There are many opportunities for a stable income. You can spend all day in the office, or you can choose a part-time job. This part-time job is especially relevant for students who combine work and study.
First, the document must take into account the hours of operation, as well as the production time. Secondly, it is important to specify the payment process. In some cases, employers prefer to pay such workers at the end of the day or at the end of the week.
Signing a contact on an abbreviated schedule may be employee-specific. To do this, he needs to write to his superiors a request for a transfer for fewer hours.
A schedule like this would be ideal for citizens such as:
- pregnant woman;
- a guardian or parents whose child has not reached the age of 14;
- a person caring for disabled relatives;
- a person with a disability.
Happen different situations in life, when an employee finds himself in such conditions quite unexpectedly for himself. That is why he can request a translation (it is important that such an opportunity is provided for by an employment contract, for example, for a seller; details).
In addition, there is little that a pregnant employee can actually help, especially when working full hours. In this case, employers themselves can offer to reduce the hours, while maintaining the salary.
How to draw up a part-time employment contract correctly?
A properly drafted document for part-time workers will be beneficial to both parties. With such work, of course, there is an appropriate salary, as well as many nuances that are recommended to be taken into account.
Employers often think about how to correctly draw up a document. The law of the Russian Federation took into account all the nuances, describing the process of drawing up a contract in the Labor Code, article 65. Working hours directly depend on those specified in the document.
Therefore, the schedule is drawn up depending on:
- the head;
- employee;
- work.
Special salary payments are beneficial for employers, since an employee may well perform the same amount of work as permanent employees. Sometimes the daily routine depends on the job, for example, a bartender in a bar with set opening hours.
As a result, the rules for drawing up such documents can be studied by referring to the Code of the Russian Federation.
How to prescribe part-time work in an employment contract?
The work book, like the passport of each employee, does not take into account the number of hours worked. Entries may only contain information about the position, company and reasons for dismissal with dates.
The document for part-time working hours must include information about how many hours the employee must work in one day. For example, it is indicated 6 days a week, from 12:00 to 16:00. It is at this time that the employee must arrive at the place of work, complete the entire daily volume and leave work no earlier than 4 pm.
In this case, rules are additionally established that track the time of arrival and departure. The employer also indicates the required number of hours per week. It usually depends on the work schedule of the organization itself.
How to specify the salary in a part-time employment contract?
The contract must contain the size of the salary. And also the method: calculation in accounting, translation into bank card etc.
However, there is a nuance here. Salary should be indicated according to the position. In other words, if a full-time employee receives 20,000 rubles, then a part-time employee should see exactly the same amount in the document.
At the same time, the terms of an additional agreement are additionally prescribed, where it is indicated that the funds are paid exactly half of the full salary. That is, a part-time employee will receive 10,000 rubles.
Supplementary agreement to a part-time employment contract
Additional agreements are regulated by article 72 of the Civil Code of the Russian Federation. The obligations and rights of all parties to the contract are formalized in writing and certified by signatures. There are no rules for the design of such additions to the document.
Agreements almost always accompany the contract if changes are needed. Such a change would be a request to transfer an employee from full-time to part-time. It is necessary to prescribe the hours of work, as well as to specify the salary.
Sample part-time employment contract
An employment contract must be drawn up in accordance with the rules of the Labor Code of the Russian Federation.
A sample 2018 sample can be downloaded here:
Example of a part-time employment contract
A sample employment contract must contain the following information:
- the time period for which the contract is concluded;
- reasons for drawing up such an agreement (pregnancy, disability, etc.);
- the amount of remuneration.
It is drawn up in two copies, certified by personal signatures.
Employment contract with part-time worker template
The template is drawn up in writing and must contain the following information:
- information about the employer and employee;
- duties of the parties;
- salary;
- the responsibility that the parties will incur as a result of the breach of the contract;
- details of the parties;
- personal signature.
The conclusion of an employment contract is allowed not only for a full, but also for an incomplete working day. Let's take a closer look at the essence and features that make it possible to draw up an employment contract for 0.5 rates, a sample of paper and the legal framework for regulating its action.
Legal framework for part-time employment
It is possible to employ a citizen on a part-time basis on the basis of the current labor legislation, namely Article 93 of the Labor Code of the Russian Federation. In this case, a prerequisite is the voluntary nature of such admission to the position.
At the same time, an entry is not made about the fact of transfer to a part-time rate in the labor book. In the event that a hired citizen has to perform a smaller amount of work and responsibilities, then this is prescribed in the job description.
Basic concepts
Salary. It is made on the basis of the calculated proportional volume of work performed or hours worked. The type is agreed directly with the manager.
Work schedule. This is a mandatory requirement that indicates for what time period an employee will need to perform his job duties.
Probation. Persons employed at 0.5 rate. Do not have any restrictions on passing the probationary period.
Existing work schedules
The work schedule, if a part-time employment contract is concluded, there may be several options:
- daily visit to the workplace at certain hours;
- part-time work week, where the employee may have more days off.
Kinds
Depending on the type, an employment contract with a part-time employee can be concluded for a specific period (urgent) or without restrictions (indefinite). It depends only on the desire of the manager and the specifics of the organization of the work process in this company.
Urgent
An urgent TD (based on the current article 58, part 1 of the Labor Code of the Russian Federation) is drawn up if an employee is officially accepted for a certain position.
Note! The term of such an agreement does not exceed 5 years.
Indefinite
An open-ended employment contract does not have any time frames and restrictions on the employment of a citizen. You can transfer it to part-time work without terminating the agreement, because it clearly indicates the hours of work.
Part-time employment contract
TD for 0.5 rates is drawn up directly in the HR department, in rare cases - by the head himself. At the same time, it is important to take into account and comply with all sections of the agreement.
General Provisions
Part-time contract mandatory should include the following information about:
- organizations where the citizen will be employed;
- an employee who is employed (passport data, educational diplomas, individual information);
- labor and official duties, conditions of their performance;
- working time schedule;
- rest time;
- the rights and obligations of the parties to the relationship of a labor nature;
- social guarantees provided to an employee;
- the terms of the agreement, the date of entry into force;
- terms of payment of wages.
At the end, the document is sealed with the personal signatures of all parties to this process.
Download a sample part-time employment contract
Peculiarities
The main feature of drawing up such an agreement is the impossibility of exercising this right in all areas of labor activity. So, for example, in state institutions or during the passage of municipal service, such labor Relations.
