Working hours and rest time according to the labor code. Working hours in non-standard situations Working hours The time during which the employee

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Main articles of the law

Labor law Russian Federation designed to protect the interests and rights of the employee. The Labor Code of the Russian Federation is the main regulatory legal act that regulates the legal relationship between an employer and an employee.

The Labor Code of the Russian Federation is the main document by which the relationship between the employer, employee and legal legislation is determined.

Please note! Chapter 4 of the Labor Code of the Russian Federation sets out the main categories of workers:

minor citizens;
women with children;
invalids of the first, second, third groups;
temporary workers;
workers performing labor obligations on a rotational basis, in shifts.

An employment contract is mandatory between any employee and the employer. The rule is regulated in Chapter 11 of the Labor Code of the Russian Federation. Chapter 11, 12, 13 of the Labor Code of the Russian Federation provides for the main aspects of the contract.

Chapter 14 of the Labor Code of the Russian Federation states that the interests and rights of an employee must be taken into account in the performance of his job duties, and personal information is not subject to disclosure to third parties.

Attention! Our qualified lawyers will assist you free of charge and around the clock on any issues.

Workers' rights

The rights of the employee and the employer are reflected in the employment contract. Please read this clause carefully before signing it. Rights are the capabilities of a specialist, not job responsibilities.

The basic rights of an employee include:

right to conclude employment contract with optimal requirements and acceptable conditions. An employment relationship begins with the signing of a contract. Throughout the activity, the document serves to ensure the rights and interests of the parties;
the right to receive a job in accordance with the terms of the employment contract. The employee receives the position that is prescribed in the contract with certain working conditions, duties, wages;
right to receive wages. In accordance with current legislation the specialist receives a calculation twice a month (basic salary and advance payment). The bonus is given when the plan is overfulfilled, for excellent work at any time;
the right to rest. Weekends and holidays are equated to rest. Vacation is granted once a year. It must be paid. Days off are fixed in the work schedule of the company. The performance of labor duties at this time is paid at a double rate;
the right to receive accurate information about their workplace, wages, working conditions. When hiring, the employer is obliged to clearly explain what the duties of the future employee are, as well as the amount of remuneration without exaggeration;
the right to training from the employer. If it is necessary to improve qualifications, the employer is obliged to send the employee to courses at his own expense. The amount paid is not deducted from the employee's salary. For the entire period of study, wages are paid in the form of a scholarship;
the right to participate in trade union organizations, on the formation of such in the company. If the organization does not yet have a trade union, then any employee can organize one in agreement with the head. The employer should not interfere with the establishment of the organization;
the right to ensure and protect interests. Nobody can break them. For example, payment of wages is carried out in full at least twice a month, no later than the established date;
the right to receive compensation in case of damage to the employee during the performance of his labor duties. The employee claims compensation for both material and moral harm;
the right to receive compulsory social and pension insurance. The employer is obligated to pay social and pension insurance contributions for the employee. They are not deducted from the employee's salary. At the moment they are 6% and 26% respectively.

Important! The employer is obliged to pay personal income tax for the employee, equal to 13%. This is the only deduction from the employee's salary. It is impossible to reduce the amount by more than thirteen percent.

Ensuring fundamental rights of employees

According to the labor legislation of the Russian Federation, the employer is obliged to provide his employees with rights. The interests of workers are put above all else. However, the employer must not be forgotten.

Thus, the employer is obliged to ensure the following rights:

the conclusion of an employment contract is a mutual obligation. Both parties have the right to make adjustments, suggestions. Termination of the contract occurs at the initiative of one of the parties or with the consent of both;
A collective agreement is an agreement between an employer and a team of employees. Changes and adjustments are made in agreement with all participants. Modification can be initiated by one of the employees - a representative of the team.
an employment contract is a guarantee of providing an employee with a workplace, job duties and wages for their performance. The contract is concluded on the basis of the Labor Code of the Russian Federation;
the employee has the right to receive from the employer workplace, tools for the performance of labor duties, a special form. Materials for work are provided entirely at the expense of the employer;
wages are paid to the employee at least twice a month, on the due date. Financial security is the main interest of the employee, therefore this right should not be violated in any case;
the company sets the daily routine. Rest is mandatory during this period. Lunch break - at least 30 minutes, rest break - at least 5 minutes, from 5 times a day;
weekends, holidays, and holidays are set for each employee. If an employee performs labor duties during this period, increased wage rates are provided;
the employer is obliged to provide the employee with timely reliable information related to the performance of his labor duties, as well as the receipt of wages, vacations, days off;
the employee has the right to receive additional qualifications at the expense of the employer. A similar approach is welcomed when introducing new technologies at the enterprise, as well as promoting an employee up the career ladder;
the right of the worker to participate in trade union organizations is inviolable. The employer must not interfere with the organization similar companies and participation in them;
any employee has the right to make suggestions for improving work, making a profit. Participation in public life is welcomed and encouraged;
conflict resolution lies with the employer. The employee has the right to protect his rights in any way that does not contradict Russian law;
the employee has the right to receive compensation for losses incurred during the performance of his/her labor duties, including for damage to health;
the employee is entitled to social insurance from the employer. Payments are made from wage fund generated by the company and not from the employee's salary.

After signing the employment contract, any changes to it are made only with the consent of the employee. The clauses of the contract must not contradict the Labor Code of the Russian Federation.

ATTENTION! View the completed sample employment contract:

Additional rights and obligations

The basic rights of an employee are described in the Labor Code of the Russian Federation. It is forbidden to exclude them, modify them. However, the employer, in order to improve the quality of management, has the right to include additional rights and obligations of employees in the contract.

In agreement with the employee, a complete list of rights and obligations is drawn up. Inclusion in the TD occurs solely with the consent of the parties. Changes are fixed by special regulatory legal acts, which are signed by the employer and the employee.

The employee or manager himself does not have the right to include additional obligations or rights in the text of the employment contract.

All clauses of the agreement do not contradict the legislation of the Russian Federation, and also cannot violate the interests of the parties.

Duties and responsibilities

The duties of an employee are contained in Article 21 of the Labor Code of the Russian Federation. They must be included in the contract.

Please note! When signing, the employee gets acquainted with the full list:

the employee is obliged to perform the work entrusted to him in accordance with the contract, to comply with the schedule labor day and the discipline established at the enterprise;
it is unacceptable to neglect the safety rules at the enterprise (instruction is carried out by a responsible person directly at the time of employment);
the employee is obliged to bear liability, if any, (a special contract on liability is concluded, or this point is reflected in the contract);
the employee is obliged to properly fulfill labor obligations in accordance with the TD;
if the enterprise is in danger, there is a risk of accidents at work, the employee is obliged to notify the management about this.

The list of duties of an employee must include short description labor function. If necessary, a detailed outline is reflected in job description employee.

