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The labor schedule of the enterprise download sample. Order on approval of internal labor regulations

Such a concept as labor discipline is given: it is obligatory for all employees to obey the rules of conduct. Labor legislation, other regulatory legal acts containing labor law norms, a collective agreement, local regulations, as well as agreements oblige the employer to create the conditions necessary for employees to comply with labor discipline and prescribe them in the employment contract.

The labor schedule is determined by the internal labor regulations.

What are internal labor regulations?

The internal labor regulations (PVTR) are discussed in. This is a local normative act regulating the procedure for receiving and layoffs of workers, basic rights, obligations and responsibilities of the parties to the employment contract, working hours, rest time, incentives and penalties applied to employees, as well as other regulatory issues labor relations at the employer.

Internal labor regulations: content and structure

The internal labor regulations can be either a separate document or be an annex to the collective agreement.

It should be noted that for certain categories of employees there are statutes and regulations on discipline, which are established by regulatory legal acts (employees railway transport and maritime transport).

PVTR are compiled in an arbitrary form and usually include several paragraphs and subparagraphs:

General provisions

The purpose of the rules, their application, to whom they apply, in which cases they are revised, and other general information are indicated.

The procedure for hiring and dismissing employees

Documents that are required when applying for a job, the conditions and duration of the probationary period, the procedure for transferring an employee to another job and when terminating the contract.

Basic rights and obligations of the employer

The employer is obliged to organize the work of employees in accordance with labor legislation, create and guarantee safe working conditions, pay salaries in full, monitor compliance with labor discipline, and provide employees with guarantees and compensation.

Basic rights and obligations of employees

This includes duties such as conscientious work, compliance with labor discipline and safety, timely and accurate execution of management orders, etc.

Working hours and rest time

This item includes many sub-items: the time of the beginning and end of the working day (shift), the duration of the working day (shift) and the working week, the number of shifts per day; the time of the lunch break and its duration; special breaks for certain categories of workers (loaders, janitors, builders working outdoors during the cold season), as well as a list of jobs in which they are employed; list of positions of employees with irregular working hours; weekends (if the organization works on a five-day working week, then in the PVTR it is necessary to indicate which day, in addition to Sunday, will be considered a day off); the duration and grounds for granting additional annual paid leave; place and date of payment of wages; the procedure for keeping a summarized record of working hours, if the daily or weekly working hours cannot be observed.

Incentives for success at work

We are talking about the types of moral and material incentives, as well as the order of application.

Responsibility for violation of labor discipline

This paragraph should prescribe the procedure for applying and removing disciplinary measures, indicate the types of penalties and specific violations of labor discipline that may entail punishment.

Some employers make the mistake of establishing in the PWTR types of disciplinary sanctions that are not provided for by labor legislation. In particular, these are fines. Since the Labor Code of the Russian Federation prohibits doing this, such local norms of the PWTR are illegal, they worsen the position of the employee.

Final provisions

They include clauses on the mandatory implementation of the rules and the procedure for resolving disputes over labor relations.

Items that worsen the situation of an employee are prohibited from entering into the PWTR.

Approval of internal labor regulations

According to, first of all, the PWTR must approve the representative body of the employees of the enterprise: the trade union committee, the council of workers or the general meeting of workers. This body has five working days to submit to the head of the company a written opinion on agreement with the project or proposals for changing it.

The approval of the PVTR is carried out by the head of the organization or other official authorized to do so. In this case, the requisite “Approval stamp” is drawn up, which contains the word I APPROVE, the name of the position of the person who approved the PVTR, his signature, full name and date.

The rules are approved by the order on the approval of the PVTR.

Employees of the company must be familiar with the PWTR against signature when hiring (). If changes are made to the document, employees should also familiarize themselves with them. In practice, personnel officers use various forms to confirm in writing that employees are familiar with the PWTR, the most common of which is the familiarization sheet.

In 2020, draw up internal labor regulations taking into account the specifics of your activity. At the same time, include mandatory provisions in the document to avoid disputes with employees. In the article you will find a sample of the internal labor regulations for 2020.

What are internal labor regulations

The internal labor regulations (PWTR) are a local regulatory act that is developed and approved by the employer. The labor regulations govern:

  • the procedure for hiring and dismissing employees;
  • basic rights, duties and responsibilities of the parties to the employment contract;
  • working hours and rest periods;
  • incentives and penalties applied to employees;
  • other issues of regulation of labor relations with this employer.

The absence of this regulatory act in the organization is a violation of the law and entails liability from a warning to a fine in the amount of 70,000 rubles (Article 5.27 of the Code of Administrative Offenses).

Who should draw up the internal labor regulations in 2020

All employers, including small and medium-sized businesses, must draw up labor regulations. The taxation system, legal form, number of employees and other criteria do not play any role (Article 189 of the Labor Code of the Russian Federation).

An individual entrepreneur may not develop a PTP when he works alone and does not involve employees. If an individual entrepreneur has at least one hired worker, PVTR is needed. How to write work rules

The internal labor regulations can be drawn up as an annex to the collective agreement (part 4 of article 189, part 2 of article 190 of the Labor Code). If there is no collective agreement in the organization, then draw up the PWTR as an independent document.

After the labor regulations are developed, coordinate them with the representative body of employees (if any) and approve with the head of the organization (part 1 of article 190 of the Labor Code). Experts from the Glavbukh System told about how to approve the PVTR.

Is the employee entitled to ignore the internal labor regulations

All employees are required to comply with internal regulations (Article 21 of the Labor Code of the Russian Federation). In case of violations, the employer has the right to apply disciplinary liability, up to and including dismissal.

All this applies only to those who are familiar with the local act. If the employee is not familiar with the rules, then it is impossible to require him to comply with the work schedule. About whether it is possible to oblige the contractor under the GPC agreement to adhere to the rules of the labor schedule, said the experts of the Glavbukh System.

Familiarization of employees with the internal labor regulations

When hiring, familiarize new employees with the rules of the labor schedule by signature before they sign the employment contract. If the labor regulations are adopted again, then familiarize the employees with them in the process of work (part 3 of article 68 of the Labor Code). Get a separate familiarization sheet where employees will put their signatures. About how to draw up a familiarization sheet, experts of the Glavbukh system told.

Employees should also be made aware of any changes to this document. Labor regulations must be available for reading at any time. To do this, they can be posted in the organization and in all its structural divisions in a conspicuous place or corporate website.

