A sliding schedule according to the Labor Code of the Russian Federation is an example of how it differs from flexible and shifting

Difference between rotating and rotating schedule

Often, a sliding schedule means working in flexible working hours, regulated by the provisions of Article 102 of the Labor Code of the Russian Federation.
However, in practice, a sliding schedule has a number of certain differences from a flexible schedule, which will be discussed below. The main difference between a rotating schedule and shift work is that work activities are carried out according to a certain order (2, 3 or 4 shifts). For example, if there is a 12-hour schedule (24 hours = 2 shifts of 12 hours) in continuous production or 2 shifts of 8 hours (for example, from 5.00 to 14.00 and from 14.00 to 23.00) - this is a 2-shift order. If this is a continuous production with particularly harmful working conditions that do not allow a 12-hour shift, a 3-shift is established (6.00-14.00, 14.00-22.00, 22.00-6.00).

Flexible schedule and shift work: fundamental differences?

A sliding schedule and shift work are two different concepts that are often replaced with each other in practical work. In order to understand the main differences between these modes of work activity, let us consider the main features of each of these types of production process.

First of all, let's look at shifts. The concept of shift work is contained in Article 103 of the Labor Code of the Russian Federation. Shift work is understood as a work regime in which several shifts are expected to alternate within one day. For example, during the day, employees work in three shifts of 8 hours each. Or it is possible, for example, to organize the process in such a way that employees work 12 hours a shift and there are two work shifts per day.

In other words, shift work will occur when a long production cycle is established, and it does not stop at the end of the working day (shift) of workers. With this mode, several shifts work during the day. That is, the shift involves at least two shifts per day.

Let's give an example. The plant operates around the clock. Working hours are divided into three shifts of 8 hours each. In this situation, shift production will take place.

A rolling order will occur if only one group of employees works during one day. So, for example, the mode of activity will not change after three days, two days after two. This is a rolling schedule mode. Employees of stores, organizations providing services to the public, etc. very often work in this order. With this organization of work, employees' days off are scheduled to fall on different days of the week.

The Labor Code of the Russian Federation does not contain the concept of “sliding schedule”. Meanwhile, this term refers to a mode of organizing work activity in which weekends are not precisely defined; they constantly fall on different days of the week.

It is important to distinguish between these concepts due to the fact that labor legislation establishes different procedures for drawing up work schedules under these modes, and the procedure for familiarizing employees with these operating procedures also differs. And now we’ll talk separately about each mode of the labor process and the features of preparing and drawing up a work plan.

Read in the electronic magazine:

How to create a rotating work order
Rotating schedule: how is it different from shift work?
Shift schedule: excluding overtime
How to transfer an employee to a flexible work arrangement
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My own lawyer

Irregular working hours are a special work regime, according to which individual employees may, by order of the employer, if necessary, be occasionally involved in the performance of their labor functions outside the normal working hours. The list of positions of employees with irregular working hours is established by contract, agreement or internal regulations of the organization.

The working time schedule provides for the length of the working week: 1) 5 days with 2 days off; 2) 6 days with one day off; 3) a working week with days off on a sliding schedule; 4) work with irregular working hours for certain categories of workers; 5) alternation of working and non-working days, which are established by contract or internal labor regulations of the organization in accordance with labor legislation.

Shiftable and flexible work schedule

A weekly accounting interval assumes that each employee works according to his own individual schedule. This option is convenient for the employee because it does not always require constant presence at the workplace.

This procedure is carried out according to the rules adopted at this enterprise. It is not necessary to coordinate the schedule with employees, but it is better to familiarize employees in advance with their work schedule for the upcoming period. This will minimize the likelihood of conflicts and force majeure situations.

What is the difference between a rotating schedule and a shift schedule?

Labor legislation treats shift and rotating schedules differently. In accordance with current regulations, a sliding schedule (or, as it is also called, flexible working hours) is a way of organizing working time, which assumes that the total duration of the working day, as well as the specific start and end times, are established by agreement concluded between employer and employee. In this case, it must be taken into account, and during the work process, it must be ensured that the employee during the reporting period works the required number of hours established by the Law (Article 102 of the Labor Code of the Russian Federation).

During shift work, replacing a sick employee with another employee who has already worked his shift can only be done for 4 hours and no more (Articles 99 and 103 of the Labor Code of the Russian Federation). An important difference is the difference in wages: for shift work, an increased rate of payment for evening hours is provided. But for working hours during the same hours with a sliding schedule, such an increased rate is not provided (except for night time).

