The staffing table should reflect not only all structural divisions of the organization, but also all positions. However, an employee can perform job duties both at his main place of work and in a part-time manner. How exactly should part-time workers be reflected in the staffing table?
In our article you will learn how to reflect the combination of positions and how to remove an employee from the staffing table, as well as how to reflect salary and rate positions in documents.
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Legislative norms on part-time work
Art. Art. 60.1 and 60.2 of the Labor Code of the Russian Federation provide for the opportunity for an employee to combine positions with the same or another employer in the time free from performing main duties, as well as to perform paid additional work during the working day. Thus, part-time work in itself is a completely legal thing. But how can it be reflected in the staffing table (hereinafter - SH)?
Here you should be guided by the following:
- The staffing table must reflect all positions that actually exist in the company for which employment contracts are concluded.
- The staffing table is not an “arrangement”; it indicates only professions, and not the people who occupy them. Therefore, even if a position is occupied by a part-time employee, it must still be indicated.
- For staffing purposes, it does not matter whether a person is an external or internal part-time employee. The main thing is that he holds the position (even part-time), and an employment contract is concluded with him.
Thus, we can conclude: if a part-time worker is employed precisely as an employee (and not, say, as an individual entrepreneur providing services to an organization under a contract provided for by the Civil Code of the Russian Federation), his workplace must be indicated in the staffing table.
How to draw up a staffing table for a part-time worker
Shklovets Conditions for combination Under what conditions can an employee combine professions (positions) in an organization? The combination of professions (positions) is characterized by the following:
- the employee must agree to the combination;
- the period during which the employee will combine another job is established by agreement of the parties (for example, before an employee is found for a vacant position);
- An employee must combine different positions (professions) in the same organization (otherwise it will be an external part-time job);
- The employee will perform both his main and his additional work within the established working hours (usually eight hours a day) (otherwise it will be an internal part-time job).
This is stated in articles 151 and 60.2 of the Labor Code of the Russian Federation.
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To split or not to split state units?
However, with the indication of part-time workers in the schedule, another problem arises: how many rates should be indicated for them? The fact is that Art. 284 of the Labor Code of the Russian Federation indicates that when combining jobs, it is impossible for an employee to be busy more than 4 hours a day or more than 16 hours in a 40-hour working week . At the same time, Art. 22 of the same code requires equal pay for equal work. In this case, how to indicate the rate in the staffing table if it is covered by a part-time worker?
When solving this issue, you should use the norms of the resolution of the State Statistics Committee of the Russian Federation No. 1 of January 25, 2004, which approved the primary forms for labor accounting. Although this normative act ceased to be mandatory with the entry into force of the Federal Law “On Accounting”, the forms are still used - which means that the explanations given by the State Statistics Committee on filling out the forms can also be taken into account.
Regarding the form No. T-3 approved for the staffing table, an explanation is given:
- Column 4 indicates the number of units for the relevant profession.
- If the unit is not fully occupied (in particular, part-time), the column may contain a non-integer number: 0.25, 0.5 or similar.
- If there are several identical bets, the number of units may not be an integer, but greater than one.
The latter in practice means the following: if an organization, for example, requires two accountants, and one position is occupied by an ordinary accountant, and the second part-time by the chief accountant himself, then the staffing table may indicate the number of staff units of 1.5. However, this is not the only option.
If necessary, the schedule may indicate a full unit . If at the same time she is occupied by a part-time worker, then it is enough to indicate this:
- In the notes to the corresponding line of the staffing table.
- In an employment contract concluded regarding the combined position.
However, we should not forget: if there is a whole position on staff, but in reality a person is employed in it part-time, the company will have 0.5 vacancies, about which the local employment service must be informed monthly. However, indicating a full-time unit has its advantages: if a part-time worker quits and a full-time person is hired in his place, you will not have to make changes to the staffing table, you just need to sign an employment contract.
