Sample employment contracts for the year. Employment contract with an employee (download sample)

Sample employment contractevery company has. Using the sample employment contract, the employer draws up legal relations with almost all employees. We will help you understand what an employment contract is, we will consider typical mistakes allowed when compiling it, and we will also tell you what points you need to pay attention to.

Standard form of an employment contract for 2018-2019

A typical employment contract is in writing and must be followed. This means that when an employee just begins to perform the tasks assigned to him job responsibilities, the employer is charged with the obligation to formalize relations with him in writing. The contract can be considered concluded not from the date of its actual signing, but from the day on which the employee began his work duties.

The standard form of an employment contract is not only a sample of the document, but also a number of mandatory conditions regarding the content. The latest changes to the article of the Labor Code on the content of an employment contract (Article 57) were made in 2013, therefore, when developing a document, it is permissible to use samples of employment contracts drawn up later than this date.

The sample employment contract must contain the following information:

• about the employee’s place of work;
• labor function employee in the organization;
• duration of the contract or start date of work;
• regulations on wages;
• characteristics of work in the workplace;
• social insurance of workers;
• work and rest time schedule, nature of work, if these conditions differ from general rules installed in the organization;
• guarantees and compensation provided for harmful conditions work.

How a standard employment contract for 2018-2019 is drawn up will be discussed below.

Where is the completed copy of the agreement stored?

The employment contract form is usually filled out by employees personnel service, and the employee can only sign, thereby confirming his familiarization with the sample standard employment contract and agreement with its terms. If the company accepts that the document is filled out by the employee himself, then the HR department will need a sample of filling out the employment contract.

The document is drawn up and signed in two copies (one copy for each party). The completed employment contract form is given to the HR employee, who, in turn, submits it to the head of the organization for signature (if this has not already been done).

After the signing procedure, one copy is kept by the employer, the other is given to the employee. Evasion from signing a contract by the employer or failure to provide a copy to an employee is an offense for which the manager bears responsibility under labor legislation.

Download for free and fill out the employment contract form

The sample for filling out an employment contract with an employee for 2018-2019 is no different from the samples from previous years, since there have been no changes in legislation on this issue. And it’s not difficult to download free forms of employment contracts for 2017-2018: they are available in many legal reference systems. We also offer you a completed sample employment contract for 2018, drawn up by our specialists in accordance with all legal requirements.

For example, it is necessary to record the employee’s familiarization with the job description, conduct and register the employee’s completion of induction training at the workplace, labor protection and fire safety standards. Do not also forget that the employee must undergo an internship at the workplace for at least 2 work shifts.

An internship means familiarizing an employee with his direct responsibilities, getting to know the team and bringing him up to speed. After completing the internship, the employee must pass an exam to his immediate supervisor, on the basis of which the degree of his readiness to begin independent work is determined. An internship means familiarizing an employee with his direct responsibilities, getting to know the team and bringing him up to speed. After completing the internship, the employee must pass an exam to his immediate supervisor, on the basis of which the degree of his readiness to begin independent work is determined.

Particular attention should be paid to assigning an employee the 1st electrical safety group for “non-electrical” personnel. Even if your job does not directly involve electricity, you should be aware and trained in the basic handling of electrical appliances and familiarize yourself with their rules. safe operation. It is important to note that electrical safety training for employees can only be carried out by an employee who has an electrical safety clearance group of at least 4.

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In view of periodic changes in legislation in the field of personal data protection, it should also be remembered that a competent sample of filling out an employment contract must necessarily contain information about the employee’s consent to the processing of personal data.

Also, the example of an employment contract taken as a sample must contain an indication of individual characteristics labor relations with a specific employee. For example, the duration of the contract is indicated (if the employee is hired for a certain period). An indication is provided for performing part-time work internally or externally (if this is not the employee’s main place of work), the possibility of providing additional benefits or payments is indicated (for example, if such work is classified as a profession with hazardous or dangerous conditions labor or your salary also includes a monthly bonus).

And do not forget that the signed 2nd copy of the completed sample employment contract must be given to the employee, and the 1st remains with the employer. All changes and additions to the employment contract are formalized by additional agreements to the employment contract.

It is also worth noting that the contract can be completed online. That is, many legal portals have developed special programs, where you can enter the data of the employee and employer, and the program itself will formalize them in standard contract and will make it possible to download the employment contract with the employee in a ready-made version. The parties only have to sign.

How to draw up an employment contract with an employee

A sample employment contract can be downloaded for free on almost every legal portal, but do not rush to immediately use it for your own purposes. First, check that the employment contract form includes the items necessary for this type of document. So, a sample employment agreement for an employee should contain the following sections:

1. The preamble of a correctly drawn up sample employment contract must include the names (names) of the parties to the contract, that is, the name of the employing organization and full name. employee.
2. Further standard form An employment contract usually contains an indication of the position, as well as the division of the enterprise in which the employee will work.
3. The next clause of the contract is usually an indication of the rights and obligations of the parties. For the most part, they regulate the relationship between employee and employer. In particular, it stipulates the responsibilities of the employee, which he must perform in accordance with the job description developed in a certain company, enterprise, etc. The employer’s responsibilities include: calculating and paying wages within a certain time frame, providing the employee with what is necessary to perform work equipment, inventory, workwear, compliance with standards labor legislation and others.
4. This is followed by a section of the employment contract, which regulates the work and rest regime, or there may be a reference to internal regulations, and the rate (amount) of remuneration is established.
5. Other terms of the employment contract that do not fall under the mentioned sections.
6. Finally, the signatures of the parties are affixed.

