An example of internal regulations for communication shops. An example of internal labor regulations in an organization

One of the documents regulating labor relations with the employer (in accordance with the law) is the internal labor regulations (ILR). For example, with the help of rules in an organization, they determine the labor regime, internal work schedule, the procedure for applying incentives and penalties to employees, establish the rights, duties and responsibilities of the parties, as well as other working conditions.

PVTR are developed and compiled by the organization independently (based on the specifics of the work) by the personnel or legal service of the enterprise and can be an annex to the collective agreement. There is a regulatory framework to assist in the development of PVTP. Since this document relates to organizational and administrative documents, its execution is regulated by the requirements established by GOST R 6.30-2003.

Usually, the title page to the rules internal regulations is not issued. The first sheet of rules must contain a header with an image of the logo, the full name of the organization (in some cases, an abbreviated name is allowed if it is enshrined in the charter), as well as the name of the document - in capital letters. If the developed labor regulations are an annex to the collective agreement, then a corresponding mark is made at the top.

In the upper right corner there is a stamp of approval of the rules. For example, I APPROVED General Director Full name. Date of.

The date of drawing up the rules is the date of their approval.

Let us remind you once again that PVTR should reflect the specifics of the organization’s work and identify as many typical situations that arise in the process of work as possible.

In internal rules It is prohibited to prescribe conditions that worsen the situation of workers.

The developed set of rules must necessarily go through the stage of coordination with other departments of the organization, as well as with representatives of the trade union committee, and only after that approved by the head.

All employees must be familiarized with the approved procedure against signature. Thus, an organization's PVTR should be posted in a visible place and available for reading at any time.

The content of the PVTR is usually developed on the basis of documents regulating the activities of the enterprise in the field of human resource management, as well as standard (exemplary) rules. Recommended document structure:

General provisions- the purpose of the rules and their application, to whom they apply, in what cases they are revised and other general information.
The procedure for hiring and dismissing employees- a description of the procedure for registering the hiring and dismissal of employees, the organization’s actions when transferring an employee to another job, the conditions and duration of the probationary period, a list of necessary documents.
Basic rights and responsibilities of employees(based on Article 21 of the Labor Code of the Russian Federation).
Basic rights and obligations of an employer(based on Article 22 of the Labor Code of the Russian Federation).
Work time- start and end times of the working day (shift), duration of the working day (shift) and working week, number of shifts per day; a list of positions of employees with irregular working hours, if any; place and timing of payment of wages.
Time relax- time of lunch break and its duration; special breaks for certain categories of workers (for example, loaders, janitors, construction workers working in the cold season outdoors), as well as a list of jobs in which they are employed; weekends (if the organization operates on a five-day work week, then the rules should indicate which day, other than Sunday, will be a day off); duration and grounds for granting additional annual paid leave.
- the procedure for applying measures of moral and material incentives.
Responsibility of employees for violation of discipline- a description of the procedure for applying disciplinary measures, types of penalties and specific violations of labor discipline that may entail punishment.
Final provisions- includes clauses on the mandatory implementation of rules and the procedure for resolving disputes regarding labor relations.

PVTR may also include other sections, for example “Confidential information”, “Passthrough and intra-object mode”.

Internal labor regulations establish an algorithm for working life in an institution. They regulate provisions related to hiring, dismissal, fundamental rights and responsibilities of employees, responsibilities of the parties, working hours, rest periods, incentives and punishments for employees, as well as other issues arising from working relationships.

Also, the rules are one of the main documents that are requested first when conducting an inspection by the labor inspectorate. At the same time, the content, design, and procedure for introducing employees are important.

In this article we will tell you about standard PVTR, the norms that specify the features of the internal regulations, as well as the procedure for their approval.

Labor Code norms in PVTR

The labor regulations (2018) are based on Section VIII of the Labor Code of the Russian Federation, which is the regulatory framework for their development. Article 189 of the Labor Code of the Russian Federation obliges the employer to regulate working relationships with employees by local act. At the same time, labor regulations should not contradict current labor legislation and, moreover, make the situation of employees worse than provided for in the Labor Code of the Russian Federation.

Typical PVTR

When developing rules, you can use standard labor regulations, which are approved by Decree of the USSR State Labor Committee of July 20, 1984 No. 213. It is important to use this document (considering that it was approved a long time ago) in the part that is relevant to the currently valid Labor Code of the Russian Federation.

What can be specified in the PVTR

In order not to complicate use, there is no need to outline all existing provisions of the Labor Code of the Russian Federation. Internal labor regulations must include information specific to a particular organization.

Internal labor regulations (2018) may include the following sections:

General provisions. This part explains the purpose, scope of use of the document, as well as the circle of persons to whom they apply.
The procedure for hiring and dismissing employees. This part lists the documents that must be provided when applying for a job, the conditions and duration of the probationary period. The registration algorithm and grounds for dismissal are explained in the same part.
Basic rights and obligations of the parties. The content includes information about the rights and responsibilities of the employer and employee, methods of organizing activities, holding them accountable, guarantees to employees, etc.
Working hours and rest times. This part determines the beginning and end of working hours, its duration, and contains information about the list of positions for which the working day is defined as irregular. In the same section, the lunch break time, the algorithm for granting days off and additional vacations are established.
Payment procedure. The section contains information about the size, frequency, and place of payment of wages.
Responsibility of the parties. This part describes the types of rewards for work and punishments, including the procedure for holding people accountable.
Final provisions. This part defines the format for agreeing, approving and changing the rules.

Depending on the specifics of the organization’s activities, the following items may be included in the internal labor regulations:

procedure for maintaining summarized working time;
procedure and timing of familiarization with shift schedules;
list of positions with irregular working hours;
duration of additional leave;
the procedure and duration of providing time for heating and rest;
the procedure for sending employees on business trips, registration and payment of related expenses;
some others.

In addition to this data, managers have the right to include other data in the rules, for example, the procedure for paying for cellular communications, additional medical insurance, and compliance with the dress code.

The more detailed all the labor regulations are described, the fewer questions the employer will have if a controversial situation arises or during an inspection by the labor inspectorate. But at the same time, they should not contradict current legislation and worsen the situation of workers.

Who approves PVTR in the organization

Internal labor regulations are approved in accordance with Article 190 of the Labor Code of the Russian Federation.

After development, the employer must:

send the project to the institution’s trade union for approval (if there is one);
receive a reasoned response from the trade union on the legality of the provisions contained therein within 5 days;
upon approval, approve it by order of the institution (there is no single order template, the main thing is that it must be available and approved directly by the head of the organization);
bring the document to the attention of all employees in writing.

If there is no trade union in the institution, the local act is marked with the note “As of the date of approval, there is no representative body of workers.”

The validity period of the document is determined by the employer.

Sample order for approval of PVTR

How to familiarize employees with the rules

Failure to familiarize employees with internal labor regulations is a significant mistake. Everyone already working at the enterprise must be familiar with the rules, and new employees must be familiar with them before signing an employment contract (Article 68 of the Labor Code of the Russian Federation). The fact of reading and taking note of the internal labor regulations is confirmed by the employee’s signature.

There are several ways to confirm that employees are familiar with the rules:

Employees sign the familiarization certificates, which are filed with the PVTR.
Employees sign in specially established familiarization logs.
The signature must be on a special familiarization sheet for each employee. Usually on such sheets it is given full list acts required to be read by employees.
In the employment contract.

