The type of employment does not matter. Types of work and your career growth. Full employment nationwide

Parameter name	Meaning
Article subject:	Forms of employment.
Rubric (thematic category)	Population

Types of employment.

1 .Characteristics of employment, the use of the labor potential of society are not only of economic interest, but are also the main indicators that reflect the policy of the state in the sphere of labor, the attitude towards a person as an individual and the main productive force of society. The problem of employment has a deep socio-psychological implication.

Employment is a socio-economic relationship that people enter into with regard to participation in socially useful work, regardless of the location of the workplace.

General issues employment and employment are regulated by the Law of the Russian Federation of April 19, 1991ᴦ. ( edited federal law dated April 20, 1996 ᴦ. No. 36-FZ) "On the Employment of the Population in Russian Federation".

In accordance with Art. 1 of this Law broad employment - This is the activity of citizens related to the satisfaction of personal and social needs that do not contradict the legislation of the Russian Federation, and, as a rule, brings them earnings and other labor income.

AT narrow meaning of employment is a source of regular income and other income labor activity for any reason ( for example, for hire, membership, elections, etc.), the period of implementation of which is included in the length of service, giving the right to state social insurance (provision of benefits, pensions and benefits for employees).

In Art. 2 of the Law of the Russian Federation "On Employment in the Russian Federation", according to which the following citizens are recognized as employed:

1. working under an employment contract contract), including temporarily absent from work good reasons (for example, in connection with disability, vacation, suspension of production, etc.), as well as having other paid work ( service), including temporary and seasonal workers ( with the exception of those participating in public works );
2. performing work under civil law contracts, the subjects of which are the performance of work and the provision of services, incl. under agreements concluded with individual entrepreneurs, copyright agreements;
3. engaged in entrepreneurial activities;
4. elected, appointed or approved to a paid position;
5. employed in subsidiary crafts and selling products under contracts;
6. members of production cooperatives ( artels);
7. passing military service, as well as service in the internal affairs bodies;
8. full-time students educational institutions of all types, as well as those undergoing training in the direction of the employment service;
9. founding members ( participants) organizations, except for the founders ( participants) public and religious organizations ( associations), charitable and other foundations, associations legal entities (associations and unions) that do not have property rights in relation to these organizations.

2. Full employment - this is a state of society when everyone who wants to have a paid job has it, which corresponds to the presence of a balance between the demand and supply of labor.

productive employment- this is the employment of the population in social production, which is in the interests of increasing the efficiency of production, introducing the achievements of scientific and technical progress, and increasing labor productivity. According to the ILO definition, PZ is the employment of those whose product of labor is accepted and paid for by society.

Socially useful employment is determined by the number of people not only employed in social production, but also military personnel, students (of working age), employed in housekeeping, caring for children and sick relatives, etc.

Rational employment- is determined by the ratio of the value of productive employment to the total number of economically active population. Or employment, justified from the point of view of the processes of formation, distribution and use of TR, taking into account their gender, age and educational structure, modes of reproduction of the able-bodied population and its placement on the territory of the country. Quite a controversial, hypothetical value.

Efficient employment- implies the ability of public administration to reproduce the social economy. the conditions of development of workers dictated by criteria of a way of life at the given stage of development about-va. EZ implies the use of personnel, TR without loss of working time, when the greatest economic result is achieved.

Freely chosen employment assumes that the right to dispose of one's own ability to work belongs exclusively to its owner.

Overemployment- peculiarity Russian way economy developmentʼʼ. Adaptation to the ongoing changes impl. not so much due to a reduction in the number of employees, but due to wage flexibility.

3. Forms of employment. The practical need for population accounting makes it extremely important to single out types (structures) of employment– distribution of the active part labor resources by spheres and sectors of the economy.

There are also various forms of employment- organizational and legal methods, conditions of employment.

According to the way of participation in social labor, the employment of the population can be divided into employment for hire and self-employment.

Employment for hire is a relationship that arises between the owners of the means of production and workers who do not have the means of production and sell their labor force in exchange for a certain value in the form wages. self-employment for Russia is relatively new form employment of the population. These are relations (economic, legal, etc.) that people enter into regarding participation in socially useful labor and which are based on personal initiative, independence and responsibility, as a rule, are aimed at obtaining labor income and determine self-realization and self-affirmation of the individual.

