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The internal labor regulations of the organization are determined. Labor schedule

The internal labor regulations, a sample of which will be described later in the article, are a normative act drawn up in accordance with the provisions of the Labor Code, as well as the charter of the enterprise. Every company should have this document. All employees are required to familiarize themselves with the normative act against signature or receipt.

General information

A sample of the internal labor regulations for an LLC or other other enterprise includes the basic requirements that ensure the normal operation of the company. This document is required for:

Strengthening discipline in the team.
Effective organization of activities.
Rational use of time allotted for work.
Collateral high performance and quality of employees.

Labor discipline is expressed in the obligatory obedience of all employees of the enterprise to the rules of conduct established in accordance with the Labor Code, other laws, collective and other agreements, local acts.

Specificity

What are the features of the Internal Labor Regulations? The sample document includes provisions that, to one degree or another, are reflected in job descriptions, orders and other local documents. However, in this act they are of a general nature and are mandatory for all employees without exception. It establishes, in particular:

The procedure for recruiting and dismissing employees.
Basic duties, rights and responsibilities of employees.
Mode of activity and rest time.
Penalties and incentives applied to employees.
Other matters concerning labor relations In the organisation.

In Art. 189 and 190 of the Labor Code formulated a provision according to which work at any enterprise, regardless of its form of ownership, is regulated by a local act. The internal labor regulations of the organization apply specifically to this company. This means that the enterprise itself determines their content.

Coordination

The approval of the internal regulations is carried out by the head. At the same time, the opinion of the representative body of the collective is taken into account. This means that the document is signed by an authorized person, which confirms the approval. The representative body may be:

Trade union or their association.
Trade union organizations provided for in the charters of interregional, all-Russian associations.
Other representatives who are elected by employees.

Relevance of the issue

In the case of a collective agreement between employees and the head of the enterprise, the internal regulations of the organization are usually attached to it. The absence of this document can lead to certain negative consequences for the company. For example, a manager will not be able to hold an employee liable for non-compliance with certain requirements governing his activities, since they are simply unknown to the latter. In the event of disputes about the legality of dismissal, it is impossible to prove which duties the employee did not fulfill.

Accordingly, when the latter applies to the inspection, he will be reinstated in the state, as well as the payment of compensation for the period of forced absenteeism, legal costs or moral damage. Moreover, the absence of rules acts as a violation of labor laws. In this case, a fine may be imposed on the head under Art. 5.27 of the Code of Administrative Offenses. For officials the monetary penalty is set in the amount of 1 to 5 thousand rubles, and for legal entities - from 30 to 50 thousand rubles. In case of repeated violation of the requirements of the law, disqualification for 1-3 years is provided.

LLC internal regulations: sample. General provisions

In the first section of the document, its characteristics are given. AT general provisions the scope of the normative act, the issues that are regulated by the internal regulations are determined. The sample document also includes references to legislative and other legal acts that serve as the basis for its preparation.

Procedure for carrying out activities

The internal regulations of the institution establish that:

Management and management of the current work of the company is carried out by the General Director and his deputies.
The powers of employees of the administrative apparatus are determined in their job descriptions.
The general director, as well as his deputies, ensure the organization and control of the work of the company's structural divisions, hire and dismiss employees.
The departments of the enterprise function in accordance with the Regulations on them, as well as in accordance with the job descriptions of employees. These acts are approved in in due course.

Reception of workers

The internal labor regulations define the following requirements:

The normative act in question establishes the duties of the immediate supervisor of the hired employee. The internal labor regulations, in particular, provide for the following:

The immediate supervisor introduces the citizen enrolled in the state with the work that is entrusted to him, job description, considered and others regulations which are necessary for him in the process of carrying out his professional activity. Acquaintance is carried out under the signature.
The immediate supervisor of the newly hired employee explains the duties and rights, introduces the citizen to colleagues, heads of those departments with which he will have to interact.

Responsible persons

The internal labor regulations of an LLC may include the duties of authorized employees regarding:

Instructing a newly hired employee on safety, fire protection, industrial sanitation etc.
Familiarization of a new employee with a variety of regulations, local including those related to the labor function that he will perform.
Warnings of the employee about the obligation to keep information related to commercial or other secrets protected by law, as well as about the responsibility for their disclosure and transfer to third parties.

If necessary, an additional data confidentiality agreement may be concluded with the employee.

Dismissal

The procedure in accordance with which the termination of the contract with the employee is carried out is also included in the internal regulations. The dismissal order is accepted by the head of the enterprise. The grounds for termination of the contract must not contradict the provisions of the law. The dismissal of an employee can be carried out by mutual agreement of the parties. The employee has the right to terminate the contract unilaterally, having previously warned the head of the enterprise at least 14 days in advance. before the expected departure date. By agreement between the employer and the employee, dismissal may be made before the expiration of the specified period. The date of termination of the enterprise's activities is the last day of the employee's stay at the enterprise, on which the final settlement is carried out. Citizen receives work book with a corresponding notice of resignation.

Working hours

The internal regulations of an LLC, as well as of another enterprise, establish the length of the week, determine the days off. The last are Saturday and Sunday, as well as holidays. In accordance with the Labor Code, a 40-hour week is established for employees of all enterprises in the Russian Federation. The company can start its work at 9:00, finish - at 18:00. Internal regulations may establish a lunch break for employees from 13:00 to 14:00. The duration of the shift or working day preceding the holiday is reduced by 1 hour. general rule Weekend activities are not allowed. However, the legislation provides for a certain procedure for attracting employees to overtime work with their written consent to do so.

Special cases

For some categories of employees, internal regulations establish a shift form of employment, a flexible schedule. The document may also provide for the division of working time into several parts. For shift workers, start and end times labor day defined by charts. They are signed by the head of the enterprise and brought to the attention of the staff no later than 1 month. before the date of their entry into force. In the production of continuous work, it is not allowed to leave the place before the arrival of the replacement employee. If the latter did not appear at the enterprise, the employee notifies his immediate supervisor about this. The latter, in turn, is obliged to immediately take measures to replace the shift with another employee.

Additional points

At the initiative of the administration of the enterprise, according to Art. 99 of the Labor Code, employees may be involved in overtime work. They should not exceed for each employee 4 hours / day for 2 consecutive days and 120 hours / year. Changing the general operating regime established at the enterprise is allowed for individual structural divisions in accordance with the orders of the general director.

Rest

The internal regulations establish the duration of the annual paid basic leave in accordance with the law. Its duration according to the Labor Code is 28 days (calendar). The duration of the leave may be extended in cases stipulated by law. The order in which the periods are granted is established annually according to the schedule. The latter is approved by the head of the enterprise no later than 2 weeks before the beginning of the year (calendar).

Incentives

The internal regulations in accordance with the Labor Code establish the following types of them:

Thanksgiving announcement.
Prizes.
Rewarding with a valuable gift.

Rewards are given for conscientious performance responsibilities, display of entrepreneurship and initiative. The decision on this is made by the head of the enterprise on the proposal of the immediate superior of the distinguished employee. Incentives are issued by order, recorded in the work book, brought to the attention of employees.

Salary and welfare

Employees of the enterprise are set official salaries in accordance with the staffing table. The rules usually define two dates for the payment of wages: the 25th of the current month and the 10th of the month following the past. In the first case, an advance payment is issued, in the second, the final payment is made. All employees of the company are subject to social state insurance. If there are conditions from the FSS, employees are paid compensation and benefits (in connection with motherhood, temporary disability, and so on).

Discipline

The internal labor regulations of the organization establish the following requirements:

All employees must report to the manager and his representatives, who have the appropriate administrative authority. Employees are required to follow instructions regarding labor activity, instructions and orders of the director.
Employees must maintain the confidentiality of information that relates to technical, trade, financial, production and other information and became known to them in connection with the performance of their duties.

Penalties

For violation of discipline, internal regulations, non-performance or improper performance by an employee of the duties assigned to him, the head of the enterprise may apply the measures established by law. In particular, the penalty may be expressed in:

Note.
Reprimand.
Dismissal (if there are grounds).

Before applying any of these penalties, the management of the enterprise must require the employee to provide a written explanation of the misconduct committed by him. If the employee refuses to give appropriate explanations, an act is drawn up. At the same time, these actions of the employee do not act as an obstacle to the application of a disciplinary sanction to him. The order of the general director is announced to the employee against receipt no later than 3 days (working) from the date of its issuance. If the employee refuses to sign, the head draws up an act. According to Art. 66 of the Labor Code, no entries are made in the work book about the penalties applied, except when dismissal acts as it. During the entire period of the sanctions, the employee is not entitled to incentives.

Final provisions

In the rules in last section The following requirements are usually set:

All employees of the enterprise must comply with the prescribed access control, have an appropriate document (pass) with them and present it at the first request of employees of the security department.
Smoking is not allowed in places where, according to the requirements fire safety, there is such a ban.
It is not allowed to bring alcohol to work and drink alcohol at enterprises, enter the territory and be on it in a state of intoxication (including toxic, narcotic).

Providing access to a document

The rules of procedure should be kept in the personnel department and posted in the structural divisions of the enterprise. As mentioned above, familiarization with this document is carried out when hiring employees. The management of the enterprise is obliged to notify of all changes made to the local act. The document must be available for review at any time.

Compilation features

During the development process, it is advisable to identify an employee who will be responsible for this process. They can become a lawyer, boss personnel department, Chief Accountant or another worker. If the responsibility for compiling the rules is not in the job description of the employee, the manager should offer him to take them over. If the employee agrees, then the relevant clauses should be included in the specified document or in the contract. Subsequently, employees should be defined:

Which are obliged to assist in the preparation of rules. They can be heads of departments, accounting departments, etc.
with which the rules will be agreed. These employees may be: a lawyer, as well as heads of departments or accountants.

