Please explain how to record an employee whom the director, by his order, suspended from work for 3 months. The order was drawn up on the basis of Art. 73.76 of the Labor Code of the Russian Federation in accordance with the medical report and due to the absence in the state vacancies corresponding to the recommendation medical commission- exemption from hard work associated with lifting weights from 23.08 to 22.11.2014. Is the insurance period and 2.33 days for vacation accrued for this period? What designations should we put in the table?

Suspension from work is issued by order of the head.

• with payment (allowance) in accordance with the law - code NO;
• for reasons provided by law, without accrual wages- NB code.

The period of suspension from work for medical reasons is included in the period giving the right to leave and is not included in the pension service.

The rationale for this position is given below in the materials of the Glavbukh System

1. Article: Transfer of an employee to another job for health reasons.

Suspension from work

Decor. If an employee who is recommended to transfer to another job for up to four months refuses to transfer, he is suspended from work with the preservation of his place of work for the period specified in the medical certificate. The same measures the employer must take in the absence of vacancies or relevant work. This is stated in part 2 of article 73 of the Labor Code of the Russian Federation.

Suspension from work occurs on the basis of an order of the head of the organization, drawn up in an arbitrary form (see the sample in the figure).

In the time sheet in the form No. T-12 or T-13, the period of suspension from work (non-admission to work) is noted as follows:

• with payment (allowance) in accordance with the law - code NO (34);
• for reasons provided for by law, without payroll - NB code (35).

Symbols and unified forms of time sheets are approved by the Resolution of the State Statistics Committee No. 1.

Payments and their taxation. During the period of suspension from work, an employee is not paid wages, unless otherwise provided by the Labor Code, federal laws, a collective agreement, agreements or an employment contract.

A collective or employment agreement may provide for payments during the period when an employee is suspended from work for medical reasons.

Can the organization include them in expenses? There are two points of view. Some experts refer to paragraph 1 and paragraph 25 of Article 255 of the Tax Code. According to its provisions, any accruals to employees, as well as expenses related to the maintenance of these employees and provided for by the norms of legislation, can be attributed to labor costs. Russian Federation, labor and (or) collective agreements.

If technology change affects health

The need to transfer an employee to another job can be caused not only by the deterioration of his well-being, but also by changes in working conditions: technologies production process, its organization, working hours.

In accordance with part 2 of article 74 of the Labor Code, the administration is obliged to notify the employee of the upcoming changes and their reasons in writing not later than two months. If the employee does not agree to work in the new conditions (including for medical reasons), the employer is obliged to offer him another job that the employee can perform taking into account the state of health (part 3 of article 74 of the Labor Code of the Russian Federation). If other suitable job no, or the employee refused the proposed options, the employment contract is terminated in accordance with clause 7 of part 1 of Article 77 of the Labor Code.

Time included in experience

The length of service giving the right to the main paid leave includes:

• actual work time;
• the time when the employee did not actually work, but in accordance with the law, the place of work was retained for him (illness, annual paid leave, holidays, physical examination, etc.);
• time of forced absenteeism in case of illegal dismissal or removal from work and subsequent reinstatement at the previous job;
• the time of suspension from work of an employee who did not pass a medical examination through no fault of his own;
• the time of unpaid leave granted at the request of the employee, not exceeding 14 calendar days in a working year;
• other periods of time provided for by the labor (collective) agreement or local act of the organization.

2) the period of receipt of benefits under the mandatory social insurance during the period of temporary incapacity for work (subparagraph as amended by the Federal Law of July 24, 2009 N 213-FZ, - see the previous version);

3) the period of care of one of the parents for each child until he reaches the age of one and a half years, but not more than four and a half years in total;
(Clause as amended, entered into force on January 1, 2014 by the Federal Law of December 28, 2013 N 427-FZ. - See the previous edition)

4) the period of receiving unemployment benefits, the period of participation in paid public works and the period of moving or resettlement in the direction of the state employment service to another area for employment;
(Subclause as amended, entered into force on January 1, 2012 by the Federal Law of November 30, 2011 N 361-FZ. - See the previous edition)

