Employees who combine work with study are guaranteed by the Labor Code of the Russian Federation that they are exempt from work for the time required to pass exams, prepare and defend their theses. Study leave, calculated in calendar days, can be paid or not.
Instructions
Step 1
Get an employee who plans to go on vacation to apply for paid or unpaid study leave. Be sure to attach a certificate-call from the educational institution to the application, which must clearly indicate the reason and duration of the vacation provided. Keep the two-part Inquiry Certificate with your organization for five years.
Step 2
Prepare a draft order on granting an employee educational paid or unpaid leave, in which indicate the reason and timing of the granting of educational leave. After signing the order by the head of the organization, familiarize the employee with the contents of the order against signature. Assign the number and date of drawing up to the order for granting educational leave, record it in the order book.
Step 3
Draw up a calculation note according to one of the unified forms. Together with a copy of the order on educational leave, send the calculation note to the accounting department of the organization to enter information in the employee's personal account, as well as for calculating and calculating vacation pay if the vacation is paid. According to the Labor Code of the Russian Federation, payment for study leave must be made no later than three working days before its start.
Step 4
Enter information on the provision of educational leave in the time sheet: in the case of paid leave, enter the entry "U" in the appropriate column, in the case of unpaid leave - mark "UD".
Step 5
Fill in the fields in the "Holidays" section of the Personal T-2 employee card, writing down the start date and the end date of the study leave.
Step 6
At the end of the study leave, take the second part of the call-in certificate from the employee, which is called the confirmation certificate. Transfer it to the accounting department of the organization for reporting, and keep a copy in the employee's personal file. If the confirmation certificate was not provided, then the employee is deprived of the right to the next additional educational leave.
