Types of combination of shopping mall rf. Internal part-time job and its design according to the Labor Code of the Russian Federation. Compatibility types. Specificity

1. Labor relations of persons working part-time are for the first time regulated at the legislative level in the Labor Code. Previously, the work of part-time workers was regulated by the Decree of the Council of Ministers of the USSR of September 22, 1988 N 1111 and the Regulation on the conditions of part-time work adopted in accordance with it, approved. Decree of the USSR State Committee for Labor, the USSR Ministry of Justice and the All-Union Central Council of Trade Unions of March 9, 1989 N 81/604-K-3/6-84. It should be noted that the very concept of "part-time work" in the Labor Code has not changed. In accordance with part 1 of the commented article, work under an employment contract is part-time if:

  • labor contract concluded with an employee who is already in an employment relationship with the same or with another employer;
  • under this contract, other work is performed, in addition to the main one;
  • the work performed under another employment contract is regular and paid, and this work is performed by the employee in his spare time from his main job.

2. An employee has the right to conclude employment contracts for part-time work with an unlimited number of employers (part 2 of article 282 of the Labor Code of the Russian Federation). At the same time, any permission (consent), incl. and from the employer at the main place of work, this is usually not required. Exceptions are cases expressly provided for by federal law. For example, according to Art. 276 of the Labor Code, the head of the organization has the right to work part-time for another employer only with the permission of the authorized body legal entity, or the owner of the property of the organization, or a person (body) authorized by the owner (see comments to Article 276).

3. According to part 3 of the commented article, part-time work can be performed both at the main place of work and with other employers. Work performed under another employment contract with the same employer is called an internal part-time job, for another employer - an external part-time job (see comments to Article 60.1).

The commented article allows work in the order of internal combination both in the same specialty (profession or position) in which the main work is performed for this employer, and otherwise. In other words, an employee can work both externally and internally in any specialty, profession or position stipulated by an employment contract, incl. and in the same way as in the main work.

4. When concluding an employment contract for part-time work, it, along with other conditions, must necessarily indicate that the work is part-time work (part 4 of the commented article; see also comments to article 57). Both internal and external part-time employment are formalized by an employment contract concluded in writing. In this case, the rules established by Art. 67 (see commentary to it).

Having concluded an employment contract on part-time work, the employee acquires, under this contract, the appropriate legal status, which does not change automatically due to changes occurring at the main place of work. For example, if an employee terminated the employment relationship with the employer at the main place of work, then part-time work does not become the main one for him. This conclusion follows from the content of part 4 of article 282 of the Labor Code of the Russian Federation, according to which the condition for part-time work is prerequisite employment contract, and Art. 72 of the Labor Code, which provides that changes in the terms of the employment contract determined by the parties are allowed only by agreement of the parties and in writing (see comments to Article 72).

5. Part 5 of the commented article provides for which categories of workers and under what conditions part-time work is prohibited.

In accordance with it, in all cases, part-time work of persons under the age of 18 is not allowed.

Persons employed on the main job hard work, work with harmful and (or) hazardous conditions labor, can work part-time, provided that the part-time work performed is not related to the same conditions, i.e. severe, harmful and/or dangerous.

Employees whose work is directly related to driving vehicles or traffic control Vehicle, part-time work directly related to driving or traffic control is not allowed. The list of jobs, professions, positions directly related to driving vehicles or traffic control is approved by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite regulatory commission social and labor relations(See commentary to Art. 329).

It is not allowed to work part-time in other cases, if it is expressly provided for by federal law. So, in accordance with Art. 14 of the Law on municipal service municipal employees are not entitled to engage in part-time employment in other paid activities, except for pedagogical, scientific and other creative activities. According to Art. 21 of the Law on state and municipal unitary enterprises, the head unitary enterprise is not entitled to be a founder (participant) of a legal entity, hold positions and engage in other paid activities in state bodies, local government bodies, commercial and non-profit organizations, except for teaching, scientific and other creative activities, engage in entrepreneurial activity, be the sole executive body or a member of the collegiate executive body commercial organization, except in cases where participation in the bodies of a commercial organization is included in the official duties of this head.

