Create a calendar of work shifts. Work schedule: why you need it and how to make it

Each individual enterprise has its own work schedule. For any company, it is determined in individually, in accordance with characteristic features its manufacturing process. Nevertheless, there are generally accepted requirements for scheduling, which we will consider next, as well as analyze how to properly schedule work.

Principles of drawing up a work schedule

The main rule that applies when drawing up a schedule is compliance with legal norms. In order for the schedule to comply with these standards, it is important to take into account the length of the working day at the enterprise in the process of forming the schedule. For example, if the organization works in one shift, then the duration of the working day should be as close as possible to 8 hours, and the time for an hour lunch break should also be taken into account. In addition, it is necessary to pay attention to the type of activity of a particular enterprise, the features of serving visitors and their total number. The work schedule will comply with the requirements of the legal regulations governing this type of activity only after analyzing the above aspects. When studying the question of how to make a work schedule, you should know that this can be done in several ways.

Types of work schedules

In the labor legislation of the Russian Federation, there are several working procedures regulated by the established norms of the internal structure or a collective agreement. The work schedule is divided into the following types:

Work in one shift.
Irregular schedule.
Flexible schedule.
Shift work.
Shift method.
Part-time work.

What is shift schedule

Shift work is such a schedule when an employee's schedule can change on different days. Such a system is necessary in organizations working around the clock. These include:

Ambulance.
Police.
Fire Department.
Supermarkets.
24-hour cinemas.
Filling stations.
Cafe and others.

In addition, they make up a work schedule 2/2 (shift) often for banking institutions. Here it is needed not for round-the-clock work of the branch, but for customer service by phone (support service). The eight-hour working day in this case imposes some inconveniences on the workers and management staff, which are easily solved by introducing a shift work schedule. See below for how to set up a shift schedule.

The legislative framework states that two shifts must be worked out per day, the duration of each of which should not be longer than 12 hours. However, in practice, there are quite often cases when only one shift works for 24 hours.

Features of the shift work schedule

Depending on the type of activity of the organization, the characteristics of the production process, socio-economic issues and the coordination of work under a collective agreement, there are several options for shifts:

1. So, let's consider the first option - how to make a work schedule for 12 hours? This schedule involves working in two shifts. As a rule, this is daytime - from 8 am to 8 pm and night - from 8 pm to 8 am, shifts of 12 hours.

2. Three shifts with a schedule for 4 teams. In factories that carry out a continuous production cycle and a large staff of workers, it is most profitable to schedule the work of employees in three shifts of 4 teams, three of which work and one rests. Most often, in such a schedule, the division of working time occurs according to the following principle:

4 night exits for 8 hours (from 11 pm to 7 am), then 2 days off.
4 day trips (from 7 am to 3 pm), then rest.
4 evening exits (from 15.00 to 23.00), after the day off.

3. Three shifts for 5 teams. In this case, you can schedule the work of employees as follows:

Two eight-hour working days in the morning (8.00-16.00), then two days off.
Two eight-hour evening shifts (from 16.00 to 24.00), a day for rest.
Two night shifts (from 00.00 to 08.00), three days off.

4. And how to draw up a work schedule for 3/3? It is important to remember here that the duration of a weekly uninterrupted rest cannot be less than 42 hours (Article 110 of the Labor Code of the Russian Federation), and the time of a working shift cannot exceed 12 hours.

5. Don't know how to make a work schedule for 4 people? In this case, you can use the distribution of time as in the second paragraph, when three people work and one person rests. Or use the first option - work schedule 2/2: two work, two rest.

A night shift is a labor activity carried out by an employee from 10 pm to 6 am. The duration of this shift should be shorter by one hour, without the need for rework. The item is regulated by Article 96 of the Labor Code.

Who can't work the night shift

Pregnant women.
Persons under 18 years of age.
Persons who cannot be involved in night work, in accordance with industry documentation and internal regulations.

In addition, categories of workers are defined who can be involved in night work only with their written consent. These include:

Women who have children under the age of three.
Disabled people.
Persons caring for children with disabilities.
Employees caring for sick relatives (this fact must be confirmed by a medical certificate).
Single mothers and guardians with a child under 5 years of age.

The employer has the right to independently choose how to schedule work in accordance with their needs. At the same time, it is important to note that the best option is a four-shift schedule. Working in two shifts does not have a very favorable effect on the performance of employees, and activities in three shifts do not allow the maximum use of all resources, since a person cannot enter the labor mode due to the constant change in working hours.

The legislative framework

Relations between the employer and the employee are regulated by the Labor Code, including the preparation of shift work schedules, this issue is covered by article 103.

Since most often the work regime for shifts obliges the employer to form small groups within structural divisions, a collective agreement is drawn up, where the interests of each employee are prescribed.

When concluding this agreement, the employer is obliged to talk with a representative of the body acting in the interests of employees, as a rule, it is a trade union. The employer is obliged to independently familiarize the employees with the approved version of the contract a month before the start of its action.

