Hiring at 0.5 pay rates at the main place of work is a process that requires additional knowledge from the employer and HR specialists. An employee who has agreed to work part-time must be registered without errors, otherwise this may result in serious consequences. Hiring for a job at 0.5 rate requires separate preparation and differently executed documents.
Part-time hiring - what is it?
If a boss needs to apply for a part-time job at his main place of work, then he needs to be guided by the principles of labor legislation. Information about such a process is contained in Articles 93 and 256 of the Labor Code of the Russian Federation. It talks about two main features of the requirements if you need to arrange a part-time job:
- Work at half rate can be fixed different ways. It can be noted that the employee works in production part-time or, if more convenient, part-time.
- If full agreement is reached between the employer and the employee, then in this case it is possible to establish a part-time working day for him not only at the time of signing the employment contract, but also if he has been working in production for some time.
The employee also has the opportunity to write an application for transfer to part-time work. And in some cases, the employer is obliged to satisfy the employee’s request by placing him on a part-time basis:
- If the application is written by an employee who is expecting a child;
- If the application is written by an employee who has children under the age of fourteen. A similar statement can also be written by a parent or guardian of a child with a disability. If he has not reached the age of eighteen, then the employer must also transfer this employee to part-time work;
- If the employee who wrote the application is this moment caring for a sick relative. This application must be accompanied by medical certificate, confirming the fact of the disease.
All the reasons mentioned above make it mandatory for the employer to comply with the employee’s request to renew the employment contract for part-time work. If he refuses to do this, then the worker has the right to first appeal to a special commission, and if, as a result of the labor dispute, an agreement is not reached, then to the court.
It must be remembered that an employee who works part-time is subject to all laws prescribed in the Labor Code Russian Federation. And they apply to the employee in full. This applies to both vacation and other rights and privileges that are guaranteed to the employee by law.
Employment contract for part-time employment
If the head of an enterprise needs to arrange a part-time job at his main place of work, sign up with work book is carried out on a general basis, as with any other full-time employment. A different procedure is provided for, which in itself cannot imply full-time work.
When an employee is hired part-time, there are no restrictions on, for example, the duration of paid leave. The employee still retains the right to rest, regardless of the fact that such a person works fewer hours than required. It is also impossible to restrict an employee from receiving, as stated in Art. 93 Labor Code of the Russian Federation.
In order to register a person for part-time work, it is necessary to conclude a special agreement with him. When writing it, a free form is used, which, however, must include the following points:
It is worth noting that the points indicated above are mandatory, but not final. If the parties agree that the terms of the employment contract require additional clauses, then they can be easily introduced there. There are no restrictions here. The main thing is that these points correspond to the specifics labor activity and introduced additional details into the terms of the contract without violating the fundamental rights and obligations of the parties regulated by labor legislation.
A person who gets a part-time job at his main place of work still has the right to take advantage of a shortened working day. It must be assumed in the conditions of the production calendar. And if an employee is hired for a part-time job, then it is necessary to stipulate working time standards. This is done so that the employee can count on overtime and all the payments that come with it. This is stated in Art. 99 Labor Code of the Russian Federation.
Part-time work shifts must be established in the employment contract, which is concluded between the employee and management. There you can indicate both part-time and part-time work.
- In the first case, the employee will work 4 hours a day with a five-day working week.
- The second concept is somewhat more complex, and in this case the employee can work on different schedules.
For example - four days a week and five hours a day - the main thing is that it work time was actually half the standard labor time. And it is very important in the text of the contract to accurately reflect the number of hours that the employee will have to spend on shift.
If an employment contract is concluded with an employee for full shifts, then working hours may not be specified, but only the number of such full shifts per week or month in accordance with the schedule with half working time.
Also, in addition to clear hours of rest, there is another part of the schedule that needs to be written down in mandatory. This is the period during which the employee can count on rest. In addition, this point needs to be specified separately labor agreement, as the subject of a contract in which it is necessary to describe general functions, which the employee will have to perform.
This paragraph also indicates the duration probationary period and the place where the employee will work. If the contract is fixed-term, then it is necessary to clarify the period during which the employee will be at his workplace. At this point, it is important to indicate that working in this part-time position is the main one for the employee.
