How to arrange internal compatibility. Specifics of Internal Compliance

Any adult Russian can work part-time. Legislation does not prohibit conducting activities in several posts and even in different spheres. Such employees are considered to be full members of the team. They have the same duties as their colleagues, but with some peculiarities. More details on how to arrange internal compatibility at the firm, read on.

The Essence

If an employee carries out assignments, not only those that are assigned to him according to his official salary, but also have additional duties, he is a part-time worker. That is, it has secondary employment. In order to formalize work on internal part-time, employment must be permanent, paid, formalized by the contract. If one person does work in two positions at the same time, then it is about internal part-time work. If an employee works immediately on two firms, then there is an external compatibility.

Compatibility can be in the same post, but with a double salary. In this case, the employee simply takes on additional hours of work.

Legislation

According to the Labor Code of the Russian Federation, any citizen has the right to take on additional work duties in his spare time. This kind of relationship is called part-time. It means that the employee officially assumes additional responsibilities.

"Combination" and "part-time" are different concepts. In the first case, it means that the person takes extra hours of work, and in the second - that the employee for an extra charge must carry out all duties during working hours.

Who can not become part-time?

Before correctly arranging the internal compatibility of the employee, you need to make sure that it is not included in the group of exceptions. The fact is that not every citizen can be a part-time worker. Exceptions fall:

• Minors (persons under 18 years of age);
• Representatives of professions with a high level of responsibility (lawyers, judges, transport workers, special services);
• Employees of state and municipal organizations;
• Military personnel;
• Persons working in harsh conditions;
• Members of the Government of.

If a vacancy appears in the company, the employer can offer a specific employee to become a part-time employee. The last word will remain for the worker.

How to apply internal compatibility: preparation

Since internal consistency provides for an increase in wages, this kind of activity should be formalized on the basis of a written agreement. The TC presents clear instructions on concluding an agreement. First, an interested employee must write an application in the name of the employer. A sample document can be taken in the accounting department. Secondly, before you apply for internal compatibility with one employer, the HR department can request documents confirming the employee's qualifications. But it is not right to repeatedly demand a passport or an employment claim. These documents were provided by the employee at the initial request.

Agreement

If the application is approved by the director, a special employment contract will be concluded with the employee . It should indicate that the written agreement relates exclusively to part-time work. You should also specify:

• Opening hours for the new position;
• List of responsibilities;
• A mode of rest;
• The procedure for obtaining wages;
• Terms of cancellation of the contract;
• Period of validity of the document;
• Period of vacation.

Such a document has a very limited time. At the end of the specified period, the registration procedure will have to be resumed. Urgent contracts are drawn up for the period:

• Seasonal works;
• Performance of other people's duties;
• Elimination of consequences of emergency situations;
• Work outside the country.

An urgent contract can be concluded not only with a part-time employee, but also with employees who:

• Perform seasonal work;
• Go to work abroad;
• Works for a small company of up to 35 people;
• Is a pensioner.

The TC does not specify how to register it in the contract. The maximum term of the contract can not exceed 5 years. As a limitation, the document prescribes an end date or a certain event, for example, the employee's exit or the completion of seasonal work. The wording "Before the work of Petrov's manager from administrative leave" is allowed, and so on.

Supplementary agreement

Sometimes the registration is made out by agreement. It can not exist without a basic contract. The combination provides for the fulfillment of the amount of work in excess of the norm during working hours. An addendum may be required if part-time becomes the main job. But in this case it is more correct to first complete the full dismissal, and then take on a new position.

From a legal point of view, the signing of an employment contract is not assigned to the employee a new status. In order for the changes to take effect, it is necessary to formalize an order for internal compatibility.

Order

To properly formalize internal compatibility, you need to issue an order in which to indicate:

• Passport data of the director;
• Number and date of order;
• Employee data;
• Job title;
• Department of work;
• contract time;
• Mode of operation, hourly normalization;
• Reference to the main employment contract.

The document must be signed by the director and the employee. Each party to the transaction must have its own copy. Three working days are allocated to the registration procedure.

Compatibility in one position

There are situations when the position remains vacant for a long period of time, and the company has employees who carry out this work with sufficient experience. Qualification and skill set. In this case, it should be asked how to arrange internal compatibility for one employer for one position.

If the second position is identical, then the issue of compatibility will cause a lot of difficulties due to amendments to the Labor Code. Under the law, part-time means the performance of an employee by the employee, which is different from the position held. That is, both work must be the opposite of each other. Therefore, employers draw up this operation at their own peril and risk. If the enterprise falls under the control of the labor inspection, then such cases will be checked in detail. If the inspection determines that the employer intentionally deprives the employee of the right to additional pay, then the organization will be penalized.

To protect against such situations, the manager must rely on objective reasons when registering a part-time relationship. Terms of work should be beneficial for the employee. It is equally important to properly document the documentation so that additional hours of work do not overlap with the main employment. Work must be paid in the amount of at least 1/2 additional salary, including all allowances and additional payments. The employee must retain all social benefits and leave, and for both positions.

Limits

The number of places of work of part-time workers is not restricted by law. The duration of a part-time day can not exceed four hours a day. If the employee is released some day from the main job, he will engage in additional activities full-time. But for a month the duration of work should not exceed 1/2 of the time norm established for this category of employees.

