Watch method. The nuances of working on a rotational basis. Negative factors of the rotation method include

Shift method in Russia

The rotation method is used when the place of work is significantly removed from the place of permanent residence of workers or the location of the employer in order to reduce the time for construction, repair or reconstruction of industrial, social and other facilities in uninhabited, remote areas or areas with special natural conditions, as well as in order to implement other production activities.

Since the 90s of the 20th century, in many regions of the Russian Federation, due to a drop in production, the closure of enterprises, and mass layoffs, a difficult socio-economic situation has developed. Workers are forced to work on a rotational basis in more economically successful “points”, mainly on construction sites. In Central Russia, such a “point” is Moscow and the Moscow region, in the North-West - St. Petersburg, in the rest of the territory there are local “capitals”, such as Novosibirsk, Yekaterinburg, etc. As a rule, those working on a rotational basis are called guest workers . In some of the most depressed cities and towns, the number of such workers reaches 90% of the total working population.

Shift work is also common in hard-to-reach, sparsely populated areas (for example, in the Far North), where it is difficult to build housing. In this case, the employee is paid for accommodation and travel to his place of permanent residence.

Schedule

The most common work schedule is “15 to 15”, in which an employee works for 15 days and rests for 15 days. An “asymmetrical” schedule is also often found: 2 months of work after one rest, 3 after 1, and even 4-5 after 1. Moreover, as a rule, “between shifts” is not compensated by salary. It should be noted that according to the Labor Code, a business trip cannot last longer than four weeks, and only in exceptional cases can it last up to three months. A situation where a worker cannot find a job in his hometown is hidden unemployment.

Work time

The duration of a shift on watch should not exceed 12 hours, and the duration of rest between shifts, taking into account the lunch break, cannot be less than 12 hours.

Time relax

The duration of rest between shifts should not be less than 12 hours, weekly - less than 24 hours. Unused rest hours must be summed up and provided in the form of additional days off from work.

Salary

The procedure for calculating wages is established in the Basic Provisions for Remuneration of Workers under the Shift Method of Work Organization and is as follows:

  • Piece workers - for the volume of work performed according to current standards and prices;
  • For time workers - for all actually worked time in hours based on established tariff rates and assigned categories;
  • For line managers who carry out direct management at the facility/site (foremen, foremen, etc.) - for all actual time worked in hours based on the established monthly salaries;
  • For other managers, specialists and employees - for the actual time worked in days based on the established monthly official salaries.

Place of residence

During periods of employment on shifts, workers live in specially equipped rotation camps. According to the Labor Code, such a village must meet certain requirements, the implementation of which is fully ensured by the employer. Namely, the village should have:

Disadvantages of the method

The rotation method is fraught with numerous economic, legal and social costs, the main of which are:

  • excessive workload;
  • difficult living conditions during the shift;
  • lack of rights and social vulnerability;
  • high level of injury to workers;
  • family breakdown;
  • conservation of the depressed state of small towns and villages.

Notes

Literature

  • Anna-Stefania Chepik New in labor legislation. Application practice, comments, advice. - M.: Alpina Publisher, 2005. - 136 p. - (Library of the law firm "Pepelyaev, Goltsblat and Partners"). - ISBN 5-9614-0213-4

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See what “Shift method” is in other dictionaries:

    See the shift method Dictionary of business terms. Akademik.ru. 2001 ... Dictionary of business terms

    Shift method- a special form of carrying out the labor process outside the place of permanent residence of workers, when their daily return to their place of permanent residence cannot be ensured. The rotation method is used when the place of work is significantly removed... ... Official terminology

    Shift method- (English watch method) a method of organizing work, used in the case of a significant distance of production facilities (sites) from the enterprise, when it is inappropriate to perform the work using conventional methods. The work is carried out by shift workers... ... Encyclopedia of Law

    A method of providing work with labor resources, which consists in the periodic delivery of replacement workers (rotation personnel) from places significantly remote from the place of work. In such a situation, workers stand watch at a work site.... ... Economic dictionary

    Legal dictionary

    SHIFT METHOD Legal encyclopedia

    SHIFT METHOD- a method of organizing work used when production sites are located at a significant distance from the developed infrastructure. The work is carried out by shift personnel who periodically return to their place of residence or location of the parent company.… … Encyclopedia of Labor Law

    shift method- a system for organizing work, used when production facilities (sites) are located at a significant distance from the enterprise and it is inappropriate to perform work using conventional methods. The work is carried out by shift personnel living in... ... Large legal dictionary

    One of the methods of organizing work, a method of providing work with labor resources, consists in the periodic delivery of replacement workers (rotation personnel) from places significantly remote from the place of work. In such situation… … Encyclopedic Dictionary of Economics and Law

