You will need
  • - written warning two months;
  • order free form;
  • - an additional agreement to the labour contract;
  • - a written offer for another job (if the employee does not agree to new conditions);
  • - the payment of compensation for 2 weeks (if the employee leaves because of the changes).
A shorter working week or time entails a reduction in cash compensation for the performed work. Payroll in connection with changes shall be in accordance with article 93 of the labour code and pay in proportion to time worked or work performed.
For registration of the reduction of the working week or working time, the employer must notify all employees in writing 2 months prior to the introduction of new conditions (part 2 of article 74 of the LC RF). Every employee is obliged to give agreement or disagreement with the new regime and, as a result, with changes in wages.
If the employee agrees to work under the new regime for lower wages, the employer issues the order on changes. The order is made in free form, as a unified version of the document does not exist (article 9 paragraph 2 of the Federal law 129-F3 from 21.11.96.). In the order specify the order of the changes, the number of working hours, reducing shift or working day, the start date of the new order and deadlines for reductions in time.
After the release of the order should be apprised him of the employee. Make a supplementary agreement to the employment contract, specifying all the points for which conditions of work and payment changed.
If the employee does not agree to work in a mode of incomplete working hours and in the new form of remuneration, the employer is obliged to offer work in this area. If such work is not, the employee has the right to resign. In this case, the employer must pay an allowance for two weeks in average earnings (article 139, 178 TK the Russian Federation).
A shorter working week or working time shall not entail a reduction of vacation or reducing the number of paid compensation days for vacation during layoffs (position 922 p. 12).