By working hours It is customary to allocate full-time employment and part-time (partial) employment. Employment since full time mode based on statutory full-time hours, currently 40 hours a week. How full time work should be considered the reduced working day provided for by law for certain categories of workers: adolescents under 18 years of age, employed in special harmful conditions labor.

Part-time (partial) employment According to the quantitative characteristics of part-time work, it is divided into various forms:

By work regularity Employment is divided into permanent, temporary, seasonal and casual. Permanent (regular) employment assumes that the employee must work a certain number of hours every week, less often - every month; temporary employment has two varieties: fixed-term employment (fixed-term employment contract) and business travel (through the mediation of certain firms); seasonal employment involves work during a certain season, and, finally, casual employment means the performance of various short-term works in order to receive material remuneration without concluding an employment contract.

By legitimacy of employment Employment is divided into formal and informal. Formal - ϶ᴛᴏ registered in the official economy. informal employment- not registered in the official economy, having a source of employment in the informal sector of the economy and its individual types. In this regard, the ILO even adopted special convention No. 169, which states that it is extremely important to promote the establishment of additional ties between the formal and informal sectors and create conditions for the permanent inclusion of the informal sector in the national economy.

By conditions of organization of labor processes employment divided into standard and non-standard. At the root of this division lies the specifics of the organization labor process which takes various forms. Standard (typical) employment, assuming permanent job an employee with one employer in his industrial premises at standard load during the day, week, year. Non-standard (flexible) employment includes the following. forms: a) employment, connected. With non-standard operating modes. time (flexible working year, compressed week, flexible work schedules); b) employment at work with non-standard jobs and labor organization: necessary work, rotational expeditionary employment; c) non-standard employment. Organizational forms: temporary job͵ combination.

Forms of employment. - concept and types. Classification and features of the category "Forms of employment." 2017, 2018.

Forms of employment - organizational and legal methods, conditions of employment, grouping of which is carried out according to certain characteristics (working hours, regularity of labor activity, legitimacy of employment, conditions for organizing the labor process).

According to the method of participation in social labor, employment of the population can be divided into employment for hire and self-employment.

Employment for hire is a relationship between the owners of the means of production and workers who have no means of production and sell their labor in exchange for a certain value in the form of wages.

Self-employment is a relationship (economic, legal, etc.) between people in the process of their participation in socially useful work, based on personal initiative, independence and responsibility, aimed, as a rule, at obtaining labor income and causing self-realization and self-affirmation personality.

This employment throughout the world is considered as a social phenomenon that can lead to the integration of the interests of society and the individual in the field of employment, primarily ensuring the realization of the right to work, raising the social status of a person, changing attitudes towards work. Self-employment involves social structure society of unemployed people by providing them with the opportunity to work in conditions of self-organization. It contributes to the transition of disparate individuals to a new qualitative state, a certain integrity, with its inherent characteristics, a fundamentally new role in the socio-economic system and social structure.

According to the mode of working time, it is customary to allocate full-time employment and part-time (partial) employment.

Full-time employment is based on regulated full-time work, which in Russia is currently 40 hours per week. The shortened working day provided for by the legislation of the Russian Federation for certain categories of workers: adolescents under 18 years of age, employed in especially harmful working conditions, should be considered as a full working day. It is characterized by paid professional work, with the help of which personal and social needs are satisfied and, as a rule, it brings earnings, income and a decent existence to citizens.

Part-time (partial) employment according to the quantitative characteristics of part-time work is divided into the following forms:

• - part-time employment working time(shortened working week, shortened working day) is the result of the crisis reduction of working hours. This regime allows enterprises to retain qualified and experienced staff and prevent unemployment.
• - compressed part-time work week - represents the standard duration working week distributed over a smaller number of working days (four and a half, four, three), which leads to a lengthening of the working day and, accordingly, an increase in the number of jobs compared to the regime daily work in a week;
• - the division of jobs is a regime of crisis reduction of working hours, in which one workplace is divided between two workers with the simultaneous division between them of working hours, wages, social benefits. This helps to ensure flexibility in employment policy and retain skilled workers;
• - an alternative mode of working time is a mode of using two workers on a part-time basis, which is a division of jobs, in which two people work at the same job alternately (for example, every other week).

