Combination and part-time work: what is the difference, how are they issued and paid. Combination and combination: the difference. Part-time employment contract. Combination fee

The duration of working time in combination should not exceed 4 hours a day. In the combined mode, this limitation is irrelevant.

In the life of enterprises, there is often a need to entrust employees with a certain amount of “undistributed” work. The reasons for this may be different: going on vacation or dismissal of an employee who performed this amount of work, mastering a new direction of production activity, organizational changes in the structure of the state, and so on.

In the event that the volume of "undistributed" work is insufficient to admit a new work unit to the state, the performance of such work can be ensured by assigning additional work to employees.

In this article we will talk about part-time work and three types of additional work:

combination of professions (positions),
expanding service areas or increasing the volume of work,
performance of the duties of a temporarily absent employee without release from work specified in the employment contract.

For ease of discussion, all of the listed options for organizing labor are proposed to be called extra work. Meanwhile, strictly legally, only three of them fall under this term by virtue of the direct indication of Art. 60.2. Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation). Part-time work (Article 60.1. Labor Code of the Russian Federation) is an independent way of organizing work, is not considered additional work within the meaning of Art. 60.2. Labor Code of the Russian Federation and is characterized by the performance of other regular work along with the main one.

In this regard, it is appropriate to distinguish, first of all, part-time work from three types of additional work. For convenience, we propose to combine the latter with one common name - combination, since it is the distinction between combination and combination that most often causes difficulties in practice.

So, let's look at the differences.

The main difference between combination and combination thing is combination is always doing something else in free time from work. Even if part-time work is performed by the same employer as the main job, it is performed outside working day / shift for the main job.

In the same time combination carried out during set working hours/shifts.

It follows that part-time employment is possible both with one and with different employers. Whereas the combination can only be implemented by the employer at the main place of work.

An example of a part-time job: an office manager from 9 am to 6 pm performs labor duties for his main job, and from 6 pm to 8 pm cleans the office space. An example of combination: an office manager works from 9 am to 6 pm, cleaning the office space during his working day.

It should be noted that the combination is an assignment of additional work. If, in our example, the functions of cleaning the premises are initially included in the employment contract or job description of the office manager, there is no reason to consider these functions as additional work, the employee does not have the right to demand additional payment for their performance.

The main difference between part-time employment and combination is closely related to the restriction established by Art. 284 of the Labor Code of the Russian Federation for part-time workers: the duration of working hours when working part-time should not exceed four hours a day. Of course, for work in the combined mode, this limitation is irrelevant, since all additional work is done during the working day on the main job.

In practice, the question often arises: can a part-time worker work part-time for several employers? How is the ban on the length of the working day observed in this case? Judicial practice allows us to draw the following conclusions: it is possible for an employee to conclude several employment contracts for part-time work, this indicates his right to independently manage his time, determine the duration of both working time depending on the number and conditions of concluded employment contracts, and time for rest. The restrictions established by Art. 284 of the Labor Code of the Russian Federation are mandatory for the employer, but not for the employee.

We believe that a similar conclusion can be drawn with respect to women who work part-time during parental leave. However, in order to maintain the child care allowance, the total length of the working day, both at the main place of work and part-time, cannot be equal to or more than 8 hours.

The second difference between part-time work and combination is the difference in the design of these types of additional work.

part-time requires a conclusion separate employment contract, even if we are talking about part-time work for the same employer. This assertion follows from the meaning of Articles 60.1. and 282 of the Labor Code of the Russian Federation.

Moreover, in accordance with Part 4 of Art. 282 of the Labor Code of the Russian Federation, an employment contract with a part-time job must reflect such required condition as a condition for part-time work. It should be noted that the jurisprudence does not consider it sufficient to indicate part-time work in an application for employment or in an order. The absence of a part-time clause in the employment contract entails the non-application to such relations of the norms governing the work of part-time workers.

In practice, the requirement for a separate contract is often ignored when it comes to performing the main job and part-time work for the same employer. In this case, the parties draw up an additional agreement to the employment contract, which indicates the work in which position is performed in combination. Of course, this way of formalizing relations does not correspond to the letter of the law. However, from the fact that the parties did not draw up a separate employment contract, but signed an additional agreement, part-time employment does not become, for example, a combination, since according to the main feature - the order of work in relation to the main working day of the employee - these types of additional work still differ .

Combination, in turn, is drawn up as follows: the employer issues order to assign additional work to an employee. In case of consent to the performance of such work, the employee expresses it in the order by means of an appropriate inscription.

Alternatively, the following procedure for assigning additional work to an employee can also be used: first sending an offer to the employee for additional work, obtaining his consent, issuing an order, familiarizing the employee with it.

The third option: the signing by the parties of an additional agreement to the employment contract. The presence of such an agreement confirms the will of the parties to commission and perform additional work, and also allows you to agree on all the necessary conditions, such as the deadline for the work, the conditions for its implementation, the rights and obligations of the employee, and remuneration.

The third sign that distinguishes part-time work from combination is the features of paying for additional work.

According to Part 1 of Art. 285 of the Labor Code of the Russian Federation, wages of persons working on part-time, produced proportionate to hours worked, depending on the output or on other conditions determined by the employment contract.

Given the established h. 2 Article. 132 of the Labor Code of the Russian Federation, a direct prohibition of discrimination when establishing wage conditions, as well as the obligation of the employer to provide employees with equal pay for work of equal value (part 2 of article 22 of the Labor Code of the Russian Federation), it should be concluded that the remuneration of a part-time job is calculated based on the salary specified in the staffing table.

Otherwise, the situation is with the payment of additional work when combining. In accordance with Art. 151 of the Labor Code of the Russian Federation, when combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work specified in the employment contract, the employee is paid an additional payment. The amount of the surcharge is determined by agreement of the parties employment contract, taking into account the content and (or) volume of additional work.

Obviously, in the case of a combination, the legislator does not require payment for work in proportion to the hours worked, completely leaving the issue of the size of the additional payment to the parties. Accordingly, it is important to establish a surcharge in any amount. The legislation does not contain grounds for the employee to challenge the amount of the surcharge.

In practice, this nuance is used when it comes to ways to save the wage fund. Often the result of downsizing is the presence of "undistributed" work, which is assigned to the remaining employees on additional terms. At the same time, the remuneration of such persons is made in the amount determined by the agreement of the parties, which, as a rule, is less than was paid to employees who filled the relevant positions before the reduction. As a result, the same amount of work is done with less financial costs.

Meanwhile, it is worth noting that the employer does not have the right to unilaterally reduce the amount of payment for additional work performed, even if its order is issued by order. The issuance by the employer of a subsequent order with a smaller amount gives the employee the right to refuse to execute it and demand an additional payment in the previously agreed amount.

