If the day of dismissal falls on a holiday, what should you do in such a situation? Let's turn to Art. 14 Labor Code of the Russian Federation, which is devoted to determining deadlines in the work process. According to it, if the employee’s departure date falls on a weekend or holiday, the next working day should be considered the day of termination of the contract.

For example, if an employee works five days a week, and the day of leaving the organization falls on Saturday or Sunday, the calculation and issuance of the work book are postponed to the next working day, i.e. Monday.

Is it possible to fire an employee on a day off?

Whether the dismissal is formalized on a holiday or on a working day, in any case, the employer is obliged to ensure the timely implementation of all procedures necessary for this. Otherwise, the employee may go to court. Judicial practice shows that decisions are more often made in favor of dismissed citizens.

If the employee has a day off (the administration is working)

In this section we will tell you whether it is possible to fire an employee on a day off if the person works in shift schedule. The termination date of the contract may fall on a day that is a non-working day for the worker. What should an employer do?

He needs to invite the dismissed person to the HR department on his day of rest for documents.

If the dismissal is issued on the employee’s day of rest, the date of the order corresponds to the current one. We enter the actual date of dismissal in the work book. The employee will receive the payment on the day of termination of the employment contract.

It may happen that on his legal day of rest, which coincides with the day of dismissal, the person resigning does not show up. In this case, the administration must:

• send by mail to the person being fired registered letter with notification of the need to come for personnel documents or consent to their sending by mail;
• issue a paycheck to the dismissed person no later than the next day after receiving the corresponding request from him.

If the administration has a day off (the employee’s last day of work)

If an employee has a rotating work schedule, the day he leaves the organization may fall on a Saturday or Sunday, which may be non-working days for the HR and accounting departments.

In this case, according to Art. 84.1 Labor Code of the Russian Federation, the worker should be given a paycheck and work book on the date specified in the dismissal application. And the employer does not have the right to postpone the completion of these procedures to the next day.

Therefore, the employer will have to involve an accountant and personnel worker to work on a day off. For going out on a day of rest, they are entitled to double pay or the right to an additional day of rest (see letter of Rostrud dated June 18, 2012 No. 863-6-1).

If both the employee and the administration have a day off

But it may happen that both the employee and the administration of the enterprise have a day of rest on the date of dismissal of the employee. What to do?

In this case, we act according to Art. 14 Labor Code of the Russian Federation, which states that the date of termination of the contract should be considered the working day following the weekend. On the last working day, we issue the employee a pay slip and a work report, in which we indicate the actual date of termination of the contract.

When to place an order and on what date

The order can be issued on any day after the date of filing the application for dismissal, but no later than the last working day of the resigning employee. When issuing a work book, the employee should be familiarized with the contents of the order upon signature.

Employer's liability

As it says Art. 236 Labor Code of the Russian Federation, the head of the company is financially responsible for the delay in payment of wages and other payments due to the employee.

If the head of the company violates deadline issuing a settlement upon termination of the employment contract, he will have to pay it together with monetary compensation. Its size is not less than 1/300 of the refinancing rate of the Central Bank of the Russian Federation in force at that time for amounts not paid on time for each day of delay, starting from the next day after the scheduled payment date, including the day of actual settlement.

1. Sample. Order head of the organization about indexing amounts of damages ( indexing V communications with federal law of November 24, 1995 No. 180-FZ)

   Employment contract, contract → Sample. Order of the head of the organization on indexation of amounts of compensation for harm (indexation in connection with federal law of November 24, 1995 No. 180-FZ)

   indexing V communications with federal law of November 24, 1995 no. 180-fz order about indexing amounts of damages no. date on communications with a work injury sustained at work, the amount of compensation...

2. Sample. Order head of the organization about indexing amounts of compensation for damage (if indexing amount of damages)

   Employment agreement, contract → Sample. Order of the head of the organization on indexation of the amounts of compensation for harm (when indexing the amounts of compensation for harm)

   at indexing amounts of compensation for damage order about indexing amounts of damages no. date by order no. from in compensation for damage caused by labor injury gr. ...