Partial (partial) employment as a social phenomenon can be considered in three aspects:

• - as a necessity for certain groups of the population (women raising children, young students, people with reduced ability to work, etc.) to work part-time;
• - as a measure of macroeconomic policy, which allows to restrain the growth of unemployment;
• - as a tool of intra-company management, allowing you to flexibly respond to changes in the external and internal environment.

The ILO recommendations on labor statistics note that "underemployment occurs when an individual's work is unsatisfactory in terms of certain standards or other possible work, taking into account his qualifications (training and work experience)" .

According to the regularity of labor activity, employment is divided into permanent, temporary, seasonal and casual.

Permanent (regular) employment implies that the employee must work a certain number of hours every week, less often - every month.

Temporary employment has two varieties: employment for a fixed period (fixed term of the labor contract) and business trip employment (through the mediation of certain firms).

Seasonal employment involves working during a particular season.

Casual employment means the performance of various short-term jobs in order to receive material remuneration without concluding an employment contract.

According to the legitimacy of employment, employment is divided into formal and informal.

Formal employment is employment registered in the formal economy.

Informal employment - employment that is not registered in the official economy, which has a source of jobs in the informal sector of the economy and its individual types. In this regard, the ILO adopted a special convention No. 169, which states that it is necessary to promote the establishment of additional links between the formal and informal sectors and create conditions for the permanent inclusion of the informal sector in the national economy.

A form of informal employment is the system of home production. Its essence lies in the fact that households buy goods and services, add labor and, already in home production, bring the purchased product to readiness for final consumption. This activity is called self-provisioning. This work is different from the work of employees, since it is not preceded by entry into the labor market, and at the same time it is not entrepreneurship, since the goods and services produced do not require sale in the respective markets.

The communal production system is represented by voluntary organizations, informal partnerships for the joint ownership of transport, for maintaining housing, for caring for children and the sick, etc. Part of the work from official production is exported to this sector, as it becomes more profitable for people to receive part of the services on an informal basis. As a result, the demand for products of the formal service sector is decreasing and unemployment is increasing.

Employment in personal subsidiary plots (PSP) is of particular importance in the life of the rural population. LPH is a farm limited to one family, which is carried out on a small scale. In private household plots, mostly simple tools and manual labor are used.

Underground, hidden production also belongs to informal employment. This sector of the so-called shadow economy is closest to the official economy, since it carries out activities that have analogues in the official economy, and often they are carried out at its expense.

In recent years, new types of informal employment have appeared: unregistered employment in newspaper advertisements (covering all kinds of services) and employment related to trade - street, trade in clothing markets ("economic tourism", "shuttles"), trade in newspapers and magazines on transport, etc.

A characteristic feature of modern Russian society is the presence of a fairly large scale of informal employment, which is beyond the "information accessibility". It is a consequence of the natural process of self-organization economic system changes in human behavior in the conditions of reforming society, multiplied by the peculiarities of the Russian mentality, which has always been expressed in the desire for independence and isolation of interests, caution in public policy.

Informal employment is secondary to the shadow economy. That is, shadow processes go beyond the economy and penetrate into the sphere of employment. Therefore, the patterns of behavior that have developed in the shadow economy are beginning to be implemented beyond its borders. As a result of all this, the "shadow space" in the country begins to expand and capture new social actors, new social institutions and organizations.

The consequences of such processes, according to Ryvkina R.V., are, firstly, the strengthening of the "closedness" of society - people not only know the society in which they live, but also do not particularly strive to know it; secondly, the alienation of people from the state and from everything that is called "public interest" is intensifying - the more people feel that everything in the country happens apart from them and does not depend on them, the more they show unwillingness to participate in any actions "tops" and, finally, thirdly, the weakening of the effectiveness of law, the law - with the growth of the "shadow" (for example, employment), the scope of criminal behavior grows.

It can be argued that today informal employment in Russia is nothing more than mass self-employment, but excluded from the sphere of civilized social labor relations and not using the appropriate standards. Its existence means that, on the one hand, a primitive informal sector of the economy is being created, and, on the other hand, the official economy is being deformalized, being redistributed into the shadow sphere. The gradual legalization of the informal sector is the main way to social production. According to ILO experts ( international organization labor), the most important condition for this process should be the removal of obstacles to legalization, in particular, the provision of significant benefits from the exit of entrepreneurship from the "shadow".