Making changes to the labor regulations

The labor regulations are valid indefinitely. Edit the act as needed. For example, in connection with the reorganization. About how to make changes to the PVTR, the experts of the Glavbukh System told.

When changes are made, a new local act is issued, which is called “Changes and additions to the internal labor regulations”. It should be kept next to the main document.

If a large number of changes are made to the document, then it is better to accept the new rules, and consider the old ones as invalid. It is necessary to issue an order for the company.

How to write the right work schedule for 2020

There is no unified form of PVTR. The document is created on an individual basis, taking into account the specifics of the activities and structure of the organization. About the form in which to draw up the internal labor regulations for 2020, experts of the Glavbukh System told.

Mandatory provisions that must be included in the labor regulations are indicated in Art. 189 of the Labor Code of the Russian Federation. Consider the main provisions that you should consider when drafting a document.

Hiring and dismissal

In the section "Procedure for the admission, transfer and dismissal of employees" indicate:

  • documents that the administration requires when hiring (Article 65 of the Labor Code);
  • conditions for establishing a probationary period and duration (Articles 70 and 71 of the Labor Code);
  • actions of the employer's administration when transferring an employee to another job and upon termination of the contract (Articles 72.1–73 and 77 of the Labor Code).

Rights and obligations of employees and employer

In the sections “Basic rights and obligations of the organization” and “Basic rights and obligations of employees”, list the rights and obligations of the employer and his employees. Experts of the Glavbukh System told about how to apply for an employee to work.

In particular, the employer is obliged to organize the work of employees in accordance with labor legislation:

  • ensure safe working conditions;
  • pay the full salary due;
  • monitor compliance with labor discipline;
  • carry out compulsory social insurance, etc. (Article 22 of the Labor Code).

Employees, in turn, are obliged to work in good faith, observe labor discipline, safety precautions, take care of the employer's property, inform management about the occurrence of situations that threaten people's life and health, etc. (Article 21 of the Labor Code).

Mode of work and rest

In the section "Mode of working hours and rest time" indicate:

  • the time of the beginning and end of the working day (shift), the duration of the working day (shift) and the working week, the number of shifts per day (Article 100 of the Labor Code);
  • the time of the lunch break and its duration (Article 108 of the Labor Code);
  • the duration and procedure for granting special breaks for certain categories of employees. For example, for loaders, janitors, builders working in the cold season in the open air (Article 109 of the Labor Code);
  • a list of positions of employees with irregular working hours, if there are any in the organization (Article 101 of the Labor Code);
  • days off - if the organization works on a five-day working week, then specify in the labor regulations which day, except Sunday, will be a day off (Article 111 of the Labor Code);
  • the duration and grounds for granting additional annual paid holidays (Article 116 of the Labor Code);
  • place and terms of payment of salaries (Article 136 of the Labor Code);
  • the procedure for maintaining a summarized record of working time, if the daily or weekly working hours cannot be observed (Article 104 of the Labor Code), etc.

Rewards and punishments

In the section "Incentives for success in work" indicate specific types of incentives - the issuance of bonuses, the awarding of a valuable gift, the assignment of various titles, etc. (clause 2 of article 135 of the Labor Code). About how to apply a disciplinary sanction, said the experts of the Glavbukh System.

In the section “Responsibility for violation of labor discipline”, describe the procedure for imposing and removing disciplinary sanctions, types of penalties and specific violations of labor discipline that may result in punishment (Articles 192, 193 and 194 of the Labor Code).

The internal labor regulations (hereinafter referred to as PWTR) are one of the most important (hereinafter - LNA). The presence of this document is regulated by Art. TK RF. This requirement applies to all employers, regardless of ownership. The exception is micro-enterprises. Since 2017, they have received the right not to approve local regulations (Federal law).

PVTR operates only within the framework of one enterprise, concretizing the norms of the Labor Code of the Russian Federation, federal laws and by-laws. Organizations have the right to independently develop a document, based on the requirements of Art. TK RF.

The Internal Labor Regulations must necessarily define:

  • the procedure for hiring, transferring and dismissing employees,
  • basic rights and obligations of the parties to the employment contract,
  • responsibility of the parties for non-compliance with the established procedure,
  • working hours and rest time,
  • incentives and penalties.

PWTR should contain algorithms for all sorts of situations that may arise for employees: business trips, lateness, time off, incentives and fines, payments wages etc. Therefore, if necessary, the employer can supplement the document with other provisions.

Important: a local regulation cannot worsen the position of an employee in comparison with the norms of federal legislation.

More about some sections

Many aspects of the internal regulations can not be completely described, but only indicate the norm of labor legislation. But those provisions that relate to the specifics of the employer should be disclosed in as much detail as possible.

Most often this applies to sections on the mode of work and rest. The first one must indicate the start and end time of the working day / shift, the duration of the working week, the number of shifts per day, if the company has adopted a shift work schedule, and other data in accordance with Art. TK RF. Separately, the conditions for working with irregular working hours for certain categories of employees are indicated (Art. Labor Code of the Russian Federation).

In the "Time of rest" section, specify the time of the lunch break and its duration. For certain types of work within the working day / shift, special breaks are provided due to the technology and organization of the production process - they are also regulated by this section .

The same section includes information on days off (Art. Labor Code of the Russian Federation), especially when it comes to shift work. The employer has the right to allocate an additional paid day off, for example, to those employees who receive a second higher education or mothers with children under 14. Here it is also necessary to indicate in which cases the employee can receive additional annual paid leave (Article TK RF).

The procedure for remuneration is strictly regulated by federal legislation, in particular Art. TK RF. The place and timing of the payment of salaries to employees should be clearly stated in the Internal Labor Regulations. In addition, it is worth specifying the conditions under which an employee can be assigned a promotion.

The PWTR must contain provisions describing the measures of disciplinary responsibility: violations by the employee of labor discipline, the algorithm of the employer's actions, possible measures of responsibility, the procedure for compensation for damage, etc.

In the final section, the employer can prescribe an algorithm for resolving issues that are not included in the standardized sections, as well as the procedure for making changes to the document.

Registration procedure

  • Organization emblem, logo or trademark;
  • OGRN legal entity;
  • TIN/KPP;
  • name and contact details of the organization;
  • name of the document type;
  • date and registration number of the document;
  • stamps of agreement and approval of the document;
  • resolution
  • mark about the presence of the application, etc.