Chapter nine of the Labor Code of the Russian Federation provides for material liability for the employee, which is divided into two types:

individual - the material responsibility of one employee to the employer in relation to the values owned by the enterprise;
collective - is a type of liability when a team of employees is responsible to the employer for the safety of values in a proportional or equal amount.

There is also full and limited liability. The first involves the full repayment of losses caused to the enterprise in the performance of labor duties by an employee. This type is welcome financial institutions, banks.

Limited liability implies the repayment of losses by the employee only partially. Thus, a percentage of the amount of harm caused during the performance of work duties is deducted from the employee's salary.

Such distribution is regulated by Chapter 39 of the Labor Code of the Russian Federation.

Note! The cost of materially accounted property decreases every year by the percentage of depreciation. The fact is reflected in the liability agreement, if any.

The employee is liable to the employer under the following conditions:

an employee over the age of 18;
the employee holds a position in accordance with the employment contract;
the employee signed an agreement on liability, or this fact is reflected in the main agreement.

By signing an agreement on full liability, the employee is responsible for the safety of property on a par with the employer. Losses are compensated in full, in proportion to the fault.

Remember! If the employer violates the rights, the employee has the right to apply to the judicial authority for the protection of his interests. However, it is not always possible to achieve a successful solution. This is primarily due to the fact that the employment contract is drawn up with violations.

If the contract contains information about which the employee was not notified, you will have to contact a lawyer for help in protecting your legal rights. Without his help, it will not be possible to prove one's case due to poor legal knowledge.

Guarantees and obligations

The employer provides the job. On his shoulders lies the duty to provide a workplace, as well as materials for processing. Leader sets the rules internal regulations, wage rates. The Labor Code of the Russian Federation takes the side of protecting the employee.

Article 220 of the Labor Code of the Russian Federation gives the employee basic guarantees that he can use during the performance of his labor function.

Employee guarantees are also contained in the Federal Law N 181-FZ "On the Basics of Labor Protection in the Russian Federation" dated 07/17/1999. It underwent the last changes on December 26, 2005.

Important! According to the regulatory legal acts, the employee applies for:

getting a job;
receiving wages not lower than the established subsistence level in a particular region of the country;
obtaining normal working conditions;
ensuring labor safety on the part of the employer;
the possibility of refusal to perform labor duties in some cases (for example, if the performance of a labor function will lead to losses or harm to health).

According to Article 220 of the Labor Code of the Russian Federation, an employee has the right to receive work in accordance with an employment contract, as well as working conditions that meet safety requirements. Working conditions are described in the contract. The clause must be carefully reread, otherwise the employer is not responsible for safety at work.

If the enterprise is closed for some time, does not function through no fault of the employee, he retains the right to receive the minimum wage. For example, if the judicial authority suspended the organization's activities for thirty days, for all this time the employee must receive a salary not lower than that established by the employment contract.

If the organization temporarily closes the position occupied by an employee, he is provided with another workplace while maintaining the basic salary.

If a danger to life and health is detected in the performance of a labor function, the employee has the right to refuse to perform work until the danger is completely eliminated. For this period, the employee is transferred to a less dangerous place with the same salary.

If there is no other position to replace the previous one, the employee is granted paid leave. When using the main holiday, additional leave is provided at the expense of the employer.

If the employer did not send an employee who lost his main job on vacation, the downtime period is paid in accordance with the tariffs established by the enterprise. The total amount payable must not be less than the minimum wage in the region.

If an employee refuses to perform labor duties due to possible harm to health and life of himself and other employees, the employer does not have the right to bring him to disciplinary liability.

If during the performance of the labor function the employee is injured, or his property becomes unusable, the employer is obliged to pay compensation. The size depends on the severity of the damage. If the manager refuses to provide payment, the employee has the right to go to court and recover from the company the amount of material and moral damage.

The state is called upon to provide the employee with the maximum set of rights. Employees of enterprises have the right to protect their interests in any way that does not contradict the legislation of the Russian Federation, as well as to involve third parties, for example, lawyers, in their defense.

Watch the video. Rights of the employee and the employer:

Consequences of non-compliance

Attention! If the employee does not comply with the obligations assigned to him in accordance with the employment contract, he bears responsibility, which is divided into several types:

disciplinary - reprimand, dismissal, fine, etc.;
material - repayment of losses caused to the organization;
administrative - if the employee violates the points set out in Administrative Code Russian Federation;
criminal - if the violations of the employee are of a criminal nature, for example, the disclosure of trade secrets.

Article 192 of the Labor Code of the Russian Federation gives a complete list of types of punishment for a disciplinary offense.

These include:

a remark made orally by the head;
reprimand, which is entered in work book employee;
dismissal under the relevant article of the Labor Code of the Russian Federation.

Before imposing punishment, the head is obliged to assess the severity of the disciplinary offense. If the actions of the employee did not lead to undesirable consequences, it is worth limiting yourself to an oral remark.

Article 238 of the Labor Code of the Russian Federation gives the concept of liability. It is borne by an employee who has entered into an agreement with the employer. According to the Labor Code of the Russian Federation, the employee is obliged to reimburse material damage, which caused during the performance of labor duties. For example, if an agreement on full liability is concluded between the manager and the seller of the store, if a shortage is found, he is obliged to pay the entire missing amount.

Working time is the time during which the employee, in accordance with the rules of internal work schedule organization and the terms of the employment contract must perform labor duties, as well as other periods of time that, in accordance with laws and other regulatory legal acts, are related to working time.

According to the provisions of the ILO Convention No. 47 "On the reduction of working hours to a period of forty hours a week" (1935) and Art.

91 of the Labor Code of the Russian Federation, the normal working time cannot exceed 40 hours per week. This rule applies to all employees, regardless of the form of ownership of the organization. The exception is those categories of workers for whom, in order to protect their health, reduced working hours are provided.

Normal working hours are reduced: ?

for 16 hours a week - for employees under the age of 16; ?

5 hours a week - for employees who are disabled people of group I or 11; ?

4 hours per week - for employees aged 16 to 18; ?

4 hours a week or more - for workers employed in work with harmful and (or) dangerous working conditions (part 1 of article 92 of the Labor Code of the Russian Federation).

Students working hours educational institutions under the age of 18, working during the academic year in their free time, cannot exceed half of the norms listed above. For other categories of workers (pedagogical, medical and others), reduced working hours may be established by law.

By agreement between the employee and the employer, a part-time working day or a part-time working week may be established. Such a decision can be made both at the time of hiring and subsequently. The employer is obliged to establish part-time work or part-time work week at the request of: 1) a pregnant woman; 2) one of the parents (guardian, guardian) who has a child under the age of 14 (a disabled child under the age of 18); 3) a person caring for a sick family member in accordance with a medical report.