According to the conditions of organization of labor processes, employment is divided into standard and non-standard. This division is based on the specifics of the organization of the labor process, which takes various forms.

Standard (typical) employment is employment that involves the constant work of an employee for one employer in his production premises at a standard load during the day, week, year.

The absence of any of the listed features of standard employment speaks of non-standard or flexible forms of employment (this concept is related to the concepts of " flexible market labor", more often with domestic markets labor and also secondary market). Non-standard (atypical, flexible) employment includes the following forms:

• - employment associated with non-standard working hours, such as a flexible working year, a compressed working week, flexible working hours, etc.;
• - employment related to the social status of workers: self-employed workers, helping family members;
• - employment at work with non-standard jobs and labor organization: home work, "call workers", rotational expeditionary employment;
• - non-standard employment organizational forms: temporary workers, concurrency.

All atypical forms of employment are characterized by features of uncertainty and instability. But it is they who crowd out standard employment. At first glance, especially crisis situations or for certain groups of the population (women with children, young students, pensioners, the disabled, for secondary employment), atypical employment has the advantages of individualizing the mode of work, the amount of workload and even the structure of life. But on the other hand, and this is the most important thing, the guarantees of employment on the part of employers and the state, and finally, society, are absolutely decreasing. If in the 1950s and 1960s the transition to non-standard employment conditions was, as a rule, voluntary, today it is a forced form of employment. And this is a general and fairly stable trend for countries with different levels development of a market economy.

Contrary to popular belief, time is not the limit. The barrier to success is yourself.

Time management and concentration are important, but they must necessarily influence the progress towards the goal. Factors limiting this degree influence, are not always obvious to you or anyone else.

You can write emails all day, solving this or that task, and be extremely “busy”. But this is the wrong approach. After all, you can meet in person and eradicate the problem in 10 minutes. In the first case, you are just wasting time, in the second, you are influencing. Loading yourself with meaningless work is like being lazy.

Frankly, work should not lead to fatigue and stress. Influence- means to realistically assess the possibilities, criteria and time.

Try to rethink your approach, despite what the world says: the more the better. Why do a lot of work in as soon as possible if not doing it first class? Clients will not accept your hack just because "you had a lot to do." The rules of the game have changed. Your employment is in your hands. The unpredictable part of your world and your influence is yourself.

What then is stability? Oddly enough, in time. Time is objective: there are 168 hours in a week, no matter how you manage them. Count: 7 hours a day you spend on sleep and 55-60 hours a week on work. It turns out that the rest takes much longer than you thought. It's great, right?

Let's look at the "work" segment. Your influence is distributed over a 55-60 hour period. Regardless of your position and importance to the company, you are part of the common cause, you are counted on. Roughly speaking, you are a product with certain responsibilities, a certain supply and demand. You probably want to produce solid, consistent results, and here are a few things to keep in mind.

Quality or Quantity? Either one or the other is a choice you will face over and over again. The answer lies in the question itself. Quality and performance cannot be mutually exclusive. Influence is not art. It's just a balance between actions and their usefulness. After all, you would not fight half-heartedly.

My favorite example of this situation is the way Starbucks responded to the constant "we need more coffee" requests from customers. They developed a huge glass for drinks - trent (trenta), 916 ml. It is 55% larger than a regular cup and 16 ml more than the human stomach can hold at one time. Logically, such an exaggerated and wasteful reaction of the company to consumer demands is nothing but a caricature. But that's what we do all the time. We “overstay” tasks, overstrain and waste resources on work that has already been done or is irrelevant. Instead of focusing on something else.

We are working idle without any need.

Such behavior leads to high costs. You have probably heard about burnout syndrome. This is a real professional apocalypse. It is unlikely that you would put unfocused work in the technological work plan. So why include it in your own to-do list? Be honest with yourself: what should you do?

Manage your time

• Make a daily routine to understand what it consists of. Share it with others. Determine exactly when you will be busy and unavailable.
• Keep a to-do list. Use for that application, and others.
• Track your activities to understand what you are actually spending your time on. For example, the app will save and analyze your life history. You can collect this information quickly and painlessly.
• Ask yourself, what can you spend half as much time on, but achieve the same results? Never stop asking yourself this question. And act.
• Plan in blocks to keep meetings running in sequence. Include time for solo work in your daily plan.
• Plan your schedule in advance with and around upcoming events such as meetings, appointments, and so on. So that between these events you can direct energy to current tasks with special force. Then you will feel that you really influence success.