3. Sample. Order about dismissal in communications upon expiration of the contract

   Employment agreement, contract → Sample. Order of dismissal due to expiration of contract

   Murmansk 08/07/97 order n 1. Boris Aronovich Kryukin - senior legal adviser, to dismiss communications with the expiration of the contract concluded with...

4. Formulation order about dismissal in communications with petty theft admitted at the place of work

   Employment agreement, contract → Wording of the dismissal order in connection with petty theft committed at the place of work

   According to clause 8 of Art. 33 wording order about dismissal may be the next city. Moscow May 15, 1996 order n 1. Nozdracheva Anatoly Petrovich, program...

5. Sample. Order about dismissal in communications with the fact that the test period was not met

   Employment agreement, contract → Sample. Order of dismissal due to the fact that the probationary period was not met

   order n Vladimir 10/17/95 1. Petrov Valery Nikolaevich - accountant of the accounting department to be dismissed effective October 18, 1995,...

6. Sample. Order about dismissal in communications with conscription into the armed forces of the Russian Federation

   Employment agreement, contract → Sample. Order of dismissal in connection with conscription into the armed forces of the Russian Federation

   order n 04/29/95 city. Moscow 1. Sidorenko Nikolai Vadimovich - manager, dismiss in communications with conscription into the armed forces...

7. Order on the state farm on consideration of an application for dismissal from the state farm communications with the organization of peasant farming

   Employment agreement, contract → Order for the state farm to consider an application for dismissal from the state farm in connection with the organization peasant farm

   order n on the state farm (name of the farm) "" 20 on the consideration of the application of comrade. (f., i., o.) (position, place of work, ...

8. Statement of claim for indexing salary 2

   Statements of claim, complaints, petitions, claims → Statement of claim for indexation wages 2

   Statement of claim for indexing salary, I am in an employment relationship with the defendant. in accordance with by order(employment contract, date/month/year, number) I hold the position (name). in accordance with Art. 134 labor code...

9. Statement of claim for indexing amounts awarded

   Statements of claim, complaints, petitions, claims → Statement of claim for indexation of awarded amounts

   Chenia, i.e. the amount collected by the court was actually collected (date) (not actually collected) the amount has lost its former purchasing power and in accordance with Article 12 of the Civil Code of the Russian Federation and Article 208 of the Civil Code of the Russian Federation, the value of the collected amount needs to be indexing. please produce...

10. Sample. Order communications with injury, occupational disease or other damage to health, related with the performance of work duties (in the case of the initial assignment of compensation to the victim)

    Employment agreement, contract → Sample. Order from the head of the organization on compensation for damage in connection with injury, occupational disease or other damage to health associated with the performance labor responsibilities(for the initial assignment of compensation to the victim)

    when initially assigning compensation to the victim order on compensation for damage communications with injury, occupational disease or other damage to health, related with fulfilled...

11. Statement of claim for indexing awarded amounts in accordance with Art. 208 Code of Civil Procedure of the Russian Federation

    Statements of claim, complaints, petitions, claims → Statement of claim for indexation of awarded amounts in accordance with Art. 208 Code of Civil Procedure of the Russian Federation

    Executed judgment transferring the entire amount only months later - “” 20. During this time, the purchasing power of the amounts due to me as a result of inflation decreased significantly. on the basis of Art. 208 Civil Procedure Code of the Russian Federation please produce...

12. Statement of claim for indexing wages

    Statements of claim, complaints, petitions, claims → Statement of claim for wage indexation

    Name of the court plaintiff: address: defendant: address: statement of claim for indexing wages for 2009-2010 I, Nail Galimzyanovich Garipov, have held...

13. Sample. Performance control book orders on conducting an inventory ( order Ministry of Finance of the Russian Federation dated June 13, 1995 No. 49)

    Enterprise records management documents → Sample. Book of control over the implementation of orders for inventory (order of the Ministry of Finance of the Russian Federation dated June 13, 1995 No. 49)

    application no. 2 to guidelines for inventory of property and financial obligations, approved by order Ministry of Finance of the Russian Federation dated June 13, 1995 no. 49 +-+ order composition of inventory - beginning of inventory - windows...