The fourth difference between part-time employment and combination lies in the features of providing guarantees and compensations.

According to Art. 287 of the Labor Code of the Russian Federation, guarantees and compensations to persons who combine work with education, as well as to persons working in the regions of the Far North and areas equivalent to them, are provided only at the main place of work. Other guarantees and compensations are provided to persons working part-time in full.

It follows that such guarantees as the provision of annual paid leave, guarantees when sending an employee on a business trip, guarantees of maintaining a job and average earnings when sending an employee for medical examinations, etc., are provided in relation to a part-time job both at the main place of work and at the place of work as a collaborator.

Unlike part-time workers, persons performing additional work on a combination basis are provided only with those guarantees and compensations that are related to the main work. The performance of additional work does not entail the provision of additional guarantees (unless otherwise established at the local level or by agreement of the parties).

The fifth difference is that the assignment of additional work is not limited by law, while part-time work is not always possible.

So, in accordance with part 5 of Art. 282 of the Labor Code of the Russian Federation, part-time work of persons under the age of eighteen is not allowed in jobs with harmful and (or) dangerous working conditions, if the main work is associated with the same conditions, as well as in other cases provided for by the Code and other federal laws.

A striking example of a ban on part-time work is part 1 of Art. 329 of the Labor Code of the Russian Federation, which regulates the work of transport workers: employees whose work is directly related to driving or driving vehicles are not allowed to work part-time, directly related to driving or driving vehicles.

With regard to the combination of such restrictions, the law does not establish. From this we can conclude: combination is possible in relation to any type of assigned work.

The last, sixth, difference between part-time employment and combination is the procedure for terminating this type of employment relationship.

Since the performance of part-time work is the performance of other regular paid work along with the main job on the basis of an independent labor contract, then the general grounds established by the Labor Code of the Russian Federation apply to terminate labor relations on a part-time basis.

Meanwhile, Art. 288 of the Labor Code of the Russian Federation established additional ground to terminate an employment contract with a part-time job: an employment contract concluded for an indefinite period with a person working part-time may be terminated if an employee is hired for whom this work will be the main one, about which the employer warns the specified person in writing at least than two weeks before the termination of the employment contract.

It should be noted that this is not about any employment contract with a part-time worker, but only about one concluded for an indefinite period. Fixed-term employment contract on the basis of Art. 288 of the Labor Code of the Russian Federation cannot be terminated.

The procedure for terminating an employment contract in accordance with Art. 288 of the Labor Code of the Russian Federation is prescribed, but its documentation in practice often raises questions. We believe that the dismissal algorithm should be as follows: giving the part-time job a written notice against signature that it is planned to hire an employee in his place, for whom the work will be the main one; after 2 weeks or more - dismissal of a part-time job on the basis of Art. 288 of the Labor Code of the Russian Federation; hiring a key employee.

It is important to note that in judicial practice the question was raised as to whether the dismissal of an employee in accordance with Art. 288 of the Labor Code of the Russian Federation by dismissal at the initiative of the employer and, as a result, can a part-time worker be dismissed if he is on vacation or disabled at the time of dismissal. The courts do not consider such a dismissal to be initiated by the employer, and therefore the said prohibitions on dismissal are subject to the application of Art. 288 of the Labor Code of the Russian Federation does not apply.

Unlike concurrency, the issue of termination of the combination is resolved in a simplified manner. According to part 4 of Art. 60.2. The Labor Code of the Russian Federation, the employee has the right to early refuse to perform additional work, and the employer has the right to cancel the order to perform it ahead of schedule, notifying the other party in writing no later than three working days.

It follows that both parties have the right to terminate relations for the performance of additional work, having warned the other party in writing 3 days in advance.

The simplified procedure for terminating these relations in the practice of the courts has acquired a very interesting consequence: when considering cases to challenge the downsizing procedure, some courts consider that the places occupied in combination are vacant and are subject to offer to laid-off employees.

So, we have identified 6 features that distinguish part-time work from combination, as well as from any other type of additional work.

Special attention should be paid to the issue of the time frame during which additional work is performed.

As mentioned above, part-time employment can be issued for a period or without its indication. The basis for concluding a fixed-term employment contract with a part-time worker is Part 2 of Art. 59 of the Labor Code of the Russian Federation, which provides for the possibility, by agreement of the parties, to conclude a fixed-term employment contract with a part-time worker. When determining the period for which such an agreement can be concluded, one should be guided by the general provisions on a fixed-term employment contract, according to which its maximum period is 5 years.

Additional work, including in the order of combination, is entrusted for a certain period, which follows from Art. 60.2. TK RF. What if the parties have not set a deadline? We believe that in this case the general termination procedure applies with a written warning to the other party 3 days in advance. It is more difficult to resolve the issue if the deadline has been determined, but has expired, and the employee continues to perform additional labor duties. Here the answer may be different depending on the party in whose interests the issue is being resolved. We believe that the employee's refusal to perform additional work can be carried out by applying the general procedure with a 3-day notice to the employer. But an employee in a similar situation may object, referring to the analogy of the law (Article 72.2. Labor Code of the Russian Federation) and demanding that obligations for additional work performed be included in his employment contract. However, it is worth noting that the resolution of such a situation largely depends on the details of the dispute, for example, on the deadline for completing additional work, the intentions of the parties, and so on.

Speaking about the difference between additional work and part-time work, one cannot but say about the features of each type of such work and how they differ from each other. Everything is pretty simple here:

Combination of professions (positions)– performance of additional work in another profession (position) during the established duration of the working day / shift. Example: assignment to the driver of additional work as a courier.
If additional work is assigned to the same position as the main work, there is expansion of service areas, increase in the scope of work. Example: an assignment to a sales manager who works with clients from one region, clients from a neighboring region.
Fulfillment of the duties of a temporarily absent employee without exemption from the work specified in the employment contract - performance of additional work both in another and in the same profession (position), if usually such work is performed by another employee. Example: during the vacation of a personnel officer, the responsibility for maintaining personnel documentation is assigned to an accountant.

The difference between the first two types of additional work and the third is that the performance of the duties of a temporarily absent employee is always associated with the fact that there is an employee in the state whose functionality includes additional work. The first two types of additional work are assigned when the position whose functionality is distributed is vacant.

An abridged version of the article by Anna Ustyushenko, published in

HR administration, labor law

The employee went on maternity leave. Then he immediately goes on parental leave. For a long time there is no one to fulfill her duties. The employer does not want to take from the side of the person and offered me to perform the duties of an absent employee. The personnel department asked how I would work, in the order of part-time or combination. I don’t really understand the difference, what is the difference between combination and part-time work and under what conditions is it more profitable to work?

