As a basis for an employment contract (as this document is called in the Labor Code, but the options for an agreement or contract are also acceptable), you can take the standard text of this document. But no one forbids expanding it or removing provisions that are irrelevant to you. The only limitation is that the contract should not worsen the position of the employee in relation to the norms of labor legislation.
Necessary
- - a typical text of an employment contract;
- - Labor Code of the Russian Federation;
- - specialist advice.
Instructions
Step 1
A typical text of an employment contract is easy to find on the Internet. You can also take it from an enterprise development center (or an enterprise development agency).
In large cities, trade union counseling centers can operate, providing legal assistance to employers in terms of formalizing labor relations for free. For example, in Moscow, this is the responsibility of the Zashchita center under the city Federation of Independent Trade Unions, which has branches in each administrative district of the capital.
Step 2
Read the text of the employment contract carefully. Think about which positions are right for you, which ones are not, and why. State those that do not suit you in your editorial office, remove those that are irrelevant for your case, add those that, in your opinion, are lacking.
Please note that the social guarantees provided for by the Labor Code of the Russian Federation (vacation, sick leave, various benefits, compensation upon dismissal) are relied on regardless of whether they are spelled out in the contract or not, and in a disputable situation the court will definitely take his side.
Step 3
Show the finished text of the contract to the specialist. You can be helped by a legal consultation, a business development center or, if available, a trade union counseling center. Moreover, the services of the latter, most likely, will not cost you a dime. Or ask someone you know with HR experience for help.
If the consultant has any comments, finalize the contract taking them into account, after which you can conclude it with the first employees.