14. Sample. Order head of the organization for damages in communications with injury or other damage to health, related with the performance of work duties (with the extension of payment of compensation for harm to the victim)

    Employment agreement, contract → Sample. Order of the head of the organization on compensation for harm in connection with injury or other damage to health associated with the performance of work duties (if the payment of compensation for harm to the victim is extended)

    when extending the payment of compensation for harm to the victim order on compensation for damage communications with injury or other damage to health, related with the performance of labor duties (on...

15. Sample. Order on conducting an inventory of property and financial obligations ( order Ministry of Finance of the Russian Federation dated June 13, 1995 No. 49)

    Accounting statements, accounting→ Sample. Order on conducting an inventory of property and financial obligations (order of the Ministry of Finance of the Russian Federation dated June 13, 1995 No. 49)

    application no. 1 to the guidelines for inventory of property and financial obligations approved by order Ministry of Finance of the Russian Federation dated June 13, 1995 no. 49 order no. (decree, order) ...

Labor agreement(form and sample)

Finally, all the interviews and tests are over, and you are hired for the job you want. The final completion of recruitment is the conclusion of an employment agreement with the employer. The employment agreement form does not have an officially approved form, therefore, as a rule, each employer uses its own form. However, drawing up such an agreement requires mandatory consideration of the provisions of the Labor Code of the Russian Federation. The following example will help the employee take into account possible nuances when signing it.

Employment agreement form

The conclusion of an employment agreement between an employee and an employer is primarily aimed at streamlining the relationship between the parties, as well as at fixing the most important points characterizing labor activity at a specific employer. For this purpose, a document is drawn up in written form.

The legislator, highlighting important points, enhances their significance and calls them essential (or mandatory) conditions of the employment agreement. Next we will reveal them.

And at this stage, the first conclusion that the employee must remember is that an employment agreement is a written document that is considered concluded if it contains essential conditions.

The employment contract offered to the employee for signing is filled out by the employer on the company’s letterhead according to a model previously developed by him.

At the same time, when filling out the employment agreement form, you must always remember the mandatory conditions and, if necessary, supplement it or, conversely, exclude unnecessary ones.

Essential terms of the employment agreement

The employment agreement is concluded in simple written form in two copies. One of the copies remains in the employee’s hands, the second copy is kept in the HR department of the employer. The agreement must be signed no later than three days from the date of commencement of work in the company. Indeed, in the event of any dispute or conflict with the employer, this document is intended to help resolve and exhaust mutual claims.

Before the employee signs the employment agreement, it should be carefully read to ensure that the form contains all the essential conditions and their compliance with the agreements previously reached during the interview.

The main essential or, as they are also called, mandatory conditions of any employment agreement are:

• place of work. The place of work in the parent company is indicated here, or in case of employment in a branch of the company or its representative office, it is necessary to indicate information about this, including the address of the location;
• position (profession, specialty) for which the employee is hired, in accordance with staffing table companies. This section of the agreement is sometimes called the “employment function.” The work performed must correspond to the position for which the employee is hired;
• start date of work, that is, the day from which the employee directly begins to perform work duties. Here, it is important to distinguish this date from the date of conclusion of the employment agreement, which may not coincide with the start date of work. If the contract is fixed-term, that is, concluded for a certain period, then its validity period must be fixed;
• the amount of official salary, other conditions of remuneration;
• work schedule including working hours and rest time;
• description of the nature of the work (in the office, traveling, etc.);
• condition on the probationary period (which cannot exceed general rule three months);
• other conditions depending on working conditions.

If, when signing the proposed employment agreement form, the employee discovers conditions that do not correspond to the agreements or do not reflect the mandatory working conditions, then before signing the agreement it is necessary to ask the employer to make the necessary changes.

Employment contract 2020 sample free download with employee, individual entrepreneur form

10.02.2020

The concept of “Employment contract” and “Parties to the employment contract” is defined in Article 56 of the Labor Code of the Labor Code of Russia (LC RF). Employment contract- an agreement between the employer and the employee, according to which the employer undertakes to provide the employee with work according to the specified labor function, to ensure the working conditions provided for labor legislation and other regulatory legal acts containing norms labor law, collective agreement, agreements, local regulations and this agreement, pay the employee wages in a timely manner and in full, and the employee undertakes to personally fulfill the terms of this agreement labor function in the interests, under the management and control of the employer, to comply with the internal rules labor regulations valid for this employer.The parties to the employment contract are the employer and the employee.

