Additional paid leave: who can receive it, duration, registration procedure

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ORDER ON PROVIDING ADDITIONAL LEAVE of the city. Novgorod June 6, 1997 Order N_____ 1. Arkady Ilyich Slabov should be granted regular leave of 24 working days from June 21 to July 18, 1997 inclusive. 2. Add to A.I. Slabov’s annual leave the additional leave of 6 working days due to him for working in hazardous conditions. Taking into account the additional leave, set the day of A.I. Slabov’s return to work as July 26, 1997. 3. The chief accountant must ensure payment of A.I. Slabov’s vacation amounts in the prescribed manner and terms. 4. A. I. Slabov must be familiarized with this order against signature. Reason: statement of A.I. Slabov, vacation schedule dated January 3, 1997, art. 66 - 68 Labor Code of the Russian Federation. General Director of Progress JSC Kryuchkin B. A. _(253)

Download the document “Sample. Order on granting additional leave"

Form of order for granting leave to an employee

The order can be prepared using the unified form No. T-6, and if leave is issued to several employees at once - according to form No. T-6a, the so-called. “complex” order (approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1). Currently, these unified forms are advisory in nature, so employers can draw up an order for the provision of leave using a form drawn up independently.

In the “vacation” order, the employer must reflect the following information:

• order number and date,
• FULL NAME. employee, his position,
• type of leave provided,
• the period of work for which the next vacation is due,
• duration, as well as start and end dates of leave.

The order is signed by the manager.

The employee must be familiar with the leave order against his signature; the form contains a special line for this. Based on the order, the corresponding “vacation” marks are placed on the report card during the employee’s absence, and information about the “vacation” taken by him is entered into the employee’s personal card in the T-2 form.

A similar procedure applies when the head of an enterprise goes on vacation. The director's vacation must also be reflected in the vacation schedule; the HR department notifies him of the start of the vacation and prepares an order for it, which the director himself signs. The order form is the same as for other employees.

Add. vacation in the organization's documents

The provision of additional leave must be properly formalized. It is necessary to have an employee application, copies of the necessary documents, an order for granting leave and an approved schedule.

Time sheet

In the report card of form T-12 or T-13, the days of such leave are indicated by the letters “OD” or the numbers “10”. Holidays, non-working days during the period of additional leave are recorded in the timesheet with the letter “B” or code “26”.

If an employee is granted leave without pay, then such leave is designated as “03” or “17”.

Personal card

The legislation does not provide for mandatory delimitation of vacations in an employee’s personal card. However, it still recommends specifying them separately. Otherwise, it will be impossible to determine the exact number of days of basic and additional leave granted to the employee.

Vacation order form T-6

It is more convenient to use a vacation order in form No. T-6 in your work, since it already contains all the necessary lines that only need to be filled out. The order form has three sections:

• “A” - is intended to reflect the main annual paid leave,
• “B” - for additional and other types of leave,
• “B” is the final section in which the duration of the vacations provided is summarized.

In addition, the vacation order form No. T-6 provides lines for indicating the employee’s personnel number, structural unit, position, a line for the employee’s signature and the date of familiarization with the order.

Form No. T-6a contains the same data, but they are arranged in the form of a horizontal table, designed to be filled out by several vacationers at once. Its last column is intended for the signature of each employee when reading the order.

Vacation order: sample 2017

An employer can draw up an order to grant leave to an employee independently, but taking into account all the required details. For example, a vacation order could be like this:

Limited Liability Company "Alfa"

On granting leave to Skvortsova M.M.

I ORDER: to grant accountant-cashier Maria Mikhailovna Skvortsova another paid leave for the period from 04/01/2016. until March 31, 2017 lasting 14 calendar days from July 10, 2017. until July 23, 2021

General Director Gusev Gusev I.V.

The order was reviewed by: Skvortsova June 26, 2021

Sample order for annual paid leave, filled out in form No. T-6:

Vacation order sample 2

A vacation order must be drawn up correctly, since it is a mandatory internal document of any enterprise, which justifies the employee’s absence from the workplace during vacation, is the basis for calculating and paying vacation pay, and is also necessary for entering information about vacation into the employee’s personal file.

Order form

The fact of an employee's retirement should be formalized by order of the director. For this purpose, personnel officers use the T-6 vacation order form approved by the State Statistics Committee. Or it is allowed to use the company’s letterhead indicating the required details. In large companies, several employees can exercise their right at the same time. In this case, you can draw up a general order, for which form T-6a is provided.

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Filling rules

How to issue an order for additional rest for an employee? The algorithm is as follows:

• at the top of the order the name of the company is indicated, the code for registering it with OKPO statistics is indicated;
• the serial number of the order is entered, the date of preparation is indicated;
• Below is the personnel number, full name, position and structural unit in which the employee intending to rest works;
• further, it is necessary to indicate the period for which the person is granted rest;
• Section A indicates the type of vacation and its duration, indicating its start and end dates;
• in section B, information about additional rest is filled out, and its duration, start and end dates are indicated;
• the total duration of all vacations is indicated, as well as the exact dates of this period;
• the order is signed by the director of the company indicating his position and full name;
• the employee must be familiar with the order against signature;
• the date of signing the document is indicated.

Often additional days off are combined with the main ones. For example, due to irregular working hours, an employee is entitled to 7 additional days in addition to the main vacation. When drawing up an order for annual paid leave, information about this is recorded in sections “A” and “B” of the document. The main time (28 days) is indicated in section A, additional days (7 days) - in section B. Only 35 days are recorded in the final line.

Legal basis

Several articles are devoted to the regulation of labor outside standard working hours in the Labor Code.

1. Article 97 of the Labor Code of the Russian Federation distinguishes between work performed by employees overtime and irregular work.
2. Article 100 of the Labor Code of the Russian Federation includes a similar principle of organizing work in the list of those permitted by law.
3. Article 101 of the Labor Code of the Russian Federation determines the establishment of irregular working hours for employees and its reflection in the documents of the enterprise;
4. Article 116 of the Labor Code of the Russian Federation guarantees employees additional leave if their schedule includes irregular working hours.
5. Article 119 of the Labor Code of the Russian Federation reflects the procedure for providing additional rest on an annual basis.

The legal framework regarding the provision of leave is inextricably linked with the rules for establishing overtime work and their registration.

An irregular working day is considered established by law if:

• the enterprise is forced to systematically involve an employee in work beyond the established working week, and such a need is justified;
• The work schedule for the position is determined full-time or part-time (reduced), but with a full work shift;
• the condition is fixed for the employee in the contract (labor, collective, internal regulations and other local acts of the enterprise).

If all of the above conditions are met, management can involve the employee in work outside of working hours when necessary. The employee’s wishes are not taken into account, and his consent is not required.

There are several important nuances:

1. There are no preferential categories when establishing an irregular schedule in the law. Therefore, the norm may apply to disabled employees, minors, etc.
2. Engagement in irregular work is permitted only occasionally, and not on an ongoing basis.
3. There is no need to additionally pay staff for such working conditions; it is considered that overtime is included in the wages.
4. An enterprise can exercise control over how many hours an employee actually worked by keeping a log (accounting for work time).
5. Compensation for the effort expended is made by providing additional leave on an annual basis.

A distinction must be made between irregular hours and overtime work. In the latter case, the enterprise is relieved of the obligation to allocate additional rest days to staff. If there is an entry in the contract about an irregular schedule, leave is due even if the employee has never exceeded the standard working hours during the year.

Additional rest for military personnel

Military personnel also have the right to additional days off. This is stated in the Order of the Ministry of Defense of the Russian Federation on additional leave for military personnel dated May 24, 2003 No. 178. Providing additional rest for military personnel is regulated by Art. 11 Federal Law dated May 27, 1998 No. 76-FZ (as amended on April 3, 2017) “On the status of military personnel.”

The basis for its provision may be one of the following circumstances:

1. Preparation and passing of entrance and regular exams in military professional educational institutions.
2. Disease. Confirmed by a certificate from the military medical commission. The period of days provided varies from 30 to 60.
3. Medical and psychological rehabilitation. The serviceman is given up to 30 days to restore his health.
4. Personal circumstances. On this basis, no more than 10 days are provided. The basis is the decision of the unit commander.

