External part-time contract sample. Combination and part-time: the difference

1. THE SUBJECT OF THE AGREEMENT

1.1. This agreement governs the labor relations between the Employee and the Employer.

1.2. An employee is hired by a department for a position. Work address: .

1.3. This agreement is a part-time agreement.

1.4. Type of Agreement: for an indefinite period (unlimited);

1.5. Duration of the contract: commencement of work: "" 2019.

1.6. Test conditions: . During the probationary period, the employee is subject to the provisions of the Labor Code of the Russian Federation, other regulatory legal acts, and local regulations containing labor law standards.

1.7. The employee is assigned job responsibilities in accordance with the job description.

2. RIGHTS AND OBLIGATIONS OF AN EMPLOYEE

2.1. The employee undertakes:

• conscientiously fulfill his labor duties assigned to him by the employment contract and job description;
• comply with the internal labor regulations of the organization;
• observe labor discipline;
• comply with established labor standards;
• comply with labor protection and occupational safety requirements;
• comply with the rules and standards of business ethics existing in the Company;
• treat the property of the employer and other employees with care;
• immediately inform the employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the employer’s property;
• not to use in third-party organizations materials that are the intellectual property of the Employer (technologies, know-how, drawings, projects) produced by the employee while working for the Employer Company, or provided to him in the performance of his functional duties;
• not to engage in personal affairs and not to use computer and other technology and equipment, as well as e-mail resources for personal purposes; and also not to conduct long-distance and international negotiations of a personal nature;
• go on business trips to perform work duties under this Agreement outside the place of permanent work;
• immediately inform the Employer about any changes in your personal data, marital status, address, telephone number, level of education;
• at the request of the Employer and its representatives, provide the required information about the progress of current affairs related to the Employee’s jurisdiction;
• improve your professional qualifications;
• not to disclose, without the consent of the immediate supervisor, scientific, technical and other commercial and confidential information obtained during work in accordance with the Regulations on the non-disclosure of trade secrets;
• if the Employee is unable to fulfill his duties under this Agreement due to temporary disability, accident or other valid reason, he is obliged to notify his immediate supervisor and an employee of the Secretariat as soon as possible about the reason and possible duration of his absence. On the day of returning to work, the employee is obliged to provide the Employer with a medical certificate, a certificate of temporary incapacity for work or other supporting document explaining the reason for his absence for the entire period of absence;

2.2. The employee has the right to:

• conclusion, amendment and termination of an employment contract in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;
• providing him with work stipulated by the employment contract;
• a workplace that meets the conditions provided for by state standards of organization and labor safety and the collective agreement;
• timely and full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed;
• rest provided by the establishment of normal working hours, reduced working hours for certain professions and categories of employee, provision of weekly days off, non-working holidays, paid annual leave;
• complete reliable information about working conditions and labor protection requirements in the workplace;
• professional training, retraining and advanced training in the manner established by the Labor Code of the Russian Federation and other federal laws;
• association, including the right to create trade unions and join them to protect their labor rights, freedoms and legitimate interests;
• protection of your labor rights, freedoms and legitimate interests by all means not prohibited by law;
• compensation for harm caused to an employee in connection with the performance of his job duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation and other federal laws;
• compulsory social and medical insurance in cases provided for by federal laws.

3. RIGHTS AND OBLIGATIONS OF AN EMPLOYER

3.1. The employer has the right:

• conclude, amend and terminate employment contracts in the manner and on the terms established by the Labor Code of the Russian Federation and other federal laws;
• reward the employee for conscientious, effective work;
• demand from the employee the performance of their job duties and careful attitude towards the property of the employer and other employees, compliance with the internal labor regulations of the organization;
• bring the employee to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws;
• adopt local regulations;
• at its discretion, provide assistance to the Employee in improving his qualifications and professional skills at the expense of the Employer;
• exercise control over the proper performance by the Employee of his job duties, as well as evaluate the results of the Employee’s activities (certification) in accordance with the regulatory documents of the Employer;
• if necessary, involve the Employee in overtime work, as well as work on weekends and holidays in compliance with the requirements of the legislation of the Russian Federation;
• with the consent of the Employee, entrust him with performing other labor duties that are not directly or indirectly related to the position he holds and are not provided for in the Agreement;

