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in a person acting on the basis of , hereinafter referred to as " Employer”, on the one hand, and gr. , passport: series , number , issued by , residing at the address: , hereinafter referred to as " Employee”, on the other hand, hereinafter referred to as the “Parties”, have concluded this agreement, hereinafter “ Treaty" about the following:
Employment contracts may be concluded:
1) for an indefinite period;
2) for a fixed period of not more than five years (fixed-term employment contract), unless another period is established by this Code and other federal laws. For more details, see Article 58 of the Labor Code of the Russian Federation
1. SUBJECT OF THE EMPLOYMENT CONTRACT
1.1. The employee is accepted to the Employer to perform work in a position in.
1.2. The employee is obliged to start work from "" 2020.
1.3. This employment contract comes into force from the moment it is signed by both parties and is concluded for an indefinite period.
1.4. The work under this contract is the main one for the Employee.
1.5. The place of work of the Employee is at: .
2. RIGHTS AND OBLIGATIONS OF THE PARTIES
2.1. The employee reports directly to the General Director.
2.2. The employee is obliged:
2.2.1. Perform the following duties: .
2.2.2. Comply with the Internal Labor Regulations established by the Employer, production and financial discipline, conscientiously treat the performance of their official duties specified in clause 2.2.1. of this employment contract.
2.2.3. Protect the property of the Employer, maintain confidentiality, not disclose information and information that is a trade secret of the Employer.
2.2.4. Do not give interviews, do not hold meetings and negotiations regarding the activities of the Employer, without the permission of his management.
2.2.5. Comply with the requirements of labor protection, safety and industrial sanitation.
2.2.6. Contribute to the creation of a favorable business and moral climate at work.
2.3. The employer undertakes:
2.3.1. Provide the Employee with work in accordance with the terms of this employment contract. The Employer has the right to require the Employee to perform duties (works) not stipulated by this employment contract, only in cases provided for by the labor legislation of the Russian Federation.
2.3.2. Ensure safe working conditions in accordance with the requirements of the Safety Regulations and labor legislation of the Russian Federation.
2.3.3. Pay for the work of the Employee in the amount established in clause 3.1. of this employment contract.
2.3.4. Pay bonuses, remuneration in the manner and on the conditions established by the Employer, provide financial assistance, taking into account the assessment of the personal labor participation of the Employee in the work of the Employer in the manner established by the Regulations on remuneration and other local acts of the Employer.
2.3.5. Carry out compulsory social insurance of the Employee in accordance with the current legislation of the Russian Federation.
2.3.6. To pay, in case of production necessity, in order to improve the qualifications of the Employee, his training.
2.3.7. Familiarize the Employee with the requirements of labor protection and the Internal Labor Regulations.
2.4. The employee has the following rights:
- the right to provide him with the work specified in clause 1.1. this employment contract;
- the right to timely and full payment of wages;
- the right to rest in accordance with the terms of this employment contract and the requirements of the law;
- other rights granted to employees by the Labor Code of the Russian Federation.
2.5. The employer has the right:
- encourage the Employee in the manner and in the amount provided for by this employment contract, the collective agreement, as well as the terms of the legislation of the Russian Federation;
- bring the Employee to disciplinary and material liability in cases provided for by the legislation of the Russian Federation;
- exercise other rights granted to him by the Labor Code of the Russian Federation.
3. CONDITIONS OF PAYMENT OF THE EMPLOYEE
3.1. For the performance of labor duties, the Employee is paid an official salary in the amount of rubles per month.
3.2. When performing work of various qualifications, combining professions, working outside the normal working hours, at night, weekends and non-working holidays, etc. The employee receives the appropriate additional payments:
3.2.1. Weekend work and non-working holidays are paid double.
3.2.2. An employee who performs for the same employer, along with his main job, stipulated by an employment contract, additional work in another profession (position) or performs the duties of a temporarily absent employee without being released from his main job, is paid an additional payment for combining professions (positions) or performing duties of a temporarily absent employee in the amount determined by the supplementary agreement to this contract.
3.2.3. Overtime work is paid for the first two hours of work at least one and a half times, for subsequent hours - at least twice the amount. At the request of the Employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.
3.3. Downtime due to the fault of the employer, if the Employee warned the employer in writing about the beginning of the downtime, is paid in the amount of at least two thirds of the average salary of the Employee. Downtime for reasons beyond the control of the employer and the Employee, if the Employee warned the employer in writing about the start of downtime, is paid in the amount of at least two thirds of the tariff rate (salary). Downtime due to the fault of the Employee is not paid.
3.4. The conditions and amounts of payment by the Company to the Employee of incentives are established in the collective labor agreement.
3.5. The Employer pays wages to the Employee in accordance with the "Regulations on wages" in the following order: .
3.6. Deductions may be made from the Employee's salary in cases stipulated by the legislation of the Russian Federation.
4. MODE OF WORKING TIME AND REST TIME
4.1. The employee is set a five-day working week with a duration of 40 (forty) hours. Days off are Saturday and Sunday.
4.2. During the working day, the Employee is given a break for rest and meals from 1:00 to 10:00, which is not included in working hours.
4.3. Labor of the Employee according to the position specified in clause 1.1. contract is carried out under normal conditions.
4.4. An employee is granted annual leave of 28 calendar days. Leave for the first year of work is granted after six months of continuous work in the Company. In cases provided for by labor legislation, at the request of the Employee, leave may be granted before the expiration of six months of continuous work in the Company. Leave for the second and subsequent years of work may be granted at any time of the working year in accordance with the order of granting annual paid holidays established in this Company .
