Internal rules of the organization sample. Who approves the internal labor regulations of the organization

Internal labor regulations establish an algorithm for working life in an institution. They regulate provisions related to hiring, dismissal, fundamental rights and responsibilities of employees, responsibilities of the parties, working hours, rest periods, incentives and punishments for employees, as well as other issues arising from working relationships.

Also, the rules are one of the main documents that are requested first when conducting an inspection by the labor inspectorate. At the same time, the content, design, and procedure for introducing employees are important.

In this article we will tell you about standard PVTR, the norms that specify the features of the internal regulations, as well as the procedure for their approval.

Labor Code norms in PVTR

The labor regulations (2018) are based on Section VIII of the Labor Code of the Russian Federation, which is the regulatory framework for their development. Article 189 of the Labor Code of the Russian Federation obliges the employer to regulate working relationships with employees by local act. At the same time, labor regulations should not contradict current labor legislation and, moreover, make the situation of employees worse than provided for in the Labor Code of the Russian Federation.

Typical PVTR

When developing rules, you can use standard labor regulations, which are approved by Decree of the USSR State Labor Committee of July 20, 1984 No. 213. It is important to use this document (considering that it was approved a long time ago) in the part that is relevant to the currently valid Labor Code of the Russian Federation.

What can be specified in the PVTR

In order not to complicate use, there is no need to set out all existing provisions of the Labor Code of the Russian Federation. Internal labor regulations must include information specific to a particular organization.

Internal labor regulations (2018) may include the following sections:

General provisions. This part explains the purpose, scope of use of the document, as well as the circle of persons to whom they apply.
The procedure for hiring and dismissing employees. This part lists the documents that must be provided when applying for a job, the conditions and duration of the probationary period. The registration algorithm and grounds for dismissal are explained in the same part.
Basic rights and obligations of the parties. The content includes information about the rights and responsibilities of the employer and employee, methods of organizing activities, holding them accountable, guarantees to employees, etc.
Working hours and rest times. This part determines the beginning and end of working hours, its duration, and contains information about the list of positions for which the working day is defined as irregular. In the same section, the lunch break time, the algorithm for granting days off and additional vacations are established.
Payment procedure. The section contains information about the size, frequency, and place of payment of wages.
Responsibility of the parties. This part describes the types of rewards for work and punishments, including the procedure for holding people accountable.
Final provisions. This part defines the format for agreeing, approving and changing the rules.

Depending on the specifics of the organization’s activities, the following items may be included in the internal labor regulations:

procedure for maintaining summarized working time;
procedure and timing of familiarization with shift schedules;
list of positions with irregular working hours;
duration of additional leave;
the procedure and duration of providing time for heating and rest;
the procedure for sending employees on business trips, registration and payment of related expenses;
some others.

In addition to this data, managers have the right to include other data in the rules, for example, the procedure for paying for cellular communications, additional medical insurance, and compliance with the dress code.

The more detailed all the labor regulations are described, the fewer questions the employer will have if a controversial situation arises or during an inspection by the labor inspectorate. But at the same time, they should not contradict current legislation and worsen the situation of workers.

Who approves PVTR in the organization

Internal labor regulations are approved in accordance with Article 190 of the Labor Code of the Russian Federation.

After development, the employer must:

send the project to the institution’s trade union for approval (if there is one);
receive a reasoned response from the trade union on the legality of the provisions contained therein within 5 days;
upon approval, approve it by order of the institution (there is no single order template, the main thing is that it must be available and approved directly by the head of the organization);
bring the document to the attention of all employees in writing.

If there is no trade union in the institution, the local act is marked with the note “As of the date of approval, there is no representative body of workers.”

The validity period of the document is determined by the employer.

Sample order for approval of PVTR

How to familiarize employees with the rules

Failure to familiarize employees with internal labor regulations is a significant mistake. Everyone already working at the enterprise must be familiar with the rules, and new employees must be familiar with them before signing an employment contract (Article 68 of the Labor Code of the Russian Federation). The fact of reading and taking note of the internal labor regulations is confirmed by the employee’s signature.

There are several ways to confirm that employees are familiar with the rules:

Employees sign the familiarization certificates, which are filed with the PVTR.
Employees sign in specially established familiarization logs.
The signature must be on a special familiarization sheet for each employee. Typically, such sheets contain a complete list of acts that must be read by the employee.
In the employment contract.

The employer chooses the method that is more convenient for him.

What labor regulations do not regulate

The internal labor regulations 2019 (sample below) have restrictions on content. They are prohibited from establishing standards that violate the law or worsen the situation of employees.

The error is:

requirement when hiring additional documents not provided for in Art. 65 Labor Code of the Russian Federation;
criminal record check for a position category for which one is not provided;
requirement to provide a signed bypass sheet, in its absence - refusal to make a full payment upon dismissal;
establishment of disciplinary sanctions that do not exist in labor legislation (such as “severe reprimand”);
ban on part-time work;
ban on doing business;
lack of indication of start, end and work breaks;
lack of indication of salary payment dates;
lack of indication of the duration of additional leave.

Internal labor regulations: sample

Please note that the document contains the following mandatory details:

name of company;

Internal labor regulations (hereinafter referred to as PVTR) are one of the most important (hereinafter referred to as LNA). The availability of this document is regulated by Art. Labor Code of the Russian Federation. This requirement applies to all employers, regardless of their form of ownership. The exception is micro-enterprises. Since 2017, they have received the right not to approve local regulations (Federal Law).

PVTR operates only within one enterprise, specifying the norms of the Labor Code of the Russian Federation, federal laws and regulations. Organizations have the right to independently develop a document, based on the requirements of Art. Labor Code of the Russian Federation.

The Internal Labor Regulations must necessarily define:

procedure for hiring, transferring and dismissing employees,
basic rights and obligations of the parties to the employment contract,
liability of the parties for failure to comply with the established procedure,
working hours and rest times,
incentive and penalty measures.

PVTR must contain algorithms for all kinds of situations that may arise for employees: business trips, lateness, time off, incentives and fines, wage payments, etc. Therefore, if necessary, the employer can supplement the document with other provisions.

Important: a local regulatory act cannot worsen the employee’s position in comparison with the norms of federal legislation.

More details about some sections

Many aspects of the internal regulations need not be described in full, but only indicate the norm of labor legislation. But those provisions that relate to the specifics of the employer should be disclosed in as much detail as possible.

Most often this concerns sections on work and rest schedules. The first must indicate the start and end time of the working day/shift, the length of the working week, the number of shifts per day, if the enterprise has adopted a shift work schedule, and other data in accordance with Art. Labor Code of the Russian Federation. Working conditions with irregular working hours for certain categories of employees are separately indicated (Article of the Labor Code of the Russian Federation).

In the “Rest time” section, specify the time of the lunch break and its duration. For certain types of work within the working day/shift, special breaks are provided due to the technology and organization of the production process - they are also regulated by this section .

This section also includes information about days off (Article of the Labor Code of the Russian Federation), especially when it comes to a shift work schedule. The employer has the right to allocate an additional paid day off, for example, to those employees who are receiving a second higher education, or to mothers with children under 14 years of age. Here you need to indicate in which cases an employee can receive additional annual paid leave (Article of the Labor Code of the Russian Federation).