Based on the Labor Code, there are several points that must be taken into account when drawing up a collective agreement:

One worker cannot work two shifts in a row.
Each employee must rest at least 42 consecutive hours per week.
The total number of working hours should not exceed 40 per week.
Breaks during the working day.

Graph formation

Don't know how to schedule your work? To clearly organize the workflow, it is necessary to make an official shift schedule. It must contain the following information:

Information about the composition of shifts.
Start and end times of the shift.
Work schedule.
Time for a break.

A specific sample for the formation of the schedule has not been established, therefore it is formed by an authorized person of the organization in a free form.

What is important to consider when drawing up a work schedule

There is no unequivocal answer to this question, since each company has its own specifics, so it is impossible to form a specific template. When drawing up the work schedule, the manager must take into account all the specifics of the work, strengths and weak sides employees, and already starting from this information, form a suitable composition of shifts and set for them optimal time work.

The most unpretentious way to compile a work schedule is to number the shifts. After that, combine several surnames of employees under one number and set for them working time. It turns out clear and simple.

Features of scheduling

When creating a work schedule, it is important to remember the following features:

Before public holidays Shift times need to be reduced by one hour.
With equal pay for day and night shifts, the time of the latter should be reduced by an hour.
The schedule does not include overtime hours.
If a shift falls on a calendar day off, it is still a working day. Pre-holiday and holidays falling on a calendar holiday are not carried over.
Holidays are paid at a double rate.
For work on a working holiday, an employee may ask for an extra day of rest, in which case the shift payment is made according to the standard form.

Implementation of the work schedule

As mentioned above, in order to introduce a new work schedule, it is necessary to draw up a collective agreement. The work schedule for shifts must certainly be regulated by internal regulations.

Each employee must be familiarized with the shift schedule at the time of hiring, this fact is recorded in the labor agreement.

Most often, difficulties appear in the process of transition to a shift work schedule. Changes in the schedule of employees must be notified in writing at least 2 months in advance. If shift work negatively affects the performance of other duties, then formal changes must be made to the employment contract. If this is not possible, then after the expiration of a two-month period of work according to the previous schedule, if there is a shortage of space or the employee refuses, he may be dismissed.

A new work schedule is most often introduced by a local regulatory act. The director issues an order or instruction indicating all the necessary information about the work of the shifts. Each employee is obliged to familiarize himself with the document and give his written consent.

How to avoid recycling

Enterprises that switch to a new working regime most often change the procedure for recording labor time, moving from the standard weekly rate to summarized accounting. With this scheme, processing can be calculated as follows:

The employer determines a large reporting period of time - a month, a quarter, and most often a year (accordingly, it is also necessary to draw up a work schedule for a year in advance).
It is calculated how many shifts can be with an available work schedule.
The number of shifts is compared with the teams.
Actual conclusions about processing are made.

Example

So, let's look at a sample, how to make a work schedule to exclude overtime? When parsing the most popular one-in-three work schedule, an employee will work approximately 1974 hours per year. Dividing this figure by 24 (hours per day) results in 82 shifts per year. That is, 4 employees, in accordance with the law, can work only 329 labor days. Even taking into account processing, the number of which cannot exceed 120 hours per year, employees will be able to work only 342 working days. In order to exclude processing, it will be necessary to attract 5 or 6 workers to production.

This is how the total working hours look like. Having performed simple mathematical calculations, the employer can easily understand whether his shifts fit into the work schedule or not. In addition, you can use special programs for this purpose that allow you to build workflows. And also in them you will learn how to make a work schedule for 3 people, for example, since doing it manually is quite difficult. With their help, you can deal with scheduling much faster.

Conclusion

So, in conclusion, we can say that employees who work on a shift schedule have all the rights provided for by the Labor Code. Among them, the following should be highlighted:

The length of uninterrupted working time may not exceed that established by law.
The number of hours for an employee's rest per week is regulated by Article 110 of the Labor Code of the Russian Federation.
One worker is prohibited from working two shifts in a row.
A shift is considered a night shift when more than 50% of its time falls on the time interval from 10 pm to 6 am.
In case of non-coordination of the labor schedule with the trade union or violation of the adopted schedule, its legality may be challenged in court.
If it is necessary to work on a holiday, the employee has the right to receive another day of rest or remuneration at a double rate.

"Shift work schedule Labor code hour rate" - an actual search query from accountants. In our article, we will consider issues related to the shift schedule, summarized accounting of working hours, and other nuances.

Shift work as a type of employment under the Labor Code of the Russian Federation

Having objective reasons, the employer may establish a shift work regime for employees, which is permitted by Art. 103 of the Labor Code of the Russian Federation.

As objective reasons, labor legislation names such criteria of the production process as:

the length of the production cycle is greater than the maximum duration of daily labor determined by law;
intensification of the use of production equipment to increase the output of finished products.