IMPORTANT! From 01/01/2017, micro-enterprises (firms and individual entrepreneurs with up to 15 employees and an annual income of up to 120 million rubles) can use a special form of a standard employment contract approved by Government Resolution No. dated 08/27/2016 858. The use of this form frees you from the need to develop and adopt local acts (regulations on wages, etc.). d.).

The difference between an employment contract and a civil law one

IN last years There has been a steady trend to replace the formalization of labor relations with civil contracts. Is it worth agreeing to such registration?

Of course, there are situations when concluding such an agreement is justified and appropriate, but in most cases, this is solely a way for the employer to reduce its costs for employees, as well as infringe on their rights. Let's figure out why.

A civil contract means the existence of an agreement between two parties, let's call them the employee and the employer, although in the contract they will be called differently (most likely, the customer and the contractor). Its essence is that the employee performs certain work (provides services), and the employer accepts this work and pays according to the agreed price.

From this definition it follows that the relationship between the contractor and the customer is not labor, and, therefore, the norms of labor legislation are not applicable to the contractor. This means that he is not entitled to vacation or sick leave, the employer does not deduct obligatory amounts to social security for the employee. government bodies, is not obliged to provide parental leave, etc.

In addition, this group of contracts is not subject to minimum wage requirements, and the employee will not be able to protect his interests through the labor inspectorate. If something happens, he will have to defend his interests independently in a court of general jurisdiction.

Work under a civil contract is not counted towards the length of service if the employee does not pay insurance premiums, which, of course, will have an extremely negative impact on your future pension; in addition, management’s powers to terminate such an agreement have been significantly expanded.

In other words, labor legislation clearly regulates the grounds for dismissing an employee, and the employer cannot dismiss an employee without compelling reasons, the list of which is clearly specified in the Labor Code. But terminating a civil contract will not pose any particular difficulties. The fact is that such contracts are terminated in including, and unilaterally, unless otherwise provided, only work actually performed will be compensated. No compensation for unused vacation, no payments that would take place in the event of a reduction in position, etc.

That is, they can fire you when they want. On the other hand, you can leave when you want, without working the 2 weeks required by law. However, if the employer proves that your actions caused him losses, you will have to compensate them. At the same time, The so-called lost profits are also subject to compensation, that is, the employer’s income that he could have received, but did not receive due to your refusal to fulfill the contract.

Whether such a risk is justified for you and whether it is worth deliberately infringing on your rights - this question remains open.

You will also be interested in reading the materials that we wrote specifically for our

Employment contract is a legal agreement between an employer and an employee. The only document on the basis of which labor law comes into force is its basic norms.

Form of employment contract for employment in 2019

The employment contract specifies the conditions that will accompany the employee’s work activity, the relationship between the employee and the employer on the basis of labor legislation and the internal regulations of the employing organization.

Types of employment contracts

Employment contracts can be concluded:

• for a certain period (no more than five years) or to perform certain work (urgent);
• for an indefinite period (indefinite - the same as being accepted for permanent job).

By general rule the employment contract must be concluded for an indefinite period. The following agreement is considered the same:

1. if it does not indicate the period of its validity;
2. if at the end of the term of the fixed-term contract it was not terminated and the employee continues to work;
3. if a fixed-term contract is concluded without sufficient grounds.

A fixed-term employment contract is concluded when the assigned work activity is short-term (seasonal, for example), or such a contract cannot be concluded for an indefinite period. Similar cases stipulated by law.

A fixed-term employment contract can be drawn up:

• when someone is hired instead of a temporarily absent employee, whose position is retained;
• on seasonal work;
• when work is expected in areas of the Far North and equivalent areas, if this involves relocation;
• to prevent or eliminate the consequences of disasters, epidemics and the like;
• if the employee gets a job in a small business organization (up to 40 people), retail, household services(up to 25 people) or to an individual;
• to work abroad;
• for the implementation of temporary, unusual to this enterprise works (commissioning, installation of equipment, expansion of production, etc.);
• with pensioners, as well as people whose health requires temporary work;
• with a referral to temporary work (including public work) from the employment service;
• some other cases.

Contents of the employment contract, conditions of conclusion

They can be divided into essential and optional.

1. Essential – prerequisites, in the absence of which the employment contract will not be considered concluded and labor relations will not arise.
2. Optional – additional, the presence or absence of which does not affect the conclusion of the contract; these special conditions are included in the employment contract according to necessity, desire and consent of the parties.