4.5. For family reasons and other valid reasons, the Employee, upon his application, may be granted a short-term leave without pay.
5. SOCIAL INSURANCE OF THE EMPLOYEE
5.1. The employee is subject to social insurance in the manner and on the terms established by the current legislation of the Russian Federation.
6. WARRANTY AND REFUND
6.1. For the period of validity of this agreement, the Employee is subject to all guarantees and compensations provided for by the labor legislation of the Russian Federation, local acts of the Employer and this agreement.
7. RESPONSIBILITIES OF THE PARTIES
7.1. In the event of non-fulfillment or improper fulfillment by the Employee of his obligations specified in this agreement, violation of labor legislation, the Employer's internal labor regulations, other local regulations of the Employer, as well as causing material damage to the Employer, he shall bear disciplinary, material and other liability in accordance with the labor legislation of the Russian Federation.
7.2. The Employer bears material and other liability to the Employee in accordance with the current legislation of the Russian Federation.
7.3. In the cases provided for by law, the Employer is obliged to compensate the Employee for moral damage caused by illegal actions and (or) inaction of the Employer.
8. TERMINATION
8.1. This employment contract may be terminated on the grounds provided for by the current labor legislation of the Russian Federation.
8.2. The day of termination of the employment contract in all cases is the last day of the Employee's work, except for cases when the Employee did not actually work, but the place of work (position) was retained for him.
9. FINAL PROVISIONS
9.1. The terms of this employment contract are confidential and not subject to disclosure.
9.2. The terms of this employment contract are legally binding on the parties from the moment it is signed by the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.
9.3. Disputes between the parties arising from the performance of an employment contract are considered in the manner prescribed by the current legislation of the Russian Federation.
9.4. In all other respects that are not provided for by this employment contract, the parties are guided by the legislation of the Russian Federation governing labor relations.
9.5. The Agreement is made in two copies, having the same legal force, one of which is kept by the Employer, and the other by the Employee.
10. LEGAL ADDRESSES AND PAYMENT DETAILS OF THE PARTIES
Employer Jur. address: Postal address: TIN: KPP: Bank: Settlement/account: Corr./account: BIC:
Employee Registration: Postal address: Passport series: Number: Issued by: By: Phone:
11. SIGNATURES OF THE PARTIES
Employer _________________
Employee _________________
Employment contract 2020 sample free download with an employee, IP form
10.02.2020
The concept of "Employment contract" and "Parties to an employment contract" is defined in Article 56 of the Labor Code of the Labor Code of Russia (Labor Code of the Russian Federation). Labor contract- an agreement between the employer and the employee, according to which the employer undertakes to provide the employee with work according to the stipulated labor function, to ensure the working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms, the collective agreement, agreements, local regulations and this agreement , timely and in full to pay wages to the employee, and the employee undertakes to personally perform the labor function determined by this agreement in the interests, under the management and control of the employer, to comply with the internal labor regulations applicable to this employer.The parties to an employment contract are the employer and the employee.
Download: employment contract form, sample, form
The Labor Code does not define a specific form or model of an employment contract. Legislatively, only a form for micro-enterprises is defined (since 01/01/2017).
Download form (sample):
Other options for downloading an employment contract (all in word, doc):
Forms are exemplary.You can choose the most suitable form. Forms can be adjusted depending on the specific situation and needs. The contracts of an individual entrepreneur (individual entrepreneur), organization (LLC, OJSC, etc.) with an employee are presented. Formsemployment contract with the director, accountant, seller, driver, see this .
Model form of employment contract for micro-enterprises
Standard form of employment contract for micro-enterprisesapproved by Decree of the Government of the Russian Federation of August 27, 2016 No. 858 "On the standard form of an employment contract concluded between an employee and an employer - a small business entity that belongs to micro-enterprises",as amended by Decree of the Government of the Russian Federation of November 15, 2019 No. 1458 "On Amendments to Certain Acts of the Government of the Russian Federation".
The beginning of the document: 01/01/2017.
The beginning of the validity of the latest edition: 11/20/2019.
On changes in the form of TD in accordance with the resolutiondated November 15, 2019 No. 1458 (excerpt): In paragraphs 9.1.6 and 38 of the standard form of an employment contract concluded between an employee and an employer - a small business entity that belongs to micro-enterprises, approved by Decree of the Government of the Russian Federation of August 27, 2016 N 858 "On the standard form of an employment contract concluded between an employee and an employer - a small business entity that belongs to micro-enterprises" (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2016, N 36, Art. 5414), the words "insurance certificate of compulsory pension insurance" shall be replaced by the words "insurance number of an individual personal account in the system of individual (personalized) accounting".
New on the topic
New from 02/10/2020: If an employee wants to have a paper work book and an electronic work book, then he does not need to submit two applications. This conclusion was made by the experts of the company "1C". Source: www.buh.ru
clarified whether the employer is obliged to draw up or translate an employment contract into the native language of a foreign worker.
New from 12/27/2019: Rostrud experts explained whether an organization can conclude a preliminary labor contract that would oblige the parties to conclude a main labor contract in the future (Excerpt: labor legislation does not provide for the conclusion of a preliminary labor contract. Labor relations should be formalized only by an employment contract).
New from 04/04/2019: The Ministry of Labor of the Russian Federation, in a letter dated 03/07/2019 No. 14-2 / V-139, informs that the employer can dismiss the employee after the expiration of the employment contract, even during the period the employee is on vacation or during a period of temporary disability.