The procedure for remuneration is strictly regulated by federal legislation, in particular Art. Labor Code of the Russian Federation. The place and timing of payment of salaries to employees should be clearly stated in the Internal Labor Regulations. In addition, it is worth specifying the conditions under which an employee can be awarded an incentive.

The PVTR must contain provisions describing disciplinary measures: violations of labor discipline by an employee, an algorithm for the employer’s actions, possible measures of liability, the procedure for compensation for damage, etc.

In the final section, the employer can prescribe an algorithm for resolving issues that are not included in the standardized sections, as well as the procedure for making changes to the document.

Registration procedure

Organization emblem, logo or trademark;
OGRN of a legal entity;
TIN/KPP;
name and contact details of the organization;
name of the document type;
date and registration number of the document;
approval marks for the document;
resolution;
a note about the presence of the application, etc.

The procedure for approving the internal labor regulations is the same as for everyone. The document is developed by a group of authorized employees, the draft Rules are agreed upon with the head of the enterprise, as well as with a trade union organization or representative body of workers ( Art. Labor Code of the Russian Federation), if any. All comments and suggestions in writing are transmitted to the developers within five days. After adjustments, the document is approved by the manager or manager and the trade union (representative body of workers). The last stage is to familiarize the employee with the PVTR against signature.

We remind you that the Internal Labor Regulations are a mandatory document for every employer. The Labor Inspectorate will definitely require it at the first inspection. The absence of PVTR will be regarded as a violation of labor legislation (under Art. Code of Administrative Offences) and will entail a fine for officials in the amount of 1,000 to 5,000 rubles, and for legal entities - from 30,000 to 50,000 rubles.

Lack or negligence in drawing up the PVTR can give rise to numerous labor disputes with employees. In particular, the employee will have the right to challenge the violation of the work regime charged to him by the employer, if the relevant provisions are not specified in the PVTR.

Internal labor regulations (ILR) are necessary for any employer. They help discipline workers and eliminate unnecessary labor conflicts. From our article you will learn about the components of this document and the regulatory requirements used in its development.

Labor regulations of the organization

Internal labor regulations are necessary for both employees and employers. Most employers independently develop this document and can indicate all the necessary aspects in it. Such freedom is not available to government agencies; their internal labor regulations are subject to strict regulations. For example, the VTR rules for employees of the central office of the Federal Service for Regulation of the Alcohol Market were approved by Order No. 247 of Rosalkogolregulirovanie dated August 11, 2014.

The internal labor regulations of commercial firms and individual entrepreneurs are created on the basis of labor legislation, taking into account internal specifics. At the same time, the fundamental term of this local act is labor regulations, which is directly related to the definition of labor discipline: it is obligatory for all employees to obey internal rules of behavior.

IMPORTANT! The definition of internal labor regulations is given in Art. 189 of the Labor Code of the Russian Federation: a local regulatory act containing the basic rights and obligations of the parties to an employment contract, work and rest hours, penalties and incentives and other issues of regulating labor relations.

More details about the concepts given in Art. 189 of the Labor Code of the Russian Federation, read the material "St. 189 Labor Code of the Russian Federation: questions and answers" .

Based on this definition, internal labor regulations can be formalized in a separate local act, which all employees are familiar with upon signature. However, it will not be considered a violation, for example, to include the regulations in the form of a separate section or annex to the collective agreement (Article 190 of the Labor Code of the Russian Federation).

If the employer does not have special requirements for employees, and all VTR rules are reflected in employment contracts, bonus regulations or internal instructions, the employer can limit itself only to these documents and refuse to draw up separate internal labor regulations.

Basic rules of VTR

When developing internal labor regulations, it is necessary to proceed from those listed in Art. 189 of the Labor Code of the Russian Federation important components for it, without forgetting about corporate nuances. Each employer decides for himself in what volume and composition this document will be drawn up.

general provisions (purpose of rules, development goals, scope of distribution and other organizational issues);
hiring and dismissal of employees;
rights and obligations of the employer and employees;
labor discipline (discipline and encouragement of employees);
final provisions.

The first (general) organizational section, in addition to what is listed, may include terms and definitions used in these rules.

The description of the procedures associated with the admission, transfer or dismissal of employees can be supplemented by a list of documents required from the employee upon admission to work and issued by the company itself during the employee’s labor activity.

Read about what documents these may be in the article. “How is hiring an employee formalized?” .

IMPORTANT! Art. is devoted to employment issues. 68 of the Labor Code of the Russian Federation, and the dismissal process requires compliance with the requirements of Art. 77-84.1, 179-180 and other articles of the Labor Code of the Russian Federation.

When developing rules regarding the rights and obligations of the employer and employees, not only a formal listing is required, but also verification of their compliance with the requirements of labor legislation (Articles 21, 22 of the Labor Code of the Russian Federation).

Infringing on the rights of employees, as well as imposing unnecessary responsibilities on them by the employer, is unacceptable. In this regard, a trade union committee or other body guarding the observance of the legitimate interests of workers can have a significant influence on the content and composition of the VTR rules.

VTR rules on working time and rest periods

The periods of work and rest are described separately in the VTR rules. First of all, workers must firmly know the start and end times of work, as well as the duration of lunch and regulated breaks. An employee who is not familiar with the work schedule may be systematically late and not suspect that he is violating labor discipline.

From the VTR rules, employees learn which days of the week are considered days off, and find out the nuances of the onset and duration of the next calendar vacation.

If work is organized in shifts, all temporary work aspects are subject to reflection: the number of shifts per day, their duration, the start and end time of each shift, etc.

If the employer does not draw up a separate local act on irregular work, the VTR rules must indicate at least a list of positions with irregular working hours and the conditions for employees to perform duties outside normal working hours.

IMPORTANT! According to Art. 101 of the Labor Code of the Russian Federation, an irregular working day is recognized as a special labor regime when workers are involved in work outside the time frame of the working day.

We should not forget that it is necessary to take into account time worked in excess of the normal working day. The employer is required to keep such records under Art. 91 Labor Code of the Russian Federation. You can organize this process using any form you have developed yourself or the usual unified forms T-12 or T-13.

You can download forms and samples of unified report forms on our website:

“Unified form No. T-12 - form and sample” ;
“Unified form No. T-13 - form and sample” .

IMPORTANT! Irregular work is not paid at an increased rate, but is rewarded with additional leave (minimum 3 days according to Article 119 of the Labor Code of the Russian Federation). The maximum number of days of such rest is not regulated by law, but its duration, established by the employer, must be fixed in the schedule.

The trade union representative should check the content of the VTR rules for the presence of a clause regarding which employees cannot be subject to non-standard working conditions. These include, in particular, minors, pregnant employees, disabled people, etc.

Important "disciplinary" section

Compliance with labor discipline is one of the most important issues that requires scrupulous study. Without this, the VTR rules will be insufficient and incomplete. Special attention is paid to the disciplinary issue, and in certain industries they do not limit themselves to the section of the rules of the Higher Technical Regulations, but develop separate provisions or disciplinary statutes.

The disciplinary section consists of 2 parts: penalties and rewards. The section on penalties is based on Art. 192 of the Labor Code of the Russian Federation, in which a disciplinary offense is defined as failure to perform or improper performance of labor duties by an employee, which may result in 3 types of penalties (reprimand, reprimand and dismissal). Labor legislation does not provide for any other penalties.