The procedure for approving the Internal Labor Regulations is the same as for everyone. The document is developed by a group of authorized employees, the draft Rules are agreed with the head of the enterprise, as well as with the trade union organization or representative body of workers ( Art. Labor Code of the Russian Federation), if any. All comments and suggestions in writing within five days are transferred to the developers. After the adjustment, the document is approved by the head or the head and the trade union (representative body of workers). Final stage- familiarization of the employee with the PVTR against signature.

We remind you that the Internal Labor Regulations are a mandatory document for every employer. It will be required by the Labor Inspectorate at the first inspection. The absence of a PWTR will be regarded as a violation of labor legislation (under Art. Administrative Code) and will entail a fine for officials in the amount of 1,000 to 5,000 rubles, and for legal entities - from 30,000 to 50,000 rubles.

The absence or negligence in the preparation of the PWTR can give rise to numerous labor disputes with employees. In particular, the employee will have the right to challenge the violation of the work regime imputed to him by the employer, if the relevant provisions are not spelled out in the PWTR.

The internal regulations are a local document that should be in every enterprise. This is stated in Art. 189 of the Labor Code of the Russian Federation. This document is developed and approved by the employer, taking into account the opinion of the trade union organization. If there is no such organization at the enterprise, then the Internal Labor Regulations are approved by the employer alone.

Internal labor regulations

Internal regulations should not contradict the current labor legislation. This document is being developed to improve the working conditions of workers, but not to worsen. If such violations are noticed during the inspection, then the employer will be held administratively liable.

Rules are created to:

  • strengthening labor discipline at the enterprise;
  • the most efficient organization of work of all departments;
  • rational and efficient use of working time and rest time;
  • increasing labor productivity and product quality.

When checked by the labor inspectorate, the Rules are requested for verification first. If this document is not available at the enterprise, then the employer will be held administratively liable under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation.

The rules are developed taking into account the opinion of the trade union organization. The layout of the document is developed by the employer himself with the help of personnel workers and labor lawyers, if any, at the enterprise.
After the layout is developed, it is submitted for approval to the trade union. If the trade union agrees with this edition of the Rules, then it puts the visa "Agreed", and the document is signed by the employer.
If the trade union has comments, then it gives the layout of the Rules to the employer with comments. The employer is obliged to take them into account or must sign the Rules in the current version, while signing a protocol of disagreements with the trade union.

Every employee must be familiar with the Rules. Before the employer offers the applicant to sign an employment contract, he must familiarize him with the Rules. The applicant puts his signature on the document.
From this moment, the employer can punish the employee for violating labor discipline and apply disciplinary action against him.

Labor discipline, as stated in Art. 189 of the Labor Code of the Russian Federation are the rules of conduct for employees in an enterprise established by law. The rules are a written statement of the norms of labor discipline at each particular enterprise. Labor discipline - this is the internal labor schedule.

Model internal labor regulations

The specific form of the Rules is not enshrined in the current legislation. But this document must contain the following information:

  • general provisions - to whom they apply, how they are revised or changed, other general information;
  • rules on admission, transfer and dismissal;
  • a list of documents that the applicant must submit to the employer upon admission;
  • the obligation of the employee to fulfill the terms of the employment contract, labor functions and labor disciplines;
  • the obligations of the employer to provide employees with work and a workplace, to pay their employees and ensure safety for health;
  • mode of work - the time of the beginning and end of the working day, the duration of the working week, the number of shifts per day, the number of employees who have an irregular working day, as well as their positions. If a shift work schedule has been introduced at the enterprise, then it is necessary to indicate the beginning and end of each shift, its duration, and the number of shifts in the working week. That is, this section indicates the work schedule of the day;
  • the rest time of their employees - the provision of a lunch break, its duration, the provision of additional breaks, depending on the specifics of the work performed. Some categories of workers need additional rest time. For example, according to Art. 109 of the Labor Code of the Russian Federation, some employees must have additional breaks for heating and rest. It is mandatory to specify in the Rules how many people have such mandatory breaks and the duration of these breaks;
  • payment of wages to employees - terms and specific days of payments;
  • reward system for the work performed, in accordance with Art. 191 of the Labor Code of the Russian Federation - announcement of gratitude, payment of bonuses, presentation of valuable gifts, etc.;
  • responsibility of both parties for violations of the terms of the employment contract, Rules and labor discipline.

The rules reflect the internal specifics of work for a particular employer, and are developed taking into account this specifics. The employer must reflect in this document as many situations as possible that may arise in the course of work by employees and economic activity enterprises in general. The more detailed the Labor Regulations are, the less judicial precedents will be.

Since there are no clear instructions in the Labor Code of the Russian Federation on how the Rules should be drawn up, when compiling it is necessary to rely on section 8 of the Labor Code of the Russian Federation and on the Decree of the USSR State Labor Committee dated July 20, 1984 No. 213 “On approval of the Model rules for internal labor regulations for workers and employees of enterprises institutions, organizations. Although this document is already somewhat outdated, it often helps the employer in compiling.

It is also recommended to contact State standard RF GOST R 6.30-2003 “Unified Documentation Systems. Unified system of organizational and administrative documentation. Documentation requirements. According to this document, when drawing up the Internal Regulations, it is recommended to indicate:

  • the main details of the document are the emblem of the employer, code, PSRN, TIN and KPP, the full name of the organization with an indication of the organizational and legal form, the full address of the location, contact details, the date of the document and its registration number, the stamp of approval, resolutions of persons, in accordance with by whom this document was developed and approved;
  • print imprint;
  • marks about the presence of applications;
  • marks about the executor of the document.

Responsibility for violation of internal labor regulations

When conducting inspections at the enterprise by the labor inspectorate, the Rules are requested first. If there is no such document, or it is drawn up in violation of labor laws, then penalties are applied to the employer in accordance with Art. 5.27 of the Code of Administrative Offenses of the Russian Federation.

For violation of labor laws, the employer is fined in the amount of:

  • a fine in the amount of 10 to 5 thousand rubles is imposed on the official who is responsible for the development of this document;
  • the employer itself, as a legal entity, is subject to a fine in the amount of 30 to 50 thousand rubles. An alternative to a fine is to suspend the activities of a legal entity for up to 90 calendar days;
  • If the employer is an individual entrepreneur, then a fine in the amount of 1 to 5 thousand rubles is imposed on him, or the suspension of the activity of the individual entrepreneur for up to 90 calendar days.

What information should the internal regulations contain?

