Many people recklessly believe that the biggest problem is finding this very income. But in reality, it is much more difficult to ensure that your documents are prepared properly.
In old age, your accumulated experience will bring you income and every year you work in one place or another is valuable, regardless of whether it is your main place of work or an additional one.
One way or another, many HR department employees make numerous mistakes in maintaining books of part-time employees. In order to prevent them in time, the employee himself must know how his main and non-core activities are formalized in accordance with the law.
Part-time job features
The main place of work is where the work book is kept.
If a worker works in one organization in two positions, this is internal part-time work. If he works for different employers, this is external. A citizen has the right to work for an unlimited number of employers. The exception is athletes, coaches and heads of organizations (part 1 of article 276, part 1 of article 348.7 of the Labor Code of the Russian Federation). In this case, they must provide permission from the main location. Minors are prohibited from working for multiple employers. Drivers and employees employed in hazardous work may have a part-time job, but work in a different profession.
How to correctly make an entry in a part-time work book is indicated by the Government of the Russian Federation Decree No. 225.Z dated April 16, 2004 and the Ministry of Labor Decree No. 69 dated October 10, 2003.
External part-timers
A situation where an employee works for another employer in his free time from his main job is an external part-time job. A contract must be concluded with the worker. The employee is not required to inform the main employer about this.
When filling out the document, use the sample on how to make an entry in a part-time (external) work book.
For registration to the HR department the following is provided:
- passport;
- SNILS;
- education document.
When applying for a job with hazardous working conditions, a certificate from the main employer about the conditions and nature of work is added.
Internal part-timers
It is issued by the employer at the main place of employment during free time. An employment contract is concluded with the employee, which necessarily states that the location is not the main one. They work in the second position at 0.5 times the rate or less.
What might it be needed for?
It happens that a record of additional work can be very useful in the future.
Example: Anna M. works as a courier during the day, and as an operator in the personnel department in the evening. In parallel with this, the girl receives higher education. Her future specialty is related to personnel management, her career plans are related to activities in personnel services. Performing the functions of an operator, she gains skills in working in the 1C program, or more precisely, in a block that is directly related to personnel technologies.
This experience will be a clear advantage when a young specialist, after graduating from university, wants to apply for a vacancy as a HR administration specialist. Therefore, Anna M. made sure that the corresponding mark was in her main document on the history of her work activity.
Based on what documents are entries made?
If an employee has expressed a desire to include a note about external employment in his Labor Code, he must:
- request from the employer a certified copy of the employment order or a certificate indicating the name of the company, the number and date of the employment order, and the date on which the employee began his duties;
- write an application to the HR department at the main place with a request to make a mark in the Labor Code;
- Attach documents received from the second company to the application.
A certificate or orders for admission or dismissal are certified by the seal and signature of an authorized person. If an employee wants to enter information about internal employment, he only needs to submit an application to the HR department with a request to enter information into the Labor Code.
Part-time work - legislative nuances
Part-time work, as one of the types of work activity, is also recorded in
work book. But there are characteristic nuances in filling out this document.
Thus, according to Resolution of the Ministry of Labor No. 69, issued in October 2003, information about admission to a vacant part-time position is entered into the document at the request of the employee. If this employee has expressed such a desire, a corresponding note is made in the work book at his main place of work.
The basis for the entry is a document issued at the place of additional work given to the part-time employee.
Similar information is contained in Government Decree No. 225, issued in April 2003 and revised in March 2013. The employee has the right to both enter information about admission and dismissal, and not to include it in this document.
Algorithm for making entries
Step 1. Sequence number
All entries are numbered in order, regardless of whether it is the main job or a part-time job. Numbering is continuous. A sample entry about part-time work in the work book shows that the employee is both an external and an internal part-time worker.
Step 2. Date of entry
In the next column after the serial number, the date of employment is entered (in no case is the date the information was entered).
Step 3. Job title
In the “Job Information” column, the full and abbreviated name of the company and the name of the position are entered - as shown in the sample entry in the work book for external part-time work (at Tyulpan LLC).
Step 4. Base document
The last column indicates the number and date of the document on the basis of which the employment was made: a sample entry in the work book about part-time work for one employer contains 2 orders - on admission to the main position and as a part-time job.
If information about another company is entered, in the field of the document on the basis of which it was made, not only the details of the order are indicated, but also the name of the organization: see a sample entry about part-time work in the work book of another employer.
Recruitment
If additional activities are carried out in the same place as the main one, the entry is made as in the example below:
- The numbering is drawn up in order, the start date of work (columns 1 and 2), the date and number of the order to conclude an employment contract (column 4), and in column 3 the name of the position and the name of the unit where the person is employed on an internal part-time basis are written down.
- Record of external part-time work, sample filling.
The start date of job duties cannot fall on a day that is scheduled to be a day off for the employee.
The date of issue of the personnel order cannot be an official day off for the officials who sign it . In another version, it is implied that the enterprise has an order to attract these specialists to work on days off.
How is dismissal formalized?
