How to correctly draw up an order for internal part-time work?

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Published: 07/22/2016

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An order on internal part-time work is issued when an employee performs additional duties outside of the main working hours.

At the same time, you can combine not only several positions, but also work in the same capacity, and the number of additional works is not limited by law. The only condition in this case is the conclusion of a special employment contract and the issuance of an order on internal part-time work.

Part-time work is one of the forms of secondary employment in the labor market.

According to the Constitution of the Russian Federation, a citizen has the right to dispose of his mental and physical abilities independently, therefore prohibitions in the field of choosing both the main profession and additional employment are unacceptable. A part-time position involves performing work duties outside of regular working hours.

• Document functions
• Document structure and sample
• Design nuances
• Familiarization with the document

General information on the issue

The concept of part-time work is given in Art. 60.1 of the Labor Code of the Russian Federation, and the features of regulating the work of citizens working in this case are presented in Chapter. 44 of the Labor Code of the Russian Federation (Articles 282-288).

Such work can be done in your free time from your main job, under the terms of an employment contract (Article 282 of the Labor Code of the Russian Federation). That is, the employer enters into a second employment contract with an internal part-time worker, which specifies the nature of the work.

According to Art. 284 of the Labor Code of the Russian Federation there are restrictions regarding the time of part-time work: an employee should not be busy more than 4 hours a day and more than 20 hours a week. You can work a full day, but if at your main place of work it is considered a day off.

As for lunch breaks, an internal part-time worker (as well as an external one) may not be provided with time for food and rest if he works no more than 4 hours a day (Article 108 of the Labor Code of the Russian Federation).

Part-time remuneration also has its own characteristics. It is carried out in proportion to the time worked; conditions specified in the employment contract; depending on output (Article 285 of the Labor Code of the Russian Federation). All kinds of premiums and regional coefficients must be taken into account. In terms of full working time, wages must be no lower than the minimum wage (letter of the Ministry of Labor dated June 5, 2021 No. 14-0/10/B-4085).

Important! Not everyone can work part-time. This cannot be done by minor workers; workers in harmful and dangerous conditions; judges and lawyers; members of the Government of the Russian Federation; employees of some government agencies.

Internal combination of positions: registration

​ Order on combining positions

If a company needs to involve a current employee in performing additional functions, a good option may be to arrange an internal combination of positions. Depending on the specifics of the company’s work or the employee’s duties, internal part-time work may be more convenient than internal part-time work or filling an additional staff position. To do this, you need to understand what its significant difference is and what advantages this method has.

Internal combination and internal combination

With internal combination, the employee is assigned additional functionality, which he performs during his working hours. So, for example, if an employee works according to a standard schedule from 9 a.m. to 6 p.m., then during this time he performs both his main work under the employment contract and internal part-time functions.

In this case, the combination can only be carried out in another position or profession (Article 60.2 of the Labor Code of the Russian Federation). If the same profession or position is involved, additional work may be assigned by expanding service areas or increasing the scope of work.

In case of internal part-time work, it is necessary to conclude a second employment contract, and work under such a contract must be performed in free time from the main job (Article 60.1 of the Labor Code of the Russian Federation). In other words, an employee works from 9 a.m. to 6 p.m. under the main contract and from 6 p.m. to 8 p.m. on an internal part-time basis.

An entry about a combination of jobs is not made in the work book, but a part-time job is entered at the request of the part-time worker.

Internal combination: how to design

First of all, it is necessary to obtain the employee’s written consent to increase his functionality. There is no official form for obtaining consent in the legislation, and the company can independently develop the appropriate form and approve it by order or provide for it in a local regulatory act.

In practice, three methods are used:

• an agreement between the parties on combining positions is signed;
• the employee is invited to put a resolution “I agree” on the employer’s written proposal;
• the employee himself writes a free-form application containing consent to combine positions.

You can choose any of the three options indicated; the law does not prohibit this.

The next step is the execution of a written document specifying the duration of the proposed combination, as well as the content, scope of work and the amount of compensation (additional payment). This is a requirement of the Labor Code of the Russian Federation (Part 3 of Article 60.2, Part 2 of Article 151 of the Labor Code of the Russian Federation). The legislation does not provide for an official form of such a document, nor does it oblige the conclusion of an additional agreement to the employment contract. As in the case of the employee consent form discussed above, the company has the right to develop an appropriate form and approve it by order or provide for it in a local regulation. The only recommendation is that this document must be drawn up in two copies, so that one remains with the employee and the other is kept in the company’s HR department.

Order for internal combination. Sample

Finally, the final stage of registration of combining positions is the issuance of a corresponding order.

Like other documents discussed above, the order is drawn up in free form; there is no unified form.

The order must duplicate all the conditions for combining positions agreed upon by the parties: the type of work assigned and its content, the period for which the combination is expected, as well as the amount of the agreed fee for performing additional work.

The order is issued on the basis of a signed agreement between the parties to perform additional work.

The employee must be familiarized with the order against signature.

Internal combination of positions and work book

Current regulations that provide for the procedure for filling out and maintaining work books do not allow the possibility of making a record of combination in the work book. There is no need to make such an entry in the work book.

Registration of termination of combining positions

The legislation does not regulate the issue of documenting the termination of internal combination of positions. Regardless of this fact, in practice it is necessary to issue an order to stop performing additional work. Based on this document, the company’s accounting department will be able to stop paying additional payments for combinations.

Registration procedure

For internal part-time work, the standard registration procedure applies:

1. An employee writes an application asking to be hired for a position. The initiator can be either the employee himself or the employer.
2. An employment contract is concluded with the employee, the second copy remains with the employee.
3. The employer issues an order on hiring (on internal part-time work).

For your information! The order is drawn up in one copy, the employee will have to sign it. Information about the order must be entered into the administrative documentation register.

Entries about part-time work are entered into the work book only at the request of the worker.

What salary should I indicate in the part-time order?

In order to correctly register this type of activity, it is necessary to pay due attention to the terms of provision and the amount of remuneration. The amount of wages when implementing additional functions from income from the main job.

The employer should be aware that the amount of the salary should be indicated in the order and it should not be higher than half the salary for the main position, based on the provisions of Article 284 Part 1 . to take into account in the order payment taking into account allowances, bonuses and compensation according to the law and part 4 of Article 129 of the Labor Code of the Russian Federation .

For example, if, taking into account the above conditions for the main position, the employee is entitled to a salary of 10,000 rubles. For a part-time position, the final income will be 5,000 rubles. This procedure for calculating wages is valid in accordance with Part 1 of Article 132 of the Labor Code of the Russian Federation .

In some cases, when applying for part-time work, the principle of preliminary agreement applies. It follows from this that the amount of wages is initially negotiated between the employer and the subordinate. If part-time work is not for a specific period of time, then payments will be made based on hours worked in production.

Sample order for part-time work

According to Article 68 of the Labor Code of the Russian Federation, the execution of an order is carried out on the basis of a previously completed agreement of the parties. Within three days, the concluded order is submitted to the employee for review. The peculiarities of filling out a document for hiring a part-time employee are that its contents must indicate:

• Details of the parties;
• Note the fact that the work will be done part-time;
• Indicate the salary amount, as well as other nuances of cooperation;
• The conclusion should be signed and dated.

Sample order for admission to external part-time job

The procedure for hiring a subordinate working within another organization does not differ from the process of registering a full-time employee. The only exception is the moment when the parties must conclude a new act confirming their further cooperation.

Hiring an external part-time worker also obliges the manager to issue an order. The order must be certified by the official on the basis of the agreement and the data provided by the employee.

Order on transfer to permanent job from part-time job - sample

The law does not prohibit the transfer of an employee from an additional place of earnings to a permanent one. An employee can transfer at will, and the manager can apply for regular employment if:

• The volume of work in core activities has decreased;
• The vacancy for permanent income has closed;
• The employee copes with the volume of work in an additional position at a high level.
• If one of the conditions is fixed, the hiring and transfer of a worker from a freelance position to a permanent one is carried out taking into account:
• The provisions of Articles 228, 127 and 286 of the Labor Code of the Russian Federation , which fixes the obligation of the employer to carry out dismissal and hiring;
• Calculate income payment;
• Make a translation;
• Complete the required documentation.

The procedure for implementing this process will also be accompanied by the issuance of a corresponding order from the head of the enterprise. The content and structure of the document must reflect the essence of the labor relationship between the employee and the boss, as well as the main condition under which the transfer process takes place.

Sample order for part-time dismissal

To carry out the dismissal process correctly, you must adhere to the procedure established by law. To do this, the employee needs to write a statement, and the management must draw up an order to cancel the official relationship. It is worth noting that the category of people who cannot be fired includes: pregnant women, mothers who care for children under three years old, and breadwinners with many children.

The structure of the corresponding order does not have significant features in comparison with the standard document. As a feature, we can only note the fact that the contents of the document will indicate a clause on termination of professional relations.

How to draw up an order for internal part-time work

The form for such an order recommended by law is T-1. It was approved by Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1. Since 2013, all unified forms are applied only at the request of the organization. She must record her decision on the choice of forms of primary documentation in the accounting policy.

Thus, the document can be drawn up in free form, observing the structure of this type of paper, if such a decision is made in the company. In this case, the organization’s letterhead is used for the order.

