Tip 1: How to apply for an early exit from vacation
You can terminate any form of termination prematurelyvacations. It is important to remember that it is possible to do this only with the consent of the employee. And the consent should be made in writing.
To interrupt the annual paid vacation ahead of schedule can be both at the initiative of the employee and the employer.
If for family reasons (the upcoming birth of a child, the wedding of your beloved son, and much more), you need to use partvacations later, you need to apply to the head of the organization with a statement of earlyexit e ofvacations. The application is written in an arbitrary form. It is desirable to indicate the reason for the necessary transfer and the estimated date of use of the remaining daysvacations. If the used partvacations more than 14 calendar days, the employee has the right to attach unused days to the next next vacation.
In the event that the durationvacations exceeds 28 calendar days, the possible payment of compensation for days in excess. For example, if the vacation 34 K. D. (there is additional leave for irregular working hours), for 6 K. D. a possible compensation.
The preferred option should be stated in the application.
Earlyexit ofvacations is possible only after the statement is signed by the head, and the personnel service will prepare an order to withdraw from the nextvacations. It must necessarily indicate the period for granting the remaining unused days or payment of monetary compensation. The employee gets acquainted with the order against the signature and starts work.
When the initiator of withdrawal fromvacations is the employer, the consent of the employee expressed in writing (statement) is also necessary. The employee has the right to refuse earlyexit but to work. In this case, it can not be brought to disciplinary responsibility.
The Labor Code of the Russian Federation (Clause 3 of Article 125) contains a list of employees who can not be withdrawn fromvacations. even if they have their written consent. So, you can not interrupt the leave to employees under the age of 18, pregnant women working in industries associated with harmful or dangerous working conditions.