How work is organized

If a decision is made to sign a person up for a flexible work schedule, the manager must proceed from the norms of Article 102 of the Labor Code of the Russian Federation, which establishes the need to determine the beginning and end of work, the time and duration of breaks.

Conditions and procedure for changing the terms of an employment contract

When hired, there is no mention of the regime used in the work book, and all the norms of labor legislation apply to the employee registered with him, including sick leave pay, paid leave, etc.

When organizing the work of hired personnel, management must comply with the following rules:

Working hours cannot exceed 10 consecutive hours. Otherwise, the employer is obliged to pay for extra overtime hours, i.e. at an increased rate.
When transferring to a flexible mode from a fixed one, on the basis of Art. 74 of the Labor Code of the Russian Federation, the administration is obliged to notify about upcoming changes 2 months in advance.
If the performance of duties involves business trips or long-term absence from the workplace, this period is subject to full payment on equal terms with other employees working on a fixed schedule.

Sliding work schedule

Having considered the main specialties, we can conclude that a sliding work schedule is relevant in cases where it is not possible to use other mechanisms for organizing the work activities of employees, including if they are simply inappropriate from an economic point of view. It should be noted that a staggered work schedule for managers and highly qualified specialists is not suitable in most cases and is most often most relevant for line employees of the organization.

A shift schedule is used primarily to organize a continuous, round-the-clock work process. At the same time, a moving schedule is used quite rarely for these purposes.
Mechanisms for recording working hours during a shift work schedule most often do not provide for the use of summarized recording of working hours , but instead usually count it based on shifts actually worked.
Legal regulation. The shift work schedule is established in accordance with the provisions of Article 103 of the Labor Code of the Russian Federation, while with a sliding schedule it is by no means necessary to be guided by its standards.
Duration of working hours. Night shifts, according to the law, with a shift work schedule must be reduced by one hour, while the duration of working hours with a staggered schedule also implies the possibility of ignoring this requirement.
The need to notify employees. When introducing a shift schedule or making changes to it, the legislator establishes a mandatory requirement to notify employees about this procedure no later than one month before the changes come into force. At the same time, a sliding work schedule does not imply such restrictions.

The concept and features of a sliding work schedule at an enterprise

Art. 100 Labor Code, which carefully describes how working hours are formed at different enterprises;
Art. 101 of the Labor Code concerns irregular working days;
Art. 102 of the Labor Code describes the concept of a sliding schedule, and also describes its nuances and features;
Art. 103 TC talks about the shift schedule;
Art. 104 of the Labor Code contains data on recording the working time of employees;
Art. 105 of the Labor Code provides information on how employers are allowed to divide working time.

young mothers can manage their time rationally to find time to communicate with their children;
there is a lot of free time on weekdays;
people can independently create a schedule for attending work that will be convenient for them depending on their health status or preferences;
overtime work is reduced;
the number of delays is reduced;
When using teams, it is possible to change shifts if necessary.

Flexible schedule and shift schedule - what's the difference?

This is what the accounting department wrote down in the wage regulations,

Art. 100 of the Labor Code of the Russian Federation - the working regime, common to all employees of the organization/division, is established in the PVTR, for employees whose regime differs from the generally established one - in the TD. There are no other options.

The sanatorium has employees (maids, security guards, administrators) who work on a “every three days” or “every two days” schedule. The employer cannot comply with the monthly working hours. In this situation, should an annual summary recording of working time be introduced, or should workers, in addition to their main job at one rate, also be registered with a part-time job at 0.5 rates?

Shift work or flexible schedule

Situation: There are employees who work one month on a 2 x 2 schedule, 9.00-21.00 (including 1.5 hour breaks), and the next 5 x 2, 9.00-18.00 (with an hour break). In this case, the corresponding schedules are approved monthly no later than a month before they come into force.

On what basis will he demand a transition to a permanent 5 x 2 schedule? It is written in his employment contract that he works in shifts, the contract was signed by both parties, i.e. he agreed to this mode of operation. These shifts are approved in advance, and again the employee gets to know them. There are no documents that should indicate who exactly replaces the employee during the period of his rest/weekends, but nevertheless, the place of work does not remain empty during this time because there is another shift that works exactly the same, but in reverse order. The employee cannot simply demand, precisely demand, and not try to coordinate, agree. It is he who will be wrong because violates the contract and the schedule approved/signed by the same two parties.