3.2. The employer undertakes:

• comply with laws and other regulatory legal acts, local regulations, terms of the collective agreement, agreements and employment contracts;
• provide the employee with work stipulated by the employment contract;
• ensure labor safety and conditions that meet occupational safety and health requirements;
• provide the employee with equipment, tools, technical documentation and other means necessary for the performance of their job duties;
• provide employees with equal pay for work of equal value;
• promptly comply with the instructions of state supervisory and control bodies, pay fines imposed for violations of laws and other regulatory legal acts containing labor law standards;
• provide for the employee’s everyday needs related to the performance of their job duties;
• carry out compulsory medical and social insurance of the employee in the manner established by federal laws;
• compensate for harm caused to an employee in connection with the performance of their labor duties, as well as compensate for moral damage in the manner and under the conditions established by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts;
• not disclose information from the Employee’s personal file;
• perform other duties provided for by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts containing labor law standards, collective agreements, agreements and employment contracts.

4. REMUNERATION

4.1. The employee is given an official salary (tariff rate) in the amount of rubles per month. Remuneration is made in proportion to the time worked.

4.2. When performing work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night, weekends and non-working holidays and when performing work in other conditions deviating from normal), the employee is subject to appropriate payments provided for by labor legislation and other regulatory legal acts, agreements, and local regulations.

4.3. Payment of wages is carried out twice a month and on the dates of each month.

5. WORKING AND REST TIME

5.1. A part-time employee is assigned a part-time, one-hour workday and a five-day, one-hour work week. Days off: Saturday and Sunday. Beginning of work: ; End of work: .

6. VACATION

6.1. The employee is granted annual basic leave of 28 calendar days.

6.2. Annual main leave may be divided into parts, one of which should not be less than 14 calendar days.

6.3. The order of provision of paid vacations is determined annually in accordance with the vacation schedule.

6.4. The right to use vacation for the first year of work arises for the Employee after six months of his continuous work under this Agreement.

6.5. An employee for whom an irregular working day is determined is granted additional paid leave in the number of working days.

6.6. An employee working part-time is granted annual paid leave simultaneously with leave for his main job. If an employee has not worked for six months at a part-time job, then leave is granted in advance. If in a part-time job the duration of the employee’s annual paid leave is less than the duration of leave at the main place of work, then the employer, at the request of the employee, provides him with leave without pay for the corresponding duration.

7. TERMINATION OF AN EMPLOYMENT CONTRACT (TERMINATION)

7.1. The grounds for termination of this employment contract (Article 77 of the Labor Code of the Russian Federation) are:

1. agreement of the parties (Article 78 of the Labor Code of the Russian Federation);
2. expiration of the employment contract (Article 79 of the Labor Code of the Russian Federation), except for cases where the employment relationship actually continues and neither party has demanded its termination;
3. termination of an employment contract at the initiative of the employee (Article 80 of the Labor Code of the Russian Federation); The employee has the right to terminate the employment contract by notifying the employer in writing no later than two weeks in advance. The specified period begins the next day after the employer receives the employee’s resignation letter.
4. termination of an employment contract at the initiative of the employer (Article 71 and Article 81 of the Labor Code of the Russian Federation);
5. transfer of an employee, at his request or with his consent, to work for another employer or transfer to an elective job (position);
6. the employee’s refusal to continue working in connection with a change in the owner of the organization’s property, a change in the jurisdiction (subordination) of the organization or its reorganization (Article 75 of the Labor Code of the Russian Federation);
7. the employee’s refusal to continue working due to a change in the terms of the employment contract determined by the parties (part four of Article 74 of the Labor Code of the Russian Federation);
8. the employee’s refusal to transfer to another job, required for him in accordance with a medical report issued in the manner established by federal laws and other regulatory legal acts of the Russian Federation, or the employer’s lack of relevant work (parts three and four of Article 73 of the Labor Code of the Russian Federation);
9. the employee’s refusal to be transferred to work in another area together with the employer (part one of Article 72.1 of the Labor Code of the Russian Federation);
10. circumstances beyond the control of the parties (Article 83 of the Labor Code of the Russian Federation);
11. violation of the rules for concluding an employment contract established by the Labor Code of the Russian Federation or other federal law, if this violation excludes the possibility of continuing work (Article 84 of the Labor Code of the Russian Federation).