Additional permission is also provided to military personnel:

• having the title of Hero of the Russian Federation or the USSR;
• being full holders of the Order of Glory;
• subject to the Federal Law “On Veterans”;
• after the space flight.

The basis for its provision is the order of the commander of the military unit.

At the request of the serviceman, he can replace these days off with compensation in the amount of salary for each additional day of rest required. The procedure and conditions for the payment of monetary compensation are established by the head of the federal executive body or federal government body in which military service is provided for by Federal Law.

Let's consider what an order to provide additional rest for other categories of workers who are entitled to it will look like.

Additional leave for irregular working hours

For employees forced to work under special temporary conditions outside the normal working day, compensation is also provided in the form of additional compensation. recreation. The number of days provided cannot be less than 3. It is established by internal labor regulations, labor and collective agreements.

In theory, the duration of such rest should be determined based on the complexity of the tasks assigned and the frequency of involvement in work beyond the usual norm. But there are no mandatory criteria in the law for calculating the number of additional days off on this basis.

According to the law, it does not matter whether the employee was involved in performing duties beyond the norm 50 times or not at all. The main thing is that he must have the right to rest for 3 days.

As a general rule, you can use it after 6 months of working for one employer. It can also be completely replaced by compensation payments in proportion to the average salary.

The period of such rest can be combined with any other types of vacation. It is allowed to add it to the days of rest assigned due to the presence of harmful working conditions.

Who can receive additional paid leave in 2021

An employee of a business entity, regardless of whether his employer is a legal entity or an individual entrepreneur, can take additional leave in cases provided for by labor law, or when this is expressly stated in his employment contract.

There are the following categories that can receive additional annual paid leave:

• When an irregular working day is established in the concluded employment contract.
• If a special assessment has established that the employee’s place of work is exposed to harmful and dangerous factors.
• When establishing the special nature of work activity.
• If the employee performs his labor functions in territories classified or equivalent to the Far North.
• When this is directly stated in federal legislation.

Also, additional paid leave can be issued to sports workers, coaches, some teachers, medical workers, as well as employees who took part in combat operations.

The company's management in its local regulations for certain merits, or in cases listed, for example, the Regulations on Leave, may establish such additional leaves for some employees.

Attention! However, this employee’s right must be included in his employment agreement, which should also reflect in what periods additional leave is possible and its duration.

In cases where there is a Collective Agreement between the employer and people working at the enterprise, it can reflect certain professions in the company that can count on additional leave.

If an employee’s right is established by a decision of the organization’s administration, then it is she who must accept it based on the existing production and financial capabilities of the enterprise, the opinion of the trade union body, and the characteristics of the company’s activities.

The employee, in accordance with his decision, can take such leave, or can take it either in full or in part, or receive monetary compensation for this period.

Attention! This right does not apply to all employees. For certain categories, replacement of additional leave is not allowed.

• workers expecting the birth of a child,
• minor employees,
• as well as company personnel exposed to harmful and dangerous factors at work, according to a special assessment of working conditions (SOUT). In the latter case, the law allows for the replacement of this leave for days that exceed seven days.

Weekends for caring for disabled children

Separate days off may be provided to parents or adoptive parents of disabled children. You can get up to 4 days of monthly paid vacation, which has several specific features.

1. It is provided regardless of length of service or length of service requirements. In other words, if such an employee started working in the middle of the month, then he can take days off already this month.
2. This type of vacation cannot be compensated in monetary terms.
3. If it is not used within a month, it is not transferred to another time. Unused weekends will expire.

An employer who is not satisfied with the period of time chosen by the employee cannot ignore the requirement to provide such rest. Even if the head of the enterprise disagrees, the employee may not show up for work on his chosen days off to care for a disabled child. This will not be considered a disciplinary violation.

There is already judicial practice according to which persons fired for absenteeism due to the fact that they ignored the employer’s requirement are reinstated to their positions through the courts.