A sample of a standard employment contract should contain:

• Place future work(name of organization; if the employee is accepted into structural subdivision, then its name and address).
• Start date of work (usually this is the date specified in the contract; if the employee began his duties at the request of the employer earlier than the agreed date, the actual date of start of work is stated in the contract).
• Job functions of the employee, according to his specialization, profession in accordance with staffing table enterprises. If there is no such position in the qualification directories, the organization has the right to introduce it and describe it in detail; but here it is necessary to take into account that the benefits or restrictions on specialties and professions are related to the titles of positions that exist in qualification directory RF.
• Rights and obligations of the parties. It is more expedient to describe them specifically - regarding the employee’s position and his labor functions in the organization.
• Working conditions: this applies to hard, dangerous or harmful work. This paragraph specifies the benefits and compensation provided. Also, for employees of special categories (under 18 years of age, nursing mothers and others) an individual contract is drawn up with a lighter regime of work and rest.
• Salary. Here, in addition to the salary, allowances, additional payments, bonuses, etc. are stipulated - all this is established in accordance with the current legislation and the internal charter of the organization.
• If an organization insures its employees, the types (medical, pension) and conditions of this insurance related to labor activity employee.

In addition to the mandatory ones, you can include additional clauses in the employment contract, for example, on a probationary period, non-disclosure of any information, additional incentives for any labor achievements, etc. The main condition is that these additions do not in any way worsen the employee’s position regarding labor code.

Employment contracts are drawn up in two copies and signed by both parties.

Employment contract with the employee is an agreement between the employer (company or individual entrepreneur) and an employee (individual), under which the hiree undertakes to perform certain work, and the employer is obliged to provide the employee with work, pay on time wages and create working conditions that comply with legislation.

An employment contract with an employee can only be terminated by mutual consent of the employer and employee, or if one of the parties fails to fulfill its obligations. Termination of an employment contract cannot be carried out if the employee is on vacation, sick leave, etc.

The employment contract is drawn up in two copies - one for each party to the employment agreement.

According to latest changes In Russian legislation, a sample employment contract must include the following details:

• Employee's name
• employer details
• job title and responsibilities of the employee
• employer's responsibilities
• working conditions
• date and place of drawing up the agreement, signatures of the parties

Standard employment contract - sample

EMPLOYMENT AGREEMENT No. ______

"Romashka" LLC, hereinafter referred to as the "Employer", represented by Director Pyotr Evgenievich Sergeev, acting on the basis of the Charter, on the one hand, and Klara Gennadievna Ivanova, hereinafter referred to as the "Employee", on the other hand, have entered into this agreement as follows:

1. THE SUBJECT OF THE AGREEMENT

1.1. In accordance with the terms of this agreement, the Employee undertakes to perform work as a manager in compliance with the current legislation of the Russian Federation, internal documents of the Company, including internal labor regulations (mode, volume and work schedule), and the Employer undertakes to pay the Employee wages and ensure working conditions, provided for by labor legislation and this agreement.

1.2. The contract regulates labor and other relations between the Employee and the Employer. The contracting parties acknowledge that their rights and obligations are regulated by this Agreement and the norms of the current legislation of the Russian Federation.

1.3. Work under this agreement is the main place of work for the Employee.

1.4. Start date: 04/15/2016

1.5. The employee reports directly to the director, whose instructions are within job description are mandatory for the Employee.

2. GENERAL PROVISIONS

2.1. Based on this agreement, the Employee is appointed to a position and begins his duties from the moment the relevant order is signed.

2.2. The Employee is assigned the responsibilities specified in the job description.

2.3. When carrying out legal relations within the framework of this agreement, the parties are guided by the principles:

Conscientious performance by the Employee of his official duties as a subject of civil law relations;

Assistance to the Employee from the higher management bodies of the Employer in the implementation of his official rights and responsibilities, ensuring proper working conditions and compliance by the Employer with the terms of this agreement and the provisions of the current legislation of the Russian Federation;

The Employee is a staff member of the Employer and exercises his rights and obligations, guided by current legislation and this agreement.

2.4. When exercising his official rights and fulfilling his duties, the Employee must act in the interests of the Employer proactively, wisely and with integrity, and avoid violations of the law, financial and labor discipline, strive to improve work efficiency within their competence.

3. RIGHTS AND OBLIGATIONS OF THE PARTIES

1.1. The employee is obliged:

1.1.1. conscientiously perform their job duties in accordance with the job description;

1.1.2. comply with internal rules labor regulations;

1.1.3. strive to improve the results of financial and economic activities, maintaining them at the level necessary for the development of the organization and the social sphere;

1.1.4. ensure the proper condition and reliability of the Employer’s internal documents, drawn up by him in the process of work in accordance with the established procedures and standards;

1.1.5. ensure compliance current activities Employer to the requirements of the current legislation of the Russian Federation;

1.1.6. observe labor discipline;

1.1.7. comply with labor protection and occupational safety requirements;

1.1.8. treat the property of the Employer and other employees with care;

1.1.9. ensure compliance with established labor standards;

1.1.10. ensure implementation of management decisions;

1.1.11. do not transmit, without the consent of management, to the media and other third parties materials related to the activities of the Employer, either under one’s own name or under a pseudonym;

1.1.12. not to allow disclosure of information constituting a trade secret;

1.1.13. to keep secret for the entire duration of this agreement and 3 years after its termination or termination the data that became known to him during his work in the organization and is a trade secret:

Legal, technical and special documentation prepared and available to the Employer, including statistical information;

Information related to financial transactions of both the Employer itself and its business partners and clients, as well as scientific, technical, legal, business and other types of documentation that are the property of the Employer;

Information about the amount of wages of the organization’s employees;

All information about the company's clients.