The duration of daily work (shift) cannot exceed:

for employees aged 15 to 16 - 5 hours, aged 16 to 18 - 7 hours; ?

for students educational institutions, educational institutions of primary and secondary vocational education those who combine study with work during the academic year, at the age of 14 to 16 years - 2.5 hours, at the age of 16 to 18 years - 3.5 hours; ?

for the disabled - in accordance with the medical report.

For workers employed in jobs with harmful and (or) dangerous working conditions, where a reduced working time is established, the maximum allowable duration of daily work (shift) cannot exceed 36 hours working week- 8 hours, with a 30-hour work week or less - 6 hours.

The length of the working day or shift immediately preceding the non-working day holiday, decreases by one hour. On the eve of the weekend, the duration of work with a 6-day working week cannot exceed 5 hours. In continuously operating organizations and certain types work, where it is impossible to reduce the duration of work (shift) on the holiday day, processing is compensated by providing the employee with additional rest time or, with the consent of the employee, payment according to the norms established for overtime.

Night time is considered from 22:00 to 06:00.

The duration of work (shift) at night is reduced by one hour. The duration of work at night is equalized with the duration of work during the day, when it is necessary for working conditions, as well as in shift work with a 6-day working week with one day off. List specified works may be determined by a collective agreement, a local normative act.

Work outside the normal working hours can be performed both at the initiative of the employee (part-time work) and at the initiative of the employer (overtime work). Such work cannot exceed 4 hours per day and 16 hours per week.

Internal part-time employment is not permitted when a reduced working time is established, with the exception of cases provided for by law. In some cases, the employer, together with trade unions, may impose a restriction on part-time work, but only in relation to employees of certain professions and positions with special conditions and work regime, whose additional work may lead to consequences affecting their health status or production safety. Part-time work of persons under the age of 18, as well as pregnant women, is not allowed.

Overtime is recognized as work performed by an employee at the initiative of the employer outside the established working hours, daily work (shift), as well as work in excess of the normal number of working hours for the accounting period. Involvement in overtime work is carried out by the employer with the written consent of the employee in the following cases:

in the performance of work necessary for the defense of the country, as well as to prevent a production accident or eliminate the consequences of a production accident or natural disaster; ?

the performance of socially necessary work on water supply, gas supply, heating, lighting, sewerage, transport, communications - to eliminate unforeseen circumstances that disrupt their normal functioning; ?

the need to complete (finish) the work begun, which, due to an unforeseen delay due to specifications production could not be carried out (completed) during the normal number of working hours, which would entail damage or destruction of the property of the employer, state or municipal property, or create a threat to the life and health of people; ?

the performance of temporary work on the repair and restoration of mechanisms or structures, when their failure may cause the cessation of work for a significant number of employees; ?

to continue work if the replacement employee does not appear, if the work does not allow a break. In such situations, the employer is obliged to immediately take measures to replace the shift with another employee.

In other cases, involvement in overtime work is allowed with the written consent of the employee and taking into account the opinion of the elected trade union body of this organization.

Rest time is the time during which the employee is free from the performance of labor duties and which he can use at his own discretion (Article 106 of the Labor Code of the Russian Federation). There are restrictions on work during the rest period, for example, in the form of a ban on replacing vacation with the payment of monetary compensation.

Types of rest time: I) breaks during the working day (shift); 2) daily (between shifts) rest; 3) days off (weekly uninterrupted rest); 4) non-working holidays; 5) holidays.

During the working day (shift), the employee must be given a break for rest and meals lasting no more than two hours and no less than 30 minutes. Such a break is not included in working hours. At work where, due to the conditions of production, it is impossible to provide a break for rest and food, the employer is obliged to provide the employee with the opportunity to rest and eat during working hours. The list of such works, as well as places for rest and eating, are established by the internal labor regulations of the organization (Article 108 of the Labor Code of the Russian Federation).

For certain types of work during working hours, employees are provided with special breaks in accordance with the internal labor schedule, due to the technology and organization of production and labor. Those working in the cold season in the open air or in closed unheated premises, as well as loaders engaged in loading and unloading operations, and other employees, if necessary, are provided with special breaks for heating and rest. Such breaks, unlike breaks for rest and meals (Article 108 of the Labor Code of the Russian Federation), are included in working hours. The employer is obliged to provide the equipment of rooms for heating and rest of employees.

The duration of the weekly uninterrupted rest cannot be less than 42 hours. Days off (weekly uninterrupted rest) are provided to all employees. With a five-day working week, employees are given two days off a week, with a six-day working week - one. The general day off is Sunday. The second day off with a five-day working week is established by the collective agreement or the internal labor regulations of the organization. Both days off are provided, as a rule, in a row.

If a weekend and a non-working holiday coincide, the day off is transferred to the next working day after the holiday.

On non-working holidays, the following is allowed: I) work, the suspension of which is impossible due to production and technical conditions (continuously operating organizations); 2) work caused by the need to serve the population; 3) urgent repair and loading and unloading operations.

In order to rationally use weekends and non-working holidays by employees, the Government of the Russian Federation has the right to transfer days off to other days.

Work on weekends and non-working holidays, as a rule, is prohibited (Article 113 of the Labor Code of the Russian Federation). Employees are involved in work on weekends and non-working holidays with their written consent in the following cases: 1) to prevent a production accident, catastrophe, eliminate the consequences of a production accident, catastrophe or natural disaster; 2) to prevent accidents, destruction or damage to property; 3) to perform previously unforeseen work, on the urgent implementation of which the normal work of the organization as a whole or its individual divisions depends in the future.

Engaging disabled people, women with children under the age of three, to work on weekends and non-working holidays is allowed only if such work is not prohibited to them for medical reasons. At the same time, disabled people, women with children under the age of three, must be familiarized in writing with their right to refuse to work on a weekend or non-working holiday.

Employees are involved in work on weekends and non-working holidays by written order of the employer.

Based on Art. 114 of the Labor Code of the Russian Federation, employees are provided annual leave with the preservation of the place of work (position) and average earnings. To acquire the right to leave, the employee must be in an employment relationship with the employer. The right to leave does not depend on the place of work, the position held or the term of the employment contract. The duration of the annual basic paid leave is 28 calendar days. Annual basic paid leave lasting more than 28 calendar days (extended main leave) is provided to employees in accordance with the Labor Code of the Russian Federation and other federal laws.

Additional holidays are granted to employees in addition to the basic paid holidays. According to Art. 116 of the Labor Code of the Russian Federation, annual additional paid holidays are granted, in particular, to employees employed in work with harmful and (or) dangerous working conditions, having a special nature of work, employees with irregular working hours working in the regions of the Far North and equivalent areas.

Annual additional paid leave is granted to employees engaged in work with harmful and (or) dangerous working conditions: in underground mining and open pit mining in open pits and quarries, in areas of radioactive contamination, in other jobs associated with an unavoidable adverse impact on human health harmful physical, chemical, biological and other factors (part 1 of article 117 of the Labor Code of the Russian Federation).