Combination and combination of professions, positions - these are quite common phenomena in labor activity. Despite their apparent similarity, they have significant legal differences. There are a lot of these differences, so we will focus only on the main ones applicable to a particular situation.

The concept of "part-time work" is given by Article 60.1 of the Labor Code of the Russian Federation, from which it follows that the employee has the right to conclude labor contracts on the performance of other regular paid work in his spare time from his main job.

The concept of "combination of professions (positions)" - in article 60.2 of the Labor Code of the Russian Federation from which it follows that with the written consent of the employee, he may be entrusted with performing other work within the established working hours.

So how does combination differ from part-time for a particular employee?

Registration procedure
Part-time work requires the conclusion of a separate employment contract, while for combination it is enough to conclude an additional agreement to an already existing contract.
Working hours
When part-time, the employee performs work under a separate employment contract. Within a month, the duration of working hours when working part-time should not exceed half the monthly norm of working hours established for the corresponding category of employees. Accordingly, when working part-time, the employee needs to work out working hours for the main position and additionally work out the working hours of a part-time job.
When combined, additional work is performed within the framework of the main working hours.
Job Responsibilities
In case of combination, job duties are established in accordance with an employment contract, which can be both fixed-term and indefinite. When combining the list and scope of official duties, the term for their performance is determined by agreement of the parties.
Salary
In case of part-time work, remuneration is made in proportion to the hours worked, depending on the output or on other conditions determined by the employment contract, taking into account the established regional coefficients and allowances.
When combined, payment is made in the form of a surcharge. Regional coefficients and allowances do not apply.
Temporary Disability Benefit
In case of combination, it is charged for both places of work. When combined, the amount of the benefit will depend on the amount of earnings from the main job, taking into account additional payments.
Annual paid vacation
When part-time, vacation pay is accrued in the general manner, vacation is provided simultaneously with vacation at the main place of work. The combination does not provide for the provision of a separate vacation.

Here are the main points that give an understanding of how combination differs from part-time for an employee. How to build your work activity, you need to determine the employee himself. If work allows and you want to have more free time, then the combination option is the most acceptable. If you are striving for financial gain and belong to the category of workaholics, then you should consider the option of part-time work.

In recent years, we are increasingly confronted with such concepts as combination and part-time work. The difference between these terms for most of the workers is imperceptible. In reality, the concepts are very different from each other in terms of design features and wages. Those who are going to increase their income level should know the difference between combining and part-time jobs.

Definition of concepts

The concept of "combination work" refers to those cases when an employee of an organization during the working day is involved in the performance of work duties of several positions. At the same time, he also manages to work in his main position.

What is the difference between combination and combination? Part-time work involves the regular performance of labor duties in a non-primary position in your free time. Compatibility can be internal or external. The concepts of external and internal combination do not exist.

Internal and external partnership

With internal part-time work, the employee performs duties in other positions at the same enterprise. This increases the working time. The search for such vacancies can be delayed indefinitely.

With external part-time work, an employee can get a job at another enterprise. He can work only in his free time from his main job. The names of additional professions, as a rule, are very different from the main ones.

Features of performing part-time work duties

The part-time worker is obliged to perform fully both the main and additional work. Jobs can be two or more. The work schedule of a part-time worker has its own characteristics. Working time is taken into account in the timesheet. If the work involves internal combination, an employee of the organization may be assigned an additional personnel number. Payment for labor is made according to the contract.

The working time of a part-time worker should not exceed 50% of the norm of the main work time. That is, if a 40-hour workload is provided for the main employees per week, then for part-time workers this figure will be no more than 20.

Employees of enterprises performing part-time work may be sent on business trips. With internal part-time work, there are no problems with the organization of working time. But with an external employee, he can be sent on a business trip only when he is free from performing basic labor duties. If it is not possible to reschedule a business trip, employers conclude an agreement on the procedure for the employee to perform work.

The legislative framework

The main document that regulates the performance of additional work is the Labor Code of the Russian Federation. Questions relating to part-time jobs are contained in 60 (1), as well as 282-288 articles. Articles 60 (2), 151 regulate overlap. The Labor Code of the Russian Federation, both in combination and in combination, requires the written consent of management and employees. This rule applies to internal combination and combination of any type. Employment procedures are necessarily prescribed in the internal documents of the organization.

Registration process

Enrollment in the staff of the organization occurs by order. The order is signed by the director, agreed with the personnel department and the immediate supervisor of the new employee.

What is the fundamental difference in the process of registration of combination and part-time? The difference lies in the fact that when working part-time with a newly minted employee, a separate employment contract is concluded. It indicates the amount of salary, working hours, as well as the fact of part-time work. At the request of a new employee, you can do it in the personnel department at the main place of work, about part-time work.

If it is necessary to conclude a part-time employment contract, then this is not necessary when combining. It is only required to provide the personnel department with the consent of the employee to perform additional work in writing. It is drawn up which is filed with the main employment contract. No notes are made in the work book.

Salary

The additional payment for the combination is regulated by an additional labor agreement. This information is also contained in the combination order. At the same time, an additional payment for combining an additional position is added to the basic salary of an employee without all bonuses and allowances. Often the amount of payment is calculated as a percentage of the basic salary. If wages are piecework, then the amount of payments is calculated depending on the volume of output. A part-time employee may be paid a bonus for an additional position.

Concurrently assumes that the new employee is no different from others. Salary is calculated based on actual hours worked. The payment procedure is similar to that which applies to key employees. Bonuses and allowances may be awarded. However, the salary of such an employee is usually less because he works less. But if the payment is based on the work done, then it may be more than that of the main employees.

Part-time workers may be involved in the implementation The labor legislation mentions the norm for overtime work: no more than 4 hours in a two-day period. During the year, this time cannot exceed 120 hours. Remuneration is carried out on the basis of Article 152 of the Labor Code.

Vacation

What is the difference between combination and part-time work in the question Combination assumes that the employee performs additional labor duties without interrupting his main activity. Therefore, the amount of vacation pay is calculated based on the main and additional earnings. Leave, both for the main and for the additional position, must be the same.

If we talk about part-time work, then the employee has equal rights with the main employees. The part-time contract involves the calculation of vacation deductions on an equal basis with all employees. For example, a key employee is entitled to 28 days of annual leave. The part-time worker is also entitled to 28 calendar days. This rule applies to both maternity and study leave. Part-time leave should be granted to the employee, even if his schedule is built to the detriment of additional work. For example, if an employee goes on legal leave at the main place of work, and he is not yet entitled to additional leave, the employer releases the part-time worker in advance. Often, the number of vacation days at the main place of work is greater than at the additional one. Then, at an additional place of work, additional leave is issued for the difference of these days without pay.

