Modern labor legislation establishes several categories of workers for whom reduced working hours are established by law or an employment contract. These categories include: minors, women and persons with family responsibilities.
Among underage workers, persons under 16 years old and persons from 16 to 18 years old are distinguished. The first group of workers can work no more than 24 hours a week and no more than 5 hours in a row. The second group - no more than 35 hours a week and 7 hours in a row.
If minors are involved in work in the framework of educational programs (industrial practice), the following norms of working time for them should be taken into account: no more than 12 hours a week for those under 16 years old, and no more than 17.5 hours a week - for persons in ages 16 to 18.
At the same time, the production rates for minors are reduced, and the remuneration of such workers is made in proportion to their working hours, that is, compared to other employees, minors will receive remuneration in a smaller amount. However, the employer can (but is not obliged) to make them additional payments to their wages.
The working time of a minor employee is established by such documents as an employment contract, a work schedule, internal labor regulations, and is recorded in a report card, pay slips, attendance logs, etc.
Another category of workers for whom a special work regime is established are women working in rural areas, regions of the Far North, etc. For them, as a general rule, a 36-hour work week is established. However, an even shorter working week may be established by a collective agreement, local regulations or employment contracts.
At the same time, wages are paid to female workers in full, and everything that they do in excess of the established reduced working hours is considered overtime work and is paid as follows: for the first two hours of work - in one and a half amount, for the next hours - in double amount. An even higher rate of remuneration for overtime work may be established by local acts and collective agreements.
Instead of monetary compensation, the employee can ask the employer for additional rest time equal to the overtime worked (time off).
In a separate category of workers in need of special protection, the Labor Code of the Russian Federation identifies pregnant women, as well as persons with family responsibilities. The latter include the parent (guardian, caregiver) of a child under 14 years old or a disabled child under 18 years old, as well as a person caring for a sick family member, and the need for such care must be confirmed by medical reports.
The duration of the work time for these workers is established by agreement with the employer, and work is paid either according to the volume of work performed or in proportion to the time worked.