Control concentration

• Always focus on one thing at a time.
• Turn off notifications. Close tabs and programs you don't need this moment. All this is distracting.
• Get rid of the need to make decisions that don't matter. For example, Mark Zuckerberg goes to all public events in the same T-shirt, so as not to waste energy choosing what to wear or what to eat. Try and you will only influence what is really important.
• Take on administrative tasks periodically, but don't interrupt current ones. Work with mail for an hour in the morning and an hour in the evening before going home.

Manage a team

• Do not go to those meetings where your presence is not required. Always check if they can do without you.
• Attend work meetings for as long as you need. Feel free to get up and, apologizing, leave when the topic of interest to you has been exhausted.
• Set and stick to meeting times. For example, if in Google Calendar you have allocated 30 minutes for negotiations, there should not be a minute more.
• Stop negotiations when the time is up. Business meetings require preparedness and concentration. If you took 5 minutes for it, the interlocutor must meet.

Influence does not exist in a vacuum. If not you, no one will realize your potential.

Effective use of time requires discipline, thoughtfulness, and self-control. You must own and manage time relentlessly. Carefully guard your attention and always work with one hundred percent concentration. Don't be afraid to cut off interference (with respect to the people who create it). The same applies to the inner self: know when to release and when to reason with your ambitions. Be moderate.

Try to follow these tips for a week, and then repeat again. Use what works for you and remember: your behavior is always an indicator of your influence. Do the right things for the right reasons at the right time.

Energy and talent can take you far, but influence and focus will be with you all the way.

The economy of the Russian Federation is increasingly taking on a market character, which also has an impact on the social sphere. In the harsh conditions of the planned economy, it was not possible to develop specific forms of labor relations. Market reforms corrected this situation, making it possible to single out new forms and types of employment. As a result, the employment market has become more streamlined. The public sector has sufficient popularity among the population. Private, although it occupies a certain niche in the market, but not in such a volume as to suppress the state. This material will describe the concept and types of employment.

What is included in the concept of employment?

Many definitions describe the concept of "rational employment". Species are completely different definitions. But in a broad sense, the essence lies in the complex of certain activities that have a different character. These are activities related to organization, finance and law. All of them are aimed at providing the inhabitants of the state with work.

All types of employment in Russia are only forms of activity permitted by law. This also includes those species that are characterized by individual provision. This is, for example, private enterprise or farming. Also, types of employment are such forms of activity that can be carried out thanks to an existing license from government agencies or private organizations.

What does the concept of employment mean?

Employment is a human activity, the purpose of which is to satisfy personal needs (mainly material), that is, to generate income. These actions must comply with state regulations. According to Russian law, every citizen has the right to dispose of work resources and creative potential at his own discretion. It is the fulfillment of such requirements that is necessary in order to characterize rational employment. Types of employment, regardless of their characteristics, do not imply any coercive measures. The Constitution of the Russian Federation says that the realization of the right to work should be initiated by the person himself and carried out by him in a free form.

Employed segments of the population

The concept of employment and employment (their types) cannot be complete without a description of the circle of persons who are the subjects of such relations. The subjects of labor relations are citizens who get a job, as well as employers.

All types of employment for work are purposeful actions in relation to a subject. An employed person is a person who is a citizen of the Russian Federation and who works due to the conclusion of an agreement that establishes labor relations. The list of such persons is quite extensive and includes the following categories:

1. People who perform a certain set of actions that have a paid basis. The employee is paid remuneration for the work done, which he performs within the framework of a full or shortened working day. This includes both permanent service and temporary, seasonal types of employment.
2. Persons having the status of private entrepreneurs and engaged in commercial activities.
3. Ancillary workers, whose essence of earnings is the sale of goods in accordance with the conclusion of supply contracts.
4. Persons who have entered into contracts that have a civil law basis. They are drawn up regarding the performance of work or the provision of services. The parties to the agreement may be individual entrepreneurs.
5. People who have received a position or appointment for which remuneration is due.
6. Persons involved in law enforcement agencies, such as the fire department, internal affairs bodies, criminal authorities.
7. People in the military or alternative civilian service.
8. Students and students of general education institutions, primary, secondary and higher professional institutions.
9. Persons who, for certain reasons, cannot carry out their usual work activities. Among such factors, one can list the lack of ability to work, taking refresher courses, vacation, sick leave, reprofiling, temporary shutdown of the institution, preparation for service in the armed forces, and more.
10. People who are founders of organizations. The exception to this paragraph is religious, social and charity organisations, because there are no property rights in relation to such created structures.

