Urgent employment contract for 2 months sample. Sample of an urgent employment contract for temporary work

14.08.2019

The form of the document "The approximate form of an urgent employment contract" refers to the heading "Labor Treaty, Labor Contract". Save the link to the document on social networks or download it to your computer.

Fixed-term employment contract

________________________ "__" _____________ 200__.

(name of the place of conclusion

contract)

INN ________________,

(the full name of the enterprise indicating the organizational and legal

Registered

(Name of the registering authority, date, registration number number)

person _______________________________________, acting on the basis of

(Position, Full name)

Hereinafter B.

(Name of a document confirming the authority)

further "employer", on the one hand, and __________________________,

(F.O.O. Fully)

passport series ________, N ________, issued _______________________________

(Name of the body issued

passport, date issue)

year, division code __________, registered (Aya) at the place

residence at: ___________________, referred to as)

"Worker", concluded this Treaty on the following:

1. This employment contract regulates labor and other relations

between the employer and the employee.

2. Work on this employment contract is the main place

worker's work (part-time work).

3. The worker is accepted for work in quality _______________________

(indicated position, profession, qualifications)

4. The employee at the enterprise is subordinate directly to ____________.

(specify the position of direct supervisor)

5. The employee undertakes:

In good faith to fulfill their work responsibilities, orders and

order of their leader;

Obey the internal labor schedule of the enterprise;

Take care of the property of the enterprise;

Correctly and on purpose to use it transferred to him for work

equipment, appliances, materials, etc.

6. The following equipment is fixed behind the employee: ______________

7. The employer undertakes to provide an employee

(materials, equipment, task, etc.) in accordance with its

specialty and qualifications. Idle time is not due to employee's fault if

he warned the employer (_________________) about the beginning of idleness,

paid at least two-thirds tariff rates

the established employee of the discharge.

8. The employer undertakes to create an employee and safe conditions

9. The employee establishes a trial period ___________________.

10. The place of permanent employee is ____________________

________________________________________________________________________.

(Specify the location of the enterprise, shop, department, etc.)

11. The worker can be directed to office business trips with payment in

accordance with the current procedure.

12. The employer undertakes to pay employee wages in

size ______________________________________________ rubles per month

(figures and in words) (or other terms of wages - from the production,

by the clock and others).

13. The employee is also established:

Dumping in the amount of ____________ rubles monthly;

Prize in the amount ____________ rub. Monthly (quarterly)

conditions ____________________________________________________________;

Remuneration on the results of the annual work in the amount of _________ rubles

given that ____________________________________________________________.

14. Wages paid no later than ________ numbers of each

15. Option A. For employee is set _______ hour worker

day with ________ to ________ hours.

Option B. The employee is installed flexible working time mode,

in which the beginning, the end and the duration of working time

it is regulated by them independently with the condition of full working out ________ hours

a week (month).

16. The employee works in _______ shift. Procedure for shifts

it is established by a schedule for replacement of the enterprise.

17. The employee can be involved in overtime work in order,

stipulated by applicable law.

18. The employee is established _______-day working week with _____

weekends _________________.

19. Work on weekends and holidays is made by

agreements between the parties and payment _________ or with the provision

20. The employee is provided annual main vacation

duration __________ calendar days with payment of compensation in

size _______________ rub.

21. Employee is provided extra vacation

the duration of ____________ calendar days for ________________.

(specify bases)

22. Vacation is provided in accordance with the vacation schedule on

enterprise.

23. Annual vacation for the first year of work is provided by

the expiration of 6 months from the date of conclusion of the contract.

24. With the consent of the employer, an employee may be vacation

without salary salary, if it does not affect normal

the work of the enterprise.

25. The employed employment contract is urgent: on __________ 20__g.,

those. lies with an employee to replace temporarily absent

employee, beyond the work in accordance with the law

(Depending on the specific situation, you should specify another

the appropriate basis for the conclusion of an urgent employment contract

given (named) in the text Art. 59 TK RF).

