Calculation work schedule. Programs for scheduling work

The work of hired workers in different spheres of economic activity requires completely different schedules of their involvement in the work process. If office workers work, as a rule, under conditions of a five- or six-day work week, then, for example, the service sector requires a completely different regime. A schedule is drawn up for each employee, which may include night work, shifts, and “floating” days off. In the meantime, it is impossible to draw up a schedule, guided only by the own wishes of the employer and employee - there are a lot of rules that are enshrined in labor legislation.

Time worked is the basis for remuneration for employees with a time-based condition for payment

Labor law obliges the employer to keep strict records of working time for each employee, because it is for time (with the exception of rather rare cases of piecework) that payment for work occurs. The labor regime is determined first of all by law, and secondly by the employer in agreement with the trade union and the employee, the rules for the distribution of time. The Labor Code of the Russian Federation contains a section devoted to working time, a separate chapter of which (Chapter 16) regulates this particular regime.

Working hours according to the Labor Code of the Russian Federation can be represented by several types of duration: normal, shortened and incomplete. In addition, special varieties include night work, overtime work, and work with the possibility of irregular days. The main difference between part-time and short-time working hours is their payment - the first means payment in proportion to the hours worked, the second - regardless of the hours worked. Night and overtime work are paid at an increased rate; irregular working hours are, as a rule, compensated for by additional days of the annual vacation period.

Elements of the working time regime are those positions that, in accordance with the law, must be determined when forming a regime for each worker. Among these main positions, the Labor Code of the Russian Federation names:

• duration (number of working days) of the week (for example, five-day or six-day, incomplete, indicating the number of days, etc.);
• the presence of a condition on irregular working hours;
• duration of daily work - the number of hours of a working day or shift with an exact indication of their beginning and end, time frames for breaks;
• number of shifts per day;
• rules for alternating working and free days (for example, “two working days after two days off”, etc.).

How and by what documents the labor regime is determined

The work schedule for each individual employee must be discussed with him in advance - when concluding an employment agreement.

In general, according to the organization in the context of structural divisions or positions, the working hours are determined in the internal labor regulations.

PVTR is a local regulatory legal act of an organization that defines the main points of the relationship between a team of workers and the employer - rules for hiring and terminating labor relations, powers and obligations of the parties to an employment agreement in the process of work, general conditions regarding the working time regime, etc. PVTR are approved by the employer in agreement with the trade union organization, each employee must be familiarized with this document in writing when concluding an employment contract.

• In the PVTR, the working time regime of an organization can be reflected by:
• establishing the duration of the work week and specific daily work time frames for certain groups of positions (for example, “For departments: Management, Human Resources Department, Legal Service, Accounting, Office - a five-day work week, the beginning of the working day is 8:00, the end of the working day day - 17:00, break for rest and food - from 13:00 to 14:00");
• establishing for certain positions the condition of an irregular working day, indicating the amount of compensation in the form of additional days (at least three) of vacation in accordance with Art. 119 of the Labor Code of the Russian Federation (for example, “For positions: Director, Deputy Director, driver - an irregular working day is established with compensation in the form of 4 days of additional vacation period annually”);
• establishing a work schedule for individual departments and positions (for example, “For the sales department, a work schedule is established in compliance with labor standards for a five-day, 40-hour work week”);
• establishing a flexible work schedule, night (equated to daytime) work schedule, shift schedule, dividing the working day into parts for certain categories of workers (for example, “For the position “Cashier”, a shift work schedule is established, in which the third shift, falling at night, is equivalent to to daytime working hours").

The employment agreement must contain a section dedicated to the working regime. For employees whose position involves working a regular schedule of five or six days a week, the agreement specifies the exact work schedule. For those who will work according to a schedule, with cumulative accounting, with irregular working hours, with part-time working hours, with the day divided into parts, etc., these circumstances must be reflected in the specified agreement. Cases of establishing an unspecified working time regime are illegal; such a violation may entail liability for the employer under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation with all the ensuing consequences (fines and other sanctions).

A section on working hours must be included in the contract

How to establish new regime rules in an organization: procedure and documents

If an employee becomes familiar with the existing regime for a particular position when being hired by signing an employment agreement and marking the reading of the PVTR, then changing the current regime is somewhat more complicated.