6) the period of care provided by an able-bodied person for a disabled person of group I, a disabled child or a person who has reached the age of 80 years;

7) the period of residence of the spouses of military personnel undergoing military service under a contract, together with spouses in areas where they could not work due to lack of employment opportunities, but not more than five years in total (the subparagraph was additionally included from January 1, 2009);

8) the period of residence abroad of spouses of employees sent to diplomatic missions and consular offices of the Russian Federation, permanent missions of the Russian Federation to international organizations, trade missions of the Russian Federation in foreign states, representative offices of federal executive bodies, government agencies at federal executive bodies or as representatives of these bodies abroad, as well as in representative offices public institutions of the Russian Federation (state bodies and state institutions of the USSR) abroad and international organizations, the list of which is approved by the Government of the Russian Federation, but not more than five years in total FZ).

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What is put in the time sheet for an employee who was at the workplace in the stage of intoxication after 5 hours of work with an eight-hour working day?

Answer

The appearance of an employee in a state of intoxication is the basis for the removal of the employee from work. This is stated in the Labor Code of the Russian Federation. Suspension is mostly temporary and does not imply termination of the employment relationship.

When an employee appears at work in a state of intoxication, he must without fail carry out the procedure for his dismissal from work:

The employer suspends the employee from work for the entire period of time until the circumstances that are the basis for suspension from work or exclusion from work are eliminated, unless otherwise provided by the Labor Code of the Russian Federation, other federal laws ().

The suspension period (regardless of its duration) is not included in the . An exception is the case of suspension of a person who has not passed the mandatory medical checkup(survey) through no fault of the employee ().

In your situation, the employee worked more than 5 hours out of an eight-hour working day, therefore, in the time sheet, put down the time that the employee worked before he was found to be intoxicated, that is, enter proportionally worked time. And the rest of the time as suspension from work (non-admission to work) for reasons provided for by law, without payroll - the letter designation NB or digital 35.

You will have no questions about intoxication test after reading the article at the link.

Details in the materials of the System:

1. Answer: How to remove an employee from work

Grounds for removal

Thus, the employee is suspended from work until the circumstance that led to his dismissal disappears. A different rule may be established by the Labor Code of the Russian Federation and other federal laws. In this case, admission to work will depend not on the elimination of the circumstances that led to the suspension from work, but on other factors.

For example, an employer must remove an employee from underground work if the employee did not comply with the safety requirements established by federal laws and other regulatory legal acts of Russia when carrying out underground work (). To allow an employee to work, it is not enough to eliminate the circumstance that led to the suspension. The employee must pass an extraordinary test of knowledge of safety requirements when carrying out underground work ().

In general, the suspension period (regardless of its duration) is not included in the . An exception is the case of dismissal of an employee who did not pass the mandatory medical examination (examination) through no fault of his own ().

The order must indicate the reasons for the removal of the employee from work and indicate the period of suspension. As a rule, the wording “until the circumstances that were the basis for dismissal from work” are eliminated. At the same time, if at the time of drawing up the order it is possible to reliably determine the period of suspension, then a specific date can be indicated in the order.

In addition, the order should reflect the payment procedure for the period of suspension. In general, do not accrue salary for the period of suspension to the employee. The exception is cases of suspension when, through no fault of their own, an employee did not undergo training and knowledge testing in the field of labor protection or a mandatory medical examination (examination). Similar exceptions can be set federal law, for example, when resolving conflicts of interest and verifying the accuracy and completeness of information about the income of civil servants or improper performance by managers government organizations their duties during the state of emergency ( , ). In this case, pay the suspension period as ().

The order should also draw up the line "Basis", listing all the documents confirming the legality and validity of the issuance of the order.

It is necessary to familiarize the employee with the order on suspension from work against signature. In case of refusal to sign the order, an appropriate act is drawn up or a corresponding entry is made directly on the order itself.

Record of suspension from work in . By general rules it is not required to make this entry in . However, if necessary (for example, to ensure internal accounting) this information can still be reflected in a personal card, for example, in the section " additional information". Such information will be useful, in particular, when necessary to grant leave.