In accordance with current regulations, such a document as internal regulations should include the following basic information:

  1. The procedure and features of hiring employees of a particular organization, as well as their dismissal. As you know, these procedures are subject to special requirements by existing regulations. In particular, the employer will be obligated to complete all required documents, the implementation of a full settlement with the dismissed subordinate, etc. All these obligations, in turn, are fixed in the labor regulations.
  2. The basic rights of the parties to professional relations, as well as a list of obligations that are incumbent on the employee and his employer. The main such obligations include: high-quality performance by subordinates of his work, compliance with the established rules of labor discipline, etc. If we talk about the employer, his direct duties will include providing his employees with everything necessary to perform their labor functions, strict adherence to established rules regarding wages, etc.
  3. Responsibility that can be borne by the parties to the employment relationship. For example, for certain violations against a subordinate, various measures of disciplinary liability may be established. The employer, in turn, bears administrative, civil and even criminal liability to his subordinates.
  4. Established at the enterprise mode of work and rest. Here you need to specify the length of the working day of employees, the time of authorized breaks for meals, etc.
  5. Measures available at the enterprise to encourage subordinates. If, for example, an organization pays bonuses to employees, this fact must be recorded in the internal labor regulations without fail.
  6. Information on other important issues that are directly related to the performance by employees of their professional obligations, as well as to cooperation between them and the employer.

Who can approve the internal labor regulations?

Created internal regulations must always be approved in official form. Only in this case, the generated document will have full legal force. In order for the approval procedure to comply with the established rules, the employer must remember the following important nuances:

  1. The legal right of approval will be held by a company officer. In most cases, this person is the head of the organization or his temporary deputy.
  2. Even before approval, the created rules must be agreed with the trade union body, if there is one at the enterprise. If this body has certain objections regarding one or several points of the rules at once, it can express them in documentary form. The employer, in turn, will be obliged to listen to these objections and make the appropriate amendments.
  3. As soon as all important issues are settled with the trade union body, the employer will be able to sign the created document, putting the organization's seal on it.
  4. From now on, absolutely every employee should be carefully familiarized with the created rules. Moreover, familiarization must be confirmed by the corresponding signature of the subordinate in a separate document.

An example of the design of internal labor regulations

The basic information in the internal regulations may look like this:

  1. At the very top of the sheet, on the left side, the full name of the organization in which this document is being created is indicated, for example:
    “Sputnik Limited Liability Company”. On the right, free space is left for putting the seal there during the approval of the created document.
  2. Next, the name of the document is indicated - “Rules of the internal labor schedule”.
  3. The next step is the formation of the main section of the document - " General provisions". It indicates the following information: "These rules govern the procedure for hiring and dismissing employees, and also establish their basic rights and responsibilities."
  4. Next, it is necessary to describe who exactly represents each of the parties to the employment relationship:
    “The employer is the general director of Sputnik LLC Fomichev Ivan Petrovich.

An employee is an individual who has entered into official labor relations with the employer on the basis of the provisions of the concluded labor contract.

INTERNAL LABOR RULES

ROUTINE OF WORKERS

1. General Provisions

1.1. The internal labor regulations (hereinafter referred to as the "Rules") are a local regulatory act of the Open Joint Stock Company "Oil" (hereinafter referred to as the "Company", "Employer"), regulating, in accordance with the Labor Code Russian Federation, others federal laws, the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to labor relations, working hours, rest periods, incentives and penalties applied to employees, as well as other issues related to the regulation of labor relations.

1.2. The Rules are developed in accordance with the Labor Code of the Russian Federation (hereinafter referred to as the “LC”), as well as other regulatory legal acts containing labor law norms.

1.3. The rules are aimed at promoting efficient organization of labor, rational use of working time, high quality of work, increasing labor productivity, as well as strengthening labor discipline.

1.4. Compliance with these Rules is mandatory for all employees, regardless of length of service and mode of employment.

2. Procedure for hiring

2.1. The basis for the emergence of labor relations between the employee and the Company is the conclusion of an employment contract.

2.2. An employment contract (hereinafter referred to as the “Contract”) concluded between the Company and an employee is an agreement according to which the Company undertakes to provide the employee with work according to the stipulated labor function, to ensure working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms , local regulations and this agreement, pay the employee wages in a timely manner and in full, and the employee undertakes to personally perform the labor function determined by this agreement, to comply with these Internal Labor Regulations of the Company.

2.3. The contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the Agreement is kept by the Employer, and the other is transferred to the employee. The receipt by the employee of a copy of the Agreement is confirmed by the signature of the employee on the copy of the Agreement kept by the Employer.

2.4. The terms of the Agreement may be changed during the period of its validity by mutual agreement of the parties in the manner prescribed by the legislation of the Russian Federation. At the same time, all these additions or changes will have legal force only in cases of their written execution and signing by the parties as an integral part of the Agreement.

2.5. When concluding an employment contract, a person entering a job presents:

a passport or other identity document;

a work book (except for cases when an employment contract is concluded for the first time or an employee goes to work on a part-time basis);

insurance certificate of state pension insurance (when concluding an employment contract for the first time, an insurance certificate of state insurance is issued by the Employer);

documents of military registration - for those liable for military service and persons subject to conscription;

a document on education, qualifications or special knowledge - when applying for a job that requires special knowledge or special training

2.6. Employment without presenting those specified in paragraphs. 2.5. documents are not allowed.

2.7. When hiring, the employee fills out a questionnaire, according to the approved form, where he indicates information about his place of residence, place of registration, military duty, education, marital status, as well as contact information: telephone numbers (home and mobile), address Email etc.

2.8. The received and processed personal data of the employee is contained in the T-2 personal card, in accordance with the Regulations on the protection of personal data of employees of OAO Oil.

2.9. When hiring (before signing an employment contract), the employee gets acquainted with these Internal Labor Regulations, the Regulations on the Protection of Personal Data and other local regulations directly related to his/her signature. labor activity, and also undergoes an introductory (primary) briefing at the workplace on safety and labor protection.

2.10. An employee whose access to information constituting a commercial secret is necessary for the performance of his/her job duties must be familiar with the documents regulating the procedure for using information constituting a commercial secret.

2.11. For each employee who has worked in the Company for more than five days, the Employer is obliged to keep work books, if the work in the Company is the main one for the employee.

2.12. At the conclusion of the Agreement for the first time, the work book and the insurance certificate of state pension insurance are issued by the Company.

2.13. If a person applying for a job does not have a work book due to its loss, damage or for any other reason, the Company, upon a written application from this person (indicating the reason for the absence of a work book), draws up a duplicate of the work book.

