Part time or week. Part-time work

The length of working hours is regulated by the Russian Labor Code. Part-time work is characterized in Article 93 as a reduction in working time, paid in proportion to the number of hours or shifts worked. Part-time work is provided in application form.

Switching to part-time work

Each employee has the right to contact the employer with a request to switch to work on a shortened schedule. Mandatory approval is possible if the employee belongs to a preferential category of persons. The employer has the right to prohibit everyone else from working on a short-time schedule if it is not profitable for him.

The employer is obliged to accept the application and agree (or refuse) the work schedule according to the reduced version.

expectant mothers;
parent, guardian, trustee of a child under 14 years of age and a disabled child under 18 years of age;
a person caring for a sick family member whose illness is confirmed by a medical certificate.

The beneficiary can work on a shortened schedule for as long as necessary due to the circumstances that arise. The daily routine is adjusted taking into account the needs of the employee and production characteristics.

The earnings of those transferred to part-time work will be less. Accrual is carried out taking into account the time worked (produced per product change).

A shortened schedule can be set either for an unlimited time or for a strictly defined period. The conditions are reflected in the employment contract.

Those working on a shortened schedule are granted annual leave of at least 28 days. Work experience is not sequestered. The procedure for establishing part-time working time is regulated by Article 93 of the Labor Code of the Russian Federation “Part-time working time”.

What can a part-time job look like?

Additional Information

Part-time work is a form of employment in which the employee’s working hours are less than those determined by law. By agreement between the applicant and the employer, upon hiring, and also subsequently, a shortened day may be fixed (Article 93 of the Labor Code of the Russian Federation). The Labor Code of the Russian Federation does not define the concept of “part-time work”. And here is the Convention international organization on labor (06/24/1994) No. 175 designates this term as working time, the duration of which is less than normal duration working day. It is important to know that this document has not been ratified by Russia. But commitments were made to review its provisions for approval by Russian trade unions and employers' associations.

An employee must apply for a job or switch to a part-time job. In this case, he has the right to choose any suitable option:

part-time: 4, 5 or 6 hours, not 8.
part-time work, for example, working eight hours a day, but three days a week instead of five;
shortened day and week: working 6 hours a day, three days a week instead of five.

In addition to the groups of persons listed in the article of the Code who have the right in accordance with the Labor Code of the Russian Federation to work part-time, those on parental leave and graduate students studying part-time can work for part of the salary.

For persons who do not belong to any of the preferential categories, a shortened work schedule is also allowed.

How does part-time work affect wages and vacations?

By switching to shorter work hours, the employee loses earnings. According to Art. 93 of the Labor Code of the Russian Federation, remuneration in such cases is based on the time actually worked or the volume of production produced.

For the number of days annual leave Partial work schedules are not affected. Vacation pay is calculated according to general rule based on average daily earnings.

Multiplying the number of rest days by average salary per day, the amount of vacation pay is calculated. To calculate average daily earnings, an annual period is taken and only labor benefits. Disability benefits and various social benefits are not taken into account.

When working a shortened working day, an employee enjoys the same labor rights as other workers. There should be no infringement of the rights and guarantees of such an employee. But you need to understand that wages, and therefore all payments (sick leave, vacation pay, BIR benefits), calculated based on average daily earnings, will be less.

Does an employer have the right to force people to work part-time?

The usual standard of working time, fixed by labor legislation, is 40 hours a week when working 8 hours with two days off. Working time is the time allotted to an employee to fulfill a work norm, plan, task. When normal working hours decrease, earnings decrease.

Curious facts

Part-time work should not be confused with short-time work, which is referred to in Article 93 of the Labor Code and which is established for certain categories of persons. For example, for citizens under 16 years of age, disabled people, students, workers employed in hazardous areas of production, etc. For such workers, reduced working hours are considered the full norm. Detailed information regarding the rights of workers or working conditions is presented in the Labor Code with comments. If necessary, you can contact him.

