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Internal regulations at a manufacturing enterprise sample. Sample regulations on internal labor regulations

The concept of labor discipline is given: it is mandatory for all workers to obey the rules of behavior. Labor legislation, other regulatory legal acts containing labor law norms, collective agreements, local regulations, as well as agreements oblige the employer to create the conditions necessary for employees to comply with labor discipline and stipulate them in the employment contract.

The labor schedule is determined by the internal labor regulations.

What are internal labor regulations?

The internal labor regulations (ILR) are discussed in. This is a local regulatory act that regulates the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to an employment contract, work hours, rest periods, incentives and penalties applied to employees, as well as other issues regulating labor relations with the employer.

Internal labor regulations: content and structure

Internal labor regulations can be either a separate document or an annex to a collective agreement.

It should be noted that for certain categories of employees there are charters and regulations on discipline, which are established by regulations (employees of railway transport and maritime transport).

PVTR are compiled in any form and usually include several points and sub-points:

General provisions

The purpose of the rules, their application, to whom they apply, in what cases are revised, and other general information are indicated.

The procedure for hiring and dismissing employees

Documents that are required when hiring, the conditions and duration of the probationary period, the procedure for transferring an employee to another job and upon termination of the contract.

Basic rights and obligations of an employer

The employer is obliged to organize the work of employees in accordance with labor legislation, create and guarantee safe working conditions, pay wages in full, monitor compliance with labor discipline, and provide employees with guarantees and compensation.

Basic rights and responsibilities of employees

This includes responsibilities such as conscientious work, compliance with labor discipline and safety regulations, timely and accurate execution of management orders, etc.

Working hours and rest hours

This item includes many sub-items: start and end times of the working day (shift), duration of the working day (shift) and working week, number of shifts per day; lunch break time and duration; special breaks for certain categories of workers (loaders, janitors, construction workers working outdoors in the cold season), as well as a list of jobs in which they are employed; list of positions of workers with irregular working hours; weekends (if the organization operates on a five-day work week, then the PVTR should indicate which day, in addition to Sunday, will be considered a day off); duration and grounds for granting additional annual paid leave; place and timing of salary payment; the procedure for maintaining summarized working time records if daily or weekly working hours cannot be observed.

Rewards for success at work

We are talking about the types of moral and material incentives, as well as the procedure for application.

Responsibility for violation of labor discipline

This paragraph should prescribe the procedure for applying and removing disciplinary measures, indicate the types of penalties and specific violations of labor discipline that may entail punishment.

Some employers make the mistake of establishing in the PVTR types of disciplinary sanctions that are not provided for by labor legislation. In particular, these are fines. Since the Labor Code of the Russian Federation prohibits doing this, such local standards of PVTR are illegal, they worsen the situation of the employee.

Final provisions

They include clauses on the mandatory implementation of rules and the procedure for resolving disputes regarding labor relations.

Items that worsen the employee’s situation are prohibited from being included in the PVTR.

Approval of internal labor regulations

According to , first of all, the PVTR must be approved by the representative body of the enterprise’s workers: a trade union committee, a council of workers or a general meeting of workers. This body has five working days to submit to the head of the company a written conclusion on agreement with the project or proposals for changing it.

Approval of the PVTR is carried out by the head of the organization or other official authorized to do so. In this case, the details “Approval stamp” are drawn up, which contains the word APPROVED, the name of the position of the person who approved the PVTR, his signature, the transcript of the signature and the date.

The rules are approved by an order approving the PVTR.

Company employees must be familiar with the PVTR upon signature upon hiring (). If changes are made to the document, employees should also familiarize themselves with them. In practice, HR employees use various forms to provide written confirmation that employees are familiar with the PVTR, the most common of which is a familiarization sheet.

Internal labor regulations (ILR) are a mandatory local regulatory act of the organization. When conducting inspections, inspectors pay attention not only to the presence of PVTR, but also to their design, content and the procedure for familiarizing employees with them. At the same time, neither their preparation, nor special conditions, nor the content of the Labor Code of the Russian Federation are regulated. In this regard, the organization needs to independently determine the content of the PVTR, taking into account the organizational specifics and characteristics of the organization’s economic activities. We'll tell you how to do this.