During the period of suspension of an employee from work, an alphabetic or numeric code is indicated depending on the payment procedure for this period (suspension from work with payment - BUT (or 34), without payroll - NB (or 35)).

An organization can establish a specific procedure for processing documents in its local regulations. In addition, the grounds for removal must also be taken into account, which may also affect the documentation process.

Drunk

When an employee appears at work in a state of intoxication, he must be removed from work without fail. If the employee has not been suspended from work, the responsibility for the possible consequences of the performance of work duties by him in a state of intoxication lies with the employer. Officials organizations that, after discovering the fact that an employee appeared at work in a state of intoxication, did not carry out the procedure for his removal, can be held both administrative () and criminally liable if people suffered as a result of such inaction (,).

If an employee is found at the workplace in a state of intoxication, the head of the department in which the employee works must be addressed to the head of the organization. The note should reflect the signs by which the employee's condition is regarded as intoxication (for example, incoherent speech, impaired coordination of movements, the characteristic smell of alcohol, etc.).

Signs of intoxication are listed in approved.

Further, the employee is recommended to be sent for a medical examination to a specialized organization that has the appropriate license. Based on the results of the examination, a medical certificate or act will be issued, which is established.

Payment for services when contacting medical organization for the examination, as a rule, is carried out at the expense of the employer. However, if the fact of intoxication is confirmed, these amounts can subsequently be recovered from the employee as direct damage to the employer ().

However, the employee has the right to refuse to undergo an examination (). An employee's refusal to be examined must be recorded in an act.

In case of refusal to undergo a medical examination, the fact of intoxication can be confirmed by other evidence, for example, drawn up without the participation of doctors. The legitimacy of this approach is explained in the resolution of the Plenum Supreme Court RF dated March 17, 2004 No. 2 and confirmed by judicial practice (see, for example,). Moreover, the act must be drawn up directly on the day the employee is found at work in a state of intoxication, otherwise it will be impossible to prove this fact. The act is signed by at least two people.

It is also necessary to offer an employee who appeared in a state of intoxication to submit his explanations in writing, since incoherent wording, illegible handwriting, slurred thoughts can subsequently be considered as additional confirmation of being in a state of intoxication.

After the execution of all documents confirming the intoxication of the employee, the procedure for removing the employee from work takes place according to.

Suspension from work in connection with the appearance in a state of intoxication is issued only for one day. If the next day the worker reappears in a state of intoxication, then it will be necessary to carry out the entire suspension procedure again.

The appearance of an employee at work in a state of intoxication is.

Registration of admission

Upon termination of the circumstances that were the basis for suspension from work, the employee may be allowed to work (). If a specific suspension period was not indicated in the suspension order, then admission to work should be issued in a separate order and familiarized with it by the employee against signature.

The unified form of this order has not been approved, so it can be drawn up in.

An order may not be issued if the suspension period was originally fixed in the suspension order.

It is not necessary to make a record of the end of the suspension period and admission to work on a personal card. However, if necessary, for example, to ensure internal accounting, this information can still be reflected in the card, for example, in the "Additional Information" section. Such information may be useful in
Inspectors of the GIT and Roskomnadzor told us what documents should never be required from newcomers when applying for a job. You probably have some papers from this list. We have compiled a complete list and selected a safe replacement for each prohibited document.

If you pay vacation pay a day later than the deadline, the company will be fined 50,000 rubles. Reduce the notice period for the reduction by at least a day - the court will reinstate the employee at work. We have studied judicial practice and prepared safe recommendations for you.

Why can a person be removed from work, what does the Labor Code of the Russian Federation say about this, and what is the procedure for removal? Read about everything in our article, download samples of the necessary documents

From this article you will learn:

Suspension from work: Labor Code of the Russian Federation

Cases of suspension from work of employees are not so rare, and if circumstances arise in which it is not possible for an employee to perform his job duties, then the entire procedure must be carried out within the framework of the law. Article 76 of the Labor Code of the Russian Federation considers suspension as the exclusion of a person from the work that he previously performed, when objective reasons appear for this.

Instructions on the need to suspend an employee from work under the circumstances described in the Labor Code are not advisory, but mandatory for his manager.