Taxation

In case of combination or part-time income tax is paid in the general manner, both from the main and additional wages. However, the amount of the tax deduction may be reduced if the employee has dependent minor children. You can take advantage of this benefit either at the main or at an additional place of work. Taxes levied on wages are transferred:

to a pension fund;
To the social insurance fund;
To the health insurance fund.

Termination of employment

A part-time employment contract can be terminated both on a general basis and at the end of its validity, if we talk about a fixed-term agreement. By decision of the head of the contract can be terminated unilaterally. This can happen if a new employee is enrolled in the state, who will perform the duties of a part-time job as the main one. However, the part-time worker must be notified of this decision in writing 14 calendar days before the expected date of termination of the employment agreement.

If the work is performed under a combination agreement, termination occurs on a general basis and, as a rule, after the expiration of its validity period. These jobs are temporary. An employee of the organization has the right to refuse to perform additional labor duties even before the expiration of the agreement. The employer can also exempt an employee from additional work. In this case, the employee must be notified in writing of the termination of additional duties 3 calendar days before the termination of the agreement.

Part-time and combination of professions

External part-timers have the right to work in at least two completely different professions. Also, part-time and combination of positions can be for the same or similar professions in terms of labor duties. These issues are not clearly spelled out in labor legislation, since part-time workers perform duties in agreement with management. The part-time worker is obliged to fully perform the work, both basic and additional. It is important to note that usually the combination within the same organization can be in the same job categories. In some cases, managers allow combination in different positions and professions.

Combination and part-time work of pedagogical workers and heads of enterprises

The Russian labor legislation does not mention the imposition of clear restrictions on combination and part-time work for heads of enterprises and organizations.

For example, if the organization is small, the CEO may also perform the work of an accountant or other staff specialist. In this case, part-time employment is formalized according to general rules. The calculation of wages for the performance of duties for an additional position will be made on the basis of the work performed. The amount of time is not taken into account, since labor duties are performed within the framework of a normal working day. It is necessary to provide samples of signatures to the bank, both the head of the enterprise and the accountant. If these positions are combined by one person, then only one sample is required.

Teachers of educational institutions of various levels also have the right to combine positions. Combination and part-time work of pedagogical workers can be issued both in one and in several organizations at the same time. Work can only be performed subject to the requirements established by labor legislation. A teacher under the Labor Code can work at least 16 hours a week. If the combination occurs during the vacation period, labor is paid according to the usual scheme.

Who cannot work part-time

Not all categories of part-time workers can perform work on additional positions. According to Russian labor legislation, part-time or combined jobs cannot be accepted:

minors;
police and prosecutors;
employees of municipal, state and government organizations;
employees of the intelligence service, FSO, federal field communications;
managers without the consent of the owner of the enterprise;
judges;
lawyers;
persons who are members of the Board of Directors of the Central Bank;
persons doing hard work;
persons working under harmful working conditions;
persons involved in work related to driving vehicles.

In agreement with management, employees can be internal part-time workers, but only in the same category or industry of the organization. It is also important to take into account the fact that employees must have the necessary level of qualifications and skills.

What is beneficial for the employee?

So, we examined what combination and combination is. The difference between these concepts is significant. But what type of work is more beneficial for the employee?

The process of applying for a combination is simpler and faster than with a combination and does not require the collection of the main list of documents and certificates. There is no probationary period, as the employer already knows how the employee performs his duties. Additional and main work is performed within one working day.

Concurrently, a number of restrictions have been established related to the positions held and working conditions. There may also be a probationary period. Part-time work can only be done in free time.

Based on the foregoing, we can conclude that the combination is more profitable. But it may seem so only at first glance. When combined, the employee almost completely performs other work. In other words, he works for two. At the same time, the size of the additional payment, as a rule, does not exceed 50% of the official salary. In fact, the employee receives no more than half of the money that he is really entitled to. The main advantage of part-time employment is that the employee receives no more than 50% of the salary, but with all bonuses and allowances. However, his work is not so intensive. In combination, social guarantees are also provided. Another benefit is sick pay. In case of combination, the employee receives payment for both places of work.

What is beneficial for employers?

Obviously, for the employers themselves, it is more profitable to arrange a part-time job. The salary of one employee will be less than for two employees. Also, the combination is beneficial, since the employer is already familiar with the employee and has an established opinion about him and his labor qualities, professional skills. The head, for sure, will entrust the part-time worker with such work, which he will be able to cope with.

Part-time employment is also beneficial, especially for those enterprises that are on the verge of bankruptcy. It is more profitable to arrange part-time employees than to pay salaries to key employees during periods when there is no work at all. It is difficult to transfer key employees to a reduced work schedule. At the same time, the employer pays much less taxes for part-time workers, which means that his additional costs are reduced.

Currently, more and more often we hear such concepts as combination and combination. The difference between them is quite large, but there are similarities. Combining and part-time jobs are ways to earn extra money. In no case should work on combination or part-time work be performed to the detriment of the health of the employee or his main position.

Combination and part-time work are quite often confused not only by employees, but also by employers themselves. However, the confusion of these concepts can lead to a violation of the rights of employees, which means negative consequences for the company.

From the article you will learn:

Main and additional work

There is no formal definition of the main job in the current Labor legislation. In practice, it is understood as the organization in which the work book of a specialist is located. Quite common - but not mandatory - signs of the main job are also the maximum amount of working time spent by an employee in this organization, higher wages compared to other places, and so on. A number of other conditions that may be useful for identifying a particular place of work as the main one, we provide in our .

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In today's realities, many professionals seek to increase their income by supplementing their main job with part-time work in other places. By the way, in some cases, additional employment may be the initiative of the employer, who thus seeks to optimize the number of employees and the payroll. At the same time, it is extremely important for all parties to clearly understand the format of such cooperation, as well as mutual rights and obligations. For example, the difference in combination and part-time work in terms of the amount of working time can be very noticeable.

Types of additional work

Depending on the conditions of employment of an employee in the main job, its complexity, the presence of restrictions on employment in this position and a number of other factors, he can carry out additional labor activities in the following formats:

combination under Art. 60.2 of the Labor Code of the Russian Federation;

combination under Art. 60.1 of the Labor Code of the Russian Federation. At the same time, despite the absence of such terms in the current Labor Code, in practice it is customary to distinguish between internal and external part-time jobs. The combination of professions and positions, however, should not be confused with these concepts;

performance of the duties of an employee who, for one reason or another, is temporarily absent from work. This situation, in turn, should not be confused with combination and combination.