This schedule does not raise any objections in cases of voluntary transition. Problems may arise when part-time work is introduced at the initiative of the employer, and such a schedule is most often unprofitable for the employee.

By law, an employer has the right to introduce a part-time work week for up to 6 months. If the employee does not agree with such a change in the work schedule (in this case he loses pay), the employee is dismissed under Part 2 of Art. 81 Labor Code of the Russian Federation. In this case, the dismissed person is paid compensation.

How to get a part-time job

Before registering an employee for part-time work, if such an application is received, the employer must determine whether the applicant belongs to the preferential category of employees or not.

If the employee does not belong to a preferential category, he should:

Determine the existing amount of work, expected production tasks and other factors to decide whether the applicant's request can be granted. If the nature of the work allows it, the employer has the right to give permission.
If an employee is just getting a job, the employment contract specifies under what regime he will work (at 1/2 rate, 3/4 rate, etc.) and what amount of remuneration he will be paid for this.
If an already working employee requests a change in work mode, information about the transition to a new work mode is entered in a separate document, an agreement of the parties. The full salary for this position and the amount of payment when working part-time, quarter-time, etc. must be indicated. If necessary, the period for which an additional part-time agreement is concluded. The sample for drawing up an additional agreement is not regulated by the Labor Code of the Russian Federation. The agreement is drawn up in free form, but definitely in in writing(Article 72 of the Labor Code of the Russian Federation).

Accordingly, wages, taxes, and disability benefits will be calculated in proportion to the established rate.

If the employee belongs to one of the categories specified in Art. 93 of the Labor Code of the Russian Federation, the manager is obliged to provide the required work schedule unconditionally.

Further registration for work occurs as usual.

We must remember that a part-time worker is subject to all labor rights and guarantees provided for by law: sick pay, next vacation and etc.

Quite often, the initiator of changes to the work schedule is the employee himself. But sometimes it happens that for a number of reasons the previous clauses of the employment contract cannot be preserved. Then it is possible to change them by decision of the manager.

In this case, the organization must inform its employees in advance about the impending changes and the reasons that led to this. The employer informs employees that they will be transferred to part-time work (Labor Code of the Russian Federation, Article 74) no later than two months in advance.

Compensation to an employee for income lost due to the fault of the employer

The Labor Code obliges the employer to compensate the employee for loss of income if such cases occur as:

illegal dismissal, suspension from work, transfer to another place;
failure to comply with court decisions or labor inspection, which restored the violated rights of the employee;
failure to issue a work report on time or making an incorrect entry in it about the reasons for dismissal.

In these cases, the employer is obliged to compensate the employee for the earnings he did not receive.

Part-time work is discussed in the video

First pension for part of the month

How is the first pension for less than a month calculated if it is assigned, for example, from the 10th. The pension amount is calculated using the formula:

A = B x (N - 10): N, where

A - pension amount for less than a month
B - the required pension amount
N is the number of days of the month, 30 or 31.

In such cases, employees of the territorial Pension Fund determine the payment in proportion to the days of accrual. Consequently, only part of the pension is due for less than a full month.

To get a lawyer's comment, ask questions below

A number of enterprises are experiencing economic difficulties in the new year caused by the lack of new contracts, a decrease in production and sales volumes, and a lack of working capital. Our enterprise was no exception. Therefore, the company’s management decided to reduce labor costs by introducing a part-time working regime, considering that employees have high labor productivity and will cope with their responsibilities in a part-time (four-day) working week. Let's consider the procedure for introducing part-time work at an enterprise.

The administration of the enterprise has two ways - to formalize and pay for downtime at the enterprise, or to formalize an agreement with the employee to introduce a part-time working week.

Downtime at the initiative of the employer; due to circumstances beyond the control of either the employee or the employer, it involves payment in the amount of at least 2/3 of the employee.

Therefore, employers choose the second option and announce the introduction of part-time work at the enterprise.

