The schedule of vacations, taking into account the opinion of workers. Rules for drawing up the schedule of vacations and fill it during the year. Crib. How to get rid of accumulated debts on vacations

All working people have the right to an annual paid vacation. But that all employees simultaneously did not go on vacation, and the work of the enterprise did not stop, the preparation of holiday schedule is practiced, which on the one hand guarantees the rights of workers to rest, and on the other - protects the employer.

What is a vacation schedule?

In fact, vacation schedule is a schedule annual leave Employees, which is compiled in order to establish a severity of rest and ensure stay at the work of the right number of people.

There are certain rules for drawing up the schedule of vacations. Thus, the vacation schedule is drawn up and is approved once a year, without the right to make changes to it (you can only write there changes in the dates of vacations if they take place, and the change in vacation timing is possible only on the basis of such a document as an order for posting the vacation, signed by the head of the organization). He is agreed with the administration of the enterprise and the trade union authority (if any).

The schedule of vacations is drawn up taking into account the wishes of workers and, of course, taking into account the characteristics of the workflow. The collective agreement or other regulatory act can be established the maximum number of people who, working in a certain unit, can be at the same time on vacation. This is done in order not to suffer and did not stop the workflow.

To compile the schedule of leaves, it is necessary to start in November, and it is approved by the manager, it should be no later than December 16, that is, two weeks before the new calendar year, as required by the Labor Code.

If new employees are arranged for work during the year, they are not contributed to the schedule, and their vacations are provided by agreement with the administration.

Does the schedule need a vacation schedule if the organization is small?

The schedule of vacations should be in any institution, no matter how many employees work there. According to the Labor Code, this document is mandatory, both for the employee and for the employer. He gives an employee the necessary guarantees, and the employer forces the law. In addition, it is the vacation schedule that the order of recreation staff is established. Well, those who believe that it is not necessary to comply with the requirements of the Labor Code, should be prepared for fines that impose labor inspection on employers for the lack of approved holiday schedule.

Rights of individual categories of workers in drawing up vacation schedule

During the preparation of the vacation schedule, it is necessary to take into account that some categories of workers (the list is presented in the table below) have the right to receive regular vacation at the certain time. For example, women who have two (and more) children whose age is up to 12 years old, have the priority right to leave in the summer. The same benefits are provided for single fathers, veterans of war and labor, employees under 18 years old, guardians or trustees, host veterans, people having a title of hero of Russia, Hero Soviet Union, full cavaliers of glory orders. In addition, simultaneously with her husband (wife) can go on vacation and spouses of military personnel.

№	Category of workers	Regulatory Legal Document
1	Citizens exposed to radiation due to the catastrophe at the Chernobyl NPP	Law of the Russian Federation of 15.05.1991 No. 1244-I "On social Protection citizens who were influenced by radiation due to the catastrophe at the Chernobyl nuclear power plant "(with change of 07/25/2002)
2	Heroes of the Soviet Union, Heroes Russian Federation and full holders of the Order of Glory	Law of the Russian Federation of January 15, 1993 No. 4301-I "On the status of the heroes of the Soviet Union, the heroes of the Russian Federation and the full cavaliers of the Order of Glory" (with measurement on July 13, 2001)
3	Citizens awarded the sign "Honorary Donor of Russia"	Law of the Russian Federation of 06/09/1993 No. 5142-I "On blood donation and its components" (with change on 04/16/2001)
4	Veterans Great Patriotic War, other participants of the Great Patriotic War and the fighting, labor veterans	Federal Law of 01/12/1995 No. 5-FZ "On Veterans" (with change of 07/25/2002)
5	Heroes of Socialist Labor and Full Cavalers of the Orden of Labor Glory	Federal Law of 09.01.1997 No. 5-FZ "On the provision of social guarantees of the heroes of socialist labor and full cavaliers of the Order of Labor Glory"
6	Citizens who received the total (accumulated) effective dose of irradiation exceeding 25 NWS (BER)	Federal Law of January 10, 2002 No. 2-FZ "On social guarantees to citizens subjected to radiation impact due to nuclear tests at the Semipalatinian landfill"

How to make a vacation schedule?

An organization's vacation schedule is a local act, which contains information about the order of vacations of workers of all structural units. To compile it, there is a certain form, and the sample of the vacation schedule can be found on the Internet. Each structural division of the organization has its own vacation schedule. This is done in many enterprises, and this scheme is considered the most convenient: first the leaders of the departments make up their schedules depending on the need of the department in the amount required personnelAnd then the personnel department already adjusts the filed graphics taking into account the existing benefits.

After that, the personnelists are transferred corrected (if there is a need for) schedules for discussion to employees whose holidays were for some reason postponed, and leaders of departments for coordination. This also makes sense, since only the head of the department can say which employees should be present at workplaces at a specific time of the year. As for the transfer of leave to employees who may occur during adjustment, sometimes when a vacation is shifted, a vacation is shifted and a few more, which also requires coordination with those whose interests it affected.

After agreeing and resolving all the controversial issues, the corrected graphs are again transferred to the personnel department, where a consolidated schedule is already compiled for all enterprise.

Drawing up the schedule of vacations in small institutions

For small enterprises, a preliminary survey of employees about vacation time has been familiar, which is carried out by employees of the personnel department or heads of structural divisions. To avoid unnecessary problems and discrepancies in the wishes of employees, labor inspectors recommend not just to conduct a survey of workers, but to draw up its result officially, with the signature of the employee itself, which will confirm that it does not object to the specific vacation time, which he is invited. After collecting data on the wishes of employees, you need to take a sample of the preparation of the vacation schedule () and create a draft document, which will again have to coordinate with the heads of structural units.

Important moments that need to be considered when drawing up vacation schedule

In drawing up the schedule of vacations, in addition to the wishes of workers, it is also necessary to take into account the requirements current legislation. Namely:

Work experience - Employees have the right to paid vacation, whose work experience at the time of the preparation of holiday schedule at least six months (while the employee must be warned that his vacation can be moved away). In addition, if during the period for which the next vacation is provided, the employee took additional leave without saving wageswhose deadlines are more than seven calendar days, Or was on child care leave, this time is not included in the experience giving the right to paid annual leave. Such situations include the transfer of leave by agreement between the employee and the employer, even if the vacation is scheduled and included in the chart, since the lack of the necessary experience in the employee is a legally significant basis that makes changes to the chart.
Separate categories of employees May receive annual paid leave regardless of experience. These include: workers who have not yet turned 18 years old, women before maternity leave or after him, adopters of children who have not reached three months. Of course, making up a schedule, it is realistic to schedule only vacation minors workers or adopted by pregnant women. In all other cases, vacation can be provided before the six-month term of the employee's continuous work will expire in the organization, only at the request of the employee and approval with the administration. To date, the Labor Code does not provide for the provision of leave in proportionally spent time, therefore, when granting leave in advance - before the expiration of the six months of the enterprise, the payment of holidays should be fully made in full, and the vacation is provided completely.
Additional annual leave Provided in many organizations. They may be associated with harmful or dangerous working conditions. Such vacation is also entered into a chart, but the experience that gives the right to use such a vacation, includes only actually spent time. And the opportunity to get an additional vacation by advance law is not provided.
Two holidays They can get in one calendar year those who were hired at the end of the past calendar year, for example, in October. In this case, the employee by law can go on vacation in May and until the end of the year take another paid vacation, but after another year (take leave for the second and next year, the employee has the right at any time of the year at will). This possibility should be provided for at the stage of drawing up a draft schedule and, of course, must be entered into the release of the vacation schedule.
Priority vacation It is established not only according to the wishes of employees, and also depending on whether the company has employees who have the priority right to use the annual leave in the summer or in the one they choose at their own wishes. To take into account the interests of this category of employees, a list of those who have such a right has been drawn up.
Part-time employeesthey have the right to go to the annual paid leave at the same time as on the main work. For this, they must submit a confirmation document - a certificate from the main place of work on the timing of vacation.
Workers who for some reason who have not used vacation last year,also have the right to priority to leave or choose a convenient time for them.
Workers going to enter universitiesand also those who have children - graduates 11 or 9 classes also have the right to choose the vacation time on their own. This is especially true of employees of enterprises located in the regions of the Far North, if their children's training are planned in another region. In this case, to accompany the child in educational institution The employee has the right to full vacation Or its part (at least 14 calendar days) at a time when entering the entrance exams.
Duration of vacationin our country, 28 calendar days. But if there is additional leave at the enterprise, the next vacation can be increased. This also applies to some categories of workers who provide for longer vacation:

