Duty schedule on weekends and non-working holidays

The essence and purpose of the duty schedule

The essence of creating a duty schedule is to organize the activities of employees in one position, replacing each other with a specific frequency. The most commonly used schedule is “a day in two” or “a day in three”, when each worker on duty works one day, then has the right to several days of rest, and then goes back to work.

Some enterprises that have positions characterized by high intensity and tension use a schedule where several employees must relieve each other on duty during the day. They also use a monthly duty schedule template to coordinate their activities as efficiently as possible.

A shift schedule is necessary so that employees clearly know when to go to work, and managers can monitor their work activities.

Student and teacher duty

Students are assigned to “keep the watch,” led by the class teacher. The teacher distributes children (2-4 people each) to all points where posts are planned. If this responsibility is assigned to the team not for one day, but for the whole week, then the class teacher can change the children’s places. Then their task will be less routine, and the students will find being on duty more interesting.

By the way, there are cases when schoolchildren can be exempted from keeping watch:

• during the break before and after the test;
• during recess before and after classes outside.

Responsibilities of the duty administrator:

• control the process of keeping watch by teachers and students;
• walk around the building and grounds before the start of the school day;
• report emergency situations to the director;
• if necessary, manage the evacuation of schoolchildren and teachers.

Responsibilities of the class teacher on duty:

• instruct students before starting the shift;
• distribute children to positions specified in the regulations and check them during breaks;
• control the availability of replacement shoes and passes for students, note all violations in the duty log;
• monitor the prudent use of water, electricity, and ventilation of recreation areas;
• ensure that students do not leave the educational institution until the end of classes without a good reason;
• report to the duty administrator about emergency situations.

Responsibilities of students on duty:

• during breaks, be on duty, monitor cleanliness and order;
• the attendants in the lobby check that students have a pass and a change of shoes, and help primary schoolchildren change clothes;
• The attendants in the dining room set the tables, wipe them, and remove the dishes.

Monthly shift schedule users

Several employees of the enterprise are involved in the duty schedule, which primarily include:

• heads of departments to which duty officers report. They draw up shift schedules for all their employees who are hired for this work schedule
• HR department employees or labor economists, who, in close cooperation with department heads, also participate in the preparation of duty schedules for the month
• the head of the enterprise approves and signs the compiled schedules by department and can use this information for management purposes
• on-duty employees who are the ones on whom schedules are drawn up. They must sign that they have read and agreed with the drawn up duty schedule for the month.

The users of shift schedules are not only the employees of the enterprise (on duty or supervisors), but also external government bodies, for example, the labor inspectorate. Its employees regularly check organizations for compliance with all labor laws in relation to the company's hired personnel.

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Rules for creating a monthly shift schedule

Like any other graphic document, the duty schedule is drawn up according to certain rules. At the initial stage, it is necessary to stipulate in the company’s local documents that a shift work schedule is established for certain positions. This clause must also be contained in the employment contracts of employees hired for these positions. In addition, a standard shift schedule template must be contained in the local documentation of the enterprise as an annex, for example, to the Collective Agreement or the Regulations on Labor and Salaries of Employees.

Development of a shift schedule

The basic rules for drawing up a monthly shift schedule are as follows:

• The schedule is formed taking into account the norm of working hours in a certain month
• the document indicates the employee’s days of work with a specific number of hours and the days of his rest
• One employee cannot be assigned two shifts in a row, even if he is not against it
• the duration of one duty is established by the management of the organization, and for certain categories the duration should be set in accordance with the legislation of the Russian Federation (for example, for workers of floating vessels, railway transport employees)
• The schedule usually contains the following columns: initials and personnel number of the employee, days of the calendar month, total hours and days worked for the month, number of night hours worked for the month

After the schedule is developed, it is approved by the manager, who also issues an order to put the schedule into effect. Employees must be familiarized with the adopted document with a personal signature, and this action should be carried out a month before it comes into force.

The second meaning of the term in question is also associated with the employee’s readiness, but not to perform certain actions, but to perform, if necessary, his immediate job duties in general at the request of the employer. In this case, the employee stays outside the employer’s location and comes to the place of work on call. Such duty, as a rule, is called “home duty” and requires the establishment of special rules for its implementation. The purpose of this type of duty is the prompt implementation by the organization of the tasks facing it, ensuring its uninterrupted operation, eliminating the consequences of accidents, etc.

The third type of duty is the performance of actions in favor of the employer that are not directly related to the employee’s work function, aimed at resolving current urgent issues of an organizational nature. It was in this meaning that the concept under study was initially used by the legislator and was called responsible duty. Responsible duty officers are entrusted with the tasks of operational management of the organization during periods when its main administrative bodies are not functioning - at night, on non-working holidays or weekends.

Responsible duty officers can also provide organizational preparation for the start of the work shift of the main part of the personnel of the enterprise (institution) - check the readiness of equipment, availability of materials, provide access to production or other premises, etc. This type of responsible duty differs from the previous one and can be distinguished as its independent variety.

Thus, the type and order of duty are determined primarily by its goals. In the case when an organization uses duty of various types - duty at home, responsible duty at an enterprise (institution, organization), responsible duty before the start or after the end of a work shift, separate rules must be established for each of them.