1.1.14. while working under this agreement, do not provide services to other organizations or persons if this may cause a violation of confidentiality or go against the interests of the Employer;

1.1.15. immediately inform your immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, or the safety of the Employer’s property.

1.2. The employee has the right to:

1.2.1. 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;

1.2.2. providing him with work stipulated by this employment contract;

1.2.3. workplace, meeting the conditions stipulated state standards and labor safety;

1.2.4. timely and full payment of wages;

1.2.5. rest provided by establishing normal working hours, providing weekly days off, non-working holidays, paid annual leave;

1.2.6. complete reliable information about working conditions and labor protection requirements in the workplace;

1.2.7. professional training, retraining and advanced training in the manner established by this Labor Code of the Russian Federation and other federal laws;

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

1.2.9. compensation for harm caused to an employee in connection with the performance of his job duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation and other federal laws;

1.2.10. mandatory social insurance in cases provided for by federal laws.

1.3. The employer is obliged:

1.3.1. comply with laws and other regulatory legal acts, local regulations, and the terms of this employment contract;

1.3.2. provide the Employee with work stipulated by the employment contract;

1.3.3. ensure labor safety and conditions that meet occupational safety and health requirements;

1.3.4. provide the Employee with equipment, tools, technical documentation and other means necessary for the performance of his labor duties;

1.3.5. provide the Employee with support and assistance when carrying out activities aimed at increasing the efficiency of the organization;

1.3.6. pay the full amount of wages due to the Employee within the time limits established by this employment contract;

1.3.7. carry out compulsory social insurance of the Employee in the manner established by federal laws;

1.3.8. compensate for damage caused to the Employee in connection with the performance of their job duties, as well as compensate for moral damage in the manner and on the terms established by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts;

1.3.9. perform other duties stipulated by the current federal legislation and this employment contract.

1.4. The employer has the right:

1.4.1. conclude, amend and terminate employment contracts with the Employee in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;

1.4.2. encourage the Employee for conscientious, effective work;

1.4.3. demand from the Employee the performance of his labor duties and careful attitude towards the property of the Employer and other employees, compliance with the internal labor regulations;

1.4.4. exercise control over the proper compliance by the Employee with the requirements of the legislation of the Russian Federation and internal documents of the Employer;

1.4.5. if necessary, apply both incentive measures and disciplinary measures to the Employee in the manner prescribed by current legislation;

1.4.6. in order to improve the efficiency of the organization, give the Employee mandatory instructions;

1.4.7. bring the Employee to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws.

You can download the full text of the employment contract from the link below:

Download the employment contract form

When applying for a job, do not forget to prepare an order for employment and make an appropriate entry in work book.

Each company must have a standard employment contract, which is filled out with employees, or a special form, where it is enough to sign the provided sample employment contract. In the article you will find an employment contract with an employee, sample 2016. You can download it for free on our website.

In this article you will find:

• details that an employment contract with an employee must contain
• employment contract with employee sample 2016 free download

What details should an employment contract with an employee contain?

First of all, the employment contract should indicate the last name, first name and patronymic of the employee, information about his documents, the name and tax identification number of the employer, information about the person signing the contract on behalf of the employer, as well as the place and date of conclusion of the contract. In addition, the following conditions are mandatory for an employment contract (Article 57 of the Labor Code of the Russian Federation):

• place of work;
• work start date;
• name of position (specialty, profession);
• characteristics of working conditions, compensation and benefits;
• work and rest schedule (if it differs from the generally accepted one);
• terms of remuneration;
• types and conditions of social insurance.

Place of work. Record where exactly the employee will work: in the office, in the warehouse, in production workshop etc. If this separate division, then also indicate the address of the premises where you will work new employee. Here is an example of the wording: “The Employee’s place of work is a warehouse industrial goods, owned by the employer and located at the address: Valdai, st. Komsomolskaya, 18.”

Terms of payment. Indicate the size of the employee's tariff rate or salary, as well as incentive payments (bonuses, additional payments, etc.), if they are provided for by the remuneration system. The wording may be as follows: “The Employee’s official salary is 45,000 (Forty-five thousand) rubles. per month. For fulfilling the quarterly sales plan, the Employee is entitled to a bonus in the amount provided for in the bonus regulations.”

Work and rest schedule. This clause must be stated in the contract if the conditions differ from the generally accepted ones. We would like to remind you that the following working hours are generally accepted: five days a week, eight hours of work per day. Any other regime should be reflected in the contract. For example, this way: “The employee is given a part-time work schedule: three days a week for six working hours.”