№	Categories of employees, types of work, industries	Duration of annual holidays	Regulatory legal act
1	Workers under the age of 18	31 Calendar Day	Labor Code of the Russian Federation - Article 267
2	Pedagogical workers of educational institutions	42, 56 calendar days (a specific duration was established by the Decree of the Government of the Russian Federation of 01.10.2002 No. 724)	Labor Code of the Russian Federation - Article 334
3	Disabled people employed in organizations regardless of organizational and legal forms of ownership	not less than 30 calendar days	Federal Law of 24.11.1995 No. 181-FZ "On the social protection of persons with disabilities in the Russian Federation" (with change of 29.05.2002) - Article 23
4	Citizens of elderly and disabled people living in stationary social service facilities working on conditions labor contract	30 calendar days	Federal Law of 02.08.1995 No. 122-FZ "On social service Elderly citizens "- Article 13
5	Civil servants		Federal Law of 07/31/1995 No. 119-FZ "On the Foundations public service Of the Russian Federation "(with change of 07.11.2000) -state 18
6	Municipal employees	not less than 30 calendar days (for individual categories vacation MB greater duration)	Federal Law of 08.01.1998 No. 8-FZ "On the Foundations municipal Service In the Russian Federation "(with change of 07/25/2002) - Article 17
7	Judges	30 business days; 45 working days (in areas equal to the districts of the Far North, and in areas with severe and adverse climatic conditions, which establishes coefficients for wages); 51 working day (in the regions of the Far North)	Law of the Russian Federation of 26.06.1992 No. 3132-I "On the status of judges in the Russian Federation" (with change of 12.12.2001) - Article 19
8	Prosecutor's Office (prosecutors and investigators, scientific and pedagogical workers)	30 calendar days	Law of the Russian Federation of January 17, 1992 No. 2202-I "On the Prosecutor's Office of the Russian Federation" (with change of 07/25/2002) - Standard 414
9	Prosecutors and investigators working in areas with severe and unfavorable climatic conditions	at least 45 calendar days	Note. The specific duration is established by the Government of the Russian Federation (Resolution 06.03.1996 No. 242): 54 calendar days - in the regions of the Far North; 46 calendar days - in areas equal to the regions of the Far North.
10	Tax police officers	30 calendar days; 45 calendar days (when passing service in areas with severe climatic conditions)	Federal Law of 06/24/1993 No. 5238-I "On federal bodies tax police "(with change on 07/25/2002) - Article 13 Regulations on the passage of service in the bodies of the Tax Police of the Russian Federation (Resolution of the Supreme Soviet of the Russian Federation of 20.05.1993 No. 4991-I (with amended by 06/30/2002)
11	Police officers	30 days plus the time required to drive to the venue and back	Law of the Russian Federation of April 18, 1991 No. 1026-I "On the Militia" (with change on 04/25/2002) - Article 20
12	Customs officers	30 calendar days without taking into account the time following the vacation location and back	Federal Law of July 21, 1997 No. 114-ФЗ "On the service in the customs authorities of the Russian Federation" (with change of 07/25/2002) - Article 36
13	Members of the Federation Council Deputies of the State Duma	48 business days	Law of the Russian Federation of 08.05.1994 No. 3-FZ "On the status of a member of the Federation Council and the Status of the State Duma of the Federal Assembly of the Russian Federation" (with amended by 07/25/2002) - Articles 28, 40
14	Assistant Member of the Federation Council, Deputy of the State Duma, working on an employment contract	up to 36 working days
15	Citizens engaged in work with chemical weapons	56 calendar days (on the first work group); 49 calendar days (according to the second group of works)	Federal Law of 07.11.2000 No. 136-ФЗ "On the social protection of citizens employed on the works with chemical weapons" (with change of 07/25/2002) - Article 5
16	Rescuers of professional rescue services, professional rescue formations	30 days - having continuous experience work in professional rescue services, professional emergency rescue formations in rescuers posts under 10 years; 35 days - having experience in the above services and formations for more than 10 years; 40 days - having experience in the above services and formations for more than 15 years	Federal Law of August 22, 1995 No. 151-FZ "On the rescue services and the status of rescuers" (with change on 03/24/2001) - Article 28

T-7 form: Why does she and where to download it?

Today, there is a form of T7 vacation schedule, which was approved by the Resolution of the State Statistics Committee of Russia in 2001. Some personnelists believe that vacation schedule can be issued in arbitrary form. But, since there are unified forms of accounting documentation to which the T7 form relates, it is worth using her vacation schedule. Besides for financial structure Enterprises form T7 is a document based on which vacation employees will be paid. So the question of using or not using the T7 form is meaningless.

Of course, sometimes, when breaking the vacation to pieces or the need to acquaint the employee with what he goes on vacation (it needs to be done two weeks before the start of vacation) there are difficulties, since the form T7 does not provide such actions. But this problem is solved in their own way. For example, additional lines use or add an excess chart to sign an employee (and some are attached to the vacation schedule an additional introductory list).

Many are interested in the question whether the order is needed on the approval of the vacation schedule? No, not needed. Since the T7 form contains a section "Approve" in the header, where the manager puts his signature, it itself is an order, so there is no need for another additional order.

Download form №T-7 form can be software.

Vacation schedule and trade union

The unified form of vacation schedule was created taking into account the requirements of the KZOT and, accordingly, has a grid pattern of coordination with the trade union. Now the Labor Code does not require coordinate vacation schedule with a trade union organization. But if the union in the enterprise exists, then the coordination of the schedule with the chairman of the trade union organ is produced. If there is no trade union, it is indicated in the template.

The coordination with the trade union is made at the stage of the project schedule. When it is already compiled, but not yet approved by the head of the organization. The project signs the head of the personnel department and heads of structural divisions. Then the representative of the trade union is familiar with him. The schedule consistent with the union comes to the head of the head, after which it is considered to be completely legal and cannot be disputed by employees.

How to transfer a vacation employee?