Read more about disciplinary sanctions provided for by the Labor Code of the Russian Federation in the material “Types of disciplinary sanctions under the Labor Code of the Russian Federation” .

Additional penalties can only be discussed in cases where special disciplinary liability is imposed on the employee. They are indicated in federal legislation or disciplinary regulations for certain categories of workers (Part 2 of Article 192 of the Labor Code of the Russian Federation). An example is the Law “On the State Civil Service” dated July 27, 2004 No. 79-FZ, which includes among additional penalties a warning of incomplete compliance and dismissal from the civil service position being filled.

IMPORTANT! According to Art. 193 of the Labor Code of the Russian Federation, a disciplinary sanction will be legal if the employer follows a certain procedure (requests a written explanation from the employee, draws up a report, issues an order, etc.).

The VTR rules must also provide for all cases when a disciplinary sanction is lifted (Article 194 of the Labor Code of the Russian Federation).

The VTR rules may not contain a section on incentives if this issue is already reflected in other local acts of the employer.

If this issue is not addressed anywhere, the VTR rules should reflect at least information about the types of incentives (gratitude, bonus, etc.) and the reasons for material or moral incentives (for work without marriage, etc.).

IMPORTANT! The section of the internal labor regulations dedicated to incentives allows you to fearlessly take into account bonuses and incentive allowances as part of salary expenses when calculating income tax (part 1 of article 255, paragraph 21 of article 270 of the Tax Code of the Russian Federation).

Who will benefit from the standard VTR rules and how to take into account corporate nuances

When drawing up internal labor regulations, you can apply not only your own internal developments, but also the Standard Internal Labor Regulations for workers and employees of enterprises, institutions, organizations, approved by Decree of the USSR State Committee for Labor dated July 20, 1984 No. 213, to the extent that does not contradict the Labor Code of the Russian Federation.

The standard routine created in the 1980s needs to be adjusted to meet modern requirements. For example, the internal rules of a modern employer may be based on the above standard rules and include additional information related to the specifics of its activities.

The VTR rules include separate parts that describe, for example, the scheme for using magnetic passes and compliance with the access regime, as well as requirements for the appearance of employees (mandatory wearing of uniforms with the logo of the company or its elements during working hours, etc.). In addition, it would not be amiss to describe the requirements for the internal corporate culture of employee behavior (format of telephone and personal communication with clients, regulations for holding working meetings and discussions, etc.).

Example

XXX LLC, improving its security system, introduced access control in the office. The internal company labor regulations, previously developed on the basis of Resolution No. 213, were adjusted and supplemented with a chapter devoted to access control issues with the following content:

"7. Pass mode and work with magnetic passes.

7.1. Entry into and out of the company's office is carried out by employees using the Okhrana-M1 magnetic pass. The pass is obtained from the company's security service (room 118) against signature.

7.2. If a pass is lost or damaged, the employee must immediately notify the Deputy Security Director.

7.3. The employee who received the pass is financially responsible for its damage or loss. The employee is obliged to reimburse the cost of producing the pass if, after an investigation by the security service, the employee’s guilt in its damage or loss is confirmed.”

The full text of the chapter on access control can be found in the sample internal labor regulations given in this article.

Whatever method the employer uses to draw up this document, the main condition is compliance with the legally established requirements and a description of all the necessary specific features due to the nature of the employer’s main activity.

Results

The internal labor regulations - 2019, a sample of which you can download on our website, are needed by all employers. When developing them, it is necessary to be based on the requirements of labor legislation and take into account the specifics of the main type of activity performed.

Properly drawn up labor regulations help not only to discipline employees and avoid labor conflicts, but also to justify for the inspection authorities the incentives paid to employees, which encourage them to perform their job functions in a high-quality manner.

Labor regulations of the organization

More details about the concepts given in Art. 189 of the Labor Code of the Russian Federation, read the material "St. 189 Labor Code of the Russian Federation: questions and answers" .

Basic rules of VTR

general provisions (purpose of rules, development goals, scope of distribution and other organizational issues);
hiring and dismissal of employees;
rights and obligations of the employer and employees;
labor discipline (discipline and encouragement of employees);
final provisions.

The first (general) organizational section, in addition to what is listed, may include terms and definitions used in these rules.

Read about what documents these may be in the article. “How is hiring an employee formalized?” .

VTR rules on working time and rest periods

From the VTR rules, employees learn which days of the week are considered days off, and find out the nuances of the onset and duration of the next calendar vacation.

If work is organized in shifts, all temporary work aspects are subject to reflection: the number of shifts per day, their duration, the start and end time of each shift, etc.

You can download forms and samples of unified report forms on our website:

“Unified form No. T-12 - form and sample” ;
“Unified form No. T-13 - form and sample” .

Important "disciplinary" section

The VTR rules must also provide for all cases when a disciplinary sanction is lifted (Article 194 of the Labor Code of the Russian Federation).

The VTR rules may not contain a section on incentives if this issue is already reflected in other local acts of the employer.

Who will benefit from the standard VTR rules and how to take into account corporate nuances

Example

"7. Pass mode and work with magnetic passes.

7.2. If a pass is lost or damaged, the employee must immediately notify the Deputy Security Director.

The full text of the chapter on access control can be found in the sample internal labor regulations given in this article.

Results

The section specifies the employee's responsibilities:

work conscientiously;
maintain labor discipline;
timely and accurately execute management orders;
observe safety precautions;
keep the workplace in order, etc.

The employee’s rights are also reflected:

for timely and full payment of labor;
health and life insurance;
conclusion, amendment and termination of an employment contract with the company;
other employee rights.

7. Working hours.
This section indicates the start and end time of the working day or shift, the duration of the working day and working week, the number of shifts per day and similar information, in accordance with Art. 100 Labor Code.

In addition, if the organization has employees with irregular working hours, the PVTR can indicate a list of positions of employees with irregular working hours in accordance with Art. 101 Labor Code.

8. Rest time.
The section indicates the time for providing a lunch break and its duration in accordance with Art. 108 Labor Code.

Special breaks provided for some employees are also indicated (if necessary). Here it will be necessary to indicate the types of work for which such breaks are required, their duration and the procedure for providing them (in accordance with Article 109 of the Labor Code). Special breaks may be provided, for example, to employees who work outdoors during the cold season and to loaders.

The procedure for granting days off in accordance with Art. 111 Labor Code. When working on a five-day work week, the rules stipulate which day other than Sunday will be a day off.

In addition, you need to indicate the duration and grounds for providing additional annual paid leave in accordance with Art. 116 Labor Code.

9. Remuneration.
The section indicates the procedure, place and timing of payment of wages in accordance with Art. 136 Labor Code.

10. Rewards for work.
In accordance with Art. 191 of the Labor Code, the section indicates specific types of incentives.

For example:

announcement of gratitude;
issuing a bonus;
rewarding with a valuable gift;
other incentives.

11. Responsibility of the parties.
This section contains the procedure for bringing an employee to disciplinary liability, as well as the procedure for the employer to compensate the employee for damage caused.

12. Final provisions.
This section regulates the procedure for resolving issues not reflected in the PVTR. As well as the procedure for making changes to the rules.

Coordination and approval

After the internal labor regulations have been developed, they must be agreed upon with the representative body of employees and approved by the head of the organization. Usually the rules are an appendix to the collective agreement (Article 190 of the Labor Code of the Russian Federation).