The decision to change the PVTR can be issued in the form of an order

The procedure is as follows:

1. To begin with, the manager must make an informed decision about for which positions or structural units new rules are being introduced.
2. Then, in accordance with all the rules for changing the local regulatory legal acts, the corresponding changes are made to the PVTR (the project must be agreed upon with the trade union within five days, then signed by the manager).
3. Based on the amended PVTR, each employee affected by the changes is warned of changes in essential working conditions (notice must be handed in against signature no later than a month before the order is issued). In case of refusal to continue the employment relationship under the changed conditions, the employee must be dismissed upon expiration of the notice period.
4. Within the prescribed period (a month after notifying employees), an order is issued for the enterprise to change the regime for specific employees (at this stage they must be listed by name). Each employee gets acquainted with the order by signing it.
5. On the day the administrative document is issued, an additional agreement to the contract is concluded with each employee, changing the terms of the working time regime.
6. From the date specified in the additional agreement and order, a new regime begins to operate with its new documentation (for example, with the drawing up of schedules).

Work schedule as a document regulating daily individual work schedule

The work schedule is one of the most important documents for organizing the work of those employees who do not work according to the general (production) calendar. Thus, the daily schedule regulates the time of coming to work, leaving work, break times, and even the workplace assigned to the employee.

The schedule is usually drawn up for one month, however, this period is not regulated by law. Therefore, depending on the circumstances and characteristics of the production process, the document can be drawn up for a week, a quarter, or a year.

The schedule, as a document, can be drawn up:

• simultaneously for all employees of the enterprise;
• for employees of one structural unit;
• for a certain group of employees from different structural divisions;
• separately for one employee.

Form and symbols

In the shift schedule it is enough to indicate only the shift designation

When summarizing accounting, the schedule must contain columns reflecting the amount of hours per month, per quarter (depending on the accounting period)

The process of drawing up and approving the schedule

The procedure for drawing up and approving a schedule in an organization can be regulated either by a local regulatory legal act or by order of the manager. Persons responsible for maintaining, approving and approving documents are determined by designation in these documents and the inclusion of a corresponding item in the job description.

As a rule, the schedule is drawn up by the person responsible for this in the structural unit (department, service), endorsed by the head of the structural unit, a representative of the personnel department and the trade union, approved by the head of the enterprise or his deputy in charge of the relevant area of ​​activity.

The schedule can be drawn up either manually (using standard Office tools with output on paper) or in specialized software packages (for example, 1C: HR and Salary, SAP, etc.).

Schedule requirements

When drawing up a work schedule, the employer is in a situation where it is necessary to comply with a lot of rules, requirements and interests. First of all, these are the requirements of labor legislation that protects the rights, interests and even health of the employee:

1. The duration of daily work should not exceed those established by Art. 94 of the Labor Code of the Russian Federation limits (special limits are established for minor employees, disabled people, workers in harmful unsafe conditions).
2. The number of working hours per week should not exceed the norm according to the production calendar (40 hours as a general rule). For those who have been assigned summarized accounting for an accounting period, it is mandatory to comply with the standard hours for this accounting period (quarter, month, etc.).
3. Shifts that primarily occur at night should be reduced by 1 hour.
4. After a shift lasting more than 24 hours, an equal or greater rest period is provided.
5. If the employee does not have a condition for dividing the working day into parts, his lunch break (or the sum of several during the day) should not last more than two hours.
6. The minimum lunch break is 30 minutes. It is obligatory to establish daily, if the agreement of the parties and the PVTR does not provide for the employee to eat food in parallel with work. Lunch break is not paid.
7. It is prohibited to work during two shifts following one another.
8. Hours that fall during an employee's illness or vacation are also included in his monthly (quarterly) rate. In other words, the employee is not required to make up the hours actually missed to normal.
9. The limits established by Art. 99 of the Labor Code of the Russian Federation for overtime work (no more than four hours in a two-day working period, no more than one hundred and twenty hours per year), etc.

Of course, when creating a schedule, the operating mode of the enterprise, workload standards, and the interests of the employee himself are taken into account.

Employee familiarization

The employer is obliged to familiarize employees with the work schedule no later than one month before the day it comes into effect - this is a direct requirement of Art. 103 Labor Code of the Russian Federation.

To avoid violating the requirements of the law, you should start drawing up a schedule no later than one and a half months before the start of the accounting period. For example, the schedule for December should be drawn up before October 15 in order to have time to coordinate, approve and familiarize all employees with it (after all, some of them at the time of familiarization may be on vacation or on sick leave, but this circumstance is not an excuse in case of violation of the deadlines for familiarization ).

