On approval of the regulation on granting holidays in the bodies and organizations of the prosecutor's office of the Russian Federation. Regulation on granting leave to employees Regulation on granting leave to employees

APPROVE
CEO
OJSC "______________"
____________ /_____________/
"" ___________ 201__.

Vacation policy

1. General Provisions
1.1. This provision on holidays has been developed in accordance with the Labor Code of the Russian Federation, the Federal Law of the Russian Federation "On social protection Disabled Persons” dated November 24, 1995. No. 181-FZ and other regulatory legal acts of the Russian Federation.
1.2. This regulation on holidays governs the grounds, conditions and procedure for granting annual basic and additional holidays to the Company's employees.

2. Grounds and conditions for granting annual leave
2.1. Annual basic paid leave of 28 calendar days is granted to all employees of the Company.
2.2. Annual additional paid vacations are provided to the following employees of JSC "______________":
a) employees engaged in work with harmful and (or) hazardous conditions labor;
b) employees with a special nature of work;
c) workers with irregular working hours,
d) under the age of 18 - three calendar days;
e) for the disabled - two calendar days;
f) other employees in accordance with the current legislation of the Russian Federation.
2.3. Employees under the age of 18 (subparagraph "c" of clause 2.2 of the provisions on holidays) are granted additional leave at any time convenient for them.

3. Grounds for granting annual additional paid holidays
3.1. Annual additional paid leave for work with harmful and (or) dangerous working conditions is provided in accordance with the List of industries, workshops, professions and positions with harmful working conditions, work in which gives the right to additional leave and a shorter working day (approved by a resolution of the USSR State Labor Committee and Presidium of the All-Union Central Council of Trade Unions dated October 25, 1974 N 298 / II-22.
3.2. Annual additional paid holidays for employees with irregular working hours, as well as for the special nature of work, are provided to individual employees of the Company on the basis of employment contract or order CEO.
3.3. The procedure for granting additional annual paid vacations to the Company's employees on other grounds is regulated by the current legislation of the Russian Federation on grounds.

4. Conditions for the provision, use and procedure for issuing annual basic and additional paid holidays
4.1. Annual basic leave, as well as annual additional paid leave (hereinafter - leave) is provided in accordance with .
4.2. In order to prepare the vacation schedule for the next calendar year, the heads of divisions of JSC "______________" before November 15 of the previous calendar year submit applications for vacations to the personnel department, which indicate: a list of employees of the division, the start and end dates of each type of vacation for each employee of the division.
The personnel department checks the compliance of the declared vacation periods with the data personnel records, current legislation and prepares a draft vacation schedule. The draft vacation schedule is submitted by the personnel department until December 1 for consideration by the employer. The vacation schedule for the next calendar year is approved by the employer no later than December 15 of the previous calendar year in compliance with the current legislation of the Russian Federation. The employer issues an order on the approval of the vacation schedule.
4.3. If it is necessary to make changes (additions) to the approved vacation schedule, the personnel department submits to the employer a draft amendment (addition) to the vacation schedule. Changes (additions) to the vacation schedule are approved by the employer in compliance with the current legislation of the Russian Federation. The employer issues an order on the approval of changes (additions) to the vacation schedule.
4.4. Vacation time is calculated in calendar days.
4.5. The employee is notified of the start time of the vacation by the personnel department of the Company against signature.
4.6. Granting leave is made out by the order (instruction) of the employer. The employee gets acquainted with the order (instruction) on granting leave against signature.
4.7. Vacation is extended in case of temporary disability of the employee, as well as in other cases, prescribed by law, local regulations of JSC "____________". The employee must promptly writing notify the employer of the occurrence of circumstances giving the right to extend the vacation.
The extension of the vacation is issued by order (instruction) of the employer. An order (instruction) to extend the vacation is the basis for making changes to the vacation schedule.
4.8. Recall of an employee from vacation is allowed in case of production necessity. The transfer of leave to the next working year is allowed in the event that the granting of leave in the current working year may adversely affect the normal course of work structural unit or JSC "_____________" as a whole.
The grounds for recalling an employee from vacation (transferring vacation to the next working year) are:
- a memo from the head of the employee's department with the employer's resolution containing information: on the reasons for recalling the employee from vacation or postponing the vacation to the next working year, about the vacation period from which the employee is supposed to be recalled (which is transferred to the next working year);
- the written consent of the employee to recall from vacation (transfer of vacation to the next working year), in accordance with the memo of the head of the unit, in which the employee indicates the period for the subsequent grant of vacation.
The recall of an employee from vacation or the transfer of vacation to the next working year is documented by an order (instruction) of the employer. An order (instruction) to recall an employee from vacation or postpone the vacation to the next working year is the basis for making changes to the vacation schedule.
4.9. Stages of preparation, coordination and approval and execution of documents necessary for registration of the granted leave:
TABLE...

5. Final provisions
5.1. This regulation on vacations comes into force from the moment of its signing and applies to all employees of JSC "________________".
5.2. Other issues not reflected in this regulation on vacations are subject to resolution in accordance with the current legislation of the Russian Federation and other local acts of the Company.

Human Resources Department.

The following are familiar with the vacation regulations: ____________________________.

Since 2020, the list of persons who are granted leave at any time has been changed. Now this right extends to another category of workers. In the article, we have provided new rules that will help the accountant to correctly pay vacation pay in 2020.

New holiday rules

In 2020, employees have the right to choose their vacation time from January 1. All employees listed in the table must complete vacation schedule for 2020 in priority order otherwise, the fine for accounting is 50,000 rubles.