6. Features of the regulation of part-time work for certain categories of workers (pedagogical, medical and pharmaceutical workers, cultural workers) in accordance with part 6 of the commented article are determined in the manner established by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

Decree of the Government of the Russian Federation of April 4, 2003 N 197 "On the features of part-time work of pedagogical, medical, pharmaceutical workers and cultural workers" (SZ RF. 2003. N 15. Art. 1368) established that the features of part-time work specified workers determined by the Department of Labor and social development of the Russian Federation in agreement with the Ministry of Education of the Russian Federation, the Ministry of Health of the Russian Federation and the Ministry of Culture of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

In accordance with the aforementioned Decree of the Government of the Russian Federation, the Ministry of Labor of Russia adopted Decree of June 30, 2003 N 41 "On the peculiarities of part-time work of pedagogical, medical, pharmaceutical and cultural workers" (BNA RF. 2003. N 51).

This Decree establishes the following features of part-time work for pedagogical, medical, pharmaceutical and cultural workers:

a) these categories of employees have the right to work part-time at their main place of work or in other organizations, incl. on similar position, specialty, profession, and in cases where a reduced working time is established (with the exception of jobs for which regulatory legal acts Russian Federation established sanitary and hygienic restrictions);

b) the duration of part-time work for the specified categories of employees during the month is established by agreement between the employee and the employer, and for each employment contract it cannot exceed:

  • for medical and pharmaceutical workers - half of the monthly norm of working hours, calculated from the established duration of the working week;
  • for medical and pharmaceutical workers whose half of the monthly norm of working time for their main job is less than 16 hours per week - 16 hours of work per week;
  • for doctors and secondary medical staff cities, regions and other municipalities where there is a lack of them, - the monthly norm of working time, calculated from the established duration of the working week;
  • for junior medical and pharmaceutical personnel - the monthly norm of working time, calculated from the established duration of the working week;
  • for teaching staff(including trainers-teachers, trainers) - half of the monthly norm of working time, calculated from the established duration of the working week;
  • for pedagogical workers (including trainers-teachers, trainers) whose half of the monthly norm of working time for their main work is less than 16 hours per week - 16 hours of work per week;
  • for cultural workers involved as teaching staff additional education, concertmasters, choreographers, choirmasters, accompanists, artistic directors, - the monthly norm of working time, calculated from the established duration of the working week;
  • c) the pedagogical work of highly qualified specialists on a part-time basis with the consent of the employer can be carried out in educational institutions for advanced training and retraining of personnel in the main working time with preservation wages at the main place of work.

According to clause 2 of the Resolution, for the specified categories of workers, the following types of work are not considered part-time jobs and do not require the conclusion (execution) of an employment contract:

  • a) literary work, incl. work on editing, translating and reviewing individual works, scientific and other creative activity without occupation position;
  • b) medical, technical, accounting and other expertise with a one-time payment;
  • c) pedagogical work on conditions hourly pay no more than 300 hours per year;
  • d) consulting by highly qualified specialists in institutions and other organizations in the amount of not more than 300 hours per year;
  • e) implementation by employees who are not on the staff of the institution (organization), management of graduate and doctoral students, as well as the head of the department, management of the faculty of the educational institution with additional payment by agreement between the employee and the employer;
  • f) pedagogical work in the same primary or secondary institution vocational education, in a preschool educational institution, in an educational institution of general education, an institution of additional education for children and other children's institution with additional payment;
  • g) work without holding a regular position in the same institution and other organization, incl. performance by teaching staff educational institutions responsibilities for managing classrooms, laboratories and departments, teaching work of managers and other employees of educational institutions, leadership of subject and cycle commissions, work on the management of industrial training and practice of students and other students, duty medical workers in excess of the monthly norm of working time according to the schedule, etc.;
  • h) work in the same educational institution or other children's institution in excess of the established norm of hours pedagogical work for the wage rate of teachers, as well as accompanists, accompanists for the training of artists;
  • i) work on organizing and conducting excursions on an hourly or piece-rate basis without holding a regular position.

Carrying out the work specified in sub. "b" - "h", is allowed during the main working hours with the consent of the employer.

When applying Article 282 of the Labor Code of the Russian Federation, it should be borne in mind that the said Decree should be applied taking into account the changes introduced by the Federal Law of June 30, 2006 N 90-FZ in Art. 284. In accordance with new edition of this article, the duration of working hours when working part-time is limited, as general rule, half of the monthly norm (norm of working time for another accounting period) established for the relevant category of workers (see comments to Article 284).

Each employee may, in his spare time from his main job, perform other regular work in the same organization where he currently works, or in any other enterprise. Such work is called part-time work (Article 282 of the Labor Code of the Russian Federation).