The employer chooses the method that is more convenient for him.

What labor regulations do not regulate

The internal labor regulations 2019 (sample below) have restrictions on content. They are prohibited from establishing standards that violate the law or worsen the situation of employees.

The error is:

requirement when hiring additional documents not provided for in Art. 65 Labor Code of the Russian Federation;
criminal record check for a position category for which one is not provided;
requirement to provide a signed bypass sheet, in its absence - refusal to make a full payment upon dismissal;
establishment of disciplinary sanctions that do not exist in labor legislation (such as “severe reprimand”);
ban on part-time work;
ban on doing business;
lack of indication of start, end and work breaks;
lack of indication of salary payment dates;
lack of indication of the duration of additional leave.

Internal labor regulations: sample

Please note that the document contains the following mandatory details:

name of company;

Appendix No. 1 to Order No.__ dated “__”______201_

"APPROVED"

Director OOO "_____________________"

________/full name of director/

"__" _____________ 201__

RULES

INTERNAL LABOR REGULATIONS

OOO "_______________"

1. GENERAL PROVISIONS

1.1. These Internal Labor Regulations (hereinafter referred to as the Rules) determine work schedule in the Limited Liability Company "_______________" (hereinafter referred to as the Company) and regulate the procedure for hiring, transferring and dismissing employees, the basic rights, duties and responsibilities of the parties to the employment contract, working hours, rest periods, incentives and penalties applied to employees, as well as other issues of regulation of labor relations in the Company.

1.2. These Rules are a local regulatory act developed and approved in accordance with the labor legislation of the Russian Federation and the Company’s charter in order to strengthen labor discipline, effective organization of labor, rational use of working time, ensuring High Quality and labor productivity of the Company's employees.

1.3. The following terms are used in these Rules:

“Employer” - Limited Liability Company “_______________”;
"Worker" - individual who entered into an employment relationship with the Employer on the basis of an employment contract and on other grounds provided for in Art. 16 Labor Code of the Russian Federation;

“Labor discipline” is obligatory for all employees to obey the rules of conduct determined in accordance with the Labor Code of the Russian Federation, other laws, an employment contract, and local regulations of the Employer.

1.4. These Rules apply to all employees of the Company.

1.5. Changes and additions to these Rules are developed and approved by the Employer.

1.6. The official representative of the Employer is the director.

1.7. Labor responsibilities and rights of employees are specified in employment contracts and job descriptions, which are an integral part of employment contracts.

2. PROCEDURE FOR HIRING EMPLOYEES

2.1.. Employees exercise the right to work by concluding a written employment contract.

2.2. When hiring (before signing an employment contract), the Employer is obliged to familiarize the employee, against signature, with these Rules, the collective agreement (if any), and other local regulations directly related to labor activity employee.

2.3. When concluding an employment contract, a person applying for work presents to the Employer:

Passport or other identification document;

A work record book, with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;

Insurance certificate of state pension insurance;

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

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

A certificate of the presence (absence) of a criminal record and (or) the fact of criminal prosecution or the termination of criminal prosecution on rehabilitative grounds, issued in the manner and in the form established by the federal executive body exercising the functions of developing and implementing state policy and legal regulation in the field of internal affairs - when applying for a job related to activities, the implementation of which, in accordance with this Code, other federal law, is not allowed to persons who have or have had a criminal record, are or have been subject to criminal prosecution;

Other documents, in accordance with the requirements of the current legislation of the Russian Federation.

An employment contract cannot be concluded without presenting the specified documents.

2.4. When concluding an employment contract for the first time, a work book and an insurance certificate of state pension insurance are issued by the Employer.

2.5. If a person applying for work does not have a work book due to its loss, damage or for any other reason, the Employer is obliged, upon a written application of this person (indicating the reason for the absence of a work book), to issue a new work book.

2.6. The employment contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is given to the employee, the other is kept by the Employer. The receipt by the employee of a copy of the employment contract is confirmed by the Employee’s signature on the copy of the employment contract kept by the Employer.

2.7. An employment contract that is not formalized in writing is considered concluded if the employee began work with the knowledge or on behalf of the Employer. When an employee is actually admitted to work, the employer is obliged to draw up an employment contract with him in writing no later than three working days from the date the employee is actually admitted to work.

2.8. Employment contracts can be concluded:

1) for an indefinite period;

2) for a certain period (fixed-term employment contract).

2.9. A fixed-term employment contract may be concluded in cases provided for by the Labor Code Russian Federation, other federal laws.

2.10. If the employment contract does not stipulate the duration of its validity and the reasons that served as the basis for concluding such a contract, then it is considered to be concluded for an indefinite period.

2.11. When concluding an employment contract, it may provide for the testing of an employee in order to verify his compliance with the assigned work.

2.12. The absence of a probationary clause in the employment contract means that the employee was hired without a trial. In the case where an employee is actually allowed to work without drawing up an employment contract, a probationary clause can be included in the employment contract only if the parties formalized it in the form of a separate agreement before starting work.

2.13. A hiring test is not established for:

Persons elected through a competition to fill the relevant position, conducted in the manner established by labor legislation and other regulatory legal acts containing labor law norms;

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

Persons under the age of eighteen;

Persons invited to work by way of transfer from another employer as agreed between employers;

Persons entering into an employment contract for a period of up to two months;

Other persons, in cases provided for by this Code and other federal laws.

2.14. The probationary period cannot exceed three months, and for deputy heads of the organization, the chief accountant and his deputies, heads of branches, representative offices or other separate structural divisions of organizations - six months, unless otherwise established by federal law. When concluding an employment contract for a period of two to six months, the probationary period cannot exceed two weeks.

2.15. When concluding an employment contract for a period of up to two months, the employee is not subject to probation.

2.16. With employees with whom, according to the legislation of the Russian Federation, the Employer has the right to enter into written agreements on full individual or collective (team) financial responsibility, the corresponding condition must be included in the employment contract upon its conclusion.

2.17. When concluding an employment contract, persons under the age of eighteen, as well as other persons in cases provided for by the Labor Code of the Russian Federation and other federal laws, must undergo a mandatory preliminary medical examination.

2.18. Based on the concluded employment contract, an order (instruction) is issued to hire the employee. The contents of the order must comply with the terms of the concluded employment contract. The employment order is announced to the employee against signature within three days from the date of actual start of work. At the employee’s request, the Employer is obliged to provide him with a duly certified copy of the said order.

2.19. Before starting work (beginning of direct performance by the employee of the duties stipulated by the concluded employment contract), the Employer (the person authorized by him) conducts instruction on safety rules in the workplace, training in safe methods and techniques for performing work and providing first aid in case of accidents at work, instruction in labor protection.

An employee who has not undergone training in occupational health and safety at the workplace, training in safe methods and techniques for performing work and providing first aid in case of accidents at work is not allowed to work.

2.20. The Employer keeps work books for each employee who has worked for him for more than five days, in the case where the work for the Employer is the main one for the employee.

3. PROCEDURE FOR TRANSFERING EMPLOYEES

3.1. Transfer of an employee to another job - a permanent or temporary change in the labor function of the employee and (or) the structural unit in which the employee works (if the structural unit was specified in the employment contract), while continuing to work for the same employer, as well as transfer to a different job locality together with the employer.