Introduction of part-time working hours at the initiative of the employer

In this case, it is impossible to introduce a part-time regime due to the organization’s lack of profit, a decrease in sales volumes or an economic crisis.
Labor legislation as reasons for introducing part-time work only allows for changes in organizational or technological conditions labor (changes in technology and production technology, structural reorganization of production, other reasons).

In order to avoid claims from the labor inspectorate, management coordinates its decision with the trade union (if any), and also notifies the employment service authorities about upcoming changes to the working hours.

The company publishes order on the introduction of part-time working hours.

Given to all employees statement, in which they ask for a part-time working week.

Attached to the application additional agreement to the employment contract, which states:

– incomplete is installed work week;

It is worth paying attention to the restriction established regarding the duration of the part-time working week regime - it cannot exceed six months.

The part-time working regime does not affect the duration, calculation of length of service and other labor rights.

The employee has right to refuse to work in part-time mode. If an employee does not want to work part-time or part-time, the employment contract is terminated at the initiative of the employer on the basis of a reduction in the number or staff of the organization's employees or by agreement of the parties. The employee is provided with appropriate guarantees and...

Examples of payroll calculations for part-time work

Example 1

In March 2014 – 20 work shifts; in April 2014 – 22 work shifts; in May 2014 – 19 work shifts (according to the production calendar).

30,000 rubles/20 shifts x 18 worked shifts = 27,000 rubles.

RUB 30,000/22 shifts x 18 shifts worked = RUB 24,545.46

RUB 30,000/19 shifts x 18 shifts worked = RUB 28,421.05

Example 2

Sergeev A.N. from March 17, 2014 to May 18, 2014 will work part-time. His monthly salary is 30,000 rubles.
In March 2014 – 159 working hours; in April 2014 – 175 working hours; in May 2014 – 151 working hours (according to the production calendar).

Salary for March 2014 will be:

30,000 rubles/159 hours x 143 hours worked = 26,981.13 rubles.

Salary for April 2014 will be:

30,000 rubles/175 hours x 143 hours worked = 24,514.29 rubles.

Salary for May 2014 will be:

30,000 rubles/151 hours x 143 hours worked = 28,410.60 rubles.

If you find an error, please highlight a piece of text and click Ctrl+Enter.

The decision to switch to a work schedule with shortened working hours arises quite often, either due to production needs or at the request of the employee due to existing family or other circumstances.

This is the working time established by the employment contract for hired personnel to perform their duties.

A sample employment contract for part-time work should be in the HR department of the enterprise. The reduced-time work schedule has several types:

part-time work - the time of a full shift is shortened in agreement with the manager (working hours are not 8, but 6 or 4);
part-time work week - daily work time is 8 hours, but not on all days of the week (not 5, but for example - only 3 days);
mixed - assumes the presence various options with part-time (an example of such a schedule: an employee works 3 days for 4 hours per work shift and one day a week - full time, 8 hours).

The reduced time is always determined by the employment contract by agreement of the two parties (between employees and the employer). By mutual agreement, the terms for which the new shortened one is introduced are also established. The validity period of such a schedule may be indefinite.

You should know that these life circumstances do not in any way affect the employee’s other rights.

In what cases is it necessary to introduce part-time work?

The use of a shortened working day can be introduced in two cases: at the initiative of employees or employers.

At the initiative of the employee. Man exercising labor activity at the enterprise, can ask, and the manager must give this opportunity to the following categories of citizens:

one of the guardians or a parent whose child has not reached the age of 14;
for caring for a person under 18 years of age and with a disability;
a person who is looking after a sick relative, if this is confirmed by relevant documents;
employee statement (according to at will) indicating the reasons for switching to a preferential schedule.

At the initiative of the employer. In rare cases, the employer himself introduces a part-time work schedule. This occurs when technological conditions in the workplace may lead to mass layoffs of employees.

