How to draw up an employment contract with an employee. Free employment contract: Online Constructor, samples

An employment contract is a written agreement between the parties, one of whom will act as the employer, the other as the employee.

The agreement will set out the main points of the parties’ legal relations:

• place of work,
• salary size,
• schedule,
• job responsibilities and other aspects.

Much will depend on how competently and accurately the contract is drawn up. An agreement that goes against the basic requirements of the law may be declared invalid, and this, in turn, will lead to a lot of trouble for both the employee and the company.

Employment contract: completed sample

At the beginning of the employment contract, its parties are indicated: the employee’s full name and the name of the employer’s organization. The employment agreement must contain the following mandatory clauses:

Place, start date of work.

• The workplace is indicated by the name of the company or its structural unit where the employee will be enrolled. Without his consent, transfer to another place will be impossible.
• The date of work will be considered the day from which the employee began to perform his immediate duties. If an employee does not go to work without good reason within 7 days from the date of signing the contract, the contract with him may be terminated. The fixed-term contract will also indicate the expiration date of the contract.

Job title that corresponds to the staffing table.

Working conditions, their description. In cases where employees are employed in harmful and difficult working conditions, the establishment of benefits and compensation, which are also prescribed in the employment agreement.

Probation. Time is described here probationary period, if one is assigned to the employee. Can be appointed for no more than 6 months for employees in management positions, no more than 3 months for all others. With an employee who has not completed the probationary period, the contract may be terminated, of which the employee must be notified 3 days in advance, indicating the reason for termination of the agreement.

A probationary period is not assigned to pregnant women, minors, or employees who were invited to a position as a transfer

The test is not assigned to graduates of universities and other educational institutions hired.

Size wages. The contract clearly states the amount of payment and the payment procedure. Local acts are indicated that regulate the payment of bonuses, allowances and various kinds other incentive payments. The law requires that wages be paid at least twice a month.

Time for work and rest. The length of the working day and the number of days of annual paid leave must also be reflected in the contract. The provision of additional leave is indicated when an irregular working day is expected.

Responsibilities of the employee. Here you should describe all the functions of the employee, the work that he will be required to perform.

Rules that determine the nature of work, as well as social insurance. The contract must include mandatory clauses that relate to activities for:

1. accident insurance,
2. payments in case of occupational diseases,
3. pension insurance, in cases of pregnancy and childbirth, temporary disability.

Details, signatures.

• The employee's surname, first name and patronymic, passport details, actual residence address, telephone number are indicated.
• On the employer's part, it is necessary to indicate the name of the company or organization, its registration data, address, telephone number.

The employment agreement is signed by the head of the organization or another person who has the appropriate authority

The signature must be sealed. One copy remains with the employer, the other is given to the employee.

According to the signed labor agreement the employer will be obliged to provide work and ensure the working conditions specified in the contract, pay wages in full and exactly on time.

The employee, for his part, undertakes to conscientiously fulfill the duties assigned to him and follow the rules established by the company.

To draw up an employment contract, you will need a number of documents.

1. The employee must provide a passport, document confirming education, SNILS, military ID, work book.
2. If an employee gets a job for the first time, the employer is required to create a work book.
3. Depending on the position to which the employee is appointed, a medical record and various types of certification documents may be required.
4. Many organizations require the provision of a TIN, although this requirement is not enshrined in the Labor Code.

Main aspects of drawing up an employment contract, its types

The contract can be concluded with persons over 16 years of age. With parental consent, the age limit can be reduced to 14 years.

The agreement is concluded in writing, two copies are compiled.

The standard form of an agreement is not fixed by law, therefore firms and organizations have the right to develop their own forms of agreements.

An important condition must be met - employment contract, in principle, should not limit or infringe on the rights of the citizens who enter into it

The employee’s consent to worse working conditions will not matter: the employer does not have the right to violate established standards.

Types of employment contracts
Employment contracts can be indefinite (concluded for an indefinite period), as well as fixed-term for up to 5 years (with clearly defined validity periods and reasons for termination of the contract).

In most cases, an open-ended contract is concluded. If the contract does not specify the duration of its validity, then it will also be considered unlimited.