Required and optional sections

The internal labor regulations establish the procedure for hiring and dismissing employees, the basic rights, duties and responsibilities of the parties to an employment contract, work hours, rest periods, incentives and penalties applied to employees, as well as other issues of regulating labor relations in the organization (Articles 189, 190 Labor Code of the Russian Federation).

The rules must be developed in accordance with the Labor Code of the Russian Federation and apply to all employees of the enterprise (Articles 15, 56 of the Labor Code of the Russian Federation).

Let's take a closer look. In accordance with Art. 189 of the Labor Code of the Russian Federation PVTR must contain the following sections.

1. General Provisions. This section is intended to define the main purpose of the internal regulations, discuss the scope of their application, and also explain to whom they apply.

2. The procedure for hiring and dismissing employees. This section specifies the documents that the employer requires when hiring, the conditions for establishing a probationary period and its duration, and the procedure for formalizing the hiring of an employee. This section also specifies the procedure for registering the dismissal of an employee and the grounds for terminating the employment contract.

3. The procedure for transferring employees. This section describes the employer's procedure when transferring an employee to another job and the procedure for processing the employee's transfer.

4. Basic rights and obligations of the employer. This section is being developed in accordance with Art. 22 Labor Code of the Russian Federation. This article regulates the basic rights and obligations of the employer. The section specifies: methods of organizing the work of employees, the procedure for bringing employees to disciplinary and financial liability, the procedure for observing labor discipline, guarantees and compensation provided to employees, and other similar issues.

5. Basic rights and obligations of employees. The section is developed in accordance with the provisions of Art. 21 Labor Code of the Russian Federation. The section specifies the basic rights and responsibilities of the employee.

6. Working hours, rest time. This section indicates the start and end times of the working day, the duration of the working day and the working week in accordance with Article 100 of the Labor Code of the Russian Federation. If the organization has employees with irregular working hours, the PVTR can indicate a list of positions of employees with irregular working hours in accordance with Art. 101 Labor Code of the Russian Federation.

The section indicates the time for providing a lunch break and its duration in accordance with Art. 108 Labor Code of the Russian Federation. The procedure for providing days off in accordance with Art. 111 Labor Code of the Russian Federation. When working on a five-day work week, the rules stipulate which day other than Sunday will be a day off.

In addition, you must indicate the duration and grounds for providing additional annual paid leave in accordance with Art. 116 of the Labor Code of the Russian Federation, if any.

7. Payment procedure. The section indicates the size, payment procedure, timing and place of payment of wages in accordance with Art. 136 Labor Code of the Russian Federation.

It is the responsibility of the employer to set specific deadlines for paying wages to employees.

The norms of Part 6 of Art. 136 of the Labor Code of the Russian Federation establishes that specific terms for payment of wages (specific dates of the calendar month), as well as the size of parts of wages, are determined by the PVTR, a collective agreement (if there is one in the organization) or an employment contract. The legislation establishes the equivalence of these documents, therefore the days of payment of wages can be established in any of those listed in Part 6 of Art. 136 Labor Code of the Russian Federation documents.

Important! On October 3, 2016, changes made to labor legislation by Federal Law dated June 3, 2016 No. 272-FZ “On amendments to certain legislative acts of the Russian Federation on increasing the liability of employers for violations of legislation regarding remuneration” came into force. In particular, these amendments establish a deadline for the payment of wages. As before, wages must be paid to employees at least every half month. In this case, the specific date for payment of wages established by the internal labor regulations, a collective agreement or an employment contract must be set no later than 15 calendar days from the end of the period for which it was accrued (Article 136 of the Labor Code of the Russian Federation as amended by Law No. 272-FZ) .

In addition, the employer’s financial liability to the employee has been tightened, fines for violation of labor laws and the amount of compensation for failure to meet wage payment deadlines have been increased.

