Tip 1: How to issue an employee temporarily
The basis for a fixed-term employment contract may well serve as a regular employment contract, which is concluded with the employees of your organization.
However, will not be superfluous to add the word "urgent" in the very title of the Treaty, and in the first section also specify that the employee and employer entered into between an employment contract and a reference to the provision of the Labour code of the Russian Federation, giving the right to design for such an option in your particular case.
Most sections can not be touched: they are equally relevant both for an indefinite employment contract, and for an urgent one.
Don't forget to add in the text the sections on the expiry of fixed-term employment contract and the termination procedure in the presence of other bases. For example, in the case of early return to work employee. which replaces the one you hire under a fixed-term employment contract.
All provisions will not be superfluous to support references to the relevant provisions of the Labor Code of the Russian Federation. In this case, no labor inspection will stick to you for sure.
A fixed-term contract, like any other contract, is certified by the employee on the part of the employee, and on the organization’s signature by the head and seal.
The rest of the registration procedure of a new employee is no different from the usual. He writes to the head of the organization a letter asking to take him to work with indication of position and, if necessary, units and gives you his service book.
You issue an order for his admission to temporary work, in which you register the deadline for the employment relationship. The order is signed by the head of the organization and certified by its seal.
Record in labor is done in the usual way: the sequence number, date, information about employment with the indication of the position and, if necessary, units and the number and date of publication of the order for employment.