If for some reason the employee cannot go on vacation into a certain schedule time (this can be both the production necessity and personal causes), then it must apply for the transfer of leave. With a positive decision of the issue, an order of the head is published, and in the schedule of vacations, appropriate entries are made in graphs 7-9. If the vacation is canceled due to the production process, or the employee responds from vacation, then the release of leave for the next year is recorded in column number 10 - "Note".

To competently draw up a vacation schedule, you need to know the norms of existing legislation and remember that:

the boss and deputy can not go on vacation at the same time
the division must remain such a number of employees who can support its normal functioning
at the same time, specialists of one profile cannot go on vacation
accumulated a few years vacation should not be summed, it is better to break it into several parts
no need to place the responsibilities of the employee who is on vacation on the one who has the right to go on vacation out of turn
distribute vacation you need so as not to suffer workflow and employees

And in order not to make an extra work, correcting the draft schedule, it is better to agree on the employees in advance with the employees and heads of the structural divisions of the holidays and breakdown of the vacation to the part (if they want to divide it).

The 2011 vacation campaign ends. And again it is to organize work on the preparation of the vacation schedule for the next calendar year. This work personnel is advisable to hold, without waiting for the new year.

Organization of work on the preparation of the schedule of vacations

The schedule of vacations is a local regulatory legal act of an organization that determines the priority of the provision of labor holidays in the calendar year and contains information about the time of the distribution of vacations between employees of all structural divisions of the organization.

The procedure for drawing up a vacation schedule can be enshrined in collective Agreement. The procedure for developing this document may be set forth in the instructions for personnel office workapproved at the enterprise.

Organizations with a fairly large number of employees should take care of the upcoming holiday campaign already in November (for example, by issuing an order (orders) of the employer, indicating the heads of structural divisions to submit information about their vacation workers planned). If a trade union organization has created in the organization, it is necessary to determine the timing of the design of the schedule of holidays on the consideration of this authority. The schedule of vacations must be approved by the head of the organization.

The priority of labor holidays is established by the work vacation schedule approved by the employer in coordination with the trade union or the employer in coordination with the employee in the absence of a trade union (Art. 168 of the Labor Code of the Republic of Belarus (hereinafter - TC)).

The schedule of labor holidays in the organization is on the calendar year no later than January 5 or other period established by the collective agreement, an agreement either agreed by the employer with the trade union, and bring to the attention of all employees.

Coordination with the trade union of the schedule of vacations must necessarily have its availability in the organization. Without negotiation with the trade union, this schedule will be invalid.

Form and content of vacation schedule

In art. 168 TCs are not established requirements for the content of labor holiday schedule.

At the same time, the order of the Director of the Department of Archives and Delivery of the Ministry of Education and Science of the Republic of Belarus dated 14.05.2007 No. 25 approved a unified system of organizational and administrative documentation (USDA), where the unified form of vacation schedule is enabled (see annex).

In the unified form of this document of the graph to simplicate the mark of familiarization of workers with vacation schedule is not provided.

In the regulatory legal acts of the Republic of Belarus, there is no norm, directly providing for the need to familiarize employees with an approved schedule of vacation schedule, so the ways of bringing the schedule to the attention of workers may vary. In practice, one of the following options for familiarizing employees with vacation schedule are usually used:

1) placement of vacation schedule in publicly available for employees place (information board, etc.);
2) Familiarization with the schedule of vacationing of each employee under the painting.

The most appropriate is the 2nd option. Such familiarization can be issued by the corresponding mark in a form similar to the mark of familiarization of the employee with an order to grant the vacation. If necessary, it can be included in the form of a vacation schedule an additional Count "Mark of an employee about familiarizing the schedule", where their own signature of the familiar worker will be affixed and the date of reference. In addition, the vacation schedule is possible to make an application in the form of a leaf of familiarization of employees.

Requirements on specifying in the schedule of vacations the start and end of labor leave does not contain legislation. Only months of providing labor holidays can be indicated in the chart. In this case, an additional agreement is required between the employee and the employer about the specific date of the launch of labor leave. The agreed day should be fixed in the order, a vacation note. The month and date of vacation defined by the employer in coordination with the employee are mandatory for them and can be changed only by agreement between them.

What should be remembered by personnel specialists when drawing up vacation schedule

Labor holidays (main and additional) for the second and subsequent working years are provided at any time of the working year in accordance with the order of the provision of labor leave, unless otherwise provided by TC (Article 167 of the TC).

When drawing up vacation schedule, the employer is obliged to take into account the desire of certain categories of workers who are given the right to provide labor leave at a certain time or periods (part of the fourth century 168 TC).

It should also take into account the provisions of the collective agreement (if available in the organization) and the terms of the employment contract, since they may contain categories of workers who are provided with their desire in summer or any other. convenient time. For example, in a collective agreement, a provision for the provision of labor leave in the summer, lonely mothers raising a child under the age of 14 years old may be envisaged.

After submitting to the personnel department by heads of structural divisions of proposals on their vacations planned by their employer, the term (for example, no later than December 15) their further analysis is carried out by a specialist personnel service.

What is necessary to pay attention to the personnel specialist when processing received proposals from the heads of structural units

First of all, the personnel specialist considers the proposal for each employee about the month (date of the beginning) of working leave, taking into account his working year. Such a need is due to the norm of Art. 170 TC: Labor leave must be provided with an employee during the working year (annually).

Working year - This is a period of time equal to the duration of the calendar year, but calculated for each employee from the date of employment (Article 163 of the TC).

Example

The employee was hired July 4, 2010. Its working year is calculated from July 4, 2010 to July 3, 2011. The duration of labor leave is 30 calendar days. For the specified working year, the employee has already used her work vacation in 2011 in the vacation schedule for 2012. He may be scheduled for labor leave only from January 1, 2012 to June 4, 2012, i.e. Really, the employee must use labor leave until the end of the working year - July 3, 2012

If this employee wants to use his work vacation during another period, for example in September 2012, then 2 vacation schedule should include 2 vacation: one-time from July 4, 2011 to July 3, 2012 (until June 4, 2012 G.), the second - for the working year from July 4, 2012 to July 3, 2013 for September.

When dividing labor leave on the part (part of the first Art. 174 TC), incl. At the request of the employee, during the preparation of the schedule of leaves in the chart, you must specify 2 parts of the vacation.

Changing the time for providing labor leave as a measure of additional recovery

The employer has the right to apply additional recovery measures to employees who committed disciplinary misconduct, regardless of the use of measures. disciplinary penalty (Art. 198 TC), for example, change the time for providing labor leave. The types and procedures for the application of these measures are determined by the rules of the internal labor regulation, collective agreement, agreement, other local regulatory legal acts.

At the same time, the right of an employee to receive labor leave in the period stipulated by part of the fourth century. 168 TC, does not exclude the right of the employer to apply additional measures to recover from employees who have committed disciplinary misconduct.

Optimal option - Labor leave in full size every year

By making a schedule of vacations, the personnel service should check for workers from unused parts of labor leave (for example, making information in a personal card) and include them in the vacation schedule, attaching to vacation for the next work year or providing a separate part.

Reference: The employer is obliged to provide an employee of labor leave, as a rule, during each working year (annually) (Art. 170 of the TC).

At the same time, the right to transfer a part of labor leave to the next working year was enshrined in 2 articles TC - Art. 170 and 174.