This can happen when there is a change and technological processes in production, in cases where the organization is undergoing reorganization. If during these processes changes occur in the employment contract, then the introduction of such a regime is carried out at the initiative of the company’s managers.

In all these cases, the employer must take into account the wishes of his subordinate and try to establish acceptable terms for the new schedule and convenient time for the employee’s work and rest.

Features of concluding an employment contract

This is an agreement that one person (the employer) will pay remuneration for a certain type of activity, and another (represented by the employee) agrees to carry out the activity under the contract and in accordance with the internal labor regulations(the contract form is filled out by the employee himself).

Attention! Providing work with shortened hours is possible only if there are documents confirming the need for this. All documents must be filled out correctly and without errors, and also have an evidentiary basis for the reason for the transition to work with such a schedule. An application for a desire to switch to a shortened work schedule is submitted after a completed shift.

Subsequently, the personnel department is obliged to indicate according to which the worker will carry out his activities further. If this is not done or the worker does not submit an application on time, this could lead to a situation of dismissal for absenteeism.

Since hiring is carried out according to the usual procedure, there will be no marks in the work book indicating that the hired employee carried out his activities on a short-time schedule.

If an order is adopted to hire an employee for a declared position in the part that describes “the nature of the work, its conditions,” a record of the form: “part-time work” is required. If the need arises, the conditions for performing such work should be additionally specified.

Attention! It is worth considering the fact that part-time employment is an agreement between the manager and the employee by mutual consent, and not a decision made exclusively by the employee unilaterally. The manager may take into account the employee’s wishes, but is not obliged to follow it. In other words, he may refuse a request for the opportunity to work part-time (except in the case of caring for a child under 3 years old).

The transition to part-time work usually does not entail any infringement of the employee’s rights. Employees under this type of contract have the same vacation opportunity as those who work at a standard rate. They have the full right to holidays and weekends (as well as to a reduction in the number of working hours, established by law for a number of persons).

Employers are allowed to establish a part-time schedule either from the very beginning, or announce this later (when concluding a part-time employment contract, a sample can be asked from the HR department).

How is part-time work paid?

Payment is calculated either according to the time that the employee spent performing his activities at the workplace, or according to the volume of work performed.

So that the person hired or the one who switches to the job has no questions and everything is clear, it is necessary to carefully spell out in the employment contract how the work will be paid.

First, the amount of payment at the full rate is prescribed, then the procedure for remuneration for an employee working at part-time. In this case, a part-time worker does not have the right to demand wages, which would not be lower than the minimum wage, since he does not perform work on full shifts.

As for, they are not taken into account and are not paid.

Leave for part-time work

Part-time workers, along with others, also have the right to full annual paid leave, because the time they worked is included in the length of service as fully worked time (Article 93 Labor Code RF).

When calculating vacation payments, we determine the following values in order:

Billing year (calculation period) - 12 months. before the vacation (for example: the start of the vacation is 01/09/2018, the calculated period will be from 01/09/2017 to 01/08/2018.
The number of days of each month. If a full month is worked, then this is 29.3 = ((365 – 14) / 12), where 365 is the total number of days in a year, 14 is the number of holidays, 12 is the number of months in a year. If the employee did not work for the entire month, then [number of work shifts] = [number of working days] / [calendar days] * 29.3 (the number of work shifts does not include days of any vacations, business trips, sick leave, as well as when released from work work, but with continued payment).
The number of days in a billing year = the sum of working days for each month.
The amount of payments for the entire billing year = the amount of payments for each month of the billing period.
Average daily earnings for the year = [amount of payments for the entire billing year] / [number of days in the billing year].
The calculation procedure is established by Art. 139 of the Labor Code of the Russian Federation and clause 9 of Decree of the Government of the Russian Federation No. 922.
Total vacation pay = [average daily earnings] * [number of vacation days].

Attention! The specified calculation methodology is applicable for employees who are transferred to part time without reservations.