3.2. The transfer of an employee can only be made with the written consent of the employee.

3.3. A temporary transfer (up to one month) of an employee to another job not stipulated by an employment contract with the same employer is allowed without his written consent in the following cases:

To prevent a natural or man-made disaster, industrial accident, industrial accident, fire, flood, famine, earthquake, epidemic and in any exceptional cases threatening the life or normal living conditions of the entire population or part of it;

In case of downtime (temporary suspension of work for reasons of economic, technological, technical or organizational nature), the need to prevent destruction or damage to property or the replacement of a temporarily absent employee, if the downtime or the need to prevent destruction or damage to property or the replacement of a temporarily absent employee is caused by emergency circumstances.

3.4. To formalize a transfer to another job, an additional agreement is concluded in writing, drawn up in two copies, each of which is signed by the parties (Employer and employee). One copy of the agreement is given to the employee, the other is kept by the Employer. The employee’s receipt of a copy of the agreement is confirmed by the employee’s signature on the copy of the agreement kept by the Employer.

3.5. The transfer of an employee to another job is formalized by an order issued on the basis of an additional agreement to the employment contract. The order, signed by the head of the organization or an authorized person, is announced to the employee against signature.

4. PROCEDURE FOR DISMISSING EMPLOYEES

4.1. An employment contract may be terminated (cancelled) in the manner and on the grounds provided for by the Labor Code of the Russian Federation and other federal laws.

4.2. Termination of an employment contract is formalized by order (instruction) of the Employer. The employee must be familiarized with the employer's order (instruction) to terminate the employment contract against signature. At the request of the employee, the Employer is obliged to provide him with a duly certified copy of the specified order (instruction). In the event that an order (instruction) to terminate an employment contract cannot be brought to the attention of the employee or the employee refuses to familiarize himself with it against signature, a corresponding entry is made on the order (instruction).

4.3. The day of termination of the employment contract in all cases is the employee’s last day of work, with the exception of cases where the employee did not actually work, but in accordance with the Labor Code of the Russian Federation or other federal law, he retained his place of work (position).

4.4. Upon dismissal, the employee, no later than the day of termination of the employment contract, returns all documents, equipment, tools and other inventory items transferred to him by the Employer for the performance of labor functions, as well as documents generated during the performance of labor functions.

4.5. On the day of termination of the employment contract, the Employer is obliged to issue the employee a work book and make payments to him.

4.6. An entry in the work book about the basis and reason for termination of the employment contract must be made in strict accordance with the wording of the Labor Code of the Russian Federation or other federal law and with reference to the relevant article, part of the article, paragraph of the article of the Labor Code of the Russian Federation or other federal law.

4.7. If, on the day of termination of the employment contract, it is impossible to issue a work book to an employee due to his absence or refusal to receive it, the Employer is obliged to send the employee a notice of the need to appear for the work book or agree to send it by mail. Upon written request from an employee who has not received a work book after dismissal, the Employer is obliged to issue it no later than three working days from the date of the employee’s application.

5. BASIC RIGHTS AND OBLIGATIONS OF AN EMPLOYER

5.1. The employer has the right:

Conclude, amend and terminate employment contracts with employees in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Conduct collective negotiations and conclude collective agreements;

Encourage employees for conscientious, effective work;

Demand that employees perform their job duties and take care of the property of the Employer (including the property of third parties owned by the Employer, if the Employer is responsible for the safety of this property) and other employees, and comply with these Rules;

Require workers to comply with labor protection and fire safety rules;

Bring employees to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws;

Adopt local regulations;

Create associations of employers for the purpose of representing and protecting their interests and join them;

Exercise other rights granted to him by labor legislation.

5.2. 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 employees with work stipulated by the employment contract;

Ensure safety and working conditions that comply with state regulatory labor protection requirements;

Provide employees with equipment, tools, technical documentation and other means necessary to perform their job duties;

Keep records of the time actually worked by each employee;

Pay the full amount of wages due to employees within the time limits established in accordance with the Labor Code of the Russian Federation and employment contracts

Introduce employees, upon signature, to the adopted local regulations directly related to their work activities;

Provide for the everyday needs of employees related to the performance of their job duties;

Carry out compulsory social insurance of employees in the manner established by federal laws;

Suspend employees from work in cases provided for by the Labor Code of the Russian Federation, other federal laws and regulatory legal acts of the Russian Federation;

Perform other duties provided for by labor legislation and other regulatory legal acts containing labor law standards, a collective agreement (if any), agreements, local regulations and employment contracts.

5.2.1. The employer is obliged to remove from work (not allow to work) the employee:

Appearing at work in a state of alcohol, drug or other toxic intoxication;

Has not undergone training and testing of knowledge and skills in the field of labor protection in accordance with the established procedure;

Has not undergone a mandatory medical examination (examination) in accordance with the established procedure, as well as a mandatory psychiatric examination in cases provided for by federal laws and other regulatory legal acts of the Russian Federation;

If, in accordance with a medical report issued in the manner established by federal laws and other regulatory legal acts of the Russian Federation, contraindications are identified for the employee to perform work stipulated by the employment contract;

In case of suspension for a period of up to two months, the employee’s special right (license, right to manage vehicle, the right to carry weapons, other special rights) in accordance with federal laws and other regulatory legal acts of the Russian Federation, if this entails the impossibility of the employee fulfilling his duties under the employment contract and if it is impossible to transfer the employee with his written consent to another one available to the Employer , work;

At the request of bodies or officials authorized by federal laws and other regulatory legal acts of the Russian Federation;

In other cases provided for by federal laws and other regulatory legal acts of the Russian Federation.

The employer suspends the employee from work (does not allow him to work) for the entire period of time until the circumstances that served as the basis for the suspension from work or not being allowed to work are eliminated.

6. BASIC RIGHTS AND OBLIGATIONS OF EMPLOYEES

6.1. 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 complies with state regulatory requirements for labor protection and the conditions provided for by the collective agreement (if any);

Timely and in in full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed;

Rest ensured by establishing normal working hours, providing weekly days off, non-working days 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;

Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation and other federal laws;

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

Resolution of individual and collective labor disputes, in the manner established by the Labor Code of the Russian Federation, other federal laws;

Compulsory social insurance in cases provided for by federal laws;

Other rights granted to him by labor legislation.

6.2. The employee is obliged:

Conscientiously fulfill his labor duties assigned to him by the employment contract, job description and other documents regulating the employee’s activities;

Carry out instructions, orders, assignments and instructions of your immediate supervisor in a high-quality and timely manner;

Comply with these Rules;

Maintain labor discipline;

Comply with established labor standards;

Undergo training in safe methods and techniques for performing work and providing first aid to those injured at work, instruction on labor protection, on-the-job training, and testing of knowledge of labor protection requirements;

Undergo mandatory preliminary (upon employment) and periodic (during employment) medical examinations (examinations), as well as undergo extraordinary medical examinations (examinations) at the direction of the Employer in cases provided for by the Labor Code of the Russian Federation and other federal laws;

Comply with labor protection and occupational safety requirements;

Treat with care 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;

Contribute to the creation of a favorable business atmosphere in the team;

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);

Take measures to eliminate the causes and conditions that impede the normal performance of work (accidents, downtime, etc.), and immediately report the incident to the Employer;

Maintain your workplace, equipment and fixtures are in good condition, order and cleanliness;

Comply with the procedure established by the Employer for storing documents, material and monetary assets;

Improve your professional level through systematic independent study of specialized literature, journals, and other periodic specialized information on your position (profession, specialty), on the work performed (services);

Conclude an agreement on full financial liability in the event that he begins work on direct servicing or use of monetary, commodity valuables, and other property, in cases and in the manner prescribed by law;

Perform other duties provided for by the legislation of the Russian Federation, these Rules, other local regulations and the employment contract.