8. Rewards for work. In accordance with Article 191 of the Labor Code of the Russian Federation, the section indicates specific types of incentives, for example: announcement of gratitude, issuance of a bonus, etc.

9. Responsibility of the parties. This section contains the procedure for bringing an employee to disciplinary liability and the procedure for the employer to compensate the employee for damage caused.

10. Final provisions. This section regulates the procedure for coordinating and approving internal labor regulations, as well as introducing changes to them.

In order not to complicate the use of PVTR, it is not necessary to rewrite all provisions of the Labor Code of the Russian Federation into this document. The rules must contain information that reflects the specifics of the specific organization for which they are developed.

Depending on the specifics of the organization’s activities, other sections may be included additionally. For example, the following could be provided:

– the procedure for sending employees on a business trip, processing and paying expenses related to the business trip (can be included in a separate local regulatory act);

– list of positions with irregular working hours, etc.;

– the procedure for providing employees with additional medical insurance or payment for cellular communications;

– other sections regulating the requirements for employees and determining the work procedure in the organization (for example, the access control regime established in the institution, etc.).

It is unacceptable to establish standards in the PVTR that contradict the law and worsen the situation of workers in comparison with the Labor Code of the Russian Federation.

What shouldn't happen

A violation is the absence of a section “Responsibility of the employee and the employer” in the PVTR, since the Labor Code establishes this condition as mandatory (Article 189 of the Labor Code of the Russian Federation).

The internal labor regulations may stipulate the completion of a bypass sheet upon dismissal. At the same time, taking into account the provisions of Art. 84.1 of the Labor Code of the Russian Federation, it is impossible to make the issuance of a work book and final payment on the day of dismissal dependent on the presence of all the necessary signatures on the worksheet.

It happens that local acts of organizations establish such types of punishment as a severe reprimand or a fine. At the same time, the Labor Code defines only three types of disciplinary sanctions: reprimand, reprimand, dismissal (Article 192 of the Labor Code of the Russian Federation). Therefore, establishing other types of liability is not permitted.

The following violations should not occur:

– the start and end times of work and breaks in work are not indicated;

– the duration of additional leave is not specified, or the duration of the main leave is set to less than 28 calendar days;

– the dates of payment of wages are not indicated.

How to approve

The rules are drawn up on the company's letterhead, agreed upon through discussion at a meeting of the workforce, endorsed by a lawyer and approved by the head of the organization. If the PVTR is approved by an unauthorized person, this local act is considered invalid and not subject to application.

From Art. 190 of the Labor Code of the Russian Federation it follows that the approval of internal labor regulations is carried out by the employer, taking into account the opinion of the representative body of employees in the manner established by Art. 372 of the Labor Code of the Russian Federation, and, as a rule, they are an appendix to the collective agreement. Currently, most often there is no representative body of workers or a trade union in organizations. In this case, in order to comply with the procedure for adopting a local act (Article 8 of the Labor Code of the Russian Federation), it should be marked “As of the date of approval of the internal labor regulations, the institution does not have a representative body of employees.”

The absence of internal labor regulations is a violation of labor legislation, for which the employer can be held administratively liable, regardless of the average number of employees.

Please note: an organization for violating labor legislation and other regulatory legal acts containing labor rights standards can be held administratively liable and a fine imposed on it in the amount of 30,000 to 50,000 rubles; for officials, liability is provided in the form of a warning or a fine in the amount of 1000 to 5000 rubles. (Part 1 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

Employee familiarization

One of the employer’s responsibilities is to familiarize employees, against signature, with local regulations adopted by the organization and related to their work activities (paragraph 10, part 2, article 22, paragraph 8, article 68 of the Labor Code of the Russian Federation). A new employee must be familiarized with the internal labor regulations before signing an employment contract (Article 68, paragraph 8 of Article 86 of the Labor Code of the Russian Federation). In practice, there are often cases when PVTR are approved and posted in a publicly accessible place, but the employer cannot confirm that employees have read the document, and meanwhile, if the employee is not familiar with the internal labor regulations, the company faces the same fine as for their absence (Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