Download: employment contract form, sample, form

The Labor Code does not define a specific form or sample of an employment contract. The law only defines the form for micro-enterprises (from 01/01/2017).

Download the form (sample):

Other options for downloading an employment contract (all in word, doc):

The forms are approximate.You can choose the most suitable form. Forms can be adjusted depending on specific situation and needs. Individual entrepreneur contracts are presented ( individual entrepreneur), organizations (LLC, JSC, etc.) with an employee. Formsemployment contract with the director, accountant, seller, driver, see this .

Standard form of an employment contract for micro-enterprises

Standard form of employment contract for micro-enterprisesapproved by Government Decree Russian Federation dated 08/27/2016 No. 858 “On the standard form of an employment contract concluded between an employee and an employer - a small business entity that belongs to micro-enterprises”,as amended by Decree of the Government of the Russian Federation dated November 15, 2019 No. 1458 “On amendments to certain acts of the Government of the Russian Federation.”

The document begins to be valid: 01/01/2017.

Effective date of the latest edition: 11/20/2019.

On changes in the TD form according to the resolutiondated 11/15/2019 No. 1458 (excerpt): In paragraphs 9.1.6 and 38 of the standard form of an employment contract concluded between an employee and an employer - a small business entity that relates to micro-enterprises, approved by Decree of the Government of the Russian Federation of August 27, 2016 N 858 “On the standard form of an employment contract concluded between an employee and the employer - a small business entity that belongs to micro-enterprises" (Collected Legislation of the Russian Federation, 2016, No. 36, Art. 5414), replace the words "insurance certificate of compulsory pension insurance" with the words "insurance number of an individual personal account in the individual (personalized) system accounting".

New on the topic

New from 02/10/2020: If an employee wants to have a paper work book and an electronic work book, then he does not need to submit two applications. Experts from 1C came to this conclusion. Source: buh.ru

clarified whether the employer is obliged to draw up or translate an employment contract into the native language of a foreign worker.

New from 12/27/2019: Rostrud experts explained whether an organization can enter into a preliminary employment contract, which would oblige the parties to enter into a main employment contract in the future (Excerpt: labor legislation does not provide for the conclusion of a preliminary employment contract. Labor relations must be formalized only by an employment contract).

New from 04/04/2019: The Ministry of Labor of the Russian Federation, in letter dated 03/07/2019 No. 14-2/B-139, reports that an employer can dismiss an employee upon expiration of the employment contract, even while the employee is on vacation or during a period of temporary disability.

New from 12/28/2018: The Ministry of Labor, in letter No. 14-1/OOG-8602 dated November 12, 2018, reports that payment of wages ahead of schedule does not violate the rights of workers.

New from 12/14/2018: E Rostrud experts report that pOnly a court can recognize a fixed-term employment contract as indefinite (withA fixed-term employment contract is concluded only on the grounds listed in Article 59 of the Labor Code of the Russian Federation.An employment contract concluded for a certain period in the absence of sufficient grounds for this, established by the court, is considered concluded for an indefinite period (Part 5 of Article 58 of the Labor Code of the Russian Federation).

New from 12/14/2018: Omsk regionalthe court, in an appeal ruling dated June 27, 2018 in case No. 33-4045/2018, allowed employers not to index employees’ salaries (with regular payment of bonuses, etc.).

New from 12/06/2018: Rostrud experts explain that reduce wages temporarily probationary period not possible, according to requirementsPart 3 of Article 70 of the Labor Code of the Russian Federation.

New from 10.30.2018: Rostrud experts in the Rostrud report with guidance on compliance Denia mandatory requirements The legal acts for the third quarter of 2018 explain and report:

When can the term of an employment contract be extended using an additional agreement?

When an employment contract includes conditions for providing leave;

The position in the employment contract does not always have to correspond to the qualification reference books.

New from 07/31/2018: The Russian Government in Resolution No. 873 dated 07/26/2018 introduced amendments to the standard form of an employment contract with the head of a state (municipal) institution.