    Shift work method- a special form of work organization based on the use of labor resources outside their place of permanent residence, provided that the daily return of workers to their place of permanent residence or such return cannot be ensured... ... Large legal dictionary

Adjustable Labor Code of the Russian Federation shift method of work- a specific form of labor relations between the employer and employees. In addition to the Labor Code of the Russian Federation, it is regulated by another legislative act in the field of labor - a resolution of the State Committee for Labor of the USSR, the Secretariat of the All-Union Central Council of Trade Unions and the Ministry of Health of the USSR« On approval of the main provisions on the shift method of organizing work» dated December 31, 1987 No. 794/33-82.

When is it necessary to use a rotational work organization method?

In the modern economy, there are some economic sectors that, due to the specifics of their functioning, require workers to be located at a considerable distance from their permanent place of residence. Such activities may be associated with the construction of various construction projects, the organization of transport routes, the creation of closed military facilities, etc. To carry out these works, it is necessary to organize relationships between enterprises and workers who are sent on shift to perform their professional duties.

Resolution No. 794/33-82 contains a list of organizations that can primarily use shift work as a form of organizing labor relations between the employer and staff. In particular, these are enterprises related to the oil or gas industry, transport and communications, construction or geological exploration, forestry, etc.

What is a shift work method according to the Labor Code

The rotation method of organizing work is a form of labor relations in which employees perform their professional duties away from their permanent place of residence, and therefore do not have the opportunity to return home every day. They have to live in another territory for some time, and at the same time, the employer is legally obliged to provide them with the necessary conditions for living. With this method of organizing work, special carriage camps are used, consisting of buildings and utility facilities, the purpose of which is to create conditions for the life of employees involved in rotational work. Also, employees sent on shift can live in rented housing (for example, in dormitories), the costs of which are financed by the employer.

The shift has economic feasibility, since it allows you to reduce the cost of transporting employees to the actual place of their work, as well as shorten the period of construction or repair work on facilities that have social or production significance and are located in remote areas with specific natural and climatic conditions.

How is a shift established at an enterprise?

The decision to use the rotation method of organizing labor relations is made by the management of the enterprise, which must make technical and economic calculations of the need and effectiveness of using labor relations of this kind. These calculations are reflected in special design and technological documentation, on the basis of which a conclusion is formed on the use of the rotation method.

In addition, when establishing a rotation method, it is necessary to draw up an order or directive, which is developed taking into account the opinion of the elected body of the trade union organization. This document reflects the information:

  • on the organization of a rotational work method at the enterprise from the established date;
  • on settlements with personnel during shift work using summarized recording of working hours;
  • on determining the terms of remuneration, as well as the duration of the shift;
  • on the development of a shift schedule as an annex to the order;
  • on obtaining approval for the use of the rotation method from the trade union organization.

This order is required for familiarization by all employees directly related to the rotational method of forming labor activities at the enterprise.

Formation of a rotation team

The use of the rotation method of organizing labor relations can be used both as a whole for the entire personnel of the enterprise, and for its individual teams or sections. The formation of a rotation team occurs through the selection of employees who agree to temporarily move to another territory to perform their professional duties. The employer must ensure (or compensate) the delivery of personnel from a specially designated place (collection point) to the shift and back (at the end of the shift). The movement of workers from their place of residence to the place of assembly can also be organized or compensated by the employer, but such compensation remains at the discretion of the employer.

IMPORTANT! It should be noted that a shift is not a business trip; it is just a specific form of organizing labor relations between employer and employee.

Restrictions associated with working on a rotational basis according to the Labor Code of the Russian Federation

Peculiarities of labor regulation for persons working on a rotational basis reflected in the Labor Code of the Russian Federation. When organizing work, there are certain restrictions that the employer must take into account when hiring and sending employees on shifts to remote areas. Such restrictions apply to the following categories of employees:

  • employees under 18 years of age;
  • women who are pregnant or have children under 3 years of age;
  • men raising children under 3 years of age without a mother;
  • guardians raising children under 3 years of age;
  • employees who, in accordance with a medical report, are contraindicated to perform work based on the use of a rotation method.

It should be noted that the list of contraindications for performing work on a rotational basis was established by the order of the Ministry of Health and Social Development of Russia “On approval of lists of harmful and (or) hazardous production factors...” dated April 12, 2011 No. 302n.

It should also be said that workers sent on shift to remote areas with unfavorable or severe climatic conditions must undergo a preliminary (primary) medical examination, and then (at least once a year) periodic medical examinations. All inspections must be carried out at the expense of the employer.