What needs to be indicated in the document:

1. Name of the organization and other information about it. This information will be automatically inserted into the header of the order if it is created on company letterhead.
2. The name of the document, its number, subtitle.
3. Place (settlement) and date of drawing up the order.
4. Basis for drawing up the order. Art. is indicated here. 60.1 of the Labor Code. You can also write about the need to solve any labor problems.
5. Full name of the hired employee, the date from which he will begin work, position. It is imperative to note the fact of internal part-time work. If the employee is hired for a specific period, then you need to indicate it.
6. The salary due to the employee, working hours, breaks for meals and rest. If necessary, indicate that payment is made in proportion to the time worked.
7. The document providing the basis for leaving the order. The employment contract and its details are indicated here.

The order ends with the signature of the manager and employee. The latter signs that he has read the order.

Instructions: draw up an order to combine positions

Not a day without instructions × Not a day without instructions

1. Services:

An order on combining positions is a document that must be issued so that an employee can work part-time. In addition to this, there are other important nuances that must be observed. In this article we will tell you not only how to correctly fill out a sample order for combining positions, but also how to refuse part-time work.

January 6, 2021 Author: Bezrukova Anna The term is disclosed in Art.

60.2 of the Labor Code. It involves performing various additional work functions during official time:

• Combination of positions or professions (in essence, these are identical concepts, but the first is more often used in relation to management and specialists, and the second - for working or technical areas).
• An increase in the volume of work for the same position (for example, when one employee is absent, another with the same specialty also performs his duties).
• Performing work for a temporarily absent colleague (for example, when the employee is on maternity leave).

The cases can be different: from the closure of a position to the temporary replacement of an employee who has gone on vacation.

The appointment must be accompanied by a special administrative act for the combination. It is issued by the director on the basis of the written consent of the employee and an additional agreement to the employment contract. A sample order for combining positions in 2021 contains the following information:

• List of added responsibilities (or reference to regulations).
• The position that the employee will occupy (in accordance with the staffing table).
• Agreed amounts of compensation (fixed or as a percentage of salary).
• Description of work.
• Work period - start and end date (for a fixed-term contract).

In legislation, these concepts are distinguished according to the following criteria.

Part-time job Part-time job period B

Sample document

Limited Liability Company "StankoStroyMix"

ORDER No. 24-K

about hiring an employee

Perm

September 15, 2019

Based on Art. 60.1 of the Labor Code of the Russian Federation and in connection with the need to perform additional functions in accounting activities

I ORDER:

1. Hire Polina Sergeevna Karimova from October 1, 2019 to the position of junior accountant at StankoStroyMix LLC on an internal part-time basis. 2. To assign a salary of 24,000 (twenty-four thousand) rubles to the junior accountant of StankoStroyMix LLC, Karimova Polina Sergeevna, for the performance of these duties. Payment is proportional to time worked. Opening hours: from 16:30 to 21:00, break for rest and food 30 minutes: from 18:00 to 18:30.

Reason: employment contract dated September 15, 2019 No. 68-R.

Director Kolpin / Kolpin S.V.

Karimova / P.S. Karimova has been familiarized with the order.

Sample order on combining positions in a dow

Legal Aid Center We provide free legal assistance to the population. If a process occurs during which an employee is registered as a part-time employee, along with his main activity he will also perform additional activities.

The employer must issue a corresponding order, during which work begins at an additional job.

The order must be written in accordance with the form established by law and with all the necessary signatures. Combination is the process of one employee performing additional labor functions that occur along with their main responsibilities.

It is important to comply with all conditions for placing an order.

You can issue an order and other documentation related to your job by familiarizing yourself with the legislative acts.

It is necessary to pay special attention to the combination of one worker during the day.

When there is an applicant for the position, the text of an additional agreement is drawn up to cancel the position agreement.

The combination has a number of distinctive features:

1. Work occurs throughout the working period, regardless of time, without interruption from the main activity;
2. An agreement is drawn up and attached to the employment contract;
3. Combine one job;
4. Additional wages are paid for labor.
5. Labor activity takes place in one organization, like the main one;

The Labor Code prescribes the rules for writing an order for combining primary and additional work activities.

They are as follows:

1. The employee must be notified by the employer that he is assigned additional responsibilities, for which the text of the notification is drawn up, during which the employee must sign this document, agreeing to this;
2. Due to the inexpediency of drawing up a second employment contract, the employer draws up an additional agreement indicating the amount of the additional amount paid to the basic salary and the period for which this agreement is valid;

Order on combining positions - unified form, sample

» » Hello, dear blog readers!

Did you know that when combining positions you are required to pay extra? And if your employer refuses to increase your salary, you can sue! You can read more in the article.

Personally, I encountered this situation twice, once my salary was increased, the other time it was not.

Then I didn’t know my rights, and I didn’t want to quarrel, because I was in a part-time position for only 2 weeks.