In exceptional cases, when the provision of full labor leave, the employee in the current working year may adversely affect the normal activity of the organization, allowed with the consent of the employee to transfer the part of the holiday to the next working year (Article 170 of the TC). The remaining part of the labor leave cannot be less than 14 calendar days and is provided before the end of the current working year. The portable part of the labor leave at the request of the employee attach to vacation for the next working year or is used separately.

In other words, the employer is obliged to provide in the current working year, and the employee must use at least 14 calendar days of labor leave.

At the same time, failure to provide labor leave is prohibited by workers under 18 and employees who have the right to additional leave due to harmful and (or) hazardous working conditions.

It is possible to transfer an unused part of the labor leave in the case of an employee's review with its consent from labor leave (Art. 174 of the TC). However, the employee must use at least 14 calendar days of labor leave in the current working year.

It is necessary to remember that the review from the holidays of workers is under 18 years of age and workers engaged in works with harmful and (or) hazardous working conditions, is not allowed.

Labor vacation for the first working year

The conditions for the provision of labor leave for the first working year are provided by Art. 166 TC.

Labor holidays (main and additional) for the first working year are provided no earlier than 6 months of work at the employer, with the exception of cases provided for by Art. 166 TC.

Before the expiration of 6 months of work, the employer is obliged to provide employment leave to the following categories of workers at their request:

Women before maternity leave or after him;
- persons under the age of 18;
- employees adopted to work in order of translation;
- partners, if the labor leave for the main place of work is for the period up to 6 months of part-time work;
- participants in the Great Patriotic War;
- women with two and more children under 14 years old or a disabled child under the age of 18;
- employees studying in evening schools and institutions that ensure the receipt of a vocational, secondary special, higher and postgraduate education, in the evening or correspondence form of education;
- to other persons in cases stipulated by the collective agreement, agreement or employment contract.

Working wives (husbands) of military personnel at their request of labor leave simultaneously with their husbands (wives).

At the same time, the legislation allows the provision of leave in a proportionally spent part of the working year, but at least 14 calendar days with the consent of the employer and other employees. In this case, the employer has the right before the expiration of 6 months of work he has to provide labor leave in proportion to the worked part of the working year, but not less than 14 calendar days. Thus, the proposed part of the labor leave should be at least 14 calendar days, which is actually a division of leave into parts.

Six months is the minimum period, after which life leave may be provided for the first working year. Labor vacation can be provided in the first worker year after 6-11 months.

Features of the provision of labor leave by partners

When drawing up the vacations schedule, you must consider the following.
Working vacation a part-time work is provided simultaneously with labor leave for the main work (Art. 347 of the TC).

If the worker did not work at work on part-time 6 months, then his work should be provided with an advance.

If the duration of the labor leave of the employee at work part-time is less than the duration of labor leave at the main place of work, the employer at the request of the employee provides him with a social leave of the appropriate duration without salary salary.

Part of the labor leave by part-time, exceeding labor leave for the main work, by agreement between the employee and the employer can be replaced by monetary compensation.

Providing holidays to a part-time job simultaneously with the release of the main place of work is a duty, not the right to the employer, and refuse to provide such a vacation it is not entitled.

The procedure for issuing labor leave

If the employee's labor leave is provided in accordance with the vacation schedule, it is not obliged to apply for the provision of leave. Vacation must be provided in agreed with the employer on the written statement of the employee in the following cases:

The schedule does not specify the start date of vacation;
- Vacation is not available on vacation schedule (vacation postponed to another time);
- the employee is not included in the chart (for example, adopted new worker, woman started fulfilling official duties After the leave for child care until it reaches the age of 3 years);
- There is no vacation schedule.

The employer is obliged to notify the employee no later than 15 calendar days (Art. 169 TC).

Notify employees about the start time of labor leave in the following ways:

Post the lists of workers with an indication of the structural division, month and day of the beginning of the holiday and its ending;
- by sending the relevant structural divisions of such a list to managers;
- individually - by familiarizing the employee to the painting with the order for the provision of leave or note on vacation, which indicates the dates of the beginning and end of labor leave.

Notifications, as a rule, depend on the staff of employees.

The possibility of providing labor leave early

In the event of an unexpected suspension of work due to an accident, a natural disaster, the insecurity of energy resources, raw materials and for other exceptional and unforeseen circumstances of Art. 172 TC provides for the right of the employer for early (ie, ahead of time provided for by the schedule of labor holidays or an individual agreement), the provision of labor leave to everyone or special categories workers.

The peculiarity of this right is that the employer in this case acts unilaterally without the consent of workers and the trade union.

Final provisions

When drawing up a schedule of holidays, personnel service should be remembered about one important circumstance - the need to ensure the work of the organization in normal mode, i.e. On the implementation of production, financial and other plans. When planning work holidays, it is also necessary to take into account the interchangeability of the head of the structural unit and its deputy, workers who perform homogeneous functions, employees who occupy the same positions in one structural unit, and other cases that can be inherent in the organization of a certain industry.

When drawing up the schedule, it is important to remember about this moment as the distribution of labor holidays during the calendar year, and not only in the summer (from May to September). Note that the labor legislation does not give the definition of the concept of "summer period". To avoid controversial situations In the local regulatory legal act, the organization should independently establish the boundaries of the summer period (its beginning and end).

A systematic approach to the sequity of the provision of vacations will contribute to the established manufacturing process, the implementation of plans and indicators.

Start work on the document on time to meet on time. Learn how to make a secure vacation schedule - 2020. Experts accounted for full guide to action.

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Vacation schedule for 2020: who is and when

Vacation schedule - a mandatory document that is constituted annually. It is prescribed as the company's employees will relax in the next calendar year. Observe the document must both workers and the employer himself. The latter needs to be a document with clearly prescribed dates.

Vacation schedule need to:

In advance to make a notification, pay the holidays and fulfill all other obligations towards the vacationer.
On time to find a replacement by a specialist who goes on vacation.
Prevent employees to accumulate unused vacation days - for this company can be fined.
Turn vacation days on working groups, teams and departments so that no division is imposed due to the simultaneous absence of several employees.

Drawing up vacations schedule for 2020 entrust the personnel. You can take the basis unified form No. T-7 , approved by the Resolution of the State Statistics Committee of the Russian Federation No. 1 of January 5, 2004. You can also develop your own form of document, approving it by order. The document is assigned by the signature of the head of the personnel service and transfer to the approval of the director of the company.

Attention!Git controls the dates of the approval of the document for 2020 and strictly monitors their observance. The extreme date is December 17, in 2019 it is Tuesday. You can reinstate and approve the document 2020 in advance. Take into account the duration working week In your organization.

Information to be in the sample:

Details of the employer.
Information about the employee: Structural unit, position or profession, table number, surname, name and patronymic.
Dates of the start of vacation.
The number of calendar days of vacation.
Data on transfer and notes reflecting its cause.

How to get rid of debts on vacations for 2019

Personnel needs to consider the days of vacation, which employees have accumulated over past periods of work in the company. The correct number of days that the worker has the right to use in 2020 should be specified in the vacation schedule, or make a separate schedule for repayment of holidays on vacations.

Relief debt repayment schedule

There are several ways to pay off debts on vacations if the employee is not against the money compensation for them, and you do not want to pull such debts for the next year. Each of them has its pros and cons.