Option. This Agreement is concluded at the time of work

_________________________________________________________________________

26. If an employment relationship has expired after the employment contract

actually continue and none of the parties demanded them

termination, then the contract is considered to be continued on

indefinite term.

27. The contract may be terminated or terminated in the manner and by

the grounds provided for by the current legislation. Dismissal

legal foundation entails the recovery of the employee in the same

work with paying him wages during the forced absenteeism, but

no more than three months.

28. The employee is fully distributed benefits and guarantees,

installed for employees of this enterprise (organization)

current legislation, industry regulatory acts and

collective contract.

29. The employee is subject to social and health insurance in

order and on the conditions established by the current legislation of the Russian Federation.

30. The damage caused by the employee to the enterprise is subject to compensation in

accordance with applicable law.

31. Damage caused by employee by injury or other damage

health associated with the performance of their employment duties,

target to refund in accordance with applicable law.

32. The employee's salary is subject to indexation in accordance with

the legislation of the Russian Federation.

33. Disputes and disagreements that may occur when performing

the terms of this employment contract, the parties will strive

allow friendly by mutual agreement. With unacceptable

mutually acceptable solution - dispute can be transferred to resolve it in

the procedure stipulated by the legislation on labor of the Russian Federation.

34. This employment contract during its action may be

changed or supplemented with sides of it.

In this case, all the indicated changes and additions will have a legal

force only in cases of their written design and signing by Parties in

as an integral part of this employment contract.

35. For all issues that have not found their decision in

(provisions) of this employment contract, but directly or indirectly

arising from the attitude of the employer and employee on him from the point of view

the need to protect their property and moral rights and interests,

defended by law, the parties of this employment contract will be

guided by the provisions of the Labor Code of the Russian Federation and other relevant

mandatory regulatory acts of the Russian Federation.

36. This employment contract has been drawn up and signed in two

copies and stored one by each of the parties, and both

copies have equal legal strength.

Signatures of the parties of the employment contract

Worker employer

________________________________ ________________________________

Worker employer

Note:

Obtaining an employee of an instance of an employment contract should

confirm the employee's signature on an instance of the employment contract,

stored at the employer (Art. 67 of the Labor Code of the Russian Federation).

Instance of the employment contract received (a)

"_____" ____________________ 200 ____

_________________ _____________________________

(signature) (surname, employee initials)

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Experts will tell how to make a document, which sample of an urgent employment contract to use, will lead an example of an employment contract with a certain period of action. In the article you will find several ideal formulations for an urgent employment contract recommended by Roshdom.

In the article:

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How to issue an urgent employment contract: sample

The urgent employment contract (sample 2019) is issued in the case when it cannot be concluded indefinitely due to the conditions of the upcoming work or its nature. The main difference between TD with a deadline of the perpetual is that it should be indicated as a validity period and the basis for which the parties have concluded such an agreement. If the position of the period is absent, TD consider prisoners indefinitely.

Attention! The document can be made in arbitrary form. The main thing is that it contains mandatory conditions (chapters 10 and 11 of the Labor Code of the Russian Federation). These include wage provisions, working time regime, and so on.

The urgent employment contract (sample) is in two copies. On the letterhead, which remains in the organization, the employee puts his signature. It will be a confirmation that he received his copy (part 1 of Art. 67 of the Labor Code of the Russian Federation).

The employer draws up an order for unified form No. T-1. In the labor contract, the period can be installed not a specific date, but a specific event or the onset of the first indicated event. In this case, the order should indicate all the conditions for the termination of TD. A record of the employee make an entry on acceptance for a position without pointing to the urgency of the relationship.

Useful tools from experts "Frames"

Experts "Systems of Frames" collected 6 ideal wording for an urgent employment contract from Rosager . They will help you in the most difficult cases to make relationships correctly and argue your position in the event of legal proceedings with an employee or when receiving claims from GIT.

Urgent employment contract: example

An example of an urgent employment contract with an employee

The company's secretary went on child care leave. For TD, another employee was adopted. The general director issued an order in shape No. T-1 on acceptance for a certain period of citizen E.V. Ivanova. Zaitsev was appointed responsible for conducting recruitment, which was recorded in Ivanova's book.