Employers may also provide options for determining average earnings that differ from those proposed in Art. 139 of the Labor Code of the Russian Federation, but they are prohibited from changing them in a direction that worsens the position of employees in comparison with the law.

Experience for workers less than a week or the day is calculated in the same way as for those who work full shifts. According to Art. 93 Labor Code Russian Federation it includes the same periods as for the others.

For both managers and recruiters, all issues related to the transfer of workers to part-time work (Labor Code) are important and relevant today. Features, the procedure for remuneration, the deciphering of the concept of “part-time” - all this needs to be known so that, within the framework of the law, all aspects of management of both the whole team and individual employees are taken into account.

Concept of part-time work

Working time is considered incomplete if the period is less than the normative and legally established one - an 8-hour working day with a 5-day working week of 40 hours. Part-time working hours are established at special conditions activities mentioned in the work contract, and this amendment is made to the staffing table.

This work regime may relate to working days and weeks, distributed in equal shares with respect to each billing period.

These conditions should not entail any consequences for the employee: neither in determining the average wage, nor in establishing the next vacation, or social compensation. That is, there is no significant difference between employees who have different working hours, even if they are hired part-time or work as a result of transfer from another department. Moreover, each of them has the right to apply for part-time work if special circumstances arise.

In accordance with Article 93 of the Labor Code of the Russian Federation, it is customary to distinguish between three types of part-time work:

working day or shift - the number of working hours for each day (or shift) is reduced equally;
incomplete week - only a reduction in the number of working days for the entire week, while maintaining the established 8-hour working time;
combined mode - part-time work every day and week: the number of working hours and days is reduced. Example: four working days per week, lasting 4 hours.

All listed species part-time work can be applied to any employee, subject to the proper circumstances and taking into account the specifics of his work.

Established working modes

Regarding the Labor Code, the transition to part-time working hours occurs after the employee provides the required documents and issues an order signed by the head of the institution.

The employer's guarantee obligations and all benefits for the employee must be preserved in full, which he must not forget about and confidently declare his rights. The Labor Code of the Russian Federation, Part 3 of Article 93 states that the time actually worked by him is included in the total insurance period as full, and every weekend, as well as holidays and vacations, are provided to him without exception and on the usual basis.

Also, part-time work may be introduced for the entire organization, at the initiative of the director or employees.

Here, part-time work is calculated for each staff unit. This is advisable when a business is suffering losses and there is a choice - to reduce staff or reduce the duration of all working hours.

It is very important to adhere to the legislative rules when the administration initiates the introduction of such a regime, for the successful implementation of this measure and to avoid difficulties in the future.

Order on part-time work

The issuance of the order is preceded by the drawing up of an additional agreement for a new part-time working time to the existing employment contract with a specific employee. Its basis is the employee’s personal statement, signed by the manager and attached to the agreement.

The agreement states:

duration of the working day (or shift);
exact start time of work;
end time.

A flexible (or “sliding”) schedule is fixed based on the results of the previous accounting period - year, month, etc. They are reflected in regulations for recording the summarized time worked (timesheet, etc.).

An order to establish part-time work must include the following information:

name of company;
location of the organization;
date of issue of the order;
mention of the relevant legislative act;
list of supporting documents (application, additional agreement);
number and date of the additional agreement;
signatures of the manager and employee;
seal of the organization.

In any budgetary institution the order to establish part-time work is agreed, first of all, with the head of the trade union and the chief accountant. Massively this mode announced when conditions arise that could trigger a series of layoffs.

The introduction of a part-time working regime is regulated by Article 74 of the Labor Code, according to which it can last up to 6 months to pursue the goal of preserving previous jobs in the institution.

Cancellation of the part-time regime occurs on the basis of a new order of the employer, by informing all employees. Important condition- agreement of each employee with the changed regime introduced for him.

Who applies for part-time work?