New from 12/28/2018: The Ministry of Labor in a letter dated November 12, 2018 No. 14-1 / OOG-8602 informs that the payment of wages ahead of schedule does not violate the rights of workers.
New from 12/14/2018: E Rostrud experts report thatonly a court can recognize a fixed-term employment contract as indefinitea fixed-term employment contract is concluded only on the grounds listed in Article 59 of the Labor Code of the Russian Federation.An employment contract concluded for a fixed period in the absence of sufficient grounds established by the court is considered concluded for an indefinite period (part 5 of article 58 of the Labor Code of the Russian Federation).
New from 12/14/2018: Omsk regionalthe court in the appeal ruling dated June 27, 2018 in case No. 33-4045 / 2018 allowed employers not to index the wages of employees (with regular payment of bonuses, etc.).
New from 12/06/2018: Rostrud experts explain that wage reduction during the probationary period is not allowed, according to the requirementspart 3 of article 70 of the Labor Code of the Russian Federation.
New from 10/30/2018: Rostrud experts in the report of Rostrud with guidance on compliance the mandatory requirements of the regulatory legal acts for the III quarter of 2018 are explained and reported:
When it is possible to extend the term of the employment contract with the help of an additional agreement;
When the employment contract includes the conditions for granting leave;
The position in the employment contract does not always have to correspond to qualification directories.
New from 07/31/2018: The Government of Russia in Decree No. 873 dated 07/26/2018 amended the standard form of an employment contract with the head of a state (municipal) institution.
New from 3/30/2018: MIntruder of the Russian Federation, in a letter dated March 21, 2018 No. 14-2 / V-191, clarifies whether the numbering of employment contracts is mandatory in a commercial organization, and which numbering system can be used.
New from 03/19/2018: The Ministry of Labor of the Russian Federation, in a letter dated 03/05/2018 No. 14-2 / V-148, clarified how the personnel registration of employees involved in work for which various restrictions are defined by laws is carried out.
New from 01/18/2018:The Ministry of Labor proposed to supplement the standard form of an employment contract with the head of a state (municipal) institution with new responsibilities. Draft resolution: regulation.gov.ru
New from 10/31/2017: The Ministry of Labor of Russia, in a letter dated 10/18/2017 No. 14-2 / V-935, clarifies the procedure for recovering from the employee the amounts spent on his training in the event of early termination of the employment contract.Excerpt: "In case of dismissal without good reason before the expiration of the period specified in the employment contract or in the training agreement at the expense of the employer, the employee is obliged to reimburse the costs incurred by the employer for his training."
New from 10/30/2017: The Ministry of Labor of the Russian Federation, in a letter dated October 19, 2017 N 14-2 / V-942, explained whether, when concluding an employment contract with an employee, it is possible to sign a separate agreement, according to which, within a year after dismissal, the employee undertakes not to be employed in competing companies (the Employer does not has the right to restrict the employment of former employees).
New from 10/30/2017: The Ministry of Labor of the Russian Federation, in a letter dated 10/18/2017 N 14-2 / V-935, clarifies how the termination of an employment contract concluded with a temporary worker is carried out while the main employee is on sick leave (when the term for terminating the employment contract is determined by the date on the sick leave).
New from 08/02/2017:
According to Rostrudfor the absence of mandatory conditions in the employment contract (article 57 of the Labor Code of the Russian Federation "Content of the employment contract") the employer faces a fine. For more details, see the message of Rostrud.
New from 07/13/2017:
The Ministry of Labor of Russia, in a letter dated June 30, 2017 No. 14-1 / V-591, explained which clauses a microenterprise can exclude from a standard employment contract. More on this one.
Commentary on the standard form of an employment contract for micro-enterprises(Source: government.ru)
Decree No. 858 of August 27, 2016 approved a standard form of an employment contract, which includes various options for filling out certain provisions and conditions. A standard form of an employment contract at micro-enterprises will help the manager to conclude it in accordance with the requirements of labor legislation and take into account the features associated with the performance of specific work related to a particular employee.
Prepared by the Ministry of Labor in pursuance of the list of instructions of the President of Russia following the meeting of the State Council on the development of small and medium-sized businesses, held on April 7, 2015 (No. Pr-815GS dated April 25, 2015, paragraph 4, subparagraph "b") and in order to implement the Federal Law of July 3, 2016 No. 348-FZ "On Amending the Labor Code of the Russian Federation in Part of the Specifics of Labor Regulation for Persons Working for Employers - Small Business Entities Classified as Micro-Enterprises" (hereinafter - Federal Law No. 348-FZ).
In accordance with Federal Law No. 348-FZ, an employer - a small business entity, which is classified as a micro-enterprise, has the right not to adopt local regulations containing labor law norms (internal labor regulations, regulations on wages, shift schedules, and others). At the same time, the terms and conditions, which, in accordance with the Labor Code, are regulated by local regulations, must be included in the employment contract, which is concluded on the basis of a standard form approved by the Government of Russia.
The signed resolution approved a standard form of an employment contract, which includes various options for filling out individual provisions and conditions. This will ensure flexibility in the regulation of labor relations, taking into account the specifics of the activities of a particular employer.
The standard form of the contract includes special conditions that apply to remote and home workers, which are not used in other cases.
A standard form of an employment contract at micro-enterprises will help the manager to conclude it in accordance with the requirements of labor legislation and take into account the features associated with the performance of specific work related to a particular employee.
The implementation of the resolution will reduce the volume of document flow and increase the level of protection of the labor rights of employees working for employers - small businesses that are classified as micro-enterprises.
