Order on approval of employee work schedule sample

The most common working day is 8 hours. Under this work schedule, citizens should work 5 days a week with a regular lunch break of 48 minutes.

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Despite this, some companies decide to introduce a 24-hour working day and draw up a shift schedule.

What does the mode mean?

The following provisions apply to the regime:

• Length of the week (for example, five days, part-time).
• Irregular hours for certain employees.
• Duration of one shift.
• Start and end times of work.
• Number of rest breaks.

When establishing a regime, it is recommended to obtain union approval. In addition, each of the listed provisions cannot contradict the Labor Code and other legislative acts. Information about the operating mode must be reflected in local regulations. It is expected that internal documents will document a common regime for employees. If a different regime is assigned to a number of employees, this must be reflected in the additional agreement.

Sample

About the organization's operating hours

1. Establish this operating mode for Lawyer-Plus LLC from December 1, 2020:

- Five-day week. — Closed on Saturday and Sunday. — The duration of one working day is 8 hours. — Lawyer-plus LLC is open from 9:00 to 18:00. — Employees are given a lunch break of one hour, from 13:00 to 14:00.

2. I reserve control over the implementation of this order.

The time during which an employee, in accordance with the internal labor regulations and the terms of the employment contract, must perform labor duties is working time (Part 1 of Article 91 of the Labor Code of the Russian Federation).

The working time regime provides for the length of the working week, work with irregular working hours, the duration of daily work (shift), start and end times of work, time of breaks in work, number of shifts per day, etc. (Part 1 of Article 100 of the Labor Code of the Russian Federation).

How to draw up an order about the working hours of employees?

How and by what documents the labor regime is determined

The work schedule for each individual employee must be discussed with him in advance - when concluding an employment agreement. In general, according to the organization in the context of structural divisions or positions, the working hours are determined in the internal labor regulations.

PVTR is a local regulatory legal act of an organization that defines the main points of the relationship between a team of employees and the employer - rules for hiring and terminating labor relations, powers and obligations of the parties to an employment agreement in the process of work, general conditions regarding the working time regime, etc. PVTR are approved by the employer in agreement with the trade union organization, each employee must be familiarized with this document in writing when concluding an employment contract.

In the PVTR, the working time regime of an organization can be reflected by:

• establishing the duration of the work week and specific daily work time frames for certain groups of positions (for example, “For departments: Management, Human Resources Department, Legal Service, Accounting, Office - a five-day work week, the beginning of the working day is 8:00, the end of the working day day - 17:00, break for rest and food - from 13:00 to 14:00");
• establishing for certain positions the condition of an irregular working day, indicating the amount of compensation in the form of additional days (at least three) of vacation in accordance with Art. 119 of the Labor Code of the Russian Federation (for example, “For positions: Director, Deputy Director, driver - an irregular working day is established with compensation in the form of 4 days of additional vacation period annually”);
• establishing a work schedule for individual departments and positions (for example, “For the sales department, a work schedule is established in compliance with labor standards for a five-day, 40-hour work week”);
• establishing a summarized accounting of working time for individual positions (for example, “For the position “Seller”, a summarized accounting of working time is established, the accounting period is a quarter”);
• establishing a flexible work schedule, night (equated to daytime) work schedule, shift schedule, dividing the working day into parts for certain categories of workers (for example, “For the position “Cashier”, a shift work schedule is established, in which the third shift, falling at night, is equivalent to to daytime working hours").

The employment agreement must contain a section dedicated to the working regime. For employees whose position involves working a regular schedule of five or six days a week, the agreement specifies the exact work schedule. For those who will work according to a schedule, with cumulative accounting, with irregular working hours, with part-time working hours, with the day divided into parts, etc., these circumstances must be reflected in the specified agreement. Cases of establishing an unspecified working time regime are illegal; such a violation may entail liability for the employer under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation with all the ensuing consequences (fines and other sanctions).

A section on working hours must be included in the contract

How to establish new regime rules in an organization: procedure and documents

If an employee becomes familiar with the existing regime for a particular position when being hired by signing an employment agreement and marking the reading of the PVTR, then changing the current regime is somewhat more complicated.

The decision to change the PVTR can be issued in the form of an order

The procedure is as follows:

1. To begin with, the manager must make an informed decision about for which positions or structural units new rules are being introduced.
2. Then, in accordance with all the rules for changing the local regulatory legal acts, the corresponding changes are made to the PVTR (the project must be agreed upon with the trade union within five days, then signed by the manager).
3. Based on the amended PVTR, each employee affected by the changes is warned of changes in essential working conditions (notice must be handed in against signature no later than a month before the order is issued). In case of refusal to continue the employment relationship under the changed conditions, the employee must be dismissed upon expiration of the notice period.
4. Within the prescribed period (a month after notifying employees), an order is issued for the enterprise to change the regime for specific employees (at this stage they must be listed by name). Each employee gets acquainted with the order by signing it.
5. On the day the administrative document is issued, an additional agreement to the contract is concluded with each employee, changing the terms of the working time regime.
6. From the date specified in the additional agreement and order, a new regime begins to operate with its new documentation (for example, with the drawing up of schedules).

We draw up an order for working hours

In general, the working hours in an organization are established by internal labor regulations, collective agreements, and agreements with employees (Part 1 of Article 100 of the Labor Code of the Russian Federation). And workers must be familiarized with the specified documents against signature when hired before signing an employment contract (Part 3 of Article 68 of the Labor Code of the Russian Federation).

If for specific employees the working time regime differs from the general rules, information about it must be included in employment contracts with such employees (Part 2 of Article 57, Part 1 of Article 100 of the Labor Code of the Russian Federation).

It turns out that the working hours of employees are usually established by a local regulatory act of the employer or an employment contract, and not by an organizational and administrative document, i.e. an order. Therefore, the employer is not required to draw up an additional order on the duration of working hours. At the same time, such an order can be drawn up, for example, to remind employees about the working hours established in the organization, to establish a certain working time for newly introduced staff units or, say, when changing the working hours for all or certain groups of employees.

The established working hours may be changed by agreement between the employer and the employee, and in cases in the manner provided for in Art. 74 of the Labor Code of the Russian Federation, - at the initiative of the employer.

For the order on the working hours of employees, we will provide a sample of its completion for the case when the employer introduces new staff units with a work schedule that is different from that established for the rest of the employees of such an employer.

Formation of a shift schedule is in many cases one of the main conditions for the uninterrupted operation of an enterprise or organization.

Questions

During the formation and use of a shift schedule, various questions may arise. To eliminate the possibility of errors, let's consider the most common ones in more detail.

How is it stated in the employment contract?

According to part 2 of Art. 57 of the Labor Code on shift work conditions must be indicated in the employment agreement.

If it was concluded before the introduction of such an operating mode, then one should refer to the rules for amending contracts for reasons that are directly related to the change in the organization of employment conditions. In particular, we are talking about the rules specified in Art. 72 and 74 of the Labor Code of the Russian Federation.

Are vacation days indicated?

In this case, one should refer to the norms of Article 120 of the Labor Code of the Russian Federation, which states that vacation is reflected in the vacation schedule, not the shift schedule.

For this reason, it is inappropriate to indicate it in the document under consideration.

What to do if a flaw is identified?

In order to calculate the defect, the cause must first be identified.

If the employee is at fault, time not worked is not subject to payment.

In other situations, for example, due to an incorrect schedule, payment is made according to the period actually worked and is compared with the average wage.

If you receive lower values, you must make an additional payment.

How to change the schedule if you hire a new employee?

In this case, we are talking about changing the schedule by mutual agreement of the parties.

For a new employee, the shift schedule is valid from the moment of signing the employment contract, for already employed persons - from the period of signing the additional contract.

At the same time, employees must be notified about this in advance.

How to reflect dismissal on a day off?

In this case, you need to refer to the norms of Article 113 of the Labor Code of the Russian Federation, which states that work on weekends is prohibited with the exception of certain situations.

A special feature of this article is the impossibility of dismissal on a day off during a shift schedule, since it cannot be recognized as the employee’s last day of employment.

You can find a sample presentation for an employee during certification here.

How are wage regulations approved? Read here.

How is part-time work reflected?

In this case, it becomes necessary to establish a work schedule for each day.

For example, an employer can set working hours from 10 a.m. to 3 p.m., while maintaining a 5-day workweek.

If desired, you can designate a 3-day work week with an 8-hour work day.

How to celebrate holidays?

According to the shift schedule, hired workers may be employed on non-working holidays.

According to Art. 153 of the Labor Code of Russia, work on a holiday according to a shift schedule provides for additional payment in the amount of a daily or hourly rate in excess of the established salary.

What is the liability for missing a document?

According to Art. 5.27 of the Code of Administrative Offenses of the Russian Federation, for the absence of local acts of the company, liability is provided in the form of a fine:

• for officials - no more than 5 thousand rubles;
• for individual entrepreneurs - no more than 5 thousand rubles;
• for legal entities - up to 50 thousand rubles.

Repeated violation entails increased liability.

Is it possible to change shifts without notifying management?

According to Article 103 of the Labor Code of the Russian Federation, the shift schedule refers to the company’s local documentation.

It follows from this that it is prohibited to independently amend it without notifying the employer.

In conclusion, we can say: there are many nuances in the procedure for creating a shift schedule, which were discussed in the article. By paying attention to them, you can eliminate the possibility of making mistakes.

• Due to frequent changes in legislation, information sometimes becomes outdated faster than we can update it on the website.
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⏬Shift schedule and order for its approval

– the document is available for downloading from our website. Use direct download links. fill-in and blank form in formats for opening in Word and Excel. Print and fill out the correct sample document. To avoid errors, use the filling instructions.

Order on approval of the shift schedule:

Shift schedule and order for its approval

– written confirmation of a document that will ensure the smooth operation of the organization. A shift schedule is common in practice in companies that operate around the clock, where downtime is unacceptable.

The text indicates the production need for introducing a schedule. The order reflects the management’s decision to develop and agree on a shift schedule with the trade union. The compiler also identifies a human resources employee who should review the content.

The text is signed by the director and the employee who is responsible for the execution of the will of the director. The schedule itself is represented by a table in which the dates of the month and the list of workers who will work on certain days are entered.

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When does a shift work schedule apply?

A shift schedule is a fairly common phenomenon. It is used in a wide variety of industries, most often in companies with a continuous round-the-clock production cycle - the need for its use here is due to the fact that equipment downtime is unacceptable, because they lead to system failures and significant financial losses. But regular, timely replacement of personnel leads to an increase in the volume of output, improved labor productivity and, as a result, greater profits.

Why do you need a shift schedule?

The shift schedule is one of the most important internal documents of the company.

Based on the schedule, employees' working hours are recorded and their wages are subsequently calculated.

Thus, it relates not only to methods of organizing work at an enterprise, but is also a serious accounting form.

We must not forget that if the company provides for shift work, then the availability of the schedule is necessarily checked by government supervisory structures (for example, the labor inspectorate and the tax service). The absence of this document may result in the imposition of an administrative penalty on the enterprise and its management in the form of a fairly large fine.

Sample order for approval of schedules for guards

– duration of one shift. Now let's see how many employees need to be involved in this work: four or five?

If we assume that only four people will be involved in working according to the “every three days” schedule, then initially each of them in the accounting period under consideration (year) will be assigned significant overtime (an average of 8.46 shifts)[3], which will totals 203.04 hours (8.46 shifts x 24 hours). It is unacceptable.

Firstly, such a work schedule initially does not comply with the provisions of Article 104 of the Labor Code, according to which, when introducing summarized recording of working time (with the “every three days” schedule, as we said above, it is the summarized recording that is kept) of the duration of working time for the accounting period should not exceed the normal number of working hours. Secondly, it will lead to a violation of Article 99 of the Labor Code. After all, if an employee works more than the established norm during the accounting period, then this time will be considered overtime work.

And overtime work for each employee should not exceed 120 hours per year. When recording working hours in aggregate, the accounting period cannot exceed one year (Art.

104 Labor Code of the Russian Federation).

1. organizational working conditions;
2. technogenic working conditions.

Accordingly, there must be sufficiently serious reasons to change the schedule. Photo: additional agreement on changing the schedule If for some reason there is no experience in drawing up orders of the type in question, then it is worth familiarizing yourself with a correctly formed sample in advance.

Legislative regulation, mandatory conditions

The shift schedule is regulated by law, namely Art. 372 of the Labor Code of the Russian Federation (Part 3 of Article 103 of the Labor Code of the Russian Federation). When introducing it into an organization, it is required to strictly comply with the norms and conditions of the above section of the Labor Code of the Russian Federation.