A fixed-term contract can be concluded if it involves performing work for a specific period of time and concluding a contract fixed-term contract impossible.

For example, it could be seasonal work or commissioning works. At the same time, it is legally prohibited to enter into a fixed-term contract with an employee, while pursuing the goal of limiting the employee’s rights.

If, after the expiration of the term of the fixed-term contract, none of the parties proposed to terminate it, then such an agreement acquires the status of being concluded for an indefinite period.

Employment contracts can be concluded both at the place of permanent main work and part-time work. A part-time contract implies that the employee will perform certain work during his free time from full-time work.

Maybe

• internal part-time job (employer of main job)
• external part-time job (other employer).

You can also conclude an agreement with a legal entity or an individual.

After signing the employment agreement, an employment order is issued, which must be presented to the employee against signature

The order will contain the information reflected in the contract:

1. employee's surname, first name and patronymic,
2. date of commencement of duties,
3. job title,
4. amount of payment.

It is this order that becomes the basis for calculating the employee’s salary.

Sample of a standard open-ended contract

Sample part-time agreement download, free,

Sample of a standard fixed-term contract

The scope of labor relations is strictly regulated. To circumvent some legal requirements, companies hire individual specialists using an employment agreement.

Labor agreements generally mean work contracts and contracts for paid services when they are concluded with individuals. IN this material We will talk about the peculiarities of drawing up such contracts.

These documents differ in several ways:

Legal regulation

Employment contracts are regulated by the norms of the Labor Code of the Russian Federation and other regulations in the field of labor law. Labor agreements are concluded in accordance with the norms of Chapters 37 and 39 of the Civil Code of the Russian Federation.

Note! The term “agreement” in labor law is used to refer to collective agreements between workers and employers at intersectoral, regional and other levels.

Subject of the agreement

Agreements are concluded to perform specific work. This could be product design development, organization computer network, constructing a building, conducting research, and so on. After completion of the work, there will no longer be a need for hired workers.

The employment contract generally describes the employee’s responsibilities. The functions and tasks facing the employee are often specified in job descriptions. It is assumed that the employee will constantly solve problems, because they will arise due to the specifics of the organization’s activities.

Validity period of the document

In the employment agreement, the parties determine the time for completion of all work.

The employment contract is valid for an indefinite period, except in clearly defined cases. For example, if a citizen is hired to replace an employee who is on maternity leave.

Responsibilities

Employment contracts refer to the performance by an employee of a certain list of functions and the solution of related tasks. The company's management takes upon itself the coordination of the work of individual people in order to achieve the desired result.

In employment agreements, the performer is required to perform a strictly defined task. And the employee will independently determine which operations he should perform in order to fulfill the contract.

Payment for work

A standard employment contract provides for a monthly payment, either time-based or piece-rate. The specific amount of remuneration depends on tariff rate, salary, bonus and so on. Established by law minimum size wages, less than which a citizen cannot receive.

Payment of money under the agreement is made after signing the acceptance certificate. In some cases, an advance is provided, but it serves for the purchase of materials, tools and as a guarantee that the customer will fulfill his obligations in the future. The amount is set solely by the parties to the contract at their own discretion.

Work and rest schedule

The performance of duties by an employee is strictly regulated both by law and by internal documents, for example, labor regulations. He has days off, lunch, he knows the start and end time of the working day.

There are no restrictions when performing contract work and providing services. A citizen can work on weekends, without lunch, and start and finish at any time. However, he must complete the work before the date specified in the agreement.

Social payments

An employee has the right to receive benefits for disability, pregnancy and childbirth and in other cases. A citizen involved in work under a labor agreement is such social package does not have.

How to compose and sample

When drawing up an employment agreement, the following points should be agreed upon:

• Name of the parties. Full name must be indicated. citizen and name of the organization that act as contractor and customer, respectively;
• Subject of the agreement. It is necessary to indicate what task is assigned to the performer. If many operations must be performed to achieve a result, then they can be described in more detail in the annex to the contract;
• Deadlines. The parties should set a specific date for completion of the work, or tie it to the occurrence of some event. For example, 6 months from the date of receipt of the advance payment to the contractor’s account;
• Rights and obligations of the parties. The contractor must complete the work (provide the service) on time and has the right to receive money for it. The customer has the right to demand that the work be performed in accordance with normal quality conditions.