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| Irina [email protected] Belarus, Minsk Wrote 32 messages Write a private message Reputation: | |
| Please tell me how part-time workers (external) are reflected in the staffing table? and is it possible not to assign them to any department (people work under an employment contract), if such positions are provided for in the department (the main employees work under a contract)? For example, a “design engineer” works full time on a contract basis in the design and technology department. And there is also a design engineer at 0.5 rate - an external part-time worker. | |
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| Ciardi [email hidden] Belarus Wrote 23477 messages Write a private message Reputation: 3447 | #2[200950] July 19, 2010, 6:27 pm |
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| Irina [email protected] Belarus, Minsk Wrote 32 messages Write a private message Reputation: | #3[201046] July 20, 2010, 9:41 am |
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| Ciardi [email hidden] Belarus Wrote 23477 messages Write a private message Reputation: 3447 | #4[201059] July 20, 2010, 10:19 |
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| Irina [email protected] Belarus, Minsk Wrote 32 messages Write a private message Reputation: | #5[201135] July 20, 2010, 12:16 |
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| Li-Lu [email hidden] Belarus, Minsk Wrote 3162 messages Write a private message Reputation: 460 | #6[201146] July 20, 2010, 12:45 |
employee hired. A structural unit of an organization (division) is understood as an officially allocated part of it, headed by a manager subordinate directly to the head of the organization, his deputy or a manager at a higher level of management, created to manage a certain direction (type) of the organization’s activities, with independent tasks, functions and responsibilities. (clause 12 of the Instruction on the procedure for determining tariff rates and official salaries of employees of commercial organizations and individual entrepreneurs, approved by the Resolution of the Ministry of Health and Safety of the Republic of Belarus 04/26/2010 N 60)
Irina wrote:
Is it possible for part-time workers not to be assigned to any department, but, for example, placed at the end of the staffing table and “called” as such instead of the name of the department “Part-time workers”?
I want to draw the moderator's attention to this message because:Chiardi wrote:
“Part-time workers” is not a structural unit.
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| Irina [email protected] Belarus, Minsk Wrote 32 messages Write a private message Reputation: | #7[201153] July 20, 2010, 12:58 |
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How to reflect the combination of positions in ShR?
Despite the instructions made in the resolution of the State Statistics Committee, the question of how to correctly reflect the combination still worries many personnel officers. There are two possible solutions:
- The fractional number of staff units is indicated.
- The unit is indicated in full, but the notes indicate that the work is being performed part-time. In this case, the part-time worker’s employment contract states that payment is based on salary, but in proportion to the time worked.
Now let’s look at examples of exactly how this looks in the staffing table.
How to indicate the following positions in a document?
Positions
There are no special requirements regarding the description of positions occupied by part-time workers. Simply indicate:
- Structural subdivision.
- Job title.
In this case, it is quite possible to hire a new employee, for whom the vacancy occupied by an internal part-time worker will be the main place of work.
Rates
The term “rate” is not defined in labor legislation. However, based on practice, the following conclusion can be drawn: the rate is understood as the ratio of the hours actually worked by employees to the normal working day for a given position . Based on this, we can talk about “part-time work”, fractional rates, etc.
In the staffing table, drawn up in the T-3 form, the rate refers to the number of staff units. It is precisely because a part-time worker (internal or external) does not perform duties full time that the number of units may be fractional.
It might look, for example, like this:
| Structural subdivision | Job title | Number of staff units | Salary, rub. | Extra charge, rub. | Total, rub | Note | |
| Name | Code | ||||||
| Human Resources Department | 04 | Department head | 1 | 30 000 | 5000 | 35000 | |
| HR inspector | 2 | 20000 | 40000 | ||||
| Timekeeper | 0,5 | 20000 | 10000 | ||||
Salary
The amount of remuneration for part-time workers can be established in the following ways, provided for in Art. 129 Labor Code of the Russian Federation:
Tariff rate – payment for performing work of a certain complexity, excluding allowances, compensation and bonuses. The rate varies depending on the qualification level of the employee. - Salary is the amount of payment for performing certain work during a month. Unlike the tariff rate, the salary is not standardized and is not related to the officially confirmed qualifications of the employee; it is set by the employer independently. That is why it is mainly used in commercial organizations.