Example

As an example, let's take the process of manufacturing products on a continuous cycle conveyor line. Production equipment in this case must work around the clock, including Saturday and Sunday - the traditional days off. This mode of equipment loading creates a need for a similar work schedule for workers employed in production. Thus, described manufacturing process requires the introduction of a shift work regime.

The shift work schedule assumes the employment of groups of workers in the process of work. Each group provides maintenance of the production cycle within the normal working hours in accordance with the shift schedule.

Shift schedule, limitations of its application

The shift schedule is a local regulatory act that determines the working conditions of workers who work in shifts. The development of this document, as well as its approval and mandatory communication to the attention of employees employed in the labor process on a shift basis, is the responsibility of the employer.

In Art. 103 of the Labor Code of the Russian Federation it is noted that according to general rule the shift schedule is part of the collective agreement, therefore, it must be agreed with the representative body of employees (Article 372 of the Labor Code of the Russian Federation). In the absence of a collective agreement and / or a representative body of employees, the shift schedule in the form of a separate legal act is approved by the head.

The shift schedule must necessarily contain the essential conditions for working in shift mode:

number of shifts for the accounting period;
the duration of working time per shift, the time of its beginning and end;
breaks for rest and meals;
daily and weekly rest time;
shift rotation schedule.

When drawing up a shift schedule, labor law analysts suggest being guided by current provisions methodological recommendations on the organization of multi-shift work of production associations (enterprises) of industry, approved by the USSR State Labor Committee (Moscow, 1988).

In the example above, it is logical and efficient to use the shift schedule of 4 teams that work in next mode: 3 brigades provide the working process around the clock in 3 shifts of 8 hours, the fourth is resting.

IMPORTANT! If the employment contract with the employee contains a condition on shift work, the employer is obliged to notify him of the shift schedule for the next accounting period at least a month before its start (Article 103 of the Labor Code of the Russian Federation).

So, in our example, the shift schedule is a tool created by the employer to ensure a work cycle that is technologically longer than the maximum duration of daily work determined by law. This entails the need to work in the evening and at night.

Labor legislation, protecting the rights of the employee, introduces certain restrictions on the use of labor in the evening and at night and, as, indeed, with any mode of working time, requires an established ratio of work and rest time.

The Labor Code of the Russian Federation establishes the following restrictions:

Art. 103 prohibits the involvement of 2 shifts in a row;
Art. 96 prohibits the use of the labor of pregnant women and workers under 18 at night (according to the Labor Code of the Russian Federation, this is the period from 10 pm to 6 am), and limits the possibility of using the labor of disabled people, persons with family responsibilities in relation to young children and other persons, requiring their written consent to work at night, provided that it is allowed by them for medical reasons.

Norm of hours for shift work, summarized accounting of working time

Labor legislation normalizes the normal duration of the working week - no more than 40 hours in the general case. A shorter week and a shorter duration of daily work are enshrined in the Labor Code of the Russian Federation for certain groups of workers due to their age, health status, training, and employment at work with harmful or dangerous working conditions (Articles 92, 94 of the Labor Code of the Russian Federation). These standards are generally applicable, including for shift work.

What applies to harmful and dangerous working conditions, see the article "Dangerous and harmful production factors (list)" .

However, it is often difficult for employers who practice shift work of workers to maintain the principle of a normal working week of no more than 40 hours. This is due to the specifics of the production process. In this case, Art. 94 of the Labor Code of the Russian Federation allows the employer to use the summarized accounting of working hours.

When calculating hours worked, a month, quarter or year is taken as the base period. This period for calculating the number of working hours is called accounting. The time spent by the employee on the performance of labor duties in the accounting period should not exceed the normal number of hours of the working week, a multiple of the number of weeks.

Therefore, when applying the summarized accounting of working hours 1, a separate shift may differ in duration both up and down. But in general, the number of hours worked for the period of time taken as the accounting period should not be more than that established for this period, subject to the normal duration of labor.

The form for recording working hours and the procedure for filling it out, see the article "Time sheet - form T-13 (form)" .

The Labor Code of the Russian Federation limits the duration of the accounting period: it cannot be more than 1 year. The application of the summarized accounting of working hours affects the fundamental rights of the employee - to work and rest. That is why it should be formalized by a separate local legal act of the employer or by a regulation on internal regulations.

Results

Some production processes (continuous, technologically complex or having long production cycles) require the organization of work in shifts. With a shift work schedule, it is difficult to maintain the normal duration of work per working week (40 hours). Therefore, with such a mode of labor, the Labor Code of the Russian Federation allows for the possibility of a different definition of the norm of working time. This rate is set for a specific accounting period (month, quarter or year).

Explore practical solutions difficult questions charges wages you can on our forum. For example, you can read about examples “from life” and ask your question.

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Need to create a new shift schedule for your employees?
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Do you need to comply with the TC and at the same time put the required number of employees per shift?