Crib. How to get rid of accumulated debts on vacations

Procedure for 2020: Step by step algorithm

Step 1. Find out the wishes of employees

Who make to a new schedule

At the template of the document for 2020 all full-time employees, including external and internal partners. You can not reflect in the overall list of decoits, which in the next calendar year do not plan to return to work. But those who decree next year ends at once.

Newcomers who set up a company after the approval of the document, leave for the first year, is provided according to statements, and not on schedule.

Check if there is beneficiaries in the team. They are eligible for vacation at any convenient time according to the standards of TC.

If the company is large, authorized linear managers to make preliminary projects of graphs for each department, and then combine them in a consolidated vacation schedule in Excele (you can download a typical template online). Make it quickly and without errors will help smart Excel Table from Journal Experts Personnel Case. It will help to deal with the dates of the end of holidays, taking into account holidays, will warn, who will soon begin vacation and will form a unified schedule form.

Smart vacation schedule: updated version for 2020

Attention!From October 2018, a new article 262.2 of the Labor Code of the Russian Federation entered into force, enshrining employees with three and more children under the age of 12 years the right to take an annual paid vacation at any convenient time.

Accounting for workers will avoid offend and conflict in drawing up vacation schedule. To collect the wishes of subordinates it is advisable to instruct the heads of departments. They will take into account the interchangeability of employees, seasonal load. If the organization is small, then collect the wishes of all employees can a personnel worker.

Council from the editorial board "Personnel Business"

Discuss in advance with the staff of the leave for vacation care or request information to writing. For example, assign the supervisors of departments and working groups to draw up preliminary graphs, and then twist them in one document. What is needed for this, read in the article:

Step 2. Make preliminary graphs

Often, considering the desire of all workers is simply no possibility. In this case, there are no changes only to the wishes of preferential categories. The rest let's give an opportunity to independently arrange a vacation time.

Many workers want to go on vacation in the summer. To ensure this, you can schedule leave in parts. In this case, the employee will be listed in the vacation schedule with two lines. At the same time, consider:

It will take written confirmation that the employee agrees to the division of leave into parts.
One of the parts of the vacation should be 14 or more calendar days.

If you cannot agree on workers, then the leaders of the divisions can schedule them leave at that time when it is convenient for the organization. By the way, some months can generally make "closed for vacations". The employer has the right to do this if due to the peculiarities of production the absence of an employee during this period may not affect the normal operation of the organization.

Step 3. Check preliminary graphics

Pre-drawed graphs The heads of divisions are transmitted to the framework for verification. Personnel will check whether his vacation begins earlier than the period for which it is provided.

Step. 4. Develop a draft vacation schedule

The project is a decorated, but not yet signed and not approved document. In order for employees less conflict due to vacations, we collect statements with wishes when they plan to go to the annual paid vacation next year. Make a draft vacation schedule - 2020. So save your nerves and save time - you do not have to explain to the forgetful worker, why his vacation in the chart was set for November, although he wanted to rest in the summer.

Crib. How to make a draft vacation schedule

Step 5. Coordinate and approve of vacation schedule

The vacation schedule must be coordinated with the trade union, but only if it is in the company. The draft document in the trade union committee is obliged to consider within 5 business days. Motivated opinion did not wait - approve without consent.

Approve vacation schedule need 2 weeks before the next calendar year. December 17 - the latest schedule approval.

Vacation schedule can approve the head of the organization. For this, he puts the date and its signature in the upper right corner of the document.
The schedule of vacations can be approved if the order is made on the company's main activity and include the item to "approve vacation schedule for 2020." The schedule itself will be an application to the orders.

Attention! The law does not indicate how the vacation schedule should be approved. The manager does it at his discretion.

Before giving a vacation schedule for 2020, the head of the signature, check if these errors do not have these errors in your document.

Typical errors in vacation schedule

Experts advise to approve the document in the first way. First, in the unified form of T-7, the claims are provided by the head personally personally. Secondly, the shelf life of the vacation schedule is very small - only one year from the end of their action, and it is impractical to approve such documents to orders that are kept constantly.

The law does not require putting the organization in the chart. The document is intended only for internal use.

Step 6. Acquire employees with vacation schedule

The Labor Code directly does not provide that employees need to be acquainted with the schedule of vacation schedule. Article 123 of the Labor Code of the Russian Federation speaks only that it is necessary to notify an employee about the beginning of leave 2 weeks before it began. But Rostrud (letter dated 08/01/2012 No. PG / 5883-6-1) believes that the vacation schedule is a local act of the organization, so the employer is obliged to acquaint workers with him under signature.

Expert answer from the "Frame System"

Do I need to acquaint employees with vacation schedule?
Nina Kovyzin says, Deputy Director of the Department of the Ministry of Health of Russia

The law does not contain an unambiguous answer to this question. Currently on this issue there are two opposite positions.

Fine size:

For officials (Accountant, personnel) - Warning or penalty 1000-5000 rub.
For IP - fine 1000-5000 rubles.
For organizations - from 30,000 to 50,000 rubles.
The same fines face those who did not approve the document at all.

Where to download a sample schedule for 2020

Example of filling out vacations schedule for 2020

Use an "smart" document in Excel format to meet the deadlines and prevent errors when working on a document. Table attached ready template For printout - Unified form No. D-7 with all necessary details. Making a reerage, try to take into account the wishes of employees and comply with the rights of large parents and other beneficiaries, which the TK RF allows you to take leave at any convenient time.

December 17 - the last day of the approval of holiday schedule, because it must be signed by the head of the organization no later than two weeks before the calendar year (Article 123 of the Labor Code of the Russian Federation). It remains quite a bit of time to get it competently compile it.

We organize the work on the preparation of the schedule

The chart reflects information on the distribution of annual paid leave of the organization's employees for the calendar year by months. Development of vacation schedule takes a long time in the framework. It is possible to organize the work on the collection and processing of the necessary data. Someone is convenient to entrust it with a separate personnel specialist who will be busy with the "from and to" schedule. Other more convenient to distribute duties: consolidate each employee of the personnel department for one or several structural divisions.

Compilation of graphics - the point is responsible, it is necessary to take into account a lot: and the wishes of workers about holiday dates, and needs manufacturing process, and the norms of labor legislation. The procedure for developing the schedule, the conditions and rules for the provision of holidays is advisable to reflect in local regulatory acts of the organization (the rules of the internal employment regulation or collective agreement). In manual instructions, you can describe in detail the procedure for filling the vacation schedule both at the stage of its creation and in the process of maintaining during the year. If in local regulatory acts of the organization, the procedure for developing holiday schedule is not registered, it is necessary to start its preparation with the publication of the order in which you need to specify:

who is entrusted with the obligation to prepare the schedule of vacations (the schedule signs the head of the personnel service, but the work on training can conduct a personnel specialist);
for how long, employees must provide their wishes regarding vacations;
the term to which the leaders of structural divisions must agree on the wishes of workers with production plans departments;
the term to which the draft schedule should be submitted to the approval by the manager.