2.14. When issuing a work book and an insert to an employee, the Company charges him a fee, the amount of which is determined by the amount of expenses for their acquisition.

2.15. Employment is formalized by the order of the Employer, issued on the basis of the concluded Agreement. The content of the order must comply with the terms of the concluded Agreement. The order for employment is announced to the employee against signature within three days from the date of signing the Agreement.

2.16. The employee has the right to conclude employment contracts on the performance of other regular paid work in the Company (internal part-time job) and (or) with another employer (external part-time job) in his spare time from his main job.

2.17. FROM written consent employee and for an additional fee, he may be entrusted with the performance additional work in another or the same position during the established working hours, along with the work specified in the Agreement.

2.18. A fixed-term contract may be concluded in the following cases:

for the duration of the performance of the duties of an absent employee, for whom the place of work is retained;

· for the duration of temporary (up to two months) works;

for carrying out work that goes beyond the normal activities of the Employer, as well as work related to a deliberately temporary (up to one year) expansion of production or the volume of services provided;

with persons entering a part-time job;

· with old-age pensioners entering work, as well as with persons who, for health reasons, in accordance with a medical report, are allowed to work exclusively of a temporary nature.

· with persons hired to perform obviously defined work in cases where its completion cannot be determined by a specific date;

To perform work directly related to the internship and vocational training of the employee;

with persons studying full-time education;

in other cases stipulated by the labor legislation of the Russian Federation.

2.19. When concluding the Agreement, in order to verify the compliance of the employee with the assigned work, the employee is set a probationary period of three months.

2.20. When concluding an employment contract for a period of two to six months, the probationary period is two weeks.

2.21. For the head of the Company, his deputies, the Chief Accountant and his deputies, a probationary period may be set for up to six months.

2.22. A test for employment is not established for:

· persons elected by competition for the corresponding position held in the manner prescribed by the regulatory legal acts of the Russian Federation;

· pregnant women and women with children under the age of one and a half years;

Persons under the age of eighteen;

persons who have graduated from state-accredited educational institutions of primary, secondary and higher vocational education and for the first time come to work in their specialty within one year from the date of graduation from the educational institution;

persons invited in the order of transfer from another employer as agreed between employers;

persons who have concluded an employment contract for a period of up to two months;

other persons in cases stipulated by the Labor Code.

2.23. During the probation period, the employee is subject to the provisions of labor legislation and other regulatory legal acts containing labor law norms, local regulations.

2.24. Labor activity during the probationary period is included in the length of service.

2.25. The period of temporary disability and other periods when the employee was actually absent from work are not included in the probationary period.

2.26. Based on the results of the probationary period, the Employer and the employee make a decision to continue or terminate the employment relationship.

2.27. In case of unsatisfactory test results, the Employer has the right to terminate the Contract with the employee before the expiration of the test period, notifying him in writing no later than three days in advance, indicating the reasons that served as the basis for recognizing the employee as not having passed the test.

2.28. If the probation period has expired, and the employee continues to work, then he is considered to have passed the probation and the subsequent termination of the Agreement is allowed only on a general basis.

2.29. If during the probation period the employee comes to the conclusion that the job offered to him is not suitable for him, he has the right to terminate the Contract at his own request, notifying the Employer in writing three days in advance.

2.30. The exclusive rights to use the works created by the employee in the course of performance of official duties belong to the Employer.

3. Changes to the employment contract

3.1. Changing the terms of the employment contract determined by the parties, including transfer to another job, relocation is allowed only by agreement of the parties to the Agreement, with the exception of cases provided for by the Labor Code.

3.2. When transferring to another job, an employee (before signing an agreement to an employment contract) gets acquainted with local regulations that are directly related to his work activity.

3.3. The employee, with his consent, may be assigned the duties of a temporarily absent employee (combination of professions (positions)) without release from work with the establishment of an additional payment in the amount determined by agreement of the parties. The combination of professions (positions) is formalized by the order of the Employer, which determines the term (period) of the combination and the amount of additional payment. Familiarization of the employee with the order and his consent to the combination is confirmed by the signature of the employee on the order.

3.4. In the event that, for reasons related to a change in organizational or technological working conditions, the terms of the Agreement determined by the parties cannot be saved, they may be changed at the initiative of the Company, with the exception of a change in the labor function of an employee.

4. Dismissing an employee

4.1. The contract is subject to termination in the manner and on the grounds provided for by the current labor legislation of the Russian Federation.

4.2. The day of termination of the Agreement in all cases is the last day of work of the employee, except for cases when the employee did not actually work, but in accordance with the Labor Code of the Russian Federation, the place of work (position) was retained for him.

4.3. Upon dismissal, the employee transfers the affairs, as well as the property assigned to him, to a person appointed by the Employer.

4.4. Termination of the Agreement is formalized by the order (instruction) of the Employer. The employee gets acquainted with the order (instruction) of the Employer on termination of the Agreement against signature.

4.5. On the day of termination of the Agreement, the Employer issues a work book to the employee.

4.6. In the event that it is impossible to issue a work book to an employee on the day of dismissal due to his absence or refusal to receive it, the Employer sends a notification to the employee by mail about the need to appear for a work book or agree to send it by mail.

4.7. From the date of sending the said notification, the Employer is released from liability for the delay in issuing the work book.

4.8. At the written request of an employee who has not received a work book after dismissal, the Employer issues it no later than three working days from the date of the employee's request.

4.9. Upon termination of the contract, payment of all amounts due to the employee from the Employer is made on the day the employee is dismissed.

4.10. If the employee did not work on the day of dismissal, then the corresponding amounts must be paid no later than the next day after the dismissed employee submits a request for payment.

4.11. Severance pay upon termination of the TD is paid to the employee in the cases and in the manner prescribed by the labor legislation of the Russian Federation.

4.12. Upon dismissal of an employee, the Employer has the right to make deductions from the salary of this employee to pay off his debt to the Employer in the cases and in the amount provided for in Articles 137 and 138 of the Labor Code and other federal laws.

4.13. In addition to the grounds provided for by the Labor Code and other federal laws, an agreement 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, of which the Employer warns the specified person in writing at least two weeks prior to termination of the Agreement.

4.14. An employee who has concluded an Agreement for a period of up to two months is obliged to notify the Employer in writing three calendar days in advance of early termination of the Agreement.

