Receiving the next vacation is regulated by Chapter 19 of the Labor Code of the Russian Federation. According to this law, the annual paid leave must be at least 28 calendar days. It can be obtained in parts, but one part cannot be less than 14 calendar days (Article 125 of the Labor Code of the Russian Federation). To get one or more days of vacation, you should submit an application to the head of the company.
It is necessary
- - application;
- - order T-6.
If you need to get a day on vacation, contact the manager of your company. Submit a written application no later than three days before the intended rest. If it so happens that you have urgent business, and you have not agreed on a day of rest in advance on account of the vacation, then the vacation is granted at the discretion of the management. For example, if there is an urgent work at the enterprise or an emergency has occurred, and there is no one to replace you at the workplace, then the application for granting a day off on account of vacation may not be signed.
In addition to rest days on account of the next paid vacation, you can get up to 30 days of unpaid vacation, that is, at your own expense, if all the days of the next vacation have already been used.
To take a vacation at your own expense, submit an application three days before the expected rest days to the head of the enterprise. If you have unforeseen situations that are urgent, you can warn the employer on the eve of the vacation.
If you have signed an application for the provision of days of rest on account of the next vacation or vacation at your own expense, then the employer is obliged to issue an order of the T-6 form, in which you indicate the number of days of the granted vacation.
If the employer refused to grant you days of rest due to the fact that there are emergencies or emergencies at the enterprise, and there is no one to replace you at the workplace, then you do not have the right to go on vacation, since all days will be considered truancy and the employer has the right to terminate the employment contract unilaterally by drawing up an act of violation, written punishment and demanding an explanatory note from you. An explanation in the form of a submitted but unsigned application in this situation is not a valid reason, therefore the labor inspectorate and the court do not recognize the dismissal as illegal.