The following groups of workers have the right to apply for part-time work (Article 93 of the Labor Code):

parent (guardian or trustee) of a child (children) under 14 years of age, or a disabled child under 18 years of age;
caring for a sick relative who has a medical certificate in hand;
female employees during pregnancy.

It should be noted that part-time work leaves the employee the right to receive social benefits from the state. Moreover, this can be not only the mother, but also any other close relative who provides care for the child (children), guardianship or trusteeship (Article 256 of the Labor Code of the Russian Federation). Who also has the right to part-time work.

It must be said that the right to part-time work is retained by each employee throughout his entire working life and can be documented not only at the time of entry to work, but also at any other time, with supporting documents attached (certificate of pregnancy, doctor’s report and etc.).

All differences between the work regime of a particular employee, from accepted standards in the organization must be included in the employment contract (Article 57 of the Labor Code). Just as changes in the regime are listed in the additional contractual agreement for part-time work, concluded in writing (Article 72 of the Labor Code).

Remuneration for part-time work

When switching to part-time work, the payment of wages is reduced in proportion to the work completed or the period worked. This fact does not depend on the payment system adopted in this institution. But the total salary for an employee may not reach the minimum wage, because, according to the law, the condition for paying the minimum wage is the development of a standard working time per month.

When calculating payments to an employee, even the fact that part-time work was established for him in the middle of the billing period is absolutely not significant. The employer can introduce these conditions, if not at the insistence of the employee, then in the presence of extraordinary factors.

To pay for sick leave, maternity benefits, and others, travel expenses and regular vacations, average earnings are also taken into account, without restrictions when switching to part-time work. For involvement in activities outside the hours determined for the employee by order of the manager, this is paid in accordance with the procedure for paying overtime work (Article 99 and Article 152 of the Labor Code). As well as work on weekends, with the existing part-time work week (Articles 113 and 153 of the Labor Code).

Rights of part-time workers

In order to avoid possible misunderstandings and litigation, employees should be aware of their rights related to the concept of “part-time work”, and also correctly interpret the provisions of the Labor Code. So, for example, in such cases, when the initiator of the introduction of new rules regarding an employee (or several persons) is the manager, employees are warned about this in advance - no later than 2 calendar months.

An employee may be against having a part-time working regime introduced in relation to his activities.

Then the employer is obliged to immediately, to the maximum extent possible short term, offer him another position that meets his professional skills and state of health, putting the offer in writing. In its absence, a vacant lower position with lower pay is offered.

If there are none in this institution, then the employment contract, if the employee does not agree to switch to part-time work, is terminated, in connection with clause 7, part 1, article 77 of the Labor Code. The employee is also notified in writing that there are no suitable vacancies and this entails termination of cooperation.

All benefits, compensation, guarantees for an employee switching to part-time (weekly) work are retained in full. This is provided for by modern legislation and cannot be violated.

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Child care leave up to 1.5 years

I am on leave to care for a child up to 1.5 years old. And I work part-time. Can I take 5 work shifts without pay? For the trip. And how to apply.

Ekaterina 22.11.2018 20:32

Hello! According to Art. 128 of the Labor Code of the Russian Federation for family circumstances and others good reasons an employee, upon his written application, may be granted leave without pay, the duration of which is determined by agreement between the employee and the employer. The employer is obliged, on the basis of a written application from the employee, to provide leave without pay to: participants of the Great Patriotic War- up to 35 calendar days per year; for working old-age pensioners (by age) - up to 14 calendar days per year; parents and wives (husbands) of military personnel, employees of internal affairs bodies, the federal fire service, customs authorities, employees of institutions and bodies of the penal system who died or died as a result of injury, contusion or injury received in the performance of duties military service(service), or due to illness associated with military service (service) - up to 14 calendar days a year; for working disabled people - up to 60 calendar days per year; employees in cases of the birth of a child, marriage registration, death of close relatives - up to five calendar days; in other cases provided for by this Code, other federal laws or a collective agreement.

