Regulations on the procedure for granting annual paid leave. Vacation regulations: sample and reality Order on vacation regulations

Basic information on the procedure for granting vacations is contained in the Labor Code of the Russian Federation. However, managers are strongly recommended to additionally draw up vacation regulations. This will make it possible to regulate the nuances, the presence of which is determined by the specifics of a particular area of ​​activity of an economic entity.

The standard under consideration will make it possible to regulate such aspects of providing vacations that are not provided for in labor legislation, such as:

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

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

In the process of drawing up the document, the employer must remember that in any circumstances the accepted conditions and additional provisions should not worsen the financial condition of employees, nor shorten the total period of leave for subordinates required at the federal level. This position is enshrined in Art. 8 Labor Code of the Russian Federation.

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

Vacation regulations: sample

The provision in question is a local binding act, which prescribes labor law norms. It reflects the conditions for providing days of rest, which are subsequently submitted to the employer for consideration. Typically it includes the following vacation clauses:

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

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

Types of leave are determined by labor legislation. But an enterprise, as a separate economic entity, has the right to supplement these procedures.

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

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

If you check the letter of the law, the types of leaves under labor law are as follows:

1. With or without pay;
2. Due to pregnancy and due to the approaching birth;
3. Additional vacation days;
4. Annual – according to schedule;
5. Due to a break from school.

Each of them differs from each other in duration. In 2018, changes were made to the vacation regulations. The new rules affected state and municipal employees. According to the sample vacation regulations, if previously they were entitled to 35 days of vacation, now this figure has been reduced by 5 days.

Leave regulations

Additional leaves are provided depending on the type of activity and the employee’s length of service. Thus, according to the provisions on the provision of leave, designated persons receive additional leave according to the following criteria:

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

With regard to length of service, the following provision applies:

• Workers with 15 years of experience can count on 10 days;
• If the length of service is less than this period, but more than 10 years, then the additional rest will last 7 days;
• Employees with 5 to 10 years of experience receive 5 additional days of rest;
• From the start of work until 5 years, 1 day is required.

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

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

This norm, as well as the procedure for providing and paying for rest, are stipulated in labor legislation. However, at many enterprises changes are being made to existing standards. These adjustments can create a more favorable environment for workers. All details are specified in the local Regulations on the provision of vacations.

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

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

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

Typically, the provision specifies those aspects that are at the discretion of the employer. Among them:

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

Since the labor legislation of the Russian Federation presupposes the need to provide regular paid leave to company personnel, employers should have local acts to regulate the procedure for their provision. For this purpose, enterprises publish the Vacation Regulations - a local standard reflecting detailed information on the annual main and additional vacation.

Practice demonstrates that companies can use several local standards regulating vacation issues. Documents are expected to regulate general provisions regarding vacations, as well as separate standards for local problems (for example, Regulations on the provision of annual paid leave or Regulations on the provision of free vacations).

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

There is no clear legally regulated form of the Regulations. This determines the right of employers to independently formulate the form of the Regulations, taking into account the general requirements of the legislation for the preparation of local acts, as well as ensuring decent working conditions for employees.

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

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

What the Law Says

The grounds and procedure for granting leave are regulated by the norms of the Labor Code of the Russian Federation. At the same time, the relevant regulations do not establish requirements for the direct employer to compulsorily register rest days for their employees. That is why both parties may need a sample vacation clause to agree on agreements in a timely manner.

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

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

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

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

In 2018, the provision in question can be formalized when granting various types of leave.

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

The procedure for introducing leave provisions in an organization

The vacation regulations are an internal document of the company that discloses the regulatory requirements of the law and specifies them in a specific organization. Based on the name, aspects of the provision of vacations in the company are subject to reflection, in particular, an indication of the time interval that employees may be absent from the workplace annually.

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

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

Labor legislation stipulates that the approval of vacation regulations in a company should not worsen the situation of employees. This requirement is established by Article 8 of the Labor Code of the Russian Federation.

The application of the provision on granting leave at the initial stage requires the development of the document itself. To do this, the authorized person must carry out analytical activities to identify points requiring detail, as well as conduct discussions with employees and reflect the information received in the appropriate document.

After the regulations are developed, a schedule is drawn up and an order from the manager is issued. Employees must be familiarized with these documents against signature. To do this, employees contact the personnel service to receive relevant information and clarify the nuances if necessary.