- Official salary is payment for an employee of a municipal or state institution. It is also indicated without taking into account additional payments.
Tariff rate – payment for performing work of a certain complexity, excluding allowances, compensation and bonuses. The rate varies depending on the qualification level of the employee. The bonuses, additional payments or compensations themselves are indicated in the staffing table for any employee (including part-time employees) only in one case - if they are paid regularly. One-time payments and financial assistance are not reflected in the staffing table.
Step-by-step instruction
Position preparation
If we are talking specifically about combining positions as such (as opposed to expanding the service area), then the following conditions must be met:
- the position must be included in the staffing table;
- the position must be vacant.
The last condition does not directly follow from the requirements of the Labor Code, but is often taken into account by courts and inspectors.
Sometimes a new position is introduced into the staffing table specifically for combination purposes. It is worth remembering that a temporarily unoccupied position is not vacant, that is, if the employee replacing it is on vacation, including maternity leave. To assign additional work for a temporarily unoccupied position, the wording “performing the duties of a temporarily absent employee” is used.
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2. Written consent of the employee
In accordance with Article 60.2 of the Labor Code of the Russian Federation, additional work can be assigned to an employee only with his written consent. Such consent can be obtained in two ways:
- At the employee’s request, he writes an application with a request to be assigned, in order to combine duties, for the desired position (Appendix 1). Alternatively: in order to expand the service area or in order to perform the duties of a temporarily absent employee. In the latter case, along with the position, the name of the temporarily absent employee is indicated. Then the head of the organization supplements the statement with his positive resolution, instructing the head of the personnel department to prepare drafts of the relevant documents.
- At the suggestion of management, a memorandum from the head of the department is drawn up with a request to assign the employee the duties of a combined position (Appendix 2). In turn, the employee supplements the memo with his written consent with the signature “I agree to combine positions.” Then the manager's resolution is imposed.
The application or memorandum may already contain an indication of the duration of the combination if it is issued for a specific period.
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The combination affects the employee’s labor functions, and they are the subject of the employment contract. Therefore, combination requires the conclusion of an additional agreement with the employee to the employment contract (Appendix 3). The agreement must include the following parameters:
- Type of additional work (part-time position, performing the duties of a temporarily absent employee or service area).
- Deadline for additional work.
- The content of additional work, that is, additional labor functions.
- If the basis for the preparation of an additional agreement was the employee’s statement, it is indicated that the responsibilities are assigned to the employee at his request.
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The basis for starting work on combining is the corresponding order on personnel (Appendix 4). It is drawn up on the basis of an additional agreement in free form on the form of orders for personnel. The order must contain a number of elements:
- Type of additional work (part-time position, performing the duties of a temporarily absent employee or service area).
- The position for which the combination is established (if additional work is assigned in the order of combination).
- Deadline for additional work.
- The content of additional work, that is, additional labor functions.
- Pre-agreed amount of remuneration for additional work.
- Special conditions (if required).
Special conditions are new responsibilities or new authorities required to perform additional functions. For example, for the position of a cashier - financial responsibility, for a HR specialist - responsibility for maintaining work books, for a managerial position - the right to sign and the right to make management decisions. Disable advertising
How to remove an employee from the HR?
When combined with an employee, an employment contract is concluded. Therefore, in cases where it is necessary to remove him from the staffing table, this must be done in the same manner as when terminating an employment contract at the main place of work.
However, in addition to the grounds for dismissal provided for in Art. 77 of the Labor Code of the Russian Federation (agreement of the parties, personal desire, expiration of the term, etc.), an additional rule applies for part-time workers. According to Art. 288 of the Labor Code of the Russian Federation, a part-time worker can be dismissed if his place is taken by an employee for whom such work will be the main one.