What is the difference between a rotating schedule and a shift schedule?

I know that the director will refuse to hire a person, perhaps I could hire three guards at 0.33 part-time pay? And if Yes, then can I put them on duty for 8 hours each at 0.33 rates?

Answer: In accordance with part one of Art. 91 of the Labor Code of the Russian Federation, normal working hours cannot exceed 40 hours per week. When in an organization as a whole or when performing certain types of work, the daily or weekly working hours established for a given category of workers cannot be observed, in accordance with part one of Art. 104 of the Labor Code of the Russian Federation allows the introduction of summarized recording of working time. The duration of the accounting period within which the standard working hours will be observed cannot exceed a year. The standard working time for the accounting period is determined in accordance with the Procedure for calculating the standard working time for certain calendar periods of time (month, quarter, year) depending on the established duration of working time per week, approved by order of the Ministry of Health and Social Development of Russia dated August 13, 2021 N 588n. For example, for 2021 the maximum working hours is 1987 hours. The total number of operating hours of the unit in a calendar year is 8760 hours (24 hours x 365 days). Therefore, each of the 4 employees must work 2190 hours (8760 hours: 4), which exceeds the norm by 203 hours (2190 hours - 1987 hours). But an employee cannot work even 1987 hours a year, since the individual working time standard is reduced by the number of working hours due to vacation - approximately 160 hours (20 days x 8 hours) - and other periods when the employee is released from work. Hours worked at the initiative of the employer outside the normal working hours for the accounting period are overtime (part one of Article 99 of the Labor Code of the Russian Federation). Overtime work for each employee should not exceed 4 hours for two consecutive days and 120 hours per year. Minus vacation time, each employee can theoretically work about 1827 hours (1987 hours - 160 hours), which indicates the need to have 5 guards in the unit (8760 hours : 1827 hours = 4.79). Moreover, a newly hired employee cannot be a part-time worker (8760 hours - 1827 hours x 4 > 1827 hours: 2). 1. A new employee is hired in a regime similar to that of other employees of the department. If employees are required to work a 40-hour work week, then a situation will arise where the employer does not ensure that each employee works the total number of hours during the accounting period. In this case, the employer is obliged to compensate employees for the earnings that they did not receive as a result of illegal deprivation of their opportunity to work (part one of Article 234 of the Labor Code of the Russian Federation). Therefore, it is better for all employees of the department to establish (with their consent - Articles 72 and 93 of the Labor Code of the Russian Federation) an incomplete, for example, 38-hour work week and an hourly rate. The rate can be calculated by dividing the department's annual payroll by the total number of hours the department operates in a calendar year. Part-time working hours can be established both upon hiring and subsequently (part one of Article 93 of the Labor Code of the Russian Federation). According to part two of Art. 104 of the Labor Code of the Russian Federation for employees working part-time or part-time, the normal number of working hours for the accounting period is correspondingly reduced. Part-time work does not entail for employees any restrictions on the duration of the annual basic paid leave, calculation of length of service and other labor rights (part three of Article 93 of the Labor Code of the Russian Federation). The terms of remuneration are necessarily fixed in the employment contract (part two of Article 57 of the Labor Code of the Russian Federation). They can be changed at any time by drawing up a written additional agreement to the employment contract (Article 72 of the Labor Code of the Russian Federation). 2. A new employee is hired on a part-time basis. The working hours and conditions of payment for other employees do not change. A new employee will be assigned, say, a 28-hour work week. The employee’s work is paid in proportion to the time worked (part two of Article 93 of the Labor Code of the Russian Federation).

They want to make a 3/1 schedule, is this legal?

Normal working hours are 40 hours per week.
According to Article 104 of the Labor Code of the Russian Federation, when, due to the conditions of production (work) of an individual entrepreneur, in the organization as a whole or when performing certain types of work, the established for this category of workers cannot be observed (including workers engaged in work with harmful and (or) dangerous conditions labor) daily or weekly working hours, it is allowed to introduce summarized recording of working hours so that the duration of working hours for the accounting period (month, quarter and other periods) does not exceed the normal number of working hours. The accounting period cannot exceed one year, and for recording the working time of workers engaged in work with harmful and (or) dangerous working conditions - three months. Work beyond normal duration is permitted with the consent of the employee and is compensated in accordance with the law.