The definition of responsible employees is carried out in the order of the head of the enterprise. At the disposal of the general director, the terms and stages of the development of the document, its approval and signing are also established. In the absence of a representative body of employees at the enterprise, approval is carried out solely by the head. If the document is accepted for the first time, this entails changes in the working conditions of the company. Accordingly, it is necessary to amend contracts with employees. If necessary, changes are made to job descriptions.

One of the documents regulating labor relations with the employer (in accordance with the law) is the internal labor regulations (PWTR). For example, with the help of the rules in the organization, they determine the labor regime, the internal work schedule, the procedure for applying incentives and penalties to employees, establish the rights, obligations and responsibilities of the parties, as well as other working conditions.

PVTR are developed and compiled by the organization independently (based on the specifics of work) by personnel or legal service enterprises and may be an annex to the collective agreement. There is a regulatory framework that helps in the development of PWTR. Since this document refers to organizational and administrative, its execution is regulated by the requirements established by GOST R 6.30-2003.

Usually, title page to the rules of the internal regulations is not drawn up. The first sheet of rules should contain a heading with the image of the logo, the full name of the organization (in some cases, it is allowed to indicate the abbreviated name if it is enshrined in the charter), as well as the title of the document - in capital letters. If the developed labor regulations are an annex to the collective agreement, then a corresponding mark is made at the top.

In the upper right corner, the stamp of approval of the rules is drawn up. For example, I APPROVE General Director Full name The date.

The date of drawing up the rules is the date of their approval.

Let us remind you once again that the PWTR should reflect the specifics of the work of the organization and indicate as many as possible typical situations arising in the course of work.

In internal rules it is forbidden to prescribe conditions that worsen the situation of employees.

The developed set of rules must necessarily go through the stage of coordination with other departments of the organization, as well as with representatives of the trade union committee, and only after that they are approved by the head.

It is necessary to familiarize all employees with the approved schedule against receipt. Thus, the organization's PWTR should be posted in a conspicuous place and available for reading at any time.

The content of the PWTR is usually developed on the basis of documents regulating the activities of an enterprise in the field of human resource management, as well as model (exemplary) rules. Recommended document structure:

General provisions- the purpose of the rules and their application, to whom they apply, in which cases they are revised and other general information.
The procedure for hiring and dismissing employees- a description of the procedure for registering the admission and dismissal of employees, the organization's actions when transferring an employee to another job, conditions and duration probationary period, a list of required documents.
Basic rights and obligations of employees(based on Article 21 of the Labor Code of the Russian Federation).
Basic rights and obligations of the employer(based on Article 22 of the Labor Code of the Russian Federation).
Work time- the time of the beginning and end of the working day (shift), the duration of the working day (shift) and the working week, the number of shifts per day; a list of positions of employees with irregular working hours, if any; place and date of issue wages.
Time relax- the time of the lunch break and its duration; special breaks for certain categories of workers (for example, loaders, janitors, builders working outdoors during the cold season), as well as a list of jobs in which they are employed; days off (if the organization works on a five-day working week, then the rules should indicate which day, except Sunday, will be a day off); the duration and grounds for granting additional annual paid leave.
- the procedure for applying measures of moral and material incentives.
Responsibility of employees for violation of discipline- description of the procedure for applying disciplinary measures, types of penalties and specific violations labor discipline which may result in punishment.
Final provisions- includes clauses on the mandatory implementation of the rules and the procedure for resolving disputes over labor relations.

The STRP may also include other sections, such as "Confidential information", "Access and intra-object mode".

Quite recently, a hot time for an accountant ended, the annual reports and financial statements for the 1st quarter of 2012 were submitted.

It's time to digress a little from accounting and tax reporting and pay attention to the details that are necessary for the normal operation of the organization, but often "postponed for later."

One of these details is the development and approval of internal labor regulations.

The internal labor regulations are a local regulatory act of the company, developed and approved in accordance with labor law RF and the company's charter for the purposes of:

strengthening labor discipline,
effective organization of work,
rational use of working time,
ensuring high quality and productivity of employees.

The internal labor regulations are a document that any company must have at its disposal. This document must be familiarized with the signature of each employee of the organization.

Quite often, the quality of work of employees directly depends on the clarity of the organization of the labor process and labor discipline.

Our article will consider the requirements of the current legislation and the procedure for drawing up internal labor regulations (PWTR).

Also attached to the article is a template of internal labor regulations, which will help the accountant in developing individual rules for his company.

PROVISIONS OF APPLICABLE LAW

Article 189 Labor Code RF, the concept is fixed labor discipline .
Labor discipline is obligatory obedience for all employees to the rules of conduct defined in accordance with:

It should be noted that the preparation of the PVTR, provided for in Article 189 of the Labor Code of the Russian Federation, is not advisory, but mandatory.

Employer must in accordance with labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, local regulations, an employment contract, create the conditions necessary for employees to comply with labor discipline.

The labor schedule is determined by the internal labor regulations.

In accordance with the provisions of the Labor Code, the PVTR is a local regulatory act that regulates in accordance with the current legislation:

procedure for hiring and dismissal of employees,
basic rights,
duties and responsibilities of the parties to the employment contract,
work mode,
Time relax,
incentives and penalties applied to employees,
other issues of regulation of labor relations with this employer.

All these issues must be clearly regulated in the organization's PWTR.
The rules are drawn up on the letterhead of the enterprise, agreed upon by discussion at the meeting labor collective, are endorsed by a lawyer and approved by the head of the organization.

PWTR are required by the Labor Inspectorate when conducting inspections of organizations. The company's lack of PVTR may entail the application of penalties against the head of the company and the organization.

So, in accordance with Article 5.27 of the Code of Administrative Offenses, violation of labor legislation and labor protection entails the imposition of an administrative fine:
for officials in the amount of 1,000 rubles to 5,000 rubles;
for individual entrepreneurs - from 1,000 rubles to 5,000 rubles or an administrative suspension of activities for up to 90 days;
on the legal entities- from 30,000 rubles. up to 50,000 rubles or administrative suspension of activities for up to 90 days.

In addition, in accordance with par.
2 article 5.27 of the Code of Administrative Offenses, repeated violation of the law by an official who had previously been subjected to administrative punishment for a similar offense,
entails disqualification for a period of 1 to 3 years.

In addition, if the company does not have a PVTR, conflicts with employees may arise, for example:

An employee cannot be held liable for non-compliance with labor discipline, since he does not know the requirements of the organization.

Difficulties may arise with the dismissal of an employee in connection with his failure to fulfill his labor duties, since it will be difficult to substantiate which duties the employee did not fulfill.

The emergence of disputes with employees may lead to litigation, followed by a prosecutor's check and an audit by the labor inspectorate.

In connection with the above, it is necessary to pay special attention to the preparation of the PWTR.

The Labor Code does not regulate the procedure for compiling a PWTR. There are no special conditions in the Labor Code of the Russian Federation, as well as any specific requirements for the content of the VTR rules.

In this regard, the company needs to develop the STP on its own, taking into account the organizational specifics and features of the company's business activities.

When compiling the PWTR, it is necessary to rely on section VIII "Labor regulations and labor discipline" of the Labor Code of the Russian Federation.

Articles 189 and 190 of the Labor Code of the Russian Federation cover the range of issues that should regulate the PWTR and establish the procedure for their approval.

In addition, you can turn to the Decree of the USSR State Committee for Labor dated 07/20/1984 for tips. No. 213 "On approval of the Model rules of internal labor regulations for workers and employees of enterprises, institutions, organizations."

This document can help the company in compiling its own PVR.

However, it must be remembered that Resolution No. 213 was approved a long time ago, before the entry into force of the Labor Code. Therefore, many provisions of the Decree are already outdated.

Despite some obsolescence of Decree No. 213, it is still valid in the part that does not contradict the Labor Code.

When compiling the PVTR, it is recommended to take into account the requirements for the execution of documents established by State standard RF GOST R 6.30-2003 “Unified Documentation Systems. Unified system of organizational and administrative documentation. Documentation requirements.

GOST R 6.30-2003 was adopted and put into effect by the Decree of the State Standard of the Russian Federation of 03.03.2003. No. 65-st and applies to organizational and administrative documents included in OK 011-93 " All-Russian classifier management documentation” (OKUD) (class 0200000).

The internal labor regulations belong to the class 02000000 and have the code designation 0252131.

GOST R 6.30-2003 establishes:

composition of the details of documents;
requirements for registration of details of documents;
requirements for paperwork.

In accordance with Article 3 of the Standard, the following details are used in the preparation and execution of documents:

company logo or trademark (service mark);
organization code;
main state registration number(OGRN) of a legal entity;
taxpayer identification number/registration reason code (TIN/KPP);
document form code;
name of company;
reference data about the organization;
name of the document type;
document date;
registration number of the document;
reference to the registration number and date of the document;
place of compilation or publication of the document;
destination;
document approval stamp;
resolution;
title to the text;
mark of control;
document text;
a mark on the presence of the application;
signature;
document approval stamp;
visa approval document;
print imprint;
copy certification mark;
mark about the performer;
a note on the execution of the document and its direction in the case;
identifier of the electronic copy of the document.

Note:The requirements of the above standard are recommended.

STRUCTURE OF THE RULES OF THE INTERNAL LABOR REGULATION

In order to correctly draw up the rules of internal labor regulations, it is necessary first of all to determine their structure and content.

PVTR must contain data:

on the organization of working relations within the company,
about the mutual responsibilities of workers and administration,
about granting holidays,
on the assignment of employees,
internal mode of the enterprise,
and similar information.

