Order for duty at the enterprise for the New Year holidays

• the amount of time an employee spends at home waiting to be called to work;
• the time the employee will spend providing medical care;
• the time during which the employee will travel from home directly to the place of work (in the case of medical workers, the place of care), as well as the time spent on the return journey.

When taking into account the time actually worked by a medical worker, the time he is on duty at home is taken into account and paid in the amount of 1/2 hour of working time for each hour of duty. In this case, the schedule of duty at home during the accounting period must be adjusted and distributed among employees in such a way that the total duration of the employee’s working time, taking into account the time he was on duty at home, does not exceed the norm of his working time for the corresponding period.

If a health worker on duty at home is nevertheless called to work, the time for providing medical care and the time that the employee gets to the place of work, as well as the time spent on the return trip, should be taken into account in the amount of an hour of working time for each hour of assistance and being on the way. In this case, the procedure for recording travel to and from work must be established by the employer’s local regulatory act (for example, Internal Labor Regulations) in agreement with the workers’ trade union (or other representative body of workers, if there is one).

In the time sheet on days when the employee, with his consent, was on duty at home, the actual time worked must be reflected in accordance with the above rules. For example, if on a certain day the duration of duty at home of a medical worker was four hours, and he did not go on call to provide qualified assistance, two hours must be indicated on the time sheet for that day.

Sample Order for Duty

Samples of ORDERS for educational institutions and schools are posted here. Order by. Order on organizing school duty.rtf. Order Ob. Attached to the article are samples of relevant documents. It is also necessary to distinguish from duty duty those issued by order. 08/23/2013 About the duty of students and teachers of MBOU “Secondary School No. 41” at school. In order to ensure a favorable working environment at school.

Establishing duty in the units of the Federal Drug Control Service of Russia on weekends and hours is carried out in accordance with the order of the Federal Drug Control Service of Russia dated 25. ORDER of the year Simferopol. No. 22/od. On the organization of duty in the Department. In order to ensure uninterrupted operations and... Orders of the education department of the city administration dated 03/03/2015, On the organization of duty on holidays 03/07/2014 - 03/09/2015, see.

The responsible person on duty will be on duty from 10:00 to 18:00, if necessary, organize emergency work; during the period of duty, follow the Instructions (Appendix 1). 1. Heads of institutes and faculties, separately located departments, divisions (Marmulev A. Zhuchaev K. Blynsky Yu.

Zaitsev E. Tsvetkova V. Mager S.

Yanova G. Petukhov V.

Chervonny V. Romankova E. Karakulov A.

Vasiliev A. Myslivchenko A. Ivanov D.

) during the period of duty, follow the Instructions (Appendix 2). a) organize in the period from 31.12.2005 to 09.

01. 2006 duty of those responsible for the unit. Submit the lists to the head of the security service, A. Sidyakin 27.

12. 2005 until 15:00 hours.

Duty is organized from 10:00 am to 10:00 am the next day. The duty officers are at the unit's location from 10:00 to 17:00. After 17:00 hours, duty is organized at the home telephone.

The task of the responsible duty officer is to monitor the fire safety condition of the premises of the unit, the technical serviceability of the heat and water supply systems, the integrity of the external glazing of the premises, and, if necessary, the organization of work in case of emergency situations. In emergency situations, and if necessary, a report is made to the responsible person on duty at the university by telephone. b) create a commission (appoint a deputy as the chairman of the commission) to check the availability and serviceability of fire extinguishing equipment, the integrity of electrical wiring, heating devices, taps (valves) on cold and hot water pipelines.

Premises with serviceable communications, intact glazing, must be sealed on commission30. 12. 2005 in the period from 13:00 to 15:00 and hand over under guard. The keys to the premises must be handed over to the guard. c) bring the requirements of this order and the Instructions (Appendix 1.2) to the responsible duty officer for signature and hand over photocopies.

2. Vice-Rector for AHR Chervonny V.

a) provide during the period from December 31, 2005 to January 9, 2005.