New from 03/30/2018: MIntrud of the Russian Federation in letter dated March 21, 2018 No. 14-2/B-191 clarifies whether numbering of employment contracts is mandatory commercial organization, and what numbering system can be used.

New from 03/19/2018: The Ministry of Labor of the Russian Federation, in letter dated 03/05/2018 No. 14-2/B-148, clarified how the personnel registration of workers involved in work for which various restrictions are defined by law is carried out.

New from 01/18/2018:The Ministry of Labor proposed to supplement the standard form of an employment contract with the head of a state (municipal) institution with new responsibilities. Draft resolution: regulation.gov.ru

New from 10/31/2017: The Russian Ministry of Labor, in letter dated 10/18/2017 No. 14-2/B-935, clarifies the procedure for collecting from an employee amounts spent on his training in the event early termination employment contract.Excerpt: “If dismissed without good reason before the expiration of the period specified in the employment contract or in the agreement on training at the expense of the employer, the employee is obliged to reimburse the costs incurred by the employer for his training.”

New from 10/30/2017: The Ministry of Labor of the Russian Federation, in a letter dated October 19, 2017 N 14-2/B-942, explained whether it is possible, when concluding an employment contract with an employee, to sign a separate agreement, according to which, within a year after dismissal, the employee undertakes not to find employment in competing companies (the Employer does not has the right to restrict the employment of former employees).

New from 10/30/2017: The Ministry of Labor of the Russian Federation, in letter dated October 18, 2017 N 14-2/B-935, clarifies how the termination of an employment contract concluded with a temporary employee while the main employee is on sick leave (when the term of termination of the employment contract is determined by the date on the sick leave).

New from 08/02/2017:

According to Rostrudfor absence mandatory conditions in the employment contract (Article 57 of the Labor Code of the Russian Federation "Content of the employment contract") the employer faces a fine. For more details, see the message from Rostrud.

New from 07/13/2017:
The Russian Ministry of Labor, in letter No. 14-1/B-591 dated June 30, 2017, explained which clauses a micro-enterprise can exclude from a standard employment contract. More details on this one.

Commentary on the standard form of an employment contract for micro-enterprises(Source: government.ru)
Resolution No. 858 of August 27, 2016 approved a standard form of an employment contract, including various options for filling out individual terms and conditions. The standard form of an employment contract at micro-enterprises will help the manager conclude it in accordance with the requirements of labor legislation and take into account the features associated with the performance of specific work related to a specific employee.
Prepared by the Ministry of Labor in pursuance of the list of instructions of the President of Russia following the meeting of the State Council on the Development of Small and Medium Businesses, held on April 7, 2015 (No. Pr-815GS dated April 25, 2015, paragraph 4, subparagraph “b”) and for the purpose of implementing the Federal Law of July 3, 2016 No. 348-FZ “On amendments to the Labor Code of the Russian Federation regarding the specifics of regulating the labor of persons working for employers - small businesses that are classified as micro-enterprises” (hereinafter referred to as Federal Law No. 348-FZ).
In accordance with Federal Law No. 348-FZ, an employer, a small business entity classified as a micro-enterprise, has the right not to adopt local regulations containing labor law standards (internal labor regulations, regulations on wages, shift schedules, etc.). In this case, the terms and conditions that, in accordance with Labor Code regulated by local regulations and must be included in the employment contract, which is concluded on the basis of a standard form approved by the Government of Russia.
The signed resolution approved a standard form of an employment contract, which includes various options for filling out individual terms and conditions. This will provide regulatory flexibility labor relations taking into account the specifics of the activity of a particular employer.
The standard contract form includes special conditions applicable to remote and home workers, which are not used in other cases.
The standard form of an employment contract at micro-enterprises will help the manager conclude it in accordance with the requirements of labor legislation and take into account the features associated with the performance of specific work related to a specific employee.
The implementation of the resolution will reduce the volume of document flow and increase the level of protection of the labor rights of workers working for employers - small businesses, which are classified as micro-enterprises.