General information

The labor legislation of the Russian Federation defines what internal part-time work means. Part-time workers are those employees who, in their free time from their main work, perform other regular work for the same employer (Article 60.1 of the Labor Code of the Russian Federation). This type of employment should be distinguished from combining professions (positions) and increasing the volume of work at the main place of work. In contrast to internal part-time employment, when combining professions (positions), an employee performs additional other work (in a different position (profession)) during the working day along with the main job. When combining professions (positions), both the employee and the employer have the right to prematurely refuse to perform additional work. When answering the question of how to arrange an internal part-time job with one employer, it must be borne in mind that internal part-time worker already working for this employer at the main job.

Restrictions on the performance of internal part-time work

When deciding whether to register an employee as an internal part-time job, it should be borne in mind that not every employee can be hired in this capacity. The law does not allow the employment of the following categories of employees on an internal part-time job:

  • persons under 18 years of age (Article 282 of the Labor Code of the Russian Federation);
  • persons employed in work with harmful and (or) dangerous working conditions, if the main work is associated with the same conditions (Article 282 of the Labor Code of the Russian Federation);
  • employees engaged in driving vehicles or managing the movement of vehicles, if when working on an internal part-time job this worker will perform similar work (Article 329 of the Labor Code of the Russian Federation);
  • other categories of employees for whom the ban on part-time employment has been introduced by separate federal laws(employees of internal affairs bodies, state and municipal employees, prosecutors, judges, etc.).

Internal part-time work: documents provided by the employee

Since the internal part-time worker is already working for this employer, in most cases the employee does not need to provide any additional documents. The provision of additional documents by the employee will be required only if special knowledge is required to perform additional work in another position. In this case, the registration of internal part-time jobs for different positions should be carried out when the employee provides a document on education (qualification).

Features of the design of an internal part-time job

The peculiarity of the design of an internal part-time job is that the employee is already working in the organization and an employment contract has already been concluded between him and the employer. And yet, when registering such labor relations with an employee as an internal part-time job, the Labor Code of the Russian Federation requires the mandatory drawing up of a separate labor contract with this employee (Article 282 of the Labor Code of the Russian Federation). Such an employment contract must necessarily contain an indication that the work performed by the employee is a part-time job. It should be noted that a fixed-term employment contract can be concluded with an internal part-time worker (part 2 of article 59 of the Labor Code of the Russian Federation). As well as when hiring for the main job, the employer, when hiring for an internal part-time job, issues an order to hire an employee. The order (as well as the employment contract) must contain an indication that the employee is hired part-time (Article 68 of the Labor Code of the Russian Federation). Considering the limitations of the legislation regarding the duration of part-time work - no more than four hours a day (part 1 of article 284 of the Labor Code of the Russian Federation), it is important to pay attention to the need to keep separate records of working hours (from the main job) in relation to the internal part-time job (article 91 TC RF). Recording in work book on the performance of work on the terms of an internal part-time job is carried out only if the internal part-time job requires this from the employer (part 5 of article 66 of the Labor Code of the Russian Federation). For the rest, the registration of hiring an employee on the terms of internal part-time employment is carried out by the employer in a manner similar to the procedure for hiring an employee at the main place of work.

On the modern market labor part-time work is considered a fairly common phenomenon. Economic situation in the country leads to the fact that it is becoming harder and harder to provide the necessary standard of living through wages alone, and the financial resources earned from part-time work will not be superfluous at all. How to properly arrange a second job without violating labor laws and without creating unnecessary problems for yourself, how is it regulated?

General information

Part-time work is regulated by article 282 of the Labor Code of our country (the main provisions are outlined). This concept is often confused with overlap, but the two terms are used to refer to different labor processes. So, in the first case (part-time):

Types of combination

Part-time work, as mentioned above, can be both internal and external. Each type of activity has its own distinctive characteristics:


Design rules

How is part-time work organized? A work book is not required for this, but you will need the following documents:

  • Passport (any other form of identification).
  • Diploma or document confirming education, as well as its officially certified copy (at the request of the employer to confirm the availability of special knowledge).
  • Certificate from the main place of employment when applying for a "heavy" or hazardous job.
  • SNILS.

If desired, information about the second place of work can still be entered in the work book. To do this, you must provide personnel department the main company a certificate or a copy of the order for admission to an additional position.

The list of documents required for submission is enshrined in Article 283 of the Labor Code, the refusal to provide additional papers by a potential employee cannot be a reason for rejecting his candidacy in the fight for a vacant position.

Time to do extra work

How is the main job and part-time work combined? Temporary standards for additional employment are negotiated in the employment contract on an individual basis by agreement of the parties. It should be noted that the weekly part-time rate (with a 40-hour working week) is equated to 20 hours, daily - to 4 hours, on weekends (from the main job) part-time workers can work in full. Time elapsed is recorded on the time sheet.