The proposed program will help you create a 2-2 shift schedule, a 3-3 shift schedule, a 5-2 shift schedule, or any other work schedule tailored to your needs. Plan the number of personnel in each shift in compliance with the requirements of the Labor Code! According to the Labor Code of the Russian Federation, the working week cannot exceed 40 hours. To ensure compliance with the requirements of the Labor Code, it is necessary to draw up the correct work schedule for employees.
Full version for automatic calculation of work schedules for up to 40 people.

Work shift schedule

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A program for keeping a time sheet. Accounting is carried out in an Excel file. Formation of documents and reports:

in PDF format- time sheet, time sheet for the first half of the month, work schedules, list of employees
in Excel format - balance of working hours, staffing, list of employees.

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Timesheet program and work schedules

Supported;

Software for forecasting the need for personnel: Under the order;
Crew shift schedules: Not supported;
Working with the program mobile devices: Not supported (regular PC required, laptop not recommended);
Manual (semi-automatic, interactive, etc.) scheduling mode: Not supported;
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National holidays: Not supported as potential users of the program work on holidays;
Scheduling the start and end of lunch breaks and rest periods: Not supported;
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The program "calculation of work schedules"

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We received a letter to the editorial office with a question about working with a “day after three” schedule. The reader asked how long the shift should be - after all, you can’t work 24 hours without lunch? Indeed, some organizations need workers who will work around the clock - security guards, salesmen, etc. And of course, it is necessary to properly organize the workflow for them so that labor laws are observed. Can a shift last 24 hours or do I need to subtract time for lunch from it? What is the best accounting period for this mode of operation? Do I need to draw up schedules and introduce them a month before the introduction? What is the peculiarity of wages when working "day after three"? You will get answers to these and some other questions after reading the article.

Summarized accounting of working hours

With a work schedule of “a day in three”, it is difficult to comply with the length of working time established by labor legislation, because the employee must be at the workplace for 24 hours. In this case, the company introduces a summarized accounting of working hours (Article 104 of the Labor Code of the Russian Federation) - so that the duration of working hours for the accounting period (month, quarter, etc.) does not exceed the normal number of working hours. The accounting period cannot exceed one year, and for accounting the working hours of employees in harmful and (or) hazardous conditions labor - three months.

The normal number of working hours for the accounting period is determined based on the weekly working hours established for this category of employees. For those who work part-time (shift) and (or) part-time working week, the normal number of working hours for the accounting period is reduced accordingly. For more information on how to calculate the norm of working time, see the Order of the Ministry of Health and Social Development of the Russian Federation dated August 13, 2009 No. 588n “On approval of the procedure for calculating the norm of working hours for certain calendar periods of time (month, quarter, year) depending on the established duration of working time in week."

Note

With the summarized accounting of working time, the number of working hours within one day or one week may exceed the allowable norm. However, this excess is compensated by reducing the number of working hours during other days or weeks within the accounting period.

Note that compliance with the norm of working hours will have to be checked twice: at the stage of scheduling and at the end of the accounting period.

The fact is that some periods reduce the norm of working hours, for example:

annual paid holidays;
periods of temporary disability;
business trips.

The procedure for introducing a summarized accounting of working hours is established by the internal labor regulations (part 4 of article 104 of the Labor Code of the Russian Federation). If such accounting is introduced in the company for the first time, it is necessary to adjust these rules and notify in writing about the change in the working hours of employees who will be affected by the innovations. According to Art. 74 of the Labor Code of the Russian Federation, this must be done at least two months before the introduction of summarized accounting.

With the summarized accounting of working hours, a work schedule is required. For our case, when working “in three days”, a schedule is also necessary, and it is best to develop it for the entire accounting period. The schedule should determine the start and end time of work, its duration, as well as rest time. It is desirable that there is no excess of the normal number of working hours in the schedule.

Is it necessary to coordinate the work schedule “in three days” with the trade union and acquaint the employees with it under signature at least a month in advance?

No, and here's why. Indeed, when drawing up work schedules, it is required to take into account the opinion of the representative body of employees and the approved schedules are brought to the attention of employees no later than a month in advance. However, such an obligation is established only for shift workers.

According to Art. 103 of the Labor Code of the Russian Federation, shift work is considered to be work in two, three or four shifts, when the duration of the production process exceeds the allowable duration of daily work. Respectively, distinguishing feature such work is that during the day one worker is replaced by another.

With a schedule of one day after three, no one replaces the employee during the work, which means that it is not a shift and its schedule does not need to be agreed with the representative body of employees and comply with the deadlines specified in Art. 103 of the Labor Code of the Russian Federation to familiarize personnel with such a schedule.

Working time

An employee with a schedule every three days is at work 24 hours. Does this mean that all 24 hours are working hours? This question often arises when drawing up a work schedule and subsequent timesheets.

Let's turn to Art. 108 of the Labor Code of the Russian Federation, by virtue of which during the working day (shift), the employee must be given a break for rest and meals lasting no more than two hours and no less than 30 minutes, which is not included in working time.