5. Basic rights and obligations of an employee

5.1. The employee has the right to:

conclusion, amendment and termination of an employment contract in the manner and on the terms established by the Labor Code, other federal laws;

Provision of work stipulated by the employment contract;

a workplace that meets state regulatory requirements for labor protection;

timely and in 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, the provision of weekly days off, non-working holidays, paid annual holidays;

full reliable information about working conditions and labor protection requirements at the workplace;

professional training, retraining and advanced training in the manner prescribed by the Labor Code, other federal laws;

protection of their labor rights, freedoms and legitimate interests by all means not prohibited by law;

Compensation for harm caused in connection with the performance of his labor duties, in the manner prescribed by applicable law;

· obligatory social insurance in cases stipulated by federal laws;

Ensuring other rights provided for by the Labor Code and the Agreement.

5.2. The employee is obliged:

· conscientiously fulfill their labor duties assigned to him by the employment contract;

Comply with the rules of internal labor regulations;

observe labor discipline;

to comply with the established labor standards;

rational use of working time, materials and equipment of the Employer;

· take care of the property of the Employer and other employees (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property);

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 (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property);

Comply with labor protection and labor safety requirements;

· observe the confidentiality of information constituting an official and commercial secret that has become known to the employee as a result of labor activity;

use communication facilities and office equipment exclusively for production purposes;

In case of absence from work on the day of incapacity for work or in other cases, notify the immediate supervisor and the HR Directorate about the reasons for the absence from the workplace by available means, and upon leaving on the first day to work, submit to the HR Directorate justifying documents of your absence from the workplace ;

· in case of temporary incapacity for work that occurred during the period of being on regular leave, the employee is obliged, no later than three days from the date of the onset of incapacity for work, to notify his immediate supervisor and the HR Directorate about this by available means, and resolve issues related to the extension of the leave;

The employee must have a neat appearance, corresponding to the business style. Requirements to appearance employees of the Company are given in Appendix No. 1 to these Rules. Separate categories of workers are provided by the Employer with overalls of the established sample.

perform other duties stipulated by these Rules, the Agreement, job description, local regulations and labor legislation of the Russian Federation.

6. Basic rights and obligations of the Employer

6.1. The employer has the right:

· conclude, amend and terminate employment contracts with employees in the manner and on the terms established by the Labor Code, other federal laws;

· require the employee to fulfill his labor duties, to take care of the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees, to comply with these Rules;

encourage the employee for conscientious efficient work;

· bring the employee to disciplinary and material liability in the manner prescribed by the Labor Code, other federal laws;

· adopt local regulations binding on the Employee.

6.2. The employer is obliged:

· comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of agreements and employment contracts;

provide the employee with work stipulated by the employment contract;

ensure the employee's safety and working conditions that comply with state regulatory requirements for labor protection;

provide the employee with equipment, technical documentation, materials and other means necessary for the performance of his labor duties;

provide employees with equal pay for work of equal value;

pay in full the wages due to employees within the time limits established in accordance with the Labor Code of the Russian Federation, the Internal Labor Regulations, labor contracts;

acquaint employees against signature with the adopted local regulations that are directly related to their work activities;

· ensure the domestic needs of employees related to the performance of their labor duties, including providing employees with drinking water of adequate quality, if the quality of drinking water supplied to the organization does not comply with the sanitary and epidemiological rules and regulations “Drinking Water. SanPiN 2.1.4.1074-01";

· carry out compulsory social insurance of employees in the manner prescribed by federal laws;

· provide employees with guarantees and compensations provided for by the current labor legislation of the Russian Federation;

provide the Employee with corporate mobile communication for its use for production purposes in accordance with the local regulations of the Employer;

Compensate for harm caused to employees in connection with the performance of their labor duties, as well as compensate for moral damage in the manner and on the terms established by the Labor Code, other federal laws and other regulatory legal acts of the Russian Federation.

7. Social and medical insurance of the employee.

7.1. The Employer provides voluntary medical insurance for the Employee on the terms determined by the local regulations of the Employer.

7.2. The Employer provides the Employee with compulsory social insurance in accordance with the Labor Code of the Russian Federation and other federal laws.

7.3. In case of temporary disability, the employer pays the employee temporary disability benefits in accordance with the legislation of the Russian Federation.

7.4. Sick leave for pregnancy and childbirth is paid in accordance with the norms established by the legislation of the Russian Federation.

7.5. Financial assistance to an employee can also be provided in case of natural disaster and emergency; sickness of an employee; the death of an employee; serious illness or death of a close relative of the employee (parents, children, husband, wife); in other cases based on the decision of the head of the Company.

7.6. The decision on the payment of such material assistance and its amount is formalized by orders Director General Society.

7.7. Financial assistance in the event of the death of an employee is paid to the spouse, one of the parents or another family member.

8. Protection of personal data of employees

8.1. The receipt, processing, transfer and storage of personal data of employees takes place in the manner prescribed by the Regulations on the protection of personal data of employees, approved by the Employer.

9. Retraining of workers

9.1. Need vocational training and retraining of personnel is determined by the Employer, guided by the current legislation of the Russian Federation.

10. Working time

10.1. Working time is the time during which the employee, in accordance with these Rules and the terms of the Agreement, must perform labor duties, as well as other periods of time that, in accordance with laws and other regulatory legal acts, are related to working time.

10.2. The employer is obliged to keep records of the time actually worked by each employee.

10.3. Working time includes the time spent on performing both production operations (main, auxiliary time, normalized break time), and on preparing for the performance of the assigned work, on actions to complete it and maintain the workplace (preparatory-final time and time for servicing the worker). places: preparation and cleaning of the workplace).

10.4. The Company's employees have a five-day working week with two days off: Saturday and Sunday. Working hours are 40 hours per week and 8 hours per day, respectively.

10.5. Working hours are distributed from Monday to Friday as follows:

start of work at 09:00. 00 min.;

end of work at 18:00. 00 min.;

· in the period from 12.00 to 14.00 of each working day, employees are given a break for rest and meals for one hour.

10.6. The duration of the working day immediately preceding the holiday non-working day is reduced by one hour.

10.7. The length of working time when working part-time should not exceed four hours a day. On days when the employee is free from the performance of labor duties at the main place of work, he can work part-time full-time.

10.8. The contract with the employee may provide for an irregular working day - a special mode of work, according to which individual employees may, by order of the Employer, if necessary, be occasionally involved in the performance of their labor functions outside the working hours established for them. The list of positions of employees with irregular working hours is established by the Employer.

