Many organizations and enterprises prefer to hire students for temporary and sometimes permanent work. The mutual benefit of this decision is obvious. A young man gets the opportunity to simultaneously practice and learn the basics of the profession, receiving money for this. Well, the organization gets at its disposal a specialist without five minutes who does not need to be retrained.
Instructions
Step 1
According to article 59 of the Labor Code of the Russian Federation, full-time students cannot be accepted for permanent work. You can only conclude a contract with them for a period of time until the end of their studies. At the same time, given that full-time students must appear in an educational institution on a regular basis, the employer is obliged to issue not a full rate, but 05, or even 0.25 of the working rate.
Step 2
When making an agreement with a full-time student, please note that the Labor Code does not provide for payment of study leave for this category of students (as opposed to part-time students and evening students). You can separately prescribe in the employment contract whether or not your student-employee has a paid educational leave, referring to the collective agreement or other statutory document.
Step 3
Concluding a contract with a student is virtually no different from a typical procedure with any other employee. Except for one nuance: for obvious reasons, the student cannot yet submit a diploma of specialized education to the personnel department or accounting department. Taking this into account, accept from the student only those documents that are in his hands, with the proviso that after graduation he will need to bring a diploma or a copy of it.
Step 4
The agreement with the correspondence student must contain a guarantee of paid educational leave for the employee during the sessions. If your company is private, and the charter does not provide for such benefits, at least write down a line on granting the student another paid leave or days without pay for the period of exams.
