Labor legislation
Vacation
Work and rest are regulated by the Labor Code of the Russian Federation. A whole chapter of the Labor Code is devoted to the procedure for granting and using leave. As a general rule, the employee is granted annual leave of twenty-eight calendar days. There are exceptions to this rule, for example, additional paid vacations for employees who work at work with dangerous and harmful conditions, working in the Far North, and others.
Certain categories of workers whose work is related to the peculiarities of the work are provided with an additional annual paid leave.
The list of categories of employees who are assigned an additional annual paid leave for a special nature of work, as well as the minimum duration of this leave and the conditions for its provision are determined by the Government of the Russian Federation.
Also, the code provides that leave is granted to an employee who has worked for six months, but there is also an exception to this rule. In particular, it is possible to shorten this period, in agreement with the employer.
In addition, the code provides that it is necessary to maintain a vacation schedule, which is drawn up by employees in accordance with the sequence, the vacation schedule must be approved by the employer. The term for approving the vacation schedule is no later than two weeks before the beginning of the calendar year. Compliance with the vacation schedule is mandatory for both the employee and the employer. In some cases, it is possible to extend or postpone the vacation.
Also, the employer can recall the employee from the vacation, however, it is necessary to obtain the employee's consent to recall him from the vacation.
Separation of vacation into parts
Splitting the vacation into parts is possible. It should be noted that when dividing the vacation into parts throughout the year, one of the parts must be fourteen days, the rest of the division is possible in an arbitrary order by agreement between the employee and the employer.
The part of each annual paid leave, exceeding 28 calendar days, when summing up the annual paid leave or transferring the annual paid leave to the next working year, exceeding 28 calendar days, the part may be replaced by monetary compensation.
It is not allowed to substitute monetary compensation for the basic annual paid leave and annual additional paid leaves for pregnant women and employees under the age of eighteen years, as well as annual additional paid leave for employees engaged in work with harmful and (or) hazardous working conditions for work in appropriate conditions. (except for the payment of monetary compensation for unused leave upon dismissal, as well as the cases established by this Code).