7.2. If the test result is unsatisfactory, the employer has the right to terminate the employment contract with the employee before the expiration of the test period, warning him about this in writing no later than one day before the expiration of the test period, indicating the reasons that served as the basis for recognizing this employee as having failed the test. The employee has the right to appeal the employer's decision in court. If the probation period has expired and the employee continues to work, then he is considered to have passed the test and subsequent termination of the employment contract is allowed only on a general basis. If during the probationary period the employee comes to the conclusion that the job offered to him is not suitable for him, then he has the right to terminate the employment contract at his own request by notifying the employer in writing no later than one day before the expiration of the probationary period.

7.3. In addition to the grounds provided for by the Labor Code of the Russian Federation and other federal laws, an employment contract concluded for an indefinite period with a person working part-time may be terminated if an employee is hired for whom this work will be the main one, about which the employer warns in writing the specified person no less than days before the termination of the employment contract.

7.4. An employment contract may also be terminated on other grounds provided for by the Labor Code of the Russian Federation and other federal laws.

8. OTHER CONDITIONS OF THE AGREEMENT

8.1. If a dispute arises between the parties, it must be resolved through direct negotiations between the Employee and the Employer.

8.2. If the dispute between the parties is not resolved, it shall be resolved in the manner prescribed by current legislation.

8.3. This agreement is drawn up in 2 copies having equal legal force. One copy is kept by the Employer, the other by the Employee.

Labor relations between an employer and a part-time employee, as well as labor relations with employees employed by the employer in their main job, are regulated by the Labor Code of the Russian Federation. Thus, a part-time employment contract must, on the one hand, comply with the basic requirements for an employment contract in Article 57 of the Labor Code of the Russian Federation, and on the other hand, such an employment contract must reflect the features of this form of employment, due to the fact that the employee already has a primary position work.

Part-time contract: general conditions

As in any other employment contract, the contract with a part-time worker must indicate the date and place of its conclusion, the employee’s personal data (last name, first name, patronymic, passport details), information about the employer (name of the employer, his TIN, last name, first name, patronymic representative of the employer and details of the document on the basis of which this representative acts).

A part-time contract must necessarily contain the following conditions:

• place of work of the part-time worker and his job function;
• the date from which the part-time worker must begin work;
• the nature of the part-time worker’s work (mobile, on the road, traveling, etc.);
• working conditions at the workplace of a part-time employee. These conditions are indicated based on the results of a special assessment of working conditions (Federal Law dated December 28, 2013 No. 426-FZ). However, when a new workplace is organized, for which an assessment of working conditions has not yet been carried out, before such an assessment by the employer, the employment contract with a part-time worker may contain the general characteristics of this workplace: a description of the part-time worker’s workplace, the equipment he uses, as well as the features of working with it (letter of the Ministry of Labor of the Russian Federation dated July 14, 2016 No. 15-1/OOG-2516);
• terms of remuneration for a part-time employee, the working hours established for this employee, as well as rest periods;
• if a part-time worker is hired under working conditions that are classified as harmful (dangerous), then the contract specifies the guarantees and compensation provided to the part-time worker, and the contract must also contain the characteristics of these working conditions. It is important to note that an employment contract for part-time work cannot be concluded with an employee hired in harmful (dangerous) conditions if such an employee is employed in similar working conditions at his main job (Article 282 of the Labor Code of the Russian Federation);
• employer's obligations for compulsory social insurance of a part-time worker;
• the validity period of the agreement, if an agreement has been concluded with a part-time partner for a certain period (paragraph 11, part 2, article 59 of the Labor Code of the Russian Federation).