Employees are introduced to the rules upon signature upon hiring (and if the rules are adopted again, then during the work process). Employees must also be made aware of all changes made to this document.

The rules must be available for reading at any time. To do this, they can be posted in the organization and in all its structural divisions in a visible place or on the corporate website.

When developing internal labor regulations, first of all, it is necessary to find an employee who will be responsible for developing internal labor regulations. Such an employee may be the head of the personnel department, lawyer, chief accountant or any other employee of the organization.

If the responsibilities for developing PVTP are not included in the employee’s job description, it is necessary to invite him to perform these duties. If the employee agrees, then an addition is made to his job description (or employment contract) regarding the employee’s fulfillment of responsibilities for developing the PVTR.

In the future, it is necessary to determine the list of employees:

who should assist in the development of PVTR (heads of departments, accounting, other employees);
with whom the PVTR are coordinated (heads of departments, lawyers, accounting, other employees).

It is necessary to issue an order on the development of the PVTR, which appoints the employees responsible for the development of the PVTR, and also establishes the stages and timing of the development, coordination and final approval of the PVTR.

The developed draft Rules are agreed upon with all authorized persons (in accordance with the order on the development of the PVTR). If the company does not have a representative body of employees, then the rules can be approved by the head of the organization.

The rules are approved by order of approval and the implementation of internal labor regulations. If PVTR are adopted for the first time, then this relates to a change in organizational working conditions, and it is necessary to make changes to the employees’ employment contracts in order to comply with the procedure for changing the essential terms of the employment contract.

All company employees must be familiarized with the PVTR against signature. In accordance with paragraph 3 of Art. 68 of the Labor Code, when hiring each new employee, he must be familiarized with the rules against signature or signature.

Example of drawing up Internal Labor Regulations

INTERNAL LABOR REGULATIONS

LLC "ROMASHKA"

1. GENERAL PROVISIONS

1.1. These Internal Labor Regulations (hereinafter referred to as the Rules) determine the labor regulations in the Limited Liability Company "ROMASHKA" (hereinafter referred to as the Company) and regulate the procedure for hiring, transferring and dismissing employees, basic rights, duties and responsibilities of the parties to the employment contract, working hours, hours rest, incentive and penalty measures applied to employees, as well as other issues of regulating labor relations in the Company.

1.2. These Rules are a local regulatory act developed and approved in accordance with the labor legislation of the Russian Federation and the Company's charter in order to strengthen labor discipline, effective organization of labor, rational use of working time, and ensure high quality and productivity of labor of the Company's employees.

1.3. The following terms are used in these Rules:

"Employer" - Limited Liability Company "ROMASHKA";

“Employee” is an individual who has entered into an employment relationship with the Employer on the basis of an employment contract and on other grounds provided for in Art. 16 Labor Code of the Russian Federation;

“Labor discipline” is obligatory for all employees to obey the rules of conduct determined in accordance with the Labor Code of the Russian Federation, other laws, an employment contract, and local regulations of the Employer.

1.4. These Rules apply to all employees of the Company.

1.5. Changes and additions to these Rules are developed and approved by the Employer taking into account the opinion of the representative body of employees.

1.6. The official representative of the Employer is the General Director.

1.7. Labor responsibilities and rights of employees are specified in employment contracts and job descriptions, which are an integral part of employment contracts.

2. PROCEDURE FOR HIRING EMPLOYEES

2.1. Employees exercise the right to work by concluding a written employment contract.

2.2. When hiring (before signing an employment contract), the Employer is obliged to familiarize the employee, against signature, with these Rules, the collective agreement (if any), and other local regulations directly related to the employee’s work activity.

2.3. When concluding an employment contract, a person applying for work presents to the Employer:

Passport or other identification document;

A work record book, with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;

Insurance certificate of state pension insurance;

Military registration documents - for those liable for military service and persons subject to conscription for military service;

Document on education, qualifications or special knowledge - when applying for a job that requires special knowledge or special training;

A certificate of the presence (absence) of a criminal record and (or) the fact of criminal prosecution or the termination of criminal prosecution on rehabilitative grounds, issued in the manner and in the form established by the federal executive body exercising the functions of developing and implementing state policy and legal regulation in the field of internal affairs - when applying for a job related to activities, the implementation of which, in accordance with this Code, other federal law, is not allowed to persons who have or have had a criminal record, are or have been subject to criminal prosecution;

Other documents, in accordance with the requirements of the current legislation of the Russian Federation.

An employment contract cannot be concluded without presenting the specified documents.

2.4. When concluding an employment contract for the first time, a work book and an insurance certificate of state pension insurance are issued by the Employer.

2.5. If a person applying for work does not have a work book due to its loss, damage or for any other reason, the Employer is obliged, upon a written application of this person (indicating the reason for the absence of a work book), to issue a new work book.

2.6. The employment contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is given to the employee, the other is kept by the Employer. The receipt by the employee of a copy of the employment contract is confirmed by the Employee’s signature on the copy of the employment contract kept by the Employer.

2.7. An employment contract that is not formalized in writing is considered concluded if the employee began work with the knowledge or on behalf of the Employer or his representative. When an employee is actually admitted to work, the employer is obliged to draw up an employment contract with him in writing no later than three working days from the date the employee is actually admitted to work.

2.8. Employment contracts can be concluded:

1) for an indefinite period;

2) for a certain period (fixed-term employment contract).

2.9. A fixed-term employment contract may be concluded in cases provided for by the Labor Code of the Russian Federation and other federal laws.

2.10. If the employment contract does not stipulate the duration of its validity and the reasons that served as the basis for concluding such a contract, then it is considered to be concluded for an indefinite period.

2.11. When concluding an employment contract, by agreement of the parties, it may include a provision for testing the employee in order to verify his compliance with the assigned work.

2.12. The absence of a probationary clause in the employment contract means that the employee was hired without a trial. In the case where an employee is actually allowed to work without drawing up an employment contract, a probationary clause can be included in the employment contract only if the parties formalized it in the form of a separate agreement before starting work.

2.13. A hiring test is not established for:

Persons elected through a competition to fill the relevant position, conducted in the manner established by labor legislation and other regulatory legal acts containing labor law norms;

Pregnant women and women with children under the age of one and a half years;

Persons under the age of eighteen;

Persons who have graduated from state-accredited educational institutions of primary, secondary and higher vocational education and are entering work for the first time in their specialty within one year from the date of graduation from the educational institution;

Persons elected to an elective position for paid work;

Persons invited to work by way of transfer from another employer as agreed between employers;

Persons entering into an employment contract for a period of up to two months;

Other persons in cases provided for by this Code, other federal laws, and a collective agreement (if any).

2.14. The probationary period cannot exceed three months, and for the heads of the organization and his deputies, the chief accountant and his deputies, heads of branches, representative offices or other separate structural divisions of organizations - six months, unless otherwise established by federal law. When concluding an employment contract for a period of two to six months, the probationary period cannot exceed two weeks.

2.15. When concluding an employment contract for a period of up to two months, the employee is not subject to probation.

2.16. With employees with whom, according to the legislation of the Russian Federation, the Employer has the right to enter into written agreements on full individual or collective (team) financial responsibility, the corresponding condition must be included in the employment contract upon its conclusion.