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

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

The header should include the name of the organization, full name and position of the head (director, general director, etc.), as well as the actual date of formation of the Regulations.

Sections of the Leave Regulations look like this:

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

After the Regulations have been drawn up and approved, a director’s order must be published, which states the obligation of company personnel to follow the introduced local standards. The said order also specifies the person responsible for the execution of this document.

The Leave Regulations and the Order granting legal force to the Regulations must be kept together. In turn, the Order in question will be an appendix to the main document.

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

How are holidays granted?

We discussed the specifics of providing annual paid leave, unpaid leave, maternity leave and educational leave, as well as the specifics of their registration in separate consultations.

The need to draw up vacation regulations

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

However, an organization that has approved such a document in its activities will be able to protect itself during the period of labor disputes regarding the provision of vacations with its employees, and also consider how labor law rules apply in relation to the company’s activities.

The vacation policy approved by the company provides the opportunity for the organization’s management and its personnel to stipulate situations not covered by the law.

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

The vacation regulations may include the following types of vacations:

Approval and sample leave regulations

What the Law Says

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

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

The manager publishes an Order, based on which the Regulations are considered binding from a specific date.

Limited Liability Company "Caramel City"

ORDER No. 884/E

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

I ORDER:

1. Approve the Regulations on vacations for employees of Caramel City LLC.
2. Give legal force to the Regulations on vacations for employees of Caramel City LLC from 12/01/2018.

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

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

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

Thus, the Leave Regulations are not a mandatory document. However, employers are strongly recommended to put it into effect in order to regulate certain aspects of the provision of vacations and related funds that are not reflected in the Labor Code of the Russian Federation.

Since the labor legislation of the Russian Federation presupposes the need to provide company personnel with benefits, employers should have in order to regulate the procedure for their provision. For this purpose, enterprises publish the Vacation Regulations - a local standard reflecting detailed information on the annual main and additional vacation.

Purpose of the vacation provision

Basic information on the procedure for provision is contained in the Labor Code of the Russian Federation. However, managers are strongly recommended to additionally draw up vacation regulations. This will make it possible to regulate the nuances, the presence of which is determined by the specifics of a particular area of ​​activity of an economic entity.

The standard under consideration will make it possible to regulate such aspects of providing vacations that are not provided for in labor legislation, such as:

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

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

In the process of drawing up the document, the employer must remember that in any circumstances the accepted conditions and additional provisions should not worsen the financial condition of employees, nor shorten the total period of leave for subordinates required at the federal level. This position is enshrined in Art. 8 Labor Code of the Russian Federation.

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

Basic rules for drawing up vacation regulations in an organization

Practice demonstrates that companies can use several local standards regulating vacation issues. Documents are expected to regulate general provisions regarding vacations, as well as separate standards for local problems (for example, Regulations on the provision of annual paid leave or Regulations on the provision of free vacations).

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

There is no clear legally regulated form of the Regulations. This determines the right of employers to independently formulate the form of the Regulations, taking into account the general requirements of the legislation for the preparation of local acts, as well as ensuring decent working conditions for employees.

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

The header should include the name of the organization, full name and position of the head (director, general director, etc.), as well as the actual date of formation of the Regulations.

Sections of the Leave Regulations look like this:

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

After the Regulations have been drawn up and approved, a director’s order must be published, which states the obligation of company personnel to follow the introduced local standards. The said order also specifies the person responsible for the execution of this document.

The Leave Regulations and the Order granting legal force to the Regulations must be kept together. In turn, the Order in question will be an appendix to the main document.

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

Vacation periods that are taken into account when drawing up regulations

The vacation regulations may include the following types of vacations:

Sample order for approval of vacation regulations

As already mentioned, the provisions on vacations in labor legislation are optional and not regulated by law. If a decision is made to create it, it, like any other local regulation, must be put into force by publishing the relevant order of the employer.

The manager publishes an Order, based on which the Regulations are considered binding from a specific date.

In practice, the order in question looks like this:

Limited Liability Company "Caramel City"

ORDER No. 884/E

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

I ORDER:

1. Approve the Regulations on vacations for employees of Caramel City LLC.
2. Give legal force to the Regulations on vacations for employees of Caramel City LLC from 12/01/2018.