How is employment carried out?

All types of employment in Russia have a common essence, which consists in an order consisting of successive steps that should ultimately lead to obtaining a job. In a narrower sense, this definition means the assistance of state bodies to their citizens in the form of providing vacancies. This includes not only assistance in finding an appropriate job, but also retraining, and retraining, and transfer. That is, these are the actions that are aimed at the realization by a person of his right to free labor. But at the same time, the law does not prohibit the implementation of actions to find a job by a person on an individual basis. From this it follows that the types of employment for work on such a classification basis as a method of implementation are as follows:

• independent;
• through government agencies.

This process plays important role in public and social life, as it helps a person to exercise his right to get a job. On the part of employers, this is a plus in terms of selecting qualified workers or the necessary force. Another advantage of employment is a good coefficient of efficiency, that is, a person with maximum benefit realizes his working time without loss in finding a job.

How is this process carried out with the help of state bodies?

This process can be carried out with the help of special bodies. These include mainly institutions such as employment services. This way of carrying out this action is called special. His distinctive feature is that, unlike the independent variant, it characterizes only the types of official employment.

Although labor is considered, according to the legislation in the Russian Federation, to be free, tough measures can characterize the implementation of this process with the help of state influence. For example, this can include recruitment, which is carried out in an organized manner, and the direction of persons to objects. It was more popular during the period of active development of the planned economy and is practically absent in this period of time. This was applied in order to make this area more rational and to ensure by human resourses those regions where they are sorely lacking.

Also, special employment refers to the direction of students who have completed professional educational establishments. This is done through the conclusion of the appropriate kind of contracts with enterprises and institutions, which involve the recruitment of young employees.

Another plus in the implementation of this process with the help of state bodies is that they have the right to subject jobs to quotas. This allows special segments of the population to find jobs.

What categories of citizens are eligible for preferential jobs?

Certain segments of the population are entitled to social protection in the form of assistance for the realization of the right to work. The list of such people includes the following categories:

• those with disabilities;
• those who have been in places of deprivation of liberty;
• those who have not reached the age of eighteen;
• those who have two years left to complete before retirement;
• migrants and refugees;
• single mothers and large families;
• parents raising a child with a disability;
• those who are looking for a job for the first time;
• those who graduated from specialized educational institutions.

How is this process of employment of disabled people carried out?

Types of employment of disabled people are very important in social sphere, since it is these people who make up a special category of the employed. Quotas apply to vacancies that can allow people with disabilities to work. These persons cannot be 100% active in society. It is the search for work that helps disabled people regain their place in society, recover morally and become full members of society. Thanks to this process, a person can again feel needed and important, feel that he benefits other people.

Quota is a formal requirement that applies to all private entrepreneurs. Entrepreneurs must allocate a certain proportion of vacancies for people with a disability group. However, the statutory percentage in Russia is quite low.

How is this process carried out for minors?

Types of employment of minors occupy their own niche in the employment market. This process is carried out in relation to this category of citizens according to specific rules. In most countries of the world, for persons under the age of eighteen, the possibility of obtaining a job is regulated by legislation separately.

According to Russian regulatory legal acts, the opportunity to enter into an agreement with employers appears upon reaching the age of sixteen. But the exception is fifteen-year-olds who received a secondary school education or study on an individual basis. They are allowed to perform simple tasks that do not negative impact on health and do not interfere with the development and life. A younger age category can be involved in the work process only as a part-time job. Labor should allow the teenager to continue his education. But this action is allowed for this age category only with the consent of the parents or guardians.