2.17. When concluding an employment contract, persons under the age of eighteen, as well as other persons in cases provided for by the Labor Code of the Russian Federation and other federal laws, must undergo a mandatory preliminary medical examination.

2.18. Based on the concluded employment contract, an order (instruction) is issued to hire the employee. The contents of the order must comply with the terms of the concluded employment contract. The employment order is announced to the employee against signature within three days from the date of actual start of work. At the employee’s request, the Employer is obliged to provide him with a duly certified copy of the said order.

2.19. Before starting work (beginning of direct performance by the employee of the duties stipulated by the concluded employment contract), the Employer (the person authorized by him) conducts instruction on safety rules in the workplace, training in safe methods and techniques for performing work and providing first aid in case of accidents at work, instruction in labor protection.

An employee who has not undergone training in occupational health and safety at the workplace, training in safe methods and techniques for performing work and providing first aid in case of accidents at work is not allowed to work.

2.20. The Employer keeps work books for each employee who has worked for him for more than five days, in the case where the work for the Employer is the main one for the employee.

3. PROCEDURE FOR TRANSFERING EMPLOYEES

3.1. Transfer of an employee to another job - a permanent or temporary change in the labor function of the employee and (or) the structural unit in which the employee works (if the structural unit was specified in the employment contract), while continuing to work for the same employer, as well as transfer to a different job locality together with the employer.

3.2. An employee can be transferred only to a job that is not contraindicated for him due to health reasons, and with the written consent of the employee.

3.3. A temporary transfer (up to one month) of an employee to another job not stipulated by an employment contract with the same employer is allowed without his written consent in the following cases:

To prevent a natural or man-made disaster, industrial accident, industrial accident, fire, flood, famine, earthquake, epidemic or epizootic, and in any exceptional cases threatening the life or normal living conditions of the entire population or part of it;

In case of downtime (temporary suspension of work for reasons of economic, technological, technical or organizational nature), the need to prevent destruction or damage to property or the replacement of a temporarily absent employee, if the downtime or the need to prevent destruction or damage to property or the replacement of a temporarily absent employee is caused by emergency circumstances.

3.4. To formalize a transfer to another job, an additional agreement is concluded in writing, drawn up in two copies, each of which is signed by the parties (Employer and employee). One copy of the agreement is given to the employee, the other is kept by the Employer. The employee’s receipt of a copy of the agreement is confirmed by the employee’s signature on the copy of the agreement kept by the Employer.

3.5. The transfer of an employee to another job is formalized by an order issued on the basis of an additional agreement to the employment contract. The order, signed by the head of the organization or an authorized person, is announced to the employee against signature.

4. PROCEDURE FOR DISMISSING EMPLOYEES

4.1. An employment contract may be terminated (cancelled) in the manner and on the grounds provided for by the Labor Code of the Russian Federation and other federal laws.

4.2. Termination of an employment contract is formalized by order (instruction) of the Employer. The employee must be familiarized with the employer's order (instruction) to terminate the employment contract against signature. At the request of the employee, the Employer is obliged to provide him with a duly certified copy of the specified order (instruction). In the event that an order (instruction) to terminate an employment contract cannot be brought to the attention of the employee or the employee refuses to familiarize himself with it against signature, a corresponding entry is made on the order (instruction).

4.3. 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 in accordance with the Labor Code of the Russian Federation or other federal law, he retained his place of work (position).

4.4. Upon dismissal, the employee, no later than the day of termination of the employment contract, returns all documents, equipment, tools and other inventory items transferred to him by the Employer for the performance of labor functions, as well as documents generated during the performance of labor functions.

4.5. On the day of termination of the employment contract, the Employer is obliged to issue the employee a work book and make payments to him. If the employee did not work on the day of dismissal, then the corresponding amounts must be paid no later than the next day after the dismissed employee submits a request for payment. Upon written application by the employee, the Employer is also obliged to provide him with duly certified copies of documents related to work.

4.6. An entry in the work book about the basis and reason for termination of the employment contract must be made in strict accordance with the wording of the Labor Code of the Russian Federation or other federal law and with reference to the relevant article, part of the article, paragraph of the article of the Labor Code of the Russian Federation or other federal law.

4.7. If on the day of termination of the employment contract it is impossible to issue a work book to an employee due to his absence or refusal to receive it, the Employer is obliged to send the employee a notice of the need to appear for the work book or agree to send it by mail. Upon written request from an employee who has not received a work book after dismissal, the Employer is obliged to issue it no later than three working days from the date of the employee’s application.

5. BASIC RIGHTS AND OBLIGATIONS OF AN EMPLOYER

5.1. The employer has the right:

Conclude, amend and terminate employment contracts with employees in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Conduct collective negotiations and conclude collective agreements;

Encourage employees for conscientious, effective work;

Demand that employees perform their job duties and take care of the property of the Employer (including the property of third parties owned by the Employer, if the Employer is responsible for the safety of this property) and other employees, and comply with these Rules;

Require workers to comply with labor protection and fire safety rules;

Bring employees to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws;

Adopt local regulations;

Create associations of employers for the purpose of representing and protecting their interests and join them;

Exercise other rights granted to him by labor legislation.

5.2. The employer is obliged:

Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of the collective agreement (if any), agreements and employment contracts;

Provide employees with work stipulated by the employment contract;

Ensure safety and working conditions that comply with state regulatory labor protection requirements;

Provide employees with equipment, tools, technical documentation and other means necessary to perform their job duties;

Provide workers with equal pay for work of equal value;

Keep records of the time actually worked by each employee;

Pay the full amount of wages due to employees within the time limits established in accordance with the Labor Code of the Russian Federation, the collective agreement (if any), and employment contracts;

Conduct collective negotiations, as well as conclude a collective agreement in the manner established by the Labor Code of the Russian Federation;

Provide employee representatives with complete and reliable information necessary for concluding a collective agreement, agreement and monitoring their implementation;

Introduce employees, upon signature, to the adopted local regulations directly related to their work activities;

Create conditions that ensure the participation of employees in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any);

Provide for the everyday needs of employees related to the performance of their job duties;

Carry out compulsory social insurance of employees in the manner established by federal laws;

Compensate for harm caused to employees in connection with the performance of their labor duties, as well as compensate for moral damage in the manner and under the conditions established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation;

Suspend employees from work in cases provided for by the Labor Code of the Russian Federation, other federal laws and regulatory legal acts of the Russian Federation;

Perform other duties provided for by labor legislation and other regulatory legal acts containing labor law standards, a collective agreement (if any), agreements, local regulations and employment contracts.

5.2.1. The employer is obliged to suspend (not allow to work) the employee:

Appearing at work in a state of alcohol, drug or other toxic intoxication;

Has not undergone training and testing of knowledge and skills in the field of labor protection in accordance with the established procedure;

Has not undergone a mandatory medical examination (examination) in accordance with the established procedure, as well as a mandatory psychiatric examination in cases provided for by federal laws and other regulatory legal acts of the Russian Federation;

If, in accordance with a medical report issued in the manner established by federal laws and other regulatory legal acts of the Russian Federation, contraindications are identified for the employee to perform work stipulated by the employment contract;

In case of suspension for a period of up to two months of an employee’s special right (license, right to drive a vehicle, right to carry a weapon, other special right) in accordance with federal laws and other regulatory legal acts of the Russian Federation, if this entails the impossibility of execution the employee's duties under the employment contract and if it is impossible to transfer the employee with his written consent to another job available to the Employer (both a vacant position or work corresponding to the employee's qualifications, and a vacant lower position or lower paid job), which the employee can perform taking into account his state of health ;

At the request of bodies or officials authorized by federal laws and other regulatory legal acts of the Russian Federation;

In other cases provided for by federal laws and other regulatory legal acts of the Russian Federation.

