Instruction

1

First, it should be clarified that the employee who wishes to use sick leave, may do so not earlier than six months after employment. A worker who was dismissed two months later

**when**the EMA on the job may receive compensation for this period. That is,**when***the dismissal of*the "standard unit" seniority does not matter (unless he's less than a month).2

To count the number of vacation days

**at***termination*, review the period from the time**when**the EMA on the work to date. So,**when**, if in any month the number of days worked was less than 15, then this month you leave not put. Conversely, in the case of more than 15 days worked – laid.3

You should also clarify what is included in the seniority. First, it is all the days when you actually

**when you**have attended in the workplace. Secondly, these are the days of enforced idleness (**when**measures in the event of late payment of wages). And thirdly, those days when you were absent from work for good**in**the rank, but this number of days does not exceed 14.4

According to the Labor code, for each calendar year employee is entitled to 28 calendar days of vacation. Thus, to determine the proper number of rest days in one month, you must solve a simple math problem. For the 12 months necessary 28 days, and one month means: 28/12=2.33 day holiday.

5

If you have additional leave,

**with**measures in the case of work in the far North, it is 28 substitute an increased number of vacation days.6

Once you have determined the seniority and the proper number of days in one month, the number of vacation days, calculate

**with**the help of multiplication. On**with**the action, the employee worked for 2 months. He is entitled to an annual paid leave of 28 days. Thus, 2 months*day 2.33=4.66 days. This implies that the worker is allowed 5 vacation days (Fes allows reduction in a big way).# Advice 2 : How to calculate the number of days of leave with compensation

**Upon**termination of the employment contract, each employee must receive compensation for those days

**leave**, which he did not use. This condition is spelled out in article 127 of the Employment contract of the Russian Federation. But in order to determine the amount of payment you first need to calculate.

Instruction

1

For every year of employment to the employee entitled to a minimum of 28 calendar

*days***of vacation**. This number can be increased if the workplace is located in the Extreme North or equivalent districts. Additional leave based on the employees who work with dangerous and harmful working conditions. From this it follows that for each month the employee is provided with a 2.33 day**holiday**(28*days*/12 months).2

Compensation is calculated on the basis of average daily wage. For calculation is the average number of

*days*in the month to 29.4. First add up all the payments that have been accrued by an employee for time worked. The resulting number, divide by 12 months (if year is worked out completely) and the figure of 29.4.3

The resulting number will be the average daily wage. Now this figure multiply by the number of

*days***of leave**that the employee has not used. The resulting amount shall be paid to the employee as compensation in case of dismissal.4

**If**the calculation of seniority, be aware that the days when the employee was on leave without pay, may be included in experience only if their number does not exceed 14

*days*.

5

If the employee worked for a month not completely round figure. That is, if according to the sheet of accounting of working time, he actually was present at 14

*days*– a month is excluded from the experience.6

Will pay the amount of compensation on the day of dismissal. In that case, if the employee was absent on this day, the work you pay him when he comes for the workbook.

7

**When**calculating the

*days*

**of vacation**, consider the fact that round the figure can only be in a big way. That is, if according to the calculations it is necessary to 17.3 days

**of leave**, take this number in 18

*days*.