★ in the "Frame System" you will find square table . It contains all cases of drawing up TD, indicating the period of action.

What to use a form of an urgent employment contract (free download) microenterprises

TD for a certain period: sample for microenterprises

The urgent TD for small businesses relating to microenterprises is designed according to a typical form. The form approved by the Government Decree on August 27, 2016 under No. 858. The finished form allows to significantly reduce the total number of employees of personnel workshop with small business entities.

The typical form of the document is entitled to take advantage of all employers regardless of the total revenue and the number of personnel. For the form it is convenient to check, whether all the mandatory conditions are included in both urgent and indefinite TD.

By concluding urgent TD, the form of which is typical, you can abandon the preparation:

labor regulations;
labor payment provisions;
promotion Regulations;
replacement schedules;
other local regulatory acts.

All conditions and guarantees in this case include in TD. With the loss of the status of microenterprise, the personnel document flow leads to a general order.

Mandatory documents at the conclusion of an urgent employment contract

If the urgent employment contract is concluded (sample 2019), it is necessary to respect the peculiarities of personnel documents.

Table. What to take into account when concluding an urgent employment contract

Document type	Filling feature
Labor contract	A prerequisite that includes urgent TD is a period. If there is no position on the period of action, the document is considered to be concluded indefinitely (on the basis of Art. 58 of the Labor Code of the Russian Federation). This condition is preserved even if the period is specified in the order of employment. In TD, the circumstance (reason) is prescribed, which is the basis for its conclusion. ★ Read more in the article: Term of employment contract
Additional agreement to urgent TD	It is if the period of action of TD has expired, but the existing relationships are continuing in fact, since none of the parties demanded that they stop them. In this case, TD is transformed into a permanent.
Order of admission to work in form No. T-1 (T-1A)	Fill both cells of the date "C" and "software" (in the unified form No. T-1, the date is directly in the column "Take to work", and in the unified form No. T-1A in the column "Work period"). In this case, if the term in TD is defined not a specific date, but by an indication of a specific event, then the corresponding text must be in the "software" cell. For example, "Before the exit of a temporarily absent specialist from child care leave." To make such a text, the cell can be expanded. Both forms of orders approved by the Resolution of the State Statistics Committee of Russia dated January 5, 2004 under No. 1.
Employment history	In the book "Urgency", TD do not reflect (on the basis of the Rostrud letter dated April 6, 2010 under No. 937-6-1). Recording record is made in a general order in accordance with clause 3.1 of the instructions approved by the Resolution of the Ministry of Labor of Russia dated October 10, 2003 under No. 69. With the termination of TD with the specified period of action in the book, they write down: "Fired due to the expiration of the labor contract period, paragraph 2 of part 1 of article 77 of the Labor Code of the Russian Federation." The exceptions are cases where existing relationships actually continue and none of the parties demanded that their termination.

The urgent employment contract (sample 2019) is generally in general. The main difference between TD with a set period of action from an inexpressible lies in the fact that it should contain a validity period and the basis for which the parties have concluded such a document. For small businesses relating to microenterprises, TD is designed according to a typical form. During the design of TD with a certain period of action, it is necessary to observe the peculiarities of personnel documents.

in the face acting on the basis of hereinafter referred to Employer", On the one hand, and c. , Passport: Series, No. issued, residing at:, referred to as " Worker", On the other hand, hereinafter referred to as" Parties ", concluded this Agreement, later" Treaty", Undeserted:

1. Subject of the employment contract

1.1. The employee is accepted for the employer to fulfill work in office.

1.2. The employee is obliged to start working with "" 2019

1.3. This employment contract comes into force from the moment of signing it by both parties and is concluded indefinitely.