Part-Time Hiring Process
When hiring an employee for a part-time job, it is necessary to issue an order documenting his acceptance of the position. And when drawing up this document, as well as when drawing up others relating to an employee working a part-time shift, it is worth considering some features:
- In the section called “Conditions of Admission”, it is worth recording the conditions for admission to part-time work;
- In the line where his salary is indicated, it is necessary to record the employee’s rate. It is set at 50% of the salary indicated for the same position in the staffing table;
An order indicating the employment of an employee on a part-time basis must be signed within three days. The period begins to run from the moment the employee begins direct work at his workplace.
If an employee wants to switch to part-time work at will, then he needs to write a corresponding statement. In the header of this document, he must indicate the first person of the organization where he works. It is also necessary to indicate the full name of the company and the name of the production manager in full.
The employee must indicate in the application his initials and address, which is indicated in the corresponding column in the passport. The document must indicate the essence of the request - employment on a part-time basis. It is also necessary to indicate the reason why the employee wants to work part-time. The employee needs to write down the name of his department and the title of his position.
An entry to be made in the employee’s work book. Performed by a personnel employee of the enterprise. The document must indicate the fact of acceptance for the position, as well as note the full name of the organization and the structural unit where the employee got a job.
It is not worth mentioning that the employee was hired on a part-time basis. An entry in the work book must be made according to standard rules, no different from the entries of other employees. There you only need to indicate the salary amount that is established for this employee.
If an employee resigns from a position, then he needs to make exactly the same entry as any other employee. There should be no indication that he worked part-time and received half pay.
The nuances of hiring at 0.5 rates
Violating the state's rules for registering part-time workers can result in serious penalties. If an employee applies to a special commission to initiate a labor dispute, then any mistake made by the employer will play into his hands.
It is important to monitor the level wages, which is established for part-time employees. Their salary is set at 50% of the salary that is fixed for this position in the staffing table. And if an employee works in a position where the minimum wage level is established, then it can also be reduced by 50%. This will not be a violation of labor standards.
It is worth remembering that a part-time employee should not have restrictions on receiving .
All documents that an employee must provide in order to draw up an employment contract, both standard and part-time, are specified in the legislation. This is stated in Art. 65 Labor Code of the Russian Federation. The only thing that needs to be strictly monitored by both the employer and the employee himself is job descriptions. If part-time work means that the employee needs to do less work, then this should be reflected in this clause of the employment contract.
It is worth distinguishing between concepts such as part-time work and reduced working hours. They reflect different situations. In the first case, an employment contract is concluded between the employee and the manager by mutual consent of both parties. In the second case, the employee has no choice but to submit to the will of his employer. Of course, if he has critical objections and a suspicion that he is doing this contrary to legal norms, then he can turn to a special commission to start a labor dispute.
It should be noted that many state enterprises work around the clock. This work schedule implies that shift work has been introduced into production. labor schedule. And if at the workplace there is harmful factors, directly affecting the health of the employee, then a smaller amount of working time should be established there.
All of these factors must be taken into account if an employer decides to hire a part-time person for a position.
If the employee has been working as usual for some time working day, and it was decided to transfer him to a part-time shift, then this must be reflected in the documentation. This is done using additional agreement concluded between the employee and the employer. Everything must be indicated there working conditions, which were changed as a result of this decision, namely:
- New working hours valid for the employee;
- The period during which the employee will work a part-time shift;
- Changes affecting payment terms and job descriptions;
Is it possible to hire an employee at 0.5 rate if this is his only place of work? If so, how do you comply with minimum wage regulations?
Having considered the issue, we came to the following conclusion:
The employer has the right to hire an employee for 0.5 staff positions. At the same time, the norms on the minimum wage as the main state guarantee for wages will not be violated.
Rationale for the conclusion:
The employer has the right to independently determine the structure and number of employees of the organization, taking into account the specifics of its activities and needs, work technology, demand for manufactured products, plans for further development etc. The structure, staffing and strength of the organization are determined in the staffing table (form N T-3, approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 N 1).