You can also specify conditions regarding a probationary period, non-disclosure of secrets, the employee’s obligation to work after training, etc.

If the contract is concluded on certain period, then it must also be fixed. A fixed-term contract is drawn up if an employee goes on maternity leave and an employee is needed to take her place. Or you need to carry out seasonal work, but there is no person on staff to do it. A complete exhaustive list of situations when a fixed-term contract is concluded is given in Article 59 of the Labor Code of the Russian Federation. If the term is not specified, the contract is considered unlimited.

Employment contract with employee sample 2016 free download

EMPLOYMENT CONTRACT

Society with limited liability"Verona" (LLC "Verona"), hereinafter referred to as the "Employer", represented by general director Vorobyov Sergei Fedorovich, acting on the basis of the Charter, on the one hand, and

Olga Evgenievna Pavlova, hereinafter referred to as the “Employee”, on the other hand, collectively referred to as the “Parties”, have entered into this employment agreement as follows.

1. General provisions. Subject of the agreement

1.1. An employee is hired by the Limited Liability Company "Verona" (LLC "Verona") (location - Moscow), in the HR department for the position of HR manager.

1.2. The Employee's workplace is located in room No. 3 of the personnel management department.

1.3. Working conditions at the Employee’s workplace in terms of the degree of harmfulness and (or) danger are optimal (class 1) (based on the results of certification of workplaces for working conditions dated August 15, 2013).

1.4. The work under this employment contract is the main one for the Employee.

1.5. This employment contract is concluded for an indefinite period.

1.6. Work start date (date when the Employee starts work) - 05/15/2014.

1.7. The employee is subject to a pre-employment test to verify his suitability for the assigned job. The trial period is 3 (three) months from the date of actual start of work. The probationary period does not include periods when the Employee was actually absent from work.

The criteria for successfully passing the test are the complete, high-quality and timely fulfillment by the Employee of the labor function provided for in this employment contract and job description, orders (instructions) of the Employer, orders of the immediate supervisor, local regulations and work requirements in force in the organization, labor discipline, labor protection regulations and safety precautions.

2. Rights and obligations of the Employee

2.1. The employee has the right to:

2.1.1. Amendment and termination of an employment contract in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws.

2.1.2. Providing work stipulated by this employment contract, as well as a workplace that meets state regulatory labor protection requirements.

2.1.3. Complete reliable information about working conditions and labor protection requirements in the workplace.

2.1.4. Providing the workplace with equipment, tools, technical documentation and other means necessary for the performance of labor duties.

2.1.5. Timely and full payment of wages in accordance with your qualifications, complexity of work, quantity and quality of work performed.

2.1.6. Rest, that is, compliance with daily working hours, provision of breaks for rest and meals, weekly days off, paid annual leave in accordance with this employment contract and the labor legislation of the Russian Federation.

2.1.7. Mandatory state social insurance in the manner and under the conditions established by the current legislation of the Russian Federation for the period of validity of this employment contract.

2.1.8. Exercise of other rights provided for by the labor legislation of the Russian Federation, Internal Labor Regulations and other local regulations.

2.2. The employee is obliged:

2.2.1. Conscientiously perform the labor function corresponding to the position of HR manager, enshrined in the job description (Appendix No. 1), which is an integral part of this employment contract.

2.2.2. When performing a labor function, act in accordance with the legislation of the Russian Federation, Internal Labor Regulations, other local regulations, and the terms of this employment contract.

2.2.3. Comply with the Internal Labor Regulations, other local regulations, including orders (instructions) of the Employer, instructions, rules, etc.

2.2.4. Not to disclose confidential (commercial, technical, personal) information that became known to him in the process of performing his labor functions.

2.2.5. Comply with labor protection and safety requirements, fire safety And industrial sanitation. If a situation arises that poses a threat to the life and health of people, or the safety of property, immediately report the incident to the Employer or immediate supervisor. If there is no threat to the life and health of the Employee, take measures to eliminate the causes and conditions that impede the normal performance of work.

2.2.6. Treat with care the property of the Employer (including the property of third parties located at the employer, if the employer is responsible for the safety of this property) and other employees and, if necessary, take measures to prevent damage to property.

2.3. Failure to include in the employment contract any of the rights and (or) obligations of the employee established by labor legislation and other regulatory legal acts containing standards labor law, local regulations, cannot be considered as a refusal to exercise these rights or fulfill these obligations.

3. Rights and obligations of the Employer

3.1. The employer has the right:

3.1.1. Change and terminate the employment contract with the Employee in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws.

3.1.2. Demand that the Employee fulfill his job duties and take care of the property of the Employer and other employees, comply with the Internal Labor Regulations and other local regulations, labor discipline, safety regulations, industrial sanitation and fire protection.

3.1.3. Encourage an employee for conscientious, effective work in the manner and under the conditions established by the Regulations on Remuneration (approved by Order No. 2 of January 28, 2011) and other local regulations of the Employer.