If an employee works for different employers, then he is required to take leave to care for a disabled child from all of them at the same time.

To receive days off, he must provide a birth certificate, a certificate of disability, and a document confirming the place of registration of the child.

Can I take additional leave at my own request?

Additional paid leave is provided for an employee when the agreement drawn up with him contains a condition on this, or in cases strictly defined by law.

Therefore, in order for a person working at an enterprise to take out additional paid leave, he needs to belong to the categories of citizens specified in the legislation, or his employment contract contains a condition for such a period. In the latter case, the presence of a condition on the possibility of registering additional leave in the local regulations of the enterprise will also be required.

If an employee does not have all of the above opportunities, then he will not be able to take additional leave on his own volition.

Attention! If additional rest is not provided by the company or TC, then the only thing the employee can count on is annual basic paid leave. Also, based on a submitted application addressed to the administration and with its permission, it is possible to grant leave at your own expense.

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The procedure for providing additional paid leave

The additional nature of the vacation requires preliminary registration of the main paid vacation, guaranteed by the provisions of the Labor Code of the Russian Federation. The duration of basic paid leave is 28 days. Certain categories of employees are entitled to extended basic leave. The list of such employees includes:

• teachers;
• employees of individual medical departments;
• law enforcement agencies;
• administrative institutions.

Expert commentary

Leonov Victor

Lawyer

An employee is entitled to annual leave for the first year of work after he has worked for the employer for at least six months. By agreement with the head of the enterprise, an employee can go on vacation before six months of work. In fact, leave from the second year of work can be granted at any time, but taking into account the production load at the enterprise.

In what cases is additional leave paid and in what cases is it not?

The law stipulates that additional leave must be paid. If it is not paid, then it is not additional paid leave.

In this case, we can only talk about leave without pay, granted to the employee upon his application with the permission of the administration of the business entity.

They should be distinguished, especially since additional leave is part of the vacation schedule and its provision must be carried out in accordance with it.

Content

• What is additional leave
• General rules for providing additional vacations
• Additional leave for hazardous working conditions
• Additional leave for irregular working hours
• Additional leave for disabled people
• Additional maternity leave
• Additional maternity leave
• Weekends for caring for disabled children
• Additional leave for veterans and pensioners
• Add. leave upon dismissal
• Additional leave due to occupational illness
• Additional leave for medical workers
• Annual additional paid leave for persons working in the northern regions of Russia
• Add. vacation for victims of the accident at the Chernobyl nuclear power plant
• Add. vacation in the organization's documents
• Recommendations for employers regarding the provision of additional vacation days

Types of additional leave

Since additional leaves are provided to employees either in cases specified by law, or when a provision for this is included in their employment agreements, they can be subdivided. Let's consider the main types of such rest periods.

For a non-standard working day

In some situations, an employee may be assigned an irregular working day by decision of management with his consent. The main thing for management to remember is that such a work schedule is not established for all employees of the company, but only in exceptional cases.

Moreover, in addition to containing a condition about this in the employee’s employment contract, it is necessary that the Internal Rules and the Regulations on Payment include a condition about this.

The norms of the Labor Code of the Russian Federation determine that the duration of paid leave, which is provided additionally, should not be less than three days. The management of an economic entity is given the opportunity to increase this period in accordance with its existing capabilities.

Attention! In addition, an employee whose employment agreement stipulates an irregular day, but in fact he always performs his work functions according to a regular schedule, must be provided with additional leave. If the employer ignores this, then appropriate measures may be taken against him.

Additional leave for hazardous working conditions 2018

An SOUTH inspection carried out periodically at an enterprise can establish that the conditions in which the company’s employees work are harmful. In this case, the report establishes the category of danger of working conditions at the enterprise.

In this case, the legislation requires the employer to establish additional guarantees for the employee, including provision beyond the main rest period.

In this case, additional leave according to the Labor Code of the Russian Federation must be at least seven days. The regulations of the business entity may establish a longer period in this case. In addition, such enterprises are characterized by certain inter-industry and sectoral agreements.

If a company operates in a given industry, then it must comply with such regulations, and they may establish a longer standard duration of vacation provided additionally for the specified field of activity.