The employment contract specifies:
surname, name, patronymic of the employee and name of the employer (surname, name, patronymic of the employer - an individual) who entered into an employment contract;
information about documents proving the identity of the employee and the employer - an individual;
taxpayer identification number (for employers, with the exception of employers - individuals who are not individual entrepreneurs);
information about the employer’s representative who signed the employment contract and the basis on which he is vested with the appropriate powers;
place and date of conclusion of the employment contract.
The following conditions are mandatory for inclusion in an employment contract:
place of work, and in the case when an employee is hired to work in a branch, representative office or other separate structural unit of the organization located in another area - place of work indicating the separate structural unit and its location;
labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications; specific type of work assigned to the employee). If in accordance with this Code, other federal laws Since the performance of work in certain positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then the name of these positions, professions or specialties and qualification requirements they must comply with the names and requirements specified in qualification reference books, approved in the manner established by the Government of the Russian Federation, or corresponding to the provisions of professional standards;
the date of commencement of work, and in the case where a fixed-term employment contract is concluded, also the period of its validity and the circumstances (reasons) that served as the basis for concluding a fixed-term employment contract in accordance with this Code or other federal law;
terms of remuneration (including the size of the tariff rate or salary (official salary) of the employee, additional payments, allowances and incentive payments);
regime of working hours and rest time (if for a given employee it differs from general rules, operating with this employer);
guarantees and compensation for working with harmful and (or) dangerous conditions labor, if the employee is hired under appropriate conditions, indicating the characteristics of working conditions in the workplace;
conditions that determine, in necessary cases, the nature of the work (mobile, traveling, on the road, other nature of work);
working conditions in the workplace;
a condition on compulsory social insurance of the employee in accordance with this Code and other federal laws;
other conditions in cases provided for by labor legislation and other regulatory legal acts containing labor law norms.
If, when concluding an employment contract, it did not include any information and (or) conditions from those provided for in parts one and two of this article, then this is not a basis for recognizing the employment contract as not concluded or for its termination. The employment contract must be supplemented with missing information and (or) conditions. In this case, the missing information is entered directly into the text of the employment contract, and the missing conditions are determined by an annex to the employment contract or a separate agreement of the parties, concluded in writing, which are an integral part of the employment contract.
The employment contract may provide for additional conditions that do not worsen the employee’s position in comparison with established labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, local regulations, in particular:
on clarification of the place of work (indicating the structural unit and its location) and (or) the workplace;
about the test;
on non-disclosure of secrets protected by law (state, official, commercial and other);
on the employee’s obligation to work after training for no less than the period established by the contract, if the training was carried out at the expense of the employer;
on the types and conditions of additional employee insurance;
on improving the social and living conditions of the employee and his family members;
on clarification, in relation to the working conditions of a given employee, of the rights and obligations of the employee and the employer established by labor legislation and other regulatory legal acts containing labor law norms;
on additional non-state pension provision for employees.
By agreement of the parties, the employment contract may also include the rights and obligations of the employee and employer established by labor legislation and other regulatory legal acts containing labor law norms, local regulations, as well as the rights and obligations of the employee and employer arising from the terms of the collective agreement and agreements . Failure to include any of the specified rights and (or) obligations of the employee and employer in the employment contract cannot be considered as a refusal to exercise these rights or fulfill these obligations.

Duration of the employment contract defined in Article 58 of the Labor Code of the Russian Federation
Employment contracts can be concluded:
1) for an indefinite period;
2) for a certain period of not more than five years (fixed-term employment contract), unless a different period is established by this Code and other federal laws. More details in Article 58 of the Labor Code of the Russian Federation

Concept Fixed-term employment contract is introduced in Article 59 of the Labor Code of the Russian Federation.

According to Article 60 of the Labor Code of the Russian Federation Prohibition to demand performance of work not stipulated by the employment contract, except for cases provided for by this Code and other federal laws.

In article 60.1. The Labor Code of the Russian Federation defines the concept Part-time work
An employee has the right to enter into employment contracts to perform other regular paid work for the same employer during his free time from his main job ( internal part-time job) and (or) with another employer (external part-time job). The specifics of regulating the labor of persons working part-time are determined by Chapter 44 of this Code.