10.9. By agreement between the Employer and the employee, part-time work or a part-time work week may be established both at the time of employment and subsequently. The employer is obliged to establish a part-time or part-time work week at the request of a pregnant woman, one of the parents (guardian, guardian) who has a child under the age of 14 (a disabled child under the age of 18), as well as a person caring for the sick family member in accordance with the medical report.

10.10. An employee may be sent on a business trip in accordance with the procedure established by the Labor Code of the Russian Federation and the “Regulations on business trips” approved by the Employer.

11. Rest time

11.1. Rest time - the time during which the employee is free from the performance of labor duties and which he can use at his own discretion. The types of rest time are: breaks during the working day; daily rest; days off (weekly uninterrupted rest); non-working holidays; holidays.

11.2. With a five-day work week, employees are given two days off per week: Saturday and Sunday.

11.3. When weekend and non-working days coincide holidays the day off is transferred to the next working day after the holiday, unless a different procedure for the transfer of days off is determined by the regulatory legal acts of the Russian Federation.

11.4. The order of granting paid vacations is determined annually in accordance with the vacation schedule approved by the Employer no later than two weeks before the start of the calendar year.

11.5. The employee is granted annual paid leave with the retention of the place of work (position) and average earnings for a duration of 28 (twenty-eight) calendar days.

11.6. For employees with irregular working hours, an annual additional paid leave of 3 (three) calendar days is established.

11.7. The right to use the leave for the first year of work arises for the employee after six months of continuous work in the Company.

11.8. Vacation for the second and subsequent years of work is provided to the employee in accordance with the vacation schedule approved by the Company.

11.9. By agreement between the employee and the Employer, vacation can be divided into parts. At the same time, at least one of the parts of this vacation must be at least 14 (Fourteen) calendar days.

11.10. The employee must be notified against signature of the start time of the vacation no later than two weeks before the start of the vacation.

11.11. Recall of an employee from vacation is allowed only with his consent. The unused part of the vacation in connection with this must be provided at the choice of the employee at a time convenient for him during the current working year or added to the vacation for the next working year.

11.12. Employees who have concluded an Agreement for a period of up to two months are provided with paid vacations or are paid compensation upon dismissal at the rate of two working days per month of work.

11.13. At the written request of the employee, unused vacations may be granted with subsequent dismissal (with the exception of cases of dismissal for guilty actions). In this case, the day of dismissal is considered the last day of vacation.

11.14. For family reasons and others good reasons the employee, upon his written application, may be granted unpaid leave, the duration of which is determined by agreement between the employee and the Employer.

11.15. If at a part-time job the duration of the annual paid leave is less than the duration of the leave at the main place of work, then the Employer, at the request of the employee, grants him unpaid leave of the appropriate duration.

11.16. Working on a part-time basis does not entail any restrictions for the employee on the duration of the annual basic paid leave, the calculation of seniority and other labor rights.

11.17. The following employees have the preferential right to annual leave in the summer or at any time convenient for them:

lone parents;

women with three or more children;

Workers who have received an industrial injury;

· any employees, if they have vouchers for treatment;

women before maternity leave or immediately after it;

· at the request of the husband, annual leave is granted to him during the period when his wife is on maternity leave, regardless of the time of his continuous work in the Company;

· part-time workers for combined work - simultaneously with the annual paid leave for the main job;

Other employees in cases stipulated by federal laws.

12. Pay

12.1. Payment of wages is made by the Employer twice a month in the following terms:

· Advance payment in the amount of 30% (thirty percent) of the salary, excluding personal income tax - on the 20th day of the paid month;

· The rest of the salary - on the 10th day of the month following the paid one.

12.2. If the day of payment coincides with a weekend or non-working holiday, payment of wages is made on the eve of this day.

12.3. Payment of wages to an employee, social and other payments provided for by the legislation of the Russian Federation, is carried out by the Employer by transfer Money to the employee's bank account. The employer ensures the timely transfer of these payments to the employee's bank account in accordance with the requirements of the Labor Code and these Rules.

12.4. For the purpose of unhindered receipt of funds by the employee, the Employer, on the basis of the relevant agreement with the bank, ensures the opening of an account for the employee in the bank, the issuance of a plastic bank card.

12.5. Payment for the annual basic paid leave is made no later than three days before its start.

12.6. An employee working on a combination basis or performing the duties of a temporarily absent employee without being released from his main job is paid an additional payment for combining professions (positions) or performing the duties of a temporarily absent employee.

12.7. The amount of the additional payment is established by agreement of the parties to the Agreement, taking into account the content and (or) volume of additional work, but not more than 30% of the salary of the absent employee.

12.8. During the period of suspension from work (non-admission to work), wages are not accrued to the employee, with the exception of cases provided for by the Labor Code or other federal laws.

12.9. Upon dismissal, the employee is paid monetary compensation for all unused vacations.

12.10. Compensation for unused additional holidays is calculated on the basis of the proportionate hours worked by the Employee.

12.11. Wage systems, including rates official salaries, additional payments and allowances of a compensatory nature, including for work in conditions that deviate from normal, systems of additional payments and allowances of a stimulating nature and bonus systems are established by local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms.

12.12. For all cases of determining the size of the average wage (average earnings) provided for by labor legislation, a period for calculating the average wage is set equal to three calendar months preceding the period during which the employee retains the average wage. If the application of the specified calculation period worsens the situation of employees in comparison with the procedure for calculating average earnings, defined by Article 139 of the Labor Code, the calculation of average earnings is carried out in accordance with the norms of the Labor Code.

12.13. Other issues not set out in this article are regulated by the Regulations on remuneration, the Regulations on bonuses, the rules of which should not contradict general principles set out in this article.

13. Incentives for work

13.1. For the conscientious performance of their labor duties, continuous excellent work, innovation, initiative and other professional success, the Employer encourages the employee: announces gratitude, awards with a valuable gift, certificate of honor, cash prize in accordance with the Regulations on Bonuses.

13.2. Incentives are issued by order of the Employer. The order establishes for what kind of success in work the employee is encouraged, and also indicates the specific type of encouragement.

13.3. The order is announced to the employee against signature within three days from the date of publication.

13.4. Information about the award (encouragement) is entered in the work book of the employee.

13.5. Records of bonuses provided for by the wage system or paid on a regular basis are not entered in work books.

14. Disciplinary sanctions

14.1. For the commission of a disciplinary offense, that is, non-performance or improper performance by the employee through his fault of the labor duties assigned to him, the Employer has the right to apply the following disciplinary sanctions:

· remark;

reprimand;

Dismissal for appropriate reasons.