Combination

The combination is the performance of additional labor duties within the established working hours for the employee at the main place of work.

Based on this definition of this type of employment, it is obvious that work in the mode it is possible to carry out only with the same employer that provides the specialist with the main place. In this case, we are talking about internal combination: internal combination is a different type of activity, which we will consider in the corresponding section of our material.

The main condition that is necessary to attract a part-time worker to work in this mode is his consent to this type of employment. Such consent must be expressed by him in writing in order to avoid discrepancies. This is due, among other things, to the fact that the concept of combination, as well as part-time employment, is interpreted by the Labor Code quite widely. In particular, this term includes:

an increase in the number of operations performed in the same profession or specialty in which the employee is engaged in the main job. According to Part 2 of Art. 60.2 of the Labor Code of the Russian Federation, this is called the expansion of service areas or an increase in the scope of work being implemented;
expanding the range of executable functions;
performance of fundamentally different types of work, including official duties in another profession or specialty.

However, for the purposes of processing the necessary documents and charging additional fees, the distinction between these situations, as well as the difference in part-time employment and combination, can be very important. Check out our to understand what are the main differences between them.

Payment for combination

The performance of additional duties or the expansion of their scope in accordance with the current Labor Code will require the employer to make additional payments to this employee. The general procedure for determining the amount of additional payments may be established by local regulations or collective agreement between employer and company employees.

However, the financial conditions for attracting an employee to work in a combination mode (as well as part-time work) must be clearly recorded on an individual basis. The main document that is used for these purposes is an employment contract with an employee. It indicates the full conditions for calculating additional payments to an employee for performing additional duties, which, as a rule, is carried out taking into account the actual volume of work performed and their complexity. Many organizations consider it appropriate to determine the amount of additional payments to a part-time worker based on the amount of working time spent on additional duties. In our we give an example of such a calculation.

Registration of combination

As Art. 60.2 of the Labor Code of the Russian Federation, obtaining the express written consent of the employee to work in the combination mode is a prerequisite for involving him in such work. In practice, such written consent is often formalized as part of an employment contract with an employee. In this case, two options are possible:

if combination is offered to the employee immediately at the stage of employment, and he agrees to such an offer, the conditions for the performance of work, including the amount of additional payment for additional functions performed, are prescribed directly in the employment contract. Otherwise, the employment procedure is carried out according to the standard algorithm, which includes issuing an employment order and filling out documentation for a new employee;
if the combination is issued for an employee who previously worked in the organization, the conditions for performing new tasks for him are fixed by concluding additional agreement to an employment contract. In this case, it will be necessary to issue an order to combine positions or professions, indicating the main conditions listed in the additional agreement.

Note! In both cases, the employee must be familiarized with the content of the relevant order against signature.

It is not necessary to fill out any other documents on the fact of attracting an employee to work on a combination basis. This applies, among other things, to the issue of entering such information in the work book: Instructions for filling out these documents do not require fixing such information. At the same time, if labor activity within the framework of an additional position or profession involves regular contact with material values, it is advisable to conclude with an employee .

Canceling a Combined Job

As a rule, the period during which the employee will perform certain duties in the combination mode is negotiated at the stage of discussing this type of work. Specific time limits for this period are fixed in the employment contract or an additional agreement to it. By the way, it can be set in the form of a specific date or an indication of a particular circumstance - for example, the return to work of a temporarily absent employee. However, any of the parties can prematurely refuse to continue cooperation in the combination mode - the current legislation grants such a right to both the employee and the employer.

Intention to terminate the agreement

According to Art. 60.2 of the Labor Code of the Russian Federation, the initiator of such a decision is obliged to warn the other party of the intention to terminate the cooperation agreement in this area no later than three working days before its execution. This should be done in writing: this method will clearly fix the date of termination of the agreement and can become an argument in case of a conflict situation. Based on such notification, the employer issues an order to cancel the combination.

Experts agree that it is not necessary to conclude a new supplementary agreement to the employment contract in this situation, since the termination of the combination is carried out in a notification manner. However, if the cancellation of work in this mode implies any additional conditions, for example, payment of compensation to the employee for the early termination of this arrangement, such an agreement may be signed. And what to do if the employee who worked in the combination mode completely leaves the organization, we will tell in this .

part-time

According to Art. 60.1 of the Labor Code of the Russian Federation, an employee has the right, at his discretion, to dispose of time free from his main job, including spending it on other paid activities. If such work is performed on a regular basis with a fixed amount of payment for the performance of specific functions, it is called part-time work. In turn, Chapter 44 of the Labor Code of the Russian Federation is devoted to the issues of regulating the labor activity of part-time workers and their interaction with employers.

Note! The labor legislation does not contain restrictions on the scope of work and the number of employers for which an employee can work part-time.

At the same time, attraction to work on a part-time basis is possible if the following requirements are met:

the employee has already reached the age of eighteen;
if part-time work involves the impact of harmful conditions on the employee, his main work is not related to the influence of such factors;
the employer and the employee entered into an employment contract on part-time work, in which they fixed all the conditions for such cooperation.

Note! For some categories of specialists, for example, heads of organizations, additional conditions have been established for part-time work.

The main types of part-time jobs

Art. 60.1 of the Labor Code of the Russian Federation directly prescribes two main types of part-time jobs, depending on how the main and additional places of work of a particular employee are related:

if an employee carries out labor activities in his spare time from the main job with the same employer, we are talking about internal combination (internal combination, which should be distinguished from this work, involves the performance of duties within the framework of the main working time);

if an employee works on a part-time basis with another employer, this is called an external part-time job.

Registration of part-time employment and conclusion of an employment contract

The difference between combination and part-time employment lies, among other things, in the procedure for registering such an employee for work. So, if we are talking about internal part-time work (as well as combination, it is carried out by the same employer), the employee does not need to provide the latter with any documents, since he already submitted them when he was employed at the main place of work. In the case of an external combination of jobs, the list of documents to be provided is regulated by Art. 283 of the Labor Code of the Russian Federation. It includes:

passport or other document used for identification;
for work requiring a certain level of qualification - a document on the existing education;
for work with harmful conditions - a document from the main place of work, indicating that there is no impact of such conditions.

Note! A work book for part-time employment is not provided, since it is kept by the main employer.

An important requirement of the Labor Code is the condition that each employer for whom a specialist works part-time concludes a separate employment contract with him. It should contain an indication that work in this position is work on a part-time basis. Moreover, such an agreement may have both a limited and an unlimited duration. You can find other requirements for the content of such an agreement in our does not give him such an opportunity. However, the corresponding entry must be made by the main employer who keeps the work book: we will tell you how to do this in this article. .