	What right is granted	Base
One of the parents (including a guardian, guardian, foster parent) raising a disabled child under the age of 18		article 262.1 of the Labor Code of the Russian Federation
Minor worker (under 18)	Annual paid leave is granted for 31 calendar days at any convenient time for the employee.	article 267 of the Labor Code of the Russian Federation
Honorary Donors	Annual paid leave is provided at will at a convenient time for the employee	article 23 federal law dated 20.07.2012 No. 125-FZ
Pregnant women	Before maternity leave or immediately after it, or at the end of parental leave, the employee, at her request, is granted annual paid leave. At the same time, the work experience directly with the employer, where she works at the time of the vacation, is not important.	article 260 of the Labor Code of the Russian Federation
An employee whose wife is on maternity leave	At the request of such an employee, he is granted annual leave while his wife is on maternity leave, regardless of his length of service with the employer where he works at the time of the leave.	article 123 of the Labor Code of the Russian Federation
Employees who have adopted a child or children under the age of 3	Employees who have adopted a child are granted leave for the period from the date of adoption until the expiration of 70 calendar days from the date of birth of the adopted child, and in case of simultaneous adoption of two or more children - 110 calendar days from the date of their birth. At the request of employees who have adopted a child (children), they are granted parental leave until they reach the age of three years. In the event of the adoption of a child (children) by both spouses, these holidays are granted to one of the spouses at their discretion. Women who have adopted a child, at their request, instead of the leave specified in part one of this article, are granted maternity leave for the period from the date of adoption of the child until the expiration of 70 calendar days, and in case of simultaneous adoption of two or more children - 110 calendar days from their birthday.	article 257 of the Labor Code of the Russian Federation
Part-time employees	Persons working part-time are granted annual paid leave simultaneously with leave for their main job. Even if the part-time worker has not worked even 6 months, the employer is still obliged to let him go on vacation (in advance). Moreover, if the duration of vacation at part-time work is supposed to be shorter than at the main place of work, then in this case, the employer, at the request of the employee, must provide his leave without saving wages the same duration.	article 286 of the Labor Code of the Russian Federation
Employees who interrupted their vacation at the request of the employer	An employee can be recalled from vacation only with his consent. In this case, the unused parts of the vacation are provided to the employee at a time convenient for him during the current working year or the next year.	article 125 of the Labor Code of the Russian Federation
Participants in combat operations or invalids of wars		pp. 17 p. 1 art. 14, art. 16 of the Federal Law of the Russian Federation "On Veterans" dated January 12, 1995 No. 5-FZ
military spouses	The leave is granted simultaneously with the leave of the spouse.	paragraph 11 of Art. 11 of the Federal Law of the Russian Federation "On the Status of a Serviceman" dated May 27, 1998 No. 76-FZ
Parents of children with disabilities under the age of 18	One of the parents (guardian, custodian, foster parent) raising a disabled child under the age of eighteen is granted annual paid leave at his request at a convenient time for him.	article 262.1 of the Labor Code of the Russian Federation
Citizens awarded the "Hero of Labor" or "Hero of Russia"	Vacation is available at any time.	paragraph 3 of Art. 8 of the Federal Law of the Russian Federation "On the status of Heroes Soviet Union, Heroes of the Russian Federation and full holders of the Order of Glory "dated 15.01.1993 No. 4301-1
Father and mother with 3 or more children under 12	Vacation is available at any time.	article 262.2 of the Labor Code of the Russian Federation

The list will be replenished with employees who have three or more children. An important condition is the age limit (up to 12 years). The benefit will apply to both parents. A new article 262.2 was introduced into the Labor Code of the Russian Federation by federal law No. 360-FZ of October 11, 2018.

vacation schedule template for 2020

On our website you can download the vacation schedule for 2020.

Fill out the vacation schedule online at automatic mode you can in the program "BukhSoft". The program will tell you which columns to fill in without errors.

Fill in the vacation schedule online

To whom is the accounting department obliged to provide paid leave

Annual paid holidays are granted to all persons working under an employment contract in organizations of any form of ownership, regardless of the position held by the employee, the degree of his employment (full or part-time working time), work duties performed and forms of remuneration. Annual paid leave is also provided:

• employees who carry out their labor obligations at home (clause 4, article 310 of the Labor Code of the Russian Federation)
• part-time workers (clause 2 of article 287 of the Labor Code of the Russian Federation)
• employees with whom an employment contract has been concluded for a period of up to two months (Article 291 of the Labor Code of the Russian Federation)
• seasonal workers (Article 295 of the Labor Code of the Russian Federation)

The head of the company has the right to provide leave to the employee "in advance" at any time. As for the obligation to provide leave, it arises only if the employee has the length of service necessary to receive leave (Article 121 of the Labor Code of the Russian Federation).

• Related article: New rules for paying vacation pay from October 1

In addition to the basic annual paid leave, company policy may provide for additional annual leave. It can even be one day, for example, September 1st. But in some cases, additional annual leave is not the right of the employer, but an obligation. So, annual additional leave should be provided to employees:

• with irregular working hours (Article 119 of the Labor Code of the Russian Federation)
• workers in the regions of the Far North, including part-time jobs (Article 116 of the Labor Code of the Russian Federation)
• workers in areas equated with regions of the Far North, including part-time jobs (Article 116 of the Labor Code of the Russian Federation).
• if their labor duties are of a special nature of work (Article 118 of the Labor Code of the Russian Federation)
• if the conditions of their work according to the results special evaluation(SUT) are classified as harmful 2, 3 or 4 degree or dangerous (Article 117 of the Labor Code of the Russian Federation)
• in cases provided for by the Labor Code of the Russian Federation or other federal laws (Article 116 of the Labor Code of the Russian Federation):

1. employees of representative offices of the Russian Federation abroad (the list of countries in which work gives the right to additional leave is approved by Decree of the Government of the Russian Federation dated April 21, 2010 No. 258)
2. municipal employee (Article 21 of the Federal Law of March 2, 2007 No. 25-FZ)
3. judges (clause 2, article 19 of the Federal Law of the Russian Federation of June 26, 1992 No. 3132-1)
4. prosecutors, pedagogical and research assistant system of the prosecutor's office of the Russian Federation (Article 41.4 of the Federal Law of January 17, 1992 No. 2202-1)
5. employees of the Investigative Committee (Article 25 of the Federal Law of December 28, 2010 No. 403-FZ)
6. employees customs authorities(Article 39 of the Federal Law of July 21, 1997 No. 114-FZ)
7. civil servants for long service (Article 46 of the Federal Law of July 27, 2004 No. 79-FZ)
8. coaches and athletes (Article 348.10 of the Labor Code of the Russian Federation)
9. to rescuers of emergency rescue services and formations taking part in the elimination of emergencies(Article 28 of the Federal Law of August 22, 1995 No. 151-FZ)
10. citizens exposed to radiation as a result of nuclear tests at the Semipalatinsk test site (Article 2 of the Federal Law of 10.01.2002 No. 2-FZ)
11. citizens exposed to radiation as a result of a catastrophe at Chernobyl nuclear power plant(Article 14 of the Federal Law of May 15, 1991 No. 1244-1)

• Related article: Calculation of vacation pay in 2019 in a new way

Vacation time in 2020

The employer is obliged to provide paid leave to the employee annually (Article 122 of the Labor Code of the Russian Federation). The duration of the main paid vacation is 28 calendar days (Article 115 of the Labor Code of the Russian Federation), including for external part-time workers (Article 284, clause 2 of Article 287 of the Labor Code of the Russian Federation), but an extended basic vacation is also possible.