There are several ways to confirm that employees are familiar with local regulations:

– using familiarization sheets that are filed with the PVTR. They must indicate his last name, first name, patronymic and date of acquaintance. Such a sheet is attached to the local regulatory act, numbered, stitched and sealed with the seal and signature of an official;

– the signature of the employee in the log of familiarization of employees with local regulations. Unlike the familiarization sheet, this magazine provides the opportunity for workers to familiarize themselves with several local regulations;

– the employee’s signature on the familiarization sheet, which is an appendix to the employment contract (or at the end of the employment contract a note is made about familiarization with the PVTR and other local regulations).

The employer can choose a method of familiarization that is convenient for him. To confirm that familiarization occurred before the signing of the employment contract, we recommend using the phrase “Before signing the employment contract, the employee is familiar with the following local acts,” below is a list of acts.

The organization may provide in the PVTR the basic norms and rules of behavior for employees, including the obligation to show courtesy and respect in relations with colleagues and other persons (visitors, clients, etc.).

As the Plenum of the Armed Forces of the Russian Federation indicated in paragraph 35 of Resolution No. 2 of March 17, 2004, a disciplinary offense can be considered failure to fulfill labor duties or improper performance through the fault of an employee of assigned labor duties (violation of legal requirements, obligations under an employment contract, internal labor regulations, job descriptions, regulations, employer orders, technical rules, etc.).

Therefore, PVTR are needed not only for the labor inspectorate and other regulatory authorities in order to avoid fines, but also for the employer himself as a document aimed at maintaining and strengthening labor discipline. The main goal of the employer when adopting internal labor regulations should be to protect the rights of both employees and the organization. If the document is drawn up correctly, it will become a tool for regulating labor discipline of employees.

Please note that from January 1, 2017, the changes made to the Labor Code of the Russian Federation by Federal Law dated July 3, 2016 No. 348-FZ “On Amendments to the Labor Code of the Russian Federation regarding the specifics of regulating the labor of persons working for employers - small business entities” will come into force. entrepreneurship that are classified as micro-enterprises”, according to which employers - small businesses that are classified as micro-enterprises have the right to refuse, in whole or in part, from adopting local regulations containing labor law norms (including internal labor regulations, regulations on wages and etc.). In this case, the organization will have to include in employment contracts with employees conditions regulating issues of labor law, which, according to labor legislation, should be determined by local regulations (Chapter 48.1 of the Labor Code of the Russian Federation “Features of regulating the labor of persons working for employers - small businesses that are classified as microenterprises").

PVTR establish the procedure for interaction between the employer and employees, the mutual rights and obligations of the parties, and standards of behavior in the workplace. Find out how to draft and approve this important document without breaking the law.

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What document determines the work schedule of the organization?

Labor regulations are a set of rules and conditions established by a specific employer in order to organize the production process, increase labor efficiency and coordinate the actions of personnel.

To consolidate standards of behavior in the workplace, a special document is being developed - (Articles 189 and 190 of the Labor Code of the Russian Federation). This is a local normative act, which is approved separately or as an annex to the collective agreement. PVTR are included in the All-Russian Classification of Management Documentation (OKUD) (Resolution of the State Standard of the Russian Federation dated December 30, 1993 No. 299).

Attention! In certain areas of the economy, the labor regulations of an organization are determined not only by local, but also by industry regulations or discipline statutes - such as the regulations for railway transport workers, approved by Decree of the Government of the Russian Federation No. 621 of August 25, 1992, or the charter for maritime transport workers, approved by Government Decree RF No. 395 dated 05/23/2000.

By concluding an employment contract, the employee undertakes to comply with all the requirements and conditions established by the PVTR (Article 56 of the Labor Code of the Russian Federation). The employer, in turn, is obliged to familiarize each newcomer with this important document upon signature, and before, and not after. An employee who has not read the labor regulations cannot be subject to disciplinary action for failure to comply with them.