How to change the established work schedule

Since the work schedule is established by agreement of both parties to the labor relationship, any of them can initiate its change. Changing the regime (as a more general, permanent concept) on the initiative of the employer is described in the section on establishing a labor regime at the enterprise. A change in the schedule, as a one-time event or an incident affecting one employee, occurs:

• or by adjusting an already drawn up schedule (document), if a work schedule has been established for the employee;
• or by amending the employment agreement - if the employee works according to the regime fixed in this document (that is, according to the normal production calendar).

In the first case, the scheduler, at the request of the employee or on his own initiative (due to production needs), draws up a corrective schedule, endorses and approves it according to the usual procedure for preparing this document.

You can change the working hours either for a group of employees or for one of them (for example, at his request due to family circumstances)

In the second case, at the request of the employee, an order is prepared to change the work schedule - this is enough if the schedule changes for up to two weeks. If the period of change in the working regime is longer, it is necessary to conclude an additional agreement to the contract.

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A shift schedule is a fairly common phenomenon. It is used in a wide variety of industries, most often in companies with a continuous round-the-clock production cycle - the need for its use here is due to the fact that equipment downtime is unacceptable, because they lead to system failures and significant financial losses. But regular, timely replacement of personnel leads to an increase in the volume of output, improved labor productivity and, as a result, greater profits.

Also, a shift schedule is common in other areas, for example, in medical institutions, security structures, firefighters, gas services, rail and transport transportation, air travel, etc.

Number of shifts and workers in them

The number of shifts depends on the characteristics of the organization. This can be two, three or even four shifts per day. Each shift works for a certain period of time - from three to four hours to twelve.

Individually and the number of workers in one shift. This can be one person or even several dozen (the upper threshold is not limited).

Why do you need a shift schedule?

The shift schedule is one of the most important internal documents of the company.

Based on the schedule, employees' working hours are recorded and their wages are subsequently calculated.

Thus, it relates not only to methods of organizing work at an enterprise, but is also a serious accounting form.

We must not forget that if the company provides for shift work, then the availability of the schedule is necessarily checked by government supervisory structures (for example, the labor inspectorate and the tax service). The absence of this document may result in the imposition of an administrative penalty on the enterprise and its management in the form of a fairly large fine.

Legislative regulation, mandatory conditions

The shift schedule is regulated by law, namely Art. 372 of the Labor Code of the Russian Federation (Part 3 of Article 103 of the Labor Code of the Russian Federation). When introducing it into an organization, it is required to strictly comply with the norms and conditions of the above section of the Labor Code of the Russian Federation.

The rules for operating in this mode are spelled out here quite thoroughly and clearly. There is no point in listing them in this article, but some simply need to be emphasized:

1. the weekly working hours in the sum of all shifts should not exceed forty hours;
2. every shift people should be given a lunch break (its duration is determined individually - from 30 minutes to 2 hours);
3. employees must be provided with uninterrupted rest for 42 hours every week;
4. the employer is obliged to indicate to employees that it is inadmissible for them to perform their duties in two shifts in a row (except in emergency cases) - and strictly monitor this.

If an organization feels the need to use a shift schedule for different categories (positions) of employees, then for each of them the duration of the shift can be determined separately (such situations occur in transport companies - one work mode is used for drivers, another for dispatchers, and another for service personnel). third).

When creating a schedule, one more important point should be taken into account - if most of it falls at night, then the shift should automatically be reduced by an hour.

All other working conditions must also comply with the law, including in matters relating to the payment of wages, provision of sick leave, vacation, etc.

What is not considered a shift schedule

Some personnel officers mistakenly believe that the work schedule is a day after two/three, two days after two, etc., refers to shift work. If you carefully read the labor legislation of the Russian Federation, it turns out that this is not so. A group of workers, performing their job duties during one day and being replaced by others the next day, works in a regime fixed within the enterprise, but there is no clear procedure for developing such a regime, its coordination and approval.

Some points regarding payment

The calculation of remuneration for a shift schedule is somewhat different from the standard one. The specificity here is that the number of working hours according to the regime established at the enterprise may differ from the norm established by law, both upward and downward (the so-called planned overtime or underwork).

To ensure that there are no errors in salary calculations, at the end of the accounting period, the following parameters should be reconciled: the number of working hours in accordance with the norm and their number, based on real indicators. If, when comparing, the second indicator is greater than the first, you will need to calculate and pay the employee extra for overtime.

If an employee’s shift falls on a day off, then it is paid as usual (this is justified by the peculiarities of the shift conditions). If he is forced to work on a holiday (state non-working days are specified in the Labor Code of the Russian Federation), then he must be paid at the appropriate standard rate, i.e. in double size.

Consolidating the work order

If the management of an enterprise decides to use a shift work schedule, it must enshrine this norm in its accounting policies, or more precisely, in its Internal Regulations.

If the company has a trade union cell, these Rules, including those regarding shift work, must be approved by its representative. A five-day period is allotted for interaction with the trade union - during this period, trade unionists must either approve the Rules presented to them or challenge them with evidence.

It is also possible to establish the use of a shift schedule in a collective agreement.

In addition to the internal regulations and the collective agreement, the clause on shift work must be spelled out in sections of individual employment contracts with employees, indicating the number of hours per shift and other parameters.

The process of creating a shift schedule

The first practical stage in implementing a shift schedule is an order for its creation, issued on behalf of the director of the organization. It contains instructions to create a shift schedule, period, responsible person and other necessary information.

Sample order for approval of shift schedule

The schedule is formed in advance - at least thirty days before the start of the shift.

Each employee mentioned in the document must be familiarized with it against signature. Thus, he indicates that he agrees with this mode of operation.

After development, coordination and final approval, the schedule will be binding both for the management of the enterprise and for the employees designated in it.

For what period is the form drawn up?

The shift work schedule can be formed for any period of time. As a rule, the period for which this document is drawn up is indicated in the company’s regulations. Most often, schedules are drawn up for one month. Each time a new schedule must be approved in accordance with the established procedure.

Is it possible to change the information in it?

Changes are allowed to the approved shift schedule, but only as a last resort and in compliance with certain rules.

Firstly, if changes occur at the initiative of the employer, he must notify his subordinates in advance about them and obtain their written consent - without them, making changes legally will be problematic.

If one of the employees asks to change the shift schedule, he must draw up a special application addressed to the manager. The application must indicate the reasons for the request (it must be respectful with appropriate written justifications), then the consent of the other employees to whom the document concerns must be obtained. If colleagues and management managed to reach a compromise, a new order is formed, on the basis of which the necessary adjustments are made to the schedule.

Is it possible to change shifts without making changes to the shift schedule?

Sometimes situations occur at enterprises when employees change shifts without prior notification to management. This is categorically unacceptable.

For such a replacement, management has the right to impose disciplinary sanctions on subordinates.

And in the case of more than one violation of labor discipline (and this is the category these offenses fall into), even dismiss the offenders.

Who draws up the document

The direct task of drawing up a shift schedule can be assigned either to a specialist in the personnel department, or to the head of a structural unit, or to the secretary of the organization. The main condition that the contractor must comply with is to take into account legal norms, the interests of the enterprise and employees.

In this case, after formation, the document must be submitted for signature to the head of the department and the director.

How to coordinate with employees

The shift schedule must be agreed upon with employees in advance, as mentioned above - no later than thirty days before the start of the first shift.

Signatures of consent can be placed directly on the schedule itself, or you can make a separate sheet for this.

If the second option is chosen, then you need to make a table on the approval sheet, enter all the employees there and collect their autographs (with the date they were signed). This document will be an official attachment to the shift schedule.

Features of the formation of a shift schedule, general information

If you are tasked with creating a shift schedule, and you have no idea how exactly it is formed, read our recommendations - they will give you an accurate idea of ​​​​this document. Also check out the example of filling it out - based on it you can easily create your own form.

Before moving on to a detailed description of the schedule, we provide general information about the document. Let's start with the fact that there is no unified form of the schedule. This means that it can be written in free form or according to the model approved in the accounting policy of the organization. In this case, the method of forming the form must be reflected in the company’s regulations.

Regardless of which scheduling method is chosen, the document must contain a number of mandatory data:

• Company details;
• information about the place and time of compilation;
• the schedule itself.

The form must be certified by several persons. Firstly, by those employees in respect of whom it was formed, secondly, by the head of a structural unit and, thirdly, by the director of the company.

It is not necessary to certify the form with a seal - this should be done only when such a condition is in the company’s local documentation.

The schedule can be drawn up on a simple blank sheet of paper (preferably A4 format) or on the organization’s letterhead (if such a requirement is established by management). You can write it manually or on a computer (with mandatory subsequent printing).

How to take into account the shift schedule

All schedules developed at the enterprise are subject to mandatory registration in the appropriate accounting journal. After carrying out all the necessary procedures with them (development, coordination, approval, familiarization), they are transferred for storage to the company’s HR department. Here they are filed in a separate folder with other similar documents. Access to the place of their detention for unauthorized people should be limited.

The duration of their storage is indicated either in local acts of the organization, or is established by the legislation of the Russian Federation (but not less than five years). After this period has expired, the schedules can be disposed of in accordance with the procedure established by law.

Sample shift schedule

Before you start filling out the form, you should roughly divide it into three main sequential parts.

The first is the beginning, or, as it is also called, the “hat”. This includes:

• document's name;
• date, place of its formation;
• number (according to the internal document flow of the enterprise);
• the period for which the schedule is drawn up (week, month, year, etc.).

You can enter this data either in the middle of the document, or on the left or right - it doesn’t matter. The only thing that should be taken into account is that right there, at the top, several lines are allocated for approval of the schedule by the head of the organization (his position and full name must be entered here).

Below is the main block. It is usually presented in the form of a table. It includes step by step:

• Full name of the employee;
• date of;
• the number of the shift on which he will go to work;
• information about days off.

You can supplement the table with other columns (for example, about an employee’s personnel number, etc.). Under the table, it is necessary to provide a breakdown of the information included in the schedule, including the number of shifts, the number of workers involved in them, the duration of each shift (in hours), as well as the symbols included in the schedule.

Next, you should mark that the opinions of the employees included in the document have been taken into account and collect their signatures. If signatures are placed on the approval sheet, then its presence must be indicated in the shift schedule, indicating it as an attachment to the main document.

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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 taking into account your needs. Plan the number of personnel in each shift in compliance with the Labor Code requirements! According to the Labor Code of the Russian Federation, the length of the working week cannot exceed 40 hours. To ensure compliance with the requirements of the Labor Code, it is necessary to draw up a 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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Program for maintaining time sheets. Accounting is carried out in an Excel file. Generating 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 - working time balance, staffing, list of employees.

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Timesheet and work schedule program

Supported;

• Software for forecasting personnel requirements: On request;
• Shift schedules for teams: Not supported;
• Working with the program on mobile devices: Not supported (a regular PC is required, a laptop is not recommended);
• Manual (semi-automatic, interactive, etc.) scheduling mode: Not supported;
• Requirement “Strictly 40 hours per week” in automatic mode: Not supported, since it contradicts the principle of optimality;
• National holidays: Not supported, since potential users of the program work on holidays;
• Scheduling the start and end of lunch breaks and rest times: Not supported;
• Availability of user manual: Only about 82% done (Work is ongoing and ongoing.

Program "calculation of work schedules"

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Shift work schedule calculation program download

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The very concept of working time implies the period during which the employee fulfills his labor obligations in accordance with the contract concluded with him and the principles of internal regulations. This definition also includes other time periods called working time in the Labor Code.

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Legislative norms

According to Article 91 of the Labor Code of the Russian Federation, the norm cannot exceed 40 hours per week. In cases where the employer, following the law, must establish reduced working hours, 24, 35 or 36 hours per week are approved.

The RV norm is necessary for establishing, as well as for payment, on weekends and holidays.

RV standards

The following time standards are distinguished:

• Work week. It may consist of five days (Saturday and Sunday are days off), or six, but its duration should normally be 40 hours, or with a shortened time period - 24, 35 or 36.
• Change. The concept of a work shift includes the time after which workers engaged in the same labor process replace each other. It happens during the day and at night. When working in shifts, sometimes such a nuance arises as the inability to reduce the duration of the shift when it is provided for (for example, on a holiday). Then this time is considered overtime and is paid in accordance with overtime standards or compensated by the provision. Payment for the night shift (from 22.00 to 06.00) occurs at an increased rate, which is approved by the employer.
• Working day. The time during the day during which work is performed. Normally equal to 8 hours.
• Accounting period. Time worked for a calendar period (for example, a quarter or a month, but not more than a year). This period allows you to compare the hours with the standards established by law. This is a unique form of control over the RV norm.
• Occupancy limit. Employment limit established by law. An example would be . The number of hours worked in this case cannot exceed half of the daily wage rate per month. With a 40-hour work week in October 2019, part-time work should not take more than 84 hours.

RV accounting is selected in accordance with the specifics of the enterprise.

Rules and examples of working time calculation

Calculation of working hours takes into account a large number of factors, but the main one is the work schedule. It can be daily, weekly and cumulative. The latter assumes a shift schedule.

In addition, when accounting for radioactive substances, the following are provided:

• type of working week: five-day, six-day;
• daily duration of work;
• the time when the work was started and completed;
• breaks;
• sequence of working days with non-working days;
• number of shifts in 24 hours;
• the presence of holidays, when the working day is reduced.

Calculation per month

In general, the calculation of RP for a month during a five-day period is carried out using the following formula:

Ntotal = Prv: 5 x Krd – 1 h. x Kppd, where:

• Ntot - RV norm;
• Prv - duration of RT per week (40.35, 36 or 24);
• Krd - number of working days in the period (month, year);
• Kppd - the number of pre-holiday days.

For example:

There are 21 working days in October 2019. This means that with a 40-hour week it will be: 40: 5 x 21 - 0 = 168 hours. At 36 hours: 36: 5 (days) x 21 = 151.2 hours. Hence the conclusion is this: the maximum working time in October 2019 should not exceed 168 hours.

Six days

A six-day week also cannot exceed 40 hours in total.

Let's take the same October with a six-day week. There will be 26 working days, the norm is 168 hours. 168 divided by 26 equals approximately 6 and a half hours a day. But in the Russian Federation, during a six-day working week, a 7-hour duration of work time is used, and before the weekend it is reduced to 5 hours.

On the eve of a holiday, during a five-day period the working day is reduced by one hour; during a six-day period, the working day cannot be more than five hours.

Number of working days between dates (formula)

Excel has a function called NETWORKDAYS. Its arguments are the start and end dates. These are required values ​​to enter. And also an optional argument - holidays. When entering data about holidays, these days are excluded from the calculation.

Calculation of RF for 2019

The production calendar is taken as a basis. Here you need to take into account that it is a leap year, and there are 366 days in it. Of these, there are 247 working days. There are 119 weekends and holidays. There are only two pre-holiday days this year.

Calculating using the formula (if a 40-hour work week is taken), it turns out: 8 * 366 - 2 = 1974 hours.

If we take into account a week consisting of 36 hours, then the year will be 1776.4 hours. And with a 24-hour week, there are correspondingly 1183.6 hours of RT.

Calculation for shift schedule

With such a schedule it is often used.

Summarized accounting is used for shift schedules, sliding days off and approval.

The need for such accounting arises in cases where the required norm, for example, 40 hours a week, is not maintained. But it is leveled off over a certain accounting period - it can be 1 month (which is more convenient), a quarter or a year.

Example:

Driver Yu.P. Ivanov, who works at Petra LLC, where summarized accounting has been introduced, and a quarter is taken for calculation, worked 447 hours from January to March inclusive of 2019.

Of them:

• 118 hours in January;
• 145 hours in February;
• 184 hours in March.

This driver is an employee with a 40-hour work week. This means that the norm for the first quarter is 447 hours, where:

• 120 hours - January;
• 159 hours - February;
• 168 hours - March.

From the calculations it is clear that the norm was not exceeded.

Calculation of RV on a business trip

The seconded person performs an official assignment, and not his own function specified in the employment contract.

In accordance with this, the time spent by the employee in is not the working time defined in Article 91 of the Labor Code.

The duration of RT in this case is set based on several factors:

• nature of the job assignment;
• fulfillment conditions;
• operating mode of the receiving party.

If you are hired on a business trip on weekends or holidays, these days must be marked and paid accordingly.

Calculation of RF with a schedule of days in three

This type of schedule is classified as either shift work or flexible work. In this case, the standard of 40 hours per week cannot be met. Therefore, hours exceeding the norm will be considered overtime, and their number will be determined at the end of the accounting period.

Here it is more convenient to choose a period for accounting equal to one year. Then the processing will be compensated by the shortfall.

Calculation in case of partial bet

For a normal working week (40 hours), the calculation is made as follows:

• If 0.75 of the rate is taken into account, then 40 * 0.75 = 30 hours per week. For a five-day period, divide 30 by 5, and it turns out that the daily norm is 6 hours. To calculate the number of hours per month, you need 30: 5 * (number of working days in a calendar month). For example, in February 2019 there are 20 working days. So 30: 5 * 20 = 120 hours.
• 0.25 rate: 40 * 0.25 = 10 hours. It should be taken into account that working time can be distributed either 5 days for 2 hours, or 2 days for 5 hours. Next, we also take February: divide 10 by 5 and multiply by 20. It turns out 40 hours per month.