Duration of shift work

The total duration of the shift cannot be longer than 1 month, but the law also allows the duration of rotation work to be up to 3 months if special circumstances of production activities require it. This point must be agreed upon with the elected body of the trade union organization (Article 372 of the Labor Code of the Russian Federation) by submitting for consideration a specially developed local regulatory act of the organization on the shift method of work of employees.

Compensation for irregular working hours

Since the rotation method of organizing labor relations differs from the generally accepted 40-hour work schedule per week, the employer is required by law to provide its employees with certain guarantees and compensation. In accordance with this, in addition to standard wages, employees are also entitled to a special bonus for working on a rotational basis. It is established for all calendar days that the employee is in the territory where he performs his work duties. In addition, this bonus is paid for those days that the employee spent traveling from the place of assembly to the place of his actual work and back. In this case, this allowance is accrued instead of the daily allowance, which is paid when a person is sent on a business trip.

The amount of the bonus for shift work and the procedure for its payment to personnel must be regulated by a special local regulatory act of the company on the organization of rotation work, a collective agreement, and an employment contract.

Compensation for difficult working conditions

In addition to the bonus, employees have the right to a regional coefficient and special percentage bonuses if they are sent for rotational work in the Far North or equivalent territories. It should be noted that the regional coefficient and special percentage bonuses are not charged on the bonus in connection with the rotational form of labor relations, since the bonus itself is a compensation payment, and not part of the salary on which these bonuses and the coefficient are calculated.

Providing additional vacation days

It should also be said that employees hired or transferred to a rotational work schedule have the right not only to the basic annual paid leave of 28 days, provided in accordance with labor legislation, but also to additional paid leave:

  1. If the employee is located in the Far North, it is equal to 24 calendar days.
  2. If an employee is located in a territory equated to the regions of the Far North, it is equal to 16 calendar days.

Read more about allowances in the article .

You can learn about vacations in the Far North from the material .

Work and rest schedule during shifts according to the Labor Code

The work and rest regime when organizing work on a rotational basis is reflected in a special schedule, which is developed and approved by the employer, and the opinion of the elected body of the trade union organization must be taken into account. The developed local regulatory act is required to be studied by all employees of the organization with whom labor relations of this kind are formalized. Employees must be familiarized with this document no later than 2 months before its approval and entry into force.

In addition to the shift work schedule, the schedule also includes the time required to transport employees from the initial assembly point to the final point of performance of their work duties and back. This time is not included in the working period, and therefore may well fall on days related to the period of inter-shift rest.

What points must be indicated in the shift work schedule?

This document provides the following main points related to shift work:

  1. The work shifts for each specific employee are directly indicated, indicating the number of hours that he must work on that day.
  2. The time it takes to travel from the collection point to the destination and back is reflected.
  3. The days falling on inter-shift rest are indicated.

Using summarized accounting when calculating wages

A work schedule is necessary in order to calculate employee wages, since summarized working hours are used for this. The period of such accounting cannot exceed one year. The accounting period includes the entire period of shift work, that is, not only working days, but also the time required to travel from the gathering place to the shift site, as well as the rest period between shifts. Working hours are recorded for each employee with a monthly breakdown for the entire annual accounting period.

Shift work cycle and shift duration

In general, the full cycle of shift work can be presented as follows:

  • the time it takes to travel from the collection point to the final point of performance of work duties;
  • time spent on direct performance of job duties;
  • the time it takes to travel from the place of watch to the place of initial assembly;
  • time during inter-shift rest.

The duration of one daily shift on watch cannot exceed 12 hours. The duration of daily rest can be reduced to 12 hours, including lunch breaks during this period.

Payment for inter-shift rest days

Since each day of the shift is associated with overtime within the limits established by the Labor Code for the duration of working hours, it must be compensated by the fact that days of inter-shift rest are paid using the daily tariff rate or part of the salary for calculations. This calculation is used if the collective agreement or local act on the organization of rotational work does not provide for higher pay. To do this, you need to calculate the number of days of inter-shift rest using the following algorithm:

1. The normal number of working hours for the accounting period is calculated.

2. The number of working hours is calculated according to the schedule.

3. The number of hours of overtime or underproduction is determined in relation to the standard established by law.

4. The number of hours and whole days that relate to days of inter-shift rest is established.

Overtime working hours, presented in whole days, are added to the days of inter-shift rest and paid based on the tariff rate or salary, and non-whole days (that is, hours) are transferred to another rest period and summed up. After the summed parts reach entire working days, they can be added to the inter-shift rest in the form of additional days.