The law also stipulates that suspension is a temporary measure, the duration of which is determined on a case-by-case basis.

Grounds for suspension from work

Refusal to work is a rather serious step, so first you need to figure out in which cases, according to the law, the employer is obliged to remove the employee from work.

Referring to Article 76, consider the list of reasons that serve as the basis for the removal of an employee from work in 2019:

• The employee came to work in a state of intoxication. Obviously, in a state of altered consciousness, he cannot make adequate decisions and cannot work either with people, or with documents, or with equipment.

• The employee has not completed OT training or passed the relevant exam. Having insufficient knowledge of safety precautions or not having them at all, a person endangers not only his own life, but also the lives and health of his colleagues.

• The employee did not pass a medical examination, incl. and psychiatric. Those. it is not determined whether he can, for health reasons, this or that job. Until this is found out, his boss has no right to trust him to perform his job duties.

• The employee underwent a medical examination, which revealed that he had health problems that were incompatible with the type of work that he had previously performed. And even if he assures that he will cope with the work, the law prohibits the use of his labor in a position that does not correspond to his physical capabilities.

• The employee was deprived of specific permits for a period of up to 2 months to perform a certain type of work (driver's license, license to carry weapons, to conduct notarial activities). Obviously, there cannot be a driver without a license, or a notary without a license. In this case, the director considers the option of his temporary transfer to another position where the specified permissions are not required. If there is none or the employee refuses the offered vacancies, suspension follows.

• The state body requires the manager not to allow the employee to work (GIT, Sanepidnadzor, court, etc.), which is a measure of procedural coercion.

It is worth noting that clause 8, part 1, article 76 of the Labor Code of the Russian Federation warns that the above list of reasons for removing an employee from work is incomplete. Some federal laws provide other grounds for non-admission.

A measure such as suspension from work is not disciplinary action, cannot be used at the initiative of the employer and is applied only in cases strictly established by law.

The employee does not receive a salary for the period of suspension, and this is logical, because he was guilty, as a result of which he did not work. The exception is cases when a person did not pass a medical examination or training through no fault of his own - then the period of non-admission is paid to him as a simple one (part 3 of article 76 of the Labor Code of the Russian Federation). People who have been suspended from work for the duration of the trial (clause 7, part 1, article 76 of the Labor Code of the Russian Federation) may receive benefits from the federal budget for the period of suspension (article 131 of the Code of Criminal Procedure) in the amount of up to five minimum wages.

Documents that confirm the misconduct of the employee

To punish an employee, you must record the misconduct, request an explanation from the employee, assess the circumstances, select and issue a penalty. Each of these stages must be documented. Only in this way can you prove the legality of the recovery and protect yourself from the claims of the employee, the GIT and the court. Everything in the article was told by the experts of the magazine “Handbook of Personnel Officer”

The procedure for suspension from work

During the procedure for suspension from work, all documents should be correctly drawn up - this will protect the enterprise from negative consequences if the delinquent employee decides to challenge the inadmissibility in court or his actions will entail force majeure circumstances. The algorithm for removing an employee from work in 2019:

Step 1. Obtaining a document confirming the event that led to the suspension. This may be a notice from government agencies demanding non-admission, a memo about being drunk at the workplace or about not providing the results of a medical examination, a medical certificate with contraindications, etc.

Step 2. Requesting a corroborative document from the offender ( explanatory note or reference). This will help clarify whether he is really to blame. Suspension will not cancel this, but it may serve as a reason not to cancel payroll.

Step 3. Proposal of transfer to another position, if an incident occurred under clause 6, part 1, article 76. If a person agrees, a transfer procedure follows, if a person refuses, a suspension procedure follows.

Step 4. Issuing a suspension order. The paper is drawn up in free form and contains the full name of the dismissed person, an explanation of the reasons, a link to the basis document, terms, instructions from the accounting department about non-accrual of earnings. The employee familiarizes himself with the order against signature.

About the timing of the suspension: the start date is always clear, but it is rarely possible to determine the end date. If the deadline is known, it is written in the order, and then a subsequent admission order is not required. If not known, it is indicated - until the causes are eliminated, and then the admission will occur upon the provision of documents confirming that the issue has been resolved positively.