What issues are regulated by internal labor regulations?

PVTR is regulated (Article 189 of the Labor Code of the Russian Federation):

  • dismissal and employment of employees;
  • time of work and rest;
  • terms of payment of wages;
  • types of incentives used by the employer;
  • the procedure for imposing disciplinary sanctions and other important aspects of labor relations.

It also spells out the basic rights, duties and areas of responsibility of the employer and employees.

Express check of the internal labor regulations from the Personnel System. Find out if your PVTP is out of date


What sections to include in the document

There is no unified form of internal labor regulations. The employer decides how to draw up the document and what sections to break it into. To do this, it is enough to know what the internal labor regulations should contain, and adhere to GOST R 7.0.97-2016 - the national standard with requirements for the preparation of organizational and administrative documentation.

A standard document establishing the work schedule of an organization consists of 7 thematic sections:

  1. General provisions

Determine the goals for which the document was developed and explain the meaning of the terms used in it. Indicate which structural units and categories of personnel are covered by the PVTR.

  1. The procedure for hiring, dismissing and transferring employees

Write down the nuances of each procedure, list the documents required for hiring, and the actions of the administration when transferring or dismissing an employee. If you are installing for beginners, indicate its conditions and duration. The content of the section should not contradict the provisions of Chapters 11-13 of the Labor Code of the Russian Federation.

Error! Some employers establish in the PVTR an expanded list of required documents when hiring. For example, a TIN certificate, a document confirming registration, or a certificate of income from a previous place of work are prescribed as a mandatory document.

  1. Rights and obligations of the employer

List the main provisions, taking into account the requirements of Article 22 of the Labor Code of the Russian Federation. In particular, the law requires providing employees with safe working conditions and paying wages on time, monitoring compliance with labor discipline and implementing mandatory social insurance.

  1. Rights and obligations of employees

Each employee is obliged to conscientiously perform the functions specified in the employment contract, observe labor discipline, treat the employer’s property with care, and report to management about any dangerous situations that threaten the health and life of people (Article 21 of the Labor Code of the Russian Federation). If the company imposes additional responsibilities on staff, such as wearing company clothing during working hours, reflect them in this section.

  1. Work and rest hours

The more specific, the better. Write down the entire work schedule of the day: the exact start and end time of work shifts, the total length of the working day and week, the duration of breaks provided to employees. If the staffing table contains positions with special working hours, for example, irregular working hours, indicate this. It also specifies the terms and place of payment of wages, the rules for granting paid and unpaid leaves, the procedure for keeping records of working hours and other conditions provided for by Chapters 15-19 of the Labor Code of the Russian Federation.

Error! Employers often reduce working hours by taking a lunch break. They explain their position by the fact that the employees themselves are interested in this and ask for it. However, this is a direct violation of the Labor Code (Part 1 of Article 108 of the Labor Code of the Russian Federation).

  1. Salary and incentives for success at work

List the applied measures of material and non-material incentives, focusing on Article 191 of the Labor Code of the Russian Federation. The employer has the right not to limit himself to bonuses, gratitude and other standard types of incentives, but to expand the list proposed by the legislator. For example, provide employees who have fulfilled the production plan with an additional day off or a free gym membership.

Error! Many employers either do not indicate the timing of salary payment, or pay it once a month. As for wage indexation, it is almost always forgotten.

  1. Responsibility for disciplinary offenses

Describe the procedure for applying disciplinary sanctions provided for in Article 192 of the Labor Code of the Russian Federation, and specific violations for which the employee faces a reprimand, reprimand or dismissal.

Error! Many employers establish types of disciplinary sanctions in the PVTR that are not provided for by law. The Labor Code establishes three types of penalties: reprimand, reprimand and dismissal. The employer does not have the right to expand this list (part four of Article 8, Article 192 of the Labor Code of the Russian Federation).

The structure of the PVTR can be supplemented with new sections devoted to the financial responsibility of the parties to an employment contract, working with information that constitutes a secret protected by law, rules for the use of corporate telephones and company vehicles, principles of interaction with colleagues and other aspects of labor relations.