According to the Instructions for use and filling out primary forms accounting documentation for accounting of labor and its payment, approved by the same resolution of the State Statistics Committee (hereinafter referred to as the Instructions), the staffing table contains a list structural divisions, names of positions, specialties, professions indicating qualifications, information on the number staffing units. Column 4 of the T-3 form indicates the number of staff units for each position (profession, specialty) of the organization. At the same time, when filling out column 4, the number of staff units for the relevant positions (professions, specialties), which provide for the maintenance of an incomplete staff unit, taking into account the characteristics of part-time work in accordance with the current legislation of the Russian Federation, is indicated in the appropriate shares, for example 0.25; 0.5; 2.75 and so on.
Thus, the Directions allow for the possibility of designating incomplete, fractional staffing units in the staffing table. Obviously, the number of working employees cannot be fractional. Consequently, the number of employees may not correspond to the number of staff units. Therefore, if two people are hired for a position (specialty, profession), then the staffing table may indicate two fractional staffing units for this position (specialty, profession), which in total form one whole unit. In other words, one full staff unit recorded in the staffing table means the employer’s need for the work of one employee during normal working hours. The staffing unit indicates the volume of work for a position, and not the number of employees performing it.
The Labor Code of the Russian Federation does not define such a thing as a rate. Based on the meaning of the term, working in a specific position for the entire normal working hours is considered full-time work. Accordingly, if an employee works part-time, then it is assumed that he must work half of the normal working time, that is, work in this position part-time (week).
Therefore, if an employer is interested in hiring an employee who will perform his duties for half of the normal working hours, then he has the right to hire such an employee for 0.5 staff positions. Moreover, if such an employee does not have another place of work, then he must be hired according to general rules, established by Chapter 11 of the Labor Code of the Russian Federation, and this place of work will be his main place of work.
Obviously, such an employee will earn less than his full-time colleague. After all, by virtue of part one of Art. 132 of the Labor Code of the Russian Federation, the salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of labor expended.
According to part three of Art. 133 of the Labor Code of the Russian Federation, the monthly salary of an employee who has fully worked the standard working hours during this period and fulfilled labor standards (labor duties) cannot be lower than the minimum wage (hereinafter referred to as the minimum wage). Accordingly, if an employee works part-time (occupies a position for which staffing table the number of staff positions provided is less than one), his salary must be no less than the corresponding part of the minimum wage. For example, if an employee fills a position for which 0.5 staff positions are provided, his salary cannot be less than half the minimum wage. The norms of labor legislation establishing the minimum wage as the main state guarantee for remuneration of workers will not be violated.
Solovyov Oleg - expert of the Legal Consulting Service "GARANT"
Registration of an employee as a part-time employee requires care when entering the conditions of admission into the order. Form T-1 is unified and established by a resolution of the State Statistics Committee. However, at present, the legislator has allowed the use of organizations’ own forms if they are approved by the local normative act. In the article we offer to download a sample of filling out an order for employment at 0.5 rates using the example of a standard T-1 form.
Work at 0.5 rate is part-time work. This may be part-time, part-time, when the number of working days is reduced, or a mixed option. For reception individual categories This is a prerequisite for workers. For example, minor employees those under the age of 16 work no more than 24 hours a week, disabled people - no more than 35 hours a week.
Often a part-time employee is hired on a part-time basis, but he may be required to do so.
How to issue an order for acceptance for 0.5 bets
Requirements for placing an order:
- Availability of the full name of the organization indicating the form of ownership.
- Title of the document. It is permissible to call it “Employment Order” or “Order”.
- Registration number and date of order. The index letter next to the number is not mandatory, but is very convenient for organizations with a large average number, in which the movement of personnel is very active.
- The “Hiring” column in the upper right corner is filled in with the employee’s return to work date. If a fixed-term employment contract is intended, its expiration date is indicated.
- In the line “last name, first name, patronymic” indicate the employee’s personal data in exact accordance with the original identification document.
- In the “Personnel number” column we assign individual number. This is a mandatory requirement that will help avoid misunderstandings in the personnel accounting system and when calculating wages if, for example, the organization has several employees with the same full names.
- The name of the structural unit is entered.
- The position for which the hire is being made, rank or qualification is indicated. In the same line, the rate is indicated separated by commas.
Example: “gas-electric welder 5th category, 0.5 rate”
- The wording of the conditions of employment and the nature of the work is given in strict accordance with the employment contract. It is on the basis of this document that the admission order is formed; discrepancies in the interpretation will make the order invalid. Here, if necessary, a note is made that it is intended to work on.