Symbols for suspension in the report card

The code		Type of suspension
alphabetic	digital
BUT		Suspension from work with payment (allowance) in accordance with the law
NB		Suspension from work for reasons provided for by law, without payroll

AT work book non-admission to work is in no way fixed (part 4 of article 66 of the Labor Code of the Russian Federation). No changes are made to the employment contract and no additional agreements are drawn up to it. The time sheet indicates either BUT (34) - if the suspension period is paid, or NB (35) - if it is not paid.

Consequences of suspension from work in 2019:

• the imposition of a concomitant disciplinary sanction;
• non-payment of salaries;
• non-inclusion of this period in the length of service for receiving leave (if the reason is not valid).

Liability for unlawful suspension

Who is entrusted with	Measure of responsibility
Executive	Administrative fine in the amount of 1 thousand to 5 thousand rubles. Re-engagementfor a similar offense - disqualification for a period of one to three years.
Individual entrepreneur	Administrative fine in the amount of 1 thousand to 5 thousand rubles. or administrative suspension of activities for up to 90 days
Legal entity	Administrative fine in the amount of 30 thousand to 50 thousand rubles. or administrative suspension of activities for up to 90 days

Very often, especially due to inexperience, personnel officers incorrectly draw up a suspension from work, the grounds and procedure for suspension should not run counter to the requirements of the Labor Code. After all suspension time is not paid, and offended employees can complain to the GIT or go straight to court. BUT in case of incorrect registration, the judge can recover both simple and non-pecuniary damage. In order not to scatter the money of the organization, you need to take into account all the nuances when applying for a suspension.

What is suspension from work

Suspension from work is not directly related to dismissal, it is an employer's action aimed not at prohibiting a specific employee from working. This is done so that the employee does not injure himself and does not provoke an accident. Or maybe he can’t work in the same place for medical reasons or because of the ban.

The court can ban certain activities. For example, when sentencing a teacher, the judge may impose such an additional punishment as a ban on teaching certain time. Or a full-time driver will be deprived of the rights for violating traffic rules, as a result of which he will no longer be able to work as a driver.

Reminder

Article 76 of the Labor Code orders an employee to be suspended from work, if there is a reason for that.

Reasons for dismissal

Article 76 contains a list of circumstances under which an employee should not be allowed to work. And the circumstances are:

• an employee in an inadequate state (drunk or under the influence of toxins or drugs);
• the employee is not trained in safety or labor protection;
• there is no certificate from a doctor or psychiatrist, if one is required when applying for a job;
• if this work is contraindicated for an employee (for example, a disabled person brought an IPR, which directly indicates contraindications);
• if the employee was temporarily (up to 2 months) deprived of his rights or license, and there is no other vacancy;
• if the court verdict contains a demand for suspension from work.

The list is not closed by the article, because there may be other reasons for removal. For example, an epileptic attack will occur, while the disease itself has not yet been diagnosed. It is also necessary to temporarily suspend carriers of infection from work at the request of sanitary doctors.

Note

According to Article 357 of the Labor Code, the labor inspector has the right to issue an order to remove employees from work who have not been instructed in safety. And Article 114 of the Code of Criminal Procedure gave the investigator the power to demand the temporary suspension of the accused from work. The employer must comply with both the inspector's order and the investigator's requirement.

Suspension from work at the initiative of the employer

As soon as the employer sees one of the above reasons, the employee should not be allowed to workplace until the cause is removed. At the same time, the suspension time is not paid, but with a caveat: if the employee did not pass the safety knowledge test or the medical examination through no fault of his own, then the suspension time is paid as simple, that is, in the amount of 2/3 of the salary.

To draw up a suspension from work must begin with an act. For example, an employee showed up to work drunk. First, we fix its inadequate state by an act. In the act we describe the situation, time and place of drawing up the act. Be sure to bring a couple of eyewitnesses. Their positions, full names and signatures are fixed at the end of the document.

Activation order

As soon as the act is drawn up, we demand explanations from the offender. When explanations are received (you can directly on the act) or the culprit is simply not able to provide them, we draw up an act about this and prepare an order.