Install incomplete working day also allowed for pregnant women, parents / guardians of persons under 14 years of age, disabled or sick family members with supporting documents.
In all other situations, a similar wording is allowed, but in the event that there is mutual agreement.
Agreement with the director
To transfer a manager to a part-time job, you will need to draw up supplementary agreement... It is necessary to prescribe the conditions and changes that have occurred in the organization, in connection with which a person is transferred to 0.5 rates.
Part-time work
It is allowed to draw up a TD for 0.5 part-time rates, taking into account certain features, namely:
- working hours do not exceed 4 hours / day;
- granting leave at two places of employment;
- a limited list of persons with whom the conclusion of such a TD is allowed.
Fig. 2 An example of a TD concurrently.
Registration procedure
The employee must provide an application. If its text contains references to legal rights, then the head has no right to refuse him. If the employee's interests are violated, the latter is allowed to file a statement of claim with the court.
Preparation of a statement
The application is submitted on paper to the name of the head of the organization. It is compiled in free form.
Rice. 3. A sample of a ready-made application
Order
The drawing up of the order also takes place in a free form, but without forgetting about the requirements of business management. It is worth identifying important provisions regarding the period of work, the basis for establishing, as well as the conditions for the payment of wages.
Rice. 4. Example of order
Supplementary agreement
V in this case add. agreement - a document in which the text of the main agreement is spelled out and amended. Its conclusion is necessary in the presence of those situations when the employee wishes to exercise his right to carry out activities on a part-time schedule.
The document has the following structure:
- information of all parties to the labor relationship (employee and manager);
- Name of the organization;
- the position held by the employee;
- items that have been corrected and changed.
The reduction of the risk of fines and the possibility of actions within the framework of the current legal legislation depend on the correctness of drawing up such an agreement.
Supplementary Agreement No. 1
LLC "ECOSTROY", hereinafter referred to as the "Employer", represented by the director Nikolai Vladimirovich Makhonin and Alexander Ivanovich Terekhin (passport of a citizen of the Russian Federation: series 62 05 N 456123, issued on 21.01.2004 by the Railway Department of Internal Affairs of Ryazan), acting in its own interests and on their name, hereinafter referred to as the "Employee", guided by the agreement reached, have agreed on the following:
1. Provide the Employee with a part-time job.
The working week is four days with three days off:
Working days - Monday, Tuesday, Wednesday, Thursday
Days off - Friday, Saturday, Sunday.
3. Remuneration to the Employee is made in proportion to the time worked.
4. Term of this Agreement:
PART-DAY RECEPTION AT THE MAIN WORK
Legal basis: Labor Code of the Russian Federation, Art. 93, 256
Note to the personnel officer:
Incomplete work time can be set as a part-time working day (shift) or part-time working week
Part-time work can be established by agreement between the employee and the employer, both upon hiring and subsequently
The employer is obliged to establish part-time or part-time work at the request of:
Pregnant woman
One of the parents (guardian, trustee) who has a child under the age of 14 (a disabled child under the age of 18)
A person caring for a sick family member in accordance with a medical report
The employee is paid in proportion to the time worked by him or depending on the amount of work performed by him.
There are no restrictions on the duration of the main annual paid leave, the calculation of seniority and other labor rights (Article 93 of the Labor Code of the Russian Federation)
In case of part-time work, the employee's right to a shortened pre-holiday day is retained (Article 95 of the Labor Code of the Russian Federation)
In the case of part-time work, the standard working time is the length of the working day established for the employee, therefore, working hours worked in excess of established regime part-time work is considered overtime (Article 99 of the Labor Code of the Russian Federation).
In case of part-time work, the employee's right to a shortened pre-holiday day is retained (Article 95 of the Labor Code of the Russian Federation).
In the case of part-time work, the standard working time is the length of the working day (weeks) established for the employee, therefore, working hours worked in excess of the established part-time mode are considered overtime (Article 99 of the Labor Code of the Russian Federation).
1. Submission by the employee of the documents required for hiring.
The list of documents presented when concluding an employment contract is determined by article 65 Labor Code RF
See the list of documents to be presented when concluding an employment contract
Labor Code of the Russian Federation, article 65. Documents to be presented when concluding an employment contract
When concluding an employment contract, a person applying for work presents to the employer:
passport or other identity document
work book, with the exception of cases when an employment contract is concluded for the first time or an employee enters a job on a part-time basis
state pension insurance certificate
military registration documents - for persons liable for military service and persons subject to conscription
a document on education, qualifications or special knowledge - when applying for a job requiring special knowledge or special training
a certificate on the presence (absence) of a criminal record and (or) the fact of criminal prosecution or on the termination of criminal prosecution on rehabilitating grounds, issued in the manner and in the form established by the federal body executive power carrying out functions for the development and implementation of state policy and legal regulation in the field of internal affairs - when applying for a job related to activities, to the implementation of which, in accordance with this Code, other federal law is not allowed persons who have or have had a criminal record, subject to or subjected to criminal prosecution.
In some cases, taking into account the specifics of the work, this Code, other federal laws, by decrees of the President Russian Federation and decrees of the Government of the Russian Federation may provide for the need to present additional documents when concluding an employment contract.
2. Submission by the employee of a job application.
The Labor Code of the Russian Federation does not provide for an employee to submit a job application. Therefore, this step is optional. However, in practice, it is with this that the registration for a job begins, tk. This enables the personnel worker to see the visa of the head of the organization, which confirms his consent to accept the applicant for a job. a unified form of this application is not provided by law, and is stored in the employee's personal card.
3. Familiarization of the employee against signature with the internal labor regulations, job descriptions, and other local regulations.
The procedure for familiarizing an employee with local regulations is not legally enshrined, so the employer has the right to choose the most convenient way:
An acquaintance sheet with local regulations, which is stitched together with local regulations
Employee familiarization log with local regulations
Inclusion in the text of the employment contract of a clause on familiarizing the employee with local regulations.
When hiring (before signing an employment contract), the employer is obliged to familiarize the employee against signature with the internal labor regulations, other local regulations directly related to labor activity employee, collective agreement(Article 68 of the Labor Code of the Russian Federation).
The date of familiarization of the employee with local regulations must be no later than the date of signing the employment contract, or coincide with it.
4. Signing an employment contract and a liability agreement (if there are grounds)
In the employment contract, it is necessary to prescribe the mode of part-time work and rest time. In the section "Conditions of remuneration", the full official salary (tariff rate) is indicated according to the staffing table and it is prescribed that the employee is paid in proportion to the hours worked at the rate of the established tariff rate (official salary).