3.1.4. Provide voluntary medical insurance to the Employee in accordance with the Policy on Social Benefits for Employees (approved by Order No. 7 of January 20, 2014).

3.1.5. Monitor the Employee’s fulfillment of labor duties, compliance with labor discipline, safety regulations, industrial sanitation and fire protection, internal labor regulations and other local regulations.

3.1.6. Bring the Employee to disciplinary and financial liability for failure to perform or poor performance of the Employee’s labor duties in the manner established by the Labor Code of the Russian Federation and other federal laws.

3.1.7. Exercise other rights provided for by the labor legislation of the Russian Federation, Internal Labor Regulations and other local regulations.

3.2. The employer is obliged:

3.2.1. Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of agreements and this employment contract.

3.2.2. Provide the Employee with work in accordance with the terms of this employment contract.

3.2.3. Ensure safe working conditions in accordance with labor protection requirements.

3.2.4. Provide the Employee with a properly equipped workplace, provide him with equipment, tools, technical documentation and other means necessary to perform his job duties.

3.2.5. Keep records of working hours actually worked by the Employee.

3.2.6. Provide the Employee with timely and full payment of wages in accordance with his qualifications, complexity of work and quality of work performed.

3.2.7. Introduce the Employee, against signature, to the adopted local regulations directly related to his work activity.

3.2.8. Carry out compulsory social insurance of the Employee in the manner established by the current legislation of the Russian Federation.

3.2.9. Compensate for harm caused to the Employee in connection with the performance of his labor duties, as well as compensate for moral damage in the manner and under the conditions established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation.

3.2.10. Maintain a work record book for the Employee in accordance with the legislation of the Russian Federation.

3.2.11. Perform other duties provided for by labor legislation, including legislation on special assessment working conditions, and other regulatory legal acts containing labor law norms, agreements, local regulations and this employment contract.

4. Work time and rest time

4.1. The employee is assigned a normal working time of 40 hours per week.

4.2. The employee has the following working hours:

Five-day work week with two days off (Saturday and Sunday);

Duration daily work- 8 ocloc'k;

Start of work - 09.00, end of work - 18.00;

Break for rest and food - 1 hour (from 13.00 to 14.00).

4.2.1. The Employer has the right to involve the Employee in work on weekends and non-working days. holidays, as well as to overtime work in the manner and under the conditions established by labor legislation.

4.3. The employee is granted annual paid leave of 28 calendar days.

4.3.1. The right to use vacation for the first year of work arises for the Employee after six months of continuous work with this Employer. By agreement of the Parties, as well as in cases established by law, paid leave may be granted to the Employee before the expiration of six months.

4.3.2. Vacation for the second and subsequent years of work may be granted to the Employee at any time of the working year in accordance with the vacation schedule.

4.3.3. If the Employee wishes to take annual paid leave in a period other than that provided for in the vacation schedule, he must notify the Employer in writing about this no later than 2 weeks before the intended vacation. Changes in the terms of granting leave in this case are made by agreement of the Parties.

4.3.4. By agreement of the Parties, annual paid leave may be provided to the Employee in installments. In this case, at least one part of the vacation must be at least 14 calendar days.

4.4. For family reasons and other valid reasons, the Employer may, upon his/her application, grant leave without pay.

4.4.1. In cases provided for by law, the Employer is obliged to provide the Employee with leave without pay.

5. Terms of payment

5.1. The Employee’s salary in accordance with the Employer’s current remuneration system consists of the official salary.

5.2. For performing a labor function, the Employee is set a salary of 27,000 (twenty-seven thousand) rubles per month.

5.3. An employee may be paid a bonus in the amount of up to 50 percent of the salary, subject to the conditions and procedure established by the Regulations on Remuneration (approved by Order No. 2 of January 28, 2011).

5.4. Wages are paid to the Employee at least every half month (on the 20th of the current month - for the first half of the month and on the 5th of the month following the month worked - the final payment for the month worked). If the payment day coincides with a weekend or non-working holiday, wages are paid on the eve of this day. Payment for vacation is made no later than three days before it starts.

5.5. Payment of wages is made in the currency of the Russian Federation in non-cash in cash by transferring it to the Employee’s bank account indicated by him for this purpose. The application with bank account details is submitted by the Employee to the Employer’s accounting department.

6. Responsibility of the Parties

6.1. The parties are responsible for failure to fulfill or improper fulfillment of their duties and obligations established by law, Internal Labor Regulations, other local regulations of the Employer and this employment contract.

6.2. For failure or improper performance by the Employee through his fault of the labor duties assigned to him, the Employee may be subject to disciplinary action, provided for in Art. 192 Labor Code of the Russian Federation.

6.3. The parties may be held liable for material and other types of legal liability in cases and in the manner provided for by the Labor Code of the Russian Federation and other federal laws.

6.3.1. The employer bears financial and other liability in accordance with the current legislation of the Russian Federation in the following cases:

Illegally depriving the Employee of the opportunity to work;

Causing damage to the Employee's property;

Delays in payment of wages to the Employee;

Causing moral harm to the Employee;

Other cases provided for by the legislation of the Russian Federation.