Suspension order

There is no generally accepted form of the order, it can be printed arbitrarily. This is a document on the main activity, although it is directed in relation to the individual. The order is prepared on the basis of the act, so the details of the act must appear in the order. Be sure to indicate how long the employee is suspended from work.

Order of suspension from work, a sample of which, it is necessary to endorse both the director and the offending employee.

It is best to entrust the execution of the order to the immediate supervisor of the suspended employee or to the watchmen if the organization has a checkpoint.

Suspension from work in the time sheet

The report card has long ceased to be a mandatory form, so the designations in it can be put on those that are accepted in your organization. If you apply unified form, suspension from work is fixed as follows:

• "PV" - forced absenteeism (if the suspension is declared illegal);
• "BUT" - paid suspension;
• "NB" - suspension without pay.

Illegal suspension from work

Attention!

Important: if you do not draw up the required acts or orders, that is, violate the suspension from work, the grounds and procedure for suspension described in the Labor Code, the labor inspector or judge may well recognize your actions as illegal.

And if this happens, the following measures can be taken against the company:

• recovery of forced absenteeism (Article 234 of the Labor Code);
• imposition of a fine of up to 50 thousand (Article 5.27 of the Code of Administrative Offenses).

Besides and they can impose on the personnel officer fine up to 5 thousand rubles for breaking the rules labor law . And so close to dismissal for non-compliance. Therefore, make sure everything is initially correct and according to the law!

The calculation of the time sheet in this case is a little easier to carry out, because all the necessary numbers and symbols are in front of your eyes. This is especially true for specialists with little experience - so they will be less likely to get confused and make a mistake. Filling out the time sheet wisely There is also a method of recording deviations. It is applied when the working day has the same duration throughout the period. In this case, only non-standard situations are noted, that is, absenteeism, overtime work, business trips, etc. When using this method, much less time is spent, and the final result is the same in both cases. On the sheet, it looks like this: in the top line, information about the absence of the employee at the workplace is entered - V, K, FROM, HH, PR, B and others. The bottom line is left blank.

Designations and codes in the time sheet

OZ Unpaid leave. 19 B Temporary disability (paid) Except for situations marked with the code "T". An illness of an employee, care for a sick relative, quarantine is noted.

In any situation, a sick leave issued by a doctor is necessary. 20 T Unpaid incapacity for work In case of domestic injury, looking after a sick relative, etc. 21 LCH Reduced labor time Issued by order of the chief. 23 D Passes with pay. 24 OL Misses longer than 4 hours Missed time must be continuous, i.e. absence from work all 4 hours in a row. This includes pseudo-strike, administrative arrest, etc.

The affixing is done according to the memos of the heads of departments, explanatory workers, acts of special commissions, etc.

Symbols in the time sheet

Indeed, in the final calculation of hours worked, zeros do not matter, and with the same length of the working day, it remains only to perform the simplest actions: count the number of empty cells in the top line (these are turnouts) and multiply by the number of hours. This method is more convenient for experienced personnel officers and accountants.

Info

It is also well suited for small organizations where the number of employees is small. If your management doesn't know about a simpler time tracking system, then it's time to suggest it to them.

Attention

Maintaining a time sheet on a computer In addition to the paper version, there are several electronic ones. As mentioned above, the timesheets must be duplicated without fail.

This is necessary so that data on the work of employees is not lost and their reliability is confirmed (after all, it is not possible to use a computer everywhere).

The meaning of letters and symbols in the timesheet

Or maybe he can’t work in the same place for medical reasons or because of the ban. The court can prohibit certain activities. For example, when sentencing a teacher, the judge may impose such an additional punishment as a ban on teaching for a certain time.
Or a full-time driver will be deprived of the rights for violating traffic rules, as a result of which he will no longer be able to work as a driver. Reminder Article 76 of the Labor Code orders to suspend an employee from work, if there is a reason for that.
Reasons for suspension from work Article 76 contains a list of circumstances under which an employee should not be allowed to work.