AT certain cases It is allowed to perform additional work during the main one. This situation is acceptable in the following cases:


Social benefits

Does part-time work imply any social benefits? The Labor Code of the Russian Federation contains clear information on this matter. For example, an employee at an additional job has the right to count on receiving leave simultaneously with official rest at the main place of work (information is presented in Article 286 of the Labor Code). Vacation is possible even if the employee has not worked for six months at the second job, in which case it is provided in advance. To do this, it is enough to provide a certificate (or a certified copy of the order) on leave from the main job.

Translations

How is the transfer from a part-time job to the main job carried out? To perform such manipulations, a number of conditions must be met:

  • Dismissal from the previous main place of work.
  • Registration of a work book in accordance with the standard regulations.
  • Decor personnel documentation(termination of part-time employment and the conclusion of a new contract or amendments to the employment contract on part-time employment).

Since part-time work and the main job differ significantly from each other and are regulated by various provisions of the Labor Code, it would be more rational to formalize the transition of the relationship more seriously than with one additional order to a previously existing employment contract.

It should be noted that an employee from the main place of work - with his consent and at certain conditions- can also be transferred to part-time.

Payment of benefits and wages

How is part-time work paid? The Labor Code of the Russian Federation regulates this issue by the 285th article. In most cases, potential part-timers are interested in whether they have the opportunity to receive half or more than half of the salary indicated in staffing for the proposed position? The reason for this question is that in most cases they are required to work half of the numbers indicated in the staffing table.

In fact, the payment of wages in this case does not always depend on the amount of time worked, it is also determined by the terms of the concluded employment contract. They allow you to assign a salary of absolutely any size.

Employers should take this matter very seriously. If the main employee also works in a similar position, then his salary must match the salary of a part-time employee in order to exclude the situation of infringement of one of the parties (violation threatens with a fine of 50 thousand rubles according to the administrative code).

The salary of a part-time worker is paid at least 2 times a month, it is also necessary to take into account that pregnant women are entitled to receive payments and all benefits stipulated by the state (if a woman has worked in one place part-time for 2 years or more.

Restrictions for part-time employment

In what cases is it impossible to work part-time? There are certain restrictions on the possibility of undertaking part-time work, specified in labor law. So, to perform additional work is not allowed to persons:

  • Under 18 years of age.
  • Already working in hazardous or hazardous industries.
  • Transport workers, civil servants, judges, lawyers, police officers or prosecutors, heads of educational institutions, deputies.

Certain restrictions exist for teachers, pharmacists and physicians, as well as cultural workers.

Dismissal and its features

How can part-time work be completed? The dismissal order is drawn up on any legal basis given in the Labor Code. It should also be noted that the employer will need to comply with all existing legislative norms to terminate the contract, for example:

  • It is not allowed to dismiss an employee who is on vacation or on sick leave.
  • When reducing staff, it is required to notify the employee about this in advance (2 months in advance against signature).

Employment on a part-time basis on an ongoing basis causes one more nuance for a possible dismissal. So, if the main employee was selected for this position, it will be quite possible to refuse the services of an additional one on completely legal terms. To do this, 2 weeks before the dismissal, it is necessary to notify the employee of the upcoming changes in writing.

In all cases, the final payment is made no later than the day of dismissal. If on this date the employee does not fulfill his labor obligations, the settlement period is postponed to the next day after the receipt of an official request from him. In addition to the full payment of funds, the employee is provided with the requested set of documents.

Part-time employment, as a special phenomenon in the labor market, serves the effective use of a person's potential in the field of labor relations and contributes to an increase in the overall level of material well-being.

In Russian legislation, part-time employment is singled out as a separate category of legal relations. Particular attention of the Labor Code of the Russian Federation is paid to the conclusion and termination of employment contracts of this category. legal relations, providing benefits, caring for, and providing state guarantees.

What is a part-time job?

In accordance with the labor legislation of the Russian Federation (), part-time work is understood as the performance by an employee of additional work functions for the same or another employer in his spare time from his main work duties.

The basic features of part-time work according to the Labor Code of the Russian Federation are:

  • Registration by concluding an employment contract.
  • Performing in free time official duties, which are basic, including rest time and days off.
  • Paid by the employer.
  • Allowed with any number of employers.
Additional Information

In the order of the employer on the admission of an employee to a position, as well as in the contract, it must be indicated that he will be a part-time job.