Features of a part-time employment contract

As already mentioned above, the features of an employment contract with a part-time worker are determined by the fact that such an employee has his main place of work (with the same employer or another). It is important to note the following conditions that must be reflected in the employment contract with an employee performing part-time work:

• due to the mandatory indication of the law (Article 282 of the Labor Code of the Russian Federation), both an employment contract for internal part-time work and an employment contract with an external part-time worker must contain an indication that the employee is hired on a part-time basis;
• when formulating the conditions for the working hours of a part-time worker and his rest time, the employer must proceed from the limitation established by law (Article 284 of the Labor Code of the Russian Federation) on the duration of a part-time worker’s working hours - no more than 4 hours a day;
• By including in the contract a condition for granting the next annual paid leave, it is necessary to establish that, firstly, annual paid leave is provided to a part-time worker at the same time as leave for the main job, and secondly, if the employee’s paid leave for part-time work is shorter than leave at the main job, then at the request of the employee he is granted leave without pay for this period (

The use of written contracts is mandatory in many areas of legal relations. Labor relations, and in particular related relations, are no exception. Taking into account the increased relevance of registering employment contracts with part-time workers, in this article we will tell you how to correctly draw up a part-time employment contract, present a sample of such an agreement and touch on some important points related to its conclusion.

Legal regulation of part-time work

Part-time workers are subject to the same labor rules as main employees, with some exceptions. So, fixed-term employment contracts can be concluded with such employees, subject to the will of both parties. Another important difference is the working hours of an employee working in a non-core job. Since it is assumed that at the main place of work a person has already worked eight hours established by labor legislation, then taking into account the additional work, he should also have some time to rest.

Fundamentals of legislation on part-time work:

For the most part, part-time workers work during working hours that are different from the main workers. Their schedule differs in their start and end times. The working hours of the main staff are stipulated in the employer’s local regulations - collective agreement, regulations on working hours, etc. For part-time workers whose working conditions are different from those of other employees, a separate agreement is required. The specifics of the work of part-time workers require special reflection in employment contracts with this category of workers.

How to draw up a part-time contract

It is mandatory to conclude an employment contract with persons applying for part-time work. Even if we are talking about, signing an agreement for separately assigned work is necessary.

The agreement is drawn up in the form of one written document, usually drawn up in two copies, which are signed by the parties.

Agreements signed in violation of these requirements will be invalid. Which will accordingly entail the termination of their action. The employer faces administrative liability for violating the requirements of labor legislation. The employee will feel the consequences of termination of the contract.

In the contract concluded with a part-time worker, it is necessary to indicate that the work being performed is a part-time job. This, in particular, provides grounds for concluding a fixed-term contract. If, when concluding an employment agreement, the parties decided that the employment relationship is established for a certain period, then it is indicated in the contract. Also, for all fixed-term employment contracts, there is a rule according to which it is necessary to indicate the grounds for concluding a contract for a part-time period.

The key point in the contract is the employee’s job responsibilities. They can be listed in the contract itself, or refer to the job description. In this case, the employee must be familiarized with the instructions at the time of signing the contract. If a part-time worker is hired for a position for which several units are provided in the staffing table, then he can be familiarized with the job description common to them. But perhaps his job responsibilities will be different from his colleagues.

In such cases, it is advisable to develop a separate job description and, accordingly, introduce a separate position (including with a new name) in the staffing table. This also makes sense if the salary of a part-time employee is proportionally different from the salary of employees occupying the same position. According to legal requirements, remuneration for employees occupying the same position must be identical.

To make it easier to understand the nuances of concluding a part-time employment contract, check out the sample posted on our website.

Part-time contract with the head of the organization

An example is the restriction on holding multiple management positions in legal entities. To accept a person who is already working in a similar position in another organization as a director, for example of a limited liability company, the consent of the authorized body of that organization is required.

Is it possible to work part-time while on maternity leave?