Duration of basic annual paid leave

	Vacation duration, in calendar days	Base
workers under 18		Art. 267 of the Labor Code of the Russian Federation
disabled people		Art. 23 of the Federal Law of November 24, 1995 No. 181-FZ
child care workers
employees of educational, educational institutions, social service enterprises and healthcare institutions		Decree of the Government of the Russian Federation of October 1, 2002 No. 724
civil servants
municipal employees		paragraph 3 of Art. 21 of the Federal Law of March 2, 2007 No. 25-FZ

Duration of annual additional paid leave

	Vacation duration	Base
workers with irregular working hours		Art. 116, 119 of the Labor Code of the Russian Federation
professional athletes and their coaches	At least 4 calendar days	Art. 348.10 of the Labor Code of the Russian Federation
employees of representative offices of the Russian Federation in countries with special (including climatic) conditions	At least 3 calendar days	Decree of the Government of the Russian Federation of 21.04.2010 No. 258, Order of the Ministry of Foreign Affairs of Russia of 08.08.2011 No. 14299
employees with a special nature of work	determined by the Government of the Russian Federation	Art. 116, 118 of the Labor Code of the Russian Federation
workers educational institutions(teachers)	vacation can be up to one year	Art. 335 of the Labor Code of the Russian Federation, Order of the Ministry of Education of Russia dated December 7, 2000 No. 3570
prosecutors, scientific and pedagogical employees of the system of the Prosecutor's Office of Russia	after 10 years of service - 5 calendar days after 15 years of service - 10 calendar days after 20 years of service - 15 calendar days	Art. 41.4 of the Federal Law of January 17, 1992 No. 2202-1
municipal employees	for length of service - no more than 15 calendar days	Art. 21 of the Federal Law of March 2, 2007 No. 25-FZ, the law of the subject of the Russian Federation
civil servants	with irregular working hours - at least 3 calendar days	paragraph 4 of Art. 45 and paragraph 5 of Art. 46 of the Federal Law No. 79-FZ of July 27, 2004, Decree of the Government of the Russian Federation of December 31, 2008 No. 1090
customs officials	with a length of service of 20 years or more - 15 calendar days for performance official duties in harmful conditions - from 7 to 14 calendar days depending on the position in the regions of the Far North - 15 days in areas equivalent to the regions of the Far North - 10 days in high-mountainous, desert, waterless regions and other regions with severe climatic conditions - 5 days	Art. 39 of Federal Law No. 114-FZ of July 21, 1997, Decree of the Government of the Russian Federation of February 15, 1998 No. 189, Decree of the Government of the Russian Federation of December 10, 1999 No. 1376
investigative committee staff	with a length of service of 10 years - 5 calendar days with a length of service of 15 years - 10 calendar days with a length of service of 20 years - 15 calendar days	Art. 25 of the Federal Law of December 28, 2010 No. 403-FZ
internal affairs officers	from 10 to 15 years of service - 5 calendar days from 15 to 20 years of service - 10 calendar days more than 20 years of service - 15 calendar days for fulfillment official duties in hazardous conditions - at least 10 calendar days for the performance of duties in special conditions– no more than 10 calendar days for an irregular working day - not less than 3 and not more than 10 calendar days	Art. 58 of the Federal Law of November 30, 2011 No. 342-FZ
graduate students studying in postgraduate study by correspondence	30 calendar days	Art. 173.1 of the Labor Code of the Russian Federation
rescuers of professional emergency rescue services, emergency rescue teams participating in emergency response	No more than 15 days at the rate of 1 day of vacation for 24 hours of work
employees who are busy: In harmful and / or dangerous working conditions, confirmed by attestation of workplaces carried out before 1.01.2014 In harmful working conditions of the 2nd, 3rd or 4th degree or in dangerous working conditions, confirmed by certification of workplaces carried out after 01/01/2014	At least 7 calendar days	Art. 116, 117 of the Labor Code of the Russian Federation
Workers who provide direct care to TB patients (according to the list of employees)	14 calendar days	Order of the Ministry of Health of Russia, the Ministry of Defense of Russia, the Ministry of Internal Affairs of Russia, the Ministry of Justice of Russia, the Ministry of Education of Russia, the Ministry of Agriculture of Russia and the Federal Border Guard Service of Russia dated May 30, 2003 No. 225/194/363/126/2330/777/292
Employees involved in mental health care	30 business days	Art. 22 of the Federal Law of the Russian Federation of July 2, 1992 No. 3185-1, Resolution of the Ministry of Labor of Russia of July 8, 1993 No. 133
Doctors with irregular working hours who provide psychiatric care, as well as housewives who directly care for patients in medical institutions related to the provision of psychiatric and neuropsychiatric care	35 calendar days
Main nurses medical institutions directly related to the provision of psychiatric and neuropsychiatric care	28 calendar days	Decree of the Government of the Russian Federation dated June 6, 2013 No. 482
Doctors of clinical laboratory diagnostics, laboratory doctors, laboratory assistants, medical laboratory technicians, orderlies of laboratories and institutions providing psychiatric and neuropsychiatric care	21 calendar days	Decree of the Government of the Russian Federation dated June 6, 2013 No. 482
TB doctors who systematically perform x-ray diagnostic studies in institutions that are directly related to the provision of anti-tuberculosis care	21 calendar days	Decree of the Government of the Russian Federation dated June 6, 2013 No. 482
Physicians, nurses and other professionals who diagnose and treat people with HIV	14 calendar days	Decree of the Government of the Russian Federation dated June 6, 2013 No. 482
Employees whose work is related to materials containing the immunodeficiency virus	14 calendar days	Decree of the Government of the Russian Federation dated June 6, 2013 No. 482
Doctors who directly provide TB care in specialized TB facilities	14 calendar days	Decree of the Government of the Russian Federation dated June 6, 2013 No. 482
Nutritionists, dietary nurses, housewives, medical registrars in institutions related to the provision of psychiatric and neuropsychiatric care	14 calendar days	Decree of the Government of the Russian Federation dated June 6, 2013 No. 482
General practitioners (family doctors) and nurses of general practitioners (family doctors)	3 calendar days for continuous work in these positions for more than 3 years	Clause 1 of Decree of the Government of the Russian Federation of December 30, 1998 No. 1588
Employees of enterprises located: In the regions of the Far North In other regions of the North, where district coefficients and interest rate on salary	24 calendar days 16 calendar days 8 calendar days	Art. 116, 321 of the Labor Code of the Russian Federation Art. 116, 321 of the Labor Code of the Russian Federation Art. 14 of the Federal Law of February 19, 1993 No. 4520-1
Employees from other districts working on a rotational basis: In the regions of the Far North In areas equated to them	24 calendar days 16 calendar days	Art. 302 of the Labor Code of the Russian Federation Art. 302 of the Labor Code of the Russian Federation
Citizens who fell ill and suffered radiation sickness caused by the consequences of the Chernobyl accident	14 calendar days
Participants in the liquidation of the consequences of the accident within the exclusion zone for the period 1986-1987	14 calendar days	paragraph 5 of Art. 14 of Federal Law No. 1244-1 dated May 15, 1991
Citizens who donated bone marrow to save the lives of people affected by the Chernobyl disaster	14 calendar days	paragraph 5 of Art. 14 of Federal Law No. 1244-1 dated May 15, 1991
Disabled persons for whom a causal relationship of disability with the Chernobyl disaster has been established	14 calendar days	paragraph 5 of Art. 14 of Federal Law No. 1244-1 dated May 15, 1991

The procedure for granting leave in 2020

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Even if an employee is busy working with a PC for at least 50% of the working time, this in itself is not a reason to regularly send him for medical examinations. Everything is decided by the results of certification of his workplace according to working conditions.

Changed operator electronic document management- inform the IFTS

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Leave to employees must be provided by all employers. However, the Vacation Regulations are an unusual document for many. Is the Regulation on holidays necessary for the employer and employee? We will talk about this in our consultation.

Do I need a vacation policy?

Labor legislation does not contain requirements for the employer to have the provisions on vacations. At the same time, the adoption of such a document will allow the employer and employee to clarify certain issues of granting holidays that are not regulated by the current legislation and are left to the discretion of the parties.

Thus, the Labor Code of the Russian Federation provides for vacations of several types. which was discussed in a separate consultation. To resolve the issue of what to reflect in the Regulation on holidays, it is necessary to determine the conditions for their provision.

How holidays are provided

What to reflect in the Regulations on holidays

It is advisable to reflect in the Regulations on holidays those conditions for granting holidays that are given at the discretion of the employer. For example, they include:

• separate conditions for granting additional annual leave. It's not about those additional holidays, the procedure for the provision of which is regulated by law;
• the procedure for granting and deadlines for unpaid leave;
• documents required for granting holidays at their own expense.

Questions additional payment in connection with vacation can be reflected both in the Regulations on holidays and in the Regulations on remuneration.

The provision on holidays refers to a local regulatory act containing norms labor law. It is important to take into account that the terms of the Vacation Regulations, which worsen the position of employees in comparison with the established labor legislation, are not subject to application (Article 8 of the Labor Code of the Russian Federation).

Vacation policy: sample

The regulation on holidays can both disclose issues related to the provision of all types of holidays to employees, and clarify only certain aspects. So, the organization may have the Regulations on annual additional paid holidays, the Regulations on holidays without pay, and others.

An example of the Regulations on annual additional paid holidays.

Also read:

Vacation policy

This Regulation determines the procedure for granting, processing and paying for vacations and their duration and applies to all employees of ____ LLC (hereinafter referred to as the Company). The position was introduced for the first time.

I. Length of annual leave

1.1. Annual paid leave is granted to the Company's employees for a period of at least 24 calendar days.

1.2. Employees working under a fixed-term employment contract are provided with an additional incentive leave of up to 5 calendar days in accordance with clause 2.5. Decree of the President of the Republic of Belarus N 29 of July 26, 1999 and Article 160 of the Labor Code of the Republic of Belarus.

1.3. Employees for whom an irregular working day is established are granted additional leave for an irregular working day of up to 7 calendar days in accordance with Article 158 of the Labor Code of the Republic of Belarus.

1.4. Employees with a long work experience in the Company for more than 5 years are provided with additional leave for a long work experience of up to 3 calendar days in accordance with Article 159 of the Labor Code of the Republic of Belarus.

1.5. Employees employed in jobs with harmful and (or) dangerous working conditions, on the basis of attestation of workplaces for working conditions, are granted additional leave for work with harmful and (or) dangerous working conditions.

The duration of additional leave for work with harmful and (or) dangerous working conditions and for the special nature of work is established by the Resolution of the Council of Ministers of the Republic of Belarus dated 19.01.2008 N 73.

1.6. The procedure, conditions for granting and duration of additional holidays are determined by the employment contract with the employee.

1.7. An employee is entitled to additional paid rest days in the following cases:

- death of a close family member - 2 days;

- serious illness of a close family member - 1 day (the need to care for a sick family member must be confirmed by a certificate medical institution or an official medical certificate);

– wedding of an employee – 2 days;

- the birth of a child - 1 day.

Within the framework of this Regulation, close family members are recognized: husband, wife, children, parents, brother, sister.

1.8. Additional paid rest days are provided if the cases listed in clause 1.7 fall on a working day. The total number of additional paid days off must not exceed 7 (seven) days per year. If these days are not used, they cannot be added to annual leave.

1.9. By family circumstances and other valid reasons, the employee, upon his application, with the permission of the immediate supervisor, may be granted short-term leave without pay.

1.10. Leave without pay is granted for a total duration of not more than 14 working days in one working year.

1.11. Vacations are calculated according to the calendar including weekends ( holidays falling on vacation are not included in it and are not paid).

1.13. Employees hired by the Company on a part-time basis are not granted additional leave for irregular working hours.

1.14. The time actually worked by each employee is recorded in the timesheet.

II. The procedure for granting holidays

2.1. Granting leave to the employees of the Company is carried out in accordance with the previously approved vacation schedule.

2.2. At the beginning of the year, each department should draw up vacation schedules for employees for the current calendar year.

2.3. The vacation schedule is approved by the head of the Company and agreed with the head of the personnel department.

2.5. When scheduling vacations, consider:

2.6. The employer must notify the employee of the start time labor leave not later than 15 calendar days.

2.7. If it is necessary to postpone the vacation period, the employee must draw up a personal statement indicating the reasons for the transfer and submit it to personnel service. In this case, the Employee must write an application no later than 1 month before the expected start date of the vacation. Adjustment of vacation periods is allowed if there are good reasons by agreement with the director of the Company only as an exception.

Read also: How to open sick leave on a day off

2.8. The application for leave is submitted on the day it is written to the head of the organization. The immediate supervisor approves the leave application based on their own decision on the possibility of granting the leave. If the requested vacation of an employee is associated with departure (the need to purchase tickets, tours, etc.), then the start and end dates of the vacation are agreed with the immediate supervisor in advance until the employee assumes additional obligations related to the departure.

2.9. The original application must be submitted to the personnel department on the day it is signed by the director of the Company.

2.10. Two days before going on vacation, the employee transfers cases to the employee temporarily replacing him.

2.11. If for some reason the employee does not go on vacation, and the application has already been submitted to the personnel service, the employee is obliged to inform the personnel service about this.

2.12. The right to receive annual leave for the first year of work in the Company is granted to employees after 6 months of work lasting no more than 14 calendar days. If necessary, leave may be granted before the expiration of 6 months for the time actually worked at the discretion of the immediate supervisor.

2.13. The employee, first of all, uses the annual leave for the time actually worked, and then the leave without pay.

2.14. The head of the department, going on vacation, is obliged, during his absence, to assign his duties to one of the employees of the entrusted department.

2.15. Transferring vacation for more than one year is not allowed. Earned vacation days, in case of non-use at the initiative of the employee, are not compensated.

2.16. Time off is provided to employees for additional hours or days of work that are not provided for by the daily work schedule of the unit or employee.

2.17. The employee must inform the head of the department in advance about the dates of his days off.

2.18. Holidays are paid according to the average wage. Bonuses accrued to the unit for a period of time are calculated in proportion to the hours worked for this period.

2.19. All issues not regulated in this Regulation are resolved in accordance with the current legislation of the Republic of Belarus and labor contracts with employees.

2.20 Changes and additions to the Regulations are developed based on the results of its application in the Company or when requirements change normative documents on the basis of which the Regulation was developed.

Annexes to the document:

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Adjustments have been made to

Regulations on annual additional paid holidays

1. General Provisions

1.1. This regulation establishes the grounds, conditions and procedure for granting employees of [name of organization] annual additional paid holidays (hereinafter referred to as employees, additional holidays).

1.2. This provision has been developed and approved in accordance with the Labor Code of the Russian Federation, [indicate the legal acts governing the provision of additional holidays for employees of organizations of the relevant profile, for example, Decree Government of the Russian Federation of December 30, 1998 N 1588 "On the establishment of general practitioners (family doctors) and nurses of general practitioners (family doctors) of annual additional paid 3-day leave for continuous work in these positions"].

1.3. Additional leave must be granted to the employee annually.

1.4. The right to use additional leave for the first year of work arises for the employee after six months of his continuous work in [name of organization].

1.5. By agreement of the parties, additional leave may be granted to an employee before the expiration of six months.

1.6. Before the expiration of six months of continuous work, additional leave at the request of the employee must be granted:

- for women - before maternity leave or immediately after it;

- employees under the age of eighteen;

- employees who have adopted a child (children) under the age of three months;

- persons working part-time (leaves are granted at the same time at the main job and at part-time work; if the employee has not worked at part-time work for six months, then leave is granted in advance).

1.7. Additional 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 leaves established in [name of organization].

1.8. Additional holidays are provided with the preservation of the place of work (position) and average earnings.

1.9. Payment for additional vacations not related to labor activities is financed from the budget.

1.10. Additional holidays are calculated in calendar days.

1.11. Non-working holidays falling on the period of additional leave are not included in the number of calendar days of additional leave.

1.12. When calculating the total duration of annual paid leave, additional holidays are added to the annual basic paid leave.

1.13. Additional leave is provided in accordance with the vacation schedule.

1.14. Newly hired employees who are not included in the schedule are granted additional leave upon their application, agreed with the immediate supervisor.

1.15. Additional leave must be extended or rescheduled for another period in the following cases:

- temporary disability of the employee;

- performance by the employee during the vacation of state duties, if the labor legislation provides for exemption from work for this;

- [other cases provided for labor law. local regulations].

1.16. In accordance with the current legislation, additional leave is granted to the following categories of employees: [select based on the characteristics of the organization's activities]

- workers employed in hard work and work with harmful and (or) dangerous working conditions;

- employees with a special nature of work;

- employees with irregular working hours;

- employees working in the regions of the Far North and equivalent areas;

— [other categories of workers, for example, workers who were exposed to radiation as a result of the disaster at the Chernobyl nuclear power plant or as a result of nuclear tests at the Semipalatinsk test site; additional holidays may also be provided for in the regulatory legal acts of the constituent entities of the Russian Federation].

1.17. [name of organization] provides additional vacations:

[are established taking into account the production and financial capabilities of the employer, for example, for social activities, for a long work experience in the organization, etc.].

2. Length of service giving the right to additional leave

2.1. The length of service giving the right to additional leave includes:

- time actual work;

- the time when the employee did not actually work, but after him in accordance with labor legislation and other regulatory legal acts containing labor law norms, collective agreement, agreements, local regulations, employment contract retained the place of work (position), including the time of annual paid leave, non-working holidays, days off and other days of rest provided to the employee;

- forced absence time illegal dismissal or suspension from work and subsequent reinstatement in the previous job;

- the period of suspension from work of an employee who has not undergone a mandatory medical examination (examination) through no fault of his own;

- the time of leave granted at the request of the employee without pay, not exceeding 14 calendar days during the working year.

2.2. The length of service giving the right to additional leave does not include:

- the time the employee is absent from work without good reason, including as a result of his suspension from work in the cases provided for in Art. 76 of the Labor Code of the Russian Federation;

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- the time of leave to care for a child until he reaches the age established by law.

2.3. The length of service giving the right to additional leave for work with harmful and (or) dangerous working conditions includes only the time actually worked in the relevant conditions.

In this case, only those days are taken into account when the employee actually worked under these conditions for at least half of the working day established for employees of this production, workshop, profession or position.

2.4. The length of service, which gives the right to employees traveling to work on a rotational basis to the regions of the Far North and equivalent areas from other regions, to additional leave, includes calendar days shifts in the regions of the Far North and areas equated to them and the actual days spent on the road, provided for by the work schedules on the shift.

3. Vacation

3.1. For the purposes of calculating vacation pay, the calculation period is used, which covers the last 12 calendar months before the vacation is granted.

3.2. A calendar month is the period from the 1st to the 30th (31st) day of the corresponding month inclusive (in February - to the 28th (29th) day inclusive) [other periods can be provided for calculating the average wage, if this does not worsen the situation of workers].

3.3. To calculate the average earnings, all types of payments provided for by the remuneration system are taken into account.

3.4. Payments are not included in the calculation. social character and other payments not related to wages (material assistance, payment of the cost of food, travel, training, utilities, rest and others).

3.5. Time is excluded from the billing period, as well as amounts accrued during this time, when:

A) kept for the employee average earnings in accordance with the legislation of the Russian Federation, with the exception of breaks for feeding the child, provided for by the labor legislation of the Russian Federation;

B) the employee received temporary disability benefits or maternity benefits;

C) the employee did not work due to downtime due to the fault of the employer or for reasons beyond the control of the employer and the employee;

D) the employee did not participate in the strike, but due to this strike he was unable to perform his work;

E) the employee was provided with additional paid days off to care for disabled children and those disabled since childhood;

E) the employee in other cases was released from work with full or partial retention of wages or without payment in accordance with the legislation of the Russian Federation.

3.6. Vacation pay accrued to an employee for additional leave is subject to personal income tax in accordance with the generally established procedure.

The amounts of payment for additional leave related to compensation for harm caused to citizens exposed to radiation as a result of nuclear tests at the Semipalatinsk test site and the disaster at the Chernobyl nuclear power plant are not subject to personal income tax.

4. Procedure for granting additional leave

4.1. The employee must be notified against signature of the start time of the vacation no later than two weeks before the start of the vacation.

4.2. Procedure for granting additional leave:

5. Additional holidays for employees engaged in hard work and work with harmful and (or) dangerous working conditions

5.1. Additional leave is granted to employees engaged in work with harmful and (or) dangerous working conditions: in underground mining and open pit mining in cuts and quarries, in zones of radioactive contamination, in other jobs associated with adverse effects on human health of harmful physical, chemical, biological and other factors.

5.2. Additional leave available:

Length of additional leave

[according to the results of certification of workplaces in terms of working conditions;

Cm. List industries, workshops, professions and positions with harmful working conditions, work in which gives the right to additional leave and a shorter working day, approved. Decree State Committee for Labor of the USSR and the Presidium of the All-Union Central Council of Trade Unions of October 25, 1974 N 298 / P-22]

[at least 7 calendar days]

5.3. Additional leave is granted based on the results of certification of workplaces in terms of working conditions.

5.4. If an employee has the right to receive additional leave due to harmful working conditions for several reasons, the leave is granted on one of these grounds.

5.5. Replacing additional leave with monetary compensation is not allowed (except for the payment of monetary compensation for unused vacation upon dismissal).

6. Additional holidays for employees with a special nature of work

Vacation policy

1. General Provisions

1.1. All employees of the Company are entitled to annual leave.

1.2. Paid holidays are provided to employees to give them the opportunity to relax and take care of personal matters.

2. Payment and delivery policy

2.1. As soon as an employee starts working in the Company, he begins to earn paid vacation time.

2.2. An employee may take vacation days after having worked for the Company for more than six months.

2.3. Annual leave can be taken by an employee according to the vacation schedule developed by each division and approved by the head of the Company no later than December 14 of the previous year.

2.4. Unused (in whole or in part) vacation for the past year can be transferred to the current year.

2.5. Cash compensation for unused (in whole or in part) vacation is provided only if the employee submits an application for termination of employment.

2.6. There is no paid leave during the probationary period.

2.7. An employee of the Company cannot be recalled from vacation, unless it is due to important circumstances.

2.8. In the event that an employee is recalled from annual leave, he is reimbursed for the actual travel expenses to and from the place of work if, after the recall, he continues the specified vacation in the same place where he spent it before the recall.

3. Leave procedure

3.1. Granting leave to the employees of the Company is carried out in accordance with the previously approved vacation schedule.

3.2. At the beginning of November-December of the current year, each department should draw up vacation schedules for employees for the next calendar year.

3.3. The vacation schedule is approved by the head of the organization and agreed with the head of the personnel service.

3.5. When scheduling vacations, consider:

— policy in the field of vacations in the Company;

- features of the work of the unit;

— personal wishes of employees.

3.6. If it is necessary to postpone the vacation period, the employee must draw up a personal statement indicating the reasons for the transfer and submit it to the personnel department.

3.7. The employee must write an application no later than 1 month before the expected start date of the vacation.

3.8. The application is submitted on the day of its writing to the head of the organization.

3.9. The original application must be submitted to the personnel department on the day of its signing by the General Director of the Company.

3.10. Two days before going on vacation, the employee rents out his site to the employee temporarily replacing him.

3.11. If for some reason an employee does not go on vacation, and the application has already been submitted to the personnel department, the employee is obliged to inform the personnel department about this.

4. Special circumstances relating to paid

or unpaid leave

4.1. Special circumstances relating to paid and unpaid leave in accordance with the law, such as maternity leave, military service, execution of public or public duties, must be brought to the attention of the head of the Company and the head of the personnel department as soon as possible.

4.2. Such cases are resolved in accordance with applicable law.

5. Weekend and Holiday Policy

5.1. Days off in the Company are: Saturday, Sunday, official government and national holidays of the Russian Federation.

5.2. The transfer of days off is carried out in accordance with the decrees of the Government of the Russian Federation.

5.3. The personnel service notifies the heads of departments in the form of an order about the transfer of days off two weeks before the transfer of days off.

5.4. An employee is entitled to additional paid holidays in the following cases:

- death of a close family member<1>- 3 days;

- serious illness of a close family member - 3 days (the need to care for a sick family member must be confirmed by a certificate from a medical institution or an official certificate from a doctor);

– wedding of an employee – 2 days;

- the birth of a child - 3 days;

The Labor Code of the Russian Federation contains basic information on the procedure for granting holidays. However, managers are strongly recommended to additionally draw up the Vacation Regulations. This will allow regulating the nuances, the presence of which determines the specifics of a particular area of ​​activity of an economic entity.

The norm under consideration will allow to regulate such aspects of providing holidays that are not provided for in labor law, how:

• features of providing the personnel of the enterprise administrative leave. It is assumed that the Regulations may contain a specific list of conditions on the basis of which such leave will be provided to employees;
• nuances of providing employees additional holidays, which are not regulated by the Labor Code of the Russian Federation, but are allocated for decision by agreement of the parties;
• special nuances of providing subordinates study holidays ;
• problematic aspects of splitting and combining the main and additional holidays, as well as the procedure for paying for such periods;
• a list of personal documents of employees required in a particular company, which subjects must provide when registering various kinds holidays, or transfer of rest;
• any other controversial aspects related to providing personnel with annual rest periods.

In addition to the above, the Regulation under consideration may also contain additional regulation of problematic aspects of the payment of vacation funds.

In the process of generating a document, the employer must remember that in any circumstances the accepted conditions and additional provisions should not worsen the material condition of employees, as well as reduce the total period of vacation of subordinates laid down at the federal level. This position is enshrined in Art. 8 of the Labor Code of the Russian Federation.

So, for example, if the employer decides to reflect in the Regulation the situation on providing workers with additional leave due to the harmful influence of factors of production, he should take into account that it is unlawful to fix in the local standard a shorter period than specified in Art. 117 of the Labor Code of the Russian Federation. It is understood that 8 or more additional vacation days for the category of workers in question can be fixed in a local act, but not less than 7.

Vacation policy: sample

The provision under consideration is a local act of binding force, in which the norms of labor law are prescribed. It reflects the conditions for providing rest days, which are later submitted to the employer for consideration. It usually includes the following vacation items:

• type (main, without content, additional, educational, etc.);
• duration;
• to whom and on what grounds;
• features of calculus monetary compensation;
• start/end date;
• documents required for registration;
• other information.

The relationship between management and employees at the enterprise, the procedure for their work and rest, and other provisions are fully regulated by the articles of the Labor Code of the Russian Federation.

The types of vacations are determined by labor legislation. But the enterprise, as a separate economic entity, has the right to supplement these orders.

Such an internal document regulating the regime of work and rest is the provision on the granting of holidays.

Each employee, regardless of his qualifications, type of activity and other parameters, is entitled to a single vacation of 28 days during the year. This is not his only right to a long rest. An employee has the right to receive one or another type of leave after 6 months from the date of commencement of work at the enterprise. This provision is specified in Art. 122 of the Labor Code of the Russian Federation.

If you check with the letter of the law, then the types of leave under labor law are as follows:

1. With or without pay;
2. Due to pregnancy and due to the approach of childbirth;
3. Additional vacation days;
4. Annual - according to the schedule;
5. Due to study break.

Each of them differs from each other in duration. In 2018, the vacation policy was amended. The new order affected state and municipal employees. According to the model vacation provision, if earlier they were entitled to 35 days of vacation, now this figure has been reduced by 5 days.

Vacation policy

Additional vacations are granted depending on the type of activity and the length of service of the employee. Thus, according to the provision on the provision of holidays, designated persons receive additional holidays according to the following criteria:

• For performing work of a special nature. Their nuances and duration are determined by the Decrees of the Government of the Russian Federation;
• If the work schedule is not standardized, then an additional 3 days are due;
• For the work of the VUS - 7 days of additional leave are required.

With regard to work experience, the following provision is practiced:

• Employees with experience of 15 years or more can count on 10 days;
• If the experience is less than this period, but more than 10 years, then the additional rest will last 7 days;
• Employees with experience from 5 to 10 years receive 5 additional days of rest;
• From the moment you start working and up to 5 years, you are entitled to 1 day.

In practice, most believe that the first vacation can only be obtained after working 1 year or more. But, according to Letters of Rostrud 5277 of 2007. the right to leave can be exercised after 6 months of work in a new place, and in some cases even earlier. The sample regulation on vacations in 2018 does not contain fundamental changes in this area.

The provision on the provision of vacations is a local regulatory act that reveals the rules for granting vacations to employees of a particular enterprise. Of course, all employers are required to provide leave to their employees.

This norm, as well as the procedure for providing and paying for rest, are stipulated in labor legislation. However, many enterprises are changing the existing norms. These adjustments can create more favorable conditions for workers. All details are prescribed in the local Regulation on the provision of holidays.

Existing legislation does not oblige employers to accept a vacation provision. However, to specify the controversial issues at the enterprise, such a local normative act can be introduced. Despite the fact that its content is not regulated by law, there are certain recommendations for its compilation, developed in practice.

Legal entities and individual entrepreneurs entitled to take local regulations containing labor law. This possibility is enshrined in Article 8 of the Labor Code of the Russian Federation.

However, the employer does not have the right to introduce rules that infringe on the rights of employees and run counter to the Labor Code.

Usually, the provisions stipulate those aspects that are left to the discretion of the employer. Among them:

• some conditions for granting additional holidays;
• issues of providing rest without pay, as well as its maximum duration;
• a list of documents required to provide rest at your own expense;
• issues of additional payments in connection with the vacation.

Since the labor legislation of the Russian Federation implies the need to ensure regular paid holidays for company personnel, employers should have local acts in order to regulate the procedure for their provision. For this purpose, the enterprises publish Regulations on holidays - a local standard that reflects detailed information on the annual basic and additional rest.

Practice shows that companies can use several standards of local significance that regulate vacation issues. Documents are expected to regulate general provisions with regards to holidays, as well as separate regulations for local problems (for example, the Regulation on the provision of annual paid holidays or the Regulation on the provision of free holidays).

However, one standard is often drawn up, containing most of the nuances that need to be covered.

There is no clear legally regulated form of the Regulation. This causes the right of employers to independently form the form of the Regulation, taking into account General requirements legislation on the execution of local acts, as well as ensuring decent working conditions for employees.

Employers who have placed their employee in an official place of work must provide him on an annual basis with annual paid and any additional holidays. This requirement is fully regulated by the provisions of the current federal legislation.

It is worth noting the fact that the law does not establish a direct requirement for the approval of the provision on holidays in the organization. However, this is done on the basis of other organizational regulations, which, in turn, establish the rights and obligations of employees, as well as their nature of interaction within the enterprise.

What the Law Says

The grounds and procedure for granting holidays are regulated by the norms of the Labor Code of the Russian Federation. At the same time, the relevant standards do not establish requirements for the direct employer on the mandatory registration of rest days for their employees. That is why a sample provision on holidays may be required by both parties for the timely coordination of agreements.

The current labor legislation fully defines the requirements for the development and approval of a vacation schedule based on the norms of Article 123 of the Labor Code of the Russian Federation. Scheduling is carried out 2 weeks before the end of the next working year. It is important to remember that for certain categories of citizens this period can be changed on an individual basis.

Among these conditions, it is worth highlighting the mandatory allocation for employees municipal institutions and bodies belonging to the Ministry of Internal Affairs of the Russian Federation, additional vacation days. This is due to the specific features of the implementation labor activity or hazardous working conditions.

Practice shows that in order to meet the requirements of the law, each employer is forced to specify them in a separate local act, taking into account the specifics of the activity.

Every employer interested in rapid development own organization, is obliged to provide for the formation of an appropriate provision specifying individual situations related to the provision of vacation days or their transfer due to the illness of an employee.

In 2018, the provision in question can be formalized when providing various types of vacations.

Annual paid vacation	It is provided on an annual basis to persons who have worked in the organization for at least six months (during the absence of an employee at the place of employment, he retains work for up to 28 days allotted for vacation).
At own expense without financial content	This type of rest is issued for employees who need to be temporarily released from work obligations for certain reasons, for example, at the birth of a child.
Additional	The corresponding type is issued for certain categories of employees, a complete list of which is given in the Labor Code of the Russian Federation.
maternity leave	In the vast majority of cases, it is issued at the time of presentation of a special certificate from a medical institution (the duration of the vacation can be up to 140 days).
Training	Employees take such leave to combine professional activity with education (the rules for providing this type of vacation are regulated by Article 173-177 of the Labor Code of the Russian Federation). Article 173. Guarantees and compensation for employees who combine work with receiving higher education for undergraduate programs Article 174. Guarantees and compensations for employees who combine work with receiving secondary vocational education Article 176. Guarantees and compensations for employees receiving basic general education or secondary general education Article 177. Procedure for granting guarantees and compensations to employees combining work with education

• separate conditions for granting additional annual leave. We are not talking about those additional holidays, the procedure for granting which is regulated by law;
• the procedure for granting and deadlines for unpaid leave;
• documents required for granting holidays at their own expense.

The procedure for implementing the provision on holidays in the organization

Vacation regulations are internal document company, revealing the regulatory requirements of the law and concretizing them in a particular organization. Based on the name, aspects of providing vacations in the company are subject to reflection, in particular, an indication of the time interval that employees may be absent from the workplace annually.

In most cases, a sample leave clause should include the following information:

1. Types of vacation periods (regular and additional) used in the company;
2. The duration of the rest period, to be specified depending on the type of vacation;
3. Employees who may be granted a certain type of vacation period;
4. Leave conditions;
5. The nuances of calculating and issuing compensation payments to vacationers, the calculation method;
6. A package of documents for registration of holidays in the company;
7. Other information detailing the process of providing all types of leave to the organization.

Labor legislation determines that the approval of the provision on holidays in the company should not worsen the situation of employees. This requirement is established by Article 8 of the Labor Code of the Russian Federation.

The application of the provision on granting holidays at the initial stage requires the development of the document itself. To do this, an authorized person needs to carry out analytical measures to determine the points that require detailing, as well as hold discussions with employees and reflect the information received in the appropriate document.

After the position is developed, a schedule is drawn up and an order is issued by the head. Employees must be familiarized with these documents against signature. To do this, employees contact the personnel service for obtaining relevant information and clarification of the nuances, if necessary.