1.4. Work under this Agreement is for the employee of the main.

1.5. The work site is at :.

2. RIGHTS AND OBLIGATIONS OF THE PARTIES

2.1. The employee obeys directly to the Director-General.

2.2. The worker is obliged:

2.2.1. Perform the following job responsibilities :.

2.2.2. Comply with the rules established by the employer, the rules of domestic labor regulations, production and financial discipline, conscientiously refer to the execution of their official duties specified in paragraph 2.2.1. of this employment contract.

2.2.3. To take care of the property of the employer, comply with confidentiality, not disclose information and information that are a commercial secret employer.

2.2.4. Do not interview, do not hold meetings and negotiations regarding the employer's activities, without the permission of its leadership.

2.2.5. Observe the requirements of labor protection, safety and production sanitation.

2.2.6. Promoting the creation of a favorable business and moral climate at work.

2.3. The employer undertakes:

2.3.1. Provide the employee to work in accordance with the terms of this employment contract. The employer has the right to demand from the employee of the fulfillment of duties (works), not caused by this labor contract, only in cases provided for by the law on labor of the Russian Federation.

2.3.2. Provide safe working conditions in accordance with the requirements of safety regulations and legislation on labor of the Russian Federation.

2.3.3. Pay work of an employee in the amount established in clause 3.1. of this employment contract.

2.3.4. Paying the awards, rewards in the manner and on the conditions established by the employer, to provide material assistance, taking into account the assessment of the personal labor participation of the employee in the work of the employer in the manner prescribed by the position of remuneration and other local acts of the employer.

2.3.5. Implement the mandatory social insurance of the employee in accordance with the current legislation of the Russian Federation.

2.3.6. Pay in case of production need to improve the skills of the employee of his training.

2.3.7. Acquaint the worker with the requirements of labor protection and internal labor regulations.

2.4. The worker has the following rights:

the right to provide him with the work specified in paragraph 1.1. of this employment contract;
the right to timely and in full payment of wages;
right to rest in accordance with the terms of this employment contract and the requirements of legislation;
other rights provided to employees of the Labor Code of the Russian Federation.

2.5. The employer has the right:

encourage employee in the manner and sizes stipulated by this Labor Treaty, a collective agreement, as well as the conditions for the legislation of the Russian Federation;
attract an employee to disciplinary and material responsibility in cases provided for by the legislation of the Russian Federation;
carry out other rights granted to him by the Labor Code of the Russian Federation.

3. Terms of remuneration worker

3.1. For the execution of labor duties, the employee establishes a job salary in the amount of rubles per month.

3.2. When performing work of various qualifications, combining professions, work outside the normal duration of working time, at night, weekends and non-working holidays, etc. The employee produces appropriate surcharges:

3.2.1. Work on the weekend and non-working holiday day is paid in double size.

3.2.2. An employee who performs the same employer along with its main work due to the employment contract, additional work for another profession (position) or the acting responsibility of the temporarily absent employee without liberation from its main work, is completed for the combination of professions (posts) or execution Responsibilities of a temporarily absent employee in the amount determined by an additional agreement to this Treaty.

3.2.3. Overtime work is paid for the first two hours of operation not less than one-hour size, for the subsequent hours - not less than double. At the request of the employee, overtime work instead of elevated payment can be compensated by the provision of additional resting time, but no less time worked out overtime.

3.3. Downtime due to the fault of the employer, if the employee in writing warned the employer about the start of idle, is paid in the amount of at least two thirds of the employee's average salary. Downtime for reasons that do not depend on the employer and employee, if the employee in writing warned the employer about the start of idle, is paid in the amount of at least two thirds of the tariff rate (salary). Downtime due to the fault of the employee is not paid.

3.4. The conditions and size of the payment by the Company by the employee of encouragements are established in the collective labor contract.

3.5. The employer pays wages to the employee in accordance with the "Labor Regulations" in the following order :.

3.6. From wages, employee can be held in cases provided for by the legislation of the Russian Federation.

4. Working time and rest time

4.1. The employee is established a five-day working week with a duration of 40 (forty) hours. Weekends are Saturday and Sunday.

4.2. During the working day, the employee establishes a break for recreation and nutrition from h. Up to hours, which is not included during working hours.

4.3. The work of the employee as specified by paragraph 1.1. contracts are carried out under normal conditions.

4.4. An employee is annually given leave for a duration of 28 calendar days. Vacation for the first year of work is provided after six months of continuous operation in society. In cases stipulated by labor legislation, at the request of an employee, vacation can be provided before the expiration of six months of continuous work in society. Output for the second and subsequent years of work can be provided at any time of the working year in accordance with the priority of the provision of annual paid holidays established in this society .

4.5. According to family reasons and other valid reasons, a short-term leave without salary salary can be provided.

5. Social employee insurance

5.1. The employee is subject to social insurance in the manner and on the conditions established by the current legislation of the Russian Federation.

6. Guarantees and compensation

6.1. For the period of this Agreement, all guarantees and compensation provided for by the labor legislation of the Russian Federation, local acts of the employer and this Agreement apply to the employee.

7. Responsibility of Party

7.1. In case of non-fulfillment or improper execution by the employee of its duties referred to in this Treaty, violations of labor legislation, the rules of the internal labor regulations of the employer, other local regulatory acts of the employer, and also causing the employer of material damage it is a disciplinary, material and other responsibility under the labor legislation of the Russian Federation.

7.2. The employer brings material and other responsibility to the employee in accordance with the current legislation of the Russian Federation.

7.3. In cases provided for in the Law, the employer is obliged to compensate for the worker of moral damage caused by unlawful actions and (or) inaction of the employer.

8. Termination of the Treaty

8.1. This employment contract may be terminated on the grounds provided for by the current labor legislation of the Russian Federation.

8.2. In the afternoon of termination of the employment contract in all cases is the last day of the employee, except when the employee actually did not work, but the place of work (position) was maintained.

9. Final provisions

9.1. Terms of this employment contract are confidential and not subject to disclosure.

9.2. The conditions of this employment contract are mandatory legal force for the parties since its signing by the Parties. All changes and additions to this labor contract are issued by a bilateral written agreement.

9.3. Disputes between the parties arising in the performance of the employment contract are discussed in the manner prescribed by the current legislation of the Russian Federation.

9.4. In all the rest, which is not provided for by this Labor Treaty, the parties are guided by the legislation of the Russian Federation regulating labor relations.

9.5. The contract is drawn up in two copies that have the same legal force, one of which is kept by the employer, and the other is an employee.

10. Legal addresses and payment details of the parties

EmployerJUR. Address: Postal address: Inn: PPC: Bank: races / score: Corr. / Account: Beach:

WorkerRegistration: Postal Address: Passport Series: Number: Issued: Which: Phone:

11. Signatures of the Party

Employer _________________

Worker _________________

An example of the conclusion of an urgent employment contract: you are the owner of the farm farm. You have 15 hectares of land, on which you need to break the beds, fertilize, put a strawberry, take care of her every day to get a good harvest in the end. One, understandable thing, can not cope, need assistants. To you, the crowd will flee hundreds of people who want to help, for purely symbolic and modest monetary reward.

You are happy to accept suggestions, but the question arises: how to make short-term production relations with people? You will need their services only for the summer period, and suddenly one of them does not want to dismiss falling in the fall, right and saying: no, let me now salary constantly!

The basis of the conclusion of an urgent employment contract

For how long is

The maximum term of the urgent employment agreement is five years, the minimum period is not limited ().

Features of the urgent employment contract

One of the features is the obligation to specify the reasons for which a contract with limited timing is. It offers a complete list of grounds for which an urgent labor agreement is. If there are no grounds in the text of the document for its conclusion, then in court, it can be recognized as indefinite ().

You must specify the end date or designate an event that means the end of the work ().

Testing under an urgent labor contract

The test in this case depends on the term of the contract. If the period is less than two months, the test period is not installed ().

If the duration of the temporary contract is from two to six months, the test may not exceed two weeks ().

Urgent employment contract and pregnancy

Yes, it happens so ... In this case, the employer, according to, will have to demand (but very gentle!) The female employees have a relevant medical certificate confirming its interesting condition, and extend the temporary agreement until the end of the pregnancy term, i.e. In fact, before childbirth. That's when the baby gives birth to, you can say goodbye to it, and before that point it is impossible.