You can learn about recording working hours using the rotation method of organizing work activities from the article .

Results

The shift method of work differs to a certain extent from the standard work mode with a 40-hour work week, because the main feature of the rotation organization of work is the significant distance of the workplace from the employee’s place of permanent residence. In connection with this characteristic of the shift, a special form of relationship is established between the employer and the employee, which entails the provision of special guarantees and compensation to the employee in accordance with the labor legislation of the Russian Federation.

The rotation method is a labor organization system in which the employee does not have the opportunity to return home from work every day. In the article we will look at how payment is made according to the shift work method, how to calculate the salary of a “shift worker” according to the established shift and hourly rate.

What is a shift work method?

Current labor legislation defines the rotation method as a form of labor process outside the place of permanent residence, according to which the employer cannot provide the employee with a daily return to his place of permanent residence.

The time during which an employee is away from his place of permanent residence is called a shift. During the watch period the following is included:

  • time the employee performs work duties (work shift);
  • inter-shift rest (rest between shifts, accommodation in a rotation camp, travel time to the shift site and back).

According to Art. 229 of the Labor Code of the Russian Federation, the total duration of the shift should not exceed one calendar month. Moreover, in exceptional cases, it is possible to extend the shift period to 3 months, subject to the written consent of the trade union.

Recording the working hours of a "shift worker"

Based on Art. 300 of the Labor Code of the Russian Federation, the employer is obliged to keep summarized records of working time for the entire reporting period (shift time), as well as monthly if the shift period exceeds one calendar month.

The following periods must be taken into account in the “shift worker” time sheet;

  1. Work time . In general, the working time of a “shift worker” is recorded in hours of the work shift. With a shift work schedule, the personnel officer takes into account the number of shifts worked by the “shift worker” during the reporting period.
  2. Rest time between shifts. This period includes rest time between shifts, as well as the time the employee spends in the rotation camp.
  3. Travel time from the collection point to the place of work . Often, a rotational work method involves the delivery of an employee from the gathering place to the immediate place of work (mines, drilling rigs, etc.). Since the time it takes for an employee to get to his place of work can be quite long, such a period is included in the accounting period of the shift and refers to inter-shift rest.

Payment based on shift work

The procedure for remuneration on a rotational basis is approved by Chapter 47 of the Labor Code of the Russian Federation. According to the provisions of labor legislation, the calculation of remuneration for work on a rotational basis depends on how the “shift worker” worked - in shifts or hourly. Below we will look at examples of how to calculate the salary of a “shift worker” with a shift and hourly work schedule.

Shift work schedule

If, on the basis of the internal regulations of the organization, a shift work schedule is established for “shift workers,” then the calculation of remuneration for the employee is based on the tariff rate in proportion to the number of shifts worked:

Salary shift schedule = Tariff shift * Quantity cm,

Where Tariff change
QuantitySm– number of work shifts during the reporting period.

When approving a shift schedule, the employer should take into account that the number of working hours on a rotational basis should not exceed the norm established for a 40-hour work week. The maximum duration of work shifts is determined as the product of the number of working days of the month and the standard duration of the working day (8 hours).

Let's look at an example. In April 2020 – 21 working days, 167 working hours (21 days * 8 hours). When approving the schedule, the employer should take into account that during the month the total duration of the work shifts of a “rotation worker” should not exceed 167 working hours.

When engaging an employee to work overtime, the organization, in addition to paying hourly wages, is obliged to pay the employee an additional payment:

During the first 2 hours of processing:

Additional payment for the first 2 hours of overtime = Shift tariff / Shift period * Overtime period * 1.5,

Where Tariff change– tariff rate established for one work shift;
Processing period – processing period in hours (no more than 2)

For subsequent processing hours (over 2 hours)

Additional payment for overtime over 2 hours = Shift tariff / Shift period * Overtime period * 2,

Where Tariff change– tariff rate established for one work shift;
Shift period – one long work shift in hours;
Processing period – processing period in hours (over 2 hours).

Let's look at an example . Dobrodeev S.L. works on the Pervaya drilling rig in the Sea of ​​Okhotsk. Dobrodeev’s watch period is 1 month (06/01/2020 – 06/30/2020).

During Dobrodeev’s shift period, 16 shifts of 11 hours each are established, the total working time is 176 hours.

The standard working time in June 2020 is 159 hours, so Dobrodeev’s overtime is considered to be a period of 17 hours (176 hours – 159 hours).

The overtime period is distributed one hour per 15 shifts, with 2 hours of overtime per 16th shift. A long shift according to working time standards (excluding overtime) is 9.94 hours (159 hours / 16 shifts).

The shift rate for Dobrodeev within the normal working hours is 3,200 rubles.

Let's calculate Dobrodeev's salary according to the tariff rate:

3,200 rub. * 16 shifts = 51,200 rub.

The employer is obliged to pay Dobrodeev additionally for overtime in the following order:

3,200 rub. / 9.94 hours * 17 hours of processing * 1.5 = 8,209.25 rubles.

In total, the employer is obliged to accrue Dobrodeev’s salary for the shift period in the amount of 59,409.25 rubles. (RUB 51,200 + RUB 8,209.25).

Hourly work schedule

When establishing an hourly work schedule, the salary of a “shift worker” is determined as the product of the following indicators:

  • tariff for 1 hour of work ( Tariff hour);
  • duration of one shift in hours ( PeriodShift hour);
  • number of work shifts during the reporting period ( QuantitySm).

The formula for calculating the salary of a “shift worker” with an hourly work schedule looks like this:

Salary hourly schedule = Tariff hour * Shift period hour * Number of cm.

With an hourly work schedule for a “shift worker,” the following rules for rationing working hours and wages remain:

  • the maximum amount of working time is determined on the basis of the production calendar, in accordance with working days in a 40-hour work week;
  • work in excess of the established norm is recognized as overtime and is paid in addition to the tariff rate;
  • in case of involving a “shift worker” in overtime work, the employer is obliged to make an additional payment of one and a half times the amount for the first 2 hours of overtime, then double the amount.

Let's look at an example. Shirokov V.D. works on a rotational basis at the Central gas production plant.

During Shirokov’s shift, a shift schedule was established (15 shifts of 12 hours each) with a pay of 270 rubles per hour.

4 shifts out of 15 Shirokov worked overtime (13 hours each).

Calculate Shirokov's wages (tariff + surcharge):

270 rub. * 12 hours * 15 shifts + 270 rub. * 1 hour of processing * 4 shifts * 1.5 = 50,220 rub.

Payment for work on weekends and holidays

Often, a rotational work method involves working shifts on weekends and holidays.

The period of work of a “shift worker” on a holiday or a day off is paid by the employer in no less than double the amount, based on the established hourly/shift tariff rate.

OplHolidayDay = Tariff hour * Coefficient * Shift period hour,

Where OplHolidayDn– payment to a “shift worker” for a shift that falls on a holiday or weekend;
Tariff hour– the tariff established for 1 hour of working time in rubles (with a shift work schedule, the value is determined as the quotient of the shift tariff and the work shift period in hours);
Shift period hour – number of hours in one work shift;
Coeff– increasing coefficient for work on weekends and holidays, established by the labor/collective agreement.

We emphasize that the coefficient that increases the tariff rate when calculating payment on weekends and holidays cannot be less than 2, but can be set at a higher level if this is provided for by the internal regulations of the enterprise.

Let's look at an example. Gubarev works on a rotational basis with a shift schedule.

For the period of shift (March 2020), Gubarev has 15 work shifts of 9 hours each, the shift rate is 2,920 rubles.

During the shift, one of Gubarev’s work shifts fell on a holiday (March 8), and four more shifts fell on weekends. Thus, the employer is obliged to pay Gubarev’s salary for 10 shifts at the standard rate, and for 5 shifts at a double rate.

Let's calculate Gubarev's salary for the shift period:

RUB 2,920 * 10 shifts + 2,920 rub. * 5 shifts * 2 = 58,400 rub.

Sometimes there is a need to hire employees to work remotely. Such activities are particularly specific. It is regulated in a separate manner by the Labor Code of the Russian Federation.

Basic theses about shifts according to the Labor Code of the Russian Federation

The list of structures that have the right to use rotational work is established by Resolution of the State Committee for Labor of December 31, 1987 No. 794/33-82:

  • Subjects of the oil and gas industry.
  • Construction education.
  • Public catering places.
  • Transport companies.
  • Subjects of health protection.

The concept of the considered method of work is disclosed in Article 297 of the Labor Code of the Russian Federation. This is a type of work organization in which an employee works far from his place of residence and cannot return home. The shift is used to reduce the delivery time of the project, if it is necessary to work in uninhabited areas and in areas with special natural conditions. The decision to use a given method of work is made if it will be most effective in this situation. To determine the effectiveness of the method, technical and economic calculations are used. The rotation method can be established both for the entire company and for certain teams and locations.

ATTENTION! The employer is obliged to provide employees with all conditions for comfortable work during shift conditions. In particular, he must build workers' towns or villages in which workers will live. A dormitory can be used for workers' accommodation. It is paid by the employer. This rule is stipulated by part 3 of article 297 of the Labor Code of the Russian Federation. In any case, the accommodation of employees is the responsibility of the employer.

Duration of watch

A shift period is a time period that includes the shifts themselves, as well as rest periods between them (according to Article 299 of the Labor Code of the Russian Federation). The maximum duration of a shift is a month. However, the period can be extended to 3 months if there is permission from the trade union, the procedure for obtaining which is established in Article 372 of the Labor Code of the Russian Federation. The maximum duration of a shift is 12 hours, the minimum duration of rest between shifts is 12 hours.

An employee may underuse rest hours between shifts. They can be summed up and then provided in the form of days off. The number of daily days off should not be less than the number of weeks in a month.

Who can't work on a shift basis?

According to Article 298 of the Labor Code of the Russian Federation, the following persons cannot be involved in the watch:

  • Minors.
  • Pregnant women.
  • Mothers of children under three years of age or fathers raising children under 3 years of age alone.
  • People with relevant contraindications.

The list of contraindications, in the presence of which an employee cannot be involved in the work in question, is determined by Order of the Ministry of Health and Social Development No. 302.

How is shift work paid?

Payments and guarantees provided to workers are determined by Article 302 of the Labor Code of the Russian Federation. The first and eighth parts establish the following rules:

  • Daily tariff rate and allowance for the time spent in the rotation work area, as well as for days on the road.
  • Tariff for delays in transit. In this case, there must be a valid reason for the delay: weather conditions, transport problems.

The amount of the shift allowance is regulated by law if it is a budget company. If this is not a budget organization, the amount of the bonus is determined by internal regulations. If this is a company whose activities are financed from the federal budget, the premium is established by Government Decree No. 51 of February 3, 2005.

IMPORTANT! If a worker travels to the Far North or regions equivalent to it, in addition to the allowance, it is necessary to list the coefficients and additional allowances regulated by part 5 of Article 302 of the Labor Code of the Russian Federation. The coefficient will be calculated not on the basic allowance, but on the tariff rate. This is due to the fact that the bonus is compensation, not salary (according to Articles 129 and 164 of the Labor Code of the Russian Federation).

Providing leave

The employee is given annual paid leave of 28 days. Graduation graduations are calculated in the standard manner. It is performed based on the average salary.

Let's look at an example of a calculation. The employee was on shift for a month. Of these, he rested for 15 days and worked for 15 days. As a rule, rest days are taken into account when calculating. The average daily earnings is 1,000 rubles. We multiply the daily salary by the number of vacation days:

1,000*28 = 28,000 rubles.

This is the amount that the worker receives as vacation pay.

Additional leave

The employee is given additional leave. This right is established by part 5 of Article 302 of the Labor Code of the Russian Federation. Duration of this holiday:

  • 24 days for persons working in the Far North.
  • 16 days for workers working in conditions similar to those of the Far North.

Vacation is paid in the standard manner.

Responsibilities of the employer to the employee and tax accounting

The entrepreneur must pay all transportation costs associated with moving the employee to the shift site. Expenses are provided for by internal regulations. The company's own vehicle can be used for transportation. In this case, according to Article 264 of the Tax Code of the Russian Federation, the corresponding expenses must be taken into account as part of the costs of maintaining official vehicles. Shipping costs are subject to tax.

The employer is obliged to create a rotational camp for employees to live. Related expenses will be classified as other expenses. Payment for accommodation will not be subject to taxes and insurance premiums.

Documentation of the watch

The use of the rotation method is approved by the employer. In this case, the opinion of the trade union must be taken into account. Approval of a watch is made by issuing a regulation or order. Employees must be familiarized with the document. The following information must be included in the documents:

  • Approval of shift work schedule and internal work schedule (in accordance with Article 190 of the Labor Code of the Russian Federation).
  • Approval of labor time recording.
  • Conditions for issuing wages and compensation.
  • Duration of the watch.
  • Trade union approval.

ATTENTION! Foreign citizens can also be involved in the shift. However, the registration procedure must comply with the requirements for attracting foreigners to work. Within a week from the date of arrival of the foreign specialist, the migration registration authorities must be notified of this fact.

The employer must establish a work schedule. It is needed to track time (according to Article 300 of the Labor Code of the Russian Federation). The schedule must be agreed upon with the union. Employees must be familiarized with the document 2 days before the schedule goes into effect. This rule is established by Article 301 of the Labor Code of the Russian Federation. The schedule should establish:

  • Working hours, including overtime.
  • The time required to transport employees to their shift.
  • Rest period.

Overtime should not exceed 120 hours per year in accordance with Part 6 of Article 99 of the Labor Code of the Russian Federation. Otherwise, the relevant services may identify violations.