5. Registration of an employment contract in the Journal of registration of employment contracts.
6. Registration of an order (instruction) on employment
Hiring is formalized by the order (order) of the employer, issued on the basis of the concluded employment contract. The order of employment is announced to the employee against signature within three days from the date of the actual start of work (Article 68 of the Labor Code of the Russian Federation).
The order (order) on hiring has a unified form - No. T-1 (about hiring an employee) or No. T-1a (about hiring workers), approved by the Resolution of the State Statistics Committee of the Russian Federation No. 1 of 05.01.2004.
When filling out the line “conditions of employment”, it is necessary to indicate that the employee is employed on a part-time basis.
When filling out the line "with a tariff rate (salary)", you must indicate the size of the rate (salary) according to the staffing table.
7. Registration of an order in the Register of orders
8. Familiarization of the employee with the order against signature
The order (order) of the employer for employment is announced to the employee against signature within three days from the date of the actual start of work (Article 68 of the Labor Code of the Russian Federation).
At the request of the employee, the employer is obliged to issue him a duly certified copy of the said order (instruction).
9. Registration of the employee's personal card
The personal card has a unified form - No. T-2. approved by the Resolution of the State Statistics Committee of Russia dated 05.01.2004 No. 1.
With the information entered in the personal card, and the entry made in the work book, the employee gets acquainted with signature on pages 2 and 3 of the employee's personal card.
10. Making a record of employment in the employee's work book
Part-time employment contract (options are provided: main place of work / part-time work for an indefinite term of the contract / fixed-term employment contract with a trial period / without a trial period) (general form)
EMPLOYMENT CONTRACT N ____
1. General Provisions. Subject of the contract
1.1. The employee is accepted by the Employer to perform following works: ________________________________________________ in the position ________________________.
1.2. Work under the contract is the main one for the Employee.
(option:
1.2. Work under the contract is performed in free time from the main job on the terms of internal part-time job (or external part-time job)).
1.3. The place of work of the Employee is _______________________________, located at the address: _____________________________________________.
1.4. The employee reports directly to ____________________________________.
1.5. The Employee's labor under the contract is carried out in safe conditions. Labor duties of the Employee are not related to the performance of heavy work, work in areas with special climatic conditions, work with harmful, hazardous and other special conditions labor.
1.6. The contract comes into force from the day it is signed by the Employee and the Employer.
1.7. Start date of work - "___" __________ ____
1.8. This employment contract is concluded for an indefinite period.
(option:
(option:
1.9. In order to verify the Employee's compliance with the assigned work, the parties agreed to conduct a test within _____ months.
1.10. If the test period has expired, and the Employee continues to work, then he is considered to have passed the test, and the subsequent termination of the contract is allowed only on a general basis).
2. Rights and obligations of the Employee
2.1. Job responsibilities of the Employee:
- ______________________________________________________________________
- ______________________________________________________________________.
2.2. Worker:
2.2.1. Complies with the Internal Labor Regulations, labor discipline, labor protection and labor safety requirements.
2.2.2. Carefully treats the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and the property of other employees.
2.2.3. Immediately inform the Employer about a situation that poses a threat to the life and health of people, the safety of the Employer's property (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property).
2.3. The employee has the right to:
Amendment and termination of the contract in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws
Providing him with work stipulated by the contract
A workplace that meets state labor protection regulations and the conditions stipulated by the collective agreement (if any)
Free provision of special clothing, special footwear and other means individual protection in accordance with the established norms
Timely and full payment wages in accordance with their qualifications, the complexity of work, the quantity and quality of work performed
Rest, provided by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working holidays paid annual leave
Complete reliable information about working conditions and labor protection requirements at the workplace
Professional training, retraining and advanced training in the manner prescribed by the Labor Code of the Russian Federation, other federal laws
Association, including the right to form and join trade unions to protect their labor rights, freedoms and legitimate interests
Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any)
Collective bargaining and the conclusion of collective agreements and contracts through their representatives, as well as information on the implementation of the collective agreement (if any), agreements
Protection of their labor rights, freedoms and legal interests by all means not prohibited by law
Resolution of individual and collective labor disputes, including the right to strike, in the manner prescribed by the Labor Code of the Russian Federation, other federal laws
Compensation for harm caused to him in connection with the performance of labor duties, and compensation for moral harm in the manner established by the Labor Code of the Russian Federation, other federal laws
Compulsory social insurance in cases stipulated by federal laws.
2.4. Failure to include in the employment contract any of the rights and (or) obligations of the Employee established labor legislation and other regulatory legal acts containing norms labor law, local regulations, cannot be considered as a refusal to exercise these rights or fulfill these obligations.
3. Rights and obligations of the Employer
3.1. The employer has the right:
Change and terminate the contract with the Employee in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws
Encourage the Employee for conscientious and efficient work
Require the Employee to fulfill his job duties and respect the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees, to comply with the Internal Labor Regulations
Bring the Employee to disciplinary and material liability in the manner prescribed by the Labor Code of the Russian Federation, other federal laws
Adopt local regulations
Conduct, in accordance with the Regulation on Attestation, attestation of the Employee in order to identify the real level of the Employee's professional competence
Conduct, in accordance with the Regulations on the assessment of labor efficiency, an assessment of the effectiveness of the Employee
With the consent of the Employee, involve him in the performance of individual assignments that are not part of the employee's job duties.
With the consent of the Employee, involve him in performing additional work in another or the same profession (position) for an additional fee.