The employment contract specifies:
last name, first name, patronymic of the employee and the name of the employer (last name, first name, patronymic of the employer - an individual) who entered into an employment contract;
information about the documents proving the identity of the employee and the employer - an individual;
taxpayer identification number (for employers, with the exception of employers - individuals who are not individual entrepreneurs - individual entrepreneurs);
information about the representative of the employer who signed the employment contract, and the basis by virtue of which he is endowed with the appropriate authority;
place and date of conclusion of the employment contract.
The following conditions are mandatory for inclusion in an employment contract:
place of work, and in the case when an employee is hired to work in a branch, representative office or other separate structural unit of the organization located in another locality, the place of work indicating the separate structural unit and its location;
labor function (work according to the position in accordance with the staff list, profession, specialty, indicating qualifications; a specific type of work assigned to the employee). If in accordance with this Code, other federal laws, the provision of compensations and benefits or the presence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the names of these positions, professions or specialties and qualification requirements for them must correspond to the names and requirements specified in qualification reference books approved in the manner established by the Government of the Russian Federation, or the relevant provisions of professional standards;
the date of commencement of work, and in the case when a fixed-term employment contract is concluded, also the term of its validity and the circumstances (reasons) that served as the basis for concluding a fixed-term employment contract in accordance with this Code or other federal law;
terms of remuneration (including the size of the tariff rate or salary (official salary) of the employee, additional payments, allowances and incentive payments);
the mode of working time and rest time (if for this employee it differs from the general rules in force for this employer);
guarantees and compensations for work with harmful and (or) dangerous working conditions, if the employee is hired in appropriate conditions, indicating the characteristics of working conditions at the workplace;
conditions that determine, if necessary, the nature of work (mobile, traveling, on the road, other nature of work);
working conditions in the workplace;
a condition on compulsory social insurance of an employee in accordance with this Code and other federal laws;
other conditions in cases provided for by labor legislation and other regulatory legal acts containing labor law norms.
If, when concluding an employment contract, it did not include any information and (or) conditions from among those provided for in parts one and two of this article, then this is not a basis for recognizing the employment contract as not concluded or terminating it. The employment contract must be supplemented with missing information and (or) conditions. In this case, the missing information is entered directly into the text of the employment contract, and the missing conditions are determined by the appendix to the employment contract or by a separate agreement of the parties, concluded in writing, which are an integral part of the employment contract.
The employment contract may provide for additional conditions that do not worsen the position of the employee in comparison with the established labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, local regulations, in particular:
on the specification of the place of work (indicating the structural unit and its location) and (or) on the workplace;
about the test;
on non-disclosure of legally protected secrets (state, official, commercial and other);
on the obligation of the employee to work after training for at least the period established by the contract, if the training was carried out at the expense of the employer;
on the types and conditions of additional employee insurance;
on improving the social and living conditions of the employee and members of his family;
on clarifying, in relation to the working conditions of this employee, the rights and obligations of the employee and the employer established by labor legislation and other regulatory legal acts containing labor law norms;
on additional non-state pension provision for an employee.
By agreement of the parties, the employment contract may also include the rights and obligations of the employee and the employer established by labor legislation and other regulatory legal acts containing labor law norms, local regulations, as well as the rights and obligations of the employee and the employer arising from the terms of the collective agreement, agreements . Failure to include in the employment contract any of the specified rights and (or) obligations of the employee and the employer cannot be considered as a refusal to exercise these rights or fulfill these obligations.
Employment contracts may be concluded:
1) for an indefinite period;
2) for a fixed period of not more than five years (fixed-term employment contract), unless another period is established by this Code and other federal laws. For more details, see Article 58 of the Labor Code of the Russian Federation
concept Fixed-term employment contract introduced in Article 59 of the Labor Code of the Russian Federation.
According to article 60 of the Labor Code of the Russian Federation Prohibition to demand the performance of work not stipulated by the employment contract, except as provided for by this Code and other federal laws.
Article 60.1. The Labor Code of the Russian Federation defines the concept Part-time work
The employee has the right to conclude employment contracts on the performance, in his spare time from his main job, of another regular paid job with the same employer (internal part-time job) and (or) with another employer (external part-time job). Features of labor regulation of persons working part-time are determined by Chapter 44 of this Code.
Article 60.2. The Labor Code of the Russian Federation refers to: Combination of professions (positions). Expansion of service areas, increase in the volume of work. Fulfillment of the duties of a temporarily absent employee without release from work specified in the employment contract
Article 61 of the Labor Code of the Russian Federation defines:Entry into force of the employment contract
An employment contract shall enter into force from the day it is signed by the employee and the employer, unless otherwise provided by this Code, other federal laws, other regulatory legal acts of the Russian Federation or the employment contract, or from the day the employee is actually admitted to work with the knowledge or on behalf of the employer or his employer. authorized representative.
The employee is obliged to start performing labor duties from the day specified in the employment contract.
If the employment contract does not specify the day of commencement of work, the employee must start work on the next working day after the entry into force of the contract.
If the employee did not start work on the day of commencement of work, established in accordance with the second or third part of this article, the employer has the right to cancel the employment contract. The canceled employment contract is considered not concluded. Cancellation of an employment contract does not deprive the employee of the right to receive mandatory social insurance in the event of an insured event in the period from the date of conclusion of the employment contract until the day of its cancellation.
Appendix 3
Labor contract
(sample)
_______________________________________________________
(full name with indication of organizational and
legal form) represented by a representative of the employer (position, full name)
acting on the basis of the Charter (power of attorney, local normative act) hereinafter referred to as "Employer", one side, and ____
_______________________________________________________
(FULL NAME.)
hereinafter referred to as "Employee", on the other hand, have concluded, in accordance with the Labor Code of the Russian Federation, this Employment Agreement on the following:
- General provisions
1.1. Employee ____________________________________
is hired _________________________________
(place of work, separate structural unit and its postal address and full name of the legal entity) to perform a labor function (work according to the position in accordance with the staffing table) qualifications (qualification category)
Start date ____________________________________
(day month Year)
on probation _______________________________
(up to 3 months)
The term of the employment contract ______________________
_________________________________________________________ (indefinite, urgent, reasons for his conclusion)
Work is ________________________________________
(main, part-time)
- Salary
2.1. The employee is paid a salary of _______________________________________________
(fixed amount or consisting of a salary and a bonus, or allowances for high qualifications, or for work in connection with hazardous and especially difficult working conditions and other additional payments)
Wages are paid to the Employee at least every half a month, on the days determined by the Internal Labor Regulations.
2.2. By agreement of the parties, the size and system of remuneration may be revised.
2.3. The Employee is fully covered by the benefits and guarantees established for employees of this organization by the legislation of the Russian Federation, industry regulations and the collective agreement.
2.4. The employee is subject to all types of insurance for the period of validity of this employment contract.
- Working and rest conditions
3.1. The employee is set _________________
__________________________________________________
(non-standardized working day, with the summed accounting of working hours with an indication of the accounting period)
3.2. The worker is given a schedule of working hours and rest time. (if it does not coincide with the general regime of work and rest in force for this employer):
part-time work __________________________________
on a flexible schedule _____________________________________
3.3. The employee is entitled to annual leave of the following duration:
Main - 28 calendar days
Additional:
For harmful working conditions _____ calendar days
For an irregular working day ____ calendar days
For other reasons (under a collective agreement, tariff agreement) ___ calendar days.
3.4. Leave is provided in accordance with the vacation schedule.
The employment contract may provide for additional conditions:
On non-disclosure of legally protected secrets _________________________________________________________ (official, commercial, etc.)
On the obligation of the employee to work after training for at least the period established by the contract, if the training was carried out at the expense of the employer;
On improving the social and living conditions of the employee and his family members;
Other terms of the contract related to the specifics of labor __________________________________________________;
(material liability)
Other conditions that improve the position of the Employee in comparison with the Labor Code of the Russian Federation, other regulations, the collective agreement).
- Responsibility of the parties
4.1. The employee bears disciplinary responsibility for failure to perform or improper performance of his duties.
4.2. The employer is responsible for the performance of his duties, in accordance with the Labor Code and the Code of Administrative Offenses of the Russian Federation.
- The validity of the employment contract
5.1. The employment contract comes into force from the moment it is signed by the employee and the employer, the terms of the TD can only be changed by agreement of the parties in the form of an additional agreement signed by both parties, which will be an integral part of this contract.
5.2. The employment contract is made in two copies, having the same legal force.
Employer: Employee:
(signature)(signature)
M.P. Mailing address
Legal addressPassport detailsPostal address: TIN
"__" _______________200_ g
Appendix : - 1 copy.
Familiarization sheet with local regulations:
Job description
Internal labor regulations
Collective agreement
Other local regulations of the organization.
The second copy of the contract was handed over to the employee _________________________________________________
"__" ___________ 200_ ________ signature
Appendix 4
Employer's liability for violation
terms of payment of wages and other amounts due to the employee
according to the Criminal Code of the Russian Federation:
Article 145.1. Non-payment of wages, pensions, scholarships, allowances and other payments
1. Failure to pay more than two months of wages, pensions, scholarships, allowances and other payments established by law, committed by the head of an enterprise, institution or organization, regardless of the form of ownership out of mercenary or other personal interest, is punishable by a fine in the amount of up to 80 thousand rubles or in the amount of salary or other income of the convicted person for a period of up to six months, or by deprivation of the right to hold certain positions or engage in certain activities for a term of up to five years, or by deprivation of liberty for a term of up to two years.
2. The same act that caused grave consequences, is punishable by a fine in the amount of 100,000 to 300,000 roubles, or in the amount of the wage or salary, or any other income of the convicted person for a period of one to two years, or by deprivation of liberty for a term of three to seven years, with deprivation of the right to hold certain positions or engage in certain activities for up to three years or without it.
according to the code of the Russian Federation on administrative offenses:
Article 5.27. Violation of labor and labor protection legislation
1. Violation of the legislation on labor and labor protection - shall entail the imposition of an administrative fine on officials in the amount of from five to fifty times the minimum wage; on persons engaged in entrepreneurial activities without forming a legal entity - from five to fifty times the minimum wage or an administrative suspension of activities for a period of up to ninety days; on legal entities - from three hundred to five hundred times the minimum wage or an administrative suspension of activities for a period of up to ninety days.
2. Violation of the legislation on labor and labor protection by an official who was previously subjected to administrative punishment for a similar administrative offense -
entails disqualification for a period of one to three years.
Appendix 5
List of regulatory legal acts of the USSR, legislative acts (provisions of legislative acts) of the Russian Federation, recognized by Federal Law No. 90-FZ as invalid
on the territory of the Russian Federation
or invalid
1. Normative legal acts of the USSR:
1) Decree of the Presidium of the Supreme Soviet of the USSR of December 13, 1956 "On strengthening the labor protection of adolescents";
2) Law of the USSR of February 11, 1957 "On approval of the Decree of the Presidium of the Supreme Soviet of the USSR "On strengthening the labor protection of adolescents";
3) Law of the USSR of May 7, 1960 "On the completion of the transfer in 1960 of all workers and employees to a seven- and six-hour working day";
4) Law of the USSR of July 15, 1970 N 2-VIII "On the approval of the Fundamentals of the legislation of the USSR and the Union republics on labor";
5) Decree of the Presidium of the Supreme Soviet of the USSR of August 10, 1973 N 4629-VIII "On Amending Part Two of Article 102 of the Fundamentals of Labor Legislation of the USSR and Union Republics";
6) paragraph three of the Law of the USSR of December 14, 1973 N 5190-VIII "On approval of the Decrees of the Presidium of the Supreme Soviet of the USSR, introducing some changes to the current legislation of the USSR";
7) Decree of the Presidium of the Supreme Soviet of the USSR of September 24, 1974 N 310-IX "On the working conditions of workers and employees engaged in seasonal work";
8) Law of the USSR of December 20, 1974 N 769-IX "On approval of the Decrees of the Presidium of the Supreme Soviet of the USSR "On the working conditions of workers and employees engaged in seasonal work" and "On the working conditions of temporary workers and employees" in the part related to the Decree of the Presidium of the Supreme Soviet of the USSR of September 24, 1974 N 310-IX "On the working conditions of workers and employees engaged in seasonal work";
9) Decree of the Presidium of the Supreme Soviet of the USSR of July 13, 1976 N 4204-IX "On approval of the Regulations on the material liability of workers and employees for damage caused to an enterprise, institution, organization";
10) Law of the USSR of October 29, 1976 N 4699-IX "On approval of the Decree of the Presidium of the Supreme Soviet of the USSR "On approval of the Regulations on the liability of workers and employees for damage caused to an enterprise, institution, organization";
11) Law of the USSR of October 7, 1977 N 6366-IX "On the announcement of the day of the adoption of the Constitution (Basic Law) of the USSR as a national holiday";
12) Article 6 of the Law of the USSR of October 7, 1977 N 6367-IX "On the Procedure for Enacting the Constitution (Basic Law) of the USSR";
13) Decree of the Presidium of the Supreme Soviet of the USSR of January 7, 1980 N 1369-X "On Amendments to Article 16 of the Fundamentals of Labor Legislation of the USSR and the Union Republics";
14) Decree of the Presidium of the Supreme Soviet of the USSR of March 12, 1980 N 1728-X "On the Introduction of Amendments and Additions to the Fundamentals of Labor Legislation of the USSR and Union Republics";
15) paragraphs three and six of the Law of the USSR of June 25, 1980 N 2362-X "On approval of the Decrees of the Presidium of the Supreme Soviet of the USSR on the introduction of amendments and additions to the Fundamentals of the legislation of the USSR and the union republics on labor, to the Fundamentals of the land legislation of the USSR and the union republics and in Fundamentals of Water Legislation of the USSR and Union Republics";
16) Article 1 of the Decree of the Presidium of the Supreme Soviet of the USSR of September 2, 1981 N 5571-X "On measures to strengthen state assistance to families with children";
17) Article 1 of Decree of the Presidium of the Supreme Soviet of the USSR of May 5, 1982 N 7058-X "On Amendments to the Fundamentals of Legislation of the USSR and Union Republics on Labor and Other Legislative Acts of the USSR" in the part relating to the Fundamentals of Legislation of the USSR and Union Republics on labor;
18) articles 9, 15 and 17 of Decree of the Presidium of the Supreme Soviet of the USSR of January 26, 1983 N 8723-X "On Amendments to Certain Legislative Acts of the USSR on Civil Relations, Marriage and Family, Labor and Social Security";
19) Law of the USSR of June 17, 1983 N 9500-X "On labor collectives and increasing their role in the management of enterprises, institutions, organizations";
20) Decree of the Supreme Soviet of the USSR of June 17, 1983 N 9501-X "On the Enactment of the Law of the USSR "On Labor Collectives and Increasing Their Role in the Management of Enterprises, Institutions, Organizations";
21) articles 1 and 4 of the Decree of the Presidium of the Supreme Soviet of the USSR of August 12, 1983 N 9814-X "On the introduction of amendments and additions to certain legislative acts of the USSR";
22) Decree of the Presidium of the Supreme Soviet of the USSR of November 16, 1983 N 10291-X "On Amendments to Article 13 of the Regulations on the Material Liability of Workers and Employees for Damage Caused to an Enterprise, Establishment, Organization";
23) paragraph eleven of the Law of the USSR of December 29, 1983 N 10575-X "On approval of the Decrees of the Presidium of the Supreme Soviet of the USSR on the introduction of amendments and additions to certain legislative acts of the USSR";
24) Decree of the Presidium of the Supreme Soviet of the USSR of May 19, 1986 N 4679-XI "On the introduction of amendments and additions to certain legislative acts of the USSR on labor";
25) paragraphs 2 and 7 of Article 6 of Decree of the Presidium of the Supreme Soviet of the USSR of May 23, 1986 N 4719-XI "On strengthening the fight against the extraction of unearned income";
26) paragraph seven of the Law of the USSR of June 19, 1986 N 4923-XI "On approval of the Decrees of the Presidium of the Supreme Soviet of the USSR on the introduction of amendments and additions to certain legislative acts of the USSR";
27) Article 2 of Decree of the Presidium of the Supreme Soviet of the USSR of October 14, 1986 N 5878-XI "On some change in the procedure for collecting alimony for minor children";