The vacation schedule should take into account the features of the organization's production process, ensure its continuity and interchangeability of employees. The Labor Code gives all the possibilities for this, because the order of granting holidays is determined by the employer (Article 123 of the Labor Code of the Russian Federation). In order to avoid disputes and disagreements with employees, the procedure for determining the order of vacations should be prescribed in a local regulatory act (PVT or collective agreement). So, for example, it should be envisaged that the heads of structural units should not be on vacation simultaneously with their substituents. In some organizations it can be found that annual leave is provided to employees only within certain months (for example, in an educational institution, the provision of leave in the autumn-winter-spring period will negatively affect the learning process). A situation is possible when the employer is beneficial to send a large group of employees at the same time (for example, a manufacturer of window structures due to low demand for products can schedule all employees vacation production department For the period from January 12 to February 8). For most organizations, the optimal option is the uniform distribution of employee vacations during the year.

The draft schedule of holidays is preparing the personnel service of the organization. It is most convenient to do this using the modified release form of the vacation schedule (Appendix 1). First of all, it is necessary to analyze "vacation history" and determine for how many days of vacation next year have the right to count each employee, whether there are employees of preferential categories that enjoy advantages when setting the order of vacations. After that, the data on employees transfer to the heads of structural units that should find out the wishes of employees about the time of vacation care and separation of holidays on the part, as well as coordinate these wishes with the division of the division for a year by establishing the optimal order of vacations. Based on projects of structural divisions, the personnel service is preparing a consolidated schedule of vacationing of the organization and transfers it to the approval by the manager.

What to enable in the schedule

In the vacation schedule you need to include:

annual primary paid vacation;
annual additional paid vacation;
vacation, which was not used by the employee during the current year and was postponed the next year.

The duration of the annual main paid vacation, as a rule, is 28 calendar days (Art. 115 of the Labor Code of the Russian Federation). For some categories of workers, legislation provides for a greater duration of vacation - the elongated main vacation. These categories include in particular:

workers under the age of 18. They have the right to leave a duration of 31 calendar day (Art. 267 of the Labor Code of the Russian Federation);
disabled. They set a duration of at least 30 calendar days (Art. 23 of the Federal Law of 24.11.1995 No. 181-FZ "On Social Protection of Disabled in the Russian Federation");
pedagogical workers. The duration of their vacation depends on the post and type educational institution and ranges from 42 to 56 calendar days (Art. 334 of the Labor Code of the Russian Federation; Decree of the Government of the Russian Federation of 01.10.2002 No. 724 "On the duration of the annual main paid vacation provided by pedagogical workers");
state civil servants have the right to leave from 30 to 35 calendar days depending on the position (Art. 46 of the Federal Law of July 27, 2004 No. 79-FZ "On the State Civil Service of the Russian Federation").

In addition to basic, some employees may be provided with annual additional paid leave (Art. 116 of the Labor Code of the Russian Federation). Such vacations are provided to employees:

engaged in works with harmful and (or) dangerous working conditions;
having a special nature of work;
with an abnormal working day;
working in the regions of the Far North and equal to them areas;
in other cases provided for by the Labor Code of the Russian Federation and other federal laws.

In addition to vacations provided for by legislative acts, employers, taking into account their production and financial opportunities can independently install additional leave for employees, approve of the procedure for their provision in a collective agreement or other local regulatory act, which are taken taking into account the opinion of the elected primary body trade union organization (Part 2 of Art. 116 of the Labor Code of the Russian Federation).

When calculating total duration Annual Paid Extra vacation is summed up with the main (Article 120 of the Labor Code of the Russian Federation).

Example. Civil servant Tropinin V.V. Has the right to:

extended vacation (30 calendar days);
additional leave for long service (8 calendar days);
additional vacation for abnormal working day (3 calendar days);
additional vacation for work in harmful conditions Labor (7 calendar days).

So, in the chart you need to schedule leave with a duration of 48 calendar days (fully or, by agreement with the employee, dividing leave to pieces).

When drawing up a graph, you need to check whether employees have the right to provide annual paid vacation at a convenient time for them - their vacation is planned in the chart first. Such employees include in particular:

minors under the age of 18 (art. 267 of the Labor Code of the Russian Federation);
part-time (vacation is provided simultaneously with the release of the main work) (Art. 286 of the Labor Code of the Russian Federation);
workers whose spouses are military personnel (vacation is provided simultaneously with the holidays of the spouse) (paragraph 11 of Art. 11 of the Federal Law of 27.05.1998 No. 76-FZ "On the status of military personnel");
women before maternity leave or immediately after him, as well as after the end of the child care leave (Art. 260 of the Labor Code of the Russian Federation);
workers whose wives are on maternity leave (Art. 123 of the Labor Code of the Russian Federation).

However, it is worth remembering that even if the vacation was scheduled in the vacation schedule strictly in accordance with the wishes of the employee belonging to the above category, it has the right at any time to change its decision and write a request to the employer with a request to provide a vacation from another date. . Refusal to transfer the vacation to such an employee can not.

Vacation schedule - a consolidated document. And although it is drawn up for a calendar year (in this case for 2015), the planned period of vacation of each employee belongs to its individual worker.

Example. Secretary Petrova I.V. Hired on June 19, 2014. In the vacation schedule should be scheduled for its vacation for the period from 19.06.2014 to 06/18/2015. Vacation for the next working year (from 19.06.2015 to 06/18/2016) can be provided at any time of the working year (Art. 122 of the Labor Code of the Russian Federation). It can be planned:

in the vacation schedule for 2015 (after 06/19/2015);
a part of the vacation by agreement with the employee can be included in the schedule for 2015 (after 06/19/2015), and the part of the year to leave for 2016;
in the vacation schedule for 2016 (until 06/18/2016).

As you can see, vacation worker can be scheduled both completely and in parts. When separating leave, it is necessary to comply with the requirements of Article 125 of the Labor Code of the Russian Federation. First, at least one piece of vacation should be at least 14 calendar days. This requirement is due to medical reasons: in order to recover after work accomplishments, a person needs a full-fledged stay. Secondly, the separation of holidays on the part is possible only when an agreement is reached between the employee and the employer. If one of the sides labor relationship Against this, then it is impossible to grow vacation. The consent of the employer for the division of holidays confirms the signature of the head in the chart (or in the order for leave if the vacation is not available on schedule). In which document, the consent of the employee should be reflected - the legislation is not established. In practice, the organization uses various ways to confirm the consent of the employee:

Method 1. Prior to approval of the vacation schedule, the employee writes a statement with a request to divide vacation to the part, indicates the dates of the beginning and the duration of the vacation parts, and the employer puts the resolution to "resolve. Signature. Date". Good wayIf the vacation separation initiative comes from the employee. Otherwise, we are talking about coercion, which is unacceptable.

Method 2. Working out the vacation schedule, the employer sends an employee to split leave into parts, indicates the dates of vacation parts and their duration, and the employee puts the mark "Introduced and agree. Signature. Full name. Date". This option is preferable when the extraction separation initiative comes from the employer, and fully corresponds to the spirit of the law: there is a proposal, there is an answer to it, the Agreement of the Parties is evident. Unfortunately, this method is the most costly time.

Method 3. The form of vacation schedule is complemented by a column "Introduced and agree. Signature. Full name". It is assumed that the employee agrees with one signed and with the start of vacation dates, and with the very fact of vacation separation into parts. This is a fairly common method requiring minimal time costs. However, he is not entirely correct. Imagine: ten employees of the department are signed in the column, and one categorically refuses, does not want to share vacation to pieces. You have no right to force it. What to do? Make up new graph? Re-collect employee signatures? Moreover, the schedule has already been approved by the head (after all introduces the document that entered into force). And how can the document be approved if the requirement of legislation is not fulfilled on achieving an agreement between the employee and the employer?