3.2. The employer is obliged:
Comply with labor laws and other regulatory legal acts containing labor law norms, local regulations, collective agreement terms (if any)
Provide the Employee with work stipulated by the contract
Ensure safety and working conditions that meet state regulatory requirements for labor protection
Provide the Employee with equipment, tools, technical documentation and other means necessary for the performance of labor duties
Provide the Employee with equal pay for work of equal value
Pay in full the salary due to the Employee within the time limits established in accordance with the Labor Code of the Russian Federation, the collective agreement (if any), the Internal Labor Regulations
Conduct collective bargaining, as well as conclude a collective agreement in accordance with the procedure established by the Labor Code of the Russian Federation
Provide the Employee's representatives with complete and reliable information necessary for concluding a collective agreement, agreement and monitoring their implementation
Introduce the Employee against signature with the adopted local regulations directly related to his work activity or position in the organization
Timely fulfill the orders of the federal executive body authorized to conduct state supervision and control over compliance with labor legislation and other regulatory legal acts containing labor law norms, other federal executive bodies exercising control and supervision functions in the established area of activity, pay fines, imposed for violations of labor laws and other regulatory legal acts containing labor law
Consider the submissions of the relevant trade union bodies, other representatives elected by the Employee on the identified violations of labor legislation and other acts containing labor law, take measures to eliminate the identified violations and report on the measures taken to these bodies and representatives
Create conditions that ensure the participation of the Employee in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any)
Provide the everyday needs of the Employee related to the performance of labor duties
Carry out compulsory social insurance of the Employee in the manner prescribed by federal laws
Compensate for harm caused to the Employee in connection with the performance of labor duties, as well as compensate for moral harm in the manner and under the conditions established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation
Fulfill other obligations stipulated by labor legislation and other regulatory legal acts containing labor law norms, collective agreement (if any), agreements, local regulations.
4. Working hours and rest times
4.1. Reduced working hours are established for the employee.
4.2. The following working hours are established for the employee:
With the provision of ___ days off: _____________________.
Duration daily work- ___ hours, from ___ hours ___ minutes to ___ hours ___ minutes
Break for rest and meals - ___ minutes from ___ hours ___ minutes to ___ hours ___ minutes.
4.4. For family reasons and others valid reasons At his request, the Employer can provide an employee with unpaid leave.
4.4.1. In cases stipulated by law, the Employer is obliged to provide the Employee with unpaid leave.
5. Terms of remuneration
5.1. For the performance of labor duties, the Employee is set an official salary (tariff rate) in the amount of ________ (________________________________) rubles per month.
5.2. Labor remuneration is made in proportion to the hours worked.
5.3. The employer sets additional payments, allowances and incentive payments. The sizes and conditions of such additional payments, allowances and incentive payments are determined in the Regulations on employee bonuses (approved by the Employer "___" ________ ____), which the Employee is familiar with when signing the contract.
5.4. The salary is paid to the Employee by issuing cash Money at the Employer's cash desk (option: by transferring to the Employee's bank account) at least every half month (___ of the current month - for the first half of the month and ___ of the month following the worked month - the final payment for the worked month). If the day of payment coincides with a day off or a non-working holiday, payment of wages is made on the eve of this day. Payment for the vacation is made no later than three days before its start.
5.5. Deductions may be made from the employee's salary in cases provided for by the legislation of the Russian Federation.
5.6. The employer transfers taxes from the employee's salary in the amounts and in the manner prescribed by the current legislation of the Russian Federation.
6. Responsibilities of the parties
6.1. The parties are responsible for non-fulfillment or improper fulfillment of their duties and obligations established by law, the Internal Labor Regulations, other local regulations of the Employer and this employment contract.
6.2. For non-fulfillment or improper fulfillment by the Employee through his fault of the labor duties assigned to him, the Employee may be subject to disciplinary action, provided for by Art. 192 of the Labor Code of the Russian Federation.
6.3. The parties may be held liable for material and other types of legal liability in the cases and in the manner provided for by the Labor Code of the Russian Federation and other federal laws.
7. Modification and termination of an employment contract
7.1. Changes to the terms of the employment contract determined by the parties are allowed only by agreement of the parties, which is drawn up by an additional agreement, which is an integral part of this employment contract.
7.1.1. Changes and additions to the terms of this employment contract may be made by agreement of the Parties when changing the legislation of the Russian Federation, the collective agreement, local regulations of the Employer, as well as in other cases provided for by the Labor Code of the Russian Federation.
7.2. The grounds for terminating this employment contract are:
7.2.1. Agreement of the parties.
7.2.2. Termination of an employment contract at the initiative of the Employee. In this case, the Employee is obliged to notify the Employer no later than two weeks before the expected date of termination of this contract. The course of the specified period begins on the next day after the Employer receives the Employee's application for dismissal.
7.2.3. Termination of the employment contract at the initiative of the Employer.
7.2.4. Other grounds provided for by the labor legislation of the Russian Federation.
7.3. The day of termination of the employment contract in all cases is the last day of work of the Employee, except for cases when the Employee did not actually work, but he retained his place of work (position).
7.4. The employer has the right to decide on the implementation compensation payment To an employee in the amount of _______________ in case of _________________________.
7.5. On the day of termination of the employment contract, the Employer is obliged to issue the Employee with a work book and make payments with him in accordance with Art. 140 of the Labor Code of the Russian Federation. At the written request of the Employee, the Employer is also obliged to provide him with duly certified copies of documents related to the work.
8. Final provisions
8.1. A dispute or disagreement between the parties arising from the fulfillment of the terms of this agreement shall be settled through direct negotiations between the Employee and the Employer.
8.1.1. If no agreement has been reached between the parties, then the dispute shall be resolved in the manner prescribed by the legislation of the Russian Federation.
8.2. In all other respects that are not provided for by this employment contract, the parties are guided by the legislation of the Russian Federation.
8.3. This agreement has been drawn up in two copies having the same legal force, one of which is kept by the Employer, and the other by the Employee.
Part-time employment contract
An employment contract is a document that establishes an employment relationship between an employer and a person hiring a job. When drawing up an employment contract, it is taken into account what kind of work the future employee is counting on - part-time or full-time.
What can be a part-time job?
Incomplete day according to Art. 93 of the Labor Code of the Russian Federation is of several types. These include:
On a part-time basis, the employee is not limited in any way in his rights. Payment of wages occurs for total working hours or depends on production rates.
The employer is obliged to provide part-time employees with:
How is an employment contract concluded?
An employment contract is drawn up when a person is hired. The parties to the contract are the employer, that is, the owner of the organization, company, firm and the person directly hiring. By signing the contract, the employee confirms his obligations to perform work functions in accordance with all the conditions of the employer and adherence to the established work schedule. At the same time, the employer undertakes to pay for labor and provide all the required conditions for work.
The contract must indicate:
If an employee enters into a part-time or full-time employment contract, then he must provide documents:
When employing minors or under conditions harmful work additionally, a certificate from a medical institution is provided.
The employment contract is concluded by an employee of the personnel department of the enterprise. In order to protect your rights in employment at new job, it is recommended to apply for services to professional lawyer... If a part-time employment contract is concluded, a sample can also be obtained from specialists or downloaded from the website.