The legislation notes that not every case can be recognized as part-time work.

For example, a combination is not:

  • Single medical expertise(with one-time payment).
  • Providing advice to citizens if the time spent on this does not exceed three hundred hours a year.
  • Performing work in accordance with a position that is not officially included in the staff of an organization or enterprise.
  • Over-scheduled duty.

Regulatory norms of the Labor Code of the Russian Federation

Main normative act, regulating part-time work, is chapter 44 (articles from to) of the Labor Code of Russia and Decree of the Government of Russia dated November 4, 2003 No. 197, which states that the features of such work of certain categories of subjects of labor relations, for example, teachers, pharmacists, physicians, cultural workers and others, are determined by the Ministry of Labor of the Russian Federation of August 7, 2003, No. 41.

Attention

Definition this species legal relations are also given in article 60.1 of the Labor Code of the Russian Federation. At the same time, it should be remembered that, which allowed part-time employment exclusively for a position or profession other than the main one, has lost its force (valid until October 6, 2006).

Difference from combination

Despite the similar sound, part-time work must be distinguished from combination.

As mentioned above, part-time employment under the Labor Code of the Russian Federation is an additional activity for labor agreement, free from primary job function time. And combining () is additional work without breaking away from its main labor functions(positions).

Additional Information

Part-time work can be issued both with the same employer and with different ones. And the combination, as a rule, occurs under the supervision of the same boss.

Part-time is issued, as well as the main labor activity, by signing an employment contract, including for an indefinite period. When combined, the employer and his subordinate sign an additional agreement to the contract, which clearly establishes the deadline for performing additional job duties.

Also, with part-time employment, an entry can be made on the admission of a citizen for such work in the work book, when combined, nothing is entered in the work book.

Working time

The total duration of the working day for a part-time job according to the Labor Code of the Russian Federation should not exceed four hours. At the same time, if we take one accounting period (for example, a week), then the duration of part-time work should not be more than half for the same period established by the Labor Code of Russia. So, if such a duration by law is 40 hours, (), then part-time work for the same week should not be more than 20 hours.

An exception to this rule is allowed only in one case, when the employee is free in certain period from fulfilling his duties at the main place of work - then he has the right to work part-time on a full-time basis.

Also, the law (in particular, the Labor Code of the Russian Federation) establishes a reduced working time for certain categories of workers. So teachers can work no more than 36 hours a week (), the duration of the work of numerous cultural workers is specially stipulated in collective agreement institutions or organizations and may differ from what is enshrined in the Labor Code of the Russian Federation, but not in a big way.

Doctors can work no more than 39 hours a week (). All this is also taken into account when hiring part-time. In accordance with article 282 of the Labor Code, in some cases, a monthly norm of working time is allowed for workers in these categories.

Dismissal

The dismissal of a part-time worker occurs on the same grounds established legal regulations, which is the dismissal of an ordinary employee.

The employer does not have the right to dismiss a part-time worker during the period of his disability (illness) or being on vacation (). And by the prescription of article 180 of the Labor Code, in connection with or the number of employees at the enterprise, it is possible to dismiss a part-time job only against a receipt handed to him at least two months before the dismissal.

Attention

The only exception established for this category of subjects labor relations article 288 of the Labor Code, which says that a part-time job may be deprived of a position if a person for whom the same position will be the main one can be accepted in his place. In this case, the employer must notify the part-time employee about this two weeks before terminating the contract with him.

In case of external - all calculations must be made with the dismissed person no later than the day of his official departure from office. If the employee on that day ceased to perform his immediate job duties, then the wages due to him and other payments must be made no later than the next day after the dismissed person made such demands.

The same rules apply to dismissed citizens working on a part-time basis. If the reduced part-time job retains the position for the main job, according to the Labor Code of the Russian Federation, he does not have the right to severance pay in the amount of the average monthly salary.

Information about the dismissal of a part-time worker is entered in the work book as follows:

  • For the main job, a certificate from the job where the citizen worked as a part-time job and a copy of the order on his dismissal are provided.
  • Application of a citizen to make an appropriate entry in his work book.
  • The employer issues an order to record information about the dismissal in the book.
  • An entry is made in the work book.

sick leave

According to the Labor Code of the Russian Federation, a part-time worker has the full right to pay for his sick leave, that is, for disability leave, if he falls ill or his family members who need care fall ill. But on one condition: continuous, for two years, performance of official duties with the same employer ().

With internal part-time, in order to receive benefits, the employee must provide only a certificate of incapacity for work issued to him in a medical institution.