Example: “nature of work – permanent/temporary, type of work – part-time/main”
- The most common mistakes when filling out an order for a part-time job are filling out the line “tariff rate or salary.” The amount of payment is indicated without taking into account part-time work. Working at 0.5 wages does not imply a decrease in income. It will be calculated in proportion to the time worked. Otherwise, this may be regarded by the employee as labor discrimination. The tariff and salary are written in numbers.
- Below, Order T-1 stipulates all compensation allowances and additional payments due to the employee. Some of them are established by the Labor Code: for work during harmful conditions labor, in special climatic conditions, for shift work. The employer can also establish incentive bonuses for the complexity of the work, leading a group or using complex equipment.
- Fits if available.
- The column “Bases for the order” indicates the number and date of the employment contract.
- The order is certified by the signature of a person who has a power of attorney from the organization to sign personnel documents. The employee signs that he has read the document and indicates the month in words. Signatures on orders personnel are not installed.
After signing, acceptance orders are recorded in the Registration Journal, the pages of which must be numbered, and the document itself must be stitched, sealed and sealed. The presence of a Journal is mandatory, but labor inspectors allow electronic maintenance of this document.
Sample design
Sample employment order for 0.5 rate DOWNLOAD
We hired an employee at 0.5 rate. I wrote in the order that I was hired for a part-time position. The accountant demands that the order state: accepted at 0.5 rates. Which is correct?
Answer
Answer to the question:
The Labor Code contains two concepts: main place of work and part-time work.
As we understand from your question, you want to hire an employee to your main place of work, but with a part-time schedule.
This mode of work is absolutely legal, since the organization can accept or transfer any employee to work with a part-time schedule at his request (application) or by agreement of the parties to the employment contract.
Part-time work means part-time employment of an employee either during the week or during the working day (shift). For example, not five working days, but four, or not eight hours a day (per shift), but six.
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If part-time working hours are established for an employee upon hiring, then this condition must be reflected in the employment contract, as well as in the hiring order.
In the employment contract, in the “Working hours” section, indicate part-time work, and also write down the working conditions (for example, « The employee is established part-time work week in accordance with the work schedule. Working day - 8 hours: start of work at 09.00, end of work at 18.00, lunch break from 13.00 to 14.00»).
Indicate the employee’s salary in the employment contract in full (for a full rate), and it must be indicated that the salary is calculated for the time actually worked (for example, “The employee has a monthly salary of 10,000 rubles. The salary is calculated depending on the amount of time actually worked time").
Regarding the order , then fill it out according to the unified form No. T-1, and in the line " Conditions of employment, nature of work "indicate that the employee is hired part-time and, if necessary, you can indicate the rate (for example, 0.5). At the same time, in accordance with the Instructions approved by the Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1, when issuing an order (instruction) on the hiring of an employee(s), the terms of employment and the nature of the upcoming work are indicated (part-time, by way of transfer from another organization, to replace a temporarily absent employee, to perform certain work and etc.).
We also note that indicating simply 0.5 bets is not entirely correct, because 0.5 rate can be understood as permanent place work and part-time work.
Thus, based on the above, in practice it is recommended to indicate in the admission order not just 0.5 rates, but also the nature of the work (for example, part-time or part-time).
Details in the materials of the Personnel System:
Working hours
Normal duration working week should not exceed 40 hours (). During the week, working time must be distributed so that its total duration does not exceed this limit. The most common option is an eight-hour working day with a five-day working week (weekends are Saturday and Sunday).
The working hours regime in force in the organization must be enshrined in () contracts ().
In addition to the normal working hours, labor legislation provides for a regime. Part-time work means part-time employment of an employee either during the week or during the working day (shift). For example, not five working days, but four, or not eight hours a day (per shift), but six.
Part-time work should be distinguished from. The latter is established for certain categories of employees and is counted as a full labor standard (). If we are talking about a part-time working week, all non-working days in this case are reflected as weekends ().*
An organization can transfer any employee to work with a part-time schedule at his request (application) or by agreement of the parties to the employment contract.
Moreover, in some cases, the administration is obliged to establish such a regime for an employee. This must be done as requested:
This procedure is provided for by the Labor Code of the Russian Federation.
In addition, the organization can introduce part-time work and.
