It is possible to transfer an employee to a part-time job only with his written consent. This is due to the fact that when working in this mode, labor remuneration is made in proportion to the time worked, i.e. less than usual. However, such a transfer can be initiated by both the employee and the employer.
Instructions
Step 1
In the first case, the employee must apply to the head of the enterprise with an application for transferring him to a part-time or weekly work. The application must indicate the reason for such a transfer, indicate specific days or hours of work and rest.
Step 2
The manager has the right to allow or refuse the employee to establish such a work schedule. The exception is those categories of workers who are listed in Art. 93 of the Labor Code. The employer does not have the right to refuse their request (for example, an employee who has a child under the age of 14). If the application is signed by the manager, a work schedule is agreed, an order is issued to transfer this particular employee to a part-time job (or a week). translation is not limited. Part-time work does not affect the calculation of the length of service, the provision and duration of the next vacation.
Step 3
It is much more difficult to transfer workers to part-time work at the initiative of the administration. Such a need may arise in connection with organizational changes, the introduction of new technologies. In order not to dismiss workers en masse due to staff reductions, the employer is given the opportunity to transfer them to part-time work for up to six months.
Step 4
If such a need arose, the planned event must be coordinated with the trade union committee. Please read the current collective agreement carefully. In the case when the duration of the working day is spelled out in it (and it must be spelled out), take care of making changes to it. After that, you need to familiarize employees with the upcoming changes in their working conditions. This must be done no later than 2 months before this event. Consent to translation must be in writing.
Step 5
If the employee refuses to work under the new conditions, he is dismissed in accordance with clause 2 of Article 81 of the Labor Code of the Russian Federation (on staff reduction). At the same time, he must be provided with all guarantees and paid due compensation.
Step 6
For the early termination of the forced mode of work, an order for cancellation is issued and agreed with the trade union committee.