Yurenev Vitaly Anatolievich 23.11.2018 11:17

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I completely agree with my colleague.

Mulikov Maxim 11/24/2018 12:00

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Part-time working hours, working hours

According to the internal regulations, the working hours are from 8 to 14.30, the employee wants to work part-time at 0.5 times the rate from 14.00 to 17.00. Is this possible? if time runs out.

Alena 11/14/2018 06:56

Good afternoon According to Art. 93 of the Labor Code of the Russian Federation, by agreement of the parties to the employment contract, an employee, both upon hiring and subsequently, may be assigned part-time working hours (part-time working day (shift) and (or) part-time working week, including with the division of the working day into parts). Part-time working hours can be established either without a time limit or for any period agreed upon by the parties to the employment contract. If the employer does not agree with the conditions, he may not establish this work schedule. We invite you to our office for a consultation, where our specialists will answer all your questions in more detail. For a 50 percent discount on a consultation - Promo code - “MIP”.

Pastukhov Sergey Stanislavovich 14.11.2018 11:08

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I completely agree with my colleague.

Fedorova Lyubov Petrovna 15.11.2018 13:13

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Part time

Hello. I am returning to work from maternity leave and I have 3 months of training ahead of me. How can I exercise my right to work a part-time day or week? Thank you

Natalya 07/19/2018 23:34

Good afternoon According to Art. 93 of the Labor Code of the Russian Federation By agreement of the parties to the employment contract, an employee, both upon hiring and subsequently, may be assigned part-time working hours (part-time working day (shift) and (or) part-time working week, including with the division of the working day into parts). Part-time working hours can be established either without a time limit or for any period agreed upon by the parties to the employment contract.The employer is obliged to establish part-time working hours at the request of a pregnant woman, one of the parents (guardian, trustee) with a child under the age of fourteen years (a disabled child under the age of eighteen years), as well as a person caring for a sick family member in accordance with with a medical report issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation. In this case, part-time working time is established for a period convenient for the employee, but not more than for the period of existence of the circumstances that were the basis for the mandatory establishment of part-time working time, and the regime of working time and rest time, including the duration of daily work (shift), start and end times work, the time of breaks from work is established in accordance with the wishes of the employee, taking into account the production (work) conditions of the given employer. When working part-time, the employee is paid in proportion to the time he worked or depending on the amount of work he performed. Part-time work does not entail for employees any restrictions on the duration of annual basic paid leave, calculation of length of service and other labor rights.

Nazarova Evgenia Viktorovna 17.09.2018 13:54

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For a more detailed answer, please contact our company.

18.09.2018 12:12

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Part-time work

Hello! I am registering guardianship over an incapacitated relative (Grandmother). Recognized by the court as an incompetent citizen with a diagnosis of dementia. Am I eligible for part-time work?

Oleg 12/13/2017 00:20

Hello Oleg! You have the right to part-time work, according to Art. 93 of the Labor Code of the Russian Federation, if you are caring for a sick person, in accordance with a medical report in the form, according to the order of the Ministry of Health and Social Development of the Russian Federation No. 441n.

Fedorova Lyubov Petrovna 13.12.2017 12:42

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Part time or week. Part-time work

Switching to part-time work

What can a part-time job look like?

How does part-time work affect wages and vacations?

Does an employer have the right to force people to work part-time?

How to get a part-time job

Compensation to an employee for income lost due to the fault of the employer

First pension for part of the month

Introduction of part-time working hours at the initiative of the employer

Examples of payroll calculations for part-time work

Example 1

Example 2

In what cases is it necessary to introduce part-time work?

Features of concluding an employment contract

How is part-time work paid?

Leave for part-time work

Concept of part-time work

Established working modes

Order on part-time work

Who applies for part-time work?

Remuneration for part-time work

Rights of part-time workers

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Child care leave up to 1.5 years

Part-time working hours, working hours

Part time

Part-time work

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