, or refuse it.

The employer may offer other jobs to those who, for whatever reason, are not satisfied with the changes. Otherwise, the employment contract is terminated on a general basis.

How are you paid if your work schedule changes?

This is especially true for those who are temporarily assigned full-time work. That is, if the duration of each working day is increased separately.

If the hours are extra, but do not count as overtime

This issue is resolved in part one, article 99 of the Labor Code. It says that overtime work receives the status if an employee performs it on the initiative of the manager, and if the process itself goes beyond the previously established working hours.

If a transition is made from part-time to full-time work, and the basis is an additional agreement, the additional hours are not considered overtime.

For example, if the company has a standard 40-hour work week. Then the work is not considered overtime if the additional hours fall within this standard.

Changes in operating hours in the timesheet: how to reflect correctly?

NS or 25 – respectively, the letter and number designation of the part-time working mode. This is necessary to fill out forms No. T-12, or documents developed independently by the company’s management.

If a document is filled out incorrectly, it is subject to mandatory destruction. You will find the rules for this procedure and an example of an act on the destruction of documents.

If the work schedule is not full-time, then payment is made in proportion to the time worked.

How can I set a shift work schedule?

Relevant changes are first made to the internal regulations. Changes are not required only in situations where the procedure for organizing shift work was established earlier.

In this case, you must perform the following steps:

1. Start by issuing an order stating that such a schedule has been established.
2. Provide each employee with at least 60 days' notice that work hours will be changed. Notifications must be made in writing only.
3. Next, the shift schedule is approved. This is done no later than one month before the two-month notice period expires.
4. An additional agreement is concluded with each employee if there are no objections in this regard. The time that was actually worked is entered in the time sheet.
5. If someone does not agree, he is offered another place.

Shift work is a process that includes two, three, or four shifts. This schedule can be introduced if production takes longer than daily work.

Sometimes such innovations are necessary for more efficient use of equipment. Or increasing the volume of products or services provided.

Shift schedules must be communicated to employees no later than a month before they take effect.

This should also be reflected in the labor regulations. The internal regulations for each organization are a local regulatory act, which is regulated only by the legislation of the Russian Federation, or by laws at the local government level.

To understand how to create shift work schedules in 1C, watch this video: