Maximum allowable work time during the day and week is established by law, in particular, the Labor Code (Article 91 of the Labor Code of the Russian Federation).

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But exactly at what time employees start work, finish it, go on a break, that is, what will be the working hours, each employer decides on his own. It comes from the needs of the organization.

If the regime is the same for all employees, then it is enshrined in the Internal Labor Regulations (PVTR). And with this document, each employee entering the work gets acquainted with the signature.

If for some workers the work order is different, this is written in them.

For example, in an organization, the working day starts at 8:30 and lasts until 17:30. It includes a one and a half hour break from 12 to 13-30 This is indicated in the relevant paragraph of the PVTR. However, system administrator Ivanov works from 10 am to 8 pm and has lunch from 3 to 5 pm. This is agreed in advance and recorded in his contract with the employer. He is not obliged to comply with this item of the schedule and come to 8-00.

When is a document required?

The law does not prohibit an employer from changing working hours. As a rule, the features of business processes become the basis for such a decision.

The reform can affect both the entire organization as a whole, and individual departments or even employees. But it is necessary to correctly design such a change. In addition, the introduced changes should not lead to a deterioration in working conditions and the situation of workers.

The change in working hours is introduced by a local document - an order. But its content and the order of approval depend on where exactly the acting on this moment working hours.

There can be three options:

• the regime is the same for everyone and is registered only in the PWTR;
• the regime is the same for everyone and is spelled out in the PWTR and the employment contract;
• the regime is individual and is included only in the employment contract.

Routine rules have a special order of approval. It is described in Art. 190 TK. Employees, through their representatives (trade union), participate in the discussion of its conditions.

The document agreed with them is approved by order. Any changes in the PVTR are also drawn up. If the Rules serve as an annex to, then their changes are subject to the rule of Art. 44 TK.

Another option for changing working hours is the will of the employer. But not in any case, but only if this is due to the reasons set out in Art. 74 TK.

Changes in working conditions must be justified by objective changes in the work process, technological, organizational, or a combination of them. This should also be reflected in the order.

Changes to the employment contract, including those related to working hours, are made by agreement of both parties (Article 72 of the Labor Code).

The agreement reached must be recorded in writing in the form. Otherwise, such innovations are illegal and the employee has the right to seek protection of his rights through the labor inspectorate or the court.

Reasons for compiling

The grounds for issuing an order to change working hours in this way will be:

• written consent of the employee and an additional agreement drawn up in accordance with all the rules;
• a new version of the PWTR adopted as a result of collective bargaining, reflecting changes in working conditions in the organization (organizational or technological).

Who makes the decision?

The decision on all changes, including working hours, is made by the manager. This is within his jurisdiction.

But there are two important points here.

If we are talking about introducing new conditions into the employment contract, then a written agreement with the employee is required (Article 72 of the Labor Code). Well, the procedure for adopting the PVTR, in accordance with Art. 190 of the Labor Code, requires the coordination of new working hours with the trade union or other representatives of employees.

The sole decision of the head, taken in violation of these requirements, will be the reason for a labor dispute.

Rules for issuing an order to change the working hours

An order to change working hours, like any administrative document, must have the required details:

• Name of the organization;
• document type;
• date of compilation;
• serial number;
• title;
• main text;
• manager's signature;
• necessary approvals.

Main sections

As for the content of the order, it consists of several important blocks:

• justification of the introduced changes (an agreement with the employee or a change in working conditions);
• abolition of the old regime;
• a full description of the new working hours;
• the period of its introduction;
• an instruction to warn employees in advance about changes in their working conditions.

Document Form

Like any important document, an order to change working hours is drawn up in writing.

Its original, signed by the head, is stored in general department or in the personal file of the employee (if we are talking about).

Documents issued on its basis will also be written: notifications and additional agreements.

Sample order (example of drafting)

Here is a sample order to change the working hours for the entire organization:

If we are talking about changing working hours for a particular employee, then it is imperative to draw up an order and conclude a written agreement on changes to the employment contract.

Order:

The main text of such a document would be as follows:» the working hours are set from 09-00 to 17-30 with a break from 12-30 to 13-00 lasting 30 (thirty) minutes.

Additional agreement example:

Important nuances

It is not enough to draw up and sign an order to change working hours. A number of legal requirements must be met. Namely, employees need to be notified of upcoming changes. And this must be done no later than two months before the introduction of the new regime (Article 74 of the Labor Code).

That is, if the order says that the changes are introduced from December 1, then the order is signed not on November 30, but at least on October 1, and even earlier. Then, on its basis, additional agreements are drawn up with employees.

Notification example:

How to familiarize employees?

Employees must be familiarized with the introduced changes against signature. But it is not placed on an order, but on an individual written notice that each of them receives.

This document prescribes the reason for the changes, the period for their introduction and information about the consequences of the employee's refusal to work in this mode (according to clause 7, part 1, article 77 of the Labor Code).

The employee either receives a notice in his hands, or refuses to do so. In this case, an act is drawn up. In this case, the notice shall be read orally.

A notice to a resigned or absent employee may also be sent by mail to the address specified in the employment contract. In this case, the employer is considered to have fulfilled its obligation to timely warn subordinates.

How much and where should be stored?

Main normative document, determining the terms of storage of administrative documents, is the List of standard documents, approved. Rosarkhiv in 2000

Order

"___"________ ____ G.

On the introduction of shift work

In connection with the production need and due to ________________ (increase in output, __________________________________________________________________________, increase in the length of time for servicing buyers, customers, etc.) and also in accordance with Art. 103 Labor Code I order the Russian Federation: 1. Starting from "___" ________ ____, enter for _____________________________ (categories of employees)

shift work, including:

In 2 shifts, the duration of the shift is _______ hours;

In 2 shifts, the duration of the shift is _______ hours.

2. In case of shift work, set the working time for employees ___ hours per week in accordance with the shift schedule approved by the Employer: in two, three or four shifts.

3. Approve:

1 shift: start - ___ hours ___ minutes; end - ___ hours ___ minutes;

2nd shift: start - ___ hours ___ minutes; end - ___ hours ___ minutes;

3rd shift: start - ___ hours ___ minutes; end - ___ hours ___ minutes;

4th shift: start - ___ hours ___ minutes; end - ___ hours ___ minutes.

4. During the working day, establish for employees a break for rest and meals for a duration of ___________, which is not included in working hours.

5. Provide employees with annual paid leave lasting _________________ calendar days, consisting of the main duration of _____________________ (at least 28) calendar days; additional _________ calendar days.

6. Calculate wages for shift workers in accordance with staffing and employment contracts in proportion to the time worked or depending on the amount of work performed.

7. To impose control over the execution of the order on ______________________. (position, full name) Head /____________/ M.P. Familiarized with the order: /______________/ "___"________ ____ /______________/ "___"________ ____ Chief Accountant/______________/ "___"________ ____ G.

shift schedule samplewhich is not difficult to find in any help system, however, requires compliance with certain nuances, which will be discussed in this article.

Expediency

The organization of work in shifts is appropriate in the following situations:

• The need to organize a continuous production cycle. To meet the demand for products, it is necessary to involve workers for more than 8 hours.
• The need for services exists around the clock. For example, medical.

In any case, we are talking about those situations where the need for manufacturing process is not satisfied with the usual 5 * 2 schedule with clearly defined days off. In such situations, work is organized in two or more shifts.

How to switch to shift schedule

This question worries many personnel officers who are interested in ensuring that all documents are properly executed. So, if the company has come to the point that it is necessary to organize work in shifts, you need to take care of the following points:

Difficulties in introducing a shift schedule

This procedure, of course, can cause dissatisfaction among employees. Before publication shift schedule sample which you plan to bring to the attention of employees, it is still recommended to give verbal information so that the staff gets a little used to the idea that the working hours will be changed. Someone, on the contrary, believes that it is necessary to bring information to employees immediately in writing. The leader's decision is his right.

Order to change the shift schedule, samplewhich, as we found out, is not something universal, without fail, however, is brought to the attention of employees and here you can find negativity that can be dealt with in completely legal ways:

1. In writing, offer the employee another job, while it is important to know that it can not only correspond to the qualifications of the employee, but also be lower than it. This also applies to payments.
2. If the employer does not have a vacant position that satisfies the requirements of the employee, then the employment relationship becomes invalid (the basis is paragraph 7, part one, article 77 of the Labor Code of the Russian Federation).

Important to remember

So, for the introduction of an order, one can have free form. The requirements for this document are outlined above. However, difficulties may arise precisely in the development of the schedule itself. At the stage of its preparation, it is important to consider the following points:

• Working time for the accounting period should not be more than the number of hours established by the norm of labor legislation (see Articles 91, 104 of the Labor Code of the Russian Federation).
• Weekly uninterrupted work break (weekend) should not be less than 42 hours.
• It is unacceptable for an employee to work for 2 shifts in a row (see part five, article 103 of the Labor Code of the Russian Federation).
• R The working shift before the holiday should be less than the standard one (see part one, article 95 of the Labor Code of the Russian Federation).

How the shift schedule is drawn up can be seen in the sample below.

It is important to note that if it is difficult to compile (it is impossible, for example, to determine the normal number of hours for the accounting period), then it is necessary to track the processing, which will be considered overtime work. It cannot exceed four hours over two days, and its maximum duration is 120 hours / year (see part six, article 99 of the TKRF).

Case Studies

Shift scheduling samplewhich many of us have seen (this is an ordinary table where working / non-working days are marked), now, it would seem, the process is clear. It is approved by the order of the head, after which it is brought to the attention of employees, the specifics of interaction with which are now also disclosed.

However, it is worth talking about ways to overcome difficulties in the implementation of a new labor regime that are not indicated in the legislation.

In particular, if employees refuse, we can offer them other vacant positions, but it must be remembered that shift work very often set for production workers and those who perform complex services. For example, car repair. In such a situation, in order to retain valuable personnel, it is imperative to show employees the benefits of switching to such a regime, and in the future to build a process so that the cycle with alternating working / non-working days is uninterrupted.

It is worth noting that the summarized accounting of working hours helps to eliminate overtime.

How to make a shift schedule?

The sample has been shown above. Let's break down this process step by step:

1. Define an accounting period. It could be a quarter, a month. The maximum period is a calendar year.
2. Calculate the length of time required to service each workplace for which it is planned to organize shift work.
3. Establish working hours for each employee.
4. Determine the number of employees required to service each workplace, determine the required number of staff.

It should be remembered:

• HAces of work that exceed the norm are overtime and are paid in accordance with applicable law.
• TO As mentioned above, no employee can have more than 120 overtime hours in a year.
• R Work on a public holiday is payable at double the rate, or the employee is given an additional day of rest.
• D neither stay on sick leave are subject to working off, but are deducted from the general norm.
• P Breaks for rest and meals are not subject to payment.

About sliding mode

When compiling shift schedule sample which can be found without difficulty, no particular difficulties arise.

I would like to say a little about the rolling schedule, which marks the beginning of the working day based on the time at which the person went to work. workplace. For example, sending regular transport. As well as the time of completion of the work task - the transport arrived at its destination.

Then, from the time when the task was completed, the rest period is counted. The advantage of this schedule is that it does not oblige the employee to be at the workplace all the time.

MBDOU CRR - kindergarten "Rainbow"

Chernogorsk

09/02/2013 No.

On the approval of the work schedule of employees

Pursuant to Art. 189, 190.333 of the Labor Code of the Russian Federation, Decrees of the Government of the Russian Federation “On the duration of working hours (the norm of hours of pedagogical work for the wage rate) of pedagogical workers educational institutions”, Annexes to the Decree of the Government of the Russian Federation, the Internal Labor Regulations of the MBDOUCRR - kindergarten “Raduga”, the Collective Agreement, individual labor contracts with employees

I ORDER:

1. Approve for the academic year the work schedules of employees for MBDOU TsRR - kindergarten"Rainbow":

Administrative staff:

1.1. Manager with working time 40 hours a week, lunch break 30 minutes. (graph attached).

1.2. Deputy Head of VMP with working time 40 hours a week, lunch break 30 min. (graph attached).

1.3. Chief accountant working 40 hours a week, 30 min lunch break. (graph attached).

1.4. Head of household working 40 hours a week, 30 min lunch break. (graph attached).

Teaching staff:

2.1. Educator with working time 36 hours a week for a rate (schedule is attached).

2.2. Educator of a compensatory group with working time 25 hours a week for a rate (schedule is attached).

2.3. Speech therapist with working hours 20 hours a week for a rate (schedule attached).

2.4. FC Instructor - working hours 30 hours per week for the rate (schedule attached).

2.5. Teacher - psychologist with working time 36 hours a week for a rate (the schedule is attached).

2.6. Musical director - with working time 24 hours a week for a rate (schedule attached).

Teaching and support staff:

3.1. Clerk - with working hours 40 hours lunch break 30 minutes. (graphics attached).

3.2. Junior educator - with working hours 40 hours lunch break 1 hour 30 minutes. (graphics attached).

3.3. Accountant with working hours 40 hours lunch break 30 min. (graphics attached).

3.4. Cashier working hours 40 hours lunch break 30 min. (graphics attached).

Service staff:

4.1. Kitchen worker with working hours 40 hours lunch break 30 min. (graph attached).

4.2. Cook - with working hours 40 hours lunch break 30 min. (graph attached).

4.3. Storekeeper with working hours 40 hours lunch break 30 min. (graph attached).

4.4. Castellan - with working hours 40 hours break for lunch 30 minutes (schedule attached).

4.5. Office space cleaner working 40 hours a week with a 30-minute lunch break. (graph attached).

4.6. Plumber - with working hours 40 hours lunch break 30 min. (graph attached).

4.7. Loader with working hours 40 hours lunch break 30 min. (graph attached).

4.8. Watchman - with working hours 40 hours break for lunch 30 minutes. (graph attached).

4.9. Laundry and repair worker with working hours 40 hours lunch break 30 min. (graph attached).

4.10. Janitor - with working hours 40 hours a week, a lunch break of 30 minutes. (graph attached).

4.11. Driver - with working time 40 hours a week, a lunch break of 30 minutes. (graph attached).

2. For the period of vacation, school days, sick leave one of the educators, the educators switch to flexible schedule work (schedule attached)

3. Work schedule

	Job title	Duration- work rate per week	Working mode
Start	Ending	Dinner
	manager		Wednesday 10.00
	Deputy head according to the MVR		Mon.10.00
		(not standardized)	Tuesday 10.00
	Chief Accountant,	40 hours (not standardized)
Accountant,
	Nurse
	Storekeeper
	caregiver	(By flexible)	1 shift-7.00 2nd shift -11.30		1 day off
	office cleaner
	junior caregiver
	clerk
	Laundry machinist
	Castellane	40 hours8.00
			1 shift-6.00 2 shift 10.00
	Head production
	kitchen worker		1 shift-6.00 2 shift 10.00
					without leaving the garden
Note: Shift work for watchmen with rolling days off.
	Musical supervisor	24 per week
	Educational psychologist		Thursday 11.00
	Instructor for physical education
	Compensatory group educator		1 shift 7.30 2nd shift12.30
	Teacher speech therapist
	Driver

4 . Strictly adhere to the approved schedules of work by employees for the academic year.

5. I reserve control over the execution of the order

The beginning of the operation mode of the enterprise gives an administrative document called an order. A sample order sheet can be downloaded for free.

The mode of operation of the enterprise is the most important point in labor relations between employee and employer. The regulation on the regime of the enterprise allows the manager to control other issues of the structure and work of subordinates. For employees, the issue of the operating mode of the enterprise is also important for choosing shifts, independent planning of rest time, selecting colleagues for the team, and more. When the activity at the enterprise is structured, the final indicators will be much higher, and the result of labor will be pleasant for everyone. Other measures may be introduced in connection with various circumstances.

The beginning of the operation mode of the enterprise gives administrative act called an order. The order is issued and signed by the head of the institution in a free or approved form. The regulatory paper is subject to strict execution by all employees of the company. The legislation provides for the timing of the procedure for changing the operating mode of the enterprise, the procedure for making notifications and messages of other related documents. All stages of actions on the new regime and structuring must be reflected in writing in internal local acts.

Mandatory clauses of the order on the mode of operation of the enterprise

:

• Letterhead, if it is a free form of the order;
• Title of the order on the mode of operation, date and number;
• The narrative begins with the previous event that led to the issuance of the writ;
• After the word "I order" future reforms are introduced. As a rule, the order does not have a specific list, plan, scheme, which will be used in the future. An appendix is ​​attached to the order, where all explanatory points are entered;
• Position, signature, transcript.

The first step is to notify employees at least two months before the proposed editing of planning documents. Further, it is best to sign an additional agreement with each specialist on a new mode of operation, where the issues of changes will be specified. Since editing conditions professional activity necessarily affects the payment, it is important to hand over a written message about this under the personal signature of each. A sample of the reviewed order sheet can be downloaded for free via a direct link.