6.3. The employee is prohibited from:

Use tools, devices, machinery and equipment for personal purposes;

Use working time to resolve issues not related to labor relations with the Employer, as well as during working hours, conduct personal telephone conversations, read books, newspapers and other literature not related to work activities, use the Internet for personal purposes, play computer games ;

Smoking in office premises, outside equipped areas intended for these purposes;

Consume during working hours alcoholic drinks, narcotic and toxic substances, coming to work in a state of alcoholic, narcotic or toxic intoxication;

To carry out and transfer to other persons official information on paper and electronic media;

Leave on long time your workplace without informing your immediate supervisor about it and without obtaining his permission.

6.4. Labor responsibilities and rights of employees are specified in employment contracts and job descriptions.

7. WORKING TIME

7.1. The working hours of the Company's employees are 40 hours per week.

7.1.1. For employees with normal working hours, the following working hours are established:

Five-day work week with two days off - Saturday and Sunday;

The duration of daily work is 8 hours;

Work start time is 9.00, work end time is 18.00;

A break for rest and food from 13.00 to 14.00 lasting 1 hour during the working day. This break is not included in working hours and is not paid.

7.1.2. If, upon hiring or during the employment relationship, a different working time and rest time regime is established for the employee, then such conditions must be included in the employment contract as mandatory.

7.2. When hiring, reduced working hours are established:

For workers aged sixteen to eighteen years - no more than 35 hours per week;

For employees who are disabled people of group I or II - no more than 35 hours per week;

7.3. When hiring or during the employment relationship, part-time working hours may be established by agreement between the Employer and the employee.

7.3.1. The employer is obliged to establish part-time working hours at their request for the following categories of employees:

Pregnant women;

One of the parents (guardian, trustee) with a child under the age of 14 years (disabled child under the age of 18);

A person caring for a sick family member in accordance with a medical certificate issued in the prescribed manner;

A woman on maternity leave until the child reaches the age of three.

7.4. The maximum duration of daily work is provided for the following persons:

Workers aged 16 to 18 years - seven hours;

Students combining study and work:

from 16 to 18 years old - four hours;

Disabled persons - in accordance with a medical report.

7.5. For part-time employees, the working hours should not exceed 4 hours per day.

7.5.1. If an employee at his main place of work is free from performing work duties, he can work part-time full time. The duration of working time during one month (another accounting period) when working part-time should not exceed half of the monthly standard working time established for the corresponding category of employees.

7.7. The Employer has the right to involve the Employee in work beyond the working hours established for this employee in the following cases:

If necessary, perform overtime work;

If the employee works on irregular working hours.

7.7.1. Overtime work is work performed by an employee at the initiative of the employer, outside the working hours established for the employee: daily work (shift), and in the case of cumulative accounting of working hours - in excess of the normal number of working hours for the accounting period. The Employer is obliged to obtain the written consent of the Employee to engage him in overtime work.

The employer has the right to involve an employee in overtime work without his consent in the following cases:

When carrying out work necessary to prevent a catastrophe, industrial accident or eliminate the consequences of a catastrophe, industrial accident or natural disaster;

When carrying out socially necessary work to eliminate unforeseen circumstances that disrupt the normal functioning of water supply, gas supply, heating, lighting, sewerage, transport, and communications systems;

When carrying out work the need for which is due to the introduction of a state of emergency or martial law, as well as urgent work in emergency circumstances, that is, in the event of a disaster or threat of disaster (fires, floods, famine, earthquakes, epidemics or epizootics) and in other cases posing danger threat to the life or normal living conditions of the entire population or part of it.

7.7.2. An irregular working day is a special regime according to which individual employees may, by order of the employer, if necessary, be occasionally involved in the performance of their labor functions beyond the established working hours.

The provision for irregular working hours is necessarily included in the terms of the employment contract.

7.8. The employer keeps records of the time actually worked by each employee in the time sheet.

8. REST TIME

8.1. Rest time is the time during which an employee is free from performing work duties and which he can use at his own discretion.

8.2. Types of rest time are:

Breaks during the working day;

Weekends (weekly uninterrupted rest);

Non-working holidays;

Vacations.

8.3. Employees are provided with the following rest periods:

1) a break for rest and food from 13.00 to 14.00, lasting one hour during the working day;

2) two days off - Saturday, Sunday;

3) non-working holidays:

4) annual leave with preservation of place of work (position) and average earnings.

8.3.1. The terms of the employment contract may provide employees with other days off, as well as other times for breaks for rest and meals.

8.4. Employees are provided with an annual basic paid leave of 28 (twenty-eight) calendar days. By agreement between the employee and the Employer, annual paid leave may be divided into parts. Moreover, at least one part of this leave must be at least 14 calendar days.

8.4.1. The right to use vacation for the first year of work arises for the employee after six months of his continuous operation from this Employer.

8.4.2. The employer must provide annual paid leave before the expiration of six months of continuous work upon their request to the following categories of employees:

For women - before or immediately after maternity leave;

Workers under the age of eighteen;

For part-time workers, along with annual paid leave at their main place of work;

In other cases provided for by federal laws.

8.4.3. Vacation for the second and subsequent years of work can be granted at any time of the working year in accordance with the order of provision of annual paid vacations established by the vacation schedule. The vacation schedule is approved by the Employer no later than two weeks before the start of the calendar year in the manner established by the Labor Code of the Russian Federation.

8.5. If an employee wishes to take annual paid leave during a period other than that provided for in the vacation schedule, the employee must notify the Employer about this in in writing no later than two weeks before the intended vacation. Changes in the timing of leave in this case are made by agreement of the parties.

8.6. For family reasons and other valid reasons, an employee, upon his written application, may be granted leave without pay, the duration of which is determined by agreement between the employee and the Employer.

8.6.1. The employer is obliged, based on a written application from the employee, to provide leave without pay:

Participants of the Great Patriotic War - up to 35 calendar days per year;

For working old-age pensioners (by age) - up to 14 calendar days per year;

For employees in cases of the birth of a child, marriage registration, death of close relatives - up to five calendar days;

In other cases provided for by the Labor Code of the Russian Federation and other federal laws.

8.7. Employees working irregular working hours are provided with annual additional paid leave lasting from 3 to 15 calendar days, depending on the position held. The list of positions, conditions and procedure for granting such leave are established in the Regulations on Irregular Working Days.

9. REMUNERATION

9.1. The employee’s salary in accordance with the Employer’s current remuneration system, enshrined in the Regulations on Remuneration, consists of the official salary.

9.1.1. The amount of the official salary is established on the basis of the Company's staffing table.

9.2. An employee may be paid a bonus in the amount of up to 50% of the salary, subject to the conditions and procedure established by the Regulations on Remuneration.

9.3. Workers under the age of 18 are paid based on their reduced work hours.

9.4. If an employee is assigned part-time work, remuneration is made in proportion to the time worked.

9.5. Employees for whom the traveling nature of their work is stipulated in their employment contract are compensated for transportation costs in the manner and under the conditions determined by the Regulations on Remuneration.

9.6. Wages to employees are paid on the basis of a time sheet, based on the official salary, on the 20th of the current month - 40% of the remaining 60% of the salary - on the 5th of the month following the payroll month.