The time of granting such a break and its specific duration are established by the internal labor regulations or by agreement between the employee and the employer. For example, during a 24-hour workday, you can set two 45-minute breaks or four 30-minute breaks. Lots of options.

However, if due to the conditions of production (work), it is impossible to provide a break for rest and food, the employer is obliged to provide the employee with the opportunity to rest and eat during working hours(Article 108 of the Labor Code of the Russian Federation).

Consequently, an employee who works in a three-day regimen can stand in the report card for 24 hours (when there is no break due to working conditions), and less, for example, 22 hours (when the employee can leave the workplace, and 2 hours of lunch are included in business hours will not be). As you can see, it all depends on how the break for rest and food is provided and whether the employee can leave the workplace.

For timesheets, it is necessary to take into account not only the duration of daily work, but also the periods that can adjust it. The timesheet reflects the hours actually worked. Their number may differ from the number according to the schedule, since it indicates the planned days and hours of work and rest. An employee, in the accounting period, can go on a business trip, get sick, take a vacation without pay, etc.

Salary

First, we recall that wages are set by an employment contract in accordance with the wage systems in force for a given employer, which include:

tariff rates, salaries (official salaries);
additional payments and allowances of a compensatory nature, including for work in conditions that deviate from normal;
systems of additional payments and bonuses of a stimulating nature;
reward systems,
and are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts.

Why is it important? Because the employer needs to decide on the procedure for calculating wages with the summarized accounting of working hours.

Since the number of working hours in different months will differ for employees with a summarized accounting of working time for the accounting period (quarter, half year, year), it is best to calculate wages in each month based on the number of hours worked.

You ask: what about the salary? Paid a certain amount - and you do not need to count anything else. Yes, some employers think this is the easiest option. However, the salary with the summarized accounting of working hours serves as the basis for calculating the rate per hour of work. This means that the difference in the number of shifts worked by employees of the same qualification for the same month will be reflected in the accrued amounts of wages.

There are two options for calculating the hourly rate based on salary:

1. The calculation is made taking into account the norm of working hours of a given month according to the production calendar. In this case, in different months of the accounting period, the hourly tariff rate will be different.

Let's calculate the hourly wage rate for June 2016, if the employee has a salary of 30,000 rubles.

According to the production calendar, the norm of working hours with a 40-hour working week in July 2016 is 168. Accordingly, the hourly wage rate in July will be 178.57 rubles per hour (30,000 rubles / 168 hours). In August 2016, with greater norm the number of working hours, the hourly rate will be less - 163.04 rubles per hour (30,000 rubles / 184 hours).

2. The calculation is based on the average monthly number of working hours per year. AT this case the tariff rate is determined once and remains unchanged throughout the calendar year. At the same time, the employee's salary will depend only on the number of hours worked in each month.

We calculate the hourly wage rate for an employee with a salary of 30,000 rubles.

First, we determine the average monthly number of working hours per year. There are 164.5 of them (1,974 hours according to the production calendar / 12 months).

The hourly rate will be equal to 182.37 rubles per hour (30,000 rubles / 164.5 hours).

Note that the procedure for determining the hourly rate is not fixed by law, so it must be fixed in the local regulatory act of the company or the collective agreement (Letter of the Ministry of Health of the Russian Federation dated 02.07.2014 No. 16-4 / 2059436).

Once we determine the hourly rate, we can calculate the employee's salary. To do this, multiply the rate by the number of hours worked in a particular month.

note

If the employee has fully worked out the monthly rate according to the production calendar according to the schedule, there is no need to determine the hourly rate - you just need to calculate the salary. If you calculate wages taking into account the tariff rate, most often the salary amount is not obtained (the difference arises due to rounding).

It is more expedient to determine the hourly rate by dividing the salary set for the employee by the average monthly number of working hours, depending on the length of the working week in hours. With this calculation of overtime pay (at night or non-working holidays), for an equal number of hours worked in different months, the employee will receive the same pay.

Features of payment for night work, overtime work and work on holidays

Naturally, when workers work around the clock, part of their shift will somehow fall into the night. Or it may turn out that the employee works both on a non-working holiday and at night. How to calculate the salary in such cases?

To begin with, let us recall the main provisions of labor legislation on wages in these periods.

Work at night. Night time is considered from 22.00 to 6.00 (Article 96 of the Labor Code of the Russian Federation). Each hour of work during this time must be paid at an increased rate compared to work at normal conditions. This is the rule of Art. 154 of the Labor Code of the Russian Federation. The minimum wage increase for night work is 20% of the hourly tariff rate (salary (official salary) calculated per hour of work) for each hour.

The specific amounts of wage increases at night are established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of workers, and an employment contract.

Employee salary - 35,000 rubles. Working hours - from 10.00 to 10.00. Breaks for rest and meals - from 14.00 to 15.00 and from 21.00 to 22.00. Surcharge for night work - 25%. The standard of working time is calculated on the basis of a 40-hour working week. We calculate the salary for April 2016, if, in accordance with the schedule, the employee has fully worked out the norm of working hours.