The rules for operating in this mode are spelled out here quite thoroughly and clearly. There is no point in listing them in this article, but some simply need to be emphasized:

1. the weekly working hours in the sum of all shifts should not exceed forty hours;
2. every shift people should be given a lunch break (its duration is determined individually - from 30 minutes to 2 hours);
3. employees must be provided with uninterrupted rest for 42 hours every week;
4. the employer is obliged to indicate to employees that it is inadmissible for them to perform their duties in two shifts in a row (except in emergency cases) - and strictly monitor this.

If an organization feels the need to use a shift schedule for different categories (positions) of employees, then for each of them the duration of the shift can be determined separately (such situations occur in transport companies - one work mode is used for drivers, another for dispatchers, and another for service personnel). third).

When creating a schedule, one more important point should be taken into account - if most of it falls at night, then the shift should automatically be reduced by an hour.

All other working conditions must also comply with the law, including in matters relating to the payment of wages, provision of sick leave, vacation, etc.

What it is?

Shift schedule - uninterrupted work in several or more shifts, the sequence and duration of which are set out in the company’s local documentation.

For information: Article 103 of the Labor Code of the Russian Federation states that an employee is prohibited from working several shifts in a row.

This article indicates that an enterprise of any form of ownership uses no more than 4 shifts.

This is done for the purpose of:

• eliminating the possibility of worker overwork;
• efficient operation of equipment;
• increasing the volume of goods produced.

In case of shift work, the company can work around the clock.

What is not considered a shift schedule

Some personnel officers mistakenly believe that the work schedule is a day after two/three, two days after two, etc., refers to shift work. If you carefully read the labor legislation of the Russian Federation, it turns out that this is not so. A group of workers, performing their job duties during one day and being replaced by others the next day, works in a regime fixed within the enterprise, but there is no clear procedure for developing such a regime, its coordination and approval.

How to draw up an order on the operating hours of an enterprise: sample, rules

Subject to certain conditions, it is permissible to enter the regimes. The main requirement is to warn employees before the changes take effect. Schedules are divided into several types:

1. irregular,
2. single shift.
3. flexible,
4. fragmented,
5. replaceable,

The work schedule, initially approved by the company, is certified by an order from management.

When compiling, it is permissible to use free forms or use officially approved letterhead. The instructions will look like this:

1. The main thing is to take as a basis the norms enshrined in the Labor Legislation. They describe the following rules. Each employee can perform their duties for no more than 40 hours during the entire week. A 30-hour week is established for disabled people, minors and some other categories of workers, which are mentioned in the Labor Code.
2. The management of the organization issues orders to approve the work schedule in specific departments.

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Some points regarding payment

The calculation of remuneration for a shift schedule is somewhat different from the standard one. The specificity here is that the number of working hours according to the regime established at the enterprise may differ from the norm established by law, both upward and downward (the so-called planned overtime or underwork).

To ensure that there are no errors in salary calculations, at the end of the accounting period, the following parameters should be reconciled: the number of working hours in accordance with the norm and their number, based on real indicators. If, when comparing, the second indicator is greater than the first, you will need to calculate and pay the employee extra for overtime.

Normative base

The main regulatory document is the Labor Code of Russia.

Moreover, issues related to the formation of the schedule and related nuances are set out in:

• Article 91 of the Labor Code of the Russian Federation - indicates that the work week should not be more than 40 hours;
• Article 108 of the Labor Code of the Russian Federation - indicates the need to use a lunch break, the duration of which cannot be less than 30 minutes;
• Article 110 of the Labor Code of the Russian Federation - indicates the need to use weekly continuous leave lasting at least 2 days.

The concept and features of shift work are set out in Article 103 of the Labor Code of the Russian Federation.

Consolidating the work order

If the management of an enterprise decides to use a shift work schedule, it must enshrine this norm in its accounting policies, or more precisely, in its Internal Regulations.

If the company has a trade union cell, these Rules, including those regarding shift work, must be approved by its representative. A five-day period is allotted for interaction with the trade union - during this period, trade unionists must either approve the Rules presented to them or challenge them with evidence.

It is also possible to establish the use of a shift schedule in a collective agreement.

In addition to the internal regulations and the collective agreement, the clause on shift work must be spelled out in sections of individual employment contracts with employees, indicating the number of hours per shift and other parameters.

Working hours and schedule: all the principles of proper organization of work routines

The labor regime is determined first of all by law, and secondly by the employer in agreement with the trade union and the employee, the rules for the distribution of time.

The Labor Code of the Russian Federation contains a section devoted to working time, a separate chapter of which (Chapter 16) regulates precisely the regime. Working time according to the Labor Code of the Russian Federation can be represented by several varieties in duration: normal, shortened and incomplete.

In addition, special varieties include night work, overtime work, and work with the possibility of irregular days. The main difference between part-time and short-time working hours is their payment - the first means payment in proportion to the hours worked, the second - regardless of the hours worked. Night and overtime work are paid at an increased rate, irregular working hours are usually compensated by additional days of annual vacation pay

The process of creating a shift schedule

The first practical stage in implementing a shift schedule is an order for its creation, issued on behalf of the director of the organization. It contains instructions to create a shift schedule, period, responsible person and other necessary information.

Sample order for approval of shift schedule

Next comes the actual preparation of the document. The interests of the employer and employee must be taken into account here.

The schedule is formed in advance - at least thirty days before the start of the shift.

Each employee mentioned in the document must be familiarized with it against signature. Thus, he indicates that he agrees with this mode of operation.

After development, coordination and final approval, the schedule will be binding both for the management of the enterprise and for the employees designated in it.

File Catalog

Municipal educational institution “Gymnasium No. 8, village.
Nozhai-Yurt Nozhai-Yurt district" Order dated 09/03/2011 No. 160 - P On the work schedule of guards To properly organize the work of guards and ensure the safe stay of all participants in the educational process in the gymnasium building, I order: 1. Assign responsibility for ensuring the safety of school property (the building of the gymnasium, extensions, all the material assets of the gymnasium) to the security guards Albekov Amkhad Yunadievich, Dzhabrailov Shchamil Mukhmadovich 2. Make it obligatory for the security guards to: · Timely inform the administration about all circumstances that threaten the safety of the entrusted property. · Strictly prohibit unauthorized persons from entering the gymnasium building and walking around the yard.

· Security guard workers must undergo certification once every six months to determine their suitability for the position held. · Compensate for damage caused to the gymnasium in accordance with current legislation in the event of failure to ensure the safety of entrusted material assets due to the fault of security guards.

3. Determine the following work schedule (days of duty) for the guards: for the 1st and 3rd quarter: Monday, Wednesday, Friday - Albekov Amkhad Yunadievich Tuesday, Thursday, Saturday, Sunday - Dzhabrailov Shchamil Mukhmadovich for the 2nd and 4th quarter: Monday, Wednesday, Friday, Sunday - Albekov Amkhad Yunadievich Tuesday, Thursday, Saturday - Dzhabrailov Shchamil Mukhmadovich 4. Reception and delivery of material assets should be carried out on the daily day of duty against signature in the reception and delivery book of duty at 9.00 am. 5. I reserve control over the execution of the order. Director __________ I.T. Saburalieva We have read the order and received 1 copy of the order: Date Signature Last name 09/03/2011

Sh.M. Dzhabrailov A.Yu. Albekov

Is it possible to change the information in it?

Changes are allowed to the approved shift schedule, but only as a last resort and in compliance with certain rules.

Firstly, if changes occur at the initiative of the employer, he must notify his subordinates in advance about them and obtain their written consent - without them, making changes legally will be problematic.

If one of the employees asks to change the shift schedule, he must draw up a special application addressed to the manager. The application must indicate the reasons for the request (it must be respectful with appropriate written justifications), then the consent of the other employees to whom the document concerns must be obtained. If colleagues and management managed to reach a compromise, a new order is formed, on the basis of which the necessary adjustments are made to the schedule.

Features of the formation of a shift schedule, general information

If you are tasked with creating a shift schedule, and you have no idea how exactly it is formed, read our recommendations - they will give you an accurate idea of ​​​​this document. Also check out the example of filling it out - based on it you can easily create your own form.

Before moving on to a detailed description of the schedule, we provide general information about the document. Let's start with the fact that there is no unified form of the schedule. This means that it can be written in free form or according to the model approved in the accounting policy of the organization. In this case, the method of forming the form must be reflected in the company’s regulations.