9.6.1. If the payment day coincides with a weekend or non-working holiday, wages are paid before the onset of these days. Payment for vacation time is made no later than three days before the start of the vacation.

9.7. Payment of wages is made in Russian currency at the Company's cash desk.

9.7.1. Wages can be paid in non-cash form by transferring them to the current account specified by the employee, if the terms of the transfer are specified in the employment contract.

9.8. The employer transfers taxes from the employee’s wages in the amounts and manner provided for by the current legislation of the Russian Federation.

9.9. During the period of suspension from work (preclusion from work), the employee’s wages are not accrued, except in cases provided for by the Labor Code of the Russian Federation or other federal laws. These include removal from work:

10. INCENTIVES FOR WORK

10.1. To reward employees who conscientiously perform their job duties for long and impeccable work at the enterprise and other successes in their work, the Employer uses the following types incentives:

Declaration of gratitude;

Issuing a bonus;

Rewarding with a valuable gift;

Awarding a certificate of honor.

10.1.1. The amount of the bonus is set within the limits provided for in the Regulations on Remuneration.

10.2. Incentives are announced in the order (instruction) of the Employer and brought to the attention of the entire workforce. The simultaneous use of several types of incentives is allowed.

11. RESPONSIBILITY OF THE PARTIES

11.1. Employee Responsibility:

11.1.1. For an employee committing a disciplinary offense, that is, failure or improper performance by an employee through his fault of the labor duties assigned to him, the Employer has the right to bring the employee to disciplinary liability.

11.1.2. The employer has the right to apply the following disciplinary sanctions:

Comment;

Rebuke;

Dismissal on the appropriate grounds provided for by the Labor Code of the Russian Federation.

11.1.3. For each disciplinary offense, only one disciplinary sanction can be applied. When imposing a disciplinary sanction, the severity of the offense committed and the circumstances under which it was committed must be taken into account.

11.1.4. Before applying a disciplinary sanction, the Employer must request a written explanation from the employee. If after two working days the employee does not provide the specified explanation, then a corresponding act is drawn up. Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

11.1.5. Disciplinary action is applied no later than one month from the date of discovery of the misconduct, not counting the time the employee was ill or on vacation. A disciplinary sanction cannot be applied later than six months from the date of commission of the offense, and based on the results of an audit, inspection of financial and economic activities or an audit - later than two years from the date of its commission. The specified time limits do not include the time of criminal proceedings.

11.1.6. The Employer's order (instruction) to apply a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order (instruction) against signature, then a corresponding act is drawn up.

11.1.7. A disciplinary sanction can be appealed by an employee to the state labor inspectorate and (or) bodies for the consideration of individual labor disputes.

11.1.8. If within a year from the date of application of the disciplinary sanction the employee is not subject to a new disciplinary sanction, then he is considered to have no disciplinary sanction.

11.1.9. The employer, before the expiration of a year from the date of application of the disciplinary sanction, has the right to remove it from the employee on his own initiative, at the request of the employee himself.

11.1.10. During the period of validity of the disciplinary sanction, the incentive measures specified in paragraph 10.1 of these Rules are not applied to the employee.

11.1.11. The employer has the right to hold the employee financially liable in the manner established by the Labor Code of the Russian Federation and other federal laws.

11.1.12. An employment contract or written agreements attached to it may specify the financial liability of the parties to this contract.

11.1.13. Termination of an employment contract after causing damage does not entail the release of the employee from financial liability provided for by the Labor Code of the Russian Federation or other federal laws.

11.1.14. The employee's financial liability arises for damage caused by him to the Employer as a result of culpable unlawful behavior (actions or inaction), unless otherwise provided by the Labor Code of the Russian Federation or other federal laws.

11.1.15. An employee who causes direct actual damage to the Employer is obliged to compensate it. Lost income (lost profits) cannot be recovered from the employee.

11.1.16. The employee is released from financial liability in cases of damage due to:

Force majeure;

Normal economic risk;

Urgent necessity or necessary defense

11.1.17. For damage caused, the employee bears financial liability within the limits of his average monthly earnings, unless otherwise provided by the Labor Code of the Russian Federation or other federal laws.

11.1.18. In cases provided for by the Labor Code of the Russian Federation or other federal laws, the employee may be held liable for the full amount of damage caused. The employee’s full financial liability consists of his obligation to compensate the direct actual damage caused to the Employer in full.

11.1.19. Written agreements on full individual or collective (team) financial responsibility can be concluded with employees who have reached the age of eighteen and directly service or use monetary, commodity values or other property.

11.1.20. The amount of damage caused by the employee to the Employer in the event of loss and damage to property is determined by actual losses, calculated on the basis of market prices valid on the day the damage was caused, but not lower than the value of the property according to accounting data, taking into account the degree of depreciation of this property.

11.1.21. Requiring 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, a corresponding act is drawn up.

11.1.22. Collection from the guilty employee of the amount of damage caused, not exceeding the average monthly earnings, is carried out by order of the Employer. The order can be made no later than one month from the date of final determination by the Employer of the amount of damage caused by the employee.

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

11.1.24. An employee who is guilty of causing damage to the Employer may voluntarily compensate it in full or in part. By agreement of the parties to the employment contract, compensation for damage by installments is allowed. In this case, the employee submits to the Employer a written obligation to compensate for damages, indicating specific payment terms. In the event of 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 collected in court.

11.1.25. With the consent of the Employer, the employee may transfer equivalent property to compensate for the damage caused or repair the damaged property.

11.1.26. Compensation for damages is made regardless of whether the employee is brought to disciplinary, administrative or criminal liability for actions or inactions that caused damage to the Employer.

11.1.27. In the event of dismissal without good reason before the expiration of the period stipulated by the employment contract or agreement on training at the expense of the Employer, the employee is obliged to reimburse the costs incurred by the Employer for his training, calculated in proportion to the time actually not worked after completion of training, unless otherwise provided by the employment contract or training agreement.

11.2. Employer's responsibility:

11.2.1. The Employer's financial liability arises for damage caused to the employee as a result of culpable unlawful behavior (actions or inaction), unless otherwise provided by the Labor Code of the Russian Federation or other federal laws.

11.2.2. An employer who causes damage to an employee compensates for this damage in accordance with the Labor Code of the Russian Federation and other federal laws.

11.2.3. An employer who causes damage to an employee's property shall compensate for this damage in full. The amount of damage is calculated at market prices valid on the day of compensation for damage. If the employee agrees, damages may be compensated in kind.

11.2.6. The employee’s application for compensation for damage is sent 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. If the employee disagrees with the Employer’s decision or does not receive a response within the prescribed period, the employee has the right to go to court.

12. FINAL PROVISIONS

12.1. On all issues that have not been resolved in these Rules, employees and the Employer are guided by the provisions of the Labor Code of the Russian Federation and other regulatory legal acts of the Russian Federation.

12.2. At the initiative of the Employer or employees, changes and additions may be made to these Rules in the manner prescribed by labor legislation.

registration of employees familiar with internal labor regulations

OOO "_______________________________________"

Full Name	For what position? accepted	I am familiar with the internal labor regulations (signed)	familiarization	Employee's name familiarized with rules

Responsible for maintaining the journal_______________________________________________

Full name, position of responsible person / signature

Internal regulations are a local document that should be in every enterprise. This is stated in Art. 189 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 must not contradict current labor legislation. This document is being developed to improve the working conditions of workers, but not to worsen them. If such violations are noticed during the inspection, the employer will be held administratively liable.