The rules should reflect the specifics of the company. It is necessary to try to fix the regulations for the maximum number of situations that arise in the course of the company's business activities in the PVTR.

So, if the company has a shift work schedule for employees, it is necessary to add to the PWTR (or indicate in the rules the document that regulates this) shift schedules for such workers.
You also need to specify:

start and end time of each shift,
the number and duration of shifts,
other information.

If the company employs employees whose employment contract provides for work in irregular working hours, the PWTR must indicate:

list of positions with irregular working hours,
conditions under which employees will perform their work duties outside of normal working hours.

It is not always convenient to enter such data into the internal labor regulations. In this case, the organization can approve in the PWTR and develop separate provisions. For example, Regulations on irregular working hours .

It is also necessary to reflect data on the time of the beginning and end of the working day, the duration of the lunch break, the number of vacation days and other information of this kind in the PWTR.

In order for the internal labor regulations not to turn into a hard-to-read "talmud", it is not necessary to rewrite all the provisions of the Labor Code in them.

Too much information contained in the PWTR can turn this internal document of the organization into an uninteresting and practically unused for its intended purpose.

In order to prevent this from happening, it is necessary to remove everything superfluous from the PWTR, not to go into the details of those provisions that are already enshrined in the Labor Code of the Russian Federation and other regulatory acts.
The rules should contain information that reflects the specifics of the particular organization for which they are developed.

It is recommended to include the following sections in the internal labor regulations:

1. General provisions.

This section is intended to define the main purpose of the house rules, as well as the scope of their application and who they apply to.

2. The procedure for hiring employees.

This section indicates the documents that the employer requires when hiring, the conditions for establishing a probationary period and its duration, the procedure for registering an employee for work.

3. Procedure for the transfer of workers.

This section describes the employer's procedure for transferring an employee to another job, the procedure for processing an employee's transfer.

4. The order of dismissal of employees.

It indicates the procedure for registering the dismissal of an employee and the grounds for terminating the employment contract.

5. Basic rights and obligations of the employer.

This section is developed in accordance with Art. 22 of the Labor Code.
This article regulates the basic rights and obligations of the employer.
The section specifies:

methods of organizing the work of employees,
the procedure for bringing employees to disciplinary and material liability,
order of observance of labor discipline,
guarantees and compensations provided to employees,
other similar questions.

6. Basic rights and obligations of employees.

The section is developed in accordance with the provisions of Art. 21 of the Labor Code.

The section specifies the duties of the employee:

work in good faith
observe labor discipline,
follow the instructions of the management in a timely and accurate manner,
comply with safety regulations,
keep in order workplace etc.

It also reflects the rights of the employee:

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

7. Work time.

This section indicates the time of the beginning and end 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 Article 100 of the Labor Code.

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

8. Rest time.

The section indicates the time of the lunch break and its duration in accordance with Art. 108 of the Labor Code.

It also indicates (if necessary) special breaks provided for some employees. Here it will also be necessary to indicate the types of work for which such breaks are due, their duration and the procedure for providing (in accordance with Article 109 of the Labor Code).

Special breaks may be granted, for example, to employees working outdoors during the cold season and loaders.

The procedure for granting days off is indicated in accordance with Article 111 of the Labor Code.
When working on a five-day work week, the rules stipulate which day, except Sunday, will be a day off.

In addition, you must specify the duration and grounds for granting additional annual paid holidays in accordance with Art. 116 of the Labor Code.

9. Pay.

The section indicates the procedure, place and terms for the payment of salaries in accordance with Art. 136 of the Labor Code.

10. Work incentives.

In accordance with Article 191 of the Labor Code, the section indicates specific types of incentives, for example:

thank you announcement,
issuance of an award
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 compensation by the employer to the employee of the damage caused.

12. FINAL PROVISIONS

This section regulates the procedure for resolving issues not reflected in the PWTR. As well as the procedure for making changes to the rules.

COORDINATION AND APPROVAL OF THE RULES OF THE INTERNAL LABOR REGULATION

After the internal labor regulations are developed, they must be agreed with the representative body of employees and approved by the head of the organization. Usually, the rules are an annex to the collective agreement (Article 190 of the Labor Code of the Russian Federation).
Employees are introduced to the rules against receipt when they are hired (and if the rules are adopted again, then in the process of work). Employees should also be made aware of any changes 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 conspicuous 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 the development of internal labor regulations.

Such an employee can be a manager personnel service, lawyer, chief accountant or any other employee of the organization.

If the responsibilities for the development of PWTR are not included in the employee's job description, it is necessary to offer him to fulfill these responsibilities.

If the employee agrees, then an addition is made to his job description (or employment contract) on the employee's fulfillment of duties for the development of PWTR.

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

who should assist in the development of the PWTR (heads of departments, accounting, other employees),
with which the PVTR is agreed (heads of departments, lawyers, accounting, other employees).

It is necessary to issue an order on the development of the STP, which appoints the employees responsible for the development of the STP, as well as establishes the stages and deadlines for the development, coordination and final approval of the STP.

The developed draft of the Rules is agreed with all authorized persons (according to the order on the development of the PWTR).

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 the order on the approval and enactment of the internal labor regulations.

If the PWTR are accepted for the first time, then this refers to a change in organizational working conditions, and it is necessary to make changes to the employment contracts of employees in order to comply with the change procedure essential conditions labor contract.

All employees of the company must be familiarized with the PVTR against signature.

In accordance with paragraph 3 of Article 68 of the Labor Code, when hiring each new employee, he must be acquainted with the rules against signature or receipt.

Note:When using the template of internal labor regulations attached to this article, it is necessary to make changes to it, reflecting the specifics of the company's business activities.

"APPROVE"

CEO

OOO "ROMASHKA"

Fomin A.N.

INTERNAL WORK REGULATION

OOO "ROMASHKA"

1. GENERAL PROVISIONS

1.1. These Internal Labor Regulations (hereinafter referred to as the Rules) determine the labor regulations in the Company with limited liability ROMASHKA (hereinafter referred to as the Company) and regulate the procedure for hiring, transferring and dismissing employees, the basic rights, duties and responsibilities of the parties to the employment contract, the working hours, rest time, incentives and penalties applied to employees, as well as other issues of regulating labor relations in society.

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

1.3. The following terms are used in these Rules:

"Employer" - Limited Liability Company "ROMASHKA";

"Employee" - individual who entered into labor relations with the Employer on the basis of an employment contract and on other grounds provided for in Art. 16 of the Labor Code of the Russian Federation;

"Labor discipline" - mandatory for all employees to obey the rules of conduct defined in accordance with the Labor Code of the Russian Federation, other laws, employment contracts, 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 duties and rights of employees are specified in labor contracts and job descriptions, which are an integral part of labor contracts.

2. PROCEDURE FOR RECEPTION OF EMPLOYEES

2.1. Employees exercise their 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 labor activity.

2.3. When concluding an employment contract, a person entering a job presents to the Employer:

Passport or other identity document;

Employment book, except for cases when the employment contract is concluded for the first time or the employee goes to work on a part-time basis;

Insurance certificate of state pension insurance;

Documentation military registration- for persons liable for military service and persons subject to conscription for military service;

A document on education, qualifications or the availability of special knowledge - when applying for a job that requires special knowledge or special training;

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

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

The conclusion of an employment contract without the presentation of these documents is not carried out.

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

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

2.6. The employment contract is writing, is drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is transferred 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 signature of the Employee on the copy of the employment contract kept by the Employer.

2.7. An employment contract that is not executed in writing is considered concluded if the employee has started work with the knowledge or on behalf of the Employer or his representative. When the 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 was actually admitted to work.

2.8. Employment contracts may be concluded:

1) for an indefinite period;

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

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

2.10. If the employment contract does not specify the term of its validity and the reasons that served as the basis for concluding such an agreement, then it is considered concluded for an indefinite period.

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

2.12. The absence of a test clause in the employment contract means that the employee is hired without a test. In the case when the employee is actually admitted to work without drawing up an employment contract, the probationary condition can be included in the employment contract only if the parties have drawn it up in the form of a separate agreement before starting work.

2.13. A test for employment is not established for:

Persons elected on the basis of a competition for the relevant position held in accordance with the procedure 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 accreditation educational institutions primary, secondary and higher vocational education and for the first time coming to work in the received specialty within one year from the date of graduation from an educational institution;

Persons elected to an elective position for a paid job;

Persons invited to work in the order of transfer from another employer as agreed between employers;

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

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

2.14. The trial period may not 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 probation may not exceed two weeks.

2.15. When concluding an employment contract for a period of up to two months, a test is not established for an employee.

2.16. With employees with whom, according to the legislation of the Russian Federation, the Employer has the right to conclude written agreements on full individual or collective (team) liability, the corresponding condition must be included in the employment contract when it is concluded.

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. On the basis of the concluded employment contract, an order (instruction) is issued to hire an employee. The content of the order must comply with the terms of the concluded employment contract. The order for employment is announced to the employee against signature within three days from the date of the actual start of work. At the request of the employee, the Employer is obliged to issue him a duly certified copy of the said order.

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

An employee who has not been instructed in labor protection, 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 maintains work books for each employee who has worked for him for more than five days, in the case when the work for the Employer is the main one for the employee.

3. PROCEDURE FOR THE TRANSFER OF EMPLOYEES

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

3.2. The transfer of an employee can only be made to work that is not contraindicated for him for health reasons, and with the written consent of the employee.