In April, an employee fully worked out the norm - 7 full shifts of 22 hours and part of a 14-hour shift (April 30).

The number of all working hours payable in April is 168 (7 shifts x 22 hours + 14 hours). Of these, night hours - 58 (7 shifts x 8 hours + 2 hours).

Since the employee has fully worked out the norm of working hours, we accrue a salary of 35,000 rubles. Additionally, we will calculate the surcharge for the night.

1. The hourly rate for the month is 208.33 rubles. (35,000 rubles / 168 hours).

2. Surcharge for night work will be 3,020.79 rubles. (208.33 rubles x 25% x 58 hours). The total payable to the employee for April is 38,020.79 rubles. (35,000 + 3,020.79).

Work on weekends or non-working holidays paid at least twice the amount (Article 153 of the Labor Code of the Russian Federation):

pieceworkers - at least at double piecework rates;
employees whose work is paid at daily and hourly tariff rates - in the amount of at least double the daily or hourly tariff rate;
employees receiving a salary (official salary) - in the amount of at least a single daily or hourly rate (part of the salary (official salary) per day or hour of work) in excess of the salary (official salary), if work on a weekend or non-working holiday was carried out within monthly rate working hours, and in the amount of at least double the daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working time.

But weekends are a little more difficult. It is clear that when working on a schedule, days off are provided in various days week, that is, not only on Saturday and Sunday. Accordingly, if, according to the schedule, the shift falls, for example, on Sunday, this day is considered a working day and the salary is charged in a single amount. But if the employee goes to work on a day not indicated in the schedule as a worker, this time must be paid at an increased rate.

Overtime. With the summarized accounting of working time, two types of processing are obtained:

scheduled - when the hours are included in the schedule, which could not be drawn up within the normal range. Their number is specified at the end of the accounting period;
unplanned - when work in excess of the norm is carried out at the initiative of the employer (this happens in the cases referred to in Article 99 of the Labor Code of the Russian Federation, for example, when a replacement employee fails to appear). These overtime are paid immediately at the end of the month.

Note

When calculating overtime hours at the end of the accounting period, work on holidays performed in excess of the norm of working hours should not be taken into account, since it has already been paid in double size (clause 4 of Explanation No. 13 / P-21 “On compensation for work on holidays” , approved by the Decree of the State Committee for Labor of the USSR, the Presidium of the All-Union Central Council of Trade Unions dated 08.08.1966 No. 465 / P-21).

As a general rule, the first two hours of overtime work are paid at least one and a half times, the next hours - at least twice the amount (part 1 of article 152 of the Labor Code of the Russian Federation). However, for summarized accounting there is a feature established by the Decree of the USSR State Committee for Labor No. 162, All-Union Central Council of Trade Unions No. 12‑55 dated May 30, 1985 “On Approval of the Recommendations for the Application of Flexible Working Time Modes at Enterprises, Institutions and Organizations of the National Economy Sectors”. According to paragraph 5.5 of the above recommendations, the calculation of overtime work is carried out at the end of the accounting period, that is, only hours processed in excess of the norm of working time established for this period are considered overtime.

Overtime pay is:

not less than one and a half times - for the first two hours falling on average for each working day of the accounting period;
in double - for the remaining hours.

Example 4

The accounting period is a month. Employee salary - 35,000 rubles. In April 2016, he worked according to the schedule for 8 shifts of 23 working hours. Of these, 64 hours are night hours (20% surcharge). What will be his salary for April if the hourly tariff rate is calculated taking into account the norm of working hours of this month according to the production calendar?

According to the production calendar, the norm of working time in April 2016 is 168 hours. In total, the employee worked 184 hours (8 shifts x 23 hours).

Wages for actual hours worked - 38,333.33 rubles. (184 hours x (35,000 rubles / 168 hours)).

Now let's calculate the fees:

To work at night. Calculate the hourly rate for the month - 208.33 rubles. (35,000 rubles / 168 hours). Surcharge for work at night will be 2,666.62 rubles. (208.33 rubles x 20% x 64 hours).
For overtime. Since the first 2 hours for each shift are paid at one and a half times, we will check whether 16 hours (184 - 168) of processing fit into this norm. To do this, multiply 8 shifts by 2 hours. Received 16 hours - the number of the first 2 hours of overtime work on average for each of the 8 shifts.

Processing does not exceed the average number of hours payable at one and a half times, therefore, we pay them that way.

Surcharge for overtime hours will be 1,666.64 rubles. (208.33 rubles x 16 hours x 0.5). Note that 0.5 is the coefficient of additional payment, since in a single amount these hours have already been paid as part of the hours worked.

In total, the employee is entitled to pay for April 42,666.59 rubles. (35,000 + 2,666.62 + 1,666.64).

However, in addition to overtime work, an employee may have a defect - if he has not worked full norm working hours, although he went to all shifts according to the schedule.

The employer must pay extra for this flaw, because it was formed through his fault - the employer should have tried to draw up a work schedule in such a way that the working time norm was met.