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

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

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

Thus, the Leave Regulations are not a mandatory document. However, employers are strongly recommended to put it into effect in order to regulate certain aspects of the provision of vacations and related funds that are not reflected in the Labor Code of the Russian Federation.

The grounds, procedure and conditions for providing legal days off to employees are contained. It does not contain any requirements about the mandatory availability of the employer's leave notice. But the adoption of such a document will be extremely useful both for employees and for the employer himself: it can cover in detail individual issues provided le-niya from-push-kov, which are not ure-gu-li-ro-va-ny for-the-working and from-yes at the discretion of the parties. For example:

• rules for granting administrative leave to employees. You can specify the conditions under which the employee can count on it;
• issues regarding the provision of additional rest, the rules of which are not established at the legislative level, but are left to the agreement of the parties;
• nuances of granting study leave to employees;
• questions about combining or using parts of vacations, as well as the procedure for paying for such time;
• a list of necessary documents that an employee must provide when applying for a particular type of vacation, etc.

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

When drawing up a document, you should remember that its norms should not worsen the conditions for providing rest existing in labor legislation (according to Art. 8 Labor Code of the Russian Federation). For example, when setting the duration of leave for work in hazardous conditions, an employer can provide employees with ten days instead of seven. But no less than expected Art. 117 Labor Code of the Russian Federation.

Design rules

In one document, all issues related to the provision of all types of recreation to workers can be considered at once. Or separate documents may be drawn up for each case. For example, the following provisions may apply at an enterprise:

• about annual full payments for releases;
• about releases without pay, etc.

But most often a general document is drawn up. Its registration is the responsibility of the company’s accountant and lawyer. Once the regulations are ready and approved, you can begin work on the vacation schedule, according to which employees will go on vacation.

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

A cap

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

Sections

The regulation consists of several sections, a summary of which is presented below:

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

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

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

According to the norms Art. 68 Labor Code of the Russian Federation, every employee must be aware of the provisions on leave against signature upon employment before signing the work.

Holiday regulations 2020, sample

In this section you can familiarize yourself with a sample document.

Where and how long is it stored?

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

As for the shelf life, limit points have been approved at the state level: the product should not be destroyed for 75 years.

The regulation on granting vacations is a local regulatory act that reveals the rules for granting vacations to employees of a particular enterprise. Of course, all employers are required to provide vacation time to their employees. This norm, as well as the procedure for providing and paying for rest, are stipulated in labor legislation. However, at many enterprises changes are being made to existing standards. These adjustments can create a more favorable environment for workers. All details are specified in the local Regulations on the provision of vacations. Let us consider in more detail why this document is needed, how it is drawn up and adopted.

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

What should be reflected in the position

Legal entities and individual entrepreneurs have the right to adopt local regulations containing labor law standards. This possibility is enshrined in Article 8 of the Labor Code of the Russian Federation. However, the employer does not have the right to introduce rules that infringe on the rights of employees and run counter to the Labor Code. If such a document does exist at the enterprise, then its rules cannot be applied in practice, and employees must ensure that the employer complies with labor laws.

Typically, the provision specifies those aspects that are at the discretion of the employer. Among them:

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

This list is incomplete; it may include other controversial issues that arise in the course of the company’s work. Quite often, the inclusion of certain points in this document is of a precedent nature. A fragment of the position template can be found below, and you can download the full version at the end of the article.

Vacation regulations: sample and acceptance

The acceptance procedure includes the following steps:

• development;
• coordination;
• statement;
• putting into effect.

Let's briefly look at each of them.

Development

The head issues an order to develop a local regulatory act, and also appoints persons responsible for this.

Coordination

The document developers must agree on the contents of the document with specialists from the human resources department, accounting department and other services at their discretion. The visa staff express their suggestions, comments and agreement on a special approval sheet.

Statement

After approval, the document is submitted to the manager for approval. At this stage, the manager submits the draft act to the trade union elected body, which must provide a reasoned opinion on the content of the draft within five days.

Introduction

The LNA is put into effect by an appropriate order.

After this, employees must be familiarized with the new document by signature. When hiring new employees, they must be familiarized with the act before signing the employment contract.

Page content

Approved by order dated July 21, 2011 No. 540-1/o

1. General Provisions

1.1. According to the Labor Code of the Russian Federation, paid leave is provided to the employee annually in accordance with the order of granting leave, determined local regulatory act of the Financial University - vacation schedule.