Employees with irregular working hours are granted annual additional paid leave, the duration of which is determined by the collective agreement or the internal labor regulations of the organization and which cannot be less than three calendar days. In the event that such leave is not granted, processing in excess of the normal working hours, with the written consent of the employee, is compensated as overtime work.

When calculating the duration of annual paid holidays, the duration of annual basic and additional paid holidays of employees is calculated in calendar days and is not limited to a maximum limit. Non-working holidays falling during the period of vacation are not included in the number of calendar days of vacation and are not paid. When calculating the total duration of annual paid leave, additional paid leaves are added to the annual basic paid leave.

Paid leave must be granted to the employee annually. The right to use the leave for the first year of work arises for the employee after six months continuous work In the organisation. The parties to the employment contract may agree on the possibility of granting paid leave before the expiration of six months. Based on part 3 of Art. 122 of the Labor Code of the Russian Federation, before the expiration of six months of continuous work, paid leave at the request of the employee must be granted: 1) to women - before maternity leave or immediately after it; 2) employees under the age of 18; 3) employees who have adopted a child (children) under the age of 3 months; 4) in other cases provided for by laws.

Leave for the second and subsequent years of work may be granted at any time of the working year in accordance with the order of granting annual paid leaves established in this organization.

AT labor relations one of the central issues is the question of working time.

In the conventions of the International Labor Organization (ILO), the worker denotes the time during which the employee is at the disposal of the employer. The Labor Code of the Russian Federation is not so categorical and defines working time as the time during which an employee, in accordance with the internal labor regulations and the terms of an employment contract, must perform labor duties (part 1 of article 91 of the Labor Code of the Russian Federation).

According to Art. 37 of the Constitution of the Russian Federation, limiting the maximum duration of working hours is a guarantee of the right to rest. Therefore, part 2 of Art. 91 of the Labor Code of the Russian Federation establishes that the limit of normal working hours is 40 hours per week.

The easiest and most convenient way to monitor an employee and keep track of working time is when the employee is in the office, from Monday to Friday, from 09:00 to 18:00 with a lunch break from 13:00 to 14:00. But the activities of the organization often require the use of other modes of working time.

In this article, we will consider what tools for regulating and recording working time are offered by the Labor Code of the Russian Federation.

Note!
From June 29, 2017, some norms of the Labor Code of the Russian Federation regarding working hours and wages are in force in a new edition.

WORKER WORKING OUT OF THE OFFICE

By general rule, during the working day, the employee must be on the territory of the employer and perform his labor functions. But if the employer has a goal, for example, to save on costs (rental of premises, utilities), he can use other forms of work organization that do not require the presence of an employee.

Widespread itinerant nature of work when an employee performs a labor function, moving from place to place (for example, from client to client) (Article 168.1 of the Labor Code of the Russian Federation). This is how service engineers and sales managers can work, for example.

Often found home work(Chapter 49 of the Labor Code of the Russian Federation), when an employee makes some products directly at home, for example, knits or sews.

Not so long ago, the concept of remote work (Chapter 49.1 of the Labor Code of the Russian Federation). This type of work is used in cases where the employee can perform duties outside the territory of the employer, and the interaction between them is organized via the Internet. These can be, for example, programmers, lawyers, translators, writers, designers, etc.

All these types of labor organization are united by the fact that the employer does not see the employee, but he does not lose the obligation to record the working time of employees (Article 91 of the Labor Code of the Russian Federation). In this regard, questions arise with the filling of time sheets.

As practice shows, organizations can relate to the accounting of working time in this situation in different ways.

Option 1. The employer allows employees to use working time at their own discretion, controlling only the results of work.

Option 2. The employer requires employees to be in touch during a certain time or contact at certain hours (for example, by phone or Skype), submit written reports on the use of working hours, periodically appear in the office for a report, etc. In this case personnel service fills in the time sheet based on the information received from the employee and his manager.

Option 3. The employer controls all working hours of the employee. To do this, he uses not only the methods mentioned in option 2, but also installs special tracking tools:

Connects to corporate Cell phones operator service that allows you to track the movement of workers;

Uses miniature satellite beacons that allow you to determine the exact location of official vehicles at any time.

EMPLOYEE WORK LESS THAN 8 HOURS A DAY

Part-time employment is becoming more and more popular. Employers are not willing to pay for a full-time job if the function can be completed in a few hours. In this case, you can use such a tool as part-time work (Article 93 of the Labor Code of the Russian Federation).

Mandatory part-time work is established for part-time workers by virtue of Art. 284 of the Labor Code of the Russian Federation. But even at the main place, an employee can work part-time, that is, on a part-time basis. The main thing is that both parties to the employment contract agree to this.

However, in some cases, a request for part-time work by an employee is binding on the employer. Conversely, sometimes the employer can establish part-time work of his own free will (and thereby save the payroll).

Thus, partial time is set:

1) by agreement of the parties (for example, for part-time workers) (part 1 of article 93 of the Labor Code of the Russian Federation);

2) regardless of the consent of the employer (part 2 of article 93 of the Labor Code of the Russian Federation) at the request of:

pregnant woman;

One of the parents of a child under the age of 14 (a disabled child under the age of 18);

A person caring for a sick family member in accordance with a medical report;

3) at the initiative of the employer - in the case specified in Part 5 of Art. 74 of the Labor Code of the Russian Federation (to avoid mass layoffs of workers).

Part-time work must be distinguished from reduced working time, which is set by the employer based on the requirements

legislation.

According to Art. 92 of the Labor Code of the Russian Federation, a shortened working day is established for the following categories of workers:

Underage workers (Article 271 of the Labor Code of the Russian Federation);

Disabled people;

Workers with harmful and (or) dangerous working conditions (Article 94 of the Labor Code of the Russian Federation);

Women working in the regions of the Far North and equivalent areas (Article 320 of the Labor Code of the Russian Federation);

Employees of certain professions (for example, doctors - article 350 of the Labor Code of the Russian Federation, teachers - article 333 of the Labor Code of the Russian Federation).

The key difference between reduced working hours and part-time is that, as a general rule, with reduced working hours, employees are paid a full salary. In case of part-time work, the salary is calculated in proportion to the hours worked. The exception is minors, who are given a reduced working day, but payment is calculated in proportion to the time worked (Article 271 of the Labor Code of the Russian Federation).

Working hours limitation

The Labor Code of the Russian Federation, as a general rule, does not establish a limit on the length of the working day. The following cases are exceptions (Article 94 of the Labor Code of the Russian Federation):

Underage workers - depending on age;

Disabled persons - in accordance with the medical report;

Employees with harmful and (or) dangerous working conditions;

Workers working on a rotational basis.

Thus, if workers do not belong to these categories, their working day may be more than 8 or even 12 hours.