3.3. It is allowed to temporarily transfer (up to one month) an employee to another job not stipulated by an employment contract with the same employer 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 that endanger the life or normal living conditions of the entire population or part of it;

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

3.4. To formalize the transfer to another job, an additional agreement is concluded in writing, drawn up in two copies, each of which is signed by the parties (the Employer and the employee). One copy of the agreement is transferred to the employee, the other is kept by the Employer. The receipt by the employee of a copy of the agreement is confirmed by the signature of the employee 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 additional agreement to an employment contract. An order signed by the head of the organization or an authorized person is announced to the employee against signature.

4. PROCEDURE FOR DISCHARGING 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. The termination of the employment contract is formalized by the order (instruction) of the Employer. The employee must be familiarized with the order (instruction) of the Employer to terminate the employment contract against signature. At the request of the employee, the Employer is obliged to issue him a duly certified copy of the said order (instruction). In the event that the order (instruction) to terminate the employment contract cannot be brought to the attention of the employee or the employee refuses to get acquainted with it against signature, an appropriate 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 the employee's work, except for cases when the employee did not actually work, but, in accordance with the Labor Code of the Russian Federation or other federal law, the place of work (position) was retained.

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

4.5. On the day of termination of the employment contract, the Employer is obliged to issue a work book to the employee and make settlements with 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. At the written request of 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 on the basis and reason for the 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. In the event that 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 a notification to the employee about the need to appear for a work book or agree to send it by mail. By written request of 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 request.

5. BASIC RIGHTS AND OBLIGATIONS OF THE EMPLOYER

5.1. The employer has the right:

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

Conduct collective negotiations and conclude collective agreements;

Encourage employees for conscientious efficient work;

Require employees to fulfill their labor duties and respect 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, compliance with these Rules;

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

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

Adopt local regulations;

Create associations of employers in order to represent and protect 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 requirements for labor protection;

Provide employees with equipment, tools, technical documentation and other means necessary for the performance of their labor duties;

Provide workers with equal pay for work of equal value;

Keep a record of the time actually worked by each employee;

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

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

Provide representatives of employees with complete and reliable information necessary for the conclusion of a collective agreement, agreement and control over their implementation;

To acquaint employees against signature with 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 labor duties;

Implement mandatory social insurance employees in the manner prescribed 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 on the terms 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;

Fulfill other duties stipulated by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement (if any), agreements, local regulations and labor contracts.

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

Appearing at work in a state of alcoholic, narcotic or other toxic intoxication;

Not trained in the prescribed manner and tested knowledge and skills in the field of labor protection;

A person who has not passed a mandatory medical examination (examination) in the prescribed manner, 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 accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation, contraindications are revealed for the employee to perform work stipulated by an employment contract;

In the event of suspension for a period of up to two months of the special right of an employee (licenses, rights to manage vehicle, the right to bear arms, other special rights) in accordance with federal laws and other regulatory legal acts of the Russian Federation, if this entails the impossibility for the employee to fulfill the obligations under the employment contract and if it is impossible to transfer the employee with his written consent to another job available to the Employer (as vacant position or a job corresponding to the qualifications of the employee, and a vacant lower position or lower paying 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 from work (does not allow to work) the employee for the entire period of time until the circumstances that are the basis for suspension from work or exclusion from 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 on the terms established by the Labor Code of the Russian Federation, other federal laws;

Providing him with a job stipulated by an employment contract;

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

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

Rest provided 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 public holidays paid annual leave;

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

Vocational training, retraining and advanced training in accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws;

Association, including the right to create trade unions and entry into 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 conclusion of collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement, agreements;

Protection of their 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 accordance with the procedure 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 labor duties, and compensation for moral damage in the manner prescribed by the Labor Code of the Russian Federation, other federal laws;

Compulsory social insurance in cases stipulated by federal laws;

Other rights granted to him by labor legislation.

6.2. The employee is obliged:

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

Qualitatively and in a timely manner to carry out assignments, orders, tasks and instructions of your immediate supervisor;

Comply with these Rules;

Observe labor discipline;

Comply with established labor standards;

To be trained in safe methods and techniques for performing work and providing first aid to victims at work, instructing in labor protection, internships at the workplace, testing knowledge of labor protection requirements;

Pass mandatory preliminary (when applying for a job) 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 labor safety requirements;

Take care of 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 notify the Employer or immediate supervisor 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, and so on), and immediately report the incident to the Employer;

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

Observe the procedure for storing documents, material and monetary values established by the Employer;

To improve their professional level by systematic independent study of specialized literature, magazines, other periodic special information on their position (profession, specialty), on the work (services) performed;

Conclude an agreement on full liability in the case when he starts work on the direct maintenance or use of monetary, commodity values, other property, in cases and in the manner prescribed by law;

Perform other duties stipulated 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 work 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 that is not related to work, use the Internet for personal purposes, to play computer games;

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

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

To issue 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 duties and rights of employees are specified in labor contracts and job descriptions.

7. WORKING HOURS

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

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

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

The duration of daily work is 8 hours;

Start time - 9.00, end time - 18.00;

Break for rest and meals from 13.00 to 14.00 for 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 an employment relationship, an employee is provided with a different regime of working time and rest time, then such conditions shall 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 a week (when studying in educational institution- no more than 12 hours per week);

For employees 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 a week;

For workers employed in work with harmful and (or) hazardous conditions work, - no more than 36 hours a week.

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

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

Pregnant women;

One of the parents (guardian, guardian) who has a child under the age of 14 (a 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 on parental leave until the child is three years old, the child's father, grandparent, other relative or guardian who is actually caring for the child and who wishes to work part-time while retaining the right to receive benefits.

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

Employees aged 15 to 16 - five hours;

Employees aged 16 to 18 - seven hours;

Students who combine study with work:

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

from 16 to 18 years old - four hours;

Disabled - in accordance with the medical report.

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

7.5.1. If the employee at the main place of work is free from the performance of labor duties, he can work part-time full-time. Working hours during one month (another accounting period) when working part-time should not exceed half of the monthly norm of working hours established for the relevant category of employees.

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

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

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

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

Perform overtime work if necessary;

If the employee works on an irregular working day.

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 summarized accounting of working time - 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 involve him in overtime work.

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

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

In the production of social necessary work to eliminate unforeseen circumstances that disrupt the normal functioning of water supply, gas supply, heating, lighting, sewerage, transport, communications;

In the performance of 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 situations, that is, in the event of a disaster or threat of disaster (fires, floods, famine, earthquakes, epidemics or epizootics) and in other cases that put under threat to the life or normal living conditions of the entire population or part of it.

7.7.2. Irregular working hours - a special regime in accordance with 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 condition on the regime of 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 hours.

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 - the time during which the employee is free from the performance of labor duties and which he can use at his own discretion.

8.2. The types of rest periods are:

Breaks during the working day (shift);

Daily (between shifts) rest;

Days off (weekly uninterrupted rest);

Non-working holidays;

Vacations.

8.3. Employees are provided next time recreation:

1) a break for rest and meals 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 the preservation of the place of work (position) and average earnings.

8.3.1. For employees, the terms of the employment contract may establish other days off, as well as another time for providing a break 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. At the same time, at least one of the parts of this vacation must be at least 14 calendar days.

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

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

Women - before maternity leave or immediately after it;

Employees under the age of eighteen;

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

Part-time workers simultaneously with annual paid leave at the main place of work;

In other cases provided for by federal laws.

8.4.3. Leave for the second and subsequent years of work may be granted at any time of the working year in accordance with the order of granting annual paid leaves 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 prescribed by the Labor Code of the Russian Federation.

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

Spouses of military personnel;

Citizens who have received a total (cumulative) 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 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 against signature of the start time of the vacation no later than two weeks before the start of the vacation.

8.6. If the employee wishes to use the annual paid leave in a period different from the period provided for in the vacation schedule, the employee is obliged to notify the Employer about this in writing no later than two weeks before the expected vacation. Changes in the terms of granting leave in this case are made by agreement of the parties.

8.7. For family reasons and other valid reasons, an employee may be granted unpaid leave upon his written application, the duration of which is determined by agreement between the employee and the Employer.

8.7.1. The employer is obliged, on the basis of a written application of the employee, to grant unpaid leave:

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

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

Parents and wives (husbands) of military personnel who died or died as a result of injury, concussion or injury received in the line of duty military service, or as a result of a disease associated with military service - up to 14 calendar days a year;

Working disabled people - up to 60 calendar days a year;

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, other federal laws.

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

9. PAYMENT

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 salary is determined on the basis of staffing Society.

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

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

9.3.1. Employees under the age of 18 are paid for reduced hours of work.

9.4. In the event that part-time work is established for an employee, remuneration is made in proportion to the time worked by him.

9.5. Employees for whom the condition of the traveling nature of work is fixed in the employment contract are compensated for transportation costs in the manner and on the conditions determined by the Regulations on wages.

9.6. Wages are paid to employees every half a 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 the amount of at least 50% of the salary; On the 5th day of the month following the settlement month, a full payment is made to the employee.

9.6.1. If the day of payment coincides with a weekend or non-working holiday, the payment of wages is made 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 the currency of the Russian Federation at the cash desk of the Company.

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

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

9.9. During the period of suspension from work (non-admission to work), wages are not accrued to the employee, with the exception of cases provided for by the Labor Code of the Russian Federation or other federal laws. These include suspension from work:

In connection with tuberculosis patients with tuberculosis. For the period of suspension, employees receive state social insurance benefits;

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

In connection with the failure to undergo training and testing knowledge and skills in the field of labor protection. Payment during the downtime is made as for downtime;

In connection with the failure to pass the mandatory preliminary or periodic medical examination(examinations) through no fault of the employee. In this case, payment is made for the entire time of suspension from work as for downtime.