Regardless of which scheduling method is chosen, the document must contain a number of mandatory data:

• Company details;
• information about the place and time of compilation;
• the schedule itself.

The form must be certified by several persons. Firstly, by those employees in respect of whom it was formed, secondly, by the head of a structural unit and, thirdly, by the director of the company.

It is not necessary to certify the form with a seal - this should be done only when such a condition is in the company’s local documentation.

The schedule can be drawn up on a simple blank sheet of paper (preferably A4 format) or on the organization’s letterhead (if such a requirement is established by management). You can write it manually or on a computer (with mandatory subsequent printing).

Order on the appointment of a person responsible for drawing up a work schedule

An administrative document in an organization is an order. The person responsible for maintaining the timesheet is appointed by this document. Is the form of the order different for a limited liability company and a joint stock company? Who can be entrusted with this work? How to draw up an order appointing those responsible for maintaining timesheets? The answers are in the article.

For accounting, you need a time sheet. For the purposes of personnel records, organizations maintain a time sheet. This document takes into account the time actually worked by each employee of the organization. Based on the working time sheet, wages are calculated to the staff.

In practice, organizations and individual entrepreneurs usually use form No. T-12 (No. T-13), although the accounting sheet can be developed independently (Art.

• the full name of the company (for example, Limited Liability Company "Polyot"), which fully corresponds to the official name;
• date of issue of the order, its number, and full name;
• Full name of the responsible person who issued the order to appoint the employee (usually the general director, his deputy or employees who perform their duties);
• the preliminary part of the text (preamble), which indicates the main task, a reference to the specific law on the basis of which the corresponding decision was made;
• its actual essence;
• then the director’s signature, dispatch and seal of the organization are affixed.

We invite you to familiarize yourself with the work contract concluded orally

The following example can be used as a sample order for the appointment of a responsible person: PLEASE ATTENTION.

How to take into account the shift schedule

All schedules developed at the enterprise are subject to mandatory registration in the appropriate accounting journal. After carrying out all the necessary procedures with them (development, coordination, approval, familiarization), they are transferred for storage to the company’s HR department. Here they are filed in a separate folder with other similar documents. Access to the place of their detention for unauthorized people should be limited.

The duration of their storage is indicated either in local acts of the organization, or is established by the legislation of the Russian Federation (but not less than five years). After this period has expired, the schedules can be disposed of in accordance with the procedure established by law.

Sample shift schedule

Before you start filling out the form, you should roughly divide it into three main sequential parts.

The first is the beginning, or, as it is also called, the “hat”. This includes:

• document's name;
• date, place of its formation;
• number (according to the internal document flow of the enterprise);
• the period for which the schedule is drawn up (week, month, year, etc.).

You can enter this data either in the middle of the document, or on the left or right - it doesn’t matter. The only thing that should be taken into account is that right there, at the top, several lines are allocated for approval of the schedule by the head of the organization (his position and full name must be entered here).

Below is the main block. It is usually presented in the form of a table. It includes step by step:

• Full name of the employee;
• date of;
• the number of the shift on which he will go to work;
• information about days off.

You can supplement the table with other columns (for example, about an employee’s personnel number, etc.). Under the table, it is necessary to provide a breakdown of the information included in the schedule, including the number of shifts, the number of workers involved in them, the duration of each shift (in hours), as well as the symbols included in the schedule.

Next, you should mark that the opinions of the employees included in the document have been taken into account and collect their signatures. If signatures are placed on the approval sheet, then its presence must be indicated in the shift schedule, indicating it as an attachment to the main document.

Sep 10, 2019adminlawsexp

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Work schedule as a document regulating daily individual work schedule

The work schedule is one of the most important documents for organizing the work of those employees who do not work according to the general (production) calendar. Thus, the daily schedule regulates the time of coming to work, leaving work, break times, and even the workplace assigned to the employee.

Read more How long is a package from Aliexpress in the mail?

The schedule is usually drawn up for one month, but this period is not regulated by law. Therefore, depending on the circumstances and characteristics of the production process, the document can be drawn up for a week, a quarter, or a year.

The schedule, as a document, can be drawn up:

• simultaneously for all employees of the enterprise;
• for employees of one structural unit;
• for a certain group of employees from different structural divisions;
• separately for one employee.