So, for example, if it is a joint-stock company, then, depending on the provisions of its charter, such a body can be either the board of directors or the general meeting of shareholders. Also in this case, you need to pay attention that the legislation provides for specifics in the procedure for concluding agreements with directors of legal entities (sole executive bodies). Such agreements, on behalf of the organization, are signed by the chairman of the body at which the director of the organization was elected. For example, an employment contract with the director of a limited liability company is signed by the chairman of the meeting of company participants.

An employee can work in more than one regular paid job, but find some other extra income. The second job will be a part-time job. The employment contract must also be separate, even if the employee works at the same enterprise. It should be noted that for some employees there are restrictions or a complete ban on part-time work.

In general, part-time work can be of several types:

• internal - in this case, the employee works in a second job at the same enterprise, which is the main place of work;
• external - in this case, the place of main work differs from the place of additional work.

An internal part-time contract must also be concluded. It must be taken into account that it is not necessary to make an entry in the work book of a part-time employee: if the employee does not want a record of work to be included in the document, then the entry does not need to be made.

Features of a part-time employment contract

An employment contract with a part-time employee includes all mandatory conditions provided for by labor legislation. However, the contract with a part-time partner also has some features:

• The position of a part-time worker may coincide with the position at the main place of work, this is not prohibited (in this case, exceptions are provided);
• The contract with the employee must reflect that this work is not the main one for the employee;
• An employment contract with a part-time worker can be concluded for a specific period if both parties agree - in this case, it is necessary to indicate the condition that the contract is fixed-term. For example, an employee may be hired to replace an employee who is temporarily absent - in this case, the contract will be concluded for the period until he appears at work;
• An employment contract for part-time work may contain information about the probationary period (a part-time employee may refer to employees for whom a probationary period is not established);
• A mandatory condition is that the employee is assigned part-time work;
• The part-time contract (we will provide a sample at the end of the article) contains information about the employee’s remuneration: it should be set in proportion to the time worked, or on other conditions stipulated in the contract.

The employer must remember that he does not have the right to include as one of the conditions in the part-time contract a clause stating that the employee cannot also work in other companies. In general, the number of employers cannot be limited. In addition, it must be remembered that the employment contract should not contain clauses that worsen the employee’s position in comparison with the conditions established in labor legislation.

Part-time work schedule in the employment contract

As a general rule, the duration of an employee’s working time at an additional job should not be more than four hours a day. The minimum duration in this case is not established. Thus, an employee can work, for example, an hour or two hours a day.

To avoid overtime, you need to carefully plan the employee’s work schedule. For example, a part-time worker is given a five-day workday. If the accounting period is one week, working hours should not exceed 20 hours. But it is not necessary to work the same number of hours every day; one or two days a week can be full - 8 working hours.

On days when an employee is free (weekends) at his main job, he can work a full working day at an additional job. But in any case, during the established accounting period, the employee must work not exceeding half the standard working time.

It is worth considering that if an employee works, combining jobs, in several companies, the working time limit is calculated for each place of work. That is, the employer is not obliged to focus on the fact that the employee works in several places and take this into account when drawing up the schedule.

How to reflect an employee’s work schedule in a part-time employment contract?

Even when applying for a job, an employee can know exactly which days at their main job are days off. In this case, he can agree with the employer in advance about working full time on free days, and this can be taken into account when drawing up his work schedule. In this case, even when concluding a contract, you can immediately include in the sample of filling out a part-time employment contract a condition on working on certain days on a full-time basis. If information about free days became available to the employee during the process of working at an additional job, changes regarding the work schedule can be made, if necessary, later, for example, by an appendix to the contract.

At the workplace in a company or enterprise, the employer does not have the right to demand from his employee the performance of duties not included in the employment contract, as stated. An employee has the right to take up a part-time job in the same organization in two cases, having formalized:

• internal part-time work on the basis of the norms of Article 60.1 of the Labor Code of the Russian Federation;
• combination of positions, in accordance with the norms of Article 60.2 of the Labor Code of the Russian Federation.

In both cases, registration of additional responsibilities requires official employment with the current employer. Registration of an internal part-time employee is based on the application submitted by him and the order of appointment issued on behalf of the manager.