Some organizations are prescribed in the rules of the internal employment regulations that the vacation workers are provided twice a year by a duration of 14 calendar days. It is assumed that the signature of the employee about familiarizing the PVT and there is his consent to the division of vacation. However, this worsens the position of the employee compared with the labor legislation, and therefore cannot be applied under Article 8 of the Labor Code of the Russian Federation. Do not forget that PVT is a document containing the rules established by the employer and expressing his will, and not at all an agreement between the parties to labor relations. The fact that it is made taking into account the opinion of the representative body of workers, the situation does not change, because, for example, orders on the dismissal, published, taking into account the opinion of the trade union, still remain administered employer documents, and do not become agreements on the termination of the employment contract.

Question. Savelyev A.V. Hired on 12.12.2014. Do I need to include it in vacation schedule for 2015?

Answer. The employee's right for paid vacation occurs after 6 months of its continuous work in the organization (Art. 122 of the Labor Code of the Russian Federation). By agreement of the parties, the employer may provide an annual leave and before the expiration of this period. Some categories of employees, the employer must submit an annual leave regardless of their work experience in the organization (minors, partners, etc.). In the case under consideration, the right to leave an employee from 06/12/2015. In the holiday schedule for 2015, it is necessary to schedule his vacation after the above date. Vacation can be scheduled fully (28 calendar days) or by agreement with the employee divided into parts (for example, 14 calendar days can be scheduled in 2015, and the remaining days in 2016).

Question. How to plan a part-time vacation?

Answer. It is not easy to schedule a part-time vacation, because the exact date of his leave to the main work is not always known for its vacation site (for example, if the development of vacation schedules is carried out in organizations in parallel or on the main work formally suited to the issue of vacations). Labor code in this case is categorical: vacation must be provided simultaneously with the release of the main work (Art. 286 of the Labor Code of the Russian Federation). Schedule the beginning of the holiday from the words of the employee in the chart, but be prepared for the fact that it is likely to be transferred, and consider this when planning the holidays of other employees of the same division.

Question. Does it be necessary to include in the vacation schedule of women who are on child care vacation?

Answer. Many organizations include the vacation schedule of all employees, including women on maternity leave. This is not prohibited by law, but not necessarily. In essence, it is impossible to really schedule their vacation, because they can interrupt their leave to care at any time, besides, it is not known when they want to use the annual vacation. In the event of such a woman's release, it is more convenient to provide her vacation by appointment.

Question. What to do with unused holidays? For example, engineer-technologist Petrov V.G. I have not walked on vacation for two years. Is it possible to include this vacation in the chart? And is it true that the vacation "burns" not used for two years?

Answer. Not used earlier vacations can be included in the vacation schedule or provide them by agreement with the employee on his application (Letter Rostrud dated 01.03.2007 No. 473-6-0). The inclusion in the chart is more convenient, as it allows you to clearly appreciate how many such vacations have accumulated in the organization. Vacation should be provided with an employee annually (Article 122 of the Labor Code of the Russian Federation), in exceptional cases of making leave for the next working year, it should be used no later than 12 months after the end of that working year, which is provided (part 3 of Article 124 of the Labor Code of the Russian Federation). For example, if the employee was adopted on 01.02.2014, his vacation should be provided to him (and the employee should use it) no later than January 31, 2016. The failure to provide annual paid leave for two years in a row is prohibited, and workers under the age of 18 and workers engaged in work with harmful and (or) hazardous working conditions should use vacation annually (part 4 of Article 124 of the Labor Code of the Russian Federation). Of course, if the vacation for some reason was not provided, he will not "burn out at all", the employee will keep the right to him, but the employer may be punished in this case when checking the GIT or in court.

After the vacation schedule is approved, it becomes mandatory for execution (part 2 of Article 123 of the Labor Code of the Russian Federation). This means that the employer is obliged to provide an employee vacation within the period specified in the schedule, and the employee must use this vacation. Any deviations from the schedule should be decorated with the appropriate organizational and administrative document and mark in the chart. Employees taken to work after approval of the Graphics can be included in the schedule of vacations on the basis of an order or provide such workers a vacation by appointment.

We draw up document

The form of vacation schedule The organization can develop independently, and the requirements of Article 9 of the Federal Law of December 6, 2011 No. 402-FZ "On Accounting" should be followed. This article contains a list of mandatory details of the primary accounting document. When developing its form of schedule, it is advisable to take a unified form No. T-7, approved by the decision of the State Statistics Committee of Russia from January 05/2004 No. 1, if necessary, removing unnecessary information from it and adding the necessary graphs. For example, you can remove from the form of the vacation schedule for OKUD, according to OKPO and the details of the exercise of the trade union organ (in its absence). To add a schedule to a visa approval of a document with legal service or other structural divisions of the organization. In a letter of Rosgeuda dated July 30, 2014 No. 1693-6-1, it is said about the admissibility of the form of form No. T-7 graphs 11, 12. In one of them, the employee will be able to sign that the date of the beginning of the vacation is known to him, and in the other - specify the date Notifications about the start of leave (a sample of filling such a form is given in Appendix 2). The developed form should approve the head of the Organization for the accountant's submission (clause 4 of Art. 9 of the Federal Law No. 402-FZ "On Accounting").

At the stage of drawing up the graph, the personnel employee fills in graphs 1-6. The name of the organization, structural divisions, posts, surnames, names and patrols of employees are indicated without abbreviations. The column 5 reflects the duration of vacation in calendar days. If the vacation is available in parts, information about each part of the vacation is drawn up with a separate string. In column 6 put the date of the beginning of vacation. In some organizations, it is customary to indicate not the date of commencement of vacation, but its entire period, for example, 04/01/2015-28.04.2015. This is not a violation.

The schedule of vacations signs the head of the personnel service, and approves the head of the organization. If there is a trade union, it is necessary to take into account the motivated opinion of the electoral trade union organ (part 1 of Art. 123 of the Labor Code of the Russian Federation). The procedure for taking into account the views of the elected body of workers is established in Article 372 of the Labor Code of the Russian Federation.

Labor code does not directly oblige the employer to acquaint workers with vacation schedule. Expert opinions on this issue are divergent. Part of the experts considers the schedule of vacations with a local regulatory act, and therefore, to familiarize them with him. Others believe that the local regulatory act establishes the norms of a general nature for an indefinite circle of persons, and in the vacation schedule we indicate the names specific workers, therefore, the schedule cannot be destined to local regulatory acts And to acquaint workers with him is not necessary. In practice, most organizations still collect the signatures of employees, because this has a practical meaning: familiarization with the approved schedule gives an employee the opportunity to know whether his opinion was taken into account about the date of vacation and, if it is not so, to plan the rest otherwise. You can familiarize yourself in different ways: including an additional graph in the chart, collecting signatures in a separate list of familiarization or placing the schedule on information bench Organizations.