Working hours for part-time employment

Order of the Ministry of Health and Social Development of Russia dated August 13, 2009 No. 588n established the Procedure for calculating the norm of working hours for certain calendar periods of time (month, quarter, year) depending on the established working hours per week, including for part-time and reduced working hours:

EMPLOYEES NEED TO LATE AT WORK

Another common situation: it is required that the employee is sometimes late at work, for example, on the days of submitting important reports.

The Labor Code of the Russian Federation provides for two options for working outside working hours: overtime and irregular working hours (Articles 97, 99, 101 of the Labor Code of the Russian Federation).

These two options have similarities. So, in both cases, an employee can be involved in work:

Outside business hours;

episodically;

By order of the employer.

But there are more differences:

1) overtime work is compensated by increased pay or the provision of rest time, and irregular working hours - by additional leave of at least three days (Article 119 of the Labor Code of the Russian Federation);

2) involvement in work within the irregular working hours does not require special accounting. Overtime work must be reflected in the time sheet;

3) in relation to overtime work, the Labor Code of the Russian Federation establishes limits - 4 hours for two consecutive days and 120 hours per year (Article 99 of the Labor Code of the Russian Federation). If an employee is involved in work in excess of the limit (even with appropriate payment), the inspection authorities recognize this as a violation. There is no such restriction for irregular working hours. Since no documents are issued on involvement in irregular working hours, employees, as a rule, cannot prove that they were unreasonably attracted to work;

4) to involve in overtime work, there is no need to change local regulations, and to establish an irregular working day, it is necessary to make changes to the internal labor regulations - to establish a list of positions and the number of vacation days (Article 101 of the Labor Code of the Russian Federation);

5) unlike overtime work, an irregular working day must be fixed in the employment contract (as well as the duration of additional leave for working in this mode).

Note also that some employees may refuse to work overtime, so the employer must notify them of this possibility. Such employees include (Articles 99, 259, 264 of the Labor Code of the Russian Federation):

Disabled people;

Women with children under the age of three;

Mothers and fathers raising children under the age of 5 years without a spouse;

Employees with disabled children;

Employees caring for sick family members in accordance with a medical report.

At the same time, it is completely forbidden to involve some employees in overtime work, for example (Articles 99, 203 of the Labor Code of the Russian Federation):

pregnant women;

Persons under the age of 18;

Employees during the period of the student agreement;

Disabled people, if they are prohibited by an individual rehabilitation program, etc.

THE ORGANIZATION WORKS 24/7 OR MOST OF THE DAY

To organize the work of employees around the clock or for 12-16 hours, labor legislation offers the following tools:

Shift work;

Employer-set working days with rolling days off.

Consider the differences between these ways of organizing work.

According to Art. 103 of the Labor Code of the Russian Federation, shift work is needed in order to ensure a non-stop production process. That is, it is assumed that one group of workers replaces another during the working day of the organization. If the working day of employees begins at the same time as the opening of the organization and ends with the closing, these are not shifts, but working days.

In both cases, the duration of a shift or an employee's working day can be either 8 hours or less or more.

If the duration of a shift or working day exceeds 8 hours, then this is a reason to apply the summarized accounting of working hours in order to ensure compliance with working time standards during the accounting period.

Also in both cases it is necessary to draw up schedules - either work or shifts. At the same time, it is necessary to comply with the requirements of the law regarding inter-shift and weekly rest, procedures for changing the schedule and familiarizing yourself with it, etc.

Since the rules for compiling work schedule not specifically regulated by law (Article 103 of the Labor Code of the Russian Federation speaks exclusively of interchangeable work), then in the event of a dispute, the court may apply the norms on the shift schedule.

shift work

Work according to the schedule and the summarized accounting of working time are also used in the rotational method of organizing work (Articles 300, 301 of the Labor Code of the Russian Federation). But there is one feature. As a rule, the duration of the working day with a rotational method of work is more than 8 hours (most often 11-12 hours), so overtime occurs daily.

Overtime hours within the schedule that are not multiples of a whole working day are accumulated and summed up to whole working days with subsequent provision of additional days of rest between shifts. The number of rest days can be calculated by dividing the number of overtime hours by 8.

Each such day of rest is paid in the amount of the daily tariff rate, the daily rate (part of the salary for the day of work).

THE EMPLOYEE DECIDES WHEN TO WORK

Employers are increasingly looking for methods to motivate employees, while trying to save on costs. Therefore, it is becoming more and more common non-material motivation, including by adjusting the start and end time of work.

As a rule, the beginning and end of the working day are indicated in the internal labor regulations, and the employee is required to comply with the norms of this local act (Articles 8, 91 of the Labor Code of the Russian Federation).

But, wanting to motivate employees to efficient work, employers often, at the request of employees, set them individual opening hours e.g. from 09:30 to 18:30. This may be convenient for the employee (for example, to have time to take the child to Kindergarten), but at no cost to the employer.

Please note that in this case, the hours of work must be specified in the employee's employment contract (Article 57 of the Labor Code of the Russian Federation).

Even more of an employee can be motivated to establish flexible schedule. In the Labor Code of the Russian Federation, this mode of working time is not described in great detail.

According to Art. 102 of the Labor Code of the Russian Federation when working in flexible working hours, the beginning, end or total duration working day (shift) is determined by agreement of the parties. The employer must ensure that the employee works out the total number of working hours during the relevant accounting periods (working day, week, month, and others).

If it is not possible to comply with the daily or weekly working time norm, a longer accounting period should be established (Article 104 of the Labor Code of the Russian Federation).

Sometimes employers fix several working hours for employees in the internal labor regulations, for example, from 08:00 to 17:00; from 09:00 to 18:00; from 10:00 to 19:00. The employee is offered to choose the option that suits him, which is fixed in the employment contract with him. Of course, this can also motivate the employee, but providing such a choice of a flexible schedule cannot be called, because there is no variable time.

For example, ILO Convention No. 30 “On the regulation of working hours in trade and institutions” (1930), No. 172 “On working conditions in hotels, restaurants and similar establishments” (1991).

Clause 4.2 of the Basic Provisions on the rotational method of organizing work (approved by the Decree of the USSR State Committee for Labor, the Secretariat of the All-Union Central Council of Trade Unions, the USSR Ministry of Health dated December 31, 1987 No. 794 / 33-82; as amended on January 17, 1990).

Working time- the time during which the employee, in accordance with the internal labor regulations of the organization and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with laws and other regulations, are related to working time.

By duration, working hours can be: normal, reduced and part-time.

Normal working hours cannot exceed 40 hours per week.

Reduced working hours is statutory hours of work less than normal, but with full pay. It is established for the following categories of workers:

- 16 hours a week - for employees under the age of 16;

– 5 hours per week - for employees with disabilities
1 or 2 groups;

— 4 hours per week — for employees aged 16 to 18;

- 4 hours a week or more - for workers employed at work
with harmful or dangerous working conditions.