The main difference lies in the way employment is processed. For internal part-time work (TD). As a result, an employee in one organization has two employment contracts.

Any permanent or temporary employee can become an internal part-time worker. The main requirement is the age of majority(?). In addition, the profession of a part-time applicant should not be included in the list of jobs prohibiting part-time work in accordance with the provisions of Articles 282, 329 of the Labor Code of the Russian Federation.

Reference! If the work is one of the hazardous industries or types of work with increased danger, combination is not allowed.

Internal part-time work can be formalized if the nature of the work does not become an obstacle to combination, and also if the employee is not a civil servant, military personnel or a member of the regional or federal government.

In this case, internal part-time work is formalized when the employee takes on a proportionate part of the vacant vacancy, registering for it officially, at a quarter or half rate. If an employee expands his work area or scope of activity, he is considered to be registered for combining positions.

Do I need to enter into a new TD?

Combining positions does not require the conclusion of a new contract. It provides that instead, an agreement of the parties is concluded here, which does not have independent legal force.

The existing contract is the main document, and the newly drawn up agreement acts as an annex to the main employment contract, which was previously drawn up by the parties.

It is written about how to draw up a part-time employment contract.

Drawing up an additional agreement

The document begins with the name and details of the agreement to which it is attached. Must be indicated:

1. date and place of imprisonment;
2. parties to the agreement.

It is stated here that from a certain point the employee performs additional duties provided:

• with additional payment;
• without exceeding working time standards.

The document can use the following wording: “ expansion of the service area (sphere)", if the agreement provides for additional maintenance of the number:

1. company clients;
2. patients in areas or wards;
3. students or pupils;
4. readers, passengers, buyers, etc.

The agreement can be concluded on a permanent or temporary basis, indicating the timing of the combination, if the part-time job appeared for a limited period or with an indication of the reason for the combination, which will be the reason for the termination of the additional activity.

For example, if a colleague:

• went on maternity leave;
• went on a business trip or internship;
• issued sick leave for a long time, etc.

In this case, information about the timing will be expressed by the date of origin and termination of the employment relationship. Or in an approximate formulation: “ during maternity leave of Ivanova A.A.».

If a permanent vacancy has become available for which a person is applying for a combination of positions, then the agreement is drawn up without specifying a deadline. In this case, it will be valid until the terms of the agreement are terminated bilaterally or unilaterally (it is written about what conditions should be contained in the employment contract).

The validity period of the document or its indefinite (permanent) nature is indicated in the introductory part of the document. If this information is not included, then the agreement is legally binding:

1. until the TD is terminated;
2. before the main rate is reduced;
3. until the part-time worker is dismissed from his main position.

The body of the document contains the following essential provisions in free form:

• list of functional responsibilities for an additional position;
• nature of work;
• amount of additional payment for combining positions.

The details and personal data of the parties must be entered:

1. Company name.
2. Type of ownership.
3. Her details.
4. Who does the company represent?
5. Full name of the employee and employer.
6. Positions of manager and employee.
7. Division and position to be combined.

The wording of the main part might be something like this: “ Issue to the senior cashier of the customer service department A.A. Vasiliev. combining the position of a sales consultant in the customer service department, with an additional payment to the basic salary of 30% of the base salary of a senior cashier, which is 8,965 (eight thousand nine hundred sixty-five) rubles».

When drawing up an order, it is advisable to use similar wording.

Important! When combining positions, the employee must have the necessary competencies and, if necessary, the appropriate education.

Rights and responsibilities of an employee

The supplement is calculated monthly and is added to the basic salary., which is issued twice a month. It is calculated from the salary specified in the employment contract in a proportional percentage. Can be set at a fixed amount.

Labor leave is not provided. Vacation days are provided on the same basis as without combination, in an amount commensurate with the main position. However, an increase in monthly payments affects the amount of vacation benefits, which is calculated from average earnings.

The duration of working hours corresponds to the employment contract for the main position. However, the employer has the right to demand proper fulfillment of both basic and additional obligations, which allows for an increase in working hours.