FOR YOUR INFORMATION! Shift work can only be established if the place of work is located far from the head office. Otherwise, questions may arise. However, sometimes this rule is broken.

The concept of “shift work” became firmly established in the everyday life of the Russian population at the end of the 20th century. This period was characterized by a sharp reduction in jobs, especially in small settlements, and a total deterioration in the socio-economic standard of living. Therefore, earning money as a shift worker began to quickly gain popularity.

What is a shift work method? How to correctly formalize this type of relationship between employees and organizations, who the shift workers are, as well as other issues related to the shift will be discussed in the article.

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What it is?

Work at rotational sites means the formation of working relationships when workers are physically unable to get home after working a shift due to the significant distance between home and the work site.

Employer guarantees the provision of housing during shift shifts for workers, provides satisfactory living conditions, and organizes delivery of shift workers to the workplace.

You can earn money at shift sites an order of magnitude higher than similar activities carried out without the involvement of shift workers.

In addition to geographically remote places, Moscow and St. Petersburg are increasingly used as shift sites. This is directly related to much higher pay for work in the capitals, constantly available open vacancies and the lack of current vacancies in the provinces.

It is customary to distinguish several types of organizations working using this method:

  1. Intraregional type– the work site is not far from the workers’ permanent habitat; the shift period is usually no more than 2 weeks.
  2. Interregional(rotation-expeditionary) type – characterized by a significant distance between the work site and the employees’ place of residence; such work lasts longer than 2 weeks.
  3. Research expedition. Field research also takes the form of rotational work.

The very concept of a shift includes not only the work manipulations directly performed, but also the duration of rest between shifts.

Legislative regulation

All the nuances of organizing a shift work method are spelled out in the Labor Code of the Russian Federation, namely in Chapter 47. The definition itself is given in Article 297 of the Labor Code.

List of enterprises and fields of activity, for which the services of shift workers are relevant, are given in the “Basic provisions on the rotation method of work” under number 794/33-82.

Each organization working on a rotational basis develops a Regulation based on generally accepted standards.

A sample of the Regulations on the rotation method can be downloaded.

Shift duration

A special type of work, when work is carried out not at the place of actual residence, is common in work carried out in hard-to-reach places. That's just Some industries that use shift workers:

The duration of the shift should not exceed 1 calendar month. In exceptional situations, this period may be a maximum of three calendar months.

But in this case, the approval of the organization's workers' union must be obtained. The procedure for the trade union to approve an extended shift period is prescribed in Article 372 of the Labor Code.

If there is no trade union organization, the working period of a shift shift exceeding one month is considered overtime. is charged for processing (in a larger amount).

Inter-shift rest

The phenomenon of inter-shift rest is disclosed in the Labor Code, or more precisely in Article 301. Inter-shift rest is days of rest provided to a rotation worker after completion of a shift, during overtime during a shift according to the work schedule.

That is, this is the rest time that should have been used by the shift worker daily and weekly, but due to the specificity of the shift work method, it was not used. Accumulated rest days are provided in full after the end of the shift.

If it was not entire working days, but working hours that were overworked, then they are summed up over the entire duration of the shift. The accumulated hours are converted to full working days for which the employee receives paid rest between shifts.

There is no need to confuse the concepts of inter-shift rest and annual leave. In the first case, additional rest time is provided for actual overtime during the work shift. And annual paid leave provided as a mandatory order, regardless of the presence or absence of processing.

In the Basic Provisions, clause 7.1 states that the worker receives annual leave only after using inter-shift rest days. In this case, coincidence in time of these two types of rest is not allowed.

In addition to inter-shift and annual leave, Article 302 of the Labor Code establishes with pay. It is provided:

  1. for employees operating in the vastness of the Far North - they are entitled to 24 calendar days;
  2. for employees operating in the vicinity equated to the Far North - they are entitled to 16 calendar days.

Days of inter-shift rest must be paid in an amount equal to standard salary for a completed working day(according to the established salary).

Documents for registration

When making the transition to a rotational work method, you need to observe some nuances. It must be taken into account that Not everyone is allowed to do this type of work..

  • minors;
  • pregnant women;
  • women with children under 3 years of age;
  • a man, if he is the child’s sole caregiver;
  • persons who, for some medical reason, are not allowed to work in unfavorable climatic conditions.

When going on shift The manager must prepare a number of documents:

Watch detailed video on registration of shift work:

Employment contract

Peculiarities of labor regulation for persons working on a rotational basis are specified in the employment contract.