2006, inclusive, round-the-clock duty at the workplaces of mechanics - electricians, mechanics - plumbers and duty of drivers of the duty vehicle (Appendix 3); b) ensure that commandants of dormitories and educational buildings control the exit and watchmen are on duty;

c) check the availability of primary fire extinguishing equipment and emergency lights at guard posts in dormitories and educational buildings, and ensure their availability; d) organize the work of the head of the life safety department to check the fire safety condition of buildings and facilities on the campus and buildings and facilities located on the educational farm, in preparation for the long weekend; e) Head of the security service Sidyakin A.

in the period from December 31, 2005

until 01/09/2006, ensure personal control of duty by employees of the security company private security company “Fortress”;.

f) organize garbage removal on December 31, 2005. January 2 and 5, 2006 g) organize, by the workers of the landscaping department, an inspection of the funnels of drainpipes, as well as, if necessary, the discharge of melt water from the roof of the educational and laboratory building (NIIVGiS) and the canteen. st. Nikitina;. h) in case of heavy snowfall, organize the work of wipers to remove snow and, if necessary, the work of a tractor to clear driveways.

3. Prohibit university employees and students from entering educational buildings on weekends and holidays without the written permission of the vice-rector for administrative affairs, with the exception of the persons specified in this order and Appendix 3, vice-rectors and heads of structural divisions, as well as in emergency situations. 4. Allow 09.

In connection with the beginning of the examination session at the Engineering Institute, entrance to the building of the Engineering Institute as usual. 5. Provide employees of university departments who were on duty in pursuance of this order with an additional day off. 6. Chief accountant Kuleshova E.

remuneration of mechanics - electricians and mechanics - plumbers specified in the appendix. 3, produce in double size. 7.

Responsibility for the execution of this order is assigned to the Vice-Rector for AHR Chervonny V. Rector Kondratov A. Agreed Aslanyants B.

Orders on responsible samples

Order No. " " 201 "On the person responsible for non-destructive testing" In connection with the work on non-destructive testing of welded joints at the facility: " " I ORDER:

• Appoint the head of PIL, I.I. Ivanov, to be responsible for compliance with labor protection, fire, industrial and electrical safety requirements during non-destructive testing of welded joints, and in his absence, flaw detection engineer S.S. Sidorov.
• Appoint the head of PIL, I.I. Ivanov, to be responsible for carrying out non-destructive testing, and in his absence, non-destructive testing engineer S.S. Sidorov.

We recommend reading: How many days before vacation is a vacation order issued?

Director D.D. Directors Order No. " " 201 "On those responsible for the performance of welding and installation work" In connection with the conduct of welding and installation work at the facility: " " I ORDER: During the absence of the work producer Ivanova I.I.:

• Appoint construction and installation work master S.S. Sidorov as responsible for carrying out welding and installation work.

What should be the order for heads of departments on duty on holidays (New Year holidays), and how to pay for these days?

According to Article 60 of the Labor Code of the Russian Federation, it is prohibited to require employees to perform work not stipulated by the employment contract, except in cases provided for by current legislation.

Thus, if it is not provided that the relevant employees can be called on duty, or otherwise involved in the relevant work, then such employees cannot be obligated to go on duty. Otherwise, the employer may be held administratively liable for a violation.

The following materials will be useful to you: If employees are required to be on duty in the relevant documents, then even if they do not perform other job functions, it will still be considered that they are working while on duty. Therefore, the involvement of such employees should be formalized in accordance with the general procedure, which you can find in the additional materials after the answer (Answer: What documents should be used to formalize the involvement of an employee on weekends and holidays).

Duty at home on weekends and after work without pay

I work in the housing and public utilities sector as a repairman; we had a service of on-duty mechanics, but they cut it. We were all transferred to the day and made a schedule for duty at home without pay, after which we wrote a letter to the director, he gathered us all and gave us an addition to the contract which said that we must work after work at home, on duty from 17.00 to 8.00 and on weekends at home and payment compensation 3 days for vacation. If we don’t sign, he’ll offer us a job lower or the same, and if I’m not happy with anything, he’ll fire me. please tell me what we should do. we'll sign it, we'll work seven days a week, we won't sign it, we'll fire him, can he do it?

