Are you an employer and don't know how to normalize the order granting leave and to determine their periods for their employees? First, make a point about the mandatory use of vacation according to the schedule in the work rules and fix this provision in employment contracts. Second, making a schedule, notify about the time of the start of the leave for each employee under the painting. When scheduling vacations, consider particularities of the classification of holidays according to the Labour code.
There are the following types of leave:
- paid annual (basic and additional);
- leave without pay;
- educational leave;
- leave for pregnancy and childbirth;
- leave to care for a child;
- leave to employees who adopt children.
When scheduling vacations, keep in mind that certain categories of workers, the duration of the holidays are different:
- workers under the age of 18 vacation - 31 calendar days;
- seasonal workers - 2 days per month of work;
- employees with disabilities (of any group) is not less than 30 calendar days;
- teaching staff vacation 42-56 calendar days;
- workers associated with work with chemical weapons - 49 and 56 calendar days;
- professional emergency rescue services and units is 30-40 days.
Analyzing the structure of employees in your organization, identify the category of those persons who are on vacation.
- all employees (including part-time: article 287 of the labor code);
- seasonal workers (article 295 of the labour code);
- persons working under fixed-term employment contracts for up to 2 months (article 291 of the LC RF);
- homeworkers (article 310 of the labour code).
The holidays can be provide after 6 months of work without interruption. The period of probation in this half-year included.
By agreement of employer and employee the leave can be granted before the expiration of 6 months (article 122 TC RF).
Legal leave (28 working days) includes non-working days. The exception of public holidays.