According to Art. 155 of the Labor Code of the Russian Federation, in this case, the undertime is paid in an amount not lower than the average salary of the employee, calculated in proportion to the time actually worked.

The salary of an employee is 30,000 rubles. The accounting period is a month. The shift is 24 hours, 23 of which are workers, and the hour is divided into two breaks for rest and eating for 30 minutes. In April 2016, an employee worked 161 hours. The hourly rate in accordance with the local regulation is determined based on the average monthly number of working hours per year. Let's calculate the salary for April.

Let's determine the hourly tariff rate - 182.37 RUB/h (30,000 RUB / (1,974 h / 12 months)).

For April, the employee is entitled to 29,361.57 rubles. (161 hours x 182.37 rubles).

However, the norm of working time with a 40-hour working week in April is 168 hours, therefore, the resulting shortfall (7 hours (168 - 161)) must be paid.

To do this, it is required to calculate the average hourly earnings based on the actual accrued salary and hours worked (in hours) for 12 calendar months from 04/01/2015 to 03/31/2016. Suppose it is equal to 203 rubles. This means that the payment for the time of underperformance will be 1,421 rubles. (203 rubles x 7 hours). In total for April 2016, the employee is entitled to 30,782.57 rubles. (29361.57 + 1.421).

The basis of cooperation between the manager and employees is the Labor Code of the Russian Federation. The conditions for such interaction are reflected in employment contract . One of the most important points is schedule.

Not every enterprise can fit its production process into an 8-hour shift, and some cannot even stop working for a minute. For such organizations, the legislation provides shift work.

The procedure for applying a shift work regime at an enterprise must comply with the requirements of Art. 103 of the Labor Code of the Russian Federation. Approval of a work schedule of 2, 3 or 4 shifts is acceptable for organizations whose daily work does not fit into an acceptable standard regime, as well as in order to increase the efficiency of equipment operation, increase production volumes, etc.

Legislative framework and features

Part 1 of Article 103 of the Labor Code of the Russian Federation states that the employer has the right to introduce a shift schedule if there are the following circumstances: the production process goes beyond the permissible daily work, for example, if the institution is engaged in the provision of services of a 24-hour nature: security, emergency health care etc.; need to improve the efficiency of equipment operation or increase sales, for example, a grocery store decided to switch to a 24-hour schedule in order to increase profits.

For implementation, management is obliged to form groups of workers, as well as approve the schedule and duration of each shift.

The shift and the procedure for its application is an annex to the collective agreement and directly concerns the interests of subordinates, therefore, when drawing up the document, the opinion of the trade union (another organization that defends the interests of workers) should be taken into account. The process of reaching consensus between the manager and the trade union leader should fit within the framework of Art. 372 of the Labor Code of the Russian Federation.

Types and options

The current legislation requires that the daily regime of work be distributed at least between two shifts of employees. The duration of continuous operation should not exceed 12 hours.

The head can choose the most convenient shift schedule for the institution:

2 shifts- subordinates divide the work process into 2 halves - day and night;
4 brigades— workers alternate night, day shifts and weekends;
72 hours– the workflow is as follows: 2 shifts per day, 2 days off, 2 shifts per day evening time, 1 rest day, 2 night shifts and 3 days off.

Approval and change procedure

Approval can only be made if following conditions:

the amount of work shifts does not exceed the established limits;
rest is provided in full and on time.

The chart must contain the following information:

The hour by which the subordinate must begin and finish work.
Work shift length.
Working days and days off in quantitative terms (time of work and rest must necessarily alternate). In accordance with Art. 110 of the Labor Code of the Russian Federation, the time of continuous weekly rest cannot be less than 42 hours.
Inter-shift rest, as well as the break time required for rest and eating, must comply with the requirements of Art. 108 of the Labor Code of the Russian Federation. The length of the break for rest and lunch (other meal) should be at least 30 minutes and not more than 2 hours. It is recommended to provide subordinates with rest every 4 hours of work, respectively, if the company has 12-hour shifts, then 2 breaks of 30 minutes each should be taken.

Important! When compiling, it is forbidden to knowingly establish revisions or defects. At the same time, it is assumed that in one month the subordinate will work a little less, and in the other - a little more than it should be according to the norm. The main thing is that the wages in the end be made in compliance with the conditions set forth in articles and.

The employer must remember that, despite the continuity of production, subordinates are entitled to a reduction in the working day, followed by a public holiday. The production process cannot be interrupted, which means that the employee should be given additional rest time or compensate for work financially (pay overtime).

If the work fell at night, then you need to comply with the requirements of Part 2 of Art. 96 of the Labor Code of the Russian Federation - cut shift by 1 hour. A citizen initially accepted for night shifts cannot count on the privilege described above.

It is advisable to approve the shift schedule in advance (1-2 months in advance), because it is not easy to make changes to it. For example, the manager approved the schedule for 1 year, familiarized each subordinate with it, and one of the employees became seriously ill and opened a long list of disability or decided to change their field of activity, etc. The result is an unexpected adjustment. Another important point– employees must be aware of the upcoming work schedule 1 month before approval.

