An employee of one firm / company maywork, after her or in her workday on the second job, and do it regularly and formally, with the execution of the contract and the appropriate receipt of wages and all due payments. This form of labor is called external compatibility - if the employee works in different enterprises, and internal compatibility - if on the same.
And quite officially you can work not onlyon two, but also on three or more works. For example, on the main for a full-time, on the second - for 0.5, for the third - for 0.25. Internal and external compatibility is common in both public and private structures. And although the latter have at times more options, the basic provisions for all remain the same.
Registration of the part-time worker
According to the legislation,image a person can and should be formalized. The standard package of documents is sent to the personnel department: passport, identification code, etc. It is impossible to provide the original labor because it is in the main place of work, but the person has the right to demand, and the personnel department to issue a certified extract.
Further it is necessary to sign the contract with the enterprise for which the part-time job is performed. The registration is as follows:
- a candidate's application for employment is submitted, with the attached documents;
- at the enterprise the labor contract is made;
- the head of the enterprise issues an order for employment. Even if there is no order as such, the contract is considered concluded from the moment the employee commits his duties.
In the personnel and accounting department a personal card is entered into the employee and the personnel number is assigned.
Contract for part-time
The contract is made, as a rule, on the basis of the standard agreement of the institution. And necessarily includes the following information:
- date of drawing up, name, requisites of the employee and the employer and their signatures;
- rights and obligations of the parties;
- payment order;
- provisions regarding working hours and rest;
- information on the possibility and procedure for termination of the contract;
- period of validity of the document.
The last point is quite important.The contract can be of two types - urgent and indefinite. In the first case, it operates until a certain period, after which it can be terminated permanently or extended further. In the second, it acts until one of the signatories decides to terminate the external compatibility. The entry in the workbook is made at the main place of work (at the request of the employee).
The trial period and the procedure for its appointment
The decision on the appointment of a probationary period is made by the head. If the post for which the employee is accepted assumes a test period, then he can be appointed.
Also probation period can be appointedleader, if he considers it necessary (although the post may not require his passage). In any case, this should be reflected in the employment contract.
Working hours and wages
Part-time worker should not workmore than four hours a day. Full-time work (but not longer) is allowed only if the main place at the moment is a day off or vacation. However, these rules apply only to public servants, there are no such strict acts regarding employees of private firms. However, a person should not work more than 40 hours a week.
In general, it is desirable to take into account the time worked and to maintain compliance - part-time work should not take more than half of the time that is spent on the main job.
The payment of labor to such an employee is determined bya manager who can at the same time proceed from such indicators as the number of hours worked, the sales figure, the amount of work performed, etc. It is also necessary to accept the allowances assigned to the main employees in such a position. The methodology of calculating wages can also be reflected in all details in the contract.
In addition, there is a provision, according towhich, external work must be paid in accordance with the established minimum. If after calculation the salary goes out less, the legislation stipulates additional payments.
Full time job
In terms of hours worked, the external part-time worker cannot legally work full-time in both jobs. However, full-time pay is possible.
Wage setsthe employer, and he can assign to the external part-time worker the same pay that basic workers receive at such a position. All these nuances must be present in the contract.
Operating mode
The law regulates not onlypart-time operation time, but conditions. If the main job is harmful to health, then the employer does not have the right to take the employee for the second, also with harmful conditions. If external part-time job involves severe or harmful conditions, the employee should provide a certificate from the first workplace that he does not perform such work there.
The same applies to traffic control officers and drivers.
Maternity, educational and planned vacation
External part-timers are eligible for annualleave of not less than the deadline set by the state, as well as compensation in the event that the leave was not used. The employment contract must contain information regarding the procedure for granting, and its time is indicated in the schedule of leave of the enterprise.
In addition, the Labor Code states that leavemust be provided at the same time at the main and additional place of work. Its duration should also be the same. Since it is possible to arrange external secondary employment without the knowledge of the main employer, the responsibility for compliance with this rule lies with the employee. It is advisable for him to warn both employers in advance and agree on dates.
If at the second job the employee workedless than six months, the company should provide him with an advance payment. In the case when the person has more free days at the main place of work, on the second part-time worker may take additional ones at his own expense.
In addition, the employee can take a vacation in such cases:
- if he labored irregularly;
- if you were doing a special job;
- if he has sufficient experience;
- as a reward from the employer.
Secondary employment provides for the right tomaternity and study leave. The first is provided for the same period on both the main and the additional place of work. If an employee has worked at both enterprises for the last two years, she can receive maternity pay there and there. Sick leave is served in both places.
Child care assistance, however, the law permits only one place of work to be paid, and the expectant mother is allowed to choose exactly where.
As for the study leave, then, according tolegislation, it is provided on the basis of documents from the educational institution at the main workplace. Apprenticeship benefits are also available only there. The laws governing external part-time work do not provide for part-time workers.
An employee at this time can either take leave foryour account, or continue to perform your duties - this will not be considered a violation, as the work is performed in spare time part-time.
Sickness Allowance
Hospital part-timeprovided for by law, but only if the employee has worked for at least two years. Rather, this experience gives the right to the payment of benefits for temporary disability. If it is not, then the payment of sick leave is only for one place of work.
Job Notes
As already mentioned, man does not needto inform the management that he decided to get a second job and to arrange external job placement. A record in the workbook in this case appears only if the employee himself wishes, on the basis of a document confirming the fact of work. The absence of such a record is not a violation.
Additional duties and positions
Combination and part-time job - two prettysimilar, but with specific differences of concept. If at part-time the second work is performed in the free time from the first time, then at the combination of posts or professions - during the main work, in parallel, without release from it. Performance of duties of other employee for the period of his absence belongs here. The law does not limit the number of positions and work that can be performed by one employee.
Who can occupy several positions
Previously, labor law limited the circleprofessionals who were allowed to combine positions. However, in 2009 this changed. Now, according to the rules, it is possible for any person to combine if he agrees (here there is a serious difference from the conditions that work part-time puts before people: cooperation in two or more enterprises is not allowed for police officers, some scientists and some other categories of citizens ).
The only restriction concerns the leaders of an organization or institution - people who occupy such positions cannot at the same time perform supervisory functions, for example, be auditors.
Decor
For registration it is necessary that the necessary positionwas present in the staffing of the enterprise. The head of a state institution has the right to independently approve the staff list. The consent of the body performing the functions of the founder is not required for this. Moreover, it is possible to combine both a position for which a full rate is provided, and a position with a 0.75 or 0.25 rate.
The scope and duration of the dutiesdetermines the employer with the written consent of the employee. In practice, this is formalized by an order drawn up in a free form, in which the deadline, the amount of new responsibilities, the size of the surcharge are entered. The employee must give his consent in writing, for example, writing on the order "I do not mind" and putting his signature.
No legal restriction regardingtime during which the employee can perform the work on the combination. Both the employee and the employer may terminate the work on the combination ahead of time - this should be warned in writing and no later than three working days.
Payment
Законодательство не регулирует минимальный или the maximum amount of remuneration, therefore, the amount of surcharges is established by agreement of the parties. At state-owned enterprises, the size is determined in relation to the salary of the main position. For example, plus 55% salary, 0.25 salary, etc. However, although the combination and part-time job are quite well provided by law, there are no clear and ambiguous calculation schemes for private firms. Here, how much a person will receive in the end depends largely on the decision of the manager.
Thus, an employee performingcombination of professions or positions, there should be surcharges. However, they are not required if the employee does additional work. In this case, a bonus is possible if it is provided for in the provision on incentive payments, which is accepted in this particular institution.