Part-time work time limits

Combination and part-time - what's the difference? - this question is asked by both employees and employers. One of the aspects of the answer to it is the limitation in terms of the duration of part-time work, established by Art. 284 of the Labor Code of the Russian Federation. Labor activity is carried out within the framework of a regular work shift when combined, and part-time work is limited to no more than four hours a day.

This limitation, however, applies only to days when the employee is busy at the main job. On days that are days off at the main place, he can work a full shift at the additional place. At the same time, the employer who provided the employee with a part-time job must monitor the total duration of his work during the month. What limits apply in this regard, we describe in detail in our material.

Compatibility and combination: what is the difference

What is the difference between combination and part-time - Ukraine, Kazakhstan and other countries answer this question differently. However, in our country, both of these concepts are clearly fixed in the current Labor Code, which makes it possible to quite specifically determine the difference between part-time employment and combination.

The main difference between these concepts is that part-time work is carried out in their free time from the main work, while work in the combination mode is performed within the main work shift. At the same time, internal combination and combination can be performed by one employer, while external combination involves labor activity in different organizations. In addition, in order to get the most complete answer to the question of external, internal combination, part-time work and what is the difference between them, a number of important points should be taken into account:

vacation and sick pay;
recruitment of special categories of employees;
transfer to another job;
provision of guarantees and compensations;
other aspects of the implementation of labor legislation.

The most convenient form of comparing the main differences between part-time work and combination is a table that lists the relevant characteristics for each type of work. We have compiled a convenient table on the difference between combination and combination in 2017 especially for you.

Compatibility: concept, types, restrictions………………………………3
2. The procedure for registration of part-time work…………………………… 7
3. Remuneration for part-time work…………………………………13

CONCLUSION…………………………………………………………………… 16

LIST OF USED LITERATURE…………………………………17

Part-time employment is the performance by an employee of other regular paid work on the terms of an employment contract in his free time from his main job.
Compatibility is a phenomenon that is quite common today. Moreover, not only employees who are trying, in this way, to earn more, benefit from this process, but also the organizations themselves. After all, it happens that the amount of work does not involve the involvement of an employee for a full working day. Particularly relevant is the wide spread of part-time jobs in organizations with low wages of employees and the presence of low-paid vacancies.
The purpose of the abstract is to study all the components of part-time work.

To achieve this goal, it is necessary to solve the following tasks:
1) define the concept of part-time work, types and restrictions on working part-time;
2) consider the procedure for registering part-time workers;
3) study the procedure for remuneration.
To perform the control work, the literature of domestic authors, such as Babaev Yu.A., Berezkin I.V., Skolbelkin V.N., as well as Internet resources, was used.

1. Part-time: concept, types, restrictions

According to Article 282 of the Labor Code of the Russian Federation (Labor Code of the Russian Federation), part-time workers are considered to be persons who, in their free time from their main job, perform other regularly paid work under an employment contract.
Part-time work must be distinguished from combining professions (positions), which is the performance by an employee, along with his main job, stipulated by an employment contract, of additional work in another profession (position) within normal working hours. When combining the first and second professions (positions), an employment contract is not concluded, and an additional payment is established for additional work, the amount of which is determined by agreement of the parties to the employment contract.
It is possible to conclude an employment contract for the performance of labor duties on a part-time basis both in an institution at the place of the main job, and in another institution.
The Labor Code of the Russian Federation provides for a separate chapter 44, which regulates the work of persons working part-time.
Based on its provisions, we can distinguish the main features of work on a part-time basis:
- the employee has a main place of work;
- work is performed in free time from the main work;
– the work is performed on the terms of a separate employment contract.
Article 60.1 of the Labor Code of the Russian Federation distinguishes between two types of part-time jobs:
 internal (work in the same institution during free time from the main job);
 external (work in another institution).
However, this does not affect the restriction of work performed on a part-time basis, depending on the profession, specialty or position provided for by the main employment contract.
Article 98 of the Labor Code of the Russian Federation establishes that, at the request of the employee, the employer has the right to allow him to work under another employment contract in the same organization in a different profession, specialty or position outside the normal working hours in the order of internal combination. Internal part-time employment is not allowed in cases where a reduced working time is established, with the exception of cases provided for by the Labor Code of the Russian Federation and other federal laws.
Thus, both with internal and external part-time jobs, any work can be performed, including work by profession, specialty or position provided for by the employment contract at the main place of work.

Download the essay "Combination work: concept, types, restrictions" DOC

Part-time - this is the performance by an employee, in addition to his main job, of another regularly paid job on the terms of an employment contract in his free time from his main job at the same or at another enterprise.

It is regulated by the decree of the Cabinet of Ministers of April 3, 1993. No. 245 “On part-time work for employees of state enterprises, institutions and organizations”, Regulations on the procedure for part-time work ...: approved by the Cabinet of Ministers of Ukraine on 28.06.93. No. 93.

For part-time work, a separate TD is concluded, the consent of the employer is not required. The legislation does not limit the ability of an employee to conclude a TD on part-time work. Part 2 of Article 21 says that an employee can exercise his right to work by concluding a TD at one or simultaneously at several enterprises.

When concluding a TD on part-time work, a work book is not presented, but only an identity card and, if required, a document on education

The legislation establishes that part-time work cannot exceed four hours a day on weekdays and a full day on a weekend, while the total duration of working time during a month cannot exceed half the monthly norm of working time.

Payment is made for the actual work performed. As a general rule, this payment is not taken into account when calculating the average earnings for the main job. Exceptions: pedagogical and medical workers.

A prerequisite for TD on part-time employment is an indication of the mode of operation - i.e. working time.

Vacation when working part-time is necessarily provided simultaneously with leave for the main job (even if less than 6 months have passed), paid.

In the work book, an entry about part-time work is made only at the request of the employee.

Restrictions for part-time work are established:

For civil servants, employees of law enforcement agencies

For heads of state enterprises, their deputies, heads of structural divisions, their deputies / except for scientific, teaching, creative activities /

For persons under 18 and pregnant women

Can be set by the head of state enterprises in agreement with the Pension Fund at work with harmful, dangerous, difficult working conditions

Not a part-time job:

Work performed under civil law agreements

Combining work with full-time education

literary work

Pedagogical work with hourly pay within 240 hours. in year

Conducting technical, medical, accounting expertise with a one-time payment

Additional grounds for terminating the TD on part-time employment:

Acceptance of an employee who is not a part-time worker

Establishment of restrictions on part-time employment in connection with special conditions and working conditions

/severance pay is not paid/

Combination - performance during the working day in addition to the main labor function of additional work at the same enterprise; including performance of the duties of a temporarily absent employee.