6.3.2. The Employee is financially liable both for direct actual damage directly caused by him to the Employer, and for damage incurred by the Employer as a result of compensation for damage to third parties.

7. Change and termination of the employment contract

7.1. Changing the terms of the employment contract determined by the parties is allowed only by agreement of the Parties, which is drawn up additional agreement, which is an integral part of this employment contract.

7.1.1. Changes and additions to the terms of this employment contract can be made by agreement of the Parties when changing the legislation of the Russian Federation, the collective agreement, local regulations of the Employer, as well as in other cases provided for by the Labor Code of the Russian Federation.

7.2. This employment contract can be terminated only on the grounds provided for by the Labor Code of the Russian Federation and other federal laws.

7.2.1. Guarantees and compensation related to termination of an employment contract are provided to the Employee in accordance with the norms of the Labor Code of the Russian Federation and other federal laws.

8. Final provisions

8.1. Disputes or disagreements between the Parties that arise during the implementation of the terms of this agreement shall be resolved through direct negotiations between the Employee and the Employer.

8.1.1. If an agreement between the Parties has not been reached, then the dispute must be resolved in the manner established by the legislation of the Russian Federation.

8.2. In all other respects that are not provided for in this employment contract, the Parties are guided by the legislation of the Russian Federation.

8.3. The terms of this agreement are not subject to disclosure or publication in the press.

8.4. This agreement has been drawn up in two copies having equal legal force, one of which is kept by the Employer, and the other by the Employee.

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PERMANENT EMPLOYMENT CONTRACT

in a person acting on the basis, hereinafter referred to as " Society", on the one hand, and gr. , passport: series, No., issued, residing at: , hereinafter referred to as “ Worker", on the other hand, hereinafter referred to as the "Parties", have entered into this agreement, hereinafter " Agreement”, about the following:

1. THE SUBJECT OF THE AGREEMENT

1.1. This employment contract has been drawn up between the employee and the employer, in accordance with which the employer undertakes to provide the employee with work in the specified labor specialty, to provide working conditions provided for by this employment contract, the Labor Code, laws and other regulatory legal acts, collective agreements, agreements, local regulations acts containing labor law norms, 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 and comply with the internal labor regulations in force in the organization.

1.2. This employment contract is of an unlimited duration.

1.3. The employee's place of work is: .

1.4. Start date: 2016.

1.5. An employee is hired in a specialty, profession, position: .

1.6. During the period of work for the Employer, the employee reports directly.

2. RIGHTS AND OBLIGATIONS OF THE PARTIES

2.1. The employee undertakes:

2.1.1. Perform assigned work efficiently and on time as determined by your immediate superior.

2.1.2. The employee is required to start working in 2016.

2.1.3. Observe labor and production discipline, conscientiously perform his duties, and take care of the property entrusted to him. When performing your duties, follow the job description and other local acts enterprise, as well as oral instructions from management.

2.1.4. Take care of the Company's property and not disclose information and information that is a trade secret of the Company if such information becomes known to the employee due to the performance of his duties.

2.1.5. Comply with labor protection, safety and industrial sanitation requirements.

2.2. The Company undertakes:

2.2.1. Provide the Employee with work in accordance with the terms of this employment contract.

2.2.2. Pay wages to the Employee on the terms provided by the company, and upon termination of the employment relationship under this agreement no later than the date of dismissal.

2.2.3. Ensure safe working conditions in accordance with the requirements of safety regulations and labor legislation of the Russian Federation.

2.2.4. IN in the prescribed manner make entries in the Employee’s work book.

2.2.5. Perform other duties provided for by labor legislation.

2.3. The employee has the right:

2.3.1. Require the employer to fulfill its obligations under this employment contract, as well as to fulfill the obligations provided for by labor legislation.

2.4. The employer has the right:

2.4.1. Require the Employee to fulfill his obligations under this employment contract, as well as to fulfill the duties provided for by labor legislation.

3. RESPONSIBILITY OF THE PARTIES

3.1. In case of non-fulfillment or improper fulfillment by the Employee of his duties specified in this agreement, violation of labor legislation, internal labor regulations of the Company, as well as causing material damage to the Company, the employee bears liability, including criminal liability, in accordance with current legislation.

3.2. The Company bears financial and other liability in accordance with current legislation.

4. TERMINATION OF THE EMPLOYMENT CONTRACT

4.1. The grounds for termination of this employment contract are:

4.1.1. The agreement of the parties or the expression of the will of each of the parties separately, while the procedure for terminating this agreement is governed by the following: The employee who has entered into this employment contract is obliged to notify the employer in writing two weeks before terminating the employment contract.