Personnel officer's memo. How to make changes tointernal labor regulations

Is it necessary to develop and apply PVTR?

Some employers are sure that PVTR is not a mandatory document, but this is not the case. Every organization must have a regulatory document regulating internal labor regulations. The only exception is micro-enterprises, which since 2017 have been allowed not to develop local regulations, including PVTR, but only subject to the conclusion of employment contracts with employees according to a new standard form.

If an employer has lost the status of a micro-enterprise, the law gives him only four months to bring the documentation regulating labor relations with personnel to a general order. During this time, it is necessary to develop and approve all missing documents. The absence of PVTR is considered an administrative offense and threatens the company with a fine (Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

Cheat sheet from the experts of the magazine “Personnel Affairs”. How to make changes to PVTR

How to implement the internal labor regulations of an organization

Like any other local act, PVTR is approved in two ways: by issuing a separate one or using the approval stamp affixed to the title page. Usually the decision on approval is made by the head of the organization, who also signs the order or stamp “ I approve" If the organization’s charter assigns the authority to sign local regulations not to the head, but to the collegial governing body, submit the PVTR to its chairman for signature.

Attention! Before submitting the PVTR for signature, coordinate the project with the trade union or other body representing the interests of employees (if any). The approval mark is placed on the title or last page of the document.

The internal labor regulations come into force on the date of approval. A document approved by an order of management begins to be valid from the day the order is issued or from the date specified in it. An expert from the “Personnel Business” magazine will tell you more about the approval.

PVTR is mandatory approved by all employers, except for micro-enterprises that have concluded employment contracts with employees according to a standard form. Internal regulations are drawn up in any form and are approved as a separate document or as an annex to the collective agreement. The requirements, principles and conditions established by the PVTR must not contradict legislative or industry standards.

The document entitled " Internal labor regulations» regulates the general procedure of work at a particular enterprise. Despite the fact that the document is not strictly mandatory, it is widely used. It is used by companies involved in all areas of business, both small and large businesses.

FILES

Why are internal labor regulations needed?

The role of internal regulations related to local regulations is multifaceted:

  • they determine the procedure for appointing and dismissing employees,
  • work and rest schedule,
  • rights and powers,
  • liability for various types of violations,
  • methods of encouragement and punishment for certain offenses,
  • dress code,
  • other conditions.

In a global sense, this document helps to increase labor productivity and expand the organization’s prospects. Depending on the enterprise, the rules may be edited and contain some additional clauses.

The only thing that the labor regulations do not concern is the specific labor functions of employees - they are regulated by the provisions of the employment contract or job description.

Some companies are quite dismissive of the presence and or drafting of this document. This is wrong, because in the event of a complaint from one of the employees to the labor inspectorate, its representative during an on-site inspection, the first thing they are interested in is the internal labor regulations. This is also why the drafting of the document should be treated with the utmost care and seriousness - this will help avoid future disagreements with regulatory structures and possible administrative penalties.

What happens if any of the employees violate the rules

In cases of violation of internal labor regulations common to all, the culprit faces disciplinary punishment. As a rule, three types are used in organizations (depending on the degree of misconduct):

  • comment,

But sometimes other types of penalties may be applied.

In particularly difficult situations, the offender may be subject to administrative or even criminal punishment.

Who draws up the document

Writing this document may be part of the job responsibilities of any employee of the organization who has a sufficient level of qualifications and certain knowledge in the field of labor and civil legislation. Usually this role is played by a legal adviser, secretary or the manager himself.

Each employee of the organization must be familiar with the internal labor regulations when hiring, before concluding an employment contract - a signature must be placed on this, which will indicate that he agrees with it.

Example of internal labor regulations

The rules do not have a standard unified template, therefore they are written in any form, depending on the needs of the organization or according to a template developed within the company and approved in its accounting policies.