28) Decree of the Presidium of the Supreme Soviet of the USSR of September 2, 1987 N 7639-XI "On the expansion of benefits for working pregnant women and women with young children";
29) paragraph six of the Law of the USSR of October 20, 1987 N 7884-XI "On approval of the Decrees of the Presidium of the Supreme Soviet of the USSR on the introduction of amendments and additions to certain legislative acts of the USSR";
30) Article 1 of Decree No. 8430-XI of February 4, 1988 of the Presidium of the Supreme Soviet of the USSR "On the introduction of amendments and additions into the legislation of the USSR on labor related to the restructuring of economic management";
31) Article 1 of Decree of the Presidium of the Supreme Soviet of the USSR of March 29, 1988 N 8695-XI "On the introduction of amendments and additions to certain legislative acts of the USSR on labor";
32) Article 4, Section I of the Law of the USSR of May 22, 1990 N 1501-1 "On the Introduction of Amendments and Additions to Certain Legislative Acts of the USSR on Issues Concerning Women, Family and Childhood";
33) Law of the USSR of December 10, 1990 N 1818-1 "On trade unions, rights and guarantees of their activities";
34) Decree of the Supreme Soviet of the USSR of December 10, 1990 N 1819-1 "On the Enactment of the Law of the USSR "On Trade Unions, Rights and Guarantees of Their Activities";
35) Article 4, Section I of the Law of the USSR of March 5, 1991 N 2000-1 "On Amendment and Repeal of Certain Legislative Acts of the USSR on State Assistance to Families with Children";
36) Law of the USSR of March 11, 1991 N 2016-1 "On the procedure for resolving individual labor disputes";
37) Article 1 of the Law of the USSR of May 12, 1991 N 2151-1 "On the introduction of amendments and additions to the legislative acts of the USSR on labor";
38) Decree of the Supreme Soviet of the USSR of May 12, 1991 N 2152-1 "On the Enactment of the USSR Law "On the Procedure for Resolving Individual Labor Disputes" and the USSR Law "On Amendments and Additions to the Legislative Acts of the USSR on Labor";
39) Decree of the Supreme Soviet of the USSR of May 20, 1991 N 2180-1 "On the Enactment of the Law of the USSR "On the Procedure for Resolving Collective Labor Disputes (Conflicts)".
2. Legislative acts (regulations
legislative acts) of the Russian Federation:
1) Law of the Russian Federation of March 11, 1992 N 2490-1 "On collective agreements and agreements";
2) Decree of the Supreme Council of the Russian Federation of March 11, 1992 N 2491-1 "On the Procedure for Enacting the Law of the Russian Federation "On Collective Agreements and Agreements";
3) Decree of the Supreme Council of the Russian Federation of April 21, 1992 N 2706-1 "On holidays on May 1, 2 and 9";
4) Decree of the Supreme Council of the Russian Federation of June 11, 1992 N 2981-1 "On the holiday on June 12";
5) Decree of the Supreme Council of the Russian Federation of July 17, 1992 N 3328-1 "On the Enactment of the Law of the Russian Federation "On Amendments and Additions to the Code of Labor Laws of the RSFSR";
6) Decree of the Supreme Council of the Russian Federation of December 24, 1992 N 4214-1 "On approval of the Rules for compensation by employers of harm caused to employees by injury, occupational disease or other damage to health associated with the performance of their labor duties";
7) Federal Law of November 23, 1995 N 175-FZ "On the procedure for resolving collective labor disputes";
8) Federal Law No. 176-FZ of November 24, 1995 "On the Introduction of Amendments and Additions to the Law of the Russian Federation "On Collective Agreements and Agreements";
9) Article 2 of the Federal Law of November 24, 1995 N 180-FZ "On the introduction of amendments and additions to the legislative acts of the Russian Federation on compensation by employers for harm caused to employees by injury, occupational disease or other damage to health associated with the performance of their labor duties";
10) Federal Law No. 93-FZ of May 1, 1999 "On Amendments to Article 20.1 of the Law of the Russian Federation "On Collective Contracts and Agreements";
11) Federal Law of July 17, 1999 N 181-FZ "On the basics of labor protection in the Russian Federation";
12) Federal Law No. 142-FZ of November 6, 2001 "On Amendments and Additions to Article 16 of the Federal Law "On the Procedure for Resolving Collective Labor Disputes";
13) Federal Law No. 53-FZ of May 20, 2002 "On Amending Articles 5, 6 and 21 of the Federal Law "On the Fundamentals of Labor Protection in the Russian Federation";
14) Article 48 of Federal Law No. 15-FZ of January 10, 2003 "On the Introduction of Amendments and Additions to Certain Legislative Acts of the Russian Federation in Connection with the Adoption of the Federal Law "On Licensing Certain Types of Activities";
15) Article 9 of Federal Law No. 58-FZ of June 29, 2004 "On Amendments to Certain Legislative Acts of the Russian Federation and Recognition of Certain Legislative Acts of the Russian Federation as Invalid in Connection with the Implementation of Measures to Improve Public Administration";
16) Article 19 of the Federal Law of May 9, 2005 N 45-FZ "On Amendments to the Code of the Russian Federation on Administrative Offenses and Other Legislative Acts of the Russian Federation, as well as on Recognizing Some Provisions of Legislative Acts of the Russian Federation as invalid".
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The new edition of the Labor Code of the Russian Federation:
The Trade Unionist's Quick Reference Guide
- Sample. Order head of the organization indexing amounts of damages ( indexing in connections with the federal law of November 24, 1995 No. 180-fz)
Employment contract, contract → Sample. Order of the head of the organization on the indexation of the amount of compensation for harm (indexation in connection with the federal law of November 24, 1995 No. 180-fz)
indexing in connections with federal law of November 24, 1995 no. 180-fz order about indexing amounts of compensation for harm no. date in connections with an industrial injury received at work, the amount of compensation ...