Note! When performing work, it should be indicated whether the contractor has the right to entrust his work to other persons at his own expense or is obliged to do everything personally.

• Cost and payment procedure. The contract price is established by the parties based on costs and market prices for specific work or services. Often, an appendix to a contract details the price of individual operations to be performed. As a rule, the calculation is made a few days after the acceptance certificate is signed by representatives of both parties;
• The procedure for delivery and acceptance of work. The form of the act should be approved, which must be signed by the parties after the completion of the contract or provision of services. The parties also agree on the terms of acceptance, the composition of the commission;
• Procedure for terminating the agreement. It is worthwhile to provide a mechanism for early termination of the contract;
• At the end of the agreement the legal addresses and details of the parties are indicated. The agreement is signed by the contractor and an authorized representative of the customer.

If a citizen is hired under an employment agreement, no entry is made in the work book.

Employment under an employment agreement is counted towards the length of service and affects the size of the pension, since deductions are made from earnings to the Pension Fund.

If a citizen wants to confirm in future employment that he was employed under a contract or paid services for a certain period of time, then he can present the employer with the agreement itself and the acceptance certificate.

Dismissal

As noted earlier, the parties are not bound by an employment relationship. Therefore, termination of the agreement can be made in the following cases:

1. At the mutual desire of the parties. If the customer and the contractor agree that further execution of the contract will not lead to the desired result, then it would be most advisable to terminate the relationship by signing an additional agreement to the contract;
2. Violation of one of the parties' obligations.

The contract defines the deadlines for completing the work (service) and establishes quality requirements. If there is a violation of this condition, the contractor fails to cope with the assigned responsibilities, then the customer has the right to terminate the agreement.

The executor may also act if the other party does not fulfill its obligations. For example, the customer did not transfer the advance payment or did not provide customer-supplied raw materials, although he should have.

Note! The procedure for its termination at the initiative of one of the parties should be specified in the text of the contract.

1. Upon completion of the contract, when the work is completed and paid for, the agreement will terminate. The citizen will be considered dismissed, since he is no longer bound by any obligations with the organization.

An employment agreement is used in individual cases when an organization needs to solve a one-time problem that it has not encountered before and will not encounter in the future.

A citizen should not agree to work under such a contract if he labor function will be permanent. This will only lead to a reduction in his social guarantees.

Everyone's activities legal entity V Russian Federation It is difficult to imagine without the relationship that arises between an employee and an employer on the basis of an employment contract. Labor legislation does not have a regulated structure of an employment contract, however, Article 57 of the Labor Code of the Russian Federation specifies the mandatory conditions for this document. In this article we will try to help the employer avoid difficulties in drawing up an employment contract, eliminate possible risks and controversial situations, both with employees and with inspection authorities.

1. Parties to the agreement

The preamble of an employment contract must provide information that allows the parties to the contract to be identified. This is the last name, first name, patronymic of the employee and the name of the employer who entered into an employment contract. This also includes information about the employee’s identification documents, information about the employer’s representative and documents confirming his authority (for example, a charter or power of attorney). The contract must reflect its name, date and place of conclusion.

