New rules for filling out the vacation schedule. Vacation schedule and rules for its preparation. What to do if the employee got a job after drawing up a vacation schedule

Vacation scheduling is the responsibility of all employers, regardless of the number of employees in the company. This document regulates the order in which paid vacations are granted in the calendar year and contains information on the time for distributing employees' rest (). When compiling it, the wishes of employees and the features of the work process are taken into account. Employers must have time to draw up a vacation schedule by December 17.

Features of scheduling vacations

The procedure for scheduling vacations may be established in a collective agreement, or other local regulations. Moreover, Rostrud believes that the vacation schedule in each structural unit may be different. This is especially true for large companies with hundreds or thousands of employees. In this case, the heads of departments are involved in the preparation of draft schedules, and then they transfer the document to personnel officers, who, for their part, form a consolidated single schedule holidays.

By accepted rule the vacation schedule should contain information on the time and duration of the vacation of each employee working under an employment contract.

As a rule, the length of vacation depends on the number of vacation days to which the employee is entitled, and on the number of days of unused vacation as of January 1, 2020.

When scheduling vacations, do not forget about newcomers who did not work for six months at the beginning of the calendar year. As we know, the right to use the leave for the first year of work arises after six months of continuous work with a particular employer. Therefore, when drawing up a schedule, it is important to take into account that beginners by the end of 2019 can take advantage of the prescribed rest days.

1. Employees who are eligible to apply for paid leave upon application before the expiration of six months of continuous service.

• women - before maternity leave or immediately after it;
• workers under 18;
• employees who have adopted a child under the age of 3 months.

According to, at the request of the employee, annual leave can be granted to him while his wife is on maternity leave, regardless of the time of his continuous work with the employer.

2. Part-timers.

According to the leave of part-time workers is provided simultaneously with the leave at the main place of work. If the employee has not worked for six months at a part-time job, then leave is granted in advance.

3. Employees with many children with children under 12 years old.

Supplemented the Labor Code. Now employers need to take into account that parents of 3 or more children under the age of 12 have the right to take annual paid leave of their choice at a convenient time for them.

It clarifies that the age of children is calculated for the year of granting leave. This means that if at the beginning of the year the vacation was granted, an employee with many children had the right to use the vacation at a convenient time, then this right is reserved for him even if the eldest child is already 12 years old at the time the vacation begins.

In a review of current issues for February 2019, Rostrud considered the question of whether an employee with three children under the age of 12 can take vacation at a convenient time in parts. According to experts, the right to use leave at a convenient time does not mean the right to divide the leave into parts at the request of the employee. Such division in accordance with is possible only by agreement of the parties. In this case, one of the parts of the vacation must be at least 14 calendar days.

4. Veterans, employees awarded with the “Honorary Donor of Russia” badge, employees raising a disabled child under the age of 18, spouses of military personnel.

How to indicate the start date of the holiday in the vacation schedule

Rostrud believes that indicating in the schedule only the month of vacation, without the exact dates of the beginning and end of the vacation, is unlawful.

On the right to transfer vacation to the next year

It is quite possible that when drawing up a vacation schedule for 2020, some employee will send you an application with a request not to grant him vacation next year, but to postpone it to 2021. This request must be denied. This is what Rostrud experts advise to do.

They refer to the fact that annual paid leave must be granted every year. And if the transfer is allowed, that only in exceptional situations (), which include, for example, production necessity and temporary disability of the employee.

Vacation Schedule Form

When drawing up a vacation schedule, you can use (). At the vacation planning stage, columns 1 to 6 should be filled in.

Column 6 enters the start date for the vacation of employees, including those who have the right to take vacation at any time convenient for them.

Columns 7, 8 and 9 are not filled. The data in them is carried by hand during the year, as employees go on vacation.

Rostrud recommends adding an additional column “familiar with the schedule” to the form or compiling an acquaintance sheet, which will be an annex to the vacation schedule. Do not forget that, according to the start time of the vacation, each employee must be notified no later than two weeks before it starts.

Until approved, the vacation schedule is just a draft. After it has been endorsed by the head of the personnel service and the heads of structural divisions, the document is sent to the trade union organization (). Its confirmation is expressed in the format of an extract from the minutes of the meeting. trade union committee. But today not every company has a trade union. Then in the form in the line of the approval stamp, you need to make a note about this.

Employees must be familiarized with the approved vacation schedule against signature. The document follows:

• keep in the accounting and personnel departments;
• hang out in a convenient place for review;
• send to the structural divisions of the company (copies of the schedule).

If the employer warned the employee about the vacation later than two weeks before its start, the employee has the right to submit a written application demanding that the vacation be postponed to another agreed period. At the same time, he may not write an application addressed to the employer for granting him leave if he uses it in accordance with the schedule.

There are several cases when an employee is required to apply for leave:

• leave is used before six months of continuous work with the employer;
• leave is used before six months of continuous work on the basis of an agreement with the employer;
• the employee belongs to one of the categories to which the employer is obliged to provide leave at a convenient time.

Changing the vacation schedule

Since the vacation schedule is a mandatory document not only for the employer, but also for the employee, if changes are made to it, the agreement of the parties is required.

In order to record the transfer of vacations in the current calendar year in the T-7 form, columns 7-9 are used.

Box 10 (“remarks”) should be used in the following cases:

• when leave or parts of it are postponed for the reason indicated in - the granting of leave may adversely affect the normal course of work of the organization;
• when the vacation or parts of it are transferred for the reason indicated in - and the transfer of the vacation to the next calendar year.

As a rule, new employees appear in the company during the year. In this regard, the question often arises: what to do if a person went to work after the approval of the vacation schedule? Rostrud relies on law enforcement practice in this matter and provides two options on its official website:

• make changes to the consolidated vacation schedule;
• draw up an additional schedule and attach it to the summary.

Penalty for not having a vacation schedule

The absence of a vacation schedule is an administrative offense, for which liability measures are provided () - warning or imposition of an administrative fine:

• for officials in the amount of 1,000 to 5,000 rubles;
• for entrepreneurs - from 1,000 to 5,000 rubles;
• for legal entities - from 30,000 to 50,000 rubles.

A little more than a month is left to draw up and approve the vacation schedule. How to properly prepare it and what points should be taken into account, we will tell in the article.

TO COMPLETE OR NOT TO COMPLETE?

In many organizations, vacation schedules are not drawn up; employees go on vacation in agreement with the manager. This practice violates the rights of the worker, since he is deprived of the opportunity to plan rest time and organize it in the most effective way. Sometimes an employee cannot use the guaranteed right to rest during the calendar year at all.

Responsibility for the absence of a vacation schedule

Drawing up a vacation schedule is prescribed by the Labor Code (parts 1 and 2 of article 123 of the Labor Code of the Russian Federation). The vacation schedule refers to those documents that are primarily checked by employees of the Federal Labor Inspectorate. If the organization does not have it, the employer may be fined from 30,000 to 50,000 rubles for non-compliance with labor laws. or suspend the company's activities for up to 90 days (Clause 1, Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

Why does an employer need a vacation schedule

The scheduling of vacations not only ensures the right of employees to annual rest, but also provides a number of advantages to the employer.

Firstly, if the vacation is provided in accordance with the schedule, this allows you to arrange it in advance and prepare for the payment of vacation pay. They are issued at least three days before the start of the vacation (part 9 of article 136 of the Labor Code of the Russian Federation).

Secondly, the employer, if necessary, will have time to find a replacement for the employee going on vacation.

Thirdly, the schedule allows you to control the timeliness of providing employees with vacations. Subject to its observance, employees of the mines will not accumulate unpaid vacations.

WHERE TO BEGIN

Before scheduling vacations, you need to consider:
— the provisions of the current legislation of the Russian Federation on holidays;
— the specifics of the organization's activities (for example, the presence of harmful or dangerous working conditions that give the right to additional leave, the distribution of staff members by departments, the possibility of interchangeability, plans for the development (folding) of production);
- wishes of employees.

Vacation entitlement

The duration of the annual paid leave is 28 calendar days (part 1 of article 115 of the Labor Code of the Russian Federation). The employee's right to use it arises after six months of continuous work with one employer (part 2 of article 122 of the Labor Code of the Russian Federation).

EXAMPLE 1.

Engineer N.A. Gaikin started work on April 23, 2008. From what date does he have the right to take the first vacation?

SOLUTION. The right to leave for the first year of work will arise for N.A. Gaikin October 23, 2008.

The vacation schedule is drawn up for the next calendar year (from January 1 to December 31), taking into account when the working year of each employee began. Leave for the second and subsequent years of work may be granted at any time in accordance with the order established by the schedule (part 4 of article 122 of the Labor Code of the Russian Federation).

EXAMPLE 2.

Engineer N.A. Gaykin, who started work on April 23, 2008, did not use his right to go on vacation in 2008. In the vacation schedule for 2009, three vacation periods are planned for this employee:
- from January 12, 2009 - 28 calendar days for 2008;
- from March 16, 2009 - 14 calendar days for 2009;
- from August 31, 2009 - 14 calendar days for 2009.

Is the vacation schedule correct?

SOLUTION. It is incorrect to grant leave for a working year that has not yet begun (its beginning falls on April 23, 2009), since it is granted for a worked, so-called working year, and not a calendar year.

The first leave from January 12, 2009 will be legally granted for the period from April 23, 2008 to April 22, 2009.

The second vacation for 14 calendar days from March 16, 2009 was planned illegally, since the period for which it is granted (the second working year from April 23, 2009 to April 22, 2010) has not yet come by the time the vacation starts. The employee will not have the right to leave for the second working year.

Vacation from August 31 for 14 calendar days is legally scheduled, since, in accordance with labor legislation, leave for the second and subsequent years of work can be provided at any time of this working year.

It is necessary to make changes to the vacation schedule and postpone the start date of the second vacation period to a later time (after April 23, 2009).

Vacation experience

According to part 1 of article 121 Labor Code The length of service giving the right to annual paid leave includes:
— time of actual work;
- the time when the employee did not actually work, but the place of work (position) was retained for him;
-time forced absenteeism at illegal dismissal or suspension from work and subsequent reinstatement in the former organization;
— the period of suspension from work of an employee who has not passed the mandatory medical checkup(examination) through no fault of their own;
- time of unpaid leave granted at the request of the employee wages not exceeding 14 calendar days during the working year.

Please note: in the previous version of Article 121 of the Labor Code, it was said that vacation time at one's own expense is not included in the length of service if its total duration exceeds 14 calendar days during the working year. Experts have interpreted this in different ways. Some believed that if the total number of days off taken by an employee at his own expense exceeded 14 days, they are not fully taken into account when calculating the length of service. Others insisted that only the days after the 15th should be excluded. V new edition this ambiguity has been eliminated: it is now clearly stated that holidays at their own expense exceeding 14 days are not taken into account in the length of service.

The length of service giving the right to annual paid leave does not include time