In any case, this document must contain a number of necessary information, this is:

  • Company name,
  • date of compilation,
  • signature of the manager or other person authorized to certify such documents,
  • the procedure for organizing the production process, work and rest, which can be drawn up briefly or described in detail.

The document must strictly comply with the legislation of the Russian Federation, otherwise, it may be refuted in court, and those responsible for writing it may be punished.

It should be noted that the more carefully the document is written, the more protected the employer will be in the event of unfounded claims from the employee.

Internal labor regulations can become evidence of a violation of employee rights and serve as a documentary basis for claims.

I CONFIRM:
Director
LLC "Lula-Kebab"
Krylov /Krylov O.R./
January 16, 2017

RULES
internal labor regulations
developed in strict accordance with the Labor Code of the Russian Federation and determine the work procedure at the enterprise.

  1. Rules for hiring and dismissing employees
    • Hiring to an organization occurs after writing a personal statement. An individual employment contract is concluded with each employee, after which he studies these rules and other internal acts of the company against signature;
    • Information about the new place of work is included in the employee’s work book, in addition, the HR specialist creates a personal card and assigns a personnel number to the employee;
    • After employment, each employee is required to undergo a probationary period, the duration of which is determined in each case separately and lasts from 1 to 3 months;
    • The employment contract is terminated according to the standards prescribed in the legislation of the Russian Federation.
  2. The employee has the right to:
    • Making changes and adjustments to the current employment contract (provided that they fully comply with the law of the Russian Federation);
    • Performing the work specified in his employment contract, his own workplace and proper working conditions;
    • Receiving salaries and other social benefits within the time limits established by the law of the Russian Federation;
    • Rest, which is regulated strictly according to the Labor Code of the Russian Federation;
    • Professional training, courses, advanced training;
    • Compensation for damage caused during the performance of work.
  3. The employer has the right to:
    • Concluding an employment contract, introducing amendments, changes, adjustments to the current employment contract, as well as severing the employment relationship with the employee;
    • Taking measures aimed at stimulating and rewarding distinguished employees for effective, high-quality work;
    • Presentation of requirements for the complete and timely completion of their work by subordinates, as well as careful attitude towards the employer’s property;
    • Bringing subordinates to disciplinary liability (including material) - strictly in accordance with the legislation of the Russian Federation;
    • Development and adoption of various internal regulations.
  4. The employee must:
    • do your work efficiently, in full and in accordance with the job description;
    • strictly follow labor discipline standards, internal regulations and labor safety and health requirements;
    • take care of the property belonging to the employer, in the event of emergency or dangerous situations, immediately report them to higher authorities.
  5. The employer must
    • follow the standards set out in the labor legislation of the Russian Federation and internal regulations;
    • give employees the work specified in their employment contract, as well as provide them with all necessary equipment, devices, machinery and materials;
    • ensure working conditions in such a way that they fully comply with safety standards;
    • promptly pay employees wages, social benefits and all other payments due to them;
    • familiarize employees with all internal documents that are directly related to their activities;
    • compensate for damage caused during the performance of labor functions (both material and harm caused to health and life).
  6. Work and rest hours
    • Working conditions at the enterprise: five working days a week and two days off (Saturday and Sunday). Schedule: from 8.00-17.00, lunch from 12.00-13.00;
    • Each employee has the right to standard paid leave of 28 days and additional leave (depending on individual needs).

The procedure for drawing up internal labor regulations

Internal regulations can be written either by hand or in printed form, and a regular A4 sheet or company letterhead can be used.

Regardless of which writing method is chosen, the document must be signed by the head of the organization. In addition, if the enterprise has a trade union body, the document must also be approved by its representative.

Starting from 2016, it is not necessary to certify the rules with a seal, because the requirement to use seals and stamps in the activities of legal entities has been cancelled.

A form is drawn up in a single copy and stored for the period prescribed by law along with other organizational papers of the company.

If for some reason, during the period of validity of the labor regulations, any amendments need to be made to them, this can be done without problems and at any time. The only condition: they also need to be certified by the director’s signature and the staff must be familiarized with them against signature.