And he can unilaterally change the agreement and write amendments.

question asked 4 years ago

Order on duty on weekends and holidays

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Answers to questions on the topic Labor Law

Hello. Your employer is violating the provisions of the Labor Code. To offer a lower-paid or different job, you need your consent or a reduction in staff at work. You also cannot work without days off, this is a violation of the Labor Code of the Russian Federation. With your written consent, you can work weekends, but then you must either be paid 2 times the amount or have time off on another day. You can be called without your consent only in case of some kind of emergency on the comm. systems or natural disaster. In any case, your written consent is required. But it is impossible to dismiss without reason or on the basis that the employer wanted it that way. In this case, you can be reinstated at work, recover compensation for the time you were fired and moral damages. At the same time, the employer will also be fined for violating the Labor Code of the Russian Federation.

Article 111 of the Labor Code of the Russian Federation. Weekend

All employees are provided with days off (weekly continuous rest). With a five-day work week, employees are given two days off per week, and with a six-day work week - one day off. The general day off is Sunday. The second day off in a five-day work week is established by a collective agreement or internal labor regulations. Both days off are usually provided in a row. For employers whose work suspension on weekends is impossible due to production, technical and organizational conditions, days off are provided on different days of the week in turn to each group of employees in accordance with the internal labor regulations.

Article 153 of the Labor Code of the Russian Federation. Pay on weekends and non-working holidays

Work on a weekend or a non-working holiday is paid at least double the rate: for piece workers - at least at double piece rates; employees whose work is paid at daily and hourly tariff rates - in the amount of at least double the daily or hourly tariff rate; for employees receiving a salary (official salary) - in the amount of at least a single daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if work on a day off or a non-working holiday was carried out within monthly standard working time, and in an amount of no less than double the daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if the work was performed in excess of the monthly standard working time. Specific amounts of payment for work on a day off or a non-working holiday may be established by a collective agreement, a local regulatory act adopted taking into account the opinion of the representative body of employees, or an employment contract. At the request of an employee who worked on a day off or a non-working holiday, he may be given another day of rest. In this case, work on a weekend or a non-working holiday is paid in a single amount, and a day of rest is not subject to payment. Remuneration for work on weekends and non-working holidays of creative workers of the media, cinematography organizations, television and video crews, theaters, theatrical and concert organizations, circuses and other persons involved in the creation and (or) performance (exhibition) of works, in accordance with lists of jobs, professions, positions of these workers, approved 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, can be determined on the basis of a collective agreement, a local regulatory act, or an employment contract. All the best. Don't forget to rate the answer.

If you need help, please contact us

This issue is poorly resolved in the Labor Code of the Russian Federation; there is a norm in the USSR - SECRETARIAT OF THE ALL-UNION CENTRAL COUNCIL OF TRADE UNIONS

DECISION of April 2, 1954 N 233

ABOUT DUTY AT ENTERPRISES AND INSTITUTIONS

The Secretariat of the All-Russian Central Council of Trade Unions notes that enterprises and institutions practice the incorrect involvement of workers and employees on duty after the end of the working day and at night. There are often cases when duty officers are assigned the duties of guards, checking passes for entry and exit from an enterprise or institution, and receiving mail. Mothers with children under 12 years of age and pregnant women are also involved in duty. Workers assigned to duty are deprived of normal rest and their ability to work is reduced. In order to eliminate unnecessary duty at enterprises and institutions, the Secretariat of the All-Russian Central Council of Trade Unions decides: 1. Duties of workers and employees at enterprises and institutions after the end of the working day, on weekends and holidays can be introduced in exceptional cases and only in agreement with the factory, plant, local committee. Do not allow employees to be on duty more than once a month. 2. In the case of being called to duty after the end of the working day, attendance at work for employees with both regular and irregular working hours is postponed to a later time on the day of duty. The duration of duty or work together with duty cannot exceed the normal length of the working day. Duties on weekends and holidays are compensated by the provision of time off over the next 10 days of the same duration as the duty.

+ THIS ISSUE HAS BEEN SETTLED FOR MEDICINES AND EVERYONE - Article 350. Some features of the regulation of the labor of medical workers Art. 350 of the Labor Code of the Russian Federation For medical workers, a reduced working time of no more than 39 hours per week is established. Depending on the position and (or) specialty, the working hours of medical workers are determined by the Government of the Russian Federation.

For medical workers of healthcare organizations living and working in rural areas and urban settlements, the duration of part-time work may be increased by decision of the Government of the Russian Federation, adopted taking into account the opinion of the relevant all-Russian trade union and all-Russian association of employers.

Certain categories of medical workers may be granted additional annual paid leave. The duration of additional leave is established by the Government of the Russian Federation.

In order to implement the program of state guarantees of free provision of emergency or emergency medical care to citizens, medical workers of medical organizations, with their consent, can be assigned to duty at home.

Duty at home is the stay of a medical worker of a medical organization at home while waiting to be called to work (to provide medical care in an emergency or urgent manner).

When taking into account the time actually worked by a medical worker of a medical organization, the time spent on duty at home is taken into account in the amount of one-half of an hour of working time for each hour of duty at home. The total working time of a medical worker of a medical organization, taking into account the time on duty at home, should not exceed the standard working time of a medical worker of a medical organization for the corresponding period.

Features of the working time regime and recording of working time when medical workers of medical organizations perform duty at home are established by the federal executive body that carries out the functions of developing state policy and legal regulation in the field of healthcare. YOU CAN REFER TO THIS ARTICLE OF THE RF Labor Code AS AN ANALOGY THAT IS - HERE YOU SHOULD BE OBLIGED TO WORK ON DUTY ONLY WITH YOUR CONSENT PLUS ACCOUNTING OF DUTY TIME AND SUPPLEMENTAL PAYMENT AS 1/2 HOUR IN NORMAL WORK YOU ARE OFFERED ONLY ADVANCED LEAVE - LITTLE . YOU CAN CONTACT THE LABOR INSPECTORATE WITH A COMPLAINT ABOUT VIOLATION OF YOUR RIGHTS. YOU CANNOT BE FIRED.

Orders for duty on weekends and holidays

As a rule, these specialists are involved in unscheduled duty in the event of an emergency. And this is already stated in their employment contract.

The employer must pay for overtime for employees.

Info

These compensation options are possible:

• Payment of a certain amount of funds.
• Providing time off.

If there is a need to involve employees on duty during a shift work schedule, a number of restrictions must be taken into account.
In particular, a specialist can be brought on duty only 24 hours after the end of his shift. Involvement in duty can be systematic.

In this case, it makes sense to create a special schedule. It is sent for signature.

Attracting workers to work on weekends

The institution practices involving employees on duty on weekends and holidays, for this a monthly schedule is published, there is also a job description, then, if necessary, the employee is given a day off at his request, now we would like to register this entire procedure in the LNA. What needs to be done for this? In the PVTR, add a clause on duty and prescribe rest time, whether it is necessary to issue an order if the schedule is published monthly with the knowledge of the workers themselves, and whether it is necessary to follow the resolution of the Secretariat of the All-Russian Central Council of Trade Unions of April 2, 1954 No. 233 that attracting employees to duty is possible only once a month (duty can be 2-3 rubles/month), etc., and all this needs to be agreed upon with the trade union? Thank you in advance.

If you don’t have doctors or Ministry of Emergency Situations, then being on duty is just like ordinary work, during normal working hours.

Hiring to work on weekends and holidays is permissible only in emergency, unplanned cases, what are the “schedules”, what is included in the PVTR?

If this is a normal normal activity for you, where duty is required every generally established weekend and holiday, change the work schedule for employees (by agreement or in accordance with Article 74 of the Labor Code), create a work schedule so that duty is included in the weekly work time norm, no less than Familiarize yourself with the schedule every month.

Question: Car drivers have a 40-hour work week with normal working hours (8 hours). They work on irregular working hours. The employer is going to establish in its local act the duty schedule for car drivers during non-working hours (after the end of working hours, on non-working holidays and weekends). Duty will be carried out “on the phone” or “at home”. In case of production necessity, the driver on duty, with his consent, will be involved in work on a day off or overtime. Does the employer have the right to enter duty data for drivers? If duty can be established, should any compensation be provided to the driver for being on duty if he was not involved in the work?

Having considered the issue, we came to the following conclusion: The employer in this case does not have the right to introduce telephone or home duty for drivers.

Rationale for the conclusion: The Labor Code of the Russian Federation does not provide for such a form of labor organization as duty “on the telephone” or “at home”. At the same time, for workers of transport, communications and others who have a special nature of work, in accordance with part two of Art. 100 of the Labor Code of the Russian Federation, in the manner determined by the Government of the Russian Federation, the specifics of working hours and rest time may be established. Within the framework of the peculiarities of the regime, regulatory legal acts may also provide for duty (determination of the Supreme Court of the Russian Federation dated August 31, 2006 N KAS06-315). Duties at home are established, for example, for rescuers (clause 3 of the Regulations on recording the working time of citizens accepted into professional emergency rescue services, professional emergency rescue units for the positions of rescuers, approved by Resolution of the Ministry of Labor of Russia dated 06/08/1998 N 23), for medical workers (part six of Article 350 of the Labor Code of the Russian Federation, clause 3 of the Regulations on the peculiarities of the working time regime and recording of working time when medical workers of medical organizations perform duty at home, approved by order of the Ministry of Health of the Russian Federation dated April 2, 2014 N 148n), etc. It follows from the question that these documents do not apply to your employees. The regulation on the peculiarities of working hours and rest time for car drivers, approved by Order of the Ministry of Transport of the Russian Federation dated August 20, 2004 N 15, does not provide for any duty for car drivers. There are no other regulatory legal acts that would establish duty at home or by telephone for the categories of workers referred to in the question. Therefore, in our opinion, the employer has the right to involve them in work (including in the form of duty) outside working hours, depending on the circumstances, either as overtime work (Article 99 of the Labor Code of the Russian Federation), or in the form of work on weekends and non-working holidays days (Article 113 of the Labor Code of the Russian Federation).

The material was prepared on the basis of individual written consultation provided as part of the Legal Consulting service. For detailed information about the service, contact your service manager.

Question: An employee’s working day is from 09.00 to 18.00 from Monday to Friday. The company from which the organization rents an office sent a letter about carrying out work at night to install a fire alarm. The management gave the task to identify those on duty at night from among the office workers when carrying out these works (they will not perform their work, as defined by the employment contract, at this time). Workers agree to such “duties.” How to attract an employee to work at night with a normal work schedule? Is it possible to shift the working hours of employees (instead of day - night) to prevent overtime?

Answer: The Labor Code of the Russian Federation does not contain, use or regulate the concept of “duty”. Resolution of the Secretariat of the All-Russian Central Council of Trade Unions of 04/02/1954 N 233 (hereinafter referred to as Resolution N 233), which is applied by virtue of the first part of Art. 423 of the Labor Code of the Russian Federation, only insofar as it does not contradict the Labor Code of the Russian Federation, establishes that duty of workers and employees at enterprises and institutions after the end of the working day, on weekends and holidays can be introduced in exceptional cases and only in agreement with the factory, factory, local committees. From Art. 15, art. 56, art. 57 of the Labor Code of the Russian Federation it follows that, within the framework of the concluded employment contract, the employee undertakes to perform the labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications; the specific type of work entrusted to the employee) specified in the employment contract. At the same time, Art. 60 of the Labor Code of the Russian Federation directly prohibits requiring an employee to perform work not stipulated by an employment contract, except in cases provided for by federal laws. In the situation under consideration, employment contracts with employees do not provide for the fulfillment of the duties of an employee on duty in the organization as one of the components of the employee’s labor function. From Art. 72, part one of Art. 74 of the Labor Code of the Russian Federation it follows that the labor function cannot be changed except by agreement of the parties. Changing the labor function by the employer unilaterally is allowed only in exceptional cases provided for by the Labor Code of the Russian Federation, in particular parts two and three of Art. 72.2 Labor Code of the Russian Federation. Based on the foregoing, we believe that the employer cannot assign an employee to perform the duties of a duty officer in the organization, which consists of monitoring order and resolving urgent issues that arise that are not related to production activities, except with the written consent of the employee. If the employee, in accordance with the established procedure, agreed to expand his job function and include duty for the organization in his job responsibilities, then according to paragraph 2 of Resolution No. 233, the duration of his duty or work together with duty cannot exceed the normal length of the working day. In other words, duty on a working day must be carried out within the working hours established for the employee, and only then will the duty not be overtime work (Article 97, Article 99 of the Labor Code of the Russian Federation) and should actually be paid as working time. Therefore, the employer can conclude with the employee who is planned to be entrusted with “duty” an additional agreement on supplementing his job duties with the functions that he must perform while on duty, as well as on changing his work schedule (Articles 57 and 100 of the Labor Code of the Russian Federation). If the duty takes place outside working hours (in addition to the main work), accordingly, it will be overtime work. According to parts four to seven of Art. 99 of the Labor Code of the Russian Federation, involvement in overtime work is permitted with the written consent of the employee and taking into account the opinion of the elected body of the primary trade union organization. It is not allowed to involve pregnant women, workers under the age of eighteen, and other categories of workers in overtime work in accordance with the Labor Code of the Russian Federation and other federal laws. Involvement of disabled people and women with children under three years of age in overtime work is allowed only with their written consent and provided that this is not prohibited for them due to health reasons in accordance with a medical report issued in the manner established by federal laws and other regulations legal acts of the Russian Federation. At the same time, disabled people and women with children under three years of age must be informed of their right to refuse overtime work upon signature. The duration of overtime work should not exceed 4 hours for each employee for two consecutive days and 120 hours per year. The employer is required to ensure that each employee's overtime hours are accurately recorded. Overtime work is paid for the first two hours of work at least one and a half times the rate, for subsequent hours - at least twice the rate. Specific amounts of payment for overtime work may be determined by a collective agreement, local regulations or an employment contract. At the request of the employee, overtime work, instead of increased pay, can be compensated by providing additional rest time, but not less than the time worked overtime (Article 152 of the Labor Code of the Russian Federation). Duty on weekends, according to paragraph 2 of Resolution No. 233, must be compensated by providing time off of the same duration as the duty within the next 10 days. But, given that the said resolution is applied only to the extent that does not contradict the Labor Code of the Russian Federation, we believe that an employee in such a situation has the right to demand the application of the provisions of Art. 153 of the Labor Code of the Russian Federation on remuneration for work on weekends and non-working holidays (a similar position regarding payment for work on weekends during a business trip is set out in the decision of the Supreme Court of the Russian Federation dated June 20, 2002 N GKPI02-663). According to Art. 153 of the Labor Code of the Russian Federation, work on a day off or a non-working holiday is paid at least double the amount. At the request of an employee who worked on a day off or a non-working holiday, he may be given another day of rest. In this case, work on a weekend or a non-working holiday is paid in a single amount, and a day of rest is not subject to payment. The very same attraction to duty on a weekend or non-working holiday should be carried out taking into account the provisions of Art. 113 of the Labor Code of the Russian Federation: with the written consent of the employee and taking into account the opinion of the elected body of the primary trade union organization. Involvement of disabled people and women with children under three years of age to work on weekends and non-working holidays is permitted only if this is not prohibited for them due to health reasons in accordance with a medical report issued in the manner established by federal laws and other regulations legal acts of the Russian Federation. At the same time, disabled people and women with children under three years of age must be informed, upon signature, of their right to refuse to work on a day off or a non-working holiday. Employees are recruited to work on weekends and non-working holidays by written order of the employer. A similar conclusion follows with regard to duty at night (from 10 pm to 6 am): such duty must be paid according to the rules of Art. 154 of the Labor Code of the Russian Federation (in an amount increased by at least 20% of the hourly tariff rate (salary (official salary) calculated per hour of work) for each hour of work at night - Decree of the Government of the Russian Federation dated July 22, 2008 N 554 “On the minimum amount increase in wages for work at night") and when drawing up a duty schedule, the requirements of Art. 96 Labor Code of the Russian Federation. Please note that work performed at night is such work regardless of whether it was performed during working hours or outside of it. Therefore, for an employee who worked overtime at night, the employer is obliged to make two compensation payments simultaneously - under Art. 152 and under Art. 154 Labor Code of the Russian Federation. And an employee who worked at night on a weekend or holiday is entitled to a payment under Art. 153, and additional payment under Art. 154 Labor Code of the Russian Federation.