TD for combining work is not concluded, but an additional payment is established for combining professions, usually by agreement of the parties, but in the public sector for enterprises that have salary debts to employees. - cannot exceed 30% of the rate for a combined position / post.CMU and the National Bank of 31.08.96./. At the same time, in accordance with the General Agreement, additional payments for combination are not limited to a maximum amount; when performing the duties of a temporarily absent employee - can reach 100%.

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Probation

for an external part-time worker is set;
for an internal part-time worker is not established, provided that he has worked for at least 3 months at the enterprise.

Not applicable Hours of operation No more than 4 hours per weekday. Full employment is possible on a day off at the main place of work, provided that the total monthly rate will be no more than 50% taking into account all the stipulated allowances and surcharges As a percentage of the existing basic salary Vacations A full-length vacation of 28 days is laid down.

home » Combination and part-time » What is the difference between combination and part-time? In the modern world, almost all people know firsthand what it means to combine several positions at once or work part-time. However, many people confuse the two concepts. In this article, we will understand what part-time jobs and combination of positions are, what is the difference between these two concepts of labor legislation.

Combination and part-time - what's the difference?

How to get a part-time job Within the framework of the topic: “Part-time employment and combination: the main differences”, it will not be superfluous to dwell on the issue of employment. If an employee is asked to combine several duties, then nothing but an agreement is required, because everything happens practically at his workplace.

Attention

If a person decides to get another part-time job, then he will have to go through the registration procedure from scratch. You will need to submit the following documents:

passport;
certificate of pension insurance;
military records.

If the job requires certain skills and abilities, then the employer has the right to require a document that will confirm the presence of those same skills.

It can be a diploma or a certificate of graduation from an educational institution.

Compatibility and combination: main differences (table)

As for the differences, for the sake of maximum clarity, it is more expedient to present them in the form of a table: Criteria for comparison Combination Part-time work Documentation Subscribe to our channel in Yandex.Zen! Subscribe to the channel Order of the employer (within the framework of an existing employment contract).

Independent employment contract. Number of employers One.

One is internal compatibility.
Different - external combination.

Probation period Not allowed.

Possible by agreement with the employee. Duration (terms) Free - is determined based on the terms of the agreement reached between the parties. No longer than 4 hours a day (on days when the employee is free from the main work, longer working hours are allowed).
Salary Determined taking into account the volume and content of additional duties.

What is combination and combination, what is the difference between them

Termination of an employment contract So, in the previous paragraphs, the following issues were discussed in detail: combination and part-time employment, difference (table), wages for these types of activities. Now let's figure out under what conditions the contract can be terminated with a part-time job.

If the employment contract is drawn up correctly, then it states for how long the applicant is hired. If such a situation arises, then the person working part-time must be warned in writing about the termination of the contract or agreement with him in two weeks.

But there is article 288 in the Labor Code of the Russian Federation, which spells out additional grounds for terminating an employment contract. This basis is the employment of a specialist who will consider this work as his main one.

What is the difference between combination and combination?

MBT) must be completed in any case: documents confirming qualifications have been provided, briefing and knowledge testing on MBT have been carried out, and permits have been issued. Read more about labor protection briefings in the article “How is targeted labor protection briefing carried out?”.

The calculation of vacation and compensation payments for internal part-time employment is still made for each contract.
The calculation of the same payments to a combining employee is made on the basis of his main average earnings, increased by the amount of additional charges for combining.

Table of the main differences between combination and combination The main differences between combination and combination can be presented in the form of a table: Characteristics

Work time

Responsibilities are performed during the main working hours (art.

Part-time employment, substitution and combination of professions (positions).

Part-time employment is the performance by an employee, in his spare time from his main job, of another permanently paid job with the same or with another employer on the terms of an employment contract (Article 343 of the Labor Code).

When hiring, the employment contract must indicate that the work is part-time.

We emphasize that for part-time work, the consent of the employer at the place of main work is not required, with the exception of cases provided for by legislative acts (part 3 of article 343 of the Labor Code).

In practice, part-time work is divided into external and internal. If a part-time employment contract is concluded in another organization (not at the main place of work), such part-time employment is considered external, and if in the same organization - internal.

Reception (registration) of a part-time employee

The legislation does not provide for any special procedure for hiring a part-time job, therefore, it is no different from the procedure for hiring employees working in an organization as their main place of work. But still there are certain features, for example, when hiring part-time in an organization that is the main place of work for an employee. With internal combination, when applying for a job, the employee is not required to present a passport or other identity document, work book, education documents, since all these documents (their originals or copies) are already in the personnel department of such an organization. In case of external combination, along with the documents listed above, if the employee is hired for hard work or work with harmful or dangerous working conditions, the employer has the right to demand from him a certificate of the nature and working conditions at the main place of work (Article 344 of the Labor Code).

However, the provisions of Art. 348 of the Labor Code restrictions on part-time work:

o it is not allowed to hold two managerial positions in state organizations on a part-time basis, except for the positions of foremen and foremen, unless otherwise established by law;

o it is prohibited to work part-time for persons under 18 years of age, pregnant women, as well as for work with harmful working conditions, if the main work is associated with the same conditions;

o when working part-time in state organizations, joint work of relatives associated with direct subordination and control is prohibited;

it is not allowed to accept concurrently to materially responsible positions of persons convicted of acquisitive crimes, if the conviction is not expunged or extinguished in the prescribed manner, as well as to those positions or activities that are prohibited by a court sentence for certain categories of citizens.

Registration of an employment contract. The part-time employment contract must indicate that the work performed is a part-time job.

Part-time work is another job (Article 343 of the Labor Code), which the legislator separates from the main job, therefore, two labor contracts must be concluded with an internal part-time job - for the main job and part-time job.

When hiring a part-time job in another organization, an employee in accordance with Art. 344 of the Labor Code is obliged to present the employer with a passport or other document proving his identity (refugee certificate, residence permit). Both with internal and external part-time jobs, if part-time work requires special knowledge, the employer has the right to require the presentation of additional documents (Article 344 of the Labor Code).

Salary. The remuneration of labor of persons working part-time is carried out in proportion to the hours worked (Article 346 of the Labor Code). When establishing persons working part-time with time wages, standardized tasks, wages are paid according to the final results for the amount of work actually performed.

Under the piecework system, remuneration of workers working part-time is made on the basis of the piecework rates established by the employer (Article 88 of the Labor Code). Note that the employer has the right to establish additional payments of a compensatory and incentive nature, including for part-time workers (Article 63 of the Labor Code).