What rights does a part-time worker have?
A part-time offer can be made by the employee himself or by his employer. But the approval of such a schedule occurs only if the employee does not mind working part-time. He must be notified about this two months in advance.
Part-time conditions do not affect the employee's rights at all. The employee has the same paid leave as other full-time employees. In case of an incomplete day, all holidays are preserved, and compensation is paid based on the average wage for one month.
The employee works at 0.5 rate. How to reflect in the contract the terms of remuneration?
The staffing table of our company provides for the rate of an economist with a salary of 16,000 rubles. We want to hire a fifth-year student for this job. And since he will have to combine work with graduation, it is planned that he will work for us at 0.5 rate.
What should be written in the employment contract in the "working hours" and "wages" sections? It is necessary to write "... the salary of an employee is 0.5 rates of the salary of 16,000 rubles." or "the employee's wages 8000 rubles." And how to observe the principle “in accordance with staffing table»?
It is not entirely clear what, in such a situation, to indicate in the order on hiring an employee - "0.5 rate from 16,000" or is it "8000"?
Or do you even need to change the staffing table? Help me to understand.
The case when instead of "complete" staff unit we are hiring part-time, familiar to many. Let's think about how to properly arrange such a job. But we hasten to reassure you: there is no need to change the staffing table.
Regardless of whether you are hiring an external or internal part-time worker, you should conclude an independent employment contract with him. The condition that this work for an employee is a part-time job, - a prerequisite for such an employment contract
By the way, pay attention: in this case, we should not talk about part-time jobs, but about combining study with work. These are different concepts. According to the law, part-time employment is the performance by an employee of other regular paid work under the terms of an employment contract in his free time from his main job (part 1 of article 282 of the Labor Code of the Russian Federation hereinafter referred to as the Labor Code of the Russian Federation). Consequently, it assumes that the employee, in addition to part-time work, has another (main) place of work.
Students taking a full-time course of study in institutions of higher vocational education, belong to the category of the employed population (Art. 2 of the Law of the Russian Federation of 19.04.1991 No. 1032-1 "On employment of the population in the Russian Federation"). However, studying at a university is not a job for them. since the student and the university did not enter into an employment contract on the performance of a certain work and did not arise employment relationship(Article 16 of the Labor Code of the Russian Federation).
At the same time, students can combine training with work in organizations of all forms of ownership, as well as with individual entrepreneurs (clause 69 Model provision about an educational institution of higher professional education (higher educational institution), approved Decree of the Government of the Russian Federation of February 14, 2008 No. 71 "On approval of the Model Regulations on an educational institution of higher professional education (higher educational institution)"). They are subject to all benefits and compensations in accordance with the current legislation (Article 177 of the Labor Code of the Russian Federation).
YOU MUST KNOW IT
Salary (official salary) is a fixed amount of remuneration of an employee for the performance of labor (official) duties of a certain complexity for a calendar month, excluding compensatory, incentive and social payments(Article 129 of the Labor Code of the Russian Federation)
As for the staffing table, it includes information about the structure of the organization, the staff, staffing levels workers and monthly wages. At the same time, tariff rates (salaries) for positions are established on the basis that an employee works full-time for a staff unit.
According to the Directions for Use and Completion of the Primary Forms accounting records on labor accounting and remuneration (approved by the decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1 "On approval of unified forms of primary accounting documentation for labor accounting and remuneration") in the staffing table, the number of staff positions can be indicated both in whole numbers and in appropriate proportions. e.g. 0.25 0.5 2.75 etc. ( example 1). The presence in the staffing table of a full staffing unit does not exclude the possibility of hiring an employee for this position at 0.5 rate or two employees at 0.5 rate each, while a value of 0.5 does not mean that an employee should be hired for this position only part-time ... An employee for whom this job will be the main one can also take this rate.
If the staffing table for the position of “economist” has a full rate, then in column 5 “Tariff rate” the salary of 16,000 rubles should be indicated. and remuneration for part-time work is determined in proportion to the hours worked. That is, wages will be made at the rate of 0.5 salary (tariff rate) in accordance with the staffing table.
If an incomplete rate was determined in the staffing table, for example, 0.5 rate, then payment is carried out in accordance with the specified rate (in column 9 "Total" you should write 16,000x 0.5 = 8,000 rubles).
When hiring an employee on a part-time basis, it is necessary to reflect the official salary in accordance with the staffing table in the employment contract and fix the condition on remuneration in proportion to the hours worked. In the order (order) for employment, the actual salary of the employee should be indicated.
Part-time employment contract - sample this document is often required by employees of personnel departments in enterprises. Let's consider what exactly such an agreement should contain and what needs to be taken into account when executing it.
When is a part-time employment contract needed?
Part-time matters are governed primarily by Art. 93 of the Labor Code of the Russian Federation. This rule determines that there are the following options for part-time work:
- Part-time - in this case, instead of the usual length of the day or shift (usually 8 hours), a shorter one is set, although the number of working days per week remains the same.
- Incomplete week - with this mode, the duration of the shift or the day does not change, but the work is not done on all days.
Which option is best for you depends on your situation.
In law part-time employment contract or an incomplete week is in one of two cases:
- if both parties agree to such working conditions;
- if the employee belongs to one of the categories that cannot be denied to use part-time work.
To workers who cannot be refused, Art. 93 of the Labor Code of the Russian Federation includes:
- Women in position.
- Persons who are the parents, guardians or guardians of a child under 14 years of age. If a child has a disability, then the right to part-time is also given to those caring for him until the disabled person turns 18 years old.
- People caring for sick relatives, if there is an appropriate medical certificate.
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An employer can also take a part-time initiative. In particular, Art. 74 of the Labor Code of the Russian Federation provides that if the organizational or technological conditions at the enterprise have changed in such a way that it threatens mass layoffs, then the employer has the right, with the consent of the trade union, to introduce part-time or part-time for the sake of preserving jobs. The term for such measures is established by the article within 6 months. In this case, an employee who does not agree with the new conditions can either be transferred to another job in the enterprise, or quit in accordance with paragraph 2 of part 1 of Art. 81 of the Labor Code of the Russian Federation. The fact that the enterprise does not introduce full time, employees must be warned in writing at least 2 months before the introduction of the new regime (Article 74 of the Labor Code of the Russian Federation).