PROCEDURE FOR ATTRACTION TO DUTY

The procedure for being called to duty should include:

• circle of subjects on duty;
• frequency of duty;
• duration;

· the procedure for creating duty schedules and bringing them to the attention of employees.

The circle of persons who are responsible for duty depends on the type of duty, as well as on the presence of certain categories of workers with a special legal status. When deciding on the subjects to be involved in duty, it is advisable to use two criteria: professional and social. So, for example, responsible duty for the enterprise as a whole can be entrusted only to persons who have certain knowledge and experience in the field of management, as well as having a comprehensive understanding of the organization’s activities, i.e. senior and middle managers. Being on duty before or after the end of a work shift presupposes that the employee has certain professional skills that allow him to properly prepare for the work.

It seems that when establishing the circle of persons involved in duty, additional guarantees provided for by law for certain categories of workers should be taken into account. Thus, pregnant women, as well as workers under eighteen years of age, should be completely exempt from responsible duties. The obligation to perform duty of this kind cannot be imposed on workers for whom special rules have been established for engaging in overtime work, work on weekends and non-working holidays, and at night: disabled people, women with a child under three years of age, parents of a child - disabled person, persons caring for a sick family member. Despite the fact that the legislation does not provide special guarantees regarding the regulation of working hours and rest time for single mothers raising a child under the age of fourteen, in our opinion, it is also advisable to exempt this category of workers from participation in duty duties.

As a general rule, duty can be assigned to one employee no more than once a month. However, some special regulations provide for a different frequency of assignment to duty. For example, when docking in ports, the command staff of naval vessels can be called on duty once every three days. The dates of duty of specific employees must be recorded in the appropriate schedules and promptly brought to their attention against signature.

The duration of duty depends on the needs of the employer. For example, with regard to employees of educational institutions, it is established that the duration of their duty cannot be more than 20 minutes before the start and 20 minutes after the end of classes. If we are talking about duty at home or responsible duty at an enterprise (institution), then it is usually equal to the duration of the work shift, although sometimes it can be increased to one day. Duties longer than 24 hours are not permitted.

Despite the fact that duty duties are primarily not related to the employee’s performance of his direct job duties, they are carried out in favor of the employer, are part of the employee’s general labor function, and involve time costs or restrictions on the employee’s use of rest time. Taking this into account, duty time should be included in the standard working time when planning it for the month. With a different approach, duty is considered as overtime work.

In accordance with Art. 103 of the Labor Code of the Russian Federation, work for two shifts in a row is prohibited. Since duty is a type of working time, it is not permitted to be assigned to duty in such a way that it is immediately preceded or immediately followed by another work shift. Between duty and the work shift, the employee must be given rest time, as a general rule equal to no less than double the duration of the work shift.

When on duty at the place of work, its duration is taken into account as part of working time in full. Unfortunately, the legislation does not have uniform rules for recording working hours when on duty at home. However, from the arsenal of labor law, the following calculation procedure can be used: the employee’s waiting time at home is taken into account as 0.25 hours of normal working time; in case of a call to the workplace, the time for performing work is calculated according to its actual duration [2].

Only a small number of professions require duty duties as a component of the employee’s main job function due to legislative provisions. The tariff and qualification characteristics of most professions and positions do not provide for the employee’s obligation to participate in duty duties. This creates an urgent need to include this responsibility in the labor function of employees at the level of job descriptions or employment contracts. Only under this condition does the employer have the right to demand that the employee participate in duty, and the employee has the obligation to comply with this requirement.

RIGHTS AND RESPONSIBILITIES OF THE DUTY MANAGER

Duty in itself is a complex process of interrelated and interdependent actions of both the person on duty and other employees of the organization, its structural divisions, and management bodies. Taking into account the fact that responsible duty in an enterprise (institution, organization) is a component of the labor function of workers of various professions and qualifications, there is a need to develop, within the framework of the organization, unified universal rules for the implementation of responsible duty. The regulations on the organization of duty must provide for an algorithm for the behavior of the responsible duty officer, his rights and responsibilities, rules for interaction with other structural units, and, if necessary, with other organizations. For example, it may determine the procedure for keeping a duty log, the sequence of notification of the occurrence of any circumstances to various interested parties, specific measures that should be taken by the duty officer in certain situations, etc.

E. Dirkova, auditor

Many companies have a production need to organize round-the-clock duty. The constant presence of staff can be ensured on your own. Most often, duty officers work on a “every three days” schedule. Let's consider the features of accounting and payment for their labor.

To service a continuously operating post (responsibility center), the administration forms a group of workers.
The general working time fund (24 hours a day at one workplace) is distributed among employees of this group in accordance with the requirements of labor legislation, the terms of collective and labor agreements. Shift schedule required

The employment contract determines the duration of daily work (shift). Labor legislation does not prohibit the use of 24-hour shifts. Article 94 of the Labor Code clarifies that certain categories of workers cannot be hired under such conditions. For example, an employee under 18 years of age cannot be assigned to daily duty. Pregnant women are not allowed to work at night (Article 96 of the Labor Code of the Russian Federation). A number of fundamental requirements are contained in Article 103 of the Labor Code: