We transfer an employee to an irregular work schedule

Certificate of employment: form and sample filling

A certificate of employment may have different content and structure depending on its purpose - to a bank, for a military registration and enlistment office or an employment center. The employer is obliged not only to issue a certificate to the employee, but also to do so within a certain time frame. Read about the features of each category of certificates and the procedure for issuing them in our article, download samples of all possible versions of the document. All types of certificates can be divided into two categories.

The first is with a developed unified form approved by legislative acts. The second is provided in free form. The first category is more formalized and requires compliance with certain rules for filling them out. This mainly includes documents containing (2NDFL, average earnings for calculating benefits, etc.).

Documents drawn up in free form most often contain information:

1. about the position and structural unit;
2. confirm the fact of employment on a certain date;
3. employee;
4. about the employee’s earnings for the purpose of obtaining a bank loan, etc.
5. about the fact of employment;

According to the purpose of the certificate from the place of work, they are divided into:

1. for the purpose of assigning disability benefits and other benefits;
2. for presentation to the military registration and enlistment office;
3. to obtain a bank loan;
4. for presentation to court;
5. to obtain a visa;
6. for presentation to the guardianship authorities.
7. to assign unemployment benefits;

There are four ways to hand over documents to an employee if this is required by law, but it is impossible to hand them over in the office.

Information about work schedule

Contents It is allowed to write certificates on A5 sheets, but A4 is usually used.

Samples of orders issued by the personnel service for all other cases of work at the enterprise must be attached.

Full name Volzhsko-Oka Department of the Federal Service for Warsaw) single number 7 (495) 151-29.

Also, for some consulates, it is enough to provide travel checks issued to the applicant. Your work experience dates back to 1977, from the moment of your first employment. If the date indicated on the sick leave certificate does not coincide with an earlier date of application and the employee actually performed her duties, leave is issued from the date indicated on the application!

For a number of professions and positions, is there leave for the nature of the work performed?

In addition to the main leave, the Labor Code provides for a number of other paid leaves, the provision of which cannot be refused if the employee has the right to them!

Payment for vacation time is made on the basis of sick leave by the social insurance authority.

If this employee later changes employer again, you will not have to issue him form 182n again.

Certificate of employee's working hours standard.

When concluding an employment contract, notification of the tax authority is not required. An example of an application for receiving 2-personal income tax and terms of provision.

Please explain to whose address the certificate is sent and for what?

Documenting

The rules by which inspectors register and liquidate companies have changed, and also make changes to the Unified State Register of Legal Entities. Record sheets, TIN certificates and charters will now be issued only in electronic form.

Documentation of the establishment of an irregular working day for an employee depends on when this regime is introduced - upon hiring or while working for a given employer.

If an irregular working day is established upon hiring, then, as a general rule, before concluding an employment contract, the employee must be familiarized with local regulations that establish a list of positions with irregular working hours, as well as the type and amount of compensation for work in this mode.

Go to How study leave is indicated on the working time sheet

Based on the employment contract, the employer issues an order for hiring (Article 68 of the Labor Code of the Russian Federation). In the order, indicate a special work schedule - irregular working hours. The wording of the entry could, for example, be as follows: “Work on irregular working hours.”

If you need to establish an irregular working day during work, you must:

• familiarize the employee with the list of positions with irregular working hours, as well as the type and amount of compensation for work in this mode (in the event that the employee was not familiar with the specified documents for signature upon hiring or if changes were made to them, with which familiarization was not carried out (paragraph 10, part 2, article 22 of the Labor Code of the Russian Federation));

• enter into an additional agreement to change certain terms of the employment contract. The agreement must indicate the establishment of a special working regime, as well as reflect the duration of additional paid leave. If an employee is transferred to another job, other changing conditions (new job function, payment conditions, etc.) are also indicated;

• issue an order establishing a regime of irregular working hours in any form. If an employee is transferred to another job, then an order for the transfer must be issued;

• enter information about the duration of additional leave in the employee’s personal card to determine the total number of days of leave.

If an irregular working day is established for an employee in connection with a transfer, then an additional entry about the transfer is made in the work book without indicating a special work schedule. If the specified regime is established without transfer, then no entries are required to be made in the work book.

Such rules are established by Articles 72, 72.1 of the Labor Code of the Russian Federation and paragraph 4 of the Rules approved by Decree of the Government of the Russian Federation of April 16, 2003 No. 225.

In the future, to attract an employee to work outside the work schedule, a verbal order from the employer is sufficient. It is not necessary to notify and obtain the employee's consent for such work, as for overtime work. In this case, overtime hours should generally be noted on the working time sheet.

Situation: is it necessary to reflect overtime hours in excess of the schedule in the timesheet? Does the employee have irregular working hours?

Yes need.

A feature of the irregular working hours regime is the ability to occasionally involve an employee in work beyond the established working hours (Article 101 of the Labor Code of the Russian Federation). Work beyond the norm for employees with irregular working hours is not overtime and is not subject to additional pay.

However, this is not true. The employer is obliged to keep records of the time actually worked by each employee (Article 91 of the Labor Code of the Russian Federation). This procedure fully applies to employees with irregular working hours.

Since a clear procedure for recording overtime for such employees is not established by law, we believe that the employer can independently determine how to keep such records, taking into account its specifics.

A universal way would be to add a symbol to the timesheet specifically to account for working hours worked beyond the schedule for employees with irregular working hours (for example, the letter code “NR”). Then, under the attendance code in the timesheet, a record of working hours according to the schedule will be kept, and under an additional code, a record of hours worked beyond the schedule will be kept.

Situation: how often can an employee be involved in work outside of the schedule. Does the employee have irregular working hours?

The current legislation does not contain a clear answer to this question.

When working an irregular working day, an employee, by order of the employer, is occasionally involved in work outside the working hours established for him (Article 101 of the Labor Code of the Russian Federation). However, the Labor Code of the Russian Federation does not explain the concept of episodicity. An episode (from the Greek epeisodion) in Russian is understood as a separate incident, random event or circumstance.

Thus, “occasionally” means that the employer from time to time, from time to time, involves an employee who has an irregular working day to work in such a mode. The opposite of the concept “episodic” is the concept “systematically”, “regularly”. In this regard, constant (regular, daily) work outside the normal working hours does not correspond to the concept of irregular working hours.

A similar approach to determining the frequency of engagement in work outside the schedule has developed in judicial practice (see, for example, the appeal rulings of the Vologda Regional Court dated May 2, 2012 No. 33-1494/2012 and April 25, 2012 No. 33-1495/ 2012).

Thus, the frequency of involvement in work on irregular working hours is an assessment category. In the absence of clear criteria for periodic involvement in work in this mode, we recommend that the employer evaluate cases of employee involvement in work outside of the schedule individually, taking into account the above criteria.

Advice: a guideline for assessing the frequency of involvement in work during irregular working hours can be the limitation of overtime work in the amount of 120 hours per year (Part 6 of Article 99 of the Labor Code of the Russian Federation).

However, the following should be remembered:

• this restriction is established specifically for overtime work, so there is no mandatory requirement to comply with it during irregular work;

• for irregular work, it is important not only the total number of overtime hours in itself, but also the frequency of involvement. So, if an employee who works a standard five-day week is called upon to work 20–30 minutes outside of schedule 240 times during the course of a year, then the quantity limit of 120 hours will be met, and the frequency of such engagements clearly indicates regularity. It turns out that the employee was involved in additional work almost every day, because the total number of working days per year on average is about 256 days.

Certificate of employment - form and sample filling

> > February 11, 2020 Certificate of employment is one of the most popular documents in personnel management. Let's consider what basic criteria should be taken into account when drawing up this document.

Documents and forms will help you: Certificate of employment - a document that may be useful:

1. when applying for a visa;
2. for presentation to court;
3. for registration of state benefits for child care.
4. to apply for sick leave or maternity leave at a new job;

The structure of a certificate of employment can vary significantly depending on the specific purpose of drawing up the document. In most cases, a certificate of employment is drawn up for presentation at the place of request.

From the point of view of reflecting facts about the employee, the content of the certificate can be anything - the main thing is that it states that it was generated specifically for presentation at the place of request. There are a number of standard, albeit unofficial, criteria for issuing the relevant certificate.

Let's look at them. The certificate from the place of employment must contain the basic details of the company (OGRN or OGRN individual entrepreneur, address, telephone). Details are usually indicated at the very top of the document - on the right or in the middle. Below follows the date of compilation, as well as the document number. Next, in the center of the page is the name of the document: “Help”.

The next element is a text block that displays information about the employee: F.

I. O., position, monthly salary, length of service in the company.

Design rules

To whom it May concern

It is best to draw up such a certificate on company letterhead, since it already contains all the necessary details of the company. If the document is drawn up in free form, then the full name of the company, its location address, TIN, KPP and OGRN codes are written at the top.

The certificate may contain registration of outgoing correspondence by indicating the number and date. Or you can indicate only the date of issue of the certificate, and indicate its serial number next to the name of the document.

Its text should be composed as follows. It must begin with the word “Issued”, and after it indicate the full name. employee. Further, the text must confirm that he actually works in the organization (indicating its name) in his position (indicating it).

If an employee can tell you for what purposes the certificate is being requested, then this can be written down in the text of the document. Otherwise, it is permissible to limit oneself to the standard phrase that the certificate will be presented at the place where it is required.

The text may indicate any other data that the employee requires.

The certificate is signed by the head of the company or another person who is responsible for drawing up such forms (HR employee, accountant, etc.).

If a business entity uses a seal, then it must be stamped on the certificate.

To obtain a visa

Let's look at how to correctly issue a certificate for a visa. Unlike a simple certificate, it must indicate two more parameters - the employee’s salary and a guarantee of a job after returning from travel.

It is best to use letterhead to draw up a document. Typically, visa centers treat such certificates more favorably. If this is not possible, then the full name of the organization, its location address, registration codes TIN, KPP and OGRN, as well as bank details are indicated at the top.

If it is known for what purpose the certificate is being issued, then this can be indicated on a new line aligned to the right. For example, “For submission to the French consulate.”

Then in the middle of the line the name of the document is written - “Help”.

The text is structured as follows. You must start with the word “Issued”, after which the full name must be indicated. employee. Next, it should be noted that this person actually works in the organization, indicate its name, and the start date of work. It is imperative to indicate that this employee continues to work to this day.

paid leave while maintaining his job.

The completed certificate is signed by the manager and the chief accountant. It must also be stamped (if used).

Regulations on irregular working hours +

Author of the article Yulia Bakirova 4 minutes to read 474 views Contents Irregular working hours (IWD) mean a work schedule in which individual employees, by order of management, may occasionally be involved in work beyond the working hours established for them. An example of an employee with an established NSD would be a legal adviser. With this mode of operation, he can take part in court hearings, which are also held during non-working hours established by the organization.

When establishing the NSD, an employee can be involved in work both before the start of the main working day and after it. The employer determines the employees for whom the NSD can be established independently. The employer must record his decision in one of the documents: a collective agreement, agreement, or regulation.

The main list of positions and the procedure for recording working hours is prescribed in the Regulations on NWP. It is worth noting the persons who are prohibited from establishing NWP are: disabled people of groups 1 and 2, external and internal part-time workers. Separately, employees who work part-time are distinguished. For them, NSD can be established, but only if they work full time, but part-time.

We recommend reading: What time should the music be turned off?

And those employees who work part-time are prohibited from installing NSD (

Irregular working hours according to the Labor Code of the Russian Federation: reasons for changing the regime

An irregular working day according to the Labor Code of the Russian Federation is not slavery permitted by law, as some employers think, therefore the involvement of personnel in work outside the norm established at the enterprise must be justified. On the one hand, it is the company making such a decision that is obliged to formulate and voice the reasons why personnel should work beyond the norm (since there is no clear list of reasons why a particular specialist can sometimes be assigned additional work at the end of the day or before it begins). legislation does not contain).

On the other hand, when deciding this issue on their own, employers sometimes ignore both the rights of employees and even common sense: for example, they set an irregular day for a watchman (while this position does not involve solving urgent problems). But if we are talking about the head of a company, who often has to hold important meetings with business partners at a late time, or his personal driver, the transition to special working conditions is quite justified.

The procedure for establishing an irregular working day regime

If production periodically accumulates a significant volume of tasks and assignments, for which a full day of work is not enough, you will have to approach the issue in detail and develop regulations establishing an irregular working day for individual positions. In practice, we are talking, as a rule, about management positions (chief accountant of the organization, director, chief technologist, etc.), as well as positions of workers whose work cannot be accurately accounted for - for example, repairmen serving a production workshop, or operators, busy serving customers. The general algorithm will be as follows:

• We compile a list of positions to be transferred to the new regime;
• We include the list in the collective agreement (agreement) or internal labor regulations;
• we issue an order (instruction) to attract specific employees to work in a special regime and familiarize them with the document against signature;
• we reflect the corresponding condition in the employment contract, if we are talking about newly hired employees, or we enter into an additional agreement with employees previously hired into the organization’s staff.

Order establishing a regime of irregular working hours

Remember that even if you have an impeccably prepared documentary base, you can only engage an employee with irregular hours to perform the duties stipulated by the employment contract ( Article 60 of the Labor Code of the Russian Federation ). To assign any additional responsibilities to him, a separate agreement will have to be concluded.

When drawing up an employment contract, you should spell out in detail the clause on the special schedule and the compensation due to the employee in the form of additional paid leave. Be sure to indicate the exact number of calendar days of vacation (main and additional). When drawing up an additional agreement on the transition to irregular working hours, it is necessary to indicate the date from which the new working hours are introduced. And remember that under no circumstances should it be installed on all personnel of the enterprise - in Art. 101 of the Labor Code of the Russian Federation clearly refers to “individual employees”.

An order to work extra hours can be either oral or written - the requirements of labor legislation in this matter are devoid of specifics, so employers should make their own decisions taking into account the prevailing circumstances. Of course, in the event of a legal dispute, a strong argument in favor of the company will be the presence of a neat stack of orders issued every time the need for “emergency” work arises. But you can also give a verbal order, the main thing is to explain to the employee why he should stay late or come early, not limiting himself to the dry and meaningless wording “due to production needs.” If staff understand that each processing is legal and justified, the likelihood of conflicts developing on this basis will be minimized.

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Order on irregular working hours

1711 is drawn up if for some reason the employee is forced to perform his job duties overtime. At the same time, the procedure for attracting him to work beyond the established time must comply with the legislation of the Russian Federation.

In order not to violate the provisions of the current labor legislation, the employer must correctly draw up an order.

FILES cannot be called an independent document.

To issue it, the employer must first introduce a norm on work beyond the stipulated schedule in the collective agreement and/or local regulations. This rule cannot contain “general” phrases.

It must indicate the following:

Why did the employer make this decision? What positions does this norm affect? For how long can employees be required to work above normal (in hours).

This provision must be introduced after the approval of the relevant trade union organization. The Order on irregular working hours must indicate: the name of the employing organization (if the order is issued on letterhead, there is no need to duplicate the name of the employer); the word "order"; number and date of the order; city ​​where the document was drawn up; full name of the document (for example: “order on establishing an irregular working day”, “order on introducing an irregular working day”);

Certificate from work at the place of request (sample)

Copyright: Lori's photo bank Certificates from work can be different and an employee may need them for different purposes.

Only after approval of this norm can the employer issue an order.

For example, a certificate from your place of employment may be required in the following cases:

1. to other departments.
2. to the bank in order to obtain a loan for personal purposes;
3. a certificate from work may be needed by the Pension Fund of the Russian Federation for the assignment and calculation of a pension;
4. to the employment service so that the citizen is recognized as unemployed;
5. for provision to a new employer (to confirm work experience, calculate benefits, etc.);

At the same time, if an employee needs a certificate from his place of work (we will provide a sample at the end of the article), he is not obliged to inform the employer of the purposes for which it is needed.

To receive a certificate, the employee must submit a written application addressed to the head of the company. The application must state in free form what the certificate should contain (period of work in the company, amount of salary and allowances, etc.). In addition, the application must indicate other documents if they are required as an attachment (for example, an extract from the work book, etc.).

So, the employer received an application from the employee with a request to issue him a certificate indicating the information he needs.

No later than three working days from the date of receipt of such an application, the employer must prepare and issue the necessary document to the employee.

How

Certificate of employment for the military registration and enlistment office

The form of a certificate of employment for the military registration and enlistment office is free. It is provided only to those liable for military service who register for the first time, for the official registration of all workers of conscription age.

The document contains information about the date of employment, order number and what position the employee was employed for.

The form of a certificate of employment for the military registration and enlistment office is free.

• recruitment;
• job title;
• salary size;
• schedule;
• seniority.

Despite the fact that the document is drawn up arbitrarily, it is necessary to indicate the name, location and other details of the organization that issued the certificate, for example, for presentation to the embassy of a foreign state.

The need to use a certificate of employment form arises when a request comes from:

1. Social protection authorities who need to know about a citizen’s employment in order to provide the latter with social assistance, for example, benefits for parental leave.
2. New employers who need a response indicating wages and length of service for subsequent sick leave payment.

Sample provision on irregular working hours

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December 19, 2020 0 Rating Share Regulations on irregular working hours - a sample of this document is often sought by personnel officers in order to correctly introduce irregular working hours at a particular enterprise.

Let's figure out what a sample of such a provision should contain and how it should be used. Irregular working hours are regulated by Art.

101 of the Labor Code of the Russian Federation, according to which this labor regime is valid in cases where management has the right to involve employees in work outside the time limit established for them. The following requirements for such processing are established:

• An irregular day can be established both for individual employees and for all employees, however, it should be taken into account that Art. 94 of the Labor Code of the Russian Federation prohibits the introduction of irregular days for certain categories of workers.
• Recruitment is carried out sporadically. The Code does not explain this concept, but the meaning is clear that the standard working time should not be exceeded at all times. State bodies also share the same opinion (for example, this position is set out in the letter of Rostrud dated 06/07/2008 No. 1316-6-1).
• The employee is attracted to additional work by management. If he is late at work or comes earlier on his own initiative, there can be no talk of any irregular hours.

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Enter non-standard time using

General concepts

Article number 101 of the Labor Code of the Russian Federation gives the manager the right to provide employees with a certain amount of work that exceeds the existing generally accepted norm. These works must be performed during hours that are not specified in the employment contract.

Read our article about what an irregular working day is according to the Labor Code of the Russian Federation.

It is also worth noting that the legislation of the Russian Federation took care of individuals working overtime, providing them with the opportunity for additional rest.

In this case, the employee is entitled to leave not at his own expense, but paid by the employer. You can read about this in Article 119 of the Labor Code. If you have additional questions, please review articles numbered 97, 116 and 126.

An irregular working day is a specific schedule according to which individuals periodically work extra time (in excess of the established standard working hours) in order to cope with the required amount of work on time.

The main characteristics of an irregular working day include the following:

• Such a schedule can be established only for a certain category of individuals holding certain job positions.
• A slightly longer working day than existing standards should be introduced only when there is an urgent need for it.
• This mode is usually used for individuals engaged in such types of work, the performance of which cannot be accurately recorded using time.
• An irregular schedule is best suited for those employees who have expressed a desire to independently manage their working time.
• Any types of work that require seasonal performance, as well as the relevance of which depends on the time of day, and work that does not have clearly established time boundaries, are considered irregular.

We recommend paying attention to Article 57 of the Labor Code of the Russian Federation , which displays the main points and rules that require mandatory compliance when concluding an employment contract.

If a document is drawn up without taking into account the requirements of Article 57, then it will automatically not have legal force. And in an agreement that has no legal value, it makes no sense to stipulate any conditions, including those regarding irregular working hours.

You can find a sample employment contract with irregular working hours here.

Certificate from the place of work at the place of requirement.

Current sample and form

48564 A document called “Certificate of Employment” may be needed in a variety of cases. Very often, the employee needs it to present it to government organizations, social security authorities, banking and credit institutions, etc. The certificate is confirmatory in nature and may contain information about the employee’s salary, position, length of service and work experience, etc.

FILES At some enterprises, in order to obtain the necessary certificate from an employee, no documents are required - it is enough to contact the immediate supervisor or a representative of another structural unit with an oral request. But this is not always the case: in most, especially large companies, the employee is required to provide a written request or application for a certificate, in which he must indicate the purpose of obtaining the document and also what information needs confirmation.

But it should be noted that the law gives the employee the right not to inform the employer about where exactly the certificate is required and for what reason. By law, an employee has the right to receive any information from his employer regarding his work activities for subsequent presentation at the place of request.

It can be issued in the form of a copy, an extract from an internal company document, or a certificate. The period between the application requesting a certificate and its receipt should not exceed three days. If the company refuses to issue the required paper for any reason, the employee has the right to go to court.

Nuances of filling out certificates

There is no single, unified, mandatory sample of a certificate of employment. Enterprises and organizations have the right to write it in free form or use a template developed within the company (however, such templates must be registered in its accounting policies). Regardless of which option the company chooses, the certificate must contain a number of necessary data:

• Name of the organization,
• date of compilation,
• information that needs to be confirmed
• signature of the company director.

It is not necessary to put a stamp on the document, since since 2016 legal entities have been exempted from the obligation to certify their papers with seals and stamps (however, in this case it is advisable to include the organization’s details (address and telephone number) in the document, otherwise the certificate may simply not be issued accept where it is provided).

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The certificate must contain only relevant and reliable information; entering into it knowingly false or unreliable information can lead to administrative punishment for organizations and officials in the form of a large fine.

If any documents or copies thereof are attached to the certificate, then information about this should also be recorded in the certificate itself in the form of a separate paragraph about the attached documentation.

The certificate can be written either by hand or in printed form, either on a standard A4 sheet or on the company’s letterhead (the latter option is convenient because it contains details). The certificate can be issued in as many copies as required, and each of them must be properly certified.

Upon receipt of the certificate, the employee must carefully check it and, if any errors are found, request the issuance of a new document - the solution to many important issues, as a rule, depends on the content of the certificate, so inaccuracies, corrections and blots in them are unacceptable.

Sometimes enterprises ask the employee to confirm receipt of the certificate by signing in the internal document log.

Labor Code of the Russian Federation in Art. 62 determines the procedure for issuing documents related to work activities. To receive them, an employee must contact the personnel department, accounting department, office or immediate supervisor with an application. The text of the application must indicate which document the employee wants to receive and for what purposes.

Indicating the purpose of receipt is necessary, since the employee is not always well versed in the variety of certificates and, having one in mind, orders another. The purpose of receipt will help the personnel officer to navigate and, if necessary, clarify the correctness of judgments. This will help avoid unnecessary rework and loss of time for both the employee and the HR manager.

Written confirmation that the employee works in the organization, like any other similar document, is prepared within 3 days from the date of submission of the application. And then it is recorded in the log book. There is no need to specifically wait for the end of the 3-day period. There is no liability for a document issued earlier than the established deadline.

The document must contain the following mandatory details:

• full and abbreviated name of the enterprise, INN, OGRN, registration address, address and telephone number of the organization;
• document number and date of preparation;
• document's name;
• Full name of the employee and structural unit;
• date of employment and details of the employment order;
• information that needs to be reflected (amount of earnings, length of service, etc.);
• the mark “Given for presentation at the place of request”;
• signatures of the director and responsible persons;
• seal.

The details provided are suitable for most types of certificates. Below we will look at some of them in detail.

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Documentation support for work with personnel

During court hearings, the presentation of a certificate of employment is usually required to confirm the employment and income of the plaintiff or defendant, for example, to assign alimony. In this case, the defendant may be required to submit a document indicating:

• his full name, position;
• salary or average earnings;
• work experience in the company.

The document must be certified by the seal of the employing company (if any), as well as the signature of the head of the company.

An employee may need such a document to prove that he is employed at the workplace at a certain time. Most often, this information is required to be provided to the court and investigative bodies.

The following provisions apply to the regime:

• Length of the week (for example, five days, part-time).
• Irregular hours for certain employees.
• Duration of one shift.
• Start and end times of work.
• Number of rest breaks.

When establishing a regime, it is recommended to obtain union approval. In addition, each of the listed provisions cannot contradict the Labor Code and other legislative acts. Information about the operating mode must be reflected in local regulations. It is expected that internal documents will document a common regime for employees. If a different regime is assigned to a number of employees, this must be reflected in the additional agreement.

Sample

About the organization's operating hours

- Five-day week. — Closed on Saturday and Sunday. — The duration of one working day is 8 hours. — Lawyer-plus LLC is open from 9:00 to 18:00. — Employees are given a lunch break of one hour, from 13:00 to 14:00.

2. I reserve control over the implementation of this order.

Let's look at an example of how to write a certificate at the place of requirement if you do not have a special form:

• indicate the full name of your company;
• enter the date of composition;
• Write the word “help” in the middle of the sheet. Place its serial number next to it;
• In the content part, indicate your full name. employee, list the verifiable facts;
• do o;
• sign the document with the responsible person and certify it with a seal;
• register in a special journal.

Note. The entire document may be handwritten. It can be printed on the organization’s letterhead, on a special form, in several copies. Let the employee check the prepared and certified information. Make sure he is happy with everything and ask him to sign for it upon receipt.

A certificate of employment is an information document with certain details, which is submitted to government services, financial organizations, courts of various jurisdictions, and so on.

According to labor law, a former employee has the right to receive the necessary information. Although the Labor Code only mentions a salary certificate, the employer has no reason not to provide information for the period of work in this LLC.

It is not necessary to put a stamp on the document, since since 2019 legal entities have been exempted from the obligation to certify their papers with seals and stamps (however, in this case it is advisable to include the organization’s details (address and telephone number) in the document, otherwise the certificate may simply not be issued accept where it is provided).

Because of this, shortcomings appear in the project 8-24 hours depending on the classic month, which we use a sample conditional certificate of the employee’s shift work schedule. In sluggishly operating discounts and on certain types of games, where it is impossible to pump up the duration of the hole on a pre-holiday day, the pickaxe is compensated by providing the horoscope with additional release time.

We invite you to familiarize yourself with How to Draw up a Donation Agreement for a Share of an Apartment for Children Sample

In fact, the functions of the sample certificate of shift work schedule for an employee will change, despite the fact that the position seems to be the same. Read the lawyers’ answers on the topic “Work schedule” or Good afternoon, dear lawyers! On average, the answer to a question appears within 15 minutes, and to a question we guarantee at least two answers, which will start a certificate about an employee’s shift work schedule sample within 5 minutes! Everything is transcribed and written in an accessible form.

The form of this certificate is not approved by law. For such purposes, a document presented in a general structure is suitable, but it must be supplemented with wording that corresponds to the specific situation (for example, that the employee does not use parental leave).

A certificate from your place of work for obtaining a visa may correspond to a sample document drawn up according to the general criteria that we described above. The fact is that it is supposed to indicate the salary and length of service of the employee - precisely the information that is primarily needed to assess the reliability of the tourist.

You can establish a so-called flexible work schedule, including time-based payment. In this case, the time actually worked is taken as a basis. This scheme is used separately or as an addition to an irregular schedule. The main thing is to select the category of employees who allow the introduction of appropriate rules, and separately ensure that no one’s rights are violated due to the innovation.

Additional leave can only be established by the employer himself, using his own funds. The maximum duration of such vacations is seven calendar days. The employer himself or the collective and labor agreements determine the procedure for each specific situation.

• Certification on the amount of wages, other payments, etc. . .
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• Characteristics. What is needed is not so much a recording of the fact that a person held a certain position, but a description of his achievements and failures.
• Proof of income.
• About qualifications and experience.
• Indicating the schedule. Necessary for a person to work part-time.

• Credit organizations. They often ask for a standard 2-NDFL form, but in some cases they require additional information.
• Police or judicial authorities. A district or operational employee will need information about being at the workplace at a certain time, or about the fact that the citizen receives income from a specific enterprise.
• Social security authorities. In the event that the family’s standard of living does not reach the level determined by law, the state is ready to provide material support. You just need to first prove that the family belongs to the low-income category.
• Management Company. If there is arrears in rent, it provides an installment plan to pay for utilities, upon proof of the need for such an indulgence.
• To obtain a visa to enter another country. In order to prevent illegal migrants from entering, countries insure themselves and limit the access of insolvent guests.
• To obtain leave for one of the parents. In this case, it is written that the second parent did not take advantage of the benefit for using vacation days in the summer.

To whom it May concern

1. First, indicate the full name of the company, just below its actual address and telephone number.
2. Next, put the date the document was compiled, then in the middle the word “Certificate” and its number according to the organization’s internal document flow.
3. Then comes the actual necessary information: here you must completely enter the last name, first name, and patronymic of the employee for whom the certificate is intended, as well as certify the necessary facts.
4. After this, if the employee has named the recipient of receipt, you can indicate to whom the certificate will be presented.
5. At the bottom, the document must be signed by either the director of the company or his authorized representative (indicating the position and a transcript of the signature).

Info

The establishment of a regime of irregular working hours for a specific employee is carried out by including a condition on irregular working hours, guarantees and compensation associated with it, in his employment contract and by order of the enterprise.

2.3. Employees working irregular working hours are subject to all provisions of the Internal Labor Regulations regarding the start and end times of the working day. Based on the employer’s order (including verbally), these employees may be occasionally involved in work beyond the established working hours, both before and after the end of the working day.

2.4.

The time actually worked by the employee under irregular working hours is recorded in the working time sheet.

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[email hidden] Posted by 50 Reputation:

December 18, 2014, 19:37 No ratings Hello. Could you help and show at least an approximate example of a certificate of the work schedule of a certain employee? I want to draw the moderator’s attention to this message because:

A notification is being sent.

Belarus, Minsk Posted by 9027 Reputation: December 19, 2014, 9:27 Well, something like this We inform you that Ivan Ivanovich Ivanov works at Roga LLC in a position/profession.

and he has the following working hours: a five-day work week with days off on Saturday and Sunday; start of the working day 08.30 end of the working day 17.00 break for rest and food from 12.30 to 13.00 or We inform you that Ivan Ivanovich Ivanov works at Roga LLC in the position/profession.

and he has the following working hours: shift work schedule 1st shift: shift start 10.00 shift end 22.00 2nd shift: work shift start 22.00 shift end 10.00 the next day, days off according to the shift schedule, a break for rest and food is included in working hours.

Regulations on irregular working hours

Copyright: Lori's photo bank Irregular work hours are a special work mode in which some employees, by order of the employer, may be involved in performing their job duties in excess of the working hours established for them. It is generally accepted that irregular working hours are established in the case of systematic overtime of workers (workers stay late after the end of the working day or come to work earlier at the request of the employer).

However, this regime is also established in other cases: when it is difficult to take into account, when workers can independently distribute working time at their own discretion, or in the case when the time when workers work is divided into segments of different durations. The employer has the right to independently determine the list of positions of employees who should establish such a work schedule. It is worth noting that some employees cannot work in this mode: this applies to employees with, as well as to employees who are prohibited from being hired by law (for example, minor workers, pregnant women).

If the employer decides that some employees will work in the mode, then this must be documented.

The regime of irregular working hours must be established in local regulations. Such a regulatory act is usually labor regulations or regulations on irregular working hours (sample below).

Frequent mistakes when drawing up an order

The rules on the possibility of involving an employee in overtime work are not compiled into one article of the Labor Code of the Russian Federation, which in practice causes significant difficulties.

When drawing up an order on irregular working hours, typical mistakes are:

• Signing such an order in relation to all employees unless necessary, “just in case.” A situation happens when an employer wants to hedge his bets and, just in case, draws up one general order according to which each of his employees will be delayed at work upon request. In accordance with Article 119 of the Labor Code of the Russian Federation, in case of abnormal working conditions, additional calendar leave of at least three days is granted. If the employee does not actually work overtime, the employer does not provide him with additional leave, which is a violation of labor law.
• Lack of a list of positions in which specialists will be involved in overtime work. This happens if, when issuing an order, the employer specifies not a specific position, but departments, workshops, divisions, etc. The order on irregular working hours is personalized, since personnel and accounting documents are maintained in relation to a specific employee, and not a division of the company. Also, in accordance with Article 101 of the Labor Code of the Russian Federation, the employee must be provided with working conditions that are common to all, and it is illegal to initially establish an abnormal working day for the entire workshop or department.
• Inclusion in the order of a provision on the introduction of overtime working hours only when the employee cannot cope during regular hours. In this way, the employer seeks to protect itself from providing additional leave, for example, during seasonal or holiday workload of the employee.

Establishing irregular working hours

January 01, 2020 at 5:19 pm In practice, questions related to irregular working hours often arise.

Moreover, the wrong position can be taken by both the employer, believing that the employee must work for him 24 hours a day, 7 days a week, and the employee who, having stayed late after work, demands paid time off or comes to work later. How to prepare documents correctly to avoid controversial situations? The Ministry of Labor commented on the issues in several letters at once.

Related articles Table of contents If you find an error in the text, please let us know by highlighting it and pressing Ctrl+Enter According to , the employer has the right sometimes (if necessary) to involve an employee in work beyond the duration of his working hours only in two cases: for overtime work () and if he has an irregular working day ().

Since the legislation does not define the criteria for episodic involvement in work within an irregular day and the maximum number of overtime hours, in practice disputes very often arise between the employee and the employer. Let's try to figure it out. Based on the concept given, the involvement of an employee who is assigned an irregular day to work outside the shift should not be a system, but be of an episodic nature.

Irregular working hours: restrictions on work in irregular hours

The law prohibits certain categories of workers from establishing a work schedule that involves performing labor functions beyond the normal working hours. We are talking about employees who, in accordance with the provisions of the Labor Code, are subject to maximum working hours or a reduced length of the day (week), namely:

• personnel engaged in work with harmful or dangerous working conditions;
• minors;
• disabled people of groups I and II.

For similar reasons, an irregular working day is rarely established for other preferential categories of employees, for whom the employer is obliged, at the first written request, regardless of the degree of tension of the production situation, to establish a partial week or partial day:

• pregnant women;
• persons caring for a sick family member;
• one of the parents, guardian or trustee of a child under 14 years of age (or a disabled child under 18 years of age).