Additional leave for hazardous working conditions

A specialized organization that carries out work to assess harmful effects on an employee draws up a special report. In accordance with it, working conditions at the enterprise are assigned to one of 4 possible categories (classes).

The first two categories correspond to optimal and acceptable conditions. Optimal - do not imply the presence of any harmful effects on the employee, and acceptable means that there are impacts, but they do not exceed the limit established by law. None of these classes is the basis for the appointment of additional. paid vacation.

Class 3 means the presence of harmful working conditions that affect the worker’s body and can lead to occupational diseases. Divided into 1,2,3 and 4 degrees.

Class 4 – hazardous working conditions. Indicates that the position held involves a risk to the employee’s life during the work shift.

According to the law, the right to additional Employees who are subject to harmful (grades 2, 3, 4 only) or dangerous working conditions are entitled to leave.

The minimum duration of leave is 7 days and can be increased in accordance with an additional agreement or collective agreement.

Additional leave is calculated as follows:

The number of months per year during which the employee held a position associated with harmful or dangerous working conditions and the amount of annual additional leave established in the organization are determined.

Those who have worked a full 11 months are entitled to the maximum established duration. Employees who have worked less receive a number of rest days proportional to the number of months worked.

Example. The collective agreement establishes additional vacation of 14 days. An employee has worked for 11 months in a workplace with harmful or dangerous conditions - he receives the 14 days due to him.

Thus, in 1 month he earns the right to additional rest time in the amount of 1.27 days (if rounded). If he works, say, 6 months, it means: 1.27 x 6 = 7.62. After that, he has the right to rest for an additional 7 days if he adds them to the main vacation.

The number after the decimal point is not taken into account and is transferred to the next period for calculation. That is, when the employee works for another 3 months (1.27 x 3 = 3.81) and wants to take vacation again, then 0.62 will be added (3.81 + 0.62 = 4.43), and the remainder will not reach up to a whole number will move to the next period each time.

It is possible to compensate for such leave with cash payments, but with some restrictions. Only vacation days whose duration exceeds 7 days can be paid.

Unlike the main vacation, such vacation cannot be used without working a certain number of months.

Typically, the employer independently calculates and adds to the main rest the calendar days allotted for harmful work. Therefore, if an employee plans to use them outside the general schedule, then he should write a statement.

The content is approximately as follows:

Please provide me with 7 (seven) days of additional leave for harm and 7 (seven) days of regular leave, for a total of 14 (fourteen) calendar days from 03/01/2021 to 03/14/2021.

Next, it is necessary to issue an order in a standard form, indicating in it the legal justification for the provision of additional information. rest, indicating the normative act, link and article.

Additional leave for working pensioners

Currently existing legislation does not establish the right of retired employees who continue to exercise their labor functions to receive additional leave.

The only opportunity for them to receive this additional period of rest is if these people belong to the appropriate categories (Far North, for hazardous work conditions, long working hours) or to include conditions regarding this in the employment agreements concluded with them.

In addition, retired employees can take leave without pay for a total duration of two weeks annually. They may use such rest periods if necessary.

Additional leave for disabled people

The Labor Code of the Russian Federation for workers with a disability group determines the increased duration of basic annual leave - 30 days. In addition, they have the right to submit an application to management for leave without pay for a period of up to 60 days per year.

They are not included in the preferential category of citizens who have an additional right to leave. However, the administration of the enterprise, based on its existing financial capabilities, can, through its regulations, provide this period to working disabled people.

Additional leave for this category of citizens can be issued only if they work in conditions recognized as harmful, under conditions of irregular working hours.

In cases where the disability was the result of a work-related injury as a result of an accident in a given company, the employee may be granted additional leave.

Additional leave for health workers in 2021

Paid leave, provided additionally, can be issued only to strictly listed categories of health workers in accordance with the norms of federal regulations.

For example, if a health worker cares for patients diagnosed with AIDS. These employees of medical institutions may receive paid leave of an additional 14 days.

To combatants

Additional leave for combat veterans in 2021 has not been changed. Currently, all employees who have participated in combat operations in their service record are guaranteed by the state the right to additional vacation leave in the amount of 15 days.