Schedules must be drawn up so that, in accordance with Article 110 of the Labor Code of the Russian Federation, the duration of weekly continuous rest is at least 42 hours.

>Work schedule 1 3 is like

How to determine: flexible or shift work schedule

The operations department has 5 employees working around the clock. Shift from 10 am to 10 am the next day. In fact, in four days. This turns out to be a flaw, so the lawyers prescribed a flexible work schedule in the Labor Code. Is this a violation of the Labor Code? During vacation, sickness happens 2/2, 1/3 of the shift - in the end, if there is a defect, it is insignificant. Unfortunately, I could not convince our lawyers that in this case the work schedule is shifts.

In this case, the operating mode is, of course, shifting. The duration of one shift is 24 hours. Remember that shift schedules are drawn up and brought to the attention of employees no later than one month before they come into effect (Article 103 of the Labor Code of the Russian Federation). In the flexible working time mode, the start, end, or total duration of the working day or shift may change (Article 102 of the Labor Code of the Russian Federation). In this case, working days and weekends are strictly defined. Work on weekends and non-working holidays for employees working in flexible working hours, unlike shift workers, is paid on a general basis in accordance with Art. 153 Labor Code of the Russian Federation.

Basic Concepts

Working on a flexible schedule involves transferring to the employee the right to determine his own day. Since the use of a flexible schedule has its own characteristics that prevent disruptions in production processes, according to the Labor Code, the separation of components has been adopted. Varieties of flexible work schedules are:

Variable time with fixation of the beginning and end of the shift.
Core time includes periods of mandatory on-site presence for each employee working on a rotating schedule. You need to know how to understand this time correctly - during the main time, all personnel involved in the activities of the enterprise work in close cooperation at the same time.
The composition also includes breaks necessary for personnel rest. A break is taken approximately in the middle of the work period, excluding it from the main time.
The length of the accounting period is determined by the fixed period that must be worked out. The accounting period is based on the company's procedure for calculating labor duration - day, month, quarter, half year.

The main provisions are established by Article 102 of the labor legislation. A flexible schedule is established based on internal regulations adopted by the company. If there is a union, flexible working hours must also be agreed upon.

The administration of an enterprise often agrees to the use of this schedule, because it sees this as a way to optimize the work of hired personnel, based on what activities the company is engaged in.

Flexible or shift work schedule with cumulative recording of working hours

The shift schedule indicates the hours. If one employee works all day, then his shift will be 12 hours. The schedule is drawn up for all employees at once by day and for the entire academic period. Can be done in the form of a time sheet. The form of the schedule is approved by the organization. It is better to take the scientific period - a year. Then overtime due to vacations can be compensated throughout the year. Or is there a period when the store will not be open for a year?

2.2. The specific duration of the components of the GDV regimes and the type of accounting period are established by the enterprise. Options for constructing GDV charts may vary depending on the adopted accounting period, the time characteristics of each of the components of the GDV regime, as well as the conditions of their use in different departments (shifts). At the same time, as a rule, the maximum permissible length of the working day (under the conditions of a 41-hour working week (approx. 40 hours according to the Labor Code of the Russian Federation) on some days cannot exceed 10 hours. Breaks for meals and rest cannot be more than 2 hours and less than 30 minutes. In exceptional cases dictated by production conditions or other circumstances, and only with the consent of a higher trade union organization, the maximum duration of time spent at work (together with a break for food and rest) is allowed within 12 hours.

Work schedule 2 2 3 is like a day shift

It can be established by internal labor regulations, regulations, or a collective agreement.
Working time is the period of time during which the employee performs work duties in accordance with the employment agreement.
Breaks, which can last from half an hour to two hours, are not included in working hours.
The working time schedule determines the length of the working week, shifts, irregular working hours, break times, the beginning, end of a shift and their number in one day, the alternation of working days with non-working days and is regulated by internal labor regulations and an employment agreement.
The Labor Code distinguishes the following working hours: This schedule is called a single-shift work schedule.
In cases of daily recording of work time, any work beyond the norm is overtime.
With this accounting, the maximum duration of a shift is not established by law.
Irregular working hours are a work mode in which certain employees, by order of the employer, are involved in the performance of assigned functions outside the normal work hours, and consists in the employee carrying out his work activities according to the general work schedule, but the ability to be involved in performing duties beyond the work shift.