That is, persons who have not reached the age of majority can be involved in any type of work, with the exception of gambling establishments, nightclubs. They are forbidden to deal with cigarettes, alcohol and psychotropic substances. They should not be engaged in work that could potentially be harmful to health. That is, the transfer of weights and loads is limited to a certain weight.

All types of employment related to minors are accompanied by medical commission which must make its decision.

Teenagers may not be employed at work in holidays and night time. Overtime work is also prohibited for this category. It is not allowed to send them on a business trip.

For such workers, a reduced work week is established. For persons under the age of sixteen, this number is twenty-four hours. For teenagers from sixteen to eighteen years old, this time is thirty-five hours a week.

Underage workers have additional guarantees. That is, an employer cannot voluntarily fire a teenager. This can only be done with the help of the state labor inspectorate.

An employer who employs a minor must understand that he is obliged to provide annual leave. It must be at least one month old. And he was financially compensated.

Compensation for the work done for teenagers is calculated in relation to the hours worked.

How is this process carried out without a work book?

Types of employment without a work book are quite real option In Russian federation. This option is within the law. However, a work book is the document that confirms that a person was involved in the work process. It contains complete information about the person, which is necessary for the further implementation of such activities. That is, this is information about education, specialty received, dates of employment and the name of the organization. The document indicates the position and reasons for dismissal.

The work book confirms the fact of employment. But it is quite possible that this document is not required. This is quite realistic, but it requires the execution of another document, which is civil contract. The second way is part-time work. That is, one main work is framed according to the work book, and the second - by special agreement.

The last device option without this document is all types of employment. That is, it is labor provided by agreement with an individual. If this is done in legal order, then an agreement must be drawn up between the employer and the employee. At the same time, the one who pays for the provision of the service must also make contributions to organizations such as the Pension Fund and the Social Insurance Fund.

But most often, institutions that do not make entries in the work book, thus trying to hide from the law. This is mainly due to the concealment of the current financial situation, that is, non-payment of contributions.

Those who agree to work on such conditions most often face such problems as the lack of vacation, sick pay and maternity leave. And you can't be 100% sure of the stability of such work.

The important point is that the contract, which is concluded instead of recording in work book, It has civil character and not labor. The parties in it are the customer and the contractor. Such contracts are of several types:

• author's;
• agency;
• for contract work.

All of the above types have common features. For example, they must be in two copies, fix the details of the parties, deadlines and the amount of remuneration.

What are the types of employment?

Types of employment in the Russian Federation are represented by four main categories. The most common is a job that has a permanent basis. It is she who brings stable income. It is preferred, as this species gives certain social guarantees. A person is protected, both socially and legally. In the event of job loss or unemployment, such a person may qualify for benefits. A certain percentage from the salary goes to the balance of the Pension Fund, which provides material support in old age. The advantage of this type of employment is also the possibility of obtaining a loan.

The second type is a part-time job. Most often this is a part-time job that brings a small income. Such employment is common among students.

The third type is contract work. The amount written in it is fixed, and no deductions are made from it. Tax fees must be paid in this case by yourself.

Types of employment do not necessarily provide for material remuneration. Volunteering is one such example. Although it does not provide any financial benefit, its advantage is the acquisition of useful skills and connections.

At the moment, there are several more types of employment. These include freelancing and remote work through the Internet. Professionals in many industries can provide their services to employers from all over the world.

Classification of the employed population,
applied in world practice,
includes two main categories: employed (paid employment) and self-employed (self-employment).

The definition of employment adopted in Russia also takes into account this division
and is largely in line with the criteria and recommendations of the ILO contained in the resolution of the 13th International Conference
according to labor statistics. The Russian definition lists three categories of the employed
of the population: 1) who performed work for hire for remuneration (on terms of full
or part-time work), and
other income-generating work (independently or for individual citizens); 2) temporarily absent from work due to illness, injury, vacation, etc.
reasons; 3) who performed work without pay in a family enterprise.

The employment literature often suggests more
fractional classification of types of employment.
For example: full, productive, rational, efficient, self-employed,
partial, secondary, temporary, seasonal. Most of these definitions serve only as a means of designating a phenomenon, and not its comprehensive
characteristics using quantitative parameters. So, complete employment
implies only the presence in the country certain conditions life in which
every able-bodied person is given the opportunity to have a job;
productive employment characterizes
creation of useful goods and services; rational employment is the optimal distribution of the working population according to
industries and regions of the country in order to produce products and provide services; under effective employment
refers to the use of workers in
such production lines
which determine the scientific and technical
progress; part-time work distinguishes
part time work,
part-time work week; secondary -
performing regular paid work
for another organization at the main place of work; temporary - performance of work under temporary contracts.

