In the first case, the employee should apply to the Director a statement the work on the incomplete working day or week. The statement should state the reason for such transfer, the designated specific days or hours of work and rest.
The head has the right to allow or deny the employee to establish this operation mode. With the exception of those categories of employees listed in article 93 of the Labour code. Them the employer has no right to deny the request (for example, women with a child under 14 years).If the application is signed by the Director, agreed work schedule, issued an order to transfer this particular employee on an incomplete working day (or week).By law, the duration of this transfer is not limited. On the basis of seniority, providing the duration of regular vacation work, part-time working time is not affected.
It is much harder to translate workers for the incomplete working day on the initiative of the administration. Such a need may arise in connection with organizational changes, introduction of new technologies. In order not to lay off employees in droves for redundancy, the employer is given the opportunity to translate them into incomplete working day for a period of up to six months.
If the need arose, the planned event must be agreed with trade Union Committee. Carefully read the collective agreement. In the case where it defines the duration of the working day (and it needs to be spelled out), take care of the amendments. Then you need to acquaint workers with the upcoming changes to their working conditions. It must be done no later than 2 months before the event. Consent to the transfer must be in writing.
If the employee refuses to work under the new conditions, he is dismissed according to item 2 of article 81 of the labour code (layoffs). At the same time he should be given all the guarantees and paid due compensation.
For early termination of the forced mode of operation of issued an order of cancellation and shall be agreed with the trade Union Committee.