They can attach it to the main one, take it separately, or split it into smaller periods. In addition, combatants can also take advantage of unpaid leave for a total duration of up to 35 days per year.

Additional paid leave for the special nature of the work and for other reasons

Such leave is provided to citizens who occupy special positions determined by the specifics of the duties performed. The list of employees entitled to such leave and the duration of the leave period are established by Government Decree No. 877 of December 10, 2002. The maximum duration of such leave, depending on the category of employees, is 3-7 days.

The duration of additional paid leave for employees who work on an irregular schedule is at least three days. If the organization is financed from the budget, then vacation time is established on the basis of a regulatory act of the Government of the Russian Federation. For employees who work in budgetary organizations of a constituent entity of the Russian Federation, the duration of the vacation period is determined by the executive authorities of the constituent entity of the Russian Federation. Budgetary organizations at the municipal level provide vacations to their employees on the basis of an act of the local government body.

The final dates of leave are formalized by departmental acts. It is not allowed to completely deprive an employee of vacation, replacing it with monetary compensation, even a high one. An employee must go on vacation for at least two weeks per year. Part-time leave can be granted in advance when the time of its occurrence does not coincide with the required rest at the main place of work. The duration of the vacation period for employees of the northern territories is 24 and 16 days, respectively.

Is it possible to combine main and additional vacations?

Existing legislation does not prohibit an employee who has the right to both basic and additional leave from combining these periods. In addition, an employee who has additional leave can split it into parts.

The main thing is to comply with the following conditions:

• At least one part of the vacation must be 14 days or more.
• Both parties to the employment relationship must agree and approve the possibility of splitting the leave into parts.

Let's consider a similar situation using an example:

The employee's annual leave is 28 days, in addition, he has the right to take additional leave for 9 days.

The total duration of the vacation period is 37 days. The employee can take them completely or break them into parts. Moreover, one of them will be at least 14 days. He can divide the rest again in accordance with his desire and the company’s ability.

This also includes his right to replace all or only part of this period with monetary compensation.

How long is the additional holiday in the Far North?

In general, workers in the Far North are assigned 24 days of additional paid leave, and workers in those parts of the country that are equivalent to it are assigned 16 days (Article 321 of the Labor Code of the Russian Federation). If the region in which a person works is not northern, but the law defines a regional coefficient and bonus for it, then the duration of the additional leave will be 8 days (Article 14 of the Law of the Russian Federation “On State Guarantees for Persons in the Far North” dated February 19, 1993 No. 4520-1 ).

Moreover, if the law establishes other privileges for certain categories of workers in the Far North in terms of determining the duration of rest, then they can supplement those reflected in Art. 321 Labor Code of the Russian Federation.

Thus, we noted above that law enforcement officers in the Far North, in accordance with paragraph 1 of Art. 57 of Law 342-FZ receive basic (extended) rest of 45 days. A worker entitled to this privilege by virtue of his status will also be able to take advantage of a separate additional rest period of 24 days on the basis of Art. 321 Labor Code of the Russian Federation.

How to arrange additional leave for an employee?

Let's take a closer look at the procedure for applying for additional leave.

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Step 1. Notifying the employee about the timing of the upcoming additional leave.

At the end of each year, a vacation schedule is approved for the next period, which includes additional vacations. However, the company must notify employees despite this.

In this case, the company administration informs the employee about the beginning, duration and end date of the upcoming vacation. If an employee takes basic and additional vacations at once, the notification must contain information about each of them. It is possible to combine two documents in one, or to draw up a notice for each type of leave.

There is no unified form for such a document. You can use letterhead on which a letter is drawn up to the employee, which must necessarily contain the type of leave, the start and end dates of this period, and the duration.

It is best to prepare the notice in two copies, and the employer’s copy must contain an introductory note from the employee confirming that he has read this document.

Attention! The employee must be notified of the start of vacation at least two weeks before it begins. Otherwise, the employee has the right to reschedule it to a more convenient time for him.