The employer suspends the employee from work (does not allow him to work) for the entire period of time until the circumstances that served as the basis for the suspension from work or not being allowed to work are eliminated.

6. BASIC RIGHTS AND OBLIGATIONS OF EMPLOYEES

6.1. The employee has the right to:

Conclusion, amendment and termination of an employment contract in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

Providing him with work stipulated by the employment contract;

A workplace that complies with state regulatory requirements for labor protection and the conditions provided for by the collective agreement (if any);

Timely and full payment of wages in accordance with your qualifications, complexity of work, quantity and quality of work performed;

Rest ensured by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working holidays, paid annual leave;

Complete reliable information about working conditions and labor protection requirements in the workplace;

Professional training, retraining and advanced training in the manner established by the Labor Code of the Russian Federation and other federal laws;

Association, including the right to create trade unions and join them to protect their labor rights, freedoms and legitimate interests;

Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any);

Conducting collective negotiations and concluding collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement, agreements;

Protection of your labor rights, freedoms and legitimate interests by all means not prohibited by law;

Resolution of individual and collective labor disputes, including the right to strike, in the manner established by the Labor Code of the Russian Federation and other federal laws;

Compensation for harm caused to him in connection with the performance of his job duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation and other federal laws;

Compulsory social insurance in cases provided for by federal laws;

Other rights granted to him by labor legislation.

6.2. The employee is obliged:

Conscientiously fulfill his labor duties assigned to him by the employment contract, job description and other documents regulating the employee’s activities;

Carry out instructions, orders, assignments and instructions of your immediate supervisor in a high-quality and timely manner;

Comply with these Rules;

Maintain labor discipline;

Comply with established labor standards;

Undergo training in safe methods and techniques for performing work and providing first aid to victims at work, instruction on labor protection, on-the-job training, testing of knowledge of labor protection requirements;

Undergo mandatory preliminary (upon employment) and periodic (during employment) medical examinations (examinations), as well as undergo extraordinary medical examinations (examinations) at the direction of the Employer in cases provided for by the Labor Code of the Russian Federation and other federal laws;

Comply with labor protection and occupational safety requirements;

Treat with care the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees;

Contribute to the creation of a favorable business atmosphere in the team;

Immediately inform the Employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the Employer’s property (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property);

Take measures to eliminate the causes and conditions that impede the normal performance of work (accidents, downtime, etc.), and immediately report the incident to the Employer;

Maintain your workplace, equipment and fixtures in good condition, order and cleanliness;

Comply with the procedure established by the Employer for storing documents, material and monetary assets;

Improve your professional level through systematic independent study of specialized literature, journals, and other periodic specialized information on your position (profession, specialty), on the work performed (services);

Conclude an agreement on full financial liability in the event that he begins work on direct servicing or use of monetary, commodity valuables, and other property, in cases and in the manner prescribed by law;

Perform other duties provided for by the legislation of the Russian Federation, these Rules, other local regulations and the employment contract.

6.3. The employee is prohibited from:

Use tools, devices, machinery and equipment for personal purposes;

Use working time to resolve issues not related to labor relations with the Employer, as well as during working hours, conduct personal telephone conversations, read books, newspapers and other literature not related to work activities, use the Internet for personal purposes, play computer games ;

Smoking in office premises, outside equipped areas intended for these purposes;

Drink alcoholic beverages, narcotic and toxic substances during working hours, come to work in a state of alcoholic, narcotic or toxic intoxication;

To carry out and transfer to other persons official information on paper and electronic media;

Leave your workplace for a long time without informing your immediate supervisor and without obtaining his permission.

6.4. Labor responsibilities and rights of employees are specified in employment contracts and job descriptions.

7. WORKING TIME

7.1. The working hours of the Company's employees are 40 hours per week.

7.1.1. For employees with normal working hours, the following working hours are established:

Five-day work week with two days off - Saturday and Sunday;

The duration of daily work is 8 hours;

Work start time is 9.00, work end time is 18.00;

A break for rest and food from 13.00 to 14.00 lasting 1 hour during the working day. This break is not included in working hours and is not paid.

7.1.2. If, upon hiring or during the employment relationship, a different working time and rest time regime is established for the employee, then such conditions must be included in the employment contract as mandatory.

7.2. When hiring, reduced working hours are established:

For employees under the age of sixteen - no more than 24 hours per week (when studying in a general education institution - no more than 12 hours per week);

For workers aged sixteen to eighteen years - no more than 35 hours per week (when studying in a general education institution - no more than 17.5 hours per week);

For employees who are disabled people of group I or II - no more than 35 hours per week;

For workers engaged in work with harmful and (or) dangerous working conditions - no more than 36 hours per week.

7.3. When hiring or during the employment relationship, part-time working hours may be established by agreement between the Employer and the employee.

7.3.1. The employer is obliged to establish part-time working hours at their request for the following categories of employees:

Pregnant women;

One of the parents (guardian, trustee) with a child under the age of 14 years (disabled child under the age of 18);

A person caring for a sick family member in accordance with a medical certificate issued in the prescribed manner;

A woman who is on parental leave until the child reaches the age of three years, the child’s father, grandmother, grandfather, other relative or guardian who is actually caring for the child and wants to work part-time while maintaining the right to receive benefits.

7.4. The maximum duration of daily work is provided for the following persons:

Workers aged 15 to 16 years - five hours;

Workers aged 16 to 18 years - seven hours;

Students combining study and work:

from 14 to 16 years old - two and a half hours;

from 16 to 18 years old - four hours;

Disabled persons - in accordance with a medical report.

7.5. For part-time employees, the working hours should not exceed 4 hours per day.

7.5.1. If an employee at his main place of work is free from performing work duties, he can work part-time full time. The duration of working time during one month (another accounting period) when working part-time should not exceed half of the monthly standard working time established for the corresponding category of employees.

7.5.2. The restrictions on working hours specified in clause 7.5 and clause 7.5.1 when working part-time do not apply in the following cases:

If the employee has suspended work at his main place of work due to a delay in payment of wages;

If the employee is suspended from work at his main place of work in accordance with a medical report.

7.7. The Employer has the right to involve the Employee in work beyond the working hours established for this employee in the following cases:

If necessary, perform overtime work;

If the employee works on irregular working hours.

7.7.1. Overtime work is work performed by an employee at the initiative of the employer outside the working hours established for the employee: daily work (shift), and in the case of cumulative accounting of working hours - in excess of the normal number of working hours for the accounting period. The Employer is obliged to obtain the written consent of the Employee to engage him in overtime work.

The employer has the right to involve an employee in overtime work without his consent in the following cases:

When carrying out work necessary to prevent a catastrophe, industrial accident or eliminate the consequences of a catastrophe, industrial accident or natural disaster;

When carrying out socially necessary work to eliminate unforeseen circumstances that disrupt the normal functioning of water supply, gas supply, heating, lighting, sewerage, transport, and communications systems;

When carrying out work the need for which is due to the introduction of a state of emergency or martial law, as well as urgent work in emergency circumstances, that is, in the event of a disaster or threat of disaster (fires, floods, famine, earthquakes, epidemics or epizootics) and in other cases posing danger threat to the life or normal living conditions of the entire population or part of it.