However, this requires working out total working hours during a certain accounting period.

The main element of the regime is a flexible work schedule, which is established by agreement of the parties upon admission or during the work process.

The establishment of such a regime is formalized by order of the employer and does not change the labor rights of the employee: rationing of labor, payment, provision of benefits, length of service, etc.

Shift work is working in shifts throughout the day, with workers working different shifts for a certain period of time, for example, three days. For example, in order to increase the volume of services provided or products produced, when the production process exceeds the permissible duration of work.

Under this regime, each group of workers works according to a shift schedule.

Workers are provided with continuous rest - 42 hours per week and between-shift rest - double the duration of the shift. If 50% of the shift duration falls on the time period from 22.00 to 06.00, then such a shift is considered a night shift.

Shift working hours are a form of labor process not at the place of residence of workers, when the possibility of their daily return to their place of residence is excluded.

A shift is a period consisting of time spent performing work and rest time between shifts.

The legislator determines the duration of the shift, which cannot exceed one month, but in exceptional cases is extended to three months.

In this case, the shift can last 12 hours daily.

With this method, a summarized time record is established, which covers the travel time from the employer’s location to the place of work, as well as vacation time falling within this calendar period of time.

The working hours with the division of the working day into certain parts are determined by the Labor Code of the Russian Federation.

For work of a special nature or for work with unequal intensity during a shift, the working day must be divided into parts.

As a rule, such work is related to serving the population: passenger transport, communications, trade.

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>Plot a graph of a function online

Sliding work schedule

Sliding schedule for employment. If a person is hired for a job that has a flexible schedule, it is his right to agree to such working conditions or not. He must read about this feature of his future regime in the employment contract. By signing this document, he thereby accepts the obligation to comply with the schedule established for him.
Setting up a sliding schedule. It happens that the mode of postponing days off is caused by production necessity, then the management must notify the employee about this and obtain his consent in writing. Changing the schedule is carried out by drawing up an additional agreement to the employment contract.
Assignment of working days and days off. In the sliding mode, the schedule is drawn up for the period selected by the accounting period. To familiarize employees with it in advance, it is no longer necessary to adhere to certain deadlines. It is enough if the schedule is known before the accounting period. The employee no longer has the power to change it at his own discretion or refuse to go to work on any days. However, in order to avoid conflicts and difficult situations, it is advised to familiarize staff with the upcoming regime in advance, preferably a month in advance.

It is necessary to distinguish work on a rotating schedule from flexible or shift work. There are important differences that relate not only to recording hours worked, but also remuneration for work. Therefore, it is important to know the features of a sliding schedule, the nuances of its preparation, as well as legal ways to transfer an employee to it.

What is the difference between part-time work and shift work?

In general, this schedule is no different from regular work. The employee has the right to benefits provided to him by law, and also receives bonuses when working night shifts. Most often, workers overlap each other’s time, that is, they start work before the shift worker leaves. The main legal requirement in relation to shift schedules is to take a maximum break between work shifts, allocate one day off every 5-7 days, and familiarize the employee with the shift schedule a month before the schedule comes into effect.

In case of hidden unemployment, the principle of seasonal work or provision of work for a while is applied. In this case, despite the fact that the person works, he does not receive any benefits provided by state law and cannot hope to continue working.

How does a shift work schedule differ from a rotating one?

The question asked relates to working hours. By working hours, the Labor Code understands the distribution of working hours during the day, week, month, or other calendar period. The working time regime should provide for the length of the working week (five-day with two days off, six-day with one day off, work week with days off on a sliding schedule), work with irregular working hours for certain categories of workers, duration of daily work (shift), time the beginning and end of work, the time of breaks in work, the number of shifts per day, the alternation of working and non-working days, which are established by a collective agreement or the internal labor regulations of the organization in accordance with the Labor Code of the Russian Federation, other federal laws, a collective agreement, agreements (Part 1 of Art. 100 Labor Code of the Russian Federation). What is interesting about this article is that it is possible to work a week with days off on a staggered schedule.