Features of concluding a TD with an internal part-time worker

If a vacancy becomes vacant, for which an already employed employee is officially hired, the registration complies with standard standards, taking into account the nuances provided for the registration of part-time workers. An employment contract for a new position must be concluded, which acquires independent legal force, unlike an agreement.

This document can be issued urgently or indefinitely. Employees can be hired on a permanent basis if the part-time worker’s predecessor quit. In this case, the contract has no validity period. Urgent TD is in the following cases:

• when a vacancy is temporarily vacant;
• if the work is seasonal;
• if the job is temporary;
• at the request of the part-time worker.

Employers prefer to hire part-time workers on a temporary basis. If there are no appropriate reasons for this, the employed person may include in the application a request for acceptance into the relevant position for a period of 1 year. After a year, the contract can be renewed. It is written about how to conclude a fixed-term agreement with a replacement employee, and from here you will learn how to draw up such an agreement with a pensioner.

Work time

A part-time employee can take up a position for no more than half-time, which, according to Labor Code standards, is 4 hours or less. A working mode is allowed when on a certain day, free from main duties, an internal part-time worker can work up to 12 hours.

But in general, weekly part-time work should not exceed 20 working hours for a part-time employee. Accordingly, at a quarter of the rate, the load is further reduced by half and cannot exceed 10 hours per week.

Attention! An internal part-time worker working under a contract must work the additional time specified in the contract in his free time from his main job.

The peculiarities of drawing up a part-time contract have been written about.

Rest time and vacation

A separate provision includes information about days of rest - days off, which can be installed:

1. on a five-day working week;
2. six-day work week;
3. coincide or not coincide with days off for the main job;
4. Have a fixed or rotating schedule.

For the period worked, vacation days are assigned in proportion to the established rate. For example, if the main job in a position provides for 2 vacation days per month, then half the rate will be 1 day for each month worked, and a quarter of the rate will be 1 day for 2 months.

These days are provided along with the main vacation only at the discretion of the employer, or at the request of the employee - at any time agreed with the employer. Typically, the employer provides vacation compensation in the form of an additional payment to the main vacation.

Salary

Earnings are calculated separately, but are issued or transferred to a bank card along with the basic salary - twice a month.

For the calculation, the salary or base rate provided for the combined position is taken. If it involves the presence of additional payments for typical working conditions, or the accrual of bonus payments, then they must be:

• indicate in the employment contract;
• accrue and issue in full.

If accrued payments exceed 1 minimum wage, tax deductions are made from them in the standard amount - 13% of the amount of earnings.

Required documents

With internal alignment all must be in the employee’s personal file, from the employer. In this case, additional documentation may not be provided.

The exception is situations when the new position requires additional competencies, which will require the provision of supporting documents, for example:

1. diploma;
2. certificates and certificates;
3. documents confirming the availability of a category in the specialty.

Also, if a new position requires a medical record or additional medical examination, these documents must be submitted.

Termination of a contract with a part-time worker

The part-time employee is dismissed on a general basis, by terminating the employment contract on internal part-time work, due to the following:

• at your own request;
• when reducing the number of employees or staff;
• for disciplinary action;
• at the initiative of the employer - when hiring a permanent employee.

When an internal part-time employee is released from the main position, the additional TD continues to operate.

An employee can:

• leave the combination as the main type of work, with inclusion in the labor record;
• move to another organization after registering.

Standard processing and notification periods:

1. When resigning at his own request, the employee must notify the employer in writing two weeks before leaving.
2. Due to retirement without service, you can resign only under two contracts at the same time. If one job is abandoned, the benefit for it is lost.
3. In case of layoff, the person is notified 2 months in advance.
4. If a person is dismissed for absenteeism, he or she is notified 3 days in advance.

Reference! In the event of a layoff, a part-time employee is provided with preferential benefits in the amount of no more than two salaries; the third month is not paid.

Internal part-time work is formalized by a second contract, but differs from external part-time work in that part-time work is taken from the same employer. The design of an independent TD differs from combining positions. Working days and days of rest, conditions of remuneration must comply with the legal norms established for the part-time position held.