It should contain the following items:

  • A cap. This is the standard part. It indicates the name of the enterprise, its address, the time of drawing up the contract, and the employee’s passport details.
  • General terms. In this paragraph, it is necessary to indicate that the work involves a rotation method. The exact location of the work object is noted. The duration of the work is prescribed.
  • Conditions of material remuneration for work. The tariff rate and possible options are indicated. It is necessary to indicate how the payment will be formed (fixed salary, rate or time-based scheme).
  • Duration of the working period and rest period. The contract specifies the actual working hours. This indicator includes not only the duration of the labor process itself, but also the time it takes to arrive from the gathering place to the immediate work point. It must be remembered that, by law, one work shift cannot be longer than 12 hours. This paragraph also specifies the conditions for granting various vacations and the nuances of receiving payment for overtime work.
  • Compensation and guarantee. This is a standard clause in the contract. It stipulates: compulsory medical insurance, mutual responsibility of the employee and the employer, conditions and terms.
  • Conclusion. The agreement is signed by both parties and confirmed by a seal.

Work schedule for a shift worker

The greatest number of problems arise when drawing up a work schedule. To avoid conflicts, you need to resolve this issue in advance.

The shift provides for the work schedule established by the Labor Code. It is characterized by a 40-hour work week(generally accepted work is 5 days a week for 8 hours). All time that an employee additionally spends on work is considered overtime. Days of overtime are paid additionally (more details in the section on inter-shift rest).

Overtime shift work in which employees are involved must be paid according to an additional scheme. The first 2 hours of overtime require payment 1.5 times higher than the standard one. If the processing lasts more than 2 hours, then the additional payment is 2 times higher.

To record working hours directly on the shift itself use a time sheet, or an individual card for each employee. In the report card, using numbers and letters that form a code, a strict calculation of the time the employee is on shift is kept.

To indicate the time spent traveling from the place of temporary residence to the immediate work site, sometimes the code “P” is used in the timesheet. It was approved and enshrined in Resolution of the State Statistics Committee of the Russian Federation No. 20 of March 24, 1999.

Sample schedule for workers on a rotational basis (clickable):

Order to switch to shift work

The system for introducing rotational work at an enterprise is established by the employer. But to implement a shift, several rules must be followed:

  1. Normative act together with the appropriate justification for the need for a shift, is submitted to the enterprise trade union for consideration.
  2. Within five days trade union organization makes a decision according to the proposal received. The union can either support or reject the initiative.
  3. The employer can approve the transfer order without taking into account the opinion of the workers' organization. In this case, the trade union’s disagreements must be noted in the protocol. If there is no trade union at the enterprise, the manager independently approves the order, relying on Art. 74. The approved order must contain: name and exact address of the work site, indication of the full name and positions of the persons transferred to the shift, a note on the consent of these persons to work in a similar manner.
  4. Notify employees in writing 2 weeks in advance before the upcoming transfer about changing the form of work.

Sample order on the introduction of a rotational work method:

Sometimes workers, for one reason or another, refuse to be transferred to rotational work. In this case the employer is obliged to offer an alternative vacancy. If there are no vacancies, or if the employee is not satisfied with the offers, then the employment contract should be terminated.

Employee referral on watch it might look like this:

Supplement and payment features

The assignment of monetary remuneration for rotational work differs from the standard design of remuneration under a regular employment contract. A distinctive feature is calculation of shift allowance for workers.

This additional surcharge can be calculated in two ways:

  1. as a percentage of the established salary or salary;
  2. a fixed amount (like accrual of travel allowances during a business trip).

The first method of calculating the premium is most often used.

Employees of budgetary and municipal institutions can count on the percentage of bonus established by law:

The allowance for persons of the same position should be the same. Differences in additional cash allowances may exist for workers of different professional skills and positions.

To understand the process of forming payment for a shift worker’s work, let’s look at an illustrative example:

  • Fixed payment for one working hour – 300 rubles/hour.
  • Compensation payments – 700 rubles/day.
  • Cash accrual for the time that the employee uses daily to travel to the work site is 100% of the salary for the day of work, taking into account an 8-hour work week.

The calculation is made per quarter. Payroll calculations for December are carried out clearly. We count the time overtime worked in the period under review:

The actual time worked by the employee is: 4th quarter of 2018: in October - 172 hours, in November - 172 hours, in December - 172 hours. The total number of hours actually worked was 516 hours during the specified time period. Normally, 511 hours should be worked. It means that 5 hours will be paid for overtime.

Shift work is a popular and highly paid method of work. Before concluding a contract for this type of work, it is necessary to familiarize yourself with all the nuances and points at a particular enterprise. In this case, both the employer and the shift worker will be satisfied.