Answer prepared by: Expert of the Legal Consulting Service GARANT Mazukhina Anna

Response quality control: Reviewer of the Legal Consulting Service GARANT Sutulin Pavel

November 18, 2014

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Sample orders for duty on weekends and holidays

The legislation does not establish a unified form for this document.

Is it possible to indicate in an order to hire a part-time worker on a holiday that he will work for 8 hours. He is not busy at his main job that day

Yes, you can.

An employee can work part-time in his free time from his main job (Part 1 of Article 282 of the Labor Code of the Russian Federation). Therefore, the legislation states that on days when the employee is free at his main place of work, he can work part-time full time (Article 284 of the Labor Code of the Russian Federation).

Employee consent

The Labor Code of the Russian Federation does not say how to formalize an employee’s consent to work on a day off (holiday).

P R I K A Z

April 15, 2020 No. _17__ – PM

Yalutorovsk

About approval of the schedule

duty on weekends and holidays

In accordance with the letter of the Department of Education and Science of the Tyumen Region “On duty on holidays and weekends”, in order to strengthen control over the organization of security of the educational institution buildings, material resources and fire safety, to ensure the uninterrupted operation of the electrical, heat and water supply system in the educational institution of the Yalutorovsky district,

I ORDER:

1. Approve the duty schedule of education department specialists on holidays and weekends May 01-04 and May 09-11, 2020 (Appendix).
2. Bring the duty schedule to the attention of the heads of the Yalutorovsky district educational institution.
3. To the heads of educational institutions:

• approve the duty schedule of OS employees for holidays and weekends;
• strengthen the security of buildings of educational institutions (school/kindergarten) and material assets on the balance sheet;
• ensure the safe operation and serviceability of electrical, heat, water supply, drainage and other equipment systems around the clock;
• transfer the information to the responsible specialist:

— on the functioning of the electrical, water and heat supply in the OS;

— about the presence of accidents;

— about the occurrence of other emergency situations (fire, terrorism)

about the situation in a general education institution (school/kindergarten) daily at 9:00 a.m., in the event of an emergency, report immediately.

1. I reserve control over the execution of the order.

Head of Education Department L.A. Tsygankova

The following have been familiarized with the order:

Appendix to the order of the education department

No. _17__ — PM dated April 15, 2020

Duty schedule

specialists of MKU Yalutorovsky district “Education Department” May 01-04 and May 09-11, 2015

from 8.00 to 20.00 hours

How is payment made for days off worked?

According to Article 153 of the Labor Code, there are two options for remuneration on a day off:

• payment for actual work in double the amount (actually time worked, and not just the calculation of the daily salary);
• the opportunity to receive time off on any of the selected days with subsequent payment for work on weekends not at a single rate.

Most organizations force workers to choose one of the above options. But by law, an employee can make such a choice independently. If, for example, he needed to earn more, he could work overtime or on weekends. In this case, he will not take time off, and exerting psychological influence on him is strictly prohibited.