Graphs 7-10 fill from hand throughout the year as the vacations are provided. In the event of a vacation, not a schedule in column 8 indicate the name and date of the order, on the basis of which the vacation is transferred. In some organizations, it is customary to indicate as the foundation of the transfer of leave on the initiative of the employee his statement. It is incorrect, to make changes to the approved schedule needed regulatory document, that is, the order. The column 9 indicates the date of the alleged leave (this year or next). Count 7 is fill in with the actual use of vacations workers (after all, in different situations, vacation can be provided earlier than the graphics, according to the schedule or later than the scheduler).

Count 10 "Note" may contain any information, the main thing that it is understandable to the personnel worker. Here, in particular, it is possible to indicate the reason for the transfer of vacation (for example, according to the employee; Part 2 of Art. 125 of the Labor Code of the Russian Federation - a review from the holidays; h. 3 of Art. 124 of the Labor Code of the Russian Federation - if the vacation is not provided, because it adversely affects Normal progress of the organization).

The original vacation schedule is stored, as a rule, in personnel service. A copy of the schedule may require accounting or financial service for the needs of accounting or management accounting (To evaluate how many tools need to be reserved for the payment of holidays at different periods of the year). For the remaining structural divisions of the organization, you can prepare extracts from the schedule - so it will be more convenient to organize their activities during the year.

The shelf life of the vacation schedule is one year (clause 693 "List of typical management archival documents formed during the activity government agencies, organs local governments and organizations, indicating storage terms ", approved. Order of the Ministry of Culture of Russia from 25.08.2010 No. 558). This period is calculated from January 1 of the year following the year after the end of its office work, that is, the schedule of vacations for 2015 should be stored until December 31, 2016.

1 -1

The schedule of vacations is designed to provide annual holidays to employees of the company. At the same time, according to Article 123 of the Labor Code of the Russian Federation, part 2, vacation schedule approved by the employer, is mandatory for execution both for each employee and for the employer himself.

Important: Drawing up graphs is required for all legal entities, regardless of the number of the state of the organization. If this document is absent in the enterprise, this is an administrative impairment with the use of punishment.

Below you can be downloaded for free. Vacation graphics template in Excel and an example of filling.

Is it possible to divide the vacation period on the part?

Each employee has the right to divide his vacation into two equal parts, each of which should be at least 14 days. In this situation, there are some difficulties in filling out the T-7 form, as it does not imply such actions. However, the problem how to fill the schedule in case the annual rest is divided into parts, all the same allowed.

Some personnel department specialists involve additional lines or add another account for an employee visa. Other employees use additional, which is attached to the schedule.

How to reflect last year?

If for production necessity or other reasons this year failed to take all the days that the employee is put on, then such a residue is called unused vacation. Subordinate forgetful managers or workaholics have unused days of vacation tend to copy and increase.

How to make a record in the form of T-7? It may be reflected: "Calendar days and start date - 14 for 2014 from September 5, 2016, 28 for 2015 from 09/29/2016, 28 for 2016 from 28.11.2016".

Is it possible to specify only a month?

In most cases, personpores indicate only the month of the intended vacation of employees. However, no one prohibits specifying specific dates. It all depends on how the work of the personnel service and management of the company is arranged.

Is it allowed to fill in the fact of the beginning of the rest?

This is not possible, because in Art. 123 It is indicated that the schedule is compiled at any enterprise no later than 14 days before the beginning of the next year.

Which employees include in the document?

The schedule needs to include the following types of vacation:

annual primary paid;
annual additional paid;
not used by the employee in the current year and transferred to the next year.

The restless plan is drawn up for all workers:

employed at the main job;
for those who combine labor activity (partners).

Citizens who work under a civil contract are not included in the chart, since the annual paid leave is not allowed.

Also The plan does not include administrative leave (without salary salary), maternity leave, child care.

Do you need to flash?

No, you do not need to flash the schedule, as it is a document of an informational and it often has to contact him.

The duration of the main rest time

The duration of the annual main paid vacation, as a rule, is 28 calendar days (Art. 115 of the Labor Code of the Russian Federation).

Article 115 of the Labor Code of the Russian Federation. The duration of the annual main paid vacation

Annual primary paid vacation is provided to employees with a duration of 28 calendar days.

Annual primary paid vacation duration of more than 28 calendar days (extended main vacation) is provided to employees in accordance with this Code and other federal laws.

Filling order

Work on the filling of the table begins with the introduction of information in the first six graph by the personnel employee. You should focus on the following instructions:

Count 2. - The position of the employee specified in the staffing schedule.
Count 4. - An indication of the tablet numbers, if soak, are not assigned, the graph is passed.
Graphs 7-9 - Specialist of the personnel service fills with handwritten text, noting the care of workers on vacation. After returning employees, the corresponding marks are made in column 7.
Count 8. - The document is indicated, which is the basis for the transfer of leave.

The initial date for them is affixed in column No. 6, and if it is subject to change, they are entered in columns 8-9.

The head has the right to make an additional Count 11 in the form, In which each working man should sign, confirming his awareness. Along the way, you can make notifications used as applications, as well as make certain changes regarding the date of vacation care based on employees.

Approval procedure

The inhabitancy of recreation workers always approves only the management company. The document is visited by the head of the personnel service and the director of the company. In the process of forming vacation schedules, representatives of the trade union can take part.

Is there a stamp?

Put print no need if only internal rules An employer is not installed another order. The vacation schedule is an internal document document. Therefore, it is not required to put on it.

Printing organization PO general rule It is an additional confirmation of the powers of the person who signed a document for external counterparties. There is no printing props and on the unified form of graphic number T-7, which was approved by the Resolution of the State Statistics Committee of Russia of January 5, 2004 No. 1.

If the employer uses an independently developed schedule form, then if desired, it may provide for printing props and fill it on it.

Typical errors and ways to avoid them

To competently draw up a vacation schedule, you need to know the norms of existing legislation and remember that:

The boss and deputy can not go on vacation at the same time.
The department should remain such a number of employees who can support its normal functioning.
Take rest at one time can specialists of one profile.
The vacation accumulated for several years should not be summed, it is better to break it into several parts.
No need to impose the responsibilities of an employee who is on vacation on the one who has the right to go on vacation out of turn.
The distribution of vacation days needs to be formed so as not to suffer from the workflow, as well as workers.

Familiarization of workers

Since the schedule of vacations does not always reflect the wishes of employees, it is advisable to acquaint all employees with its approved option. To do this, it is possible to provide a special column in the form of a vacation schedule ("with vacation dates"), or to draw up a statement of familiarization.

On the date of the beginning of recreation, the employer is obliged to notify each worker under a personal signature No later than two weeks (part 3 of Art. 123 of the Labor Code of the Russian Federation).

To do this, in the graph of the graph, you can enable an additional graph ("On the date of the beginning of the vacation is notified"). Other options for alerts of workers, such as Vedomosti, visa review on vacation order () are possible. The employer independently defines the most appropriate way of notification of vacation staff.

So we looked at how to work with the annual holiday schedule. Summing up, we note that this is a mandatory document that should be formed in each company with education legal entity. The document is approved and signed by the head of the organization.

The plan for recreation is drawn up 14 days before the new calendar year. Changes are entered in some cases (if there is an application for employee and other documents). For clear and correct reflection of information, the unified form T-7 is used, but an arbitrary form is allowed.

Video on the topic

Watch the video on the preparation of the schedule of vacations in the form of T-7:

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