Shift work is work in two, three or four shifts per day. It is introduced in cases where the duration of the production process exceeds the permissible duration of daily work, as well as for the purpose of more efficient use of equipment, increasing the volume of products or services provided (Part 1 of Article 103 of the Labor Code of the Russian Federation). When working in shifts, each group of workers must work within the established working hours in accordance with the shift schedule. For example, in clinics operating from 8-00 to 20-00, two shifts are introduced for doctors: morning (for example, from 8-00 to 16-00) and evening (for example, from 12-00 to 20-00). If at the same time, during shift work, summarized recording of working time is used, then the duration of the shift can exceed normal and amount to 10, 12 hours. In the latter case, days off are shifted, provided according to the shift schedule and may not coincide with generally established calendar days off. This is allowed by part 3 of Art. 111 of the Labor Code of the Russian Federation: in organizations in which suspension of work on weekends is impossible due to production, technical and organizational conditions, days off are provided on different days of the week in turn to each group of workers in accordance with the internal labor regulations of the organization.

Instructions: we organize work on a staggered schedule

Some institutions, taking into account the specifics of their activities, operate in a continuous mode. They differ from the usual ones, in which the working week has two fixed days off. When introducing such a mode of activity, an enterprise must understand what a sliding work schedule is and what specific features of labor organization exist under the conditions of the mode in question.

What is a moving schedule

The current labor legislation contains practically no provisions explaining in detail what a sliding work schedule is under the Labor Code of the Russian Federation (we will give an example below). He is directly mentioned only once in v. 100 of the Labor Code of the Russian Federation, which includes a list of existing labor regimes. When introducing a sliding format into an organization, the employer needs to understand how work is structured according to the Labor Code of the Russian Federation, as well as how days off are provided on a sliding schedule.

In general, the following provisions of the Labor Code of the Russian Federation are relevant to the organization of labor in this mode:

Art. 101 - about irregular working hours;
Art. 102 - on organizing working time in a flexible format;
Art. 103 - about shift mode;
Art. 104 - on the rules for recording workers’ time;
Art. 105 - on permitted options for redistributing labor time.

Employers widely use in their activities such an option as sliding work according to a schedule (according to the Labor Code of the Russian Federation, rest days in this case are not fixed, as are work shifts). The number of days off is variable; there are formats with three working days and three days of rest, but the most popular is the option with alternating two days of work and two days off. In any case, the employer needs to know how work days are paid and how days off are paid in a sliding schedule.

As a result, this option is practically based on recording labor time, in which the hours worked are summed up for a certain established accounting period.

Using a sliding schedule

Its use is optimal when the company does not need a regular five- or six-day week. The sliding option makes it possible to optimize human resources, as well as establish the most economical work cycle.

Examples of types of work where this format is often used are:

Selling organizations. For many stores, it is not practical to introduce a 24-hour shift schedule, and there is a need to organize production throughout the week, but seven days a week. The duration of the working day, as a rule, is no more than 8 hours, that is, the standard five-day period.
Security organizations. The operating principles of security companies are similar to the previous version. It is necessary to ensure the security of an institution during its work, but there is no practicality in protecting it during non-working hours with a similar number of employees.
Communication organizations, consultants. In the course of the activities of organizations, it is sometimes necessary to ensure continuous activity of consultants throughout the week, and the continuous format is the most suitable.

Thus, the need to use a rolling format depends on a number of factors, including the inability to introduce other activity algorithms in the organization. At the same time, you need to understand that work activities in such a format are, as a rule, not relevant for managers.

When not to use

The legislation contains a number of restrictions when using various operating modes, including those related to sliding:

An employee cannot be overloaded with more than what is established by the standard (for example, more than 40 rubles per week);
it is necessary to take into account weekend holidays defined by the legislator;
the employee’s right to rest cannot be violated, that is, a person works within certain limits, he is given a break for continuous rest for 42 hours throughout the week, and if the shift is more than 4 hours, a break for lunch.

Forms of the working week

The forms of this type of graph can be presented in several variants that have their own characteristics. It is necessary to remember how a shift schedule differs from a flexible one (for example, with a shift schedule, work at night is not reduced by one hour, if a person has already been assigned a reduced duration of work or has been accepted specifically for night duty; with a flexible schedule, the parties have agreed in advance regarding the start and termination of employment).

Moving charts are constructed using the following algorithms:

five-day (5/2) - the employee works for 5 days, rests for 2, and these days are always different. However, as a general rule, two days off are in a row, and the established workload is completed in 5 days;
six-day (6/1) - identical to the above format, only the day off falls on any of the days. it moves because it depends on production tasks;
sliding 2/2, with a duration of 39 hours and a working week of 7 days. It resembles a shift schedule, but the difference between a shift schedule and a sliding schedule in this case is the changing days off.

