In a number of cases (their full list is given in the Labor Code of the Russian Federation), the law allows you to conclude a fixed-term employment contract with an employee. A fixed-term contract differs from an ordinary contract in that it prescribes an expiration date. After the expiration of the term of the employment contract, the employee is not entitled to any compensation in connection with dismissal.
Necessary
- - the text of a fixed-term employment contract;
- - computer;
- - Printer;
- - fountain pen;
- - seal;
Instructions
Step 1
The basis for a fixed-term employment contract may well be a regular employment contract that is concluded with employees of your organization.
However, it will not be superfluous to add the word "urgent" in the very name of the contract, and in the very first section also indicate that the employee and the employer conclude a fixed-term employment contract and a link to the provision of the Labor Code of the Russian Federation, which gives the right to issue this option in your specific case.
Most of the sections can be left untouched: they are equally relevant for both an open-ended employment contract and a fixed-term one.
Step 2
Do not forget to also add to the text sections on the expiration date of a fixed-term employment contract and the procedure for its termination if there are other grounds. For example, in the case of an early departure to work of an employee who is replaced by the one you hire under a fixed-term employment contract.
All provisions will not be superfluous to reinforce with references to the relevant provisions of the Labor Code of the Russian Federation. In this case, no labor inspectorate will definitely pick on you.
A fixed-term contract, like any other, is certified by the employee's signature, and the organization - by the signature of its manager and the seal.
Step 3
Otherwise, the procedure for registering a new employee is no different from the usual one. He writes a statement to the head of the organization with a request to take him to work with an indication of the position and, if necessary, the unit and gives you his work book.
You issue an order for his admission to temporary work, in which you prescribe the deadline for the end of the employment relationship. The order is signed by the head of the organization and certified by its seal.
The labor record is made in the usual manner: serial number, date, information about employment with an indication of the position and, if necessary, divisions and the number and date of publication of the order of employment.