Employer initiative
The establishment of a part-time working regime at the initiative of the employer is allowed (if it exists in the organization) during the period of organizational and technical measures that entail significant changes in working conditions. If such changes could lead to mass layoffs, the administration has the right to establish a part-time working regime for up to six months. Such a restriction is provided for in Article 74 of the Labor Code of the Russian Federation.
In this case, employees must be notified in writing about the upcoming changes two months before they take place (from mandatory familiarization under signature) (). An employee’s consent or disagreement to work part-time can, for example, be written down in the .
If an employee in these circumstances refuses to work part-time, he can be dismissed only in the manner provided for in Part 1 of Article 81 of the Labor Code of the Russian Federation () (). In this case, he needs to pay severance pay and average monthly earnings for the period of employment ().
Documenting
Part-time working hours may be provided for in an employment contract or established by order of the manager. In the latter case, if for an employee this regime differs from the general one in force in the organization, this fact must be reflected in the employment contract (). To do this, enter into an additional agreement with the employee to the employment contract on changing the working hours (). In addition, it may be necessary to make changes to the organization’s internal documents (for example, an appendix to collective agreement), if they contain a list of employees for whom part-time working hours apply.
Salary
An employee who is assigned part-time working hours works less than others. His work is paid in proportion to the established time (or depending on output). In this case, the duration of annual paid leave is not reduced, the calculation procedure length of service does not change, other employee rights are not limited. This procedure is established by the Labor Code of the Russian Federation.
Situation: Does the employee need to have a break for rest and food? The employee works part-time
Yes need.
Working part-time does not entail for employees any restrictions on the duration of annual basic paid leave, calculation of length of service and others. labor rights(). One of these rights is the employee’s right to a break for rest and food.
The time for providing a break for rest and food and its specific duration are established by the Labor Regulations or by agreement between the employee and the employer. Moreover, the duration of such a break (which is not included in working hours) should be no more than two hours and no less than 30 minutes. This is stated in the Labor Code of the Russian Federation.
Thus, the employer is obliged to provide the employee with a break for rest and nutrition, regardless of working hours and the length of the working day.
The legality of this approach was also confirmed by the court (see, for example,).
Nina Kovyazina
The salary must be reflected in full in the employment contract.
An official salary should be understood as a fixed amount of remuneration for an employee for the performance of labor duties of a certain complexity for a calendar month, without taking into account compensation, incentives and social payments(). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire working time standard established for this category of employees ().
Part-time employees do not work out a monthly quota, so they are paid only a portion of the salary established in the employment contract for the month. This part is determined in proportion to the time worked or depending on the amount of work performed. This is stated in Article 93 of the Labor Code of the Russian Federation and explained in.
Thus, for an employee working part-time, the salary in the employment contract is reflected in full, and is paid partially based on actual work. In an employment contract, the condition on the procedure for remunerating an employee may have the following wording: “The employee is given a salary of 30,000 rubles per month. Wages are calculated in proportion to the time worked.”
Nina Kovyazina
Deputy Director of the Department of Wages, Labor Safety and Social Partnership of the Ministry of Health and Social Development of Russia
- Answer:How to set up part-time work
- pregnant woman;
- one of the parents (guardian, trustee) with a child under the age of 14 years (disabled child under the age of 18);
- an employee who cares for a sick family member in accordance with a medical report.
- Situation:How to reflect the salary in an employment contract if the employee will work part-time
- Document forms:
ORDER No. 256
on the establishment of a part-time working week
Moscow 03/31/2010
In accordance with Article 93 of the Labor Code of the Russian Federation
I ORDER:
1. Install Chief Accountant A.S. Glebova
part-time working week with
01.04.2010:
- start of the working week - Monday
;
- end of the working week - Thursday
.
Operating mode:
- Beginning of work - 9.00
;
- end of work - 18.00
;
- break for food and rest - 13.00-14.00
.
2. Payroll accounting A.S. Glebova
produce proportionally
time worked
(0.8 rates)
.
Reason: statement A.S. Glebova from 03/31/2010 .