10. REWARDS FOR WORK

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

Declaration of gratitude;

Issuance of an award;

Awarding a valuable gift;

Awarding an honorary diploma.

10.1.1. The amount of the bonus is set within the limits provided by 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. It is allowed to use several types of rewards at the same time.

11. RESPONSIBILITIES OF THE PARTIES

11.1. Employee Responsibility:

11.1.1. For the commission by an employee of a disciplinary offense, that is, non-performance 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 relevant grounds provided for by the Labor Code of the Russian Federation.

11.1.3. For each disciplinary offense, only one disciplinary sanction may be applied. When applied disciplinary action the gravity of the misconduct committed and the circumstances under which it was committed must be taken into account.

11.1.4. Before applying a disciplinary sanction, the Employer must request a written explanation from the employee. If, after two working days, the specified explanation is not provided by the employee, then an appropriate act is drawn up. The employee's failure to provide an explanation is not an obstacle to the application of a disciplinary sanction.

11.1.5. A disciplinary sanction 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 may not be applied later than six months from the day the misconduct was committed, and based on the results of an audit, audit of financial and economic activities or an audit, later than two years from the day it was committed. The above time limits do not include the time of criminal proceedings.

11.1.6. The order (instruction) of the Employer on the application of 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 was absent from work. If an employee refuses to see specified order(order) against signature, then an appropriate act is drawn up.

11.1.7. A disciplinary sanction may be appealed by an employee to state inspection labor 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 subjected to a new disciplinary sanction, then he is considered not to have a disciplinary sanction.

11.1.9. The employer, before the expiration of a year from the date of application of a 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 bring the employee to liability in the manner prescribed by the Labor Code of the Russian Federation and other federal laws.

11.1.12. employment contract or agreements concluded in writing attached to it, the liability of the parties to this agreement may be specified.

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

11.1.14. The material responsibility of the employee comes for the damage caused by him to the Employer as a result of guilty unlawful behavior (action or inaction), unless otherwise provided by the Labor Code of the Russian Federation or other federal laws.

11.1.15. An employee who has caused direct actual damage to the Employer is obliged to compensate him. Unreceived income (lost profit) is not subject to recovery from the employee.

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

Force majeure;

Normal economic risk;

Urgent necessity or necessary defense;

Failure by the Employer to fulfill the obligation to ensure proper conditions for the storage of property entrusted to the employee.

11.1.17. For the damage caused, the employee is liable 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 stipulated by the Labor Code of the Russian Federation or other federal laws, an employee may be held liable in full for the damage caused. The full liability of the employee consists in 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) liability may be concluded with employees who have reached the age of eighteen and directly serve 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 or damage to property is determined by actual losses calculated on the basis of market prices in force 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. Requesting 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, an appropriate act is drawn up.

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

11.1.23. If the monthly period has expired or the employee does not agree to voluntarily compensate for the damage caused to the Employer, and the amount of damage 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 for it in whole or in part. By agreement of the parties to the employment contract, compensation for damage with installment payment is allowed. In this case, the employee submits to the Employer a written obligation to compensate for the damage, indicating specific payment terms. In the event of the 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 recovered in court.

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

11.1.26. Compensation for damages is made regardless of bringing the employee to disciplinary, administrative or criminal liability for actions or inaction 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 the end of the training, unless otherwise provided by the employment contract or learning agreement.

11.2. Responsibility of the Employer:

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

11.2.2. The employer who caused damage to the 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 agreements concluded in writing attached to it may specify the liability of the Employer.

11.2.4. The employer is obliged to compensate the employee for the earnings not received by him in all cases of unlawful deprivation of his opportunity to work.

11.2.5. An employer who has caused damage to an employee's property shall compensate this damage in full. The amount of damage is calculated at market prices valid on the day of compensation for damage. With the consent of the employee, the damage can be compensated in kind.

11.2.6. The employee's application for compensation for damage is sent by him 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 decision of the Employer 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 paying wages, vacation pay, dismissal payments and other payments due to the employee, the Employer is obliged to pay them with the payment of interest (monetary compensation) in the amount of not less than one three hundredth of the current refinancing rate of the Central Bank of the Russian Federation from unpaid amounts for each day of delay, starting from the next day after the due date of payment up to and including the day of actual settlement.

11.2.8. Moral damage caused to an employee misconduct or inaction of the Employer, is reimbursed to the employee in cash in the amount determined by agreement of the parties to the employment contract.

12. FINAL PROVISIONS

12.1. For 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, these Rules may be amended and supplemented in the manner prescribed by labor legislation.

INTERNAL LABOR RULES

ROUTINE OF WORKERS

1. General Provisions

1.1. The internal labor regulations (hereinafter referred to as the "Rules") are a local normative act of the Open joint-stock company"Oil" (hereinafter referred to as the "Company", "Employer"), regulating, in accordance with the Labor Code of the Russian Federation, other federal laws, the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to labor relations, working hours, rest time incentives and penalties applied to employees, as well as other issues related to the regulation of labor relations.

1.2. The Rules are developed in accordance with the Labor Code of the Russian Federation (hereinafter referred to as the “LC”), as well as other regulatory legal acts containing labor law norms.

1.3. The rules are aimed at promoting efficient organization of labor, rational use of working time, high quality of work, increasing labor productivity, as well as strengthening labor discipline.

1.4. Compliance with these Rules is mandatory for all employees, regardless of length of service and mode of employment.

2. Procedure for hiring

2.1. The basis for the emergence of labor relations between the employee and the Company is the conclusion of an employment contract.

2.2. An employment contract (hereinafter referred to as the “Contract”) concluded between the Company and an employee is an agreement according to which the Company undertakes to provide the employee with work according to the stipulated labor function, to ensure working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms , local regulations and this agreement, pay the employee wages in a timely manner and in full, and the employee undertakes to personally perform the labor function determined by this agreement, to comply with these Internal Labor Regulations of the Company.

2.3. The contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the Agreement is kept by the Employer, and the other is transferred to the employee. The receipt by the employee of a copy of the Agreement is confirmed by the signature of the employee on the copy of the Agreement kept by the Employer.

2.4. The terms of the Agreement may be changed during the period of its validity by mutual agreement of the parties in the manner prescribed by the legislation of the Russian Federation. At the same time, all these additions or changes will have legal force only in cases of their written execution and signing by the parties as an integral part of the Agreement.

2.5. When concluding an employment contract, a person entering a job presents:

a passport or other identity document;

a work book (except for cases when an employment contract is concluded for the first time or an employee goes to work on a part-time basis);

insurance certificate of state pension insurance (when concluding an employment contract for the first time, an insurance certificate of state insurance is issued by the Employer);

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

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

2.6. Employment without presenting those specified in paragraphs. 2.5. documents are not allowed.

2.7. When hiring, the employee fills out a questionnaire, according to the approved form, where he indicates information about his place of residence, place of registration, military service education, marital status, and contact information: phone numbers (home and mobile), address Email etc.

2.8. The received and processed personal data of the employee is contained in the T-2 personal card, in accordance with the Regulations on the protection of personal data of employees of OAO Oil.

2.9. When hiring (before signing an employment contract), the employee gets acquainted with these Internal Labor Regulations, the Regulations on the Protection of Personal Data and other local regulations directly related to his work activity, and also undergoes an introductory (primary) briefing at the workplace. place for safety and labor protection.

2.10. An employee whose access to information constituting a commercial secret is necessary for the performance of his/her job duties must be familiar with the documents regulating the procedure for using information constituting a commercial secret.

2.11. For each employee who has worked in the Company for more than five days, the Employer is obliged to keep work books, if the work in the Company is the main one for the employee.

2.12. At the conclusion of the Agreement for the first time, the work book and the insurance certificate of state pension insurance are issued by the Company.

2.13. If a person applying for a job does not have a work book due to its loss, damage or for any other reason, the Company, upon a written application from this person (indicating the reason for the absence of a work book), draws up a duplicate of the work book.

2.14. When issuing a work book and an insert to an employee, the Company charges him a fee, the amount of which is determined by the amount of expenses for their acquisition.

2.15. Employment is formalized by the order of the Employer, issued on the basis of the concluded Agreement. The content of the order must comply with the terms of the concluded Agreement. The order for employment is announced to the employee against signature within three days from the date of signing the Agreement.

2.16. The employee has the right to conclude employment contracts on the performance of other regular paid work in the Company in his spare time from his main job ( internal combination) and (or) from another employer (external part-time job).

2.17. With the written consent of the employee and for an additional fee, he may be entrusted with the implementation additional work in another or the same position during the established working hours, along with the work specified in the Agreement.

2.18. Fixed term contract may be in the following cases:

for the duration of the performance of the duties of an absent employee, for whom the place of work is retained;

· for the duration of temporary (up to two months) works;

for carrying out work that goes beyond the normal activities of the Employer, as well as work related to a deliberately temporary (up to one year) expansion of production or the volume of services provided;

with persons entering a part-time job;

· with old-age pensioners entering work, as well as with persons who, for health reasons, in accordance with a medical report, are allowed to work exclusively of a temporary nature.

with persons accepted for execution knowingly certain work in cases where its completion cannot be determined by a specific date;

To perform work directly related to the internship and vocational training employee;

with persons studying full-time education;

in other cases stipulated by the labor legislation of the Russian Federation.

2.19. When concluding the Agreement, in order to verify the compliance of the employee with the assigned work, the employee is set a probationary period of three months.

2.20. When concluding an employment contract for a period of two to six months, the probationary period is two weeks.

2.21. For the head of the Company, his deputies, the Chief Accountant and his deputies, a probationary period may be set for up to six months.