Difference between part-time and shortened time
In addition to part-time work, the legislation provides for the possibility of using a shorter working day (Article 92 of the Labor Code of the Russian Federation). At first glance, it may seem that this is the same as part-time work, since the employee, in this case, also works less than the usual 40 hours a week. Moreover, even some personnel officers confuse these concepts, considering them to be a kind of one and the same working regime. However, it is not.
The fundamental difference between part-time and shortened time is how it is paid. Reducing the time set for minors, disabled people and workers by harmful conditions, does not entail a decrease in the amount of payment established for them.
Incomplete days or weeks are paid, according to Art. 93 of the Labor Code of the Russian Federation, in proportion to the time worked or the products produced. This means that an employee who chooses or agrees to work, say, 5 days a week instead of 4, loses on average 20% of his salary.
True, this is the only loss in the conditions for the employee. All other labor rights (for vacation, seniority, etc.) are retained for him in full, in the same way as if he worked full time. In particular, even with a shorter working day, the employee has the right to work less than usual on the pre-holiday day (Article 95 of the Labor Code of the Russian Federation).
How to register part-time work in the contract
In order to document a part-time employee, you can use one of the following methods:
- Initially, conclude a labor part-time contract on such terms. This option is suitable if the employee is accepted on the condition that his day will be incomplete. This option is quite often used when internal part-time if for one of the positions the working day is incomplete.
- Conclude an additional agreement that will describe the new working conditions. The legislation does not say anything about the form of such an agreement, Art. 72 of the Labor Code of the Russian Federation requires only that such agreements be concluded strictly in writing.
How exactly the indication that the working day is incomplete will be formulated depends on the specifics of the enterprise and the wishes of the management. The main thing is that the incomplete day itself is clearly reflected. There is only one restriction: from January 1, 2017, personnel records at micro-enterprises (that is, enterprises with up to 15 employees working under labor contracts) can be canceled in Russia, provided that they are all personnel issues will be negotiated in the contract with the employee.
The very same contract form used in this case was approved by the Government of the Russian Federation of August 27, 2016 No. 858. Accordingly, there can be only one conclusion: part-time contract - sample exactly the one that was approved by the above decree should be used. It is also important to ensure that the contract reflects the specific length of the day (Article 57 of the Labor Code of the Russian Federation) and there is a direct indication of the hours of work during which the employee is required to be at the workplace.
The 2016 form (it is still valid in 2017) can be found on our website.
What should a sample part-time employment contract contain?
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If you need a contract in which an employee would be set for an incomplete week, you can use any available sample. An officially approved form is available only for selected categories employees (for example, employees of micro-enterprises, whose management does not want to engage in personnel records and issue the corresponding local acts). Everyone else can use any form of contract containing the established art. 57 of the Labor Code of the Russian Federation information.
At the same time, it is important to add a clause to the text of the agreement itself, reflecting the fact that the working week is incomplete. The wording options can be different, for example:
« The working week consists of 4 working days and 3 days off:
- Tuesday, Wednesday, Thursday, Friday - working days;
- Saturday, Sunday, Monday - days off».
Sample contract for a partial week of 2016-2017, as in the case part-time employment contract sample 2016, it can be any: you can take it from our website, use an officially approved one, or develop it yourself at the enterprise. The main thing is that it states that the employee works incompletely for a week, and determines which days he has the right not to work. Otherwise, in relation to a partial week, the same rules apply as for a partial day.
Do I need to pay part-time overtime?
When concluding a part-time contract, the question often arises: what to do if an employee for whom such working conditions are established from time to time or systematically works full day? Do I have to pay him overtime in this case? The answer to this question is not as simple as it seems.
On the one hand, part-time (or part-time) sets new work standards for the employee. Since Art. 99 of the Labor Code of the Russian Federation indicates that overtime is work outside the norm that is established for an employee; formally, under such conditions, we can say that the employee has the right to count on overtime payment.
On the other hand, Art. 22 of the Labor Code of the Russian Federation requires that work of the same value be paid equally. In a situation with an incomplete day (incomplete week), it may turn out that working hours that do not go beyond the normal duration will be paid to one employee per larger size than the other. However, here it is still worth starting from the norms of Art. 99 of the Labor Code of the Russian Federation, which says that overtime are hours when an employee worked in excess of the duration of time established for him. Thus, if for the same 8-hour day an employee with a reduced time receives more pay than one who works according to general rules, this will not be a violation of Art. 22 of the Labor Code of the Russian Federation.
LABOR CONTRACT
Date of conclusion of this employment contract: "_____" _____________ 200__.
Place of conclusion of this employment contract: _________________________.
_______________________________________________________________________________,
(Indicate the surname, name, patronymic of the employee)
_______________________________________________________________________________ ,
(Indicate the full name of the employer-organization
or surname, name, patronymic of the employer- individual entrepreneur)
hereinafter referred to as __ Employer, represented by __________________________________________,
(Indicate the position, surname, name, patronymic of the person who signed
this employment contract. If the employer -
an individual entrepreneur concludes and signs himself
this agreement, this column is not filled in)
acting on the basis of ______________________________________________________________,
(Indicateda document by virtue of which this person is endowed with the appropriate powers,
for example, atbecoming, position, power of attorney, certificate, and data of this document,
including number, date and place of issue, by whom it was issued)
on the other side,
have entered into this employment contract as follows.
1. Subject of the employment contract. General Provisions.
1.1. The employee is accepted at _________________________________________________________
(The place of work is indicated, and in the case when an employee is hired to work in
branch, representative office or other separate structural unit of the organization,
located in another area, - place of work with an indication
separate structural unit and its location)
to work ________________________________________________________________________
Indicatedlabor function, i.e. work according to the position in accordance with the staffing table, profession, specialty with an indication of qualifications; the specific type of work entrusted to the employee. If according to
federal laws with the performance of work in certain positions, professions, specialties associated with the provision of compensation and benefits or the presence of restrictions, the name of these positions, professions
or specialties must correspond to the names indicated in the qualification reference books,
approved in the manner established by the Government of the Russian Federation)
Under this employment contract, the employer undertakes to provide the employee with work for a specified labor function, to ensure the working conditions stipulated by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement (if concluded), agreements, local regulations and this agreement, in a timely manner and pay wages to the employee in full, and the employee undertakes to personally perform the job function defined by this agreement, to comply with the internal labor regulations in force for this employer.