Director A.V. Lviv
Unified form No. T-1
approved by resolution of the State Statistics Committee of Russia
dated January 5, 2004 No. 1
| Code | ||
| Form by OKUD |
0301001 | |
| « Alpha » | according to OKPO | 00000000 |
| (name of company) | ||
| Number document |
date drawing up |
|
| ORDER | 4-k | 14.01.2014 |
| (order) about hiring an employee |
||
| date | ||
| Recruit | With | 1 4.01.2014 |
| By | — | |
| Personnel Number | ||
| Ivanova Elena Vasilievna | 18 | |
| (Full Name) | ||
| administrative Department | ||
| (structural subdivision) | ||
| secretary | ||
| (position (specialty, profession), rank, class (category) of qualifications) | ||
| main work, permanent, part-time work :working days from Monday to Friday, work starts at 09:00 ,end of work 13 hours 30 minutes ,break for rest and food from 12 hours to 12 hours 30 minutes, wages are proportional to the time worked(0.5 bets) | ||
| (conditions of employment, nature of work) | ||
| with tariff rate (salary) | 15 000 | rub. | 00 | cop. |
| (in numbers) | ||||
| bonus | — | rub. | — | cop. |
| (in numbers) | ||||
| with time trial | three | month(s) | ||
Base:
| With an order (instruction) the employee is familiar with |
« | 14 | » | January | 20 | 14 | G. | |
| (personal signature) | Ready plan the main affairs of the HR officer for the first quarter of 2019 |
However, if in his main job a certain day of the week (for example, Friday) is a non-working day for him, then in another company (where he is employed part-time), he can work on that day at a full-time rate (according to the provisions of Article 284 of the Labor Code of the Russian Federation) . There is only one limitation: within a month total time part-time work should not exceed 1/2 monthly norm work at the main place of work. For each employee, a personal registration card is also issued in the T-2 form, and if, in addition to the main job, the person also has a part-time job, then in this case 2 cards will be issued. Personal card of the employee (form T-2) Based on the provisions of Art. 60.1 of the Labor Code there are 2 main types of part-time work - internal and external. Each of them has its own characteristics.
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It is impossible to give a resigning employee a copy of SZV-M. According to the law on personal accounting, when dismissing an employee, the employer is obliged to give him copies of personalized reports (in particular, SZV-M and SZV-STAZH). However, these reporting forms are list-based, i.e. contain information about all employees. This means transferring a copy of such a report to one employee means disclosing the personal data of other employees.
< … Старые «прибыльные» ошибки иногда можно исправить в текущем периоде Если организация обнаружила, что в одном из предыдущих отчетных (налоговых) периодов при исчислении налога на прибыль была допущена ошибка, исправить ее текущим периодом можно, только если соблюдены два условия. < … Сдача СЗВ-М на директора-учредителя: ПФР определился Пенсионный фонд наконец-то поставил точку в спорах о необходимости представлять форму СЗВ-М в отношении руководителя-единственного учредителя.
Is it possible to work full-time?
Part-time work is described in detail in Chapter 44 of the Labor Code of the Russian Federation, where the following features of such work are highlighted:
- The work is carried out on the basis of a separately concluded employment contract.
- The time devoted to any part-time job should not overlap with the time a person spends at his main job.
- The employee must have a main place of work, that is, he is employed labor relations with the employer.
It is important to understand that part-time work is completely full-fledged, and therefore, from the point of view of the law, a person also enjoys all the same privileges and rights as in his main job. Here it is entirely permissible to work at 0.5 wages or less. which depends on the time spent on work, since a part-time person can work only 2-3 hours a day (working, for example, as a cleaner).
External part-time job full-time or 0.5 times
Attention
This is a job with the same employer, only in a different specialty if he has available positions. Any part-time job requires the execution of an additional employment contract, which reflects the norms, rights and responsibilities that are assigned to the employee. The initiator of part-time work is always the employee himself, who learns about a vacancy and decides for himself whether the option of additional work is possible.
Example: A person works as a teacher at a school and, in addition to his main classes, also takes an elective class. Of course, he has the right to conduct extracurricular classes only in his free time. main work time, and according to the internal Order on taking office, there will be admission at 0.5 rates or less (but not more), since the duration of conducting an elective cannot exceed the time spent on conducting basic classes at school.
Combination 0 5 bets
They draw up a separate employment contract for part-time work! You will learn more about assigning the responsibilities of a materially responsible employee if you go to the material. Expanding the service area and increasing the volume of work performed - performing, along with one’s main work stipulated by the employment contract, an additional volume of work in the same profession or position. Draw up an additional agreement to the employment contract.