With external- he must have two such sheets in his hands, which must be presented at two places of work. In an organization where an employee works on an external part-time basis, his sheet should contain a note about this, and the details of his main place of work (another organization) should be indicated.

Nuances

The law allows you to take a person to a position on a part-time basis, even if it implies full liability. In this case, an appropriate contract is concluded, the form of which is provided for by Decree of the Ministry of Labor of the Russian Federation No. 85.

Additional Information

In the regions of the Far North and other areas, with established coefficients of bonuses to wages, the remuneration of a part-time worker is made taking into account these bonuses.

When going on vacation, part-time workers should be guided by the time of the onset of the annual paid leave for their main job, since the time of their calendar periods should coincide. In the event that a person has not worked for six months in a part-time position, he is given leave in advance (Article 286 of the Labor Code).

Even experienced personnel officers often have many questions related to the peculiarities of hiring part-time workers. Our experts explained the main issues and pointed to typical mistakes allowed during this procedure

From this article you will learn:

How part-time work is described in the Labor Code of the Russian Federation

Article 60.1 of the Labor Code of the Russian Federation talks about external and internal combination, and the entire 44th chapter of the Labor Code is also devoted to this issue. Such work can be carried out both at one employer and in different companies.

There are two similar-sounding concepts in labor legislation: part-time employment and combination, which, nevertheless, should not be confused, despite the fact that both of them involve the performance of additional labor duties.

Signs of combination

Let us single out a number of signs that will allow us to accurately distinguish part-time employment from other relations in the world of work:

Firstly- the right of the employee and his voluntary choice. He himself determines the scope of his additional studies.

Secondly, the basis of such legal relations will always be an employment contract.

Thirdly, involves the implementation additional responsibilities outside of business hours under the main contract. Depending on the schedule, these can be evening or night hours, weekends, etc.

Fourth, implies the regularity of the performance of duties and their timely payment.

Fifth, work is possible as with the same employer with whom the main employment contract is concluded, or in a completely different organization at the employee's choice.

Types of combination

The law provides for only two types of combination:

  • external - contract work in free time with another employer;
  • internal - the performance of additional duties for the same employer with whom an employment contract has already been concluded.

In other words, external part-time worker is an employee of two enterprises or organizations at the same time. One place will be the main one, and the number of others is not limited. The main thing is that the principle of employment in free time from the main place is observed everywhere. At the same time, there is no need to notify the employer at the main place. The only exception is the head of the organization.

Internal part-time worker- This is an employee who works in one organization in two positions or performs the duties of one, but in a larger volume.

Here again it is necessary to distinguish between internal combination and combination of positions or professions. The key difference will be the time at which additional duties are performed. When combined, it is within the working day, and when combined, it goes beyond them.

Restrictions may not apply if the employee at the main place is suspended from work for health reasons or has suspended work for organizational or technical reasons.

With internal combination, it is important to distinguish such a regime from other cases. overtime and irregular working hours. The employee does not have the right to refuse to perform additional duties, as from overtime work.

Accounting for the time worked by a part-time worker is kept separately. At the same time, if there is an external part-time job, then the time sheet is maintained by both employers. If internal, then time worked is recorded at two rates, that is, the employee's last name in the time sheet is affixed twice.

Who should not work part-time: Labor Code of the Russian Federation

In 2019, the list of employees who are prohibited from working part-time has not changed. These include:

  • minors;
  • employees of hazardous and hazardous industries, if the combination provides for similar working conditions;
  • state and municipal employees;
  • heads of organizations, etc.

Payment by external part-time

If the law establishes restrictions for the working time of a part-time worker, then with regard to remuneration for work, the decision will be entirely up to the employer. Several options are possible here:

  • The salary is set in proportion to the size of the norm for which he is accepted. And it can be up to 1/2 of the salary of the main employee.
  • Salary directly depends on the hours worked or the number of units produced. In this case, the value per unit will not differ from those used for the main employees.
  • The salary of a part-time worker is set at the same level as full-time employees. Such a decision by the employer may be dictated highly qualified or other business qualities.

When setting wages, all current district coefficients, as well as allowances provided for the special nature of work. The part-time worker is also entitled to pay sick leave. When employed by two employers, each of them makes contributions to the fund for their employees social insurance. Therefore, everyone will need to confirm the validity of the absence due to temporary disability. To do this, the clinic takes two copies of the sick leave.

The internal part-time worker represents only one sick leave. But he receives payment both for his main job and on a part-time basis.

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