But if you need to work together for a long time, the amount of work is large, then be sure to read this text, perhaps the information in it will be useful to you.

The possibility for an employee to perform additional work for a fee during his working day is provided for in Art. 60.2 of the Labor Code of the Russian Federation. Issuing an order to remove the combination of positions requires preparation: First, it is necessary to decide what kind of work the employee will temporarily additionally perform - regular or having some specifics (for example, an electric and gas welder needs a special permit to work, a teacher needs a current personal medical record, etc.).

d.). If there are special requirements, then the part-time employee must meet them.

IMPORTANT! In this article, we assume that the position whose combination is planned is on the staffing table.

In its absence, the employer bears the risk of negative consequences, since his expenses from the point of view of calculating the tax base in this case may be considered unreasonable (see the decision of the 15th Arbitration Court of Appeal dated February 15, 2012 in case No. A53-17177/ 2011 etc.).

Secondly, establish the expected duration of combining positions.

Is it possible to immediately determine specific calendar dates (for example, during a business trip of the main employee) or just describe the situation (for a period of illness, while a vacancy is open, etc.)

P.). Thirdly, according to Art. 60.2 of the Labor Code of the Russian Federation, it is necessary to obtain the employee’s consent to combine positions.

We will consider the subtleties of obtaining it in the next section. Fourthly, it is necessary to determine in what amount the additional payment will be made under Art.

Order to combine positions in one organization

Copyright: Lori's photo bank Registration of combining positions for an employee must occur in a certain order.

An order for this purpose is used, however, before issuing the document, it is necessary to obtain the employee’s consent to the additional amount of work. To do this, the employer draws up a free-form combination offer, and the employee, in turn, can agree with it or refuse additional responsibilities.

A situation is also possible when the employee himself asks for a combination, and the employer expresses his consent. There is no need to conclude a new employment contract. If the employee agrees to the combination, the parties sign an additional agreement to the current employment contract.

It records the functions assigned to the employee, the timing of the combination, and the procedure.

In addition, before issuing an order to combine positions, it is necessary to make sure that the employee has the right to combine positions. To do this, all conditions must be met:

1. The position for which it is planned to assign additional work is provided for in the staffing table;
2. The employee agreed to perform additional work;
3. For performing additional work, the employee receives additional payment.
4. The work schedules are the same - for example, for both the main job and the additional job, an employee works five working days and rests for two days off;
5. The employee performs additional work at the same time as the main one;
6. Additional work is assigned to the employee from the same employer;

If all of the above conditions are met, the employer can issue an order for combination.

We will discuss the issue of establishing additional payments a little later.

It is worth noting that the number of positions that an employee can combine in one company is not limited by labor legislation.

Therefore, theoretically, it is possible to combine not two, but more positions. Let's figure out in order how to correctly draw up an order for combination, what information needs to be reflected in the order.

Normative base

Every citizen must be officially registered when applying for a job.

An employment contract and a hiring order are the most necessary documents, without which a new employee cannot start working.

Below is the regulatory framework governing part-time activities.

You can download the text of these documents here:

An order can be issued only after an agreement has actually been drawn up and signed by both parties in Form No. T-1, enshrined in Resolution of the State Statistics Committee of the Russian Federation No. 1 of January 5, 2004, and must also contain a reference to the concluded agreement.

When hiring several employees, the order form is No. T-1a.

You should know that since 2013, the use of unified order forms is not a mandatory condition for their preparation.

The document can be drawn up in any form.

Forms can be downloaded here:

Sample order for combining positions in one organization

The combination of positions within the same organization must be formalized correctly from the point of view of labor legislation. To do this, an order must be issued and the necessary adjustments must be made to the personnel documents. The issue of combination is regulated by Article 60.2 of the Labor Code. It specifies the additional job duties that the employee performs during working hours:

1. in the same or another profession for a temporarily absent employee, for example, for a maternity leave.
2. in the same profession, associated with expanding service areas and (or) increasing the volume of work (performing work in one department);

Combination is necessarily associated with the parallel performance of the main job and additional duties within the work shift.

For blue-collar professions the term “combination of professions” is used, for specialists and employees – “combination of positions”. Mandatory points to be observed:

1. presence of an order.
2. obtaining consent from the employee himself;
3. documentation (an additional agreement is attached to the employment contract, which specifies all the conditions for the combination);

It should be noted that one organization can also use internal part-time work, which differs significantly from combining professions or positions. The differences between internal part-time work are as follows:

1. carried out outside regular working hours.
2. occurs under a separate employment agreement;

Read more about combining positions in one organization - For the personnel service and accounting department, this is significant, since the maintenance of time sheets and calculations for wages, sick leave, vacations and other payments related to calculations from average earnings are different. The presence of an order for combination is a mandatory element in the registration of additional work for an employee.