Information about dismissal from another organization is entered on the basis of a certified order or certificate from the employer. Information is entered in the HR department only for the main location. Since an employee is not required to inform his second job about his dismissal from his main job, a situation arises when an employee quit his main employer, but remained to work for an external one. In this situation, when the employee terminates the part-time contract, he will bring a confirming document to the new main workplace, and the HR department will write a line about dismissal. This is not an easy situation. To avoid mistakes, use the sample part-time dismissal: look for the entry in the work book on the second page.
Internal part-time job
In general, legislation allows for part-time work not only with other employers, but also at the employee’s main place of business. The only condition is to indicate in the documents on registration of labor relations that this work is part-time.
Such additionally paid work can be either permanent or temporary.
The duration of working hours for any part-time job should not exceed four hours a day or half the monthly norm for the accounting period established for this category of workers. This provision does not apply if the employee has suspended his activities at the main place of his professional activity due to non-payment of wages or in the event of his suspension for medical reasons.
Is there a difference in the records of external and internal part-time workers?
The only difference is that for internal employment, you do not need to indicate the name of the company in the “Work Information” and “Base Document” columns: compare the example of a part-time dismissal entry in the work book of one employer with the example shown below.
The sample entry for a part-time job in another organization differs from that presented above.
Internal part-time job - how to register
To find out how to register an internal part-time job with one employer, you should refer to the provisions of the legislative framework of the Russian Federation. In case of registration of this type of service, the employee will perform an additional amount of work in his free time from the main type of activity, in accordance with Article 282 of the Labor Code of the Russian Federation . An additional type of income is issued on the same terms as the main position.
If a subordinate expresses a desire to work in the main place and additionally with one employer, he only needs to write an application. A correctly completed document on the grounds approved by the Legislative Framework guarantees hassle-free processing.
The Labor Code of the Russian Federation states that despite working for one employer, each type of activity requires the availability of original documents. In order to register, the employee, in addition to the application, must provide a work record book and draw up an additional agreement to the current employment contract. Based on the documentation, the employer issues an order.
Registration of internal part-time jobs for various positions
Combining positions within one organization requires the presence of two sets of documentation. Since the working conditions of the main type of activity and the additional one have a significant difference. According to Chapter 44 of the Labor Code of the Russian Federation , such internal professional activities include some features:
- Work at least four hours a day;
- The right to design an individual schedule. Since an employee will be able to start a non-main position only if there is free time;
- The employer will pay wages based on the number of hours worked or by prior agreement;
- The employer can terminate the contract if an employee is hired to replace the part-time worker, whose registration will be considered official employment;
- The process of hiring a part-time worker and the dismissal procedure take place on the grounds that are enshrined in this code. In other words, drawing up an application, issuing an order, concluding an employment contract do not differ from documents for the main activity.
The process of registering an internal part-time job for a subordinate for different positions has a similar procedure and stages. Depending on who initiates this type of work, a notification or application is provided. Along with the application, you must bring a document that confirms your skills in this field. After this, the manager issues an order and, together with the employee, discusses the main nuances of work activity. After the agreement is drawn up, a new case is opened for the employee, a number is assigned and an entry is made on the T-2 card in accordance with the rules.
Sample application for internal part-time job
In order to register an internal part-time job, the worker must fill out an application. The document is written in any form indicating the details of the participants in the process. Also in the content of the appeal, the employee notes his desire to receive additional responsibilities and his readiness to start work. At the conclusion of the application a signature is placed.
Sample employment contract for internal part-time work
Concluding an employment contract when combining positions is a crucial stage that requires maximum attention and knowledge on the part of both the employer and the employee. The execution of the work report should be carried out taking into account the following points:
- Personal data of two parties: the manager and the ward;
- Full name of the organization;
- Dates of the agreement;
- Working conditions: number of hours for work and rest;
- Amount of income and type of remuneration;
- Duration of the agreement.
An employment contract for internal part-time work involves the work of two employees in one position. Despite performing the same tasks, payment and working hours will have differences in design. When drawing up an agreement, the employer must record the actual amount of earnings when working in this way.
Order on internal part-time work - sample
Without a correctly executed order to hire a specialist who will combine the main type of activity and an additional one, all previously taken steps are considered invalid. To register a worker correctly, you need to be able to fill out an order on the grounds that are prescribed in the Labor Code of the Russian Federation. To do this, the text of the document contains the data of the employer and subordinate, the fact of the agreement, the amount of the additional salary, as well as signatures and the effective date.
How to calculate a part-time business trip?
A business trip to an additional place of work involves issuing an order, certificate and official assignment. The manager is obliged to count the days of a business trip, despite two positions held by an employee on the territory of one organization, at the place of work to which the worker goes on a trip. Those days that are considered working hours are subject to payment. Moreover, the amount of such payments must be agreed upon in advance by the parties.
The calculation of the monthly salary is reproduced according to the approved model, which is enshrined in the legislation of the Russian Federation. Before calculating the amount of remuneration, the manager must remember that the amount should not be lower than the minimum wage.