2.22. A test for employment is not established for:

· persons elected by competition for the corresponding position held in accordance with the procedure established by the regulatory legal acts of the Russian Federation;

· 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 for the first time come to work in their specialty within one year from the date of graduation from the educational institution;

persons invited in the order of transfer from another employer as agreed between employers;

persons who have concluded an employment contract for a period of up to two months;

other persons in cases stipulated by the Labor Code.

2.23. During the probation period, the employee is subject to the provisions of labor legislation and other regulatory legal acts containing labor law norms, local regulations.

2.24. Labor activity during the probationary period is included in the length of service.

2.25. The period of temporary disability and other periods when the employee was actually absent from work are not included in the probationary period.

2.26. Based on the results of the probationary period, the Employer and the employee make a decision to continue or terminate the employment relationship.

2.27. In case of unsatisfactory test results, the Employer has the right to terminate the Contract with the employee before the expiration of the test period, notifying him in writing no later than three days in advance, indicating the reasons that served as the basis for recognizing the employee as not having passed the test.

2.28. If the probation period has expired, and the employee continues to work, then he is considered to have passed the probation and the subsequent termination of the Agreement is allowed only on a general basis.

2.29. If during the probation period the employee comes to the conclusion that the job offered to him is not suitable for him, he has the right to terminate the Contract for own will by notifying the Employer in writing three days in advance.

2.30. Exclusive rights to use works created by the employee in the order of performance official duties belong to the employer.

3. Changes to the employment contract

3.1. Changing the terms of the employment contract determined by the parties, including transfer to another job, relocation is allowed only by agreement of the parties to the Agreement, with the exception of cases provided for by the Labor Code.

3.2. When transferring to another job, an employee (before signing an agreement to an employment contract) gets acquainted with local regulations that are directly related to his work activity.

3.3. The employee, with his consent, may be assigned the duties of a temporarily absent employee (combination of professions (positions)) without release from work with the establishment of an additional payment in the amount determined by agreement of the parties. The combination of professions (positions) is formalized by the order of the Employer, which determines the term (period) of the combination and the amount of additional payment. Familiarization of the employee with the order and his consent to the combination is confirmed by the signature of the employee on the order.

3.4. In the event that, for reasons related to a change in organizational or technological working conditions, the terms of the Agreement determined by the parties cannot be saved, they may be changed at the initiative of the Company, with the exception of a change in the labor function of an employee.

4. Dismissing an employee

4.1. The contract is subject to termination in the manner and on the grounds provided for by the current labor legislation of the Russian Federation.

4.2. The day of termination of the Agreement in all cases is the last day of work of the employee, except for cases when the employee did not actually work, but in accordance with the Labor Code of the Russian Federation, the place of work (position) was retained for him.

4.3. Upon dismissal, the employee transfers the affairs, as well as the property assigned to him, to a person appointed by the Employer.

4.4. Termination of the Agreement is formalized by the order (instruction) of the Employer. The employee gets acquainted with the order (instruction) of the Employer on termination of the Agreement against signature.

4.5. On the day of termination of the Agreement, the Employer issues a work book to the employee.

4.6. In the event that it is impossible to issue a work book to an employee on the day of dismissal due to his absence or refusal to receive it, the Employer sends a notification to the employee by mail about the need to appear for a work book or agree to send it by mail.

4.7. From the date of sending the said notification, the Employer is released from liability for the delay in issuing the work book.

4.8. At the written request of an employee who has not received a work book after dismissal, the Employer issues it no later than three working days from the date of the employee's request.

4.9. Upon termination of the contract, payment of all amounts due to the employee from the Employer is made on the day the employee is dismissed.

4.10. 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.

4.11. Severance pay upon termination of the TD is paid to the employee in the cases and in the manner prescribed by the labor legislation of the Russian Federation.

4.12. Upon dismissal of an employee, the Employer has the right to make deductions from the salary of this employee to pay off his debt to the Employer in the cases and in the amount provided for in Articles 137 and 138 of the Labor Code and other federal laws.

4.13. In addition to the grounds provided for by the Labor Code and other federal laws, an agreement concluded for an indefinite period with a person working part-time may be terminated if an employee is hired for whom this work will be the main one, of which the Employer warns the specified person in writing at least two weeks prior to termination of the Agreement.

4.14. An employee who has concluded an Agreement for a period of up to two months is obliged to notify the Employer in writing three calendar days in advance of early termination of the Agreement.

5. Basic rights and obligations of an employee

5.1. The employee has the right to:

conclusion, amendment and termination of an employment contract in the manner and on the terms established by the Labor Code, other federal laws;

Provision of work stipulated by the employment contract;

a workplace that meets state regulatory requirements for labor protection;

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

Rest provided by the establishment of normal working hours, the provision of weekly days off, non-working holidays, paid annual holidays;

full reliable information about working conditions and labor protection requirements at the workplace;

professional training, retraining and advanced training in the manner prescribed by the Labor Code, other federal laws;

protection of their labor rights, freedoms and legitimate interests by all means not prohibited by law;

Compensation for harm caused in connection with the performance of his labor duties, in the manner prescribed by applicable law;

· obligatory social insurance in cases stipulated by federal laws;

Ensuring other rights provided for by the Labor Code and the Agreement.

5.2. The employee is obliged:

· conscientiously fulfill their labor duties assigned to him by the employment contract;

Comply with the rules of internal labor regulations;

observe labor discipline;

to comply with the established labor standards;

rational use of working time, materials and equipment of the Employer;

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

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);

Comply with labor protection and labor safety requirements;

· observe the confidentiality of information constituting an official and commercial secret that has become known to the employee as a result of labor activity;

use communication facilities and office equipment exclusively for production purposes;

In case of absence from work on the day of incapacity for work or in other cases, notify the immediate supervisor and the HR Directorate about the reasons for the absence from the workplace by available means, and upon leaving on the first day to work, submit to the HR Directorate justifying documents of your absence from the workplace ;

· in case of temporary incapacity for work that occurred during the period of being on regular leave, the employee is obliged, no later than three days from the date of the onset of incapacity for work, to notify his immediate supervisor and the HR Directorate about this by available means, and resolve issues related to the extension of the leave;

The employee must have a neat appearance, corresponding to the business style. Requirements to appearance employees of the Company are given in Appendix No. 1 to these Rules. Separate categories of workers are provided by the Employer with overalls of the established sample.

· perform other duties stipulated by these Rules, the Agreement, job description, local regulations and labor legislation of the Russian Federation.

6. Basic rights and obligations of the Employer

6.1. The employer has the right:

· conclude, amend and terminate employment contracts with employees in the manner and on the terms established by the Labor Code, other federal laws;

· require the employee to fulfill his labor duties, to take care of 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, to comply with these Rules;

encourage the employee for conscientious efficient work;

· bring the employee to disciplinary and material liability in the manner prescribed by the Labor Code, other federal laws;

· adopt local regulations binding on the Employee.

6.2. The employer is obliged:

· comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of agreements and employment contracts;

provide the employee with work stipulated by the employment contract;

ensure the employee's safety and working conditions that comply with state regulatory requirements for labor protection;

provide the employee with equipment, technical documentation, materials and other means necessary for the performance of his labor duties;

provide employees with equal pay for work of equal value;

pay in full the wages due to employees within the time limits established in accordance with the Labor Code of the Russian Federation, the Internal Labor Regulations, labor contracts;

acquaint employees against signature with the adopted local regulations that are directly related to their work activities;

provide for the everyday needs of employees related to the performance of their labor duties, including providing for employees drinking water of proper quality, if the quality of drinking water supplied to the organization does not comply with sanitary and epidemiological rules and regulations " Drinking water. SanPiN 2.1.4.1074-01";

· carry out compulsory social insurance of employees in the manner prescribed by federal laws;

· provide employees with guarantees and compensations provided for by the current labor legislation of the Russian Federation;

provide the Employee with corporate mobile communication to use it for production purposes in accordance with the local regulations of the Employer;

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 on the terms established by the Labor Code, other federal laws and other regulatory legal acts of the Russian Federation.

7. Social and medical insurance of the employee.

7.1. The Employer provides voluntary medical insurance for the Employee on the terms determined by the local regulations of the Employer.

7.2. The Employer provides the Employee with compulsory social insurance in accordance with the Labor Code of the Russian Federation and other federal laws.

7.3. In case of temporary disability, the employer pays the employee temporary disability benefits in accordance with the legislation of the Russian Federation.

7.4. sick leave for pregnancy and childbirth are paid in accordance with the norms established by the legislation of the Russian Federation.

7.5. Financial assistance to an employee can also be provided in case of natural disaster and emergency; sickness of an employee; the death of an employee; serious illness or death of a close relative of the employee (parents, children, husband, wife); in other cases based on the decision of the head of the Company.

7.6. The decision on the payment of such material assistance and its amount is formalized by orders Director General Society.

7.7. Financial assistance in the event of the death of an employee is paid to the spouse, one of the parents or another family member.

8. Protection of personal data of employees

8.1. The receipt, processing, transfer and storage of personal data of employees takes place in the manner prescribed by the Regulations on the protection of personal data of employees, approved by the Employer.

9. Retraining of workers

9.1. The need for professional training and retraining of personnel is determined by the Employer, guided by the current legislation of the Russian Federation.

10. Working hours

10.1. Working time is the time during which the employee, in accordance with these Rules and the terms of the Agreement, must perform labor duties, as well as other periods of time that, in accordance with laws and other regulatory legal acts, are related to working time.

10.2. The employer is obliged to keep records of the time actually worked by each employee.

10.3. Working time includes the time spent on performing both production operations (main, auxiliary time, normalized break time), and on preparing for the performance of the assigned work, on actions to complete it and maintain the workplace (preparatory-final time and time for servicing the worker). places: preparation and cleaning of the workplace).

