Tip 1: How to take a fixed-term employment contract
Read article 59 of the Labor Code of the Russian Federation. It lists all cases in which the company can get a person to work on an urgentcontract. These are mainly persons hired instead of a temporary absent employee; for seasonal work; for internship and training. But there are many subparagraphs that need to be taken into account for this type of conclusion of an agreement, so you need to be all aware of them.
Check out all of the necessary conditions. The most important and indispensable is the date that indicates the period of work. If the contract is not prescribed, it is automatically considered to be concluded for an indefinite period. Be sure to specify the order on the hiring date in two cells. That is, in the end, the contract should be clearly spelled out, what number and what is working.
Take note of all the surprises. It happens that the validity of the contract has long passed, but the work is not completed for any reason, nor independent from the client and not by the contractor. The Labour code of the Russian Federation does not envisage the possibility of extending the term of the contract, but, on the other hand, it is not prohibited. So if necessary, you can extend the time without breaking the law.
Remember about the details. Even if the contract is extended, endlessly it can't last. The maximum period for fixed-term employment contract is five years. Accordingly, if after five years both parties agree to further cooperation, and each of the parties has no complaints, according to article 58 of the Labor code, the agreement becomes indefinite.
Be careful. You must keep a special journal and in it to specify the end date of fixed-term contracts. When it comes time to a specified date, you need three days to prepare a written notification to the employee to warn him about the early dismissal.
Urgent laborcontract - it's suchcontract. which is for a specific time. Employers in their work hire employees to perform temporary work, for example, in the event of the departure of the mainemployee on vacation or on some seasonal work. Personnel personnel may have a question: how to execute documents regardingemployee. which is temporarily employed.
The first thing you need to do is to obtain a statement from the new employee. The content of his can in no way different from that of the document, which is the main staff. The only thing he can do is to clarify that wishes to get a temporary job.
After that remove the copies of the passport, document of education, with insurance certificate, the certificate on statement on the account in FNS (INN) and others. Also you have to take the work-book, medical certificate (if required), military ticket (if available).
Next, make an order for admission to work. You should as well as for the mainemployee. to assign a person temporarily employed personnel number. The order of filling of this document is no different from other orders, the only thing that you need to specify that the employee is accepted for a certain period. At the end sign the form and give the signature of the employee.
After that, conclude laborcontract. Be sure to indicate that the employee is a temporary worker. Also specify the duration of his work, that is, the duration of the laborcontract but. This can be done either as an exact date of termination of the document, or simply to indicate the time period, that is, to write thatcontract is for a month (two months, six months, a year, etc.).
Note that to enter into urgent laborcontract more than five years you can not, that is, if you specify a longer period, the employee will be arranged for an indefinite time.
After the employee is furnished, make the changes in staffing. To do this, issue an order. You should also make a record and employment record of the employee, this does not necessarily indicate that work is temporary. After the dismissal entry is made: "Dismissed in connection with the termination of the employment contract but".