In article 60.2. The Labor Code of the Russian Federation talks about: Combination of professions (positions). Expanding service areas, increasing the volume of work. Performing the duties of a temporarily absent employee without release from work specified in the employment contract

Article 61 of the Labor Code of the Russian Federation defines:Entry into force of the employment contract

An employment contract comes into force on the day it is signed by the employee and the employer, unless otherwise established by this Code, other federal laws, other regulatory legal acts of the Russian Federation or the employment contract, or from the day the employee is actually admitted to work with the knowledge or on behalf of the employer or his authorized representative.
The employee is obliged to begin performing his job duties on the date specified in the employment contract.
If the employment contract does not specify the start date of work, the employee must begin work on the next working day after the contract enters into force.
If the employee does not start work on the start day of work established in accordance with part two or three of this article, then the employer has the right to cancel the employment contract. A canceled employment contract is considered unconcluded. Cancellation of an employment contract does not deprive the employee of the right to receive benefits for compulsory social insurance in the event of an insured event during the period from the date of conclusion of the employment contract until the day of its cancellation.

in a person acting on the basis, hereinafter referred to as " Employer", on the one hand, and gr. , passport: series, No., issued, residing at: , hereinafter referred to as “ Worker", on the other hand, hereinafter referred to as the "Parties", have entered into this agreement, hereinafter " Agreement”, about the following:

1. SUBJECT OF THE EMPLOYMENT CONTRACT

1.1. The employee is hired by the Employer to perform work in a position in.

1.2. The employee is required to start working in 2020.

1.3. This employment contract comes into force from the moment it is signed by both parties and is concluded for an indefinite period.

1.4. The work under this agreement is the main one for the Employee.

1.5. The Employee's place of work is at: .

2. RIGHTS AND OBLIGATIONS OF THE PARTIES

2.1. The employee reports directly to the General Director.

2.2. The employee is obliged:

2.2.1. Perform the following job responsibilities: .

2.2.2. Comply with the internal labor regulations established by the Employer, production and financial discipline, treat conscientiously in fulfilling your job responsibilities specified in clause 2.2.1. this employment contract.

2.2.3. Take care of the Employer’s property, maintain confidentiality, and not disclose information and information that is a trade secret of the Employer.

2.2.4. Do not give interviews, conduct meetings or negotiations regarding the activities of the Employer without the permission of its management.

2.2.5. Comply with labor protection, safety and industrial sanitation requirements.

2.2.6. Contribute to the creation of a favorable business and moral climate at work.

2.3. The employer undertakes:

2.3.1. Provide the Employee with work in accordance with the terms of this employment contract. The Employer has the right to require the Employee to perform duties (work) not stipulated by this employment contract only in cases provided for by the labor legislation of the Russian Federation.

2.3.2. Provide safe conditions work in accordance with the requirements of the Safety Regulations and labor legislation of the Russian Federation.

2.3.3. Pay the Employee in the amount established in clause 3.1. this employment contract.

2.3.4. Pay bonuses and remuneration in the manner and on the terms established by the Employer, provide financial assistance taking into account the assessment of the Employee’s personal labor participation in the Employer’s work in the manner established by the Regulations on Remuneration and other local acts of the Employer.

2.3.5. Carry out compulsory social insurance of the Employee in accordance with current legislation RF.

2.3.6. Pay for training, if necessary, in order to improve the Employee’s qualifications.

2.3.7. Familiarize the Employee with labor protection requirements and internal labor regulations.

2.4. The employee has the following rights:

• the right to provide him with the work specified in clause 1.1. this employment contract;
• the right to timely and full payment of wages;
• the right to rest in accordance with the terms of this employment contract and legal requirements;
• other rights granted to employees by the Labor Code of the Russian Federation.

2.5. The employer has the right:

• encourage the Employee in the manner and amount provided for by this employment contract, the collective agreement, as well as the conditions of the legislation of the Russian Federation;
• involve the Employee in disciplinary and financial liability in cases provided for by the legislation of the Russian Federation;
• exercise other rights granted to him by the Labor Code of the Russian Federation.