7.7.2. Irregular working hours are a special regime according to which individual employees may, by order of the employer, if necessary, be occasionally involved in the performance of their labor functions outside the working hours established for them.

The provision for irregular working hours is necessarily included in the terms of the employment contract. The list of positions of employees with irregular working hours is established by the Regulations on Irregular Working Days.

7.8. The employer keeps records of the time actually worked by each employee in the time sheet.

8. REST TIME

8.1. Rest time is the time during which an employee is free from performing work duties and which he can use at his own discretion.

8.2. Types of rest time are:

Breaks during the working day (shift);

Daily (between shifts) rest;

Weekends (weekly uninterrupted rest);

Non-working holidays;

Vacations.

8.3. Employees are provided with the following rest periods:

1) a break for rest and food from 13.00 to 14.00, lasting one hour during the working day;

2) two days off - Saturday, Sunday;

3) non-working holidays:

4) annual leave with preservation of place of work (position) and average earnings.

8.3.1. The terms of the employment contract may provide employees with other days off, as well as other times for breaks for rest and meals.

8.4. Employees are provided with an annual basic paid leave of 28 (twenty-eight) calendar days. By agreement between the employee and the Employer, annual paid leave may be divided into parts. Moreover, at least one part of this leave must be at least 14 calendar days.

8.4.1. The right to use vacation for the first year of work arises for the employee after six months of continuous work with this Employer. By agreement of the parties, paid leave may be granted to the employee before the expiration of six months.

8.4.2. The employer must provide annual paid leave before the expiration of six months of continuous work upon their request to the following categories of employees:

For women - before or immediately after maternity leave;

Workers under the age of eighteen;

Employees who have adopted a child (children) under the age of three months;

Part-time workers along with annual paid leave at their main place of work;

In other cases provided for by federal laws.

8.4.3. Vacation for the second and subsequent years of work can be granted at any time of the working year in accordance with the order of provision of annual paid vacations established by the vacation schedule. The vacation schedule is approved by the Employer, taking into account the opinion of the elected body of the primary trade union organization no later than two weeks before the start of the calendar year in the manner established by the Labor Code of the Russian Federation.

8.4.4. Certain categories of employees, in cases provided for by the Labor Code of the Russian Federation and other federal laws, are granted annual paid leave at their request at a time convenient for them. These categories include:

Military spouses;

Citizens who have received a total (accumulated) effective radiation dose exceeding 25 cSv (rem);

Heroes of Socialist Labor and full holders of the Order of Labor Glory;

Honorary Donors of Russia;

Heroes of the Soviet Union, Heroes of Russia, holders of the Order of Glory;

Husbands whose wives are on maternity leave.

8.5. The employee must be notified of the start time of the vacation by signature no later than two weeks before it begins.

8.6. If an employee wishes to take annual paid leave in a period other than that provided for in the vacation schedule, the employee must notify the Employer about this in writing no later than two weeks before the intended vacation. Changes in the timing of leave in this case are made by agreement of the parties.

8.7. For family reasons and other valid reasons, an employee, upon his written application, may be granted leave without pay, the duration of which is determined by agreement between the employee and the Employer.

8.7.1. The employer is obliged, based on a written application from the employee, to provide leave without pay:

Participants of the Great Patriotic War - up to 35 calendar days per year;

For working old-age pensioners (by age) - up to 14 calendar days per year;

For parents and wives (husbands) of military personnel who died or died as a result of injury, concussion or injury received during the performance of military service duties, or as a result of an illness associated with military service - up to 14 calendar days a year;

For working disabled people - up to 60 calendar days per year;

For employees in cases of the birth of a child, marriage registration, death of close relatives - up to five calendar days;

In other cases provided for by the Labor Code of the Russian Federation and other federal laws.

8.8. Employees working irregular working hours are provided with annual additional paid leave lasting from 3 to 15 calendar days, depending on the position held. The list of positions, conditions and procedure for granting such leave are established in the Regulations on Irregular Working Days.

9. REMUNERATION

9.1. The employee’s salary in accordance with the Employer’s current remuneration system, enshrined in the Regulations on Remuneration, consists of the official salary.

9.1.1. The amount of the official salary is established on the basis of the Company's staffing table.

9.2. An employee may be paid a bonus in the amount of up to 50% of the salary, subject to the conditions and procedure established by the Regulations on Remuneration.

9.3. Employees who have reduced working hours are paid in the amount provided for normal working hours, with the exception of workers under 18 years of age.

9.3.1. Workers under the age of 18 are paid based on their reduced work hours.

9.4. If an employee is assigned part-time work, remuneration is made in proportion to the time worked.

9.5. Employees for whom the traveling nature of their work is stipulated in their employment contract are compensated for transportation costs in the manner and under the conditions determined by the Regulations on Remuneration.

9.6. Wages are paid to employees every half month: on the 5th and 20th of each month: on the 20th the first part of the employee’s salary for the current month is paid - in an amount of at least 50% of the official salary; On the 5th day of the month following the payroll month, full payment is made to the employee.

9.6.1. If the payment day coincides with a weekend or non-working holiday, wages are paid before the onset of these days. Payment for vacation time is made no later than three days before the start of the vacation.

9.7. Payment of wages is made in Russian currency at the Company's cash desk.

9.7.1. Wages can be paid in non-cash form by transferring them to the current account specified by the employee, if the terms of the transfer are specified in the employment contract.

9.8. The employer transfers taxes from the employee’s salary in the amount and manner provided for by the current legislation of the Russian Federation.

9.9. During the period of suspension from work (preclusion from work), the employee’s wages are not accrued, except in cases provided for by the Labor Code of the Russian Federation or other federal laws. These include removal from work:

In connection with tuberculosis, a patient with tuberculosis. During the period of suspension, employees are provided with state social insurance benefits;

Due to the fact that the person is a carrier of infectious disease pathogens and may be a source of spread of infectious diseases, it is impossible to transfer the employee to another job. During the period of suspension, employees are paid social security benefits;

Due to failure to complete training and testing of knowledge and skills in the field of labor protection. Payment during downtime is made as for downtime;

Due to failure to undergo a mandatory preliminary or periodic medical examination (examination) through no fault of the employee. In this case, payment is made for the entire period of suspension from work as idle time.

10. INCENTIVES FOR WORK

10.1. To reward employees who conscientiously perform their job duties for long and impeccable work at the enterprise and other successes in their work, the Employer applies the following types of incentives:

Declaration of gratitude;

Issuing a bonus;

Rewarding with a valuable gift;

Awarding a certificate of honor.

10.1.1. The amount of the bonus is set within the limits provided for in the Regulations on Remuneration.

10.2. Incentives are announced in the order (instruction) of the Employer and brought to the attention of the entire workforce. The simultaneous use of several types of incentives is allowed.

11. RESPONSIBILITY OF THE PARTIES

11.1. Employee Responsibility:

11.1.1. For an employee committing a disciplinary offense, that is, failure or improper performance by an employee through his fault of the labor duties assigned to him, the Employer has the right to bring the employee to disciplinary liability.