Rules are created for the purpose of:

strengthening labor discipline at the enterprise;
the most efficient organization of labor in all departments;
rational and effective use of working time and rest time;
increasing labor productivity and quality of manufactured products.

When checking by the labor inspectorate, the Rules are requested for verification first. If this document is not present at the enterprise, then the employer will be held administratively liable under Art. 5.27 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 developing the layout, it is submitted to the trade union for approval. If the trade union agrees with this version 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 model of the Rules to the employer with comments. The employer is obliged to take them into account or must sign the Rules in the existing version, while signing a protocol of disagreements with the trade union.

Every employee must be familiar with the Rules. Before the employer invites 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 on, the employer can punish the employee for violating labor discipline and apply disciplinary action to him.

Labor discipline, as stated in Art. 189 of the Labor Code of the Russian Federation are the rules of conduct for employees at an enterprise established by law. The rules are a written statement of labor discipline standards at each specific enterprise. Labor discipline is the internal work routine.

Model internal labor regulations

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

general provisions - who they apply to, how they are revised or amended, other general information;
rules on admission, transfer and dismissal;
a list of documents that the applicant must submit to the employer upon admission;
responsibilities of the employee to fulfill the terms of the employment contract, labor functions and labor discipline;
the employer’s obligations to provide workers with work and a workplace, to pay their workers and ensure health safety;
working hours - the start and end times of the working day, the length of the work week, the number of shifts per day, the number of workers who have irregular working hours, as well as their positions. If the enterprise has introduced a shift work schedule, then it is necessary to indicate the beginning and end of each shift, its duration, and the number of shifts in a work week. That is, this section indicates the daily work schedule;
rest time for their employees - provision of a lunch break, its duration, 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 workers must have additional breaks for heating and rest. The Rules must indicate 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 work performed, in accordance with Art. 191 Labor Code of the Russian Federation - announcement of gratitude, payment of bonuses, presentation valuable gifts And so on;
responsibility of both parties for violations of the terms of the employment contract, labor rules and discipline.

The rules reflect the internal specifics of work for a particular employer, and are developed taking into account these specifics. The employer must reflect in this document as many situations as possible that may arise during the performance of labor activities by employees and the conduct of business activities of the enterprise as a whole. The more detailed the Labor Regulations are, the fewer judicial precedents there will be.

Since the Labor Code of the Russian Federation does not have clear instructions on how the Rules should be drawn up, when drawing up it is necessary to rely on Section 8 of the Labor Code of the Russian Federation and on Resolution of the USSR State Labor Committee of July 20, 1984 No. 213 “On approval of the Standard Rules of Internal Labor Regulations for workers and employees of enterprises, institutions, organizations." Although this document is already somewhat outdated, it often helps the employer when drawing up.

It is also recommended to refer to the State Standard of the Russian Federation 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 employer’s emblem, code, OGRN, INN and KPP, full name of the organization indicating the organizational and legal form, full address of the location, contact details, date of the document and its registration number, approval stamp, resolutions of persons, in accordance with by which this document was developed and approved;
seal impression;
marks about the presence of applications;
notes about the executor of the document.

Responsibility for violation of internal labor regulations

When conducting inspections at an 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 legislation, then penalties will be applied to the employer in accordance with Art. 5.27 Code of Administrative Offenses of the Russian Federation.

For violation of labor legislation, the employer is subject to a fine 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 himself, as a legal entity, is subject to a fine of 30 to 50 thousand rubles. An alternative to a fine is the suspension of the activities of a legal entity for a period of up to 90 calendar days;
If the employer is an individual entrepreneur, then he is subject to a fine of 1 to 5 thousand rubles, or suspension of the activities of the individual entrepreneur for up to 90 calendar days.

I CONFIRM:


(name of employer)				(approval stamp)


INTERNAL LABOR RULES

				(a note indicating that the opinion of the representative body of employees was taken into account)

Chapter 1. General provisions

1. These Internal Labor Regulations are introduced for employees

2. These Internal Labor Regulations regulate the procedure for hiring and dismissing employees, fundamental rights, obligations of the parties to an employment contract, working hours, rest periods, incentives and penalties applied to employees, as well as other issues of regulating labor relations in the organization.

Chapter 2. Basic rights and obligations of employees

3. Every 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 state regulatory requirements for labor protection and the conditions provided for by the collective agreement;

Timely and full payment of wages in accordance with your qualifications, complexity of work, quantity and quality of work performed;

Rest ensured by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the 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;

Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement;

Conducting collective negotiations and concluding collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement, agreements;

Protection of your labor rights, freedoms and legitimate interests by all means not prohibited by law;

Resolution of individual and collective labor disputes, including the right to strike, in the manner established by the Labor Code of the Russian Federation and other federal laws;

Compensation for damage caused to him in connection with the performance of labor duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation and other federal laws;

Compulsory social insurance in cases provided for by federal laws;

4. Each employee is obliged:

Conscientiously fulfill his labor duties assigned to him by the employment contract;

Comply with internal labor regulations;

Maintain labor discipline;

Comply with established labor standards;

Comply with labor protection and occupational safety requirements;

Treat with care the property of the employer (including the property of third parties located at the employer, if the employer is responsible for the safety of this property) and other employees;

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 located at the employer, if the employer is responsible for the safety of this property),

Do not disseminate false and distorted information about the employer and information discrediting the business reputation of the employer;

Conclude an agreement on full financial liability in the event of starting to work with material assets on a legal basis and provided that the work performed by the employee or his position is included by law in the list of those for which it is permissible to conclude an agreement on full financial liability;

5. The range of duties (work) that each employee performs in his specialty, qualification or position is determined by individual employment contracts concluded with employees, job descriptions And internal regulations organization, technical rules.

Chapter 3. Basic rights and obligations of the employer

6. The employer has the right:

Conclude, amend and terminate employment contracts with employees in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Conduct collective negotiations and conclude collective agreements;

Encourage employees for conscientious, effective work;

Demand that employees perform their job duties and take care of the employer’s property (including the property of third parties owned by the employer, if the employer is responsible for the safety of this property) and other employees, and comply with internal labor regulations;

Bring employees to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws;

Adopt local regulations, make changes to existing local regulations;

7. The employer is obliged:

Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of the collective agreement, agreements and employment contracts;

Provide employees with work stipulated by the employment contract;

Ensure safety and working conditions that comply with state regulatory labor protection requirements;

Provide employees with equipment, tools, technical documentation and other means necessary to perform their job duties;

Provide workers with equal pay for work of equal value;

Pay the full amount of wages due to employees within the time limits established in accordance with the Labor Code of the Russian Federation, the collective agreement, these internal labor regulations, and employment contracts;

Conduct collective negotiations, as well as conclude a collective agreement in the manner established by the Labor Code of the Russian Federation;

Provide employee representatives with complete and reliable information necessary for concluding a collective agreement, agreement and monitoring their implementation;

Introduce employees, upon signature, to the adopted local regulations directly related to their work activities, with changes made to them;

Consider submissions from the relevant trade union bodies and other representatives elected by employees about identified violations of labor legislation and other acts containing labor law norms, take measures to eliminate the identified violations and report on the measures taken to the specified bodies and representatives;

Create conditions that ensure the participation of employees in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement;

Provide for the everyday needs of employees related to the performance of their job duties;

Carry out compulsory social insurance of employees in the manner established by federal laws;

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 under the conditions established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation;

Perform other duties provided for by labor legislation and other regulatory legal acts containing labor law standards, collective agreements, agreements, local regulations and employment contracts.