Once a position has become vacant, it can be removed from the staffing table. This is done in the following order:
- The head of the organization gives instructions to make changes to the documents.
- The HR department or other authorized specialists prepare a new staffing table or annex to the current one.
- The prepared project is approved by a written order from the manager (how to approve the ShR for a year?).
What it is
The staffing table, or abbreviated as ШР, is a local regulatory act that determines the structure of the enterprise, its personnel composition and number. It is developed, as a rule, on the basis of the unified form T-3 (we provide a sample filling in this article). In the staffing table, in addition to the names of professions and positions, the amount of wages for each of them is indicated.
You can download the staffing schedule for 2020 below, but now let’s talk about what it is.
As already said, the staffing table form (2019) can be approved according to a standard unified form, but this does not mean that the employer is constrained by this form. The head of the enterprise can develop his own form and sample, understandable and convenient for him. If he does not want to do the development himself, he can entrust this to a responsible person, for example an accountant.
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According to the rules
Combining positions is carried out when the volume of work in the organization increases or when the range of customer services expands. According to the rules, additional duties are registered if there is a vacancy in the staffing table, the work for which is assigned to the employee.
Combining positions in the staffing table can be carried out provided that this is stipulated in the company’s collective agreement. The document contains a list of positions and professions, the combination of which is acceptable. During the hiring process, this document is presented to each employee for review.
Additional responsibilities are assigned to the employee by prior agreement and only with his consent (Article 60.2 of the Labor Code of the Russian Federation). In the staffing table, the combination process is formalized according to the following rules:
- A separate employment contract is not required to perform additional work.
- Nuances regarding changes in working conditions are prescribed in an additional agreement attached to the main contract (it specifies the main conditions for the work: volume, for how long, amount of payment, list of responsibilities).
- During the process of registering a combination, a company employee is not given a personnel number and a card is not issued.
- When combining positions and expanding the service area, there is no probationary period.
In some cases, when combining, a liability agreement is drawn up at the same time. For example, if the position of an economist is combined with the duties of a cashier, financial responsibility arises for the funds at his disposal. If the combination requires confirmation of the employee’s qualifications, it is carried out upon provision of admission documents.
Combination of positions in the company is carried out in the following cases:
- The employee is absent temporarily (due to illness, long business trip).
- The employee took parental leave.
- There is a vacancy in the staffing table.
Salary of a part-time worker in the staffing table
Important: Based on an additional agreement to the employment contract, issue an order (in any form) to assign the employee the appropriate work and establish additional payment. Submit a copy of the order to the accounting department for calculation and payment of additional payments to the employee. InfoIt should also be remembered that information about combining professions, expanding service areas, increasing the volume of work, performing the duties of a temporarily absent employee without release from work specified in the employment contract is not entered into the employee’s work book and his personal card (Part 4 of Article 66
Labor Code of the Russian Federation, clause 4, 10 of the Rules approved by the Decree of the Government of the Russian Federation of April 16, 2003.
No. 225, section 3 of the Instruction, approved by Resolution of the Ministry of Labor of Russia dated October 10, 2003 No. 69).
Types of part-time jobs
Combination of external and internal orders are completely different types of employment. Internal combination of positions is registered at the employee’s place of work and can be carried out within the same company. To perform additional work in other organizations, there are external part-time workers. Such part-time work is formalized under the following conditions:
- The employee is registered at several enterprises.
- Admission to the company is possible under a separate employment contract, which specifies its validity period, working conditions, payment, and other nuances.
- The performance of duties is limited (50% of the normal time) and is carried out in free time from the main job.
- The hiring and dismissal of an employee is documented in the work book.
- A card is created for the employee and a personnel number is assigned.
The part-time worker performs duties in the manner established for all employees of the company. However, he is a temporary employee and when the main employee leaves for a permanent position, he must vacate the position.