Info
Thus, if an employee will perform additional duties during his working time in another profession, he needs to register a combination, if in his profession, then an increase in the volume of work performed. If the duties are performed after the main working day, then a part-time job is formalized. Details in the materials of the Personnel System: 1. Answer: How to formalize the combination of professions (positions) I.I.
How many positions can a part-time employee hold?
The working hours can also be fixed in the form of a schedule or tabular version, especially when it comes to shift duty. Direct payment for part-time work depends on the basis on which the payment is made. There may be 2 options:
- hourly wages;
- based on the work performed, regardless of the time spent (piecework).
Given the limited time in terms of the duration of work for a part-time worker, most often the employer chooses the first option, when the part-time worker is required to perform certain work within a given period of time.
Internal part-time job Taking into account the fact that an internal part-time job involves a person working exclusively at his or her own enterprise, the key rate cannot exceed 0.5.
About the number of bets one person has part-time
Important
When combining professions, an employee does additional work during his regular working day. In this case, additional work is paid and is possible only with the written consent of the employee. Such rules are established in Part 1 of Article 60.2 of the Labor Code of the Russian Federation.
Popular questions Expanding service areas and increasing the volume of work performed means performing, along with one’s main work stipulated by an employment contract, an additional volume of work in the same profession or position (Part 2 of Article 60.2 of the Labor Code of the Russian Federation). In this case, the assignment of additional work to an employee for additional payment will be formalized by the employee and the employer signing an additional agreement to the employment contract, which will determine both the content and volume and duration of future work, as well as additional payment for its implementation (Articles 72, 151 of the Labor Code of the Russian Federation ).
Main work + combination 0.5 rate
Question from practice: how to formalize the performance of work (of a long-term or one-time nature) that is not part of the employee’s job responsibilities. The employee’s performance of work that is not part of his job responsibilities can be documented in one of four ways: The choice of option depends on the nature of the additional work and on the frequency with which the employee must perform it. If an employee will have to engage in a new job for a certain time, then it is better to arrange an internal part-time job or a combination of professions (positions). In case of internal part-time work, the employee performs additional work in his free time from his main job (Art.
60.1 and part 1 of Art. 282 of the Labor Code of the Russian Federation). To do this, the employer enters into a separate employment contract with the employee (Article 60.1 of the Labor Code of the Russian Federation).
Combining different positions within the same organization is possible subject to availability of available staff, but only part-time. Labor Code of the Russian Federation in latest edition Part-time work at 0.5 rate Is it permissible to hire part-time employees full time, provided that they are employed at 0.5 rate at their main job? Labor legislation answers negatively: this contradicts the very wording - to work during the time remaining free from main employment. If desired, it is possible to change the status of the activity: register the main position as an additional one and vice versa, if the earnings in the main position are less than in the auxiliary one.
You need to write an application, resign and register again, but not for a part-time job, but for a full salary. The procedure involves drawing up a new or making additions to an old agreement between the employer and employee.
At the same time, the employment contract must stipulate that the employee has been hired part-time and indicates his working hours and rest hours (for example, a 4-hour working day - from 9.00 to 13.00). Can a part-time worker work full-time? The above duration restrictions daily work do not work in two cases. If the employee:
- suspended work at his main place of work because his salary was delayed there for more than 15 days (Article 142 of the Labor Code of the Russian Federation);
- suspended from main job due to medical indications(Article 73 of the Labor Code of the Russian Federation).
Under such circumstances, an external part-time worker can be hired full-time. Otherwise, conclude with external part-time worker A full-time employment contract is dangerous.
Is it possible to take a combination of wages when working at 0 5 rates?
External part-time work at 0.5 rates represents the opportunity for a citizen employed in one organization to work in free time to another. Under what conditions such an employee is hired and whether his employment is allowed on a full-time basis, we will consider in the article below. Reception of an employee external part-time job at 0.5 rate, features of its design. How many hours per day can you hire an external part-time employee? How many employers can you work for at 0.5 rate? Is full-time external part-time work allowed? Is it possible to reflect this in the employment contract? Hiring an external part-time employee at 0.5 rate, features of its registration Any citizen has the right to get an additional job carried out outside the walls of the organization in which he works during the main time (Part 1 of Article 282 of the Labor Code of the Russian Federation).
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