10.4. The Company's employees have a five-day working week with two days off: Saturday and Sunday. Working hours are 40 hours per week and 8 hours per day, respectively.

10.5. Working hours are distributed from Monday to Friday as follows:

start of work at 09:00. 00 min.;

end of work at 18:00. 00 min.;

· in the period from 12.00 to 14.00 of each working day, employees are given a break for rest and meals for one hour.

10.6. The duration of the working day immediately preceding the holiday non-working day is reduced by one hour.

10.7. The length of working time when working part-time should not exceed four hours a day. On days when the employee is free from the performance of labor duties at the main place of work, he can work part-time full-time.

10.8. The contract with the employee may provide for an irregular working day - a special mode of work, 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 list of positions of employees with irregular working hours is established by the Employer.

10.9. By agreement between the Employer and the employee, part-time work or a part-time work week may be established both at the time of employment and subsequently. The employer is obliged to establish a part-time or part-time work week at the request of a pregnant woman, one of the parents (guardian, guardian) who has a child under the age of 14 (a disabled child under the age of 18), as well as a person caring for the sick family member in accordance with the medical report.

10.10. An employee may be sent on a business trip in accordance with the procedure established by the Labor Code of the Russian Federation and the “Regulations on business trips” approved by the Employer.

11. Rest time

11.1. Rest time - the time during which the employee is free from the performance of labor duties and which he can use at his own discretion. The types of rest time are: breaks during the working day; daily rest; days off (weekly uninterrupted rest); non-working holidays; holidays.

11.2. With a five-day work week, employees are given two days off per week: Saturday and Sunday.

11.3. If a day off and a non-working holiday coincide, the day off is transferred to the next working day after the holiday, unless a different procedure for transferring days off is determined by regulatory legal acts of the Russian Federation.

11.4. The order of granting paid vacations is determined annually in accordance with the vacation schedule approved by the Employer no later than two weeks before the start of the calendar year.

11.5. The employee is granted annual paid leave with the retention of the place of work (position) and average earnings for a duration of 28 (twenty-eight) calendar days.

11.6. For employees with irregular working hours, an annual additional paid leave of 3 (three) calendar days is established.

11.7. The right to use the leave for the first year of work arises for the employee after six months of continuous work in the Company.

11.8. Vacation for the second and subsequent years of work is provided to the employee in accordance with the vacation schedule approved by the Company.

11.9. By agreement between the employee and the Employer, vacation can be divided into parts. At the same time, at least one of the parts of this vacation must be at least 14 (Fourteen) calendar days.

11.10. The employee must be notified against signature of the start time of the vacation no later than two weeks before the start of the vacation.

11.11. Recall of an employee from vacation is allowed only with his consent. The unused part of the vacation in connection with this must be provided at the choice of the employee at a time convenient for him during the current working year or added to the vacation for the next working year.

11.12. Employees who have concluded an Agreement for a period of up to two months are provided with paid vacations or are paid compensation upon dismissal at the rate of two working days per month of work.

11.13. At the written request of the employee unused vacations may be granted with subsequent dismissal (with the exception of cases of dismissal for guilty actions). In this case, the day of dismissal is considered the last day of vacation.

11.14. For family reasons and other valid reasons, an employee may be granted unpaid leave upon his written application, the duration of which is determined by agreement between the employee and the Employer.

11.15. If at a part-time job the duration of the annual paid leave is less than the duration of the leave at the main place of work, then the Employer, at the request of the employee, grants him unpaid leave of the appropriate duration.

11.16. Working on a part-time basis does not entail any restrictions for the employee on the duration of the annual basic paid leave, the calculation of seniority and other labor rights.

11.17. The following employees have the preferential right to annual leave in the summer or at any time convenient for them:

lone parents;

women with three or more children;

Workers who have received an industrial injury;

· any employees, if they have vouchers for treatment;

women before maternity leave or immediately after it;

· at the request of the husband, annual leave is granted to him during the period when his wife is on maternity leave, regardless of the time of his continuous work in the Company;

· part-time workers for combined work - simultaneously with the annual paid leave for the main job;

Other employees in cases stipulated by federal laws.

12. Pay

12.1. Payment of wages is made by the Employer twice a month in the following terms:

· Advance payment in the amount of 30% (thirty percent) of the salary, excluding personal income tax - on the 20th day of the paid month;

· The rest of the salary - on the 10th day of the month following the paid one.

12.2. If the day of payment coincides with a weekend or non-working holiday, payment of wages is made on the eve of this day.

12.3. Payment of wages to an employee, social and other payments provided for by the legislation of the Russian Federation, is carried out by the Employer by transfer Money to the employee's bank account. The employer ensures the timely transfer of these payments to the employee's bank account in accordance with the requirements of the Labor Code and these Rules.

12.4. For the purpose of unhindered receipt of funds by the employee, the Employer, on the basis of the relevant agreement with the bank, ensures the opening of an account for the employee in the bank, the issuance of a plastic bank card.

12.5. Payment for the annual basic paid leave is made no later than three days before its start.

12.6. An employee working on a combination basis or performing the duties of a temporarily absent employee without being released from his main job is paid an additional payment for combining professions (positions) or performing the duties of a temporarily absent employee.

12.7. The amount of the additional payment is established by agreement of the parties to the Agreement, taking into account the content and (or) volume of additional work, but not more than 30% of the salary of the absent employee.

12.8. During the period of suspension from work (non-admission to work), wages are not accrued to the employee, with the exception of cases provided for by the Labor Code or other federal laws.

12.9. Upon dismissal, the employee is paid monetary compensation for all unused vacations.

12.10. Compensation for unused additional holidays calculated on the basis of the employee's hours worked proportionally.

12.11. Remuneration systems, including official salaries, additional payments and allowances compensatory nature, including for work in conditions that deviate from normal, systems of additional payments and bonuses of an incentive nature and bonus systems, are established by local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms.

12.12. For all cases of determining the size of the average wage (average earnings) provided for by labor legislation, a period for calculating the average wage is set equal to three calendar months preceding the period during which the employee retains the average wage. If the application of the specified calculation period worsens the situation of employees in comparison with the procedure for calculating average earnings, defined by Article 139 of the Labor Code, the calculation of average earnings is carried out in accordance with the norms of the Labor Code.

12.13. Other issues not set out in this article are regulated by the Regulations on remuneration, the Regulations on bonuses, the rules of which should not contradict general principles set out in this article.

13. Incentives for work

13.1. For the conscientious performance of their labor duties, continuous excellent work, innovation, initiative and other professional success, the Employer encourages the employee: announces gratitude, awards with a valuable gift, certificate of honor, cash prize in accordance with the Regulations on Bonuses.

13.2. Incentives are issued by order of the Employer. The order establishes for what kind of success in work the employee is encouraged, and also indicates specific view encouragement.

13.3. The order is announced to the employee against signature within three days from the date of publication.

13.4. Information about the award (encouragement) is entered in the work book of the employee.

13.5. Records of bonuses provided for by the wage system or paid on a regular basis are not entered in work books.

14. Disciplinary sanctions

14.1. For the commission of a disciplinary offense, that is, non-performance or improper performance by the employee through his fault of the labor duties assigned to him, the Employer has the right to apply the following disciplinary sanctions:

· remark;

reprimand;

Dismissal for appropriate reasons.

14.2. Before applying a disciplinary sanction, the Employer must request a written explanation from the employee. If, after two working days, the specified explanation is not provided by the employee, then an appropriate act is drawn up.

14.3. The employee's failure to provide an explanation is not an obstacle to the application of a disciplinary sanction.

14.4. The order (instruction) of the Employer on the application of a disciplinary sanction is announced to the employee against receipt within three working days from the date of its issuance, not counting the time the employee is absent from work. If the employee refuses to get acquainted with the specified order (instruction) against signature, then an appropriate act is drawn up.

14.5. If within a year from the date of application of the disciplinary sanction, the employee is not subjected to a new disciplinary sanction, then he is considered not to have a disciplinary sanction.

14.6. An employee who appears at work in a state of alcoholic, narcotic or other toxic intoxication, the head of the structural unit or his deputies must be suspended from work (not allowed to work) for the entire period of time until the circumstances that were the basis for suspension from work or exclusion from work are eliminated.

14.7. The employer removes from work (does not allow to work) the employee in other cases provided for by the Labor Code, federal laws and other regulatory legal acts.

15. Liability
parties to labor relations

15.1. The material liability of a party to labor relations is incurred for damage caused by it to the other party as a result of its guilty unlawful behavior (action or inaction), unless otherwise provided by labor legislation or other federal laws.

16. Liability of the Company to the employee

16.1. The employer bears material responsibility to the employee in the case and in the manner prescribed by the labor legislation of the Russian Federation.

16.2. The company that caused damage to the employee's property compensates for this damage in full. The amount of damage is calculated at market prices in force at the location of the Company on the day of compensation for damage. The employee's application for compensation for damage is sent by him 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.

16.3. If the Company violates the established deadline for paying wages, vacation pay, dismissal payments and other payments due to the employee, the Company is obliged to pay them with interest (monetary compensation) in the amount of one three hundredth of the refinancing rate of the Central Bank of the Russian Federation in force at that time from unpaid in term of amounts for each day of delay starting from the next day after the due date of payment up to and including the day of actual settlement.

17. Liability of the employee

17.1. The employee is obliged to compensate the Company for the direct actual damage caused to him. Unreceived income (lost profit) is not subject to recovery from the employee.