14.2. Before applying a disciplinary sanction, the Employer must request a written explanation from the employee. If, after two working days, the specified explanation is not provided by the employee, then an appropriate act is drawn up.

14.3. The employee's failure to provide an explanation is not an obstacle to the application of a disciplinary sanction.

14.4. The order (instruction) of the Employer on the application of a disciplinary sanction is announced to the employee against receipt within three working days from the date of its issuance, not counting the time the employee is absent from work. If the employee refuses to get acquainted with the specified order (instruction) against signature, then an appropriate act is drawn up.

14.5. If within a year from the date of application of the disciplinary sanction, the employee is not subjected to a new disciplinary sanction, then he is considered not to have a disciplinary sanction.

14.6. An employee who appeared at work in a state of alcoholic, narcotic or other toxic intoxication, the supervisor structural unit or his deputies are obliged to suspend from work (not allow to work) for the entire period of time until the circumstances that were the basis for suspension from work or exclusion from work are eliminated.

14.7. The employer removes from work (does not allow to work) the employee in other cases provided for by the Labor Code, federal laws and other regulatory legal acts.

15. Liability
parties to labor relations

15.1. The material liability of a party to labor relations is incurred for damage caused by it to the other party as a result of its guilty unlawful behavior (action or inaction), unless otherwise provided by labor legislation or other federal laws.

16. Liability of the Company to the employee

16.1. The employer bears material responsibility to the employee in the case and in the manner prescribed by the labor legislation of the Russian Federation.

16.2. The company that caused damage to the employee's property compensates for this damage in full. The amount of damage is calculated at market prices in force at the location of the Company on the day of compensation for damage. The employee's application for compensation for damage is sent by him to the Employer. The employer is obliged to consider the received application and make an appropriate decision within ten days from the date of its receipt.

16.3. If the Company violates the established deadline for paying wages, vacation pay, dismissal payments and other payments due to an employee, the Company is obliged to pay them with interest (monetary compensation) in the amount of one three hundredth of the current refinancing rate of the Central Bank of the Russian Federation from unpaid in term of amounts for each day of delay starting from the next day after the due date of payment up to and including the day of actual settlement.

17. Liability of the employee

17.1. The employee is obliged to compensate the Company for the direct actual damage caused to him. Unreceived income (lost profit) is not subject to recovery from the employee.

17.2. Direct actual damage is understood as a real decrease in the Company's cash property or deterioration in the condition of the specified property (including the property of third parties held by the Company, if the Company is responsible for the safety of this property), as well as the need for the Company to incur costs or excessive payments for the acquisition or restoration of property.

17.3. The material liability of the employee is excluded in cases of damage due to force majeure, normal economic risk, extreme necessity or necessary defense, or the Company's failure to fulfill the obligation to ensure proper conditions for the storage of property entrusted to the employee.

17.4. The company has the right, taking into account the specific circumstances under which the damage was caused, whether to completely refuse to recover it from the guilty employee.

17.5. For the damage caused, the employee is liable within the limits of his average monthly earnings, unless otherwise provided by the Labor Code or other federal laws.

17.6. Liability in the full amount of the damage caused is assigned to the employee in the following cases:

when, in accordance with the Labor Code or other federal laws, the employee is held liable in full for damage caused to the Employer in the performance of work duties by the employee;

shortage of valuables entrusted to him on the basis of a special written agreement or received by him under a one-time document;

Intentional infliction of damage;

causing damage in a state of alcoholic, narcotic or other toxic intoxication;

causing damage as a result of the criminal actions of an employee established by a court verdict;

causing damage as a result of an administrative offense, if such is established by the relevant state body;

Disclosure of information constituting a legally protected secret (state, official, commercial or other), in cases provided for by federal laws;

causing damage not in the performance of work duties by the employee;

in other cases established by the legislation of the Russian Federation.

17.7. The full liability of the employee consists in his obligation to compensate for the damage caused in full.

17.8. Written agreements on full individual or collective liability, that is, on compensation to the Company for damage caused in full for the lack of property entrusted to employees, are concluded with employees who have reached the age of eighteen and directly serve or use monetary, commodity values ​​or other property.

17.9. When employees jointly perform certain types of work related to the storage, processing, sale (vacation), transportation, use or other use of the values ​​transferred to him, when it is impossible to distinguish between the responsibility of each employee for causing damage and conclude an agreement with him on compensation for damage in full, collective (brigade) liability may be introduced.

17.10. The amount of damage caused to the Company in the event of loss and damage to property is determined by actual losses calculated on the basis of market prices in force in the area on the day the damage was caused, but not less than the value of the property according to accounting taking into account the degree of wear and tear of this property.

17.11. Before making a decision on compensation for damages by specific employees, the Employer is obliged to conduct an audit to determine the amount of damage caused and the reasons for its occurrence. To conduct such an inspection, the Company has the right to establish a commission with the participation of relevant specialists.

17.12. Requesting a written explanation from the employee to establish the cause of the damage is mandatory. In case of refusal or evasion of the employee from providing the specified explanation, an appropriate act is drawn up.

17.13. The employee and (or) his representative have the right to get acquainted with all the materials of the audit and appeal them in the manner prescribed by the Labor Code.

17.14. Recovery from the guilty employee of the amount of damage caused, not exceeding the average monthly salary, is carried out by order of the Employer. The order may be made no later than one month from the date of the final determination by the Company of the amount of damage caused by the employee.

17.15. If the one-month period has expired or the employee does not agree to voluntarily compensate for the damage caused to the Company, and the amount of damage to be recovered from the employee exceeds his average monthly earnings, then the recovery is carried out in court.

17.16. An employee who is guilty of causing damage to the Company may voluntarily compensate for it in full or in part. By agreement of the parties to the Agreement, compensation for damage by installments is allowed. In this case, the employee submits to the Employer a written obligation to compensate for the damage, indicating specific payment terms. In the event of the dismissal of an employee who gave a written commitment to voluntarily compensate for damage, but refused to compensate for the specified damage, the outstanding debt is recovered in court.

18. Final provisions

18.1. The Employee is obliged to immediately notify the Employer in writing of any changes in the information (data) about himself, indicated by him when hiring. These changes are documented in an appendix to the employment contract.

18.2. These Rules remain valid in case of changes in the composition, structure, name of the Company's management body.

Type of document:

  • Rules

Keywords:

  • HR records management

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