- Sample. Order head of the organization indexing damages (if indexing damages)
Employment contract, contract → Sample. Order of the head of the organization on the indexation of the amount of compensation for harm (when indexing the amount of compensation for harm)
at indexing amounts of damages order about indexing amounts of compensation for harm no. the date by order no. from in compensation for harm caused by a labor injury c. ...
- Sample. Order about dismissal in connections with the expiration of the contract
Employment contract, contract → Sample. Letter of resignation due to the expiration of the contract
Murmansk 07.08.97 order n 1. Boris Aronovich Kryuchkin - senior legal adviser, dismissed in connections with the expiration of the contract concluded with ...
- Wording orders about dismissal in connections with the fact of petty theft admitted at the place of work
Employment contract, contract → Formulation of the dismissal order in connection with the fact of petty theft admitted at the place of work
According to paragraph 8 of Art. 33 wording orders about dismissal may be the next mountains. Moscow May 15, 1996 order n 1. Anatoly Petrovich Nozdrachev, program...
- Sample. Order about dismissal in connections with the fact that the test period has not been met
Employment contract, contract → Sample. Letter of dismissal due to the fact that the probationary period has not been met
order n Vladimir 10/17/95 1. Valery Nikolaevich Petrov - the accountant of the settlement department, to be dismissed from October 18, 1995, ...
- Sample. Order about dismissal in connections with the call to the armed forces of the Russian Federation
Employment contract, contract → Sample. Order of dismissal in connection with the draft into the armed forces of the Russian Federation
order n 29.04.95 city. moscow 1. sidorenko nikolay vadimovich - manager, dismissed in connections with the call to the armed forces ...
- Order on state farm on consideration of the application for dismissal from state farms connections with the organization of the peasant economy
Employment contract, contract → State farm order on consideration of an application for dismissal from state farms in connection with the organization of a peasant economy
order n on the state farm (name of the farm) "" 20 on the consideration of the application of comrade. (f., i., o.) (position, place of work, ...
- Statement of claim for indexing salary 2
Claims, complaints, petitions, claims → Claim for indexation of wages 2
Statement of claim for indexing salary I am in an employment relationship with the defendant. in accordance with by order(employment contract, day / month / year, number) I hold the position (name). in accordance with Art. 134 labor code...
- Statement of claim for indexing amounts awarded
Statements of claim, complaints, petitions, claims → Statement of claim for indexation of the amounts awarded
Chenia, i.e. the amount recovered by the court, actually recovered on (date) (not actually recovered) the amount has lost its previous purchasing power and, in accordance with Article 12 of the Civil Code of the Russian Federation and Article 208 of the Code of Civil Procedure of the Russian Federation, the value of the amount recovered needs to be indexing. please make...
- Sample. Order connections with injury, occupational disease or other damage to health, related with the performance of labor duties (in the case of the initial assignment of compensation to the victim)
Employment contract, contract → Sample. Order of the head of the organization on compensation for harm in connection with an injury, occupational disease or other damage to health associated with the performance of labor duties (with the initial assignment of compensation to the victim)
at the initial appointment of compensation to the victim order on compensation for damages connections with injury, occupational disease or other damage to health, related with completed...
- Statement of claim for indexing the amounts awarded in accordance with Art. 208 Code of Civil Procedure of the Russian Federation
Statements of claim, complaints, petitions, claims → Statement of claim for indexation of the amounts awarded in accordance with Art. 208 Code of Civil Procedure of the Russian Federation
I executed the court decision by transferring the entire amount only months later - “” 20. During this time, the purchasing power of the sums of money due to me as a result of inflation has significantly decreased. on the basis of Art. 208 gpk rf please produce...
- Statement of claim for indexing wages
Claims, complaints, petitions, claims → Claim for indexation of wages
Name of court Plaintiff: Address: Defendant: Address: Statement of Claim for indexing wages for 2009-2010 I am Garipov Nail Galimzyanovich - from September 2001 to the present I have been...
- Sample. Execution control book orders about the inventory order Ministry of Finance of the Russian Federation dated 13.06.95 No. 49)
Documents of office work of the enterprise → Sample. The book of control over the execution of orders for the inventory (order of the Ministry of Finance of the Russian Federation dated 13.06.95 No. 49)
application no. 2 to the guidelines for the inventory of property and financial obligations, approved by order Ministry of Finance of the Russian Federation dated June 13, 1995 no. 49 +-+ order composition of inventory- start of inventory-windows...
- Sample. Order the head of the organization on compensation for harm in connections with injury or other damage to health, related with the performance of labor duties (when extending the payment of compensation for harm to the victim)
Employment contract, contract → Sample. Order of the head of the organization on compensation for harm in connection with injury or other damage to health associated with the performance of labor duties (when extending the payment of compensation for harm to the victim)
when extending the payment of compensation for harm to the victim order on compensation for damages connections with injury or other damage to health, related with the performance of labor duties (on ...
- Sample. Order on conducting an inventory of property and financial obligations ( order Ministry of Finance of the Russian Federation dated 13.06.95 No. 49)
Financial statements, accounting → Sample. Order on conducting an inventory of property and financial obligations (Order of the Ministry of Finance of the Russian Federation dated 13.06.95 No. 49)
application no. 1 to the guidelines for the inventory of property and financial obligations, approved by order Ministry of Finance of the Russian Federation dated June 13, 1995 no. 49 order no. (decree, order) ...