1.2. This employment contract is concluded:
a) for an indefinite period;
b) for a period from _________________________ to __________________________. Circumstances (reasons) that served as the basis for concluding a fixed-term employment contract ________
(Indicated in accordance with the Labor Code of the Russian Federation or other federal law, it is recommended to indicate a specific paragraph, an article of a regulatory act and, in accordance with it, the exact wording of the reason)
1.3. a) The employee is established probation — _________________________________ .
(The number of days, weeks, months is indicated)
b) The employee is accepted without a test.
(choose the one you want)
1.4. The date of commencement of work, that is, the date from which the employee is obliged to start work - "___" _____________ ___ 200__.
1.5. This employment contract comes into force from the moment it is signed by both parties.
1.6. Work under this employment contract is the main job for the Employee.
(Note to paragraphs 2 and 3 of the contract.By agreement of the parties, the labor contract may also include the rights and obligations of the employee and the employer established by labor legislation and other regulatory legal acts containing labor law norms, local regulations, as well as the rights and obligations of the employee and the employer arising from the terms of the collective agreement, agreements ... Failure to include in the employment contract any of the specified rights and (or) obligations of the employee and the employer cannot be considered as a refusal to exercise these rights or fulfill these obligations.)
2. Rights and obligations of the Employee.
2.1. The employee carries out his activities in accordance with the current labor legislation of the Russian Federation, the Internal Labor Regulations of the Employer, and other local regulations of the Employer, job description and the terms of this employment contract.
2.2. The employee obeys _________________________________________________
(to the head of the structural unit, director of the Employer)
2.3. The employee has the right to:
- change and termination of the employment contract in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws;
- Providing him with work stipulated by the employment contract;
— workplace that meets the state regulatory requirements for labor protection and the conditions provided for by the collective agreement (if any);
- timely and full payment of wages in accordance with their qualifications, labor complexity, quantity and quality of work performed;
- rest, provided by the establishment of working hours in accordance with the law, the provision of weekly days off, non-working holidays, paid annual leave;
- complete reliable information about working conditions and labor protection requirements at the workplace;
- vocational training, retraining and advanced training in the manner prescribed by the Labor Code of the Russian Federation, other federal laws;
- association, including the right to form trade unions and join them to protect their labor rights, freedoms and legal interests;
- Conducting collective bargaining and the conclusion of collective agreements and contracts through their representatives, as well as information on the implementation of the collective agreement, agreements;
- protection of their labor rights, freedoms and legal interests in all ways not prohibited by law;
- resolution of individual and collective labor disputes, including the right to strike, in accordance with the procedure established by the Labor Code of the Russian Federation, other federal laws;
- compensation for harm caused to him in connection with the performance of labor duties, and compensation for moral damage in the manner prescribed by the Labor Code of the Russian Federation, other federal laws;
- compulsory social insurance in cases stipulated by federal laws;
— _______________________________________________________________________________
(Indicates other rights of the employee by agreement of the parties to this contract)
The employee also has other rights granted to him by labor legislation.
2.4. The employee undertakes:
- conscientiously fulfill his labor duties assigned to him by the employment contract;
- comply with the internal labor regulations;
- observe labor discipline;
- to comply with the established labor standards;
- comply with labor protection and labor safety requirements;
- take good care of the property of the employer (including the property of third parties held by the employer, if the employer is responsible for the safety of this property) and other employees;
- Immediately inform the employer or direct supervisor about a situation that poses a threat to the life and health of people, the safety of the employer's property (including the property of third parties held by the employer, if the employer is responsible for the safety of this property).
- take measures to eliminate the causes and conditions that prevent normal performance work (accidents, downtime, and so on), and immediately report the incident to the Employer;
- keep your workplace, equipment and fixtures in good condition, order and cleanliness;
- comply with the procedure for keeping documents, material and monetary values established by the Employer;
- not to disclose and protect information constituting a commercial secret of the Employer. The list of information constituting a trade secret of the Employer is determined in ______________________________________________________, with which the employee is familiar.
(The name of the document is indicated in which this list)
- compensate the Employer for damage caused by the disclosure of information that is a commercial secret;
- not to collect and disseminate false and partially or completely untrue information about the Employer;
- improve your professional level by systematic self-study special literature, magazines, other periodic special information on their position (profession, specialty), on the work (services) performed;
- conclude an agreement on full liability in case of starting work on direct service or use of money, commodity values, other property, in cases and in the order, established by law;
— ________________________________________________________________________________
(Indicates other duties of the employee by agreement of the parties to this contract)
2.5. Failure to include in the employment contract any of the rights and (or) obligations of the employee and the employer established by labor legislation and other regulatory legal acts containing labor law norms, local regulations, as well as the rights and obligations of the employee and the employer arising from the terms of the collective agreement , agreements, cannot be considered as a waiver of the exercise of these rights or the performance of these obligations.
3. Rights and obligations of the Employer.
3.1. The employer has the right:
- change and terminate the employment contract with the employee in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws;
- to conduct collective bargaining and to conclude collective agreements;
- to encourage the employee for conscientious effective work;
- require the employee to fulfill his job duties and respect the property of the employer (including the property of third parties held by the employer, if the employer is responsible for the safety of this property) and other employees, compliance with the internal labor regulations;
- to bring the employee to disciplinary and material liability in the manner established by the Labor Code of the Russian Federation, other federal laws;
- to adopt local regulations;
- create associations of employers in order to represent and protect their interests and join them;
— _______________________________________________________________________________
(Indicates other rights of the employer by agreement of the parties to this contract)
The employer also has other rights granted to him by labor legislation.
3.2. The employer undertakes:
- comply with labor laws and other regulatory legal acts containing labor law norms, local regulations, the terms of the collective agreement (if any), agreements and this employment contract;
- provide the employee with work stipulated by the employment contract;
- to ensure the safety and working conditions that meet the state regulatory requirements for labor protection;
- provide the employee with equipment, tools, technical documentation and other means necessary for the performance of their labor duties;
- to provide the employee with timely payment of wages in full in accordance with his qualifications, labor complexity, quantity and quality of work performed;
- to acquaint the employee against signature with the adopted local regulations directly related to their work activities;
- consider the submissions of the relevant trade union bodies, other representatives elected by the employees on the violations of labor legislation and other acts containing labor law norms, take measures to eliminate the violations identified and report on the measures taken to these bodies and representatives;
- to provide for the everyday needs of the employee related to the performance of his labor duties;
- to carry out compulsory social insurance of the employee in the manner prescribed by federal laws;
- to compensate for the harm caused to the employee in connection with the performance of his labor duties, as well as compensate for moral harm in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation;
- keep a work book on the employee in accordance with the legislation of the Russian Federation.