Chapter 4. Procedure for hiring, dismissal and dismissal of employees

Recruitment.

8. When applying for a job, the employer has the right to demand, and the employee is obliged to provide the following documents:

Passport or other identification document;

A work record book, with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;

Insurance certificate of state pension insurance;

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

Document on education, qualifications or special knowledge - when applying for a position that requires special knowledge or special training. These positions are:

A certificate of the presence (absence) of a criminal record and (or) the fact of criminal prosecution or the termination of criminal prosecution on rehabilitative grounds, issued in the manner and in the form established by the federal executive body exercising the functions of developing and implementing state policy and legal regulation in the field of internal affairs - when applying for a job related to activities to which, in accordance with the Labor Code of the Russian Federation, other federal laws, persons who have or have had a criminal record, are or have been subject to criminal prosecution are not allowed.

9. The employer is obliged to keep work books for each employee who has worked for him for more than five days, if the work is the main one for the employee. When concluding an employment contract for the first time, a work book and an insurance certificate of state pension insurance are issued by the employer at his own expense. If a person applying for work does not have a work book due to its loss, damage or for any other reason, the employer is obliged, upon a written application of this person (indicating the reason for the absence of a work book), to issue a new work book.

10. When applying for a part-time job, the employer has the right to demand, and the employee is obliged to present to the employer a passport or other identification document. When hiring part-time employees for positions requiring special knowledge, the employer has the right to require the employee to present a diploma or other document on education or professional training or their duly certified copies.

11. When hiring, the employer is obliged to conclude an employment contract with the employee.

The employment contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is given to the employee, the other is kept by the employer. The employee’s receipt of a copy of the employment contract must be confirmed by the employee’s signature on the copy of the employment contract kept by the employer.

An employment contract that is not formalized in writing is considered concluded if the employee began work with the knowledge or on behalf of the employer or his representative. When an employee is actually admitted to work, the employer is obliged to draw up an employment contract with him in writing no later than three working days from the date the employee is actually admitted to work.

12. Hiring is formalized by an order (instruction) of the employer, issued on the basis of a concluded employment contract. The content of the order (instruction) of the employer must comply with the terms of the concluded employment contract.

The employer's order (instruction) regarding employment is announced to the employee against signature within three days from the date of actual start of work. At the request of the employee, the employer is obliged to provide him with a duly certified copy of the specified order (instruction).

13. When hiring (before signing an employment contract), the employer is obliged to familiarize the employee, against signature, with the collective agreement, internal labor regulations, and other local regulations directly related to the employee’s work activity, namely:

14. Suspension from work.

The employer does not allow the employee to work:

Appearing at work in a state of alcohol, drug or other toxic intoxication;

Has not undergone training and testing of knowledge and skills in the field of labor protection in accordance with the established procedure;

In case of suspension for a period of up to two months of an employee’s special right (license, right to drive a vehicle, right to carry a weapon, other special right) in accordance with federal laws and other regulatory legal acts of the Russian Federation, if this entails the impossibility of execution the employee's duties under the employment contract and if it is impossible to transfer the employee with his written consent to another job available to the employer (both a vacant position or work corresponding to the employee's qualifications, and a vacant lower position or lower paid job), which the employee can perform taking into account his state of health . In this case, the employer is obliged to offer the employee all vacancies available in the given area that meet the specified requirements. The employer is obliged to offer vacancies in other localities if this is provided for by the collective agreement, agreements, or employment contract;

At the request of bodies or officials authorized by federal laws and other regulatory legal acts of the Russian Federation;

In other cases provided for by federal laws and other regulatory legal acts of the Russian Federation.

During the period of suspension from work (preclusion from work), the employee’s wages are not accrued, except in cases provided for by the Labor Code of the Russian Federation or other federal laws. In cases of suspension from work of an employee who has not undergone training and testing of knowledge and skills in the field of labor protection or a mandatory preliminary or periodic medical examination (examination) through no fault of his own, he is paid for the entire period of suspension from work as idle time.

Dismissal procedure.

15. An employment contract between an employee and an employer can be terminated only on the grounds provided for by the Labor Code of the Russian Federation and other federal laws.

16. Termination of an employment contract is formalized by order (instruction) of the employer.

The employee must be familiarized with the order (instruction) of the employer to terminate the employment contract against signature. At the request of the employee, the employer is obliged to provide him with a duly certified copy of the specified order (instruction). In the event that an order (instruction) to terminate an employment contract cannot be brought to the attention of the employee or the employee refuses to familiarize himself with it against signature, a corresponding entry is made on the order (instruction).

17. The day of termination of the employment contract in all cases is the last day of work of the employee, with the exception of cases when the employee did not actually work, but in accordance with the Labor Code of the Russian Federation or other federal law, he retained his place of work (position).

18. On the day of termination of the employment contract, the employer is obliged to issue the employee a work book and make payments to him. Upon written application by the employee, the employer is also obliged to provide him with duly certified copies of documents related to work.

19. If on the day of termination of the employment contract it is impossible to issue a work book to an employee due to his absence or refusal to receive it, the employer is obliged to send the employee a notice of the need to appear for the work book or agree to send it by mail. From the date of sending this notification, the employer is released from liability for the delay in issuing the work book. Upon written request from an employee who has not received a work book after dismissal, the employer is obliged to issue it no later than three working days from the date of the employee’s application.

Chapter 5. Working time and rest time

20. A 40-hour work week is established, a normalized working day is established for employees occupying the following positions (employees of the following structural divisions):

For these employees, the following start and end times of work and breaks for rest and food are established:

	Monday Friday	Pre-holiday days
Beginning of work

End of work

The employees listed in this paragraph are provided with days off:

In cases established by law, employees are provided with reduced and part-time working hours.

21. A flexible working time regime is established for employees holding the following positions:

For these employees, the end and total duration of the working day is determined by the work schedule. The duration of working hours during the accounting period should not exceed the normal number of working hours established by law. The accounting period of working time is ______________________________ (week, month, year). The employer ensures the maintenance of summarized records of employees' working time. Summarized recording of working time is introduced taking into account the opinion of the elected body of the primary trade union organization

22. Irregular working hours are established for employees holding the following positions:

These employees are annually provided with an additional paid leave of 3 days to the basic one.

23. Employees are annually granted basic leave of 28 calendar days with the preservation of their place of work (position) and average earnings.

Leave for the first year of work is granted after six months of continuous work with the Employer. In cases provided for by the labor legislation of the Russian Federation, at the request of the Employee, the Employer may provide leave until the expiration of six months of continuous work. Vacation for the second and subsequent years of work may be granted at any time of the working year in accordance with the order of provision of annual paid vacations established by the Employer's vacation schedule.

The order of provision of paid vacations is determined annually in accordance with the vacation schedule approved by the employer, taking into account the opinion of the elected body of the primary trade union organization no later than two weeks before the start of the calendar year in the manner established by Article 372 of the Labor Code of the Russian Federation for the adoption of local regulations.

By agreement between the employee and the employer, annual paid leave can be divided into parts. Moreover, at least one part of this leave must be at least 14 calendar days.