1.2. The vacation schedule is drawn up for the calendar year separately for each structural unit, signed by the head of the unit and the head of the Human Resources Department, agreed upon with the head coordinating the work of the unit, summarized in the Human Resources Department and approved by the rector, taking into account the motivated opinion of the primary trade union organization of employees and students of the Financial University no later than two weeks before the start of the calendar year.

1.3. The right to use vacation for the first year of work arises for the employee after six months of his continuous work at the Financial University. Vacation for the second and subsequent years is granted at any time of the working year in accordance with the vacation schedule.

1.4.Annual paid leave can be divided into parts by agreement of the parties. Moreover, at least one part of this leave must be at least 14 calendar days.

1.5.For persons working part-time, annual paid Leaves are granted simultaneously with leave for main work.

If an employee has not worked for six months at a part-time job, then leave is provided in advance.If in a part-time job the duration of the employee’s annual paid leave is less than the duration of leave at the main place of work, then the employer, at the request of the employee, is obliged to provide him with leave without pay for the corresponding duration. If an employee fails to submit an application for leave without pay, his absence from part-time work during the period of leave for his main job without submitting supporting documents is considered absenteeism.

1.6. The vacation schedule is drawn up by the head of the structural unit according to a unified formNo. T-7 (Appendix No. 1).

1.7. A vacation schedule drawn up for the next calendar year (without including the teaching staff of the departments in it), before signing it by the head of the structural unit, on time
before December 1 of the current year must be sent by email or submitted on electronic media to the Human Resources Department for verification.

1.8.After verification, before December 5 of the current year,adjusted in case of errors or inaccuracies, the vacation schedule is returned to the senders by e-mail or on electronic media for signing by the head of the structural unit and notices for signature about the start time of vacations for department employees. The employee’s signature is affixed to the familiarization sheet (Appendix No. 2).

1.9. The vacation schedule, signed and agreed upon with the manager coordinating the work of the unit, along with the familiarization sheet, is submitted on paper to the Human Resources Management Department by December 10 of the current year.

1.10The Human Resources Department summarizes the vacation schedules of structural units, receives a reasoned opinion from the primary trade union organization of employees and students of the Financial University and, before December 15 of the current year, submits a vacation schedule for approval to the rector.

1.11. The approved vacation schedule, mandatory for both the employer and the employee, is the basis for issuing orders to provide employees with annual paid leave.

1.12.Annual paid leave is extended or, taking into account the wishes of the employee, transferred to another period in the event of his temporary incapacity for work during the leave period, on the basis of a certificate of incapacity and an application submitted to the Personnel Management Department.

1.13. After approval of the vacation schedule, the transfer of vacation within the current year (except for the case specified in paragraph 1.12. of these Regulations) is carried out in exceptional cases based on the employee’s application (Appendix No. 3), agreed with the head of the structural unit, the manager coordinating the work of the department, and signed by the rector.

1.14. An employee’s application for postponement of vacation, completed in accordance with the established procedure, no later than one month before the planned start date of the vacation, in accordance with the vacation schedule, is submitted to the Human Resources Department for the preparation of a draft order.

1.15. Persons hired after the approval of the vacation schedule, and who have expressed a desire to use their right to vacation after six months of continuous work, are included in the schedule on the basis of an addendum signed head of the unit, head of the HR Department, agreed with the head coordinating the work of the unit, and approved by the rector.

2. Features of granting vacations faculty and staff, departments serving the educational process

2.1. Faculty and teaching staff are granted annual leave of 56 calendar days during the summer holidays. Department employeesserving the educational process leave is provided taking into account the specifics of the educational institution also during the summer vacation period lasting 28 calendar days.

2.2. Employees involved in the selection committee, summer internships and other planned events, annual leave, as a rule, is granted after the completion of these events, if it is impossible to provide them with leave for the duration specified in paragraph 2.1 during the summer holidays, vacation is provided in parts, by agreement of the parties, mainly during the summer and winter holiday periods, taking into account the requirements of paragraph 1.4 of these Regulations.

2.3. If on the day of drawing up the vacation schedule there is no information about the period of work and the composition of the selection committee, other planned events, the period for granting leave is established according to the general rule, with subsequent changes to the vacation schedule at the request of the employee in the manner prescribed by paragraph 1.13. of this Regulation.