For new employees of the company, familiarization with the document is carried out during the period of employment, but until the signing of an employment contract between the employee and the employer.

The document contains a well-designed heading of paper, as well as several sections that relate to various types of leave provided to employees.

The header should indicate the name of the organization, full name and position of the head (director, general director, and so on), as well as the actual date of formation of the Regulation.

The sections of the Vacation Regulations look like this:

If the company has a trade union formation, upon completion of the development of the draft Regulations, it must be certified by a representative of the specified body. After approval and issuance of the Order, the document is considered to have entered into force.

After the drafting and approval of the Regulations, an order of the director should be published, which prescribes the obligation of the company's personnel to follow the introduced local standard. The specified order also fixes the person responsible for the execution this document.

The Vacation Regulations and the Order for the Enforcement of the Regulations must be kept together. In turn, the Order in question will be an annex to the main document.

In accordance with the provisions of Art. 68 of the Labor Code of the Russian Federation, each employee must be familiarized with the local acts being put into effect against signature even before the conclusion of an individual labor agreement.

How holidays are provided

We considered the specifics of granting annual paid leave, unpaid leave, maternity leave and study leave, as well as the specifics of their design, in separate consultations.

The need to draw up a provision on holidays

Vacation regulations are not drawn up in absolutely every Russian company due to the fact that labor law does not establish direct instructions and requirements for execution about this.

However, an organization that has approved such a document in its activities will be able to protect itself during the labor disputes in terms of providing vacations with their employees, as well as to consider how labor law rules apply to the company's activities.

The regulation on holidays approved by the company provides an opportunity for the management of the organization and its staff to stipulate situations that are not considered by the law.

In order to draw up a provision, it is necessary to take into account the opinion of both parties to the labor relationship, and the conditions defined in it must not contradict the requirements of the law.

Vacation provisions may include the following types of vacations:

Approval and sample provision on holidays

What the Law Says

If we talk about what constitutes a vacation for an employee, then this is an uninterrupted period of rest for an employee for several days in a row while maintaining the position held by the employee.

Many companies, when providing vacation periods for their employees, are guided only by the norms of the labor code. However, the development in the organization of such a document as the provision on the provision of vacations will make it possible to specify the requirements of the law and determine the conditions for granting vacations in the organization.

The manager publishes an Order, on the basis of which the Regulation is considered binding from a specific date.

Society with limited liability"Caramel City"

ORDER No. 884/E

On approval of the Regulations on vacations for employees of Caramel City LLC

I ORDER:

1. Approve the Regulations on vacations for employees of Caramel City LLC.
2. To give legal effect to the Regulations on vacations of employees of Caramel City LLC from 01.12.2018.

AND ABOUT. General Director Kazantsev S.P. Kazantsev S.P.

The Order and the Regulations must be preserved in the personnel department for 75 years. Copies of the reviewed documents may be kept in different departments of the company.

It is lawful to make adjustments to the Regulations only in case of changes in legislation or the structure of the company.

Thus, the Regulation on holidays is not a mandatory document. However, employers are strongly recommended to put it into effect in order to regulate certain moments of the provision of holidays and related funds that are not reflected in the Labor Code of the Russian Federation.

The grounds, procedure and conditions for granting legal days off to employees contains. It does not contain a requirement for an obligatory-for-tel-nom on-whether the employer has a lo-on about vacations. But the acceptance of such a do-ku-men-ta will be extremely useful both for employees and for the employer himself: it can cover in detail certain issues of providing le-nija from-launches, someone-rye not ure-gu-li-ro-va-na dey-stvu-yu-schim for-ko-but-da-tel-stvo and from-yes-us at the discretion of the parties. For example:

• rules for granting administrative holidays to employees. You can specify the conditions under which the employee can count on him;
• questions on the provision of additional rest, the rules of which are not established at the legislative level, but are given to the agreement of the parties;
• the nuances of granting study holidays to employees;
• questions about the consolidation or use of vacations in parts, as well as the procedure for paying for such time;
• scroll required documents, which the employee must provide when registering a particular type of vacation, etc.

In addition, the vacation provision may contain answers to questions regarding vacation pay.

When compiling a document, it should be remembered that its norms should not worsen the conditions for providing rest existing in labor legislation (according to Art. 8 Labor Code of the Russian Federation). For example, by setting the length of leave for work in harmful conditions, the employer can give employees ten days instead of seven. But nothing less than expected. Art. 117 Labor Code of the Russian Federation.

Design rules

In one document, all issues related to providing work-bot-no-kam of all types of recreation can be considered at once. Or they can be made separate documents for every occasion. For example, the enterprise may have the following provisions:

• about annual up-to-half-no-tel-ny payments-chi-va-e-my from-launches;
• about vacations without saving wages, etc.

But most often it is common document. Its execution is assigned to the accountant and lawyer of the company. After the provision is ready and approved, work can begin on the vacation schedule, according to which employees will go on vacation.

The document should contain a header and several sections regarding the provision of various types of recreation to employees.

Hat

The header should indicate the name of the enterprise, full name. and the position of the employer and the date of approval. The director's signature and seal are also put there.

Sections

The regulation is divided into several sections. summary which are presented below:

1. "General Provisions". In addition to legislative acts and regulations, this paragraph also indicates what exactly the document regulates.
2. Grounds and conditions for granting annual leave. It lists the categories of workers available at the enterprise. It also indicates the number of days of annual rest that an employee can count on.
3. "Grounds and conditions for granting annual additional paid vacations". Employees who have the right to take additional time for holidays are indicated. The order of receipt is being considered.
4. "Conditions for the provision, use and procedure for registration of annual basic and additional paid holidays." It specifies the necessary data for drawing up a vacation schedule, the rules for approving the schedule and making changes to it if necessary. The deadlines for submitting applications and the rest itself are being specified. The terms of use and the procedure for issuing vacations of different categories are also regulated.
5. "Final provisions". The date of entry into force of the local act is indicated. The document is signed by the employer and employees of the personnel department.

There is no clear document structure. Therefore, the manager has the right to form it at his own discretion.

The finished project is agreed with the trade union of the organization (if any). After approval, it is put into effect by order of the employer. The order indicates the date of entry into force of the local act, as well as the person responsible for its implementation. After signing the order, on the first page of the regulation, you need to put a mark “I approve” indicating the details of the decree. Both documents are kept together. In this case, the provision is an annex to the order.

According to regulations Art. 68 Labor Code of the Russian Federation, each worker should be familiar with the regulations on holidays under the signature during employment before signing the work-up-to-go-to-go-to-ra.

Vacation regulations 2020, sample

In this section, you can view a sample document.

Where and how much is stored

The position is most often stored in the personnel department or in the head's office. A copy of this document may also be located in separate departments of the organization.

As for the storage period, limit points have been approved at the state level: the position should not be destroyed for 75 years.