3. CONDITIONS OF PAYMENT FOR THE EMPLOYEE

3.1. For the performance of labor duties, the Employee is established official salary in the amount of rubles per month.

3.2. When performing work of various qualifications, combining professions, working outside normal working hours, at night, on weekends and non-working hours holidays etc. The employee receives the following additional payments:

3.2.1. Work on weekends and non-working holidays is paid double.

3.2.2. An employee who performs for the same employer, in addition to his main work, stipulated by the employment contract, extra work in another profession (position) or acting as a temporarily absent employee without release from his main job, an additional payment is made for combining professions (positions) or performing the duties of a temporarily absent employee in an amount determined additional agreement to this agreement.

3.2.3. Overtime work is paid for the first two hours of work at least one and a half times the rate, for subsequent hours - at least twice the rate. At the Employee's request, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.

3.3. Downtime caused by the employer, if the Employee warned the employer in writing about the start of downtime, is paid in the amount of at least two-thirds of the Employee’s average salary. Downtime due to reasons beyond the control of the employer and the Employee, if the Employee warned the employer in writing about the start of downtime, is paid in the amount of at least two-thirds of the tariff rate (salary). Downtime caused by the Employee is not paid.

3.4. The conditions and amounts of payment of incentives by the Company to the Employee are established in the collective labor agreement.

3.5. The Employer pays wages to the Employee in accordance with the “Regulations on Remuneration” in the following order: .

3.6. Deductions may be made from the Employee's salary in cases provided for by the legislation of the Russian Federation.

4. WORKING AND REST TIME REGIME

4.1. The employee is given a five-day pay working week lasting 40 (forty) hours. Weekends are Saturday and Sunday.

4.2. During the working day, the Employee is given a break for rest and food from one hour to one, which is not included in working hours.

4.3. Work of the Employee in the position specified in clause 1.1. agreement is carried out under normal conditions.

4.4. The employee is granted annual leave of 28 calendar days. Vacation for the first year of work is granted after six months of continuous work in the Company. In cases provided for by labor legislation, at the request of the Employee, leave may be granted before the expiration of six months of continuous work in the Company. Leave for the second and subsequent years of work may be provided at any time of the working year in accordance with the order of provision of annual paid leave established in this Company .

4.5. For family reasons and others good reasons At his request, an employee may be granted short-term leave without pay.

5. EMPLOYEE SOCIAL INSURANCE

5.1. The employee is subject to social insurance in the manner and under the conditions established by the current legislation of the Russian Federation.

6. WARRANTY AND COMPENSATION

6.1. During the period of validity of this agreement, the Employee is subject to all guarantees and compensations provided for by the labor legislation of the Russian Federation, local acts of the Employer and this agreement.

7. RESPONSIBILITY OF THE PARTIES

7.1. In case of failure or improper execution The employee of his duties specified in this agreement, violation of labor legislation, the Employer's internal labor regulations, other local regulations of the Employer, as well as causing material damage to the Employer, he bears disciplinary, material and other liability in accordance with the labor legislation of the Russian Federation.

7.2. The Employer bears financial and other liability to the Employee in accordance with the current legislation of the Russian Federation.

7.3. In cases provided for by law, the Employer is obliged to compensate the Employee moral damage caused by unlawful actions and/or inaction of the Employer.

8. TERMINATION OF THE AGREEMENT

8.1. This employment contract may be terminated on the grounds provided for by the current labor legislation of the Russian Federation.

8.2. The day of termination of the employment contract in all cases is the last day of work of the Employee, with the exception of cases where the Employee did not actually work, but retained his place of work (position).

9. FINAL PROVISIONS

9.1. The terms of this employment contract are confidential and are not subject to disclosure.

9.2. The terms of this employment contract are legally binding on the parties from the moment it is signed by the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.

9.3. Disputes between the parties arising during the execution of an employment contract are considered in the manner established by the current legislation of the Russian Federation.

9.4. In all other respects that are not provided for in this employment contract, the parties are guided by the legislation of the Russian Federation governing labor relations.

9.5. The agreement is drawn up in two copies having equal legal force, one of which is kept by the Employer and the other by the Employee.

10. LEGAL ADDRESSES AND PAYMENT DETAILS OF THE PARTIES

Employer Legal address: Postal address: INN: KPP: Bank: Cash/account: Correspondent/account: BIC:

Worker Registration: Postal address: Passport series: Number: Issued by: By: Telephone:

11. SIGNATURES OF THE PARTIES

Employer _________________

Worker _________________