24. For family reasons and other valid reasons, the Employer may, at his request, provide a short-term leave without pay.

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

Chapter 6. Remuneration of employees

26. When paying wages, the employer is obliged to notify each employee in writing:

1) o components wages due to him for the relevant period;

2) on the amounts of other amounts accrued to the employee, including monetary compensation for violation by the employer of the established deadline for payment of wages, vacation pay, dismissal payments and (or) other payments due to the employee;

3) about the amount and grounds for deductions made;

4) about the total amount of money to be paid.

27. Wages are paid to the employee, as a rule, at the place where he performs the work or is transferred to the bank account specified by the employee in a written application on the terms determined by the collective agreement or employment contract.

28. Salaries are paid at least every half month, namely on the following days: “_____” and “_____” days of each month.

If the payment day coincides with a weekend or non-working holiday, wages are paid on the eve of this day. Payment for vacation is made no later than three days before it starts.

29. In case of delay in payment of wages for a period of more than 15 days, the employee has the right, by notifying the employer in writing, to suspend work for the entire period until the delayed amount is paid.

If the employer violates the established deadline for payment of wages, vacation pay, dismissal payments and other payments due to the employee, the employer is obliged to pay them with interest (monetary compensation) in the amount of not less than one three hundredth of the refinancing rate of the Central Bank of the Russian Federation in force at that time from unpaid amounts for each day of delay starting from next day after the due date for payment up to and including the day of actual settlement.

Chapter 7. Labor routine, labor discipline

30. All employees are required to obey the management of the organization.

Employees are obliged to comply with orders, instructions, instructions given by a superior manager, as well as instructions and instructions that are brought to their attention through official instructions or announcements. Any action that may disrupt good order or discipline is prohibited.

These actions include:

Distraction of other employees from work on personal and other issues not related to work;

Distributing publications, leaflets and hanging materials within the organization without appropriate permission;

Bringing unauthorized persons to the employer's premises;

Carrying out personal work at the workplace;

Removal of the employer's property from the territory of the employer and its subdivisions without the employer's permission;

Using the employer's telephone numbers for personal conversations, using computers, cars, other machinery, equipment, and other property of the employer for personal purposes without the permission of management;

Failure to comply with the terms of paid vacations established by the management of the organization;

Leaving your workplace for a long time during working hours without informing management about it.

31. Permission to leave the workplace may be given by the employer’s manager, in particular, in the following cases:

An employee who becomes ill at work must go home;

An unexpectedly serious event in the family;

Call to social security authorities or law enforcement agencies;

Visiting a specialist doctor if necessary;

Laboratory examinations;

Regular medical treatment;

Examinations of a professional nature;

Early care due to the need to go on leave for family reasons.

Any absence from work due to illness, except in cases of force majeure (force majeure), must be reported to management within ________________________.

32. Employees, regardless of their official position, are obliged to:

Show each other courtesy, respect, mutual assistance and tolerance;

Keep outside the organization in complete secrecy all industrial, commercial, financial, technical or other transactions that they become aware of at work or in connection with the performance of their duties, especially everything related to secrets and methods used in the activities of the organization and its clients .

Incentives for work

33. The employer encourages employees who conscientiously perform their job duties in the form of:

1) announcements of gratitude,

2) issuing a bonus,

3) rewarding with a valuable gift,

4) awarding a certificate of honor,

5) nominations for the title of best in the profession,

Incentives are announced in an order or directive, brought to the attention of the entire team and entered into the employee’s work book.

Disciplinary action

34. For committing a disciplinary offense, that is, failure or improper performance by an employee through his fault of the labor duties assigned to him, the employer has the right to apply the following disciplinary sanctions:

1) remark;

2) reprimand;

3) dismissal for appropriate reasons.

35. Dismissal as a disciplinary measure can be applied on the grounds provided for in paragraphs 5, 6, 9 or 10 of part one of Article 81 or paragraph 1 of Article 336 of the Labor Code of the Russian Federation, as well as paragraph 7 or 8 of part one of Article 81 of the Labor Code of the Russian Federation in cases where guilty actions giving grounds for loss of confidence, or, accordingly, an immoral offense were committed by an employee at the place of work and in connection with the performance of his job duties.

When imposing a disciplinary sanction, the severity of the offense committed and the circumstances under which it was committed must be taken into account.

36. Before applying a disciplinary sanction, the employer must request a written explanation from the employee. If after two working days the employee does not provide the specified explanation, then a corresponding act is drawn up.

Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

Disciplinary action is applied no later than one month from the date of discovery of the misconduct, not counting the time of illness of the employee, his stay on vacation, as well as the time necessary to take into account the opinion of the representative body of employees.

A disciplinary sanction cannot be applied later than six months from the date of commission of the offense, and based on the results of an audit, inspection of financial and economic activities or an audit - later than two years from the date of its commission. The specified time limits do not include the time of criminal proceedings.

For each disciplinary offense, only one disciplinary sanction can be applied.

The employer's order (instruction) to apply a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order (instruction) against signature, then a corresponding act is drawn up.

37. If within a year from the date of application of the disciplinary sanction the employee is not subject to a new disciplinary sanction, then he is considered to have no disciplinary sanction.

The employer, before the expiration of a year from the date of application of the disciplinary sanction, has the right to remove it from the employee on his own initiative, at the request of the employee himself.

38. These Internal Labor Regulations come into force _____________ and are valid until __________________________________________.

Amendments to these Internal Labor Regulations are developed and approved by the employer, taking into account the opinion

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An example of internal regulations for communication shops. An example of internal labor regulations in an organization

Labor Code norms in PVTR

Typical PVTR

What can be specified in the PVTR

Who approves PVTR in the organization

Sample order for approval of PVTR

How to familiarize employees with the rules

What labor regulations do not regulate

Internal labor regulations: sample

1. GENERAL PROVISIONS

3. PROCEDURE FOR TRANSFERING EMPLOYEES

4. PROCEDURE FOR DISMISSING EMPLOYEES

5. BASIC RIGHTS AND OBLIGATIONS OF AN EMPLOYER

6. BASIC RIGHTS AND OBLIGATIONS OF EMPLOYEES

7. WORKING TIME

8. REST TIME

9. REMUNERATION

10. INCENTIVES FOR WORK

11. RESPONSIBILITY OF THE PARTIES

12. FINAL PROVISIONS

Internal labor regulations

Model internal labor regulations

Responsibility for violation of internal labor regulations

Incentives for work

Disciplinary action

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An example of internal regulations for communication shops. An example of internal labor regulations in an organization

Labor Code norms in PVTR

Typical PVTR

What can be specified in the PVTR

Who approves PVTR in the organization

Sample order for approval of PVTR

How to familiarize employees with the rules

What labor regulations do not regulate

Internal labor regulations: sample

1. GENERAL PROVISIONS

3. PROCEDURE FOR TRANSFERING EMPLOYEES

4. PROCEDURE FOR DISMISSING EMPLOYEES

5. BASIC RIGHTS AND OBLIGATIONS OF AN EMPLOYER

6. BASIC RIGHTS AND OBLIGATIONS OF EMPLOYEES

7. WORKING TIME

8. REST TIME

9. REMUNERATION

10. INCENTIVES FOR WORK

11. RESPONSIBILITY OF THE PARTIES

12. FINAL PROVISIONS

Internal labor regulations

Model internal labor regulations

Responsibility for violation of internal labor regulations

Incentives for work

Disciplinary action

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