Form and symbols

In the shift schedule it is enough to indicate only the shift designation

The graph looks like a table, each row of which is assigned to an individual employee, and the columns correspond to the calendar days of the period chosen to determine the work regime (for example, a calendar month).

The legislation does not oblige employers to use any standard unified form or adhere to any unified system of symbols when drawing up a work schedule. This means that each employer has the right to develop its own rules for drawing up this document, taking into account the specifics of the work of its organization, guided by the maximum ease of using the schedule in work.

You can include any information in the schedule:

• in the shift schedule, when the direct work schedule of the shift is already fixed in some legal regulation (for example, in the PVTR), it is convenient to include only an indication of the shift number for the employee on a specific day;
• a sliding schedule will inevitably have to include all possible elements of working time - the start and end time of the working day, the time of breaks, the total number of hours of work per day, information about the assigned place of work (if necessary).

Since any schedule is an employee’s work plan in accordance, first of all, with his individual work standard for the accounting period (month, quarter, etc.), the final column of the document always displays the amount of planned hours. If a month is selected as the accounting period, the resulting column will be one - the monthly norm. If the accounting period is a quarter, it is recommended to include two columns in the form - the monthly rate and the quarterly rate (the latter will be displayed “with a cumulative total” throughout the entire quarter).

When summarizing accounting, the schedule must contain columns reflecting the amount of hours per month, per quarter (depending on the accounting period)

The process of drawing up and approving the schedule

The procedure for drawing up and approving a schedule in an organization can be regulated either by a local regulatory legal act or by order of the manager. Persons responsible for maintaining, approving and approving documents are determined by designation in these documents and the inclusion of a corresponding item in the job description.

As a rule, the schedule is drawn up by the person responsible for this in the structural unit (department, service), endorsed by the head of the structural unit, a representative of the personnel department and the trade union, approved by the head of the enterprise or his deputy in charge of the relevant area of ​​activity.

The schedule can be drawn up either manually (using standard Office tools with output on paper) or in specialized software packages (for example, 1C: HR and Salary, SAP, etc.).

Schedule requirements

When drawing up a work schedule, the employer is in a situation where it is necessary to comply with a lot of rules, requirements and interests. First of all, these are the requirements of labor legislation that protects the rights, interests and even health of the employee:

1. The duration of daily work should not exceed those established by Art. 94 of the Labor Code of the Russian Federation limits (special limits are established for minor employees, disabled people, workers in harmful unsafe conditions).
2. The number of working hours per week should not exceed the norm according to the production calendar (40 hours as a general rule). For those who have been assigned summarized accounting for an accounting period, it is mandatory to comply with the standard hours for this accounting period (quarter, month, etc.).
3. Shifts that primarily occur at night should be reduced by 1 hour.
4. After a shift lasting more than 24 hours, an equal or greater rest period is provided.
5. If the employee does not have a condition for dividing the working day into parts, his lunch break (or the sum of several during the day) should not last more than two hours.
6. The minimum lunch break is 30 minutes. It is obligatory to establish daily, if the agreement of the parties and the PVTR does not provide for the employee to eat food in parallel with work. Lunch break is not paid.
7. It is prohibited to work during two shifts following one another.
8. Hours that fall during an employee's illness or vacation are also included in his monthly (quarterly) rate. In other words, the employee is not required to make up the hours actually missed to normal.
9. The limits established by Art. 99 of the Labor Code of the Russian Federation for overtime work (no more than four hours in a two-day working period, no more than one hundred and twenty hours per year), etc.

Of course, when creating a schedule, the operating mode of the enterprise, workload standards, and the interests of the employee himself are taken into account.

Employee familiarization

The employer is obliged to familiarize employees with the work schedule no later than one month before the day it comes into effect - this is a direct requirement of Art. 103 Labor Code of the Russian Federation. Violation of this deadline may result in administrative liability.

To avoid violating the requirements of the law, you should start drawing up a schedule no later than one and a half months before the start of the accounting period. For example, the schedule for December should be drawn up before October 15 in order to have time to coordinate, approve and familiarize all employees with it (after all, some of them at the time of familiarization may be on vacation or on sick leave, but this circumstance is not an excuse in case of violation of the deadlines for familiarization ).