- fulfill other obligations stipulated by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement (if any), agreements, local regulations and this labor agreement.
— _______________________________________________________________________________
(Indicates other obligations of the employer by agreement of the parties to this contract)
- to fulfill other obligations arising from the legislation and this employment contract.
4. Regime of work and rest.
(Note to paragraph 4 of the contract. The working hours and rest hours are indicated if for this employee it differs from general rules operating for this employer)
4.1. The employee is set 20 hour work week, standardized working day.
The time of the beginning, end of work, breaks in work is determined by:
(select the one you want -)
¨ By the rules of the internal labor regulations of the Employer
¨ next
The employee is provided with days off ______________________________.
4.2. The employee is provided with an annual basic paid leave of ____ calendar days... Paid leave must be granted to the employee annually. The right to use leave for the first year of work arises from the employee after six months of his continuous work from the given employer. By agreement of the parties, as well as in cases established by law, the employee may be granted a paid leave before the expiration of six months.
Leave for the second and subsequent years of work may be granted at any time of the working year in accordance with the sequence of granting annual paid leave established by the employer.
4.3. The employee is provided with an additional annual paid leave of ______________________ duration ______________________________ days.
(name, for which vacation) (Indicate the number of calendar or working days
leave if the employee is provided with it)
4.4. For family reasons and other valid reasons, the Employer, upon his application, may be granted short-term leave without pay.
5. Terms of remuneration.
5.1. An employee who has fully completed the working hours established by clause 4.1 of this employment contract, the Employer undertakes to pay monthly:
___________________________________________________________________________________ ________________________________________________________________________________________
(Indicates payments that make up wages,including the size of the tariff rate, surcharges, allowances and incentive payments)
5.2. Based on the results of work for a month, for a quarter, for a year, the Employer has the right to provide bonuses to the Employee in accordance with ___________________________________________________
(It is indicated in accordance with which document, for example,
By the Regulations on bonuses adopted by the Employer).
5.3. The Employer pays the Employee the wages twice a month: "____" and "____" dates. If the day of payment coincides with a day off or a non-working holiday, the payment of wages is made on the eve of this day. Payment for the vacation is made no later than three days before its start.
5.4. Deductions from an employee's wages are made only in cases provided for by the Labor Code of the Russian Federation and other federal laws.
Deductions from the employee's wages to pay off his debts to the employer can be made:
- to reimburse the unearned advance paid to the employee on account of wages;
- to repay an unspent and timely non-refunded advance payment issued in connection with business trip or transfer to another job in another locality, as well as in other cases;
- for the return of amounts overpaid to the employee due to counting errors, as well as amounts overpaid to the employee, if the body for consideration of individual labor disputes recognizes the employee's guilt in non-compliance with labor standards or idle time;
- upon dismissal of an employee before the end of the working year, on account of which he has already received an annual paid vacation, for unworked vacation days. Deductions for these days are not made if the employee leaves on the grounds provided for in paragraph 8 of part one of Article 77 or paragraphs 1, 2 or 4 of part one of Article 81, paragraphs 1, 2, 5, 6 and 7 of Article 83 of the Labor Code of the Russian Federation).
5.5. The employer pays taxes from the amount of wages and from other incomes of the Employee in the amounts and in the manner prescribed by the legislation of the Russian Federation.
6. Characteristics of working conditions
6.1. Work performed by the employee under this contract _____________________________________________________________________________________
(indicates whether or not it refers to difficult, harmful and (or) hazardous working conditions.
6.2. The following working conditions are created for the employee:
__________________________________________________________________________________
__________________________________________________________________________________.
(the provided office equipment, transport, communication facilities and so on are indicated)
6.3. The employee is provided by the following means labor protection: _____________________________________________________________________________________.
(it is indicated in what it is manifested - overalls, devices, and so on)
6.4. The employee is provided with the following compensations and benefits for work ________________
(it is indicated which, for example, heavy
work or work with harmful and (or)
hazardous working conditions)
______________________________________________________________________________________.
(indicate what kind of compensation and benefits)
6.6. The work performed under this employment contract has the character
_______________________________________________________________________________________.
(mobile, traveling, on the road, other nature of work)
Note to clause 6.7. If the work performed under this contract is carried out on the way or has a traveling nature, or is performed in the field or by those participating in expeditionary work, then the conditions specified in clause 6.7 apply.
7. Other conditions.
7.1. This employment contract during the period of its validity may be amended or supplemented by its parties. In this case, new information is entered directly into the text of the employment contract, and the new conditions are determined by the appendix to the employment contract or by a separate written agreement of the parties, which are an integral part of the employment contract.
7.2. This employment contract is terminated on the grounds and in the manner prescribed by the current labor legislation.
7.3. All materials created with the participation of the Employee and on the instructions of the Employer are the property of the Employer.
7.4. The parties undertake not to disclose the terms of this employment contract without mutual consent.
7.5. Disputes and disagreements that may arise during the execution of the terms of this employment contract, the parties to it will seek to resolve peacefully by mutual agreement. If a mutually acceptable solution is not reached, the dispute may be referred for resolution in the manner prescribed by the labor legislation of the Russian Federation.
7.6. For all issues that have not been resolved under the terms of this employment contract, but directly or indirectly arising from the relationship between the Employer and the Employee thereon, the parties to this employment contract will be guided by the provisions of the Labor Code of the Russian Federation and other relevant regulations of the Russian Federation.
7.8. This employment contract was signed in two copies: one for each of the parties, while both copies have equal legal force.
8. Information about the parties.
8.1. Employee details:
1. Information about the employee's identity document:
2. Other information about the employee: ________________________________________________________ ____________________________________________________________________________________
(For example, the address, telephone number, bank account details, TIN may be indicated)
8.2. Employer details:
1. An identification number taxpayer: __________________________________________
2. For an employer - an individual entrepreneur - information about the identity document of the employer:
Title of the document ___________________
series and document number ___________________
date of issue of the document _____________________
name of the issuing authority ______________________________________________
other information about the document ___________________________________________________________
3. Other information about the employer: _____________________________________________________ ____________________________________________________________________________________
(For example, the address, telephone number, bank account details may be indicated)
Signatures of the parties to the agreement:
The employee received one copy of the employment contract
__________________________________________________
(date of receipt, employee signature)
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