Attention! Part 5 of Article 103 of the Labor Code of the Russian Federation prohibits the involvement of workers in work for two shifts in a row. At the same time, the employer has the right to impose overtime work on the employee working on the previous shift, until the arrival of the shift, if there is a continuous production process. This basis does not imply the performance of work during the entire shift, but only allows you to cover the period of searching for a replacement.

Accounting for working time and calculation of wages

The management of the enterprise can choose one of the following options for accounting for hours worked:

daily. The daily work is always the same. All other periods are considered overtime and paid.
Weekly. The accounting period is a week, and the daily work and shifts are set by the schedule. Hours worked are taken into account daily, but you can only talk about the development of a norm or processing only after the end of the week.
Summarized. This method involves the use of different accounting periods - month, quarter, etc. Such accounting of working time is usually decided by institutions for which the special nature of labor is characteristic. During a certain day, shift or week, a subordinate may be subject to processing, but at the end of the accounting period, the employer is obliged to either resolve the situation or financially compensate for processing.

Calculating and paying wages to an employee is not difficult, you just need to multiply the rate by the number of hours worked (T).

RFP = Rate * T

All difficulties occur at the end of the accounting period, because by this moment it is necessary to determine: the duration of the performance of duties in excess of the norm, working hours that fell on weekends and holidays, rest days due for donating blood, etc.

The variety and number of such moments will not allow the accountant-calculator to relax. It will be necessary to re-read the norms set out in the Labor Code more than once, because non-compliance can turn out for the manager hefty fines.

In the Labor Code, namely in Art. 154 , pinned condition for the application of multiplying factors in relation to hours that fall at night.

Determining the level of the maximum surcharge is the prerogative of the head of the enterprise, but it cannot be less than 20%, since this value is guaranteed by the current legislation.

The amount of payment for night hours may be affected the following factors:

the minimum value of the surcharge, determined and approved at the legislative level;
the allowance coefficient established by the internal local act of the organization, that is, directly dependent on the will of the head;
execution time official duties at night - from 22:00 to 06:00.

Holiday salary bonuses and overtime

To pay for overtime, you need to determine the number of hours worked in excess of the norm.

The weekly method is the simplest - of total number hours spent at the workplace, you need to subtract the standard amount of working time for this accounting period.

If the management of the organization has stopped on the summarized accounting, then the payment for processing must be carried out when the reporting period ends. For example, if an annual period of time was adopted, then all the hours actually worked during this time should be summed up and the normative hours should be subtracted from them.

In accordance with Art. 152 of the Labor Code of the Russian Federation, the employee is entitled to the following material compensation for processing:

one and a half rate - for the first 2 hours;
double - for the rest of the time.

The above coefficients are approved at the legislative level, respectively, are minimum requirements Every employer has the right to increase performance.

According to Art. 153 of the Labor Code of the Russian Federation, if a citizen had to spend non-working holidays at work, then he is entitled to double pay. This value is also the minimum and can be increased by adopting an internal local act.

With a different schedule, if the subordinate expresses a desire, the employer may offer him to compensate for the time of work on a holiday by providing an additional day off, but this cannot be done with shift work.

A shift that falls on a non-working holiday may be compensated only financially. And if a subordinate went to work in excess of his own norm, then he can independently decide what he needs more - money or rest.

Organizations that work in shifts

An enterprise whose work process needs constant human control can apply shift work schedule. The main areas are:

Productions, the stop of which is impossible or inexpedient: processing of metal, wood, manufacturing and assembly of cars, etc.
Services, the services of which may be required by the population urgently and regardless of the time of day: fire, ambulance, police, etc.
Infrastructure institutions: any kind of transport.
Trade organizations and the service sector.

The application is also available to any other institution that can justify the feasibility and effectiveness of such use of devices, buildings or territory.

Calculation example

For greater clarity, consider the following calculation of wages for work in accordance with the shift schedule.

Security guard Solovyov A.M. works in the grocery store from 18:00 to 02:00 at night. He must go to shifts from Monday to Friday, and on Saturday and Sunday - to rest. The monthly rate of Solovyov is 18,000 rubles.

The director of the security company decided that his employees should receive a surcharge of 35% for working at night. During the month of March, Solovyov went on shift 20 times, while working 160 hours. The night time was 80 hours.

Cost for 1 hour:

18000 / 160 = 112.50 rubles

The amount of the allowance for night hours will be:

112.50 * 80 * 0.35 \u003d 3150.00 rubles.

The total salary of Solovyov A.M. for March:

18,000 + 3150 = 21,150.00 rubles

Work is paid 2 times a month by transferring an advance payment and wages. The basis of the calculation may be a salary or a tariff hourly rate. The main difference is allowances, holiday hours and overtime.

Below are the pros and cons of a shift schedule.