2. General provisions

This section can be called the main one; it is what both the employee and the employee pay most attention to. state inspection labor and other government bodies. This is where employers most often make mistakes. What to pay attention to. The legislator in Article 57 of the Labor Code of the Russian Federation includes the following as mandatory conditions for inclusion in an employment contract: A) place of work, and in the case when an employee is hired to work in a branch, representative office or other separate structural unit of the organization located in another area - place of work indicating the separate structural unit and its location. Often organizations indicate the name of the company as their place of work, but this is a side of labor relations. The place of work must be designated, at a minimum, by a populated area. You need to indicate the administrative-territorial unit where the employee will work, and not the location of the head office. Specification down to the street, house and building remains at the discretion of the employer. If the employer has a full address, there will be more evidence of the employee’s absenteeism; if not, it will be much easier to move the office within the same locality. If an employee is placed in a separate structural unit, be sure to indicate his full address. b) labor function - work according to the position in accordance with staffing table, profession, specialty indicating qualifications; the specific type of work assigned to the employee. We are talking not only about the name of the position and the department where the employee is hired, but also about job responsibilities. The list of employee responsibilities can also be specified in job description provided that it will be an integral part of the employment contract, that is, an annex to it. It must be prepared in two copies for each party. The job description describes the employee’s job function, range of job responsibilities, limits of responsibility, qualification requirements requirements for the position, subordination, educational requirements, possibly minimum work experience in the specialty. It is also worth recording here the knowledge necessary to perform functional duties, possession foreign language, as well as a list of documents that an employee must follow, and much more. If there is no job description signed by the employee or its improper execution, it will be quite difficult for the employer to control the employee’s work process. This means that it will be more difficult to bring him to disciplinary liability in the event of failure to fulfill or improper performance of his official duties. This part of the employment contract can only be changed by agreement of the parties. Unilateral change is unacceptable. V) the start date of work, and if a fixed-term employment contract is concluded, its validity period and the reasons for concluding a fixed-term employment contract in accordance with the Labor Code of the Russian Federation or other federal law. WITH calendar date Once an employee starts work, disputes rarely arise. It is acceptable for the date of concluding an employment contract to coincide with the start date of work, or not. Start date may be later date admission, or maybe vice versa, if the employment contract is drawn up after actual admission to work. But the employer sometimes abuses the basis of the urgency of the labor relationship. At this point, you must strictly follow the grounds provided for in Article 59 of the Labor Code of the Russian Federation. It contains not only a list of justifications, in the presence of which it is permissible to conclude an employment contract, but also a list of categories of employees with whom this can be done. An employment contract concluded for a specific period in the absence of sufficient grounds established by the court is considered concluded for an indefinite period. G) working conditions in the workplace. The requirement came into force on January 1, 2014. Employers must supplement employment contracts with a condition that is based on workplace certification cards or a special assessment of working conditions. This must be reinforced even if the work is carried out under acceptable or optimal conditions. d) condition on compulsory social insurance of the employee in accordance with the Labor Code of the Russian Federation and other federal laws; e) conditions that determine, in necessary cases, the nature of the work (mobile, traveling, on the road, and so on). The mobile nature of work implies frequent movement of workers or isolation from their permanent place of residence, that is, the worker does not always have the opportunity to return to their place of residence, for example. An example is builders. The traveling nature implies regular trips within the service territory with the possibility of daily return to the place of residence. An example is couriers. Work on the road is indicated if the labor function is performed directly while the vehicle is moving. An example is a pilot.

3. Wages, working hours, vacation

Here the employer must also be careful. Failure to include all payments due to the employee (bonuses, allowances and additional payments), as well as guarantees and compensation, leads to numerous lawsuits from employees. The employer must indicate: A) terms of remuneration (size of the tariff rate or official salary of the employee, additional payments, allowances and incentive payments). If payments are made not through a cash register, but to the employee’s bank account, the employment contract should specify the conditions for payment of wages by non-cash means: bank, addresses of bank offices where the employee can receive cash, addresses of ATMs, conditions for the amount that can be received through ATMs , checking account. This procedure is provided if the bank card is opened for the employee by the employer. If an employee discloses his current account when hiring, then such details of payments do not need to be included in the contract. It is enough to reflect the fact of payment of wages by bank transfer to the bank account specified by the employee. Often there is a question about payment for overtime hours, work on weekends or holidays. Although there is no direct obligation, indicating the amount of payment for work that deviates from normal working hours will be a plus for the employer. This will indicate an intention to comply with the law. According to Article 136 of the Labor Code of the Russian Federation, wages are paid at least every half month, on the days established by the employment contract. Based on this, the employer must indicate specific dates for payment of wages, for example, the 5th and 20th of each month. b) The regime of working hours and rest time is established by internal labor regulations, collective agreements, and agreements. If an employee has a regime that differs from the general one for the organization, it must be fixed in the employment contract. Here you must indicate the start and end time of work, the length of the working day and week, the time and number of breaks for rest and meals, days off, and the number of days of annual paid leave. There may be situations when it is not possible to indicate in the employment contract the exact start and end of work due to the specific nature of the activity. In this case, a flexible working time regime is introduced, which may provide only the range in which work should begin and end, and the duration of daily work, or only the duration of the working week. When working more than eight hours a day, it is necessary to provide two breaks for rest and nutrition, at least every four hours of work. Their duration must be at least 30 minutes, work time They usually don't turn on. If an employee works on a shift schedule, you should pay attention to the number of hours of weekly uninterrupted rest. According to Article 110 of the Labor Code of the Russian Federation, it must be at least 42 hours (this norm applies to all employees). If an employee works, for example, from 08:00 to 20:00 every other day, this is considered a violation, since the employee is deprived of weekly uninterrupted rest.