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And the circumstances are:

• an employee in an inadequate state (drunk or under the influence of toxins or drugs);
• the employee is not trained in safety or labor protection;
• there is no certificate from a doctor or psychiatrist, if one is required when applying for a job;
• if this work is contraindicated for an employee (for example, a disabled person brought an IPR, which directly indicates contraindications);
• if the employee was temporarily (up to 2 months) deprived of his rights or license, and there is no other vacancy;
• if the court verdict contains a demand for suspension from work.

The list is not closed by the article, because there may be other reasons for removal. For example, an epileptic attack will occur, while the disease itself has not yet been diagnosed.
It is also necessary to temporarily suspend carriers of infection from work at the request of sanitary doctors.

Symbols in the time sheet *

In this case, this duty is assigned to the foreman or head of the unit by a separate order or is prescribed in employment contract. The algorithm for working with the time sheet First of all, you need to know that each enterprise must have a regular (that is, in paper form) time sheet.
The form can either be printed on your own or ordered from a print shop. There are two approved forms: T-12 and T-13. Their difference is that the first not only takes into account working time, but there are columns for calculating the monthly wage. They are filled according to the same scheme, namely, every month on the first day a new time sheet is opened.

Career

How to keep track of working hours if the enterprise is small and the working hours are five days? There is no single approach to accounting, you can keep a continuous record (register all the facts), or you can only record deviations (temporary disability, absence for unknown reasons, etc.). The main criterion is the correctness of fixing the actual hours worked on paper, since this document is the primary one for calculating wages.

In everyday work, the first option is more convenient with a summarized accounting of labor periods, the second option is preferable when the working time is unchanged, as is the case with a five-day period.

Symbols in the timesheet in 2018

NO 34 Suspension from work (non-admission to work) for reasons provided for by law, without saving wages NB 35 Time of suspension of work in case of delay in payment of wages NZ 36 Designation of days before taking office or after leaving it (dismissals, transfers, etc.) .p.) X 37 Open in Word format temporary incapacity for work without assigning benefits in cases provided for by law sample of filling in the time sheet designation of leave in the time sheet sample time sheet Type of document:

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Keywords:

• timesheet
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We draw up the correct removal of the employee from work

OD Additional paid vacation Vacation guaranteed labor code, local acts or agreements. The vacationer gets acquainted with the issued order against signature. eleven

At study leave with the preservation of salary It is given to improve their qualifications by an employee who misses work during studies. The basis is the order of the head, the direction for additional training, etc.

12 HC Shortened working time Used by employees who combine work with study on the job production functions. Partial saving of earnings is allowed. 13 UD Leave for study without pay The employee submits an application for leave, on the basis of which an order is issued, which is subsequently signed by the employee.
14 P Leave due to pregnancy and childbirth. 15 OJ Parental leave (partially paid). 16 TO Rest without pay with the permission of the employer (time off).

How is suspension from work indicated in the report card

The fact of attendance of employees must be confirmed by the head structural unit. 02 N night work It is put down on the basis of information from the pass service or security point. Attendance at work is confirmed by the immediate supervisor.

03 RV Holidays 04 C Overtime An order is issued to the boss regarding the need for overtime work and his agreement with this fact. The document is signed by the employee and confirmed by the pass service. 06 K Business trips An order is issued on the need for business trips. The document is signed by the visiting specialist. In some cases, it is necessary to issue a certificate and a special assignment to perform official business.
Upon return, a report on the work done is prepared. 09 FROM Annual basic leave The personnel officer issues an order and introduces the vacationer to him against signature.

How to indicate suspension from work in the report card

Vacation To designate public holidays during the annual basic and additional paid vacation (OT and OD), the letter “B” is used, which means a day off and a non-working holiday. The basis of such a rule is the norms of the Labor Code of the Russian Federation. According to Article 120, non-working holidays during paid holidays are not included in the number of calendar days of rest.

Sample of filling out the form T-13 Procedure for filling out the form New form timesheet (0504421) is a table consisting of a heading, content and formatting parts. The first part indicates the type of document, the number of the correction and the date of compilation.

The work of filling in the content of the time sheet is painstaking. It must be done with special care. For convenience, you can use the method of continuous registration of attendance and non-attendance time. Each column is filled with the corresponding code.