There are also simplified classifications of employment, for example: full,
partial and hidden.

Official Russian statistics
unable to take into account the numerical composition of most of the marked categories
and some others. There is no information about voluntary workers in jobs with reduced working hours (included, therefore, in another
independent category) or involuntarily and permanently working in such workplaces, as well as having
temporary irregular employment. In the field of view of the State Statistics Committee during its surveys, only a group of workers temporarily employed during
part-time or
on holidays at the initiative of administrations. Its number is five and a half - six million people. According to other estimates, the magnitude of the forced
part-time employment is expressed as a figure
six to eight million people
or 10-12 percent of all employed.

Official data of the State Statistics Committee
shed light on some of the trends
characteristic of part-time (partial) employment (see table).

Index						1998, first half a year
population economically active population (million people)
Number of employees: million people percentage economically active population
Employment employees who are on forced leave: thousands of people percentage economically active population percentage of employees
population working in the mode part-time employment: thousands of people percentage economically active population active population percentage of employees

In general, in Russian statistical practice, and not only official,
over the past four to five years, methods of selective
population surveys used
along with the traditional calculation method
balance of labor resources, which was used in socialist times
and relied on mandatory regular
and continuous reporting of all enterprises
and organizations. The ILO considers Population Employment Sample Surveys (PSEs) as a priority source of information. They are
allow coverage of all population groups
and identify the features of employment both at enterprises and outside them:
in individual business,
in the informal sector, private individuals,
in the household.

At the same time, the use of ONPZ
does not at all guarantee the exact correspondence of the original national definitions to the international ones. For example, in Russia, those employed in home production
goods and services for sale were classified as employed in 2001 only
(before 1999, there were no special questions in the ONPZ questionnaires regarding
this segment of employment).

In addition, the overall picture of employment obtained as a result of the ONPZ,
and based on the calculation of the balance,
does not match exactly, although distinctly
reflects the general trend. According to
official estimates show that employment fell from 73.8 million in 1991 to 65 million in 2000,
reduction amounted to 8.8 million people, or about 12 percent of entry level. Based on the results of the sampling
surveys, employment (unemployed
in personal subsidiary farm (LPH)
decreased by 8.9 percent). During this period, the difference between the corresponding annual values
ranged from one million in 1992 to a maximum gap of 5.7 million in 1998. In 2000 this gap
dropped to 2.8 million people
(4.3 percent in relation to the number of employees, calculated according to the balance method) .

Various types of employment that have appeared on Russian market labor during a decade of transformation, may
be conditionally united by the concept of unregistered employment. It does not cover
only the unemployed with official status, but also employed workers, more often
all in the form of secondary employment. According to the data sociological research, at least 70 percent of employees,
who are in a state of part-time employment, have work during periods of forced vacations or shortened working hours. Share of secondary employed
official unemployed fluctuates
20 to 30 percent. T. Maleva believes that the scale of informal and unregistered employment is expressed
10-12 million people. She is
states that "currently
there is a formation of a latent type of labor relations, within which individual interests and personal agreements rise above the law and labor
right"; this process is a continuation of the trend of "tax flight", the criminalization of the economy, a sharp differentiation in the incomes of the population as a result of
formation of a large amount of unrecorded income.

Unregistered employment has
many manifestations. Sociological
polls showed that the most widespread services were in the field of construction, repair, tailoring (56.6 percent),
street trade (11.8 percent), maintenance of small private enterprises - shops, cafes, kiosks (8.4 percent). And
most active in this field
the unemployed show.

There are also concepts employment outside enterprises and organizations and informal employment. The scale of employment outside enterprises is estimated by
ONPZ data. Since 1997, the list of surveys of the population has an item on the place of the main job (outside the enterprise sector), which includes as
farming components,
sphere entrepreneurial activity without formation of a legal entity
and for hire individuals. Based
survey data, employment outside the sector
enterprises amounted to four and a half million people in 1997,
and in 2000 grew to five and a half million.