Limits can be disregarded if the employee's main job is:

• Suspended activities in connection with the delay in payment of wages;
• Suspended for a maximum of four months for health reasons;
• Is a director, deputy, chief accountant and occupies another management position.

There are also separate limits for posts. In particular, they can not work concurrently:

• Director of a unitary enterprise;
• Head of security bureau;
• Head of state and municipal educational institution.

All the other higher-level managers can work concurrently only with the permission of the authorized body or the owner of the organization.

If the organization still accepted the employee who falls under the exceptions, you need to fire him.

Termination of the contract

Having dealt with how to formalize an internal part-time employee, let's move on to the issue of termination of the contract. Dismissal of the part-time worker is made in the usual way. To terminate the employment relationship, it is necessary for one of the parties to demand the termination of the contract. If the agreement was concluded for the period of seasonal or temporary works, then with the completion of the agreement, the term of the contract also ends.

If the organization does not plan to continue cooperation, then it is obliged to notify the employee at least 3 calendar days before the dismissal. The notification is made in writing and is handed personally to the employee. If the employee refuses to sign the act of dismissal, then it is necessary to draw up an act of refusal and give it for signature to two witnesses. This will serve as proof of receipt of the notification. Further, an order is printed in which the details of the notification of the termination of the contract are indicated as grounds. Already on the basis of this document entries are made in the work book and personal card of the employee.

How to apply internal compatibility in 1C 8.3

From 01.04.2015 to LLC for the position of accountant is accepted Klimova IN for work as a part-time employee at 0.5 rate. The total salary is 20 thousand rubles per month. The schedule of work is 5 weekdays for 4 hours. Consider how to design internal compatibility in 1C.

The first step is to bring in a new employee in the directory "Individuals". To do this, click on the "Add" button and step-by-step to enter the data: name, date of birth, sex and check the box "Staff member". The "Organization" field is filled in automatically, and the "Personnel number" after the card is written is next in order. The TIN, passport data, pension certificate number and other data, for example, disability group, etc., are also indicated here.

The second tab "Place of work" is filled with all the data on the conditions of work. The "Job order" is automatically created. How to arrange internal part-time? In the field "Employment type" you should specify "Internal compatibility". Here, the subdivision of the work, the schedule (0.5 rates), the period of the probation period are indicated. Correct filling of these fields influences correct calculation of the salary in the future.

Requisites of the employment contract are assigned automatically. In case of registration under a fixed-term contract , the end date should be filled.

At the next stage information on the charges is indicated: their type, size, list of allowances. If the employee has a salary, then you need to choose the calculation "Salary by the hour" and set the full rate. When calculating the salary, it will be recalculated based on the number of working hours.

How to arrange internal part-time? After filling all the data you need to click on the "Finish" button. Information about the employee will be included in the database of individuals. The order for hiring is automatically formed. It remains to print it and sign it.

Payroll calculation

Having figured out how to reflect the internal compatibility in 1C, we will determine how the salary is paid to the employee? Let's say that in April 2015 the employee worked 87 hours out of 175 laid at full employment. The accrued salary will be: 20000/175 * 87 = 9942,86 p.

All accruals will be made by the document "Calculation of employees' salaries".

Internal compatibility: how to arrange a vacation?

The right to leave the employee appears after six months of continuous work in the organization. Previously, this time can get vacation part-time provided. That this period coincides with leave on the main place of work. This is the right of a part-time, not an obligation. That is, he can go on vacation at the main place of work and continue to work on earnings. And vice versa. If the number of days of rest at the main place of work exceeds the stipulated vacation of the part-time worker, then the difference should be covered by leave "at own expense."

According to the standard scheme, vacation payroll is calculated if there is internal compatibility. How to apply for a vacation?

At the first stage, the actual work time is calculated. From this period, holiday and non-working days are deducted. Next, the total amount of wages received by hand is deducted, net of taxes and other deductions. The total earnings are divided by the actually worked time for the previous calendar year. The average daily salary is multiplied by the number of days of vacation.

Example

From November 4, 2015 a member of the firm, who was employed in 2012, took shape in another company as a part-time worker. From the second of June he is given an annual leave of 24 days. At the reporting date, the amount of its actual earnings amounted to 78 thousand rubles. At the main place and 12 thousand rubles. As a part-time worker. Calculate vacation.

The settlement period is the amount of earnings from June 2015 to May 2016. For the reporting year, 10 holidays have fallen.

Vacation at the main place of work = (78000 / (365-10)) * 24 = 219.72 * 24 = 5273.28 p.

The full months of work will be taken into account when calculating the vacation part-time worker. Since the employee was employed in November, in the reporting period fall December 2015 - May 2016. For this period there are 8 holidays and non-working days.

Vacation part-time workers = 12000 / (182 - 8)) * 24 = 68.57 * 24 = 1645.68 rubles.

Advantages of a partnership

The presence of additional time and the peculiarities of drafting a contract for part-time allow the employee to "switch" between labor tasks, paying attention to the priority issue. This approach effectively affects the personal development of the employee.

If you arrange an employee for internal work, you can conclude with the employer any employment agreements, even if they change the type of employment.

If one of the positions is liquidated, the employee should be able to renew the contract with the tenant, securing the remaining position as the main one. That is, the combination allows the employee to obtain some financial and professional stability.

But benefits from part-time are not only earned by the employee, but by his employer. In particular, it pays less taxes and saves the payroll.