4.1.2. The Employee's conscription or entry into military service.

4.1.3. Termination of an employment contract at the initiative of the Company on the grounds provided for in Art. 81 of the Labor Code of the Russian Federation, including: An employment contract can be terminated by the employer in the following cases:

1. liquidation of the organization or termination of activities by the employer;
2. reduction in the number or staff of the organization's employees;
3. inconsistency of the employee with the position held or the work performed due to:
   • health status in accordance with a medical report;
   • insufficient qualifications confirmed by certification results;
4. change of owner of the organization’s property (in relation to the head of the organization, his deputies and the chief accountant);
5. repeated failure by an employee to perform labor duties without good reason, if he has a disciplinary sanction;
6. one-time gross violation employee's job duties:
   • absenteeism (absence from the workplace without good reason for more than four hours in a row during the working day);
   • appearing at work in a state of alcohol, drug or other toxic intoxication;
   • disclosure of secrets protected by law (commercial) that became known to the employee in connection with the performance of his job duties;
   • committing at the place of work theft (including small) of someone else's property, embezzlement, intentional destruction or damage, established by a court verdict that has entered into legal force or a resolution of an authority authorized to apply administrative penalties;
   • violation by an employee of labor safety requirements, if this violation entailed serious consequences (industrial accident, accident, catastrophe) or knowingly created a real threat of such consequences;
7. commission of guilty actions by an employee directly servicing monetary or commodity assets, if these actions give rise to a loss of confidence in him on the part of the employer;
8. the employee submits false documents or knowingly false information to the employer when concluding an employment contract;
9. in other cases established Labor Code and other federal laws.

5. WARRANTY AND COMPENSATION

5.1. During the period of validity of this employment contract, the Employee is subject to all guarantees and compensation provided for by current labor legislation.

6. EMPLOYMENT TEST

6.1. An employee is hired with a test in order to check his suitability for the assigned work.

6.2. During the probationary period, the employee is subject to the provisions of this agreement, the Code, laws, other regulatory legal acts, local regulations containing labor law norms, collective agreements, and agreements.

6.3. A hiring test is not established for:

• persons applying for work through a competition for filling the corresponding position, held in the manner prescribed by law;
• pregnant women;
• persons under the age of eighteen;
• persons who graduated educational institutions primary, secondary and higher vocational education and those entering work for the first time in their specialty;
• persons elected (selected) to an elective position for paid work;
• persons invited to work by way of transfer from another employer as agreed between employers;

6.4. The trial period is three months.

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

6.6. If the test result is unsatisfactory, the employer has the right to terminate the employment contract with the employee before the expiration of the test period by warning him in writing no later than three days in advance, indicating the reasons that served as the basis for recognizing this employee as having failed the test.

6.7. If the test result is unsatisfactory, the employment contract is terminated without taking into account the opinion of the relevant trade union body and without payment of severance pay.

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

6.9. If during the probationary period the employee comes to the conclusion that the job offered to him is not suitable for him, then he has the right to terminate the employment contract according to at will, warning the employer about this in writing three days in advance.

7. TRANSFER OF EMPLOYEE

7.1. An employee who, in accordance with a medical report, needs to be provided with another job, the employer is obliged, with his consent, to transfer to another available job that is not contraindicated for him due to health reasons. If the employee refuses to transfer or is not present in the organization for the relevant work, the employment contract is terminated in accordance with clause 8 of Article 77 of this Labor Code of the Russian Federation.

7.2. Moving him in the same organization to another workplace, to another structural unit of this organization in the same area, or assigning work on another mechanism or unit is not considered a transfer to another permanent job and does not require the consent of the employee, unless this entails a change in labor features and changes essential conditions employment contract.

7.3. In case of production necessity, the employer has the right to transfer the employee for a period of up to one month to work not stipulated by the employment contract in the same organization with wages for the work performed, but not lower than the average earnings for the previous job. Such a transfer is permitted to prevent a catastrophe, industrial accident or eliminate the consequences of a catastrophe, accident or natural disaster; to prevent accidents, downtime (temporary suspension of work for reasons of economic, technological, technical or organizational nature), destruction or damage to property, as well as to replace an absent employee. In this case, the employee cannot be transferred to a job that is contraindicated for him due to health reasons. The duration of a transfer to another job to replace an absent employee cannot exceed one month during a calendar year (from January 1 to December 31).

7.4. With written consent, an employee may be transferred to a job requiring lower qualifications.

8. SPECIAL CONDITIONS

8.1. The terms of this employment contract are confidential and are not subject to disclosure.

8.2. The terms of this employment contract are legally binding on the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.

8.3. In all other respects that are not provided for in this agreement, the parties are guided by current legislation.

8.4. The parties are guided by the internal regulations of the Company (Personnel Regulations, internal labor regulations, etc.) only if the Employee familiarizes himself with them against signature.

8.5. Disputes between the parties arising during the execution of an employment contract are considered in the manner prescribed by current legislation.

8.6. The Agreement is drawn up in 2 copies having equal legal force, one of which is kept by the Company and the other by the Employee.

8.7. This employment contract comes into force from the moment it is signed.

9. LEGAL ADDRESSES AND PAYMENT DETAILS OF THE PARTIES

Society Legal address: Postal address: INN: KPP: Bank: Cash/account: Correspondent/account: BIC:

Worker Registration: Postal address: Passport series: Number: Issued by: By: Telephone:

10. SIGNATURES OF THE PARTIES

Society _________________

Worker _________________