17.2. Direct actual damage is understood as a real decrease in the Company's cash property or deterioration in the condition of the specified property (including the property of third parties held by the Company, if the Company is responsible for the safety of this property), as well as the need for the Company to incur costs or excessive payments for the acquisition or restoration of property.

17.3. The material liability of the employee is excluded in cases of damage due to force majeure, normal economic risk, extreme necessity or necessary defense, or the Company's failure to fulfill the obligation to ensure proper conditions for the storage of property entrusted to the employee.

17.4. The company has the right, taking into account the specific circumstances under which the damage was caused, whether to fully refuse to recover it from the guilty employee.

17.5. For the damage caused, the employee is liable within the limits of his average monthly earnings, unless otherwise provided by the Labor Code or other federal laws.

17.6. Liability in the full amount of the damage caused is assigned to the employee in the following cases:

when, in accordance with the Labor Code or other federal laws, the employee is held liable in full for damage caused to the Employer in the performance of work duties by the employee;

shortage of valuables entrusted to him on the basis of a special written agreement or received by him under a one-time document;

Intentional infliction of damage;

causing damage in a state of alcoholic, narcotic or other toxic intoxication;

causing damage as a result of the criminal actions of an employee established by a court verdict;

Causing damage as a result of an administrative offense, if such is established by the relevant government agency;

Disclosure of information constituting a legally protected secret (state, official, commercial or other), in cases provided for by federal laws;

causing damage not in the performance of work duties by the employee;

in other cases established by the legislation of the Russian Federation.

17.7. The full liability of the employee consists in his obligation to compensate for the damage caused in full.

17.8. Written agreements on full individual or collective liability, that is, on compensation to the Company for damage caused in full for the lack of property entrusted to employees, are concluded with employees who have reached the age of eighteen and directly serve or use monetary, commodity values or other property.

17.9. When jointly performed by employees certain types work related to the storage, processing, sale (vacation), transportation, use or other use of the values transferred to him, when it is impossible to distinguish between the responsibility of each employee for causing damage and conclude an agreement with him on compensation for damage in full, a collective (brigade) may be introduced material liability.

17.10. The amount of damage caused to the Company in the event of loss and damage to property is determined by actual losses calculated on the basis of market prices in force in the area 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.

17.11. Before deciding on compensation for damages by specific employees, the Employer is obliged to conduct an audit to determine the amount of damage caused and the reasons for its occurrence. To conduct such an inspection, the Company has the right to establish a commission with the participation of relevant specialists.

17.12. Requesting 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, an appropriate act is drawn up.

17.13. The employee and (or) his representative have the right to get acquainted with all the materials of the inspection and appeal them in the manner prescribed by the Labor Code.

17.14. Recovery from the guilty employee of the amount of damage caused, not exceeding the average monthly salary, is carried out by order of the Employer. The order may be made no later than one month from the date of the final determination by the Company of the amount of damage caused by the employee.

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

17.16. An employee who is guilty of causing damage to the Company may voluntarily compensate for it in whole or in part. By agreement of the parties to the Agreement, compensation for damage by installments is allowed. In this case, the employee submits to the Employer a written obligation to compensate for the damage, indicating specific payment terms. In the event of the 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 recovered in court.

18. Final provisions

18.1. The Employee is obliged to immediately notify the Employer in writing of any changes in the information (data) about himself, indicated by him when hiring. These changes are documented in an appendix to the employment contract.

18.2. These Rules remain valid in case of changes in the composition, structure, name of the Company's management body.

"APPROVE"

CEO

OOO "ROMASHKA"

Fomin A.N.

INTERNAL WORK REGULATION

OOO "ROMASHKA"

1. GENERAL PROVISIONS

1.1. These Internal Labor Regulations (hereinafter - the Rules) determine the labor schedule in the Limited Liability Company "ROMASHKA" (hereinafter - the Company) and regulate the procedure for hiring, transferring and dismissing employees, the basic rights, duties and responsibilities of the parties to the employment contract, working hours, time rest, incentives and penalties applied to employees, as well as other issues of regulation of labor relations in the Company.

1.3. The following terms are used in these Rules:

"Employer" - Limited Liability Company "ROMASHKA";

"Employee" - 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 of the Labor Code of the Russian Federation;

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 duties and rights of employees are specified in labor contracts and job descriptions, which are an integral part of labor contracts.

2. PROCEDURE FOR RECEPTION OF EMPLOYEES

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

2.3. When concluding an employment contract, a person entering a job presents to the Employer:

Passport or other identity document;

Employment book, except for cases when the employment contract is concluded for the first time or the employee goes to work on a part-time basis;

Insurance certificate of state pension insurance;

Documents of military registration - for persons liable for military service and persons subject to conscription for military service;

A document on education, qualifications or the availability of special knowledge - when applying for a job that requires special knowledge or special training;

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

The conclusion of an employment contract without the presentation of these documents is not carried out.

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

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 transferred 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 signature of the Employee on the copy of the employment contract kept by the Employer.

2.8. Employment contracts may be concluded:

1) for an indefinite period;

2) for a fixed 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.

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

2.13. A test for employment is not established for:

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

Persons under the age of eighteen;

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

Persons elected to an elective position for a paid job;

Persons invited to work in the order of transfer from another employer as agreed between employers;

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

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

2.15. When concluding an employment contract for a period of up to two months, a test is not established for an employee.

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

3. PROCEDURE FOR THE TRANSFER OF EMPLOYEES

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

3.2. The transfer of an employee can only be made to work that is not contraindicated for him for health reasons, and with the written consent of the employee.

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. An order signed by the head of the organization or an authorized person is announced to the employee against signature.

4. PROCEDURE FOR DISCHARGING 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.

4.7. In the event that 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 a notification to the employee about the need to appear for a work book or agree to send it by mail. At the written request of an employee who did not receive 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 request.

5. BASIC RIGHTS AND OBLIGATIONS OF THE EMPLOYER

5.1. The employer has the right:

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

Conduct collective negotiations and conclude collective agreements;

Encourage employees for conscientious efficient work;

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

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

Adopt local regulations;

Create associations of employers in order to represent and protect 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 requirements for labor protection;

Provide employees with equipment, tools, technical documentation and other means necessary for the performance of their labor duties;

Provide workers with equal pay for work of equal value;

Keep a record of the time actually worked by each employee;

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

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

Provide representatives of employees with complete and reliable information necessary for the conclusion of a collective agreement, agreement and control over their implementation;

To acquaint employees against signature with the adopted local regulations directly related to their work activities;

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

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

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;

Fulfill other duties stipulated by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement (if any), agreements, local regulations and labor contracts.

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

Appearing at work in a state of alcoholic, narcotic or other toxic intoxication;

Not trained in the prescribed manner and tested knowledge and skills in the field of labor protection;

In case of suspension for up to two months of an employee’s special right (license, right to drive a vehicle, right to carry weapons, other special right) in accordance with federal laws and other regulatory legal acts of the Russian Federation, if this entails the impossibility of fulfilling the employee of obligations 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 a job corresponding to the qualifications of the employee, 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.

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 on the terms established by the Labor Code of the Russian Federation, other federal laws;

Providing him with a job stipulated by an employment contract;

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

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

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

Vocational training, retraining and advanced training in accordance with the procedure 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);

Protection of their 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 accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws;

Compulsory social insurance in cases stipulated by federal laws;

Other rights granted to him by labor legislation.

6.2. The employee is obliged:

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

Qualitatively and in a timely manner to carry out assignments, orders, tasks and instructions of your immediate supervisor;

Comply with these Rules;

Observe labor discipline;

Comply with established labor standards;

Comply with labor protection and labor safety requirements;

Take care of 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;

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

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

Observe the procedure for storing documents, material and monetary values established by the Employer;

Conclude an agreement on full liability in the case when he starts work on the direct maintenance or use of monetary, commodity values, other property, in cases and in the manner prescribed by law;

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

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

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

To issue 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 duties and rights of employees are specified in labor contracts and job descriptions.

7. WORKING HOURS

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

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

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

The duration of daily work is 8 hours;

Start time - 9.00, end time - 18.00;

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

7.2. When hiring, reduced working hours are established:

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

For employees 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 a week;

For workers employed in jobs with harmful and (or) dangerous working conditions - no more than 36 hours a week.

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

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

Pregnant women;

One of the parents (guardian, guardian) who has a child under the age of 14 (a 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;

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

Employees aged 15 to 16 - five hours;

Employees aged 16 to 18 - seven hours;

Students who combine study with work:

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

from 16 to 18 years old - four hours;

Disabled - in accordance with the medical report.

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

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

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

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

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

Perform overtime work if necessary;

If the employee works on an irregular working day.

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

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

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

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 - the time during which the employee is free from the performance of labor duties and which he can use at his own discretion.

8.2. The types of rest periods are:

Breaks during the working day (shift);

Daily (between shifts) rest;

Days off (weekly uninterrupted rest);

Non-working holidays;

Vacations.

8.3. Employees are provided with the following rest periods:

1) a break for rest and meals 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 the preservation of the place of work (position) and average earnings.

8.3.1. For employees, the terms of the employment contract may establish other days off, as well as another time for providing a break for rest and meals.

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

Women - before maternity leave or immediately after it;

Employees under the age of eighteen;

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

Part-time workers simultaneously with annual paid leave at the main place of work;

In other cases provided for by federal laws.

Spouses of military personnel;

Citizens who have received a total (cumulative) 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 against signature of the start time of the vacation no later than two weeks before the start of the vacation.

8.7.1. The employer is obliged, on the basis of a written application of the employee, to grant unpaid leave:

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

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

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

Working disabled people - up to 60 calendar days a year;

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, other federal laws.

9. PAYMENT

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 size of the official salary is established on the basis of the staffing table of the Company.