For students of educational institutions under the age of 18 years of age, working in their free time from study, the working time may not exceed half the norm of an employee of the corresponding age.

part-time work is established by agreement between the employee and the employer in the form of a part-time work day or part-time work week with payment in proportion to the time worked or depending on the amount of work performed.

The employer is obliged to establish part-time work at the request of a pregnant woman, one of the parents (guardian, custodian) who has a child under the age of 14 (a disabled child under the age of 18), as well as a person caring for a sick family member in accordance with with a medical opinion.

The duration of the working day or shift immediately preceding a non-working holiday is reduced by one hour.

Time relax- this is the time during which the employee is free from the performance of labor duties and which he can use at his discretion.

Types of rest time:

1) breaks during the working day- no more than 2 hours and no less than 30 minutes; Employees working in the cold season outdoors or in closed unheated premises, as well as loaders engaged in loading and unloading operations, if necessary, are provided with special breaks for heating and rest, which are included in working hours.

2) daily (between shifts) rest ;

3) days off (weekly uninterrupted rest) - cannot be less than 42 hours. Weekend work is prohibited. It is allowed to attract only individual workers with their written consent and taking into account the opinion of the trade union committee in exceptional cases.

4) non-working holidays;

Non-working public holidays in the Russian Federation are:

If a weekend and a non-working holiday coincide, the day off is transferred to the next working day after the holiday.

Vacation- this is a continuous rest for several working days in a row while maintaining the place of work and average earnings. But there are additional social leave without pay.

Annual holidays are labor, i.e. earned. They are of two types: basic and additional.

Annual basic paid leave is granted to employees for a period of 28 calendar days. The right to use leave for the first year of work arises for the employee after 6 months of his continuous work in this organization.

Before the expiration of six months of continuous work, paid leave at the request of the employee must be granted:

- women - before maternity leave or
immediately after it;

- employees under the age of 18;

— employees who have adopted a child (children) under the age of three
months;

- in other cases stipulated by federal laws.

Extended basic leave is granted to certain categories of employees: employees under the age of 18 - 31 calendar days at a time convenient for them; teachers, teachers, research workers of research institutes and some children's institutions - up to 48 working days; civil servants - at least 30 calendar days, prosecutors and judges - at least 30 calendar days, and in areas with severe climatic conditions- 45 calendar days, Deputies of the State Duma - 48 working days.

Additional annual leave provided: for unfavorable working conditions; employees of the regions of the Far North and equivalent areas; employees employed in certain industries for continuous length of service at one enterprise, organization; employees with irregular working hours and in other cases provided for by law.

All previously listed additional holidays provided with the preservation of average earnings.

Salary- a system of relations related to ensuring the establishment and implementation by the employer of payments to employees for their work in accordance with laws and other regulatory legal acts.

Wage- this is remuneration for work, depending on the qualifications of the employee, the complexity, quantity, quality and conditions of the work performed, as well as compensation and incentive payments.

Minimum wage (minimum wage - minimum wage) - the amount of monthly wages guaranteed by federal law for the work of an unskilled worker who has fully worked out the norm of working time when performing simple jobs under normal working conditions.

Payroll should be based on the following: principles . enshrined in legislation:

1) wage discrimination based on gender, nationality and other non-business criteria is prohibited;

2) equal wages are paid for work of equal value.

3) the remuneration of the employee's labor is made according to his labor contribution, its quantity and quality and is not limited to the maximum size;

4) the state establishes and guarantees the minimum wage, which systematically increases with rising prices (wage indexation);

5) remuneration of labor is differentiated depending on its severity, conditions, complexity (according to qualifications), nature of labor, its significance and area of labor; such differentiation is promoted by the tariff system with its allowances and surcharges;

6) wage rates, wage funds, wage systems
establish the enterprises themselves, organizations under collective agreements, agreements, and in the public sector - the state (government);

When remuneration of workers can be applied tariff rates, salaries, as well as a tariff-free system.

Remuneration of managers, specialists and employees, as a rule, is made according to official salaries established by the administration in accordance with the position and qualifications of the employee.

Depending on the wage system is set way to pay an employee .

The wage system can be time and piecework.

With a time-based system, the labor meter is the time worked by the employee.

Under the piecework system, remuneration is calculated according to the number of products produced by the employee of good quality.

Most workers are paid on a piece-rate basis, while employees are paid on a time basis.

In addition to the main salary systems, to calculate the material interest of employees in fulfilling production tasks and contractual obligations, increasing production efficiency and quality of work, bonus systems, including bonuses, remuneration based on the results of work for the year and other forms of material incentives, can be introduced.

Holidays are paid no later than three days before the start of the holiday.

Upon termination of the employment contract, payment of all amounts due to the employee from the employer is made on the day the employee is dismissed.

WORKING TIME

Working time
Duration and mode of working time
* Irregular working hours
* Overtime work
* Work at night
* Shift work
* Part-time work
* Working hours of women and persons with family responsibilities
* Work on a rotational basis
* Flexible schedule work
* Time relax
* Work on weekends and holidays
* Time sheet
* Day off or absenteeism? Design subtleties

Working hours

In the process of work, one should distinguish between time for work and time for rest. Working time- the time during which the employee, in accordance with the internal labor regulations of the organization and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with laws and other regulatory legal acts, relate to working time (Article 91 of the Labor Code of the Russian Federation ). In the process of work, the mode of operation is an essential condition of the employment contract and is subject to mandatory agreement between the employee and the employer. The elements of the working time regime are established by the internal labor regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, and for employees whose working hours differ from the general rules established by the employer, - employment contract. Regulatory legal acts may include certain periods when the employee did not fulfill his labor duties as working hours. For example, working hours are counted :

Read also: Breaks while working at the computer labor code

Special breaks for heating workers in the cold season in the open air or in closed unheated premises, as well as breaks for rest for workers engaged in loading and unloading operations (part 2 of article 109 of the Labor Code of the Russian Federation); breaks for rest and meals in cases where, due to the conditions of production, the employee cannot leave the workplace; breaks for feeding a child under 1.5 years of age provided to working women (Article 258 of the Labor Code of the Russian Federation); downtime (temporary suspension of work due to economic, technological, technical or organizational reasons).

Working hours should include

(Article 100 of the Labor Code of the Russian Federation):

Duration of the working week (five-day with two days off, six days with one day off, working week with days off on a staggered schedule); work with irregular working hours for certain categories of workers; duration of daily work (shift); start and end time of work; time of breaks in work; number of shifts per day; alternation of working and non-working days, which are established by a collective agreement or the internal labor regulations of the organization in accordance with the Labor Code of the Russian Federation, other federal laws, a collective agreement, agreements.