11.1.2. The employer has the right to apply the following disciplinary sanctions:

Comment;

Rebuke;

Dismissal on the appropriate grounds provided for by the Labor Code of the Russian Federation.

11.1.3. For each disciplinary offense, only one disciplinary sanction can be applied. When imposing a disciplinary sanction, the severity of the offense committed and the circumstances under which it was committed must be taken into account.

11.1.4. Before applying disciplinary action, the Employer must request a written explanation from the employee. If after two working days the employee does not provide the specified explanation, then a corresponding act is drawn up. Failure by an employee to provide an explanation is not an obstacle to applying disciplinary action.

11.1.5. Disciplinary action is applied no later than one month from the date of discovery of the misconduct, not counting the time of illness of the employee, his stay on vacation, as well as the time required to take into account the opinion of the representative body of employees. A disciplinary sanction cannot be applied later than six months from the date of commission of the offense, and based on the results of an audit, inspection of financial and economic activities or an audit - later than two years from the date of its commission. The specified time limits do not include the time of criminal proceedings.

11.1.6. The Employer's order (instruction) to apply a disciplinary sanction is announced to the employee against signature within three working days from the date of its publication, not counting the time the employee is absent from work. If the employee refuses to familiarize himself with the specified order (instruction) against signature, then a corresponding act is drawn up.

11.1.7. A disciplinary sanction can be appealed by an employee to the state labor inspectorate and (or) bodies for the consideration of individual labor disputes.

11.1.8. If within a year from the date of application of the disciplinary sanction the employee is not subject to a new disciplinary sanction, then he is considered to have no disciplinary sanction.

11.1.9. The employer, before the expiration of a year from the date of application of the disciplinary sanction, has the right to remove it from the employee on his own initiative, at the request of the employee himself, at the request of his immediate supervisor or a representative body of employees.

11.1.10. During the period of validity of the disciplinary sanction, the incentive measures specified in paragraph 10.1 of these Rules are not applied to the employee.

11.1.11. The employer has the right to hold the employee financially liable in the manner established by the Labor Code of the Russian Federation and other federal laws.

11.1.12. An employment contract or written agreements attached to it may specify the financial liability of the parties to this contract.

11.1.13. Termination of an employment contract after causing damage does not entail the release of the employee from financial liability provided for by the Labor Code of the Russian Federation or other federal laws.

11.1.14. The employee's financial liability arises for damage caused by him to the Employer as a result of culpable unlawful behavior (actions or inaction), unless otherwise provided by the Labor Code of the Russian Federation or other federal laws.

11.1.15. An employee who causes direct actual damage to the Employer is obliged to compensate it. Lost income (lost profits) cannot be recovered from the employee.

11.1.16. The employee is released from financial liability in cases of damage due to:

Force majeure;

Normal economic risk;

Extreme necessity or necessary defense;

Failure by the Employer to fulfill the obligation to provide appropriate conditions for storing property entrusted to the employee.

11.1.17. For damage caused, the employee bears financial liability within the limits of his average monthly earnings, unless otherwise provided by the Labor Code of the Russian Federation or other federal laws.

11.1.18. In cases provided for by the Labor Code of the Russian Federation or other federal laws, the employee may be held liable for the full amount of damage caused. The full financial liability of the employee consists of his obligation to compensate the direct actual damage caused to the Employer in full.

11.1.19. Written agreements on full individual or collective (team) financial responsibility can be concluded with employees who have reached the age of eighteen and directly service or use monetary, commodity values or other property.

11.1.20. The amount of damage caused by the employee to the Employer in the event of loss and damage to property is determined by actual losses, calculated on the basis of market prices valid on the day the damage was caused, but not lower than the value of the property according to accounting data, taking into account the degree of depreciation of this property.

11.1.21. Requiring a written explanation from the employee to establish the cause of the damage is mandatory. In case of refusal or evasion of the employee from providing the specified explanation, a corresponding act is drawn up.

11.1.22. Collection from the guilty employee of the amount of damage caused, not exceeding the average monthly earnings, is carried out by order of the Employer. The order can be made no later than one month from the date of final determination by the Employer of the amount of damage caused by the employee.

11.1.23. If the one-month period has expired or the employee does not agree to voluntarily compensate for the damage caused to the Employer, and the amount of damage caused to be recovered from the employee exceeds his average monthly earnings, then recovery can only be carried out by the court.

11.1.24. An employee who is guilty of causing damage to the Employer may voluntarily compensate it in full or in part. By agreement of the parties to the employment contract, compensation for damage by installments is allowed. In this case, the employee submits to the Employer a written obligation to compensate for damages, indicating specific payment terms. In the event of dismissal of an employee who gave a written commitment to voluntarily compensate for damage, but refused to compensate for the specified damage, the outstanding debt is collected in court.

11.1.25. With the consent of the Employer, the employee may transfer equivalent property to compensate for the damage caused or repair the damaged property.

11.1.26. Compensation for damages is made regardless of whether the employee is brought to disciplinary, administrative or criminal liability for actions or inactions that caused damage to the Employer.

11.1.27. In the event of dismissal without good reason before the expiration of the period stipulated by the employment contract or agreement on training at the expense of the Employer, the employee is obliged to reimburse the costs incurred by the Employer for his training, calculated in proportion to the time actually not worked after completion of training, unless otherwise provided by the employment contract or training agreement.

11.2. Employer's responsibility:

11.2.1. The Employer's financial liability arises for damage caused to the employee as a result of culpable unlawful behavior (actions or inaction), unless otherwise provided by the Labor Code of the Russian Federation or other federal laws.

11.2.2. An employer who causes damage to an employee compensates for this damage in accordance with the Labor Code of the Russian Federation and other federal laws.

11.2.3. An employment contract or written agreements attached to it may specify the financial responsibility of the Employer.

11.2.4. The employer is obliged to compensate the employee for the earnings he did not receive in all cases of illegal deprivation of his opportunity to work.

11.2.5. An employer who causes damage to an employee's property shall compensate for this damage in full. The amount of damage is calculated at market prices valid on the day of compensation for damage. If the employee agrees, damages may be compensated in kind.

11.2.6. The employee’s application for compensation for damage is sent to the Employer. The employer is obliged to consider the received application and make an appropriate decision within ten days from the date of its receipt. If the employee disagrees with the Employer’s decision or does not receive a response within the prescribed period, the employee has the right to go to court.

11.2.7. If the Employer violates the established deadline for payment of wages, vacation pay, dismissal payments and other payments due to the employee, the Employer is obliged to pay them with interest (monetary compensation) in the amount of not less than one three hundredth of the refinancing rate of the Central Bank of the Russian Federation in force at that time from unpaid amounts on time for each day of delay, starting from the next day after the due date for payment up to and including the day of actual settlement.

11.2.8. Moral damage caused to an employee by unlawful actions or inaction of the Employer is compensated to the employee in cash in amounts determined by agreement of the parties to the employment contract.

12. FINAL PROVISIONS

12.1. On all issues that have not been resolved in these Rules, employees and the Employer are guided by the provisions of the Labor Code of the Russian Federation and other regulatory legal acts of the Russian Federation.

12.2. At the initiative of the Employer or employees, changes and additions may be made to these Rules in the manner prescribed by labor legislation.