However, options are also possible. If, instead of a certificate of pregnancy, the girl brings a temporary disability sheet installed by the law, where a pregnancy is specified in the substantiation of his issuance, as well as a statement about the desire to go to paid leave (at all it does not matter how much it worked for you, at least a week), the employer will have to work Prepare and sign the appropriate order. Because, according to article 260 of the Labor Code of the Russian Federation, the employer is obliged to provide a woman annual paid vacation, regardless of the time that she worked for him.

Therefore, it turns out that instead of three year old months, some legally competent girls can hold out time for temporary work.

Vacation with a temporary contract

Persons who made a temporary employment contract possess the same rights as the persons who recorded production relations indefinitely.

Therefore, if the term of temporary work agreement allows an employee to go to the annual paid leave, rest is provided on general reasons.

If the time frame does not allow, then when dismissing the accounting will produce an employee relevant monetary compensation.

Rules for the dismissal of a temporary employee

According to Article 79 of the Labor Code of the Russian Federation, the urgent contract ends with the expiration of its validity period, this is an independent basis for termination of working relationships.

The cessation of the employee's contract is warned in writing at least three calendar days before its dismissal on a temporary labor agreement. Download free Sample Emergency Contract with an employee for 2019 can be low.

Unlawfully concluding such an agreement, the employer risks greatly. In the article you will find the prompts of experts and the sample for 2019.

From the article you will learn:

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What is an urgent employment contract: pros and cons

Urgent (temporary) employment contract has a limited validity period. The contract is considered as an indefinite, if it does not say that it is urgent, the reason for urgency is not indicated and there is no date or an event, with the onset of which labor relations should stop (part 3 of Art. 58 of the Labor Code of the Russian Federation).

The temporary employment contract is beneficial, first of all, the employer - it expands the list of grounds for which the employee can be dismissed. All you need for dismissal is to wait for the expiration of the term specified in the Treaty and for three days to notify the employee. How it happens in practice, read the article "". In addition, when dismissal, in the framework of the liquidation of the enterprise, personnel, hired for up to two months, can not be paid off the day off.

Cons of an urgent employment contract

1. Maximum allowableterm of the urgent employment contractlimited. It is possible to establish labor relations for a longer period by concluding a new treaty or retraining already existing in constant. It is not always convenient.

2. If you miss the deadline and not to issue a dismissal on time, labor relations are transformed into indefinite. From that moment on, the employee can be dismissed only on general reasons.

Otherwise, a set of labor and social guarantees provided by the employee of an urgent contract is not different from the standard one. Temporary and seasonal personnel has the right to paid holidays, hospital, all put on the law of allowances and compensation.

When to enter into an urgent employment contract

Labor relationships are determined by default for an indefinite period. But sometimes, by virtue of the special nature of the upcoming work or conditions of its implementation, the urgent employment contract is obligatory or voluntary. The urgent employment contract conclude according to the circumstances, which are listed in Part 1 of Art. 59 TK RF. Separately, there are cases when the employer has the right to enter into an urgent employment contract by agreement of the parties (part 2 of Art. 59 of the Labor Code of the Russian Federation).

When the urgent labor contract is obligatory

Seasonal or temporary (up to two months) work.
Work abroad.
The employee is aimed at the employment service for temporary employment.
Alternative civil service.
The employee performs work in the framework of vocational training, industrial practice, internship.
An employee is elected to the elective position.
The employee enters the organization created for a limited period, or performs works that go beyond the usual employer's activities.
If the employee temporarily performs the duties of the missing major employee, followed by place of work for the period of vacation, decree, sick leave, etc.