4. Guarantees and compensations

Here you need to understand what each of these concepts is. Guarantees are the means, methods and conditions by which the implementation of the rights granted to employees in the field of social and labor relations is ensured. Compensations are monetary payments established for the purpose of reimbursing employees for costs associated with the performance of their labor or other duties provided for by the Labor Code of the Russian Federation and other federal laws. The Labor Code of the Russian Federation in Article 57 obliges to indicate guarantees and compensation for work with harmful and (or) dangerous working conditions, if the employee is hired under appropriate conditions. The characteristics of working conditions in the workplace must be indicated, which are determined based on the results of certification of workplaces or a special assessment of working conditions. This point cannot be ignored.

5. Final provisions

This section most often reflects:

• agreements between the parties on compensation for damage caused to both the employee and the employer;
• the possibility of changing and supplementing the employment contract;
• a mention that the employment contract is drawn up in two copies in Russian, each of which has equal legal force.

At the same time, in accordance with Article 57 of the Labor Code of the Russian Federation, an employment contract may also provide for additional conditions that do not worsen the employee’s position in accordance with current legislation, a collective agreement, agreements, and local regulations. For example, a probationary period. The duration of the probationary period cannot exceed three months for ordinary employees. For heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other separate structural divisions organizations - six months, unless otherwise provided by federal law. As an additional guarantee, the law also includes a circle of persons who cannot be tested for employment. These include:

• elected through a competition to fill the relevant position, conducted in the manner established by labor legislation and other regulatory legal acts containing labor law norms;
• pregnant women;
• women with children under the age of one and a half years;
• persons entering into an employment contract for a period of up to two months.

When signing an employment contract with an employee, you should pay attention to part one of Article 67 of the Labor Code of the Russian Federation. An 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 given to the employee, the other is kept by the employer. Therefore, the employee’s receipt of a copy of the employment contract must be confirmed by the signature of the employee himself on the copy of the employment contract kept by the employer. If an employee loses his copy of the employment contract, he has the right to request a copy from the employer, says Article 62 of the Labor Code of the Russian Federation. The author is a leading lawyer at the Labor Law Department of IPK Consulting.

In order to correctly draw up an employment contract with an employee, it is important to include all mandatory conditions. After all, their absence may result in a fine for the employer in the event of an inspection by the labor inspectorate (Part 3 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

How to draw up an employment contract: mandatory conditions

The header of the employment contract must include (Article 57 of the Labor Code of the Russian Federation):

• place of detention ( locality where the employment contract is concluded);
• date of conclusion;
• information about the employer’s representative, the name of the employer and a document confirming the authority of the representative;
• last name, first name and patronymic of the employee.

In the contract itself, the following are mandatory (Article 57 of the Labor Code of the Russian Federation):

• place of work, for example "Company with limited liability"Romashka" (St. Petersburg)";
• labor function (name of position or profession). It must comply with the organization’s staffing table (Letter of Rostrud dated January 21, 2014 No. PG/13229-6-1). If you are supposed to work in harmful or dangerous conditions, then the job title should be taken from professional standards or qualification reference books;
• work start date;
• terms of remuneration (specific salary in accordance with the staffing table);
• working conditions at the workplace (optimal, acceptable, harmful, dangerous);
• condition on compulsory social insurance of the employee.

At the end of the contract, indicate the employer’s tax identification number and the employee’s passport details.

