A fixed-term employment contract is concluded if the employer cannot provide the position for an indefinite period, since this is hampered by the nature and conditions of the work. In these cases, a fixed-term employment contract can be concluded with the consent of both parties.
Necessary
sheet of paper, pen
Instructions
Step 1
Read article 59 of the Labor Code of the Russian Federation. It lists all the cases in which the company can arrange a person to work under a fixed-term contract. Basically, these are persons hired instead of a temporary absent worker; for seasonal work; for internship and training. But there are many sub-clauses that need to be taken into account in this type of contract conclusion, so you must know all of them.
Step 2
Check all the prerequisites. The most important and necessary is the indication of the date, which indicates the period of work. If this is not prescribed in the contract, then it is automatically considered concluded for an indefinite period. Be sure to write down the dates in the employment order in two cells. That is, in the end, the contract should clearly state from what date and to what date the work is going on.
Step 3
Consider any surprises. It happens that the term of this type of contract has long passed, but the work has not yet been completed for some reason that does not depend on either the customer or the contractor. The Labor Code of the Russian Federation does not stipulate the possibility of extending a fixed-term contract, but, on the other hand, this is not prohibited. So, if necessary, you can extend the deadlines without breaking the law.
Step 4
Remember the details. Even if the contract is extended, it cannot last forever. The maximum term for a fixed-term employment contract is five years. Accordingly, if after five years both parties agree to further cooperation, and each of the parties has no claims, according to Article 58 of the Labor Code of the Russian Federation, the agreement becomes indefinite.
Step 5
Be careful. It is necessary to keep a special journal and indicate the expiration dates of fixed-term employment contracts in it. When the deadline for the specified date comes, it is necessary to prepare a written notice to the employee three days before it in order to warn him about the early dismissal.
