Advice 1: How to apply for part-time employment

Employment "white" always arise a contractual relationship between employer and employee. And these relations formally executed between two interested parties, is a contract part-time employment.
Are made to work. What you need to know?

If you are a worker

Not to be confused with part-time employment a part-time job or work to reconcile. It's related concepts, because you can arrange you part-time only for the same position that you already take. No matter whether you want to combine within the same organization, or arranged in combination in the other.

Part-time employment (also part-time job) is working fewer hours per week than the Labour Code for the full rate. For example, the employer wants to take the part-time employee. This means that instead of eight hours per day worker will be busy for 4 hours, and wages, respectively, worked out in time. The same applies to quarter rate or on-demand. For example, if you are on maternity leave, officially you are not working (only employed). When, giving the child in the manger, you go to your office and work there several hours a day, this is equivalent to going to work, but part-time. In this case, no documents are required (all documents about education, employment history, INN, and other data already have your personnel officer). It is only possible to sign an additional agreement to the employment contract or formalize an exit of the decree, taking advantage of the right to a shorter working day. In this case, the documents should be clearly spelled out your work schedule. Because the accounting Department will calculate the salary based on these data. If you work extra hours, payment of jobs must be calculated based on the value of your hour.

If you are a student, retired or unemployed can also apply for a part-time job. In this case, you must give the employer a passport, SNILS, military ID (this rule only applies to reservists), and if the employer will require a work-book and diploma. In addition, if you want information on part time employment has been reflected in your work, you may request this from the employer.

Work should start only after signing an employment contract, otherwise there is a risk to remain without salaries or face the failure of your rights.

If you are a employer or hiring Manager

You can take a part-time job anyone: the pensioner, the worker, employed full time in other organizations, and even minors (persons under the age of 18 cannot be taken on a part-time job). For registration of employee part-time required: the statement of employment, passport, social security number and military ID. Also you can demand that he work book or documents about education.

Employee need to sign a contract that will stipulates the type of employment (in this case incomplete).
If you take the employee on a part-time, in accordance with article 93 of the Labour Code of the Russian Federation are obliged to provide him with an annual or maternity leave on the same basis. The same applies to the calculation of the experience, payment of salaries and bonuses, guarantees, compensations and compliance with other labour rights.

Advice 2: How to make an exit from the decree

There are two options when a woman on maternity leave, goes to work. The first early exit from holiday on care of the child. The second is the planned exit of the decree. In both cases, the output from maternity leave , the enterprise is issued on a unified form.
How to make an exit from the decree
If the woman who has to be in the leave for child care ahead of time goes to work, she must in writing notify the company's management about his desire to get back to the performance of their official duties. Notice in the form of statements you should receive from it within a period not later than two weeks prior to the date of return to work. In a statement, the employee must indicate that he requested to withdraw it from the leave to care for a child.
After you receive a statement from the employee, you must issue an order for the company in the prescribed form on the early exit of workers. The order must specify that in connection with the exit from holiday on care of the child to believe the employee engaged in duties with such – that numbers.
It is possible for a woman to assume his official duties after an exit from holiday on care of the child till one and a half years, and wish to work in part-time working time. In this case, in order on the early release of the employee to work must indicate that a woman will work part-time. This option is possible, because in that case the employee will continue payment of benefits for child care.
If a woman goes from maternity leave according to the plan, and it exactly at the end of this vacation, she should write a statement that it believed engaged in duties on the day following the last day of the end of leave to care for a child. Then you publish the order to withdraw from maternity leave.
On the first day of work employee, you must provide it with working place and duties relevant to the position she held before taking maternity leave.
If the period of maternity leave women workers, it was adopted by another employee, you must give him another present in the organization in the vacant position and if the employee will reject it, then you should fire him. The dismissal issue by order of the company, with payment of all monies owed upon dismissal.

Advice 3: How to draw on the work of minors

As a rule, an employment relationship with an underage employee shall be documented on a General basis. Moreover, the probation period is not established. When the design position of the person who has not attained 18 years of age, a contract. Teens are assigned their reward in full. Moreover, there are restrictions on employment, which vary depending on the age of the specialist and learning in an educational institution.
How to draw on the work of minors
You will need
  • - The labour code of the Russian Federation;
  • - a statement from a minor employee;
  • - written consent of a parent of a person under 18 years of age;
  • - documents of the employee;
  • - documents of the company;
  • - seal of the organization;
  • form of order (form T-1);
  • - standard contract;
  • - the form of the personal card;
  • - form of employment record;
  • - rules of registration of labour books.
Features of labor relations with a minor, the specialists prescribed in article 270 of the labour code, which regulates the standards of payment of working time. Upon receipt of an employeeover the age of 16, accept from him the statement. The document is addressed to the head of the company. In substantial part prescribes the Department name (service) positions, where is taken by the employee. When an employee is issued for workinvolving harmful or hazardous conditions of work, obtain written parental consent.
Check trained the person under 18 years of age, in an educational institution. If he's getting an education in full-time, to take such an employee the labour is forbidden by law. When education is made for extramural and evening form, proceed with further design.
Complete your employment contract. Specify the document in terms of labor, salary, and job title, service, which receives to work specialist. For an employee whose age does not exceed 16 years, set a 24-hour working week. If you accept the worker from 16 to 18 years old, please note that he is entitled to work less than 35 hours per week. The contract may be issued as an indefinite period and for a fixed period.
Make a order. Use the form T-1. Enter the work order document as prescribed in the contract. Sign the order signed by the Director, become familiar with the document with the minor, the employee a receipt.
Make a personal card to the employee who have not attained 18 years of age. Make information about education, personal data and working conditions of the positions. Get the work book for the employee. Enter the information in accordance with the rules. Record about the position, the Department adopted the young worker. Note that in the performance of duties such an employee is owed a vacation that cannot be moved or replaced with compensation.
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