Stamp on the employment contract

The question often arises whether a seal is needed on an employment contract. In fact, a stamp on an employment contract is not necessary. The organization sets it at its own discretion (clause 5 of Article 2 of Law No. 14-FZ dated 02/08/98).

How to draw up a part-time employment contract

If an employee is not hired at his main place of work, then the condition of part-time work must be reflected in the contract (Article 282 of the Labor Code of the Russian Federation). You can write it like this: “This agreement is about part-time work.”

How to draw up a fixed-term employment contract

By general rule The employment contract with the employee is concluded for an indefinite period. But in some cases provided for Labor Code(Articles 58, 59 of the Labor Code of the Russian Federation), it is allowed to conclude an agreement for a certain period. Then it is necessary to include in the contract, for example, the following condition:

“This employment contract is fixed-term and is concluded during the absence of Ivanova I.I. during the period of parental leave until the child reaches one and a half years of return.”

How to draw up an employment contract with an employee: sample

A sample employment contract containing all the necessary mandatory conditions can be viewed and downloaded.

How to draw up an employment contract between an individual entrepreneur and an employee

If the employer is individual entrepreneur, then the contract is drawn up according to the same rules described above. Only in the header of the agreement the individual entrepreneur himself or his representative by proxy is indicated as a party to the agreement.

in a person acting on the basis, hereinafter referred to as " Employer", 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. SUBJECT OF THE EMPLOYMENT CONTRACT

1.1. The employee is hired by the Employer to perform work in a position in.

1.2. The employee is required to start working in 2019.

1.3. This employment contract comes into force from the moment it is signed by both parties and is concluded for an indefinite period.

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

1.5. The Employee's place of work is at: .

2. RIGHTS AND OBLIGATIONS OF THE PARTIES

2.1. The employee reports directly to the General Director.

2.2. The employee is obliged:

2.2.1. Perform the following job responsibilities: .

2.2.2. Comply with the internal labor regulations established by the Employer, production and financial discipline, and conscientiously perform their job duties specified in clause 2.2.1. this employment contract.

2.2.3. Take care of the Employer’s property, maintain confidentiality, and not disclose information and information that is a trade secret of the Employer.

2.2.4. Do not give interviews, conduct meetings or negotiations regarding the activities of the Employer without the permission of its management.

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

2.2.6. Contribute to the creation of a favorable business and moral climate at work.

2.3. The employer undertakes:

2.3.1. Provide the Employee with work in accordance with the terms of this employment contract. The Employer has the right to require the Employee to perform duties (work) not stipulated by this employment contract only in cases provided for by the labor legislation of the Russian Federation.

2.3.2. Provide safe conditions work in accordance with the requirements of the Safety Regulations and labor legislation of the Russian Federation.

2.3.3. Pay the Employee in the amount established in clause 3.1. this employment contract.

2.3.4. Pay bonuses and remuneration in the manner and on the terms established by the Employer, provide financial assistance taking into account the assessment of the Employee’s personal labor participation in the Employer’s work in the manner established by the Regulations on remuneration and other local acts of the Employer.

2.3.5. Carry out compulsory social insurance for the Employee in accordance with the current legislation of the Russian Federation.

2.3.6. Pay for training, if necessary, in order to improve the Employee’s qualifications.

2.3.7. Familiarize the Employee with labor protection requirements and internal labor regulations.

2.4. The employee has the following rights:

• the right to provide him with the work specified in clause 1.1. this employment contract;
• the right to timely and full size payment of wages;
• the right to rest in accordance with the terms of this employment contract and legal requirements;
• other rights granted to employees by the Labor Code of the Russian Federation.

2.5. The employer has the right:

• encourage the Employee in the manner and amount provided for by this employment contract, the collective agreement, as well as the conditions of the legislation of the Russian Federation;
• bring the Employee to disciplinary and financial liability in cases provided for by the legislation of the Russian Federation;
• exercise other rights granted to him by the Labor Code of the Russian Federation.