Legal status of part-time work
According to the norms of the law, namely, Article 282 of the Labor Code of the Russian Federation, part-time work is work carried out in free time from the main job on a regular basis as a full-time employee, who is subject to all local acts of the enterprise from the moment of concluding an employment contract.
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Part-time work is possible with several employers if the employee has the necessary qualifications and skills, and also has free time to perform additional functions.
Types of part-time jobs
Labor legislation provides for two types of part-time work:
1. Internal part-time work. In this case, the employee is employed at his main place of work.
At the same time, in addition to the previously concluded employment contract for the main job, it is necessary to conclude an agreement for part-time work.
In practice, this type of part-time job is beneficial for both the employer and the employee himself.
Namely, the employer entrusts the work to a proven employee who is able to ensure the fulfillment of the organization’s tasks, and the employee can significantly increase his level of income.
2. External part-time work involves the employee performing job functions in another organization.
That is, an external part-time worker is an employee who works for another employer in a certain specialty, profession, position, qualification under a second employment contract in his free time from his main job.
External part-time work means working after a working day, on your day off, but at a completely different enterprise.
Thus, the law provides that the employee has the right:
work at several enterprises at the same time - employment in an organization that is not the main workplace is considered an external part-time job;
to work at the enterprise where the main place of work is located, but in a different full-time position with the appropriate registration procedure - this is considered internal part-time work.
Part-time employees on staff
Please note that a part-time worker has the right to work in an additional position in his free time from his main job, but no more than four hours a day. Accordingly, his monthly salary will be half of the salary indicated in the staffing table for a specific category of employees.
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3 Place an order, use the T-1 form. Enter the information into the document and familiarize the part-time employee with it against signature.
As a rule, the order serves as the basis for making an entry in the work book.
Attention: This can only be done if the employee expresses his or her desire. 4 To make an entry in the employee’s work book, you must accept an application addressed to the director.
Personnel officers make an entry after the entry about the main position.
Required documents
The Labor Code of the Russian Federation establishes a clear list of documents presented by the applicant when applying for a part-time job:
passport (or other identity document);
a certificate from the main place of work about the nature and conditions of work;
a diploma or other document confirming education or professional training (when applying for a job that requires special knowledge).
This list does not mention the insurance certificate of state pension insurance, however, it is also a necessary document when concluding an employment contract, since paying the corresponding contributions to the Pension Fund of the Russian Federation for a part-time worker will require the employer to know the SNILS of the part-time worker.
Entry in the work book
Part-time work is not always entered into the work book, because by law an employee is not required to report additional employment to his main place of work.
But if the employee nevertheless expresses a desire to make such an entry, then he will need to provide the following package of documents at his main place of work:
a copy of the order for admission as a part-time worker;
a certificate from the company with details;
After receiving the agreed package of documents, an order is issued, and the HR department employee will be required to make an entry in the following format:
accepted as a part-time worker at (company name) for the position (name);
In case of internal part-time work, the name of the enterprise is not indicated.
Work time
The standard working time for persons working part-time is determined by agreement of the parties and is fixed directly in the employment contract.
The working hours are also determined by agreement between the employee and the employer and are fixed in the employment contract.
The daily maximum working time when working part-time cannot exceed 4 hours, the weekly maximum - 20 hours, with a standard working time of 40 hours per week.
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Nina Kovyazina, Deputy Director of the Department of Medical Education and Personnel Policy in Healthcare, Ministry of Health of Russia
- Answer: Is it necessary to indicate positions or other information about part-time workers in the staffing table?
- Answer: How to reflect salary in an employment contract with a part-time worker
The salary must be reflected in full in the employment contract.
Salary should be understood as a fixed amount of remuneration for an employee for performing work duties of a certain complexity for a calendar month without taking into account compensation, incentives and social payments (Article 129 of the Labor Code of the Russian Federation). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire working time standard established for this category of employees (Article 57 of the Labor Code of the Russian Federation).