Mode features working time and rest time for workers of transport, communications and others who have a special nature of work are determined in the manner established by the Government of the Russian Federation. Contemporary labor law of the Russian Federation sets several possible modes of working time. The choice of which specific mode, taking into account production and social factors will be established in a particular enterprise and in relation to a particular employee, belongs to employer and employee. Regarding the employee can act. irregular working hours; flexible working hours; shift work mode; the mode of summarized accounting of working hours; division of the working day into parts Types of operating modes taking into account production and social factors of the Labor Code of the Russian Federation allows the employer :

Establish, by agreement with the employee, a flexible working time regime (Article 102 of the Labor Code of the Russian Federation), when the start and end time of work is determined by agreement of the parties with the employee working the total number of working hours during the day, month or other accounting period; use the work mode in two, three, four shifts (Article 103 of the Labor Code of the Russian Federation); divide the working day into parts if the intensity of labor during the day is not the same (Article 105 of the Labor Code of the Russian Federation).

When using the split working day mode, the employer must establish this condition in the local regulation and in the employment contract with the employee. If the condition for dividing the working day into parts when hiring an employee has not been established, the introduction of such a regime is a significant change in working conditions for reasons related to changes in organizational or technological working conditions (Article 74 of the Labor Code of the Russian Federation). The obligation of the employer is to comply with the norms of the duration of working hours established by labor legislation in any mode of working hours. Exceeding the norm of working hours is unacceptable.

Time relax

An equally important duty of the employer is the obligation to provide the employee with time for proper rest. Time relax- the time during which the employee is free from the performance of labor duties and which he can use at his own discretion (Article 106 of the Labor Code of the Russian Federation). The types of rest time are (Article 107 of the Labor Code of the Russian Federation):

Breaks during the working day (shift); daily (between shifts) rest; days off (weekly uninterrupted rest); non-working holidays; annual paid vacation.

During the working day (shift), the employee must be given a break for rest and meals lasting no more than 2 hours and at least 30 minutes, which is not included in working hours (Article 108 of the Labor Code of the Russian Federation). The time of the break and its specific duration are established by the internal labor regulations of the organization or by agreement between the employee and the employer. At jobs where, due to the conditions of production (work), it is impossible to provide a break for rest and food, the employer is obliged to provide the employee with the opportunity to rest and eat during working hours. The list of such works, as well as places for rest and eating, are established by the internal labor regulations of the organization. For certain types of work, employees are provided with special breaks during working hours due to technology and organization of production and labor (Article 109 of the Labor Code of the Russian Federation). The types of these works, the duration and procedure for granting such breaks are established by the internal labor regulations of the organization. Employees working in the cold season in the open air or in closed unheated premises, as well as loaders engaged in loading and unloading operations, and other employees, if necessary, are provided with special breaks for heating and rest, which are included in working hours. The employer is obliged provide equipment for heating and recreation of workers. The duration of working time should not include the time of preparation for work, the time after the end of work, breaks for rest and meals. Organization of working time, the order of alternation of work and rest time within a day, week, month, year determined local acts employer(internal regulations, shift schedules, etc.), which are adopted by the employer, taking into account the opinion of the body representing the interests of employees (Art. 190, 372 of the Labor Code of the Russian Federation). However, in Everyday life often one has to deal with violations of the right to rest of workers working under an employment contract. The most common violations of labor laws. regulating working time and rest time are: the absence in organizations of internal labor regulations, shift schedules, vacation schedules; failure to provide employees with annual paid holidays for more than two years in a row and additional paid holidays for employees employed in jobs with harmful and (or) dangerous working conditions; replacement of unused vacation by the employee with monetary compensation; failure to pay compensation for unused vacation upon dismissal in violation of the requirements of the Labor Code of the Russian Federation; involvement in overtime work, work at night, weekends and non-working holidays without the written consent and medical recommendations of women with children under the age of three, and workers with disabled children or disabled from childhood until they reach the age of 18; failure to provide annual paid leave before the maternity leave or immediately after it, or at the end of the parental leave, at the request of women, regardless of the length of service in the organization.

Working hours and rest time
Labor protection in the Labor Code of the Russian Federation

Since the health and performance of workers largely depend on the correct ratio of work time and rest time, the Labor Code defines the basic concepts in this area.

Working time - the time during which the employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with the norms of labor law, relate to working time (Article 91 of the Labor Code of the Russian Federation).

Normal working hours may not exceed 40 hours per week.

Reduced working hours are established (Article 92 of the Labor Code of the Russian Federation):

- for employees under the age of 16 - no more than 24 hours a week;

- for employees aged 16 to 18 - no more than 35 hours per week;

- for employees who are disabled people of group I or II - no more than 35 hours per week;

- for workers employed in jobs with harmful and (or) dangerous working conditions - no more than 36 hours per week in the manner established by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

The duration of daily work (shift) is established by Art. 94 of the Labor Code of the Russian Federation. It cannot exceed:

- for employees aged 15 to 16 years - 5 hours, aged 16 to 18 years - 7 hours;

- for disabled people - in accordance with a medical certificate issued in accordance with the procedure established by labor law.

For workers employed in jobs with harmful and (or) dangerous working conditions, where reduced working hours are established, the maximum allowable duration of daily work (shift) cannot exceed:

Read also: Actions of the employee during the reduction

- with a 36-hour working week - 8 hours;

- with a 30-hour working week or less - 6 hours. The collective agreement may provide for an increase

the duration of daily work (shift), subject to the maximum weekly working hours and hygienic standards of working conditions established by labor law.

Night time is defined by Art. 96 of the Labor Code of the Russian Federation as time from 10 pm to 6 am. The duration of work (shift) at night is reduced by one hour without subsequent working off. The duration of work (shift) at night is not reduced for employees who have a reduced working time, as well as for employees hired specifically for work at night, unless otherwise provided by the collective agreement.

To work at night are not allowed: pregnant women; employees under the age of 18.

Overtime work (Article 99 of the Labor Code of the Russian Federation) is work performed by an employee at the initiative of the employer outside the working hours established for the employee: daily work (shift), and in the case of summarized accounting of working hours, in excess of the normal number of working hours for the accounting period.

Engaging an employer of an employee in overtime work is allowed with his written consent and only in the established Art.

99 of the Labor Code of the Russian Federation cases.

Involvement in overtime work without the consent of the employee is allowed in the following cases:

- in the performance of work necessary to prevent a catastrophe, industrial accident or eliminate the consequences of a catastrophe, industrial accident or natural disaster;

- in the production of socially necessary work to eliminate unforeseen circumstances that disrupt the normal functioning of water supply, gas supply, heating, lighting, sewerage, transport, communications;

- in the performance of work, the need for which is due to the introduction of a state of emergency or martial law, as well as urgent work in emergency circumstances, i.e. in the event of a disaster or threat of disaster (fires, floods, famine, earthquakes, epidemics or epizootics) and in other cases that endanger the life or normal living conditions of the entire population or part of it.

It is not allowed to involve pregnant women, employees under the age of 18 in overtime work. Involvement in overtime work of disabled people, women with children under the age of three years is allowed only with their written consent and provided that this is not prohibited to them for health reasons in accordance with a medical report. At the same time, employees of these categories must be familiarized with their right to refuse overtime work against signature.