3. CONDITIONS OF PAYMENT FOR THE EMPLOYEE

3.1. For the performance of labor duties, the Employee is paid a salary in the amount of rubles per month.

3.2. When performing work of various qualifications, combining professions, working outside normal working hours, at night, on weekends and non-working holidays, etc. The employee is paid the following additional payments:

3.2.1. Work on weekends and non-working holidays is paid in double size.

3.2.2. An employee who performs for the same employer, in addition to his main work, stipulated by the employment contract, extra work in another profession (position) or acting as a temporarily absent employee without release from his main job, an additional payment is made for combining professions (positions) or performing the duties of a temporarily absent employee in the amount determined by the additional agreement to this agreement.

3.2.3. Overtime work is paid for the first two hours of work at least one and a half times the rate, for subsequent hours - at least twice the rate. At the request of the Employee overtime work Instead of increased pay, it may be compensated by providing additional rest time, but not less than the time worked overtime.

3.3. Downtime caused by the employer, if the Employee warned the employer in writing about the start of downtime, is paid in the amount of at least two-thirds of the Employee’s average salary. Downtime due to reasons beyond the control of the employer and the Employee, if the Employee has warned the employer in writing about the start of downtime, is paid in the amount of at least two-thirds of the tariff rate (salary). Downtime caused by the Employee is not paid.

3.4. The conditions and amounts of the Company's payment of incentives to the Employee are established in the collective labor agreement.

3.5. The Employer pays wages to the Employee in accordance with the “Regulations on Remuneration” in the following order: .

3.6. Deductions may be made from the Employee's salary in cases provided for by the legislation of the Russian Federation.

4. WORKING AND REST TIME REGIME

4.1. The employee is given a five-day pay work week lasting 40 (forty) hours. Weekends are Saturday and Sunday.

4.2. During the working day, the Employee is given a break for rest and food from one hour to one, which is not included in working hours.

4.3. Work of the Employee in the position specified in clause 1.1. agreement is carried out under normal conditions.

4.4. The employee is granted annual leave of 28 calendar days. Vacation for the first year of work is granted after six months of continuous work in the Company. In cases provided for by labor legislation, at the request of the Employee, leave may be granted before the expiration of six months of continuous work in the Company. Leave for the second and subsequent years of work may be provided at any time of the working year in accordance with the order of provision of annual paid leave established in this Company .

4.5. For family reasons and others good reasons At his request, an employee may be granted short-term leave without pay.

5. EMPLOYEE SOCIAL INSURANCE

5.1. The employee is subject to social insurance in the manner and under the conditions established by the current legislation of the Russian Federation.

6. WARRANTY AND COMPENSATION

6.1. During the period of validity of this agreement, the Employee is subject to all guarantees and compensations provided for by the labor legislation of the Russian Federation, local acts of the Employer and this agreement.

7. RESPONSIBILITY OF THE PARTIES

7.1. In case of failure or improper performance by the Employee of his duties specified in this agreement, violation of labor legislation, the Employer’s internal labor regulations, other local regulations of the Employer, as well as causing material damage to the Employer, he bears disciplinary, material and other liability in accordance with the labor legislation of the Russian Federation.

7.2. The Employer bears financial and other liability to the Employee in accordance with the current legislation of the Russian Federation.

7.3. In cases provided for by law, the Employer is obliged to compensate the Employee for moral damage caused by unlawful actions and (or) inaction of the Employer.

8. TERMINATION OF THE AGREEMENT

8.1. This employment contract may be terminated on the grounds provided for by the current labor legislation of the Russian Federation.

8.2. The day of termination of the employment contract in all cases is the last day of work of the Employee, with the exception of cases where the Employee did not actually work, but retained his place of work (position).

9. FINAL PROVISIONS

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

9.2. The terms of this employment contract are legally binding on the parties from the moment it is signed by the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.

9.3. Disputes between the parties arising during the execution of an employment contract are considered in the manner established by the current legislation of the Russian Federation.

9.4. In all other respects that are not provided for in this employment contract, the parties are guided by the legislation of the Russian Federation governing labor relations.

9.5. The agreement is drawn up in two copies having equal legal force, one of which is kept by the Employer and the other by the Employee.

10. LEGAL ADDRESSES AND PAYMENT DETAILS OF THE PARTIES

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

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

11. SIGNATURES OF THE PARTIES

Employer _________________

Worker _________________