It is allowed to issue a vacation order at least two weeks before the vacation. Since the employee also signs it, notification of his leave is carried out by order of the manager.

In addition, if the vacation schedule provides another column for notification, then you can inform the employee about the start of his vacation using the approved schedule, and he must sign in this column.

Step 2. Drawing up an application by the employee

If vacation is granted according to the approved vacation schedule, then the employee’s drawing up of an application is not mandatory.

If the rest time differs from the one established by the schedule, or the exact dates are not recorded in it, then the employee is simply obliged to draw up an application and send it to the company management.

Many enterprises have ready-made templates for such documents, where the employee enters only his data. You can write the application by hand.

In it, the employee needs to indicate the start date of the vacation and its duration. Sometimes the text of the application makes reference to the corresponding article in the Labor Code of the Russian Federation, which gives the right to such leave.

Step 3. Issuance of the manager’s order

In order to issue a vacation and pay the employee all amounts due to him, it is necessary to issue an order from the manager about this. For this purpose, you can use a unified document: a vacation order in the T-6 form (for several T-6a employees) or use a company letterhead.

If the employee uses only additional leave, section “B” should be filled out in order T-6. When combining periods, information is entered into sections “A” and “B”. Section “B” in this case should contain the total indicators for both vacations.

Attention! When filling out the period of work that gives the employee the right to vacation, do not forget to indicate from what date and on what date it is used. You must also remember that the period of work is calculated not from the beginning of the year, but from the date of entry into the company, taking into account previously provided periods.

The leave order is signed by the manager, registered in the order book, and handed over to the employee for review. Based on this, vacation pay is subsequently paid.

Step 4. Drawing up a note-calculation for vacation

Along with the order, the personnel employee issues a note-calculation about the granting of leave, the front side of which duplicates the data from the leave order. To fill it out, you can use the standard T-60 form. It is filled out in the same manner as for the main vacation.

Then it is transferred to the accounting department, where the calculation specialist makes the appropriate samples necessary to determine the amounts of vacation pay.

The final stage of document preparation is to indicate in it the details of the payment documents for which the employee received the money.

Step 5. Payment of vacation pay to the employee

Just like with a regular vacation, payment according to the law must be made three days before it starts or within the same period from the moment the employee’s application is received. The last rule was introduced relatively recently.

Payments can be made earlier; there is no such prohibition, the main thing is not to violate the deadlines for issuance. Vacation pay can be given to the employee in cash from the cash register or transferred to his card account or bank account.

Step 6. Entering a vacation record in the employee’s personal card

When an employee enters the enterprise, a personal card in the T-2 form is created for him in the HR department. In Section VII “Vacation”, the relevant information should be entered on the basis of an order for such a period.

This section is a table where the relevant entries are sequentially entered: type of leave, time of work for which it is granted, start and end dates, as well as details of the corresponding order.

Important! It is recommended to reflect the end date of the vacation on the card after the employee returns to work. Because during this period he may fall ill or otherwise extend the leave granted to him. This will allow you to avoid subsequent corrections to your personal card in the future.

If an employee combines different types of leave, then each of them must be recorded on a separate line in this document.

Features of additional permission

Along with the main rest of 28 calendar days, the law establishes additional leaves (Labor Code of the Russian Federation, Article 116), and they are paid. In addition, there is the opportunity to take a break from work without pay. The employer has the right to approve other types of leaves at the enterprise (Part 2 of Article 116). The procedure and principles for their provision are determined in the collective agreement or other LNA. The opinion of the elected body of employees is taken into account without fail.

Thus, additional leaves can be paid or unpaid. The Labor Code of the Russian Federation and internal regulations of enterprises regulate their duration and procedure for provision. It should be remembered that organizations have the right to increase the number of days of rest, providing for this by local regulations. They should be issued in the same way as annual paid or administrative ones (without salary).

The deadline for payment of vacation pay is no later than three calendar days before it begins (for example, if the vacation begins on Monday, vacation pay must be transferred no later than Thursday).

For failure to provide additional days of rest, the employer is subject to liability in the form of fines in the amounts and manner established by Art. 5.27 Code of Administrative Offences.