The duration of overtime work must not exceed for each employee 4 hours for two consecutive days and 120 hours per year.

The working time regime (Article 100 of the Labor Code of the Russian Federation) should provide for the duration of the working week (five-day with two days off, six days with one day off, a working week with days off on a staggered schedule), work with an irregular working day for certain categories of workers, duration daily work (shift), start and end time of work, breaks in work, number of shifts per day, alternation of working and non-working days, which are established by the internal labor regulations in accordance with labor law, collective agreement, agreements, and for employees, the working hours of which differ from the general rules established by the employer - an employment contract.

Features of the regime of working time and rest time for transport workers, communications workers and others who have a special nature of work are determined in the manner established by the Government of the Russian Federation.

Irregular working hours - a special mode of work, in accordance with which individual workers may, by order of the employer, if necessary, be occasionally involved in the performance of their labor functions outside the duration of working hours established for them (Article 101 of the Labor Code of the Russian Federation). The list of positions of employees with irregular working hours is established by a collective agreement, agreements or local regulations adopted taking into account the opinion of the representative body of employees.

Flexible working hours - a mode of operation in accordance with which the beginning, end or total duration of the working day (shift) is determined by agreement of the parties (Article 102 of the Labor Code of the Russian Federation).

The employer ensures that the employee works out the total number of working hours during the relevant accounting periods (day, week, month, etc.).

Shift work - work in two, three or four shifts - is introduced in cases where the duration of the production process exceeds the allowable duration of daily work, as well as for more effective use equipment, increasing the volume of products or services provided (Article 103 of the Labor Code of the Russian Federation).

During shift work, each group of employees must work during the established working hours in accordance with the shift schedule drawn up in the manner prescribed by Art. 372 of the Labor Code of the Russian Federation. Shift schedules are usually attached to collective agreement and are brought to the attention of employees no later than one month before their entry into force.

Working two shifts in a row is prohibited.

Rest time - the time during which the employee is free from the performance of labor duties and which he can use at his own discretion (Article 106 of the Labor Code of the Russian Federation).

Art. 107 of the Labor Code of the Russian Federation defines the types of rest time. They are:

- breaks during the working day (shift);

— daily (between shifts) rest;

- weekends (weekly uninterrupted rest);

- non-working holidays;

During the working day (shift), the employee must be given a break for rest and meals (Article 108 of the Labor Code of the Russian Federation) lasting no more than 2 hours and no less than 30 minutes, which is not included in working hours. The time of the break and its duration are established by the internal labor regulations or by agreement between the employee and the employer.

At work where, due to the conditions of production, it is impossible to provide a break for rest and food, the employer is obliged to provide the employee with the opportunity to rest and eat during working hours. The list of such works, as well as places for rest and eating, are established by the internal labor regulations.

For certain types of work, employees are provided with special breaks during working hours due to technology and organization of production and labor (Article 109 of the Labor Code of the Russian Federation). The types of these works, the duration and procedure for granting such breaks are established by the internal labor regulations.

Those working in the cold season in the open air or in closed unheated premises, as well as loaders engaged in loading and unloading operations, and other employees, if necessary, are provided with special breaks for heating and rest, which are included in working hours. The employer is obliged to provide the equipment of rooms for heating and rest of employees.

All employees are provided with days off (Art. 110.111 of the Labor Code of the Russian Federation) - weekly uninterrupted rest. The duration of a weekly uninterrupted rest cannot be less than 42 hours.

Non-working holidays in the Russian Federation in accordance with Art. 112 of the Labor Code of the Russian Federation are:

Work on weekends and non-working holidays is prohibited, with the exception of cases provided for in Art. 113 of the Labor Code of the Russian Federation.

Involvement of employees to work on weekends and non-working holidays is carried out with their written consent if it is necessary to perform unforeseen work.

Engaging employees to work on weekends and non-working holidays without their consent is allowed in the same cases in which it is allowed to involve them in overtime work by the employer.

On non-working holidays, work is allowed, the suspension of which is impossible due to production and technical conditions (continuously operating organizations), work caused by the need to serve the population, as well as urgent repair and loading and unloading work.

Employees are granted annual leave (Articles 114, 115 of the Labor Code of the Russian Federation) with the preservation of their place of work (position) and average earnings for 28 calendar days.

Annual additional paid holidays (Article 116 of the Labor Code of the Russian Federation) are provided to employees employed in jobs with harmful and (or) dangerous working conditions, employees with a special nature of work, employees with irregular working hours, employees working in the Far North and equated to localities, as well as in other cases provided for by the Labor Code and other federal laws. The list of industries, jobs, professions, positions in which work gives the right to additional vacations is approved by the Decree of the Council of Ministers of the USSR and the All-Union Central Council of Trade Unions of July 2, 1990 No. 647.

Working time - the time during which the employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties, as well as other periods of time that, in accordance with the Labor Code, other federal laws and other regulatory legal acts of the Russian Federation, relate to working time.

Under current law, normal working hours should not exceed 40 hours per week.

In connection with the specifics of the work and activities of the institution, the following working hours are established in it:

Five-day working week with two days off - Saturday, Sunday:

a five-day working week lasting 40 hours with two days off with an 8-hour working day (Administration, employees of the AChE, chef, head of the canteen, heads of the food and material warehouse, employees of the social rehabilitation department, etc.); a five-day working week lasting 36 hours a week with two days off at a 7.2 hour working day (personnel of the polyclinic department, heads of departments, doctors, employees of the social and rehabilitation department, employees of the day care department); shift work. During shift work, each group of workers must perform work during the established working hours in accordance with the shift schedule.

medical staff

The beginning of daily work, the time for a break for rest and food, and the end of the working day are set for employees, taking into account their production activities and are determined by work schedules approved by the administration.

5.2. Office staff hours:

Administration, employees of the AHS, head of the canteen, heads of the food and material warehouse, specialist in social work, librarian. Five-day work week with two days off with a 40-hour work week and an 8-hour work day. Chef, employee cook, office cleaners. Mistress Sisters
Middle, junior medical staff of departments. 12-hour shift on a sliding schedule with a summarized accounting for working hours. The duration of working time during the accounting period does not exceed the normal number of working hours with rest in the next 2 days;

Day shift:

Nurses-barmaids of mercy departments. Work as part of a shift for two consecutive days with a working shift of no more than 12 hours and rest for the next two days. At the same time, the duration of working time for the accounting period does not exceed 36 hours per week. Manufacturers of semi-finished products, dishwashers, workers. Work as part of a shift for two days in a row with a 12-hour working day with rest in the next two days. At the same time, the duration of working hours for the accounting period does not exceed established by law 40 hours.

The duration of the working day or shift immediately preceding a non-working holiday is reduced by 1 hour.

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