In any case, it is mandatory to comply with the requirement of continuous rest for 42 hours.

On weekends and holidays

The rest days established by the Labor Code of the Russian Federation do not always become such for employees with a sliding schedule. Labor Code of the Russian Federation in Art. 113 does not allow work on such days, but there are exceptions:

the enterprise cannot interrupt the work process due to production needs;
types of work related to serving people have been established (established by a list, for example, doctors, transport workers);
there is an employee’s consent to be hired on a day off;
it is necessary to prevent or eliminate the consequences of emergency situations.

Thus, an employee whose working day falls on a public holiday works it off. In this case, a person can use one of the compensation options:

payment for the day is no less than double;
use of an additional day of rest.

How to organize work according to a schedule

An employer planning to establish a staggered schedule must take a number of actions:

determine the accounting period of working time (month, quarter, year), set working hours (using the 2/2 mode in a 12-hour format will entail overtime due to the fact that there will be 42 hours of work per week when 40 hours are allowed, therefore in the accounting period additional days off should be provided for a specific employee);
determine the names of positions for which a special regime is introduced;
determine the number of employees per workplace;
determine the sequence of weekends and working days;
check the legality of establishing such a format for a specific employee, that is, determine whether the employee belongs to a category for which there are special legal requirements (indication of the start and end times of work, rest and meal breaks, alternating days of work and rest);
issue an administrative document establishing the work regime of the institution (there is no template for the document form, it is necessary to familiarize all employees, establish an accounting period - from a week to a year);
establish working hours and rest time in the PVTR or employment agreement (in this case, the document reflects the employee’s full name and the sequence of weekends and working days) in the absence of special requirements;
sign an employment contract with an employee, specifying the definition of a special regime for him (enter information about the schedule in the “Work and rest regime” section), when hiring, or sign an additional agreement if it is necessary to determine the work regime during the work process;
develop a sequence (for example, distribute workdays and weekends throughout the month in a 2/2 format);
fix rest days.

Advantages and disadvantages for employee and employer

The determining factors in establishing a sliding schedule at an enterprise are:

For the employer:

reduction of lost work time due to delays, unauthorized departures (time tracking in automatic mode);
increasing employee loyalty;
increased responsibility;
optimal organization of work processes;
increasing the level of discipline.

For an employee:

convenience for employees who cannot work during normal hours;
a reasonable balance between personal, economic and social interests in the enterprise.

However, the use of the schedule is advisable for employees with extensive experience, qualifications and a high level of responsibility.

Certain risks and disadvantages may include:

the need to provide and apply automated accounting and control systems;
develop provisions to ensure high-quality execution of tasks;
establish an algorithm for interaction between various departments of the enterprise when performing cross-functional tasks.

Thus, the employer’s tasks are not to reduce control, to establish coordination of actions and an algorithm for recording work and rest times.

The difference between a rotating schedule and a shift work schedule

What does the expression “graph slipping” mean? As part of this regime, days intended for rest “move” along the calendar. This does not happen randomly or at the employee’s choice, but is secured by a pre-drawn plan. For example, one week an employee rests on Wednesday and Friday, and the next on Tuesday and Thursday.

As mentioned earlier, the legislation establishes certain restrictions regarding working hours, which also apply to a sliding work schedule under the Labor Code of the Russian Federation. First of all, these include the prohibition of overloading workers in excess of established standards. That is, exceed the figure of 40 working hours per week.

How to understand what a rotating work schedule is and how to create it

It can also most often be found in organizations where business trips and constant travel are involved. These include railway institutions . The situation is the same for motor transport (long flights) and other similar services.

The responsible person records information on the arrival and departure of the employee. In other words, we can say that an employee’s working time slides according to the calendar individually for each person. And the electronic version of such a calendar will help you track time more specifically.

Shift work schedule according to the Labor Code of the Russian Federation - standard hours and registration procedure

Thus, shift work schedules are widely used in different areas: in the public service sector, in continuous production where conveyors and production lines are involved, the stop of which is not economically feasible.

When drawing up a shift work schedule, weekends fall on different days of the week, and do not always fall on Saturday or Sunday. Therefore, if a work shift falls on a weekend, then this day is considered a working day and the salary is calculated in a single amount.