Table. Cases of imprisonment of an urgent employment contract (in general cases and by agreement)

Cases in which the urgent employment contract must be concluded	Cases in which the urgent employment contract may be concluded by agreement of the parties
At the time of the fulfillment of the duties of the missing employee, which, in accordance with labor law and other regulatory acts, containing the rules of labor law, a collective agreement, agreements, local regulatory acts, the employment contract remains (para. 2 h. 1 of article 59 TK RF)	With persons entering employers - small business entities (including individual entrepreneurs), the number of employees of which does not exceed 35 people (in retail and consumer services - 20 people) (para. 2 h. 2 of Art. 59 Tk RF)
At the time of the time of temporary (up to two months) of work (paragraph 3 of Part 1 of Art. 59 of the Labor Code of the Russian Federation)	With retired retirees in age, as well as with persons who, for health, in accordance with the medical conclusion, issued in the manner prescribed by federal laws and other regulatory acts of Russia, allowed the work of an exceptionally temporary nature (para. 3 hours 2 Art. 59 TK RF)
To perform seasonal work, when, due to natural conditions, work can be made only for a certain period (season) (para. 4 h. 1 Art. 59 of the Labor Code of the Russian Federation)	With persons entering organizations located in the regions of the Far North and equivalent to them areas, if this is due to the relocation to the place of work (para. 4 h. 2 of Art. 59 of the Labor Code of the Russian Federation)

Attention!Additional reasons for the conclusion of an urgent contract with certain categories of personnel - professional athletes and coaches - contains Art. 348.2 TK RF.

By constiting a temporary employment contract, be sure to indicate the reason for urgency. Pre-make sure it is entered into the list (Art. 59 of the Labor Code of the Russian Federation), otherwise avoid prescriptions and penalties of GIT will be difficult. Experts "Frames" prepared for you convenient table : Download, keep your hand and checked as needed. Unfortunately, errors are allowed when making each second term contract.

If the specified basis of urgency does not comply with the legislative requirements, the supervisory authorities may decide that the Agreement is wrongful, and impress penalties to the employer. In the "System of Frames" - full list of fines .

Alpha has concluded an employment contract for 1 year with N. Watchtail and substantiated the urgency of the temporary registration of the employee at the place of residence. During the planned audit, the inspector drew attention to the unlawfulness of such a justification. As a result, the employer had to pay a fine under Art. 5.27 of the Code of the Russian Federation in the amount of 30,000 rubles, and employment through the court was recognized as indefinite. Now the watchman N. works in Alpha on an ongoing basis.

It is important for the employer to have evidence that the employee comes to work on the conditions of an urgent employment contract based on his own desire. It is necessary that in the case of possible conflict situations to confirm the basic condition for the conclusion of an urgent agreement - the voluntary consent of both parties.

Registration of documents when concluding an urgent employment contract

After signing the contract, the employer must issue another 3 document. Tell me how.

Make an order for employment. Such an order may have a free form or correspond to forms No. T-1. The order should indicate the date of completion of the employment contract. In the event that such a date cannot be determined, it is necessary to specify an event, with the onset of which the employment contract will be considered ceased.

Make employment records in the employment record. Information in the columns of the document should relate to other decorated documents, including the urgent contract and the order of employment. At the same time, an indication of the urgent nature of employment in the employment record is not done.

Make a personal employee card. In the event that this document uses form No. T-2, an indication of the temporary type of employment is made in the "Character of Work" section. In section III "Receiving work, transfers to another job" repeat the entry included in the labor book. With this record, the employee needs to be familiar with the painting.

Maximum term of imprisonment of an urgent employment contract

The urgent employment contract is concluded for up to five years (Part 1 of Art. 58 of the Labor Code of the Russian Federation). The minimum threshold by law is not installed, so it is possible to hire a temporary worker for a couple of months or even weeks, but for five years and one day - already it is impossible.

Read more about the timing of the urgent employment contract:

Attention!As a general rule, the urgent employment contract is not extended, but for three categories of workers - athletes, staff members and pregnant women - is made an exception.

The urgent employment contract is made in order of exception when labor relations cannot be established on an ongoing basis, for up to five years. If the validity period is not specified, employment will be considered indefinite. If the term is established without sufficient reason, the employer threatens the penalty and retraining the contract in court.