Please note that part-time work for the same employer when the employee performs a different function is not overtime paid at an increased rate (Article 119 of the Labor Code). At the same time, the legislator does not indicate how the work of an employee who performs the same labor function with internal part-time work as in the main job correlates with overtime work.

Dismissal of associates. Dismissal of associates. An employment contract with part-time workers can be terminated on the same grounds as an employment contract with the main workers (Article 35 of the Labor Code). In addition to the general grounds for terminating the contract, it can be terminated if an employee is hired, for whom this work will be the main one (Article 350 of the Labor Code). If the employer wants to change the status of the employee (from a part-time employee to the main employee), he should initially dismiss the part-time employee, and then accept him, but already at the main place of work.

Some employers provide in contracts with employees an additional condition that prohibits the employee from being in an employment relationship with another employer for the period of the contract, and if this condition is violated, they dismiss such an employee. Please note that these actions are illegal, since the employment contract cannot contain conditions that worsen the position of the employee in comparison with the legislation and the collective agreement (Article 19 of the Labor Code).

If part-time work interferes with the normal performance of the main job (for example, absence from the workplace, non-fulfillment of their labor functions by the employee, etc.), the employee may be disciplined or dismissed on the grounds provided for by labor legislation.

Combination.

Combination of professions (positions) is the performance by an employee, along with the main work stipulated by an employment contract, of work in another profession, specialty or position (Article 67 of the Labor Code). The combination is applied if there is a vacant unit in the staff list (its share is 0.5 or 0.25 of the rate). In addition, when deciding on the establishment of a combination, the employer must find out whether the existing conditions allow the employee to fulfill, in addition to his work, the duties of another position (profession), and also whether the employee who is to be combined has the necessary education and qualifications for the combined positions, professions.

The combination of positions (professions) has some features:

- is established with the same employer for whom the employee works under an employment contract;

- work is performed that is not stipulated by the concluded labor contract;

- the work is performed during the working hours established for the work stipulated by the employment contract;

- a new employment contract is not concluded.

The work is performed on the basis of a previously concluded employment contract;

- the employee is paid.

The labor function of an employee may provide for the performance of duties both in one and in several positions (professions) (Article 19 of the Labor Code). In this case, the performance of duties, even if they relate to another position (profession), will not be additional work, and, therefore, additional payment for combining positions is not established.

Documenting. When establishing a combination, we consider it necessary, in addition to issuing an appropriate order (see sample 2), to provide in the employee's employment contract a condition on combining and the amount of additional payment.

The combination of professions and wages are essential terms of the employment contract (Article 32 of the Labor Code). Therefore, the establishment of a combination should be due to appropriate production, organizational or economic reasons. The employer is obliged to warn the employee about the introduction of combination in writing no later than one month, indicating the exact and complete content of the planned changes in essential working conditions and the reasons that caused them. In case of significant changes in working conditions, appropriate amendments and additions are made to the employment contract (contract).

If the employee refuses to continue working with the changed essential working conditions, the employment contract (contract) may be terminated on the basis of paragraph 5 of Art. 35 TK.

However, it should be borne in mind that the employee has the right to challenge his dismissal on the specified grounds in court. When considering such cases, the courts will also take into account that in the absence of evidence confirming justified production, organizational or economic reasons, the dismissal of an employee is illegal.

Salary. As noted above, the combination provides for the establishment of appropriate surcharges. Their size is determined by the employer by agreement with the employee, and for organizations financed from the budget and using state subsidies.

Surcharges for combination in state organizations are not established:

- heads of organizations, their deputies and assistants, chief specialists, heads of structural divisions, departments, workshops, services and their deputies;

— scientists of research organizations (subdivisions);

- in cases where the combined work is provided for in the norms of labor costs, due to an employment contract (included in the scope of the employee's duties) or entrusted to the employee in the manner prescribed by law due to insufficient workload for the main job.

It should be noted that additional payments for combining professions (positions) are included in the average earnings in all cases of its calculation.

Expansion of service areas and increase in the volume of work performed- this is the performance, along with the main work, stipulated by the employment contract, of an additional amount of work in the same profession (position).

Expansion of the service area (increase in the volume of work performed) is allowed at the same employer during the duration of the working day (shift) established by law.

The main difference from the combination is that the expansion of the service area is used when performing an additional amount of work in the same position (profession) as the main job.

It should be noted that the expansion of the service area can be both temporary and permanent. Temporary expansion of the service area will be applied if the main employee is absent for any reason: vacation, business trip, illness, study leave, etc.

If there is a vacancy (a unit or its share) in the staff list of the employer, the employer has the right, by agreement with the employee, to expand his service area or increase the amount of work performed on an ongoing basis.

Documenting. An agreement on expanding service areas (increasing the volume of work performed) is drawn up by order (instruction) of the employer, indicating the volume of additional functions or work and the amount of additional payment.

If the expansion of the service area is permanent, in addition to the order, it is necessary to provide for a corresponding condition in the employment contract. If the employment contract has already been concluded, it is necessary to amend it by notifying the employee in writing at least a month in advance (Article 32 of the Labor Code).

Salary. Please note that when expanding the service area or increasing the volume of work performed, additional payments are also established for the employee (Article 67 of the Labor Code). The order of their establishment is similar to the order when establishing a combination. Moreover, it seems necessary, when determining the amount of payment, to proceed from the amount of additional work that the employee will perform.

Article 282. General provisions on part-time work

Part-time employment is the performance by an employee of other regular paid work on the terms of an employment contract in his free time from his main job.

The conclusion of employment contracts for part-time work is allowed with an unlimited number of employers, unless otherwise provided by federal law.

Part-time work can be performed by an employee both at the place of his main job, and with other employers.

Federal Law of June 30, 2006 N 90-FZ)

(see text in previous

The employment contract must indicate that the work is part-time.

It is not allowed to work part-time for persons under the age of eighteen, in jobs with harmful and (or) dangerous working conditions, if the main job is associated with the same conditions, as well as in other cases provided for by this and other federal laws.

(as amended by Federal Laws No. 90-FZ of 30.06.2006, No. 421-FZ of 28.12.2013, No. 55-FZ of 02.04.2014)

(see text in previous)

Features of regulation of part-time work for certain categories of workers (pedagogical, medical and pharmaceutical workers, cultural workers), in addition to the features established by this Code and other federal laws, may be established in the manner determined by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social - labor relations.

(Part six as amended by Federal Law No. 90-FZ of June 30, 2006)

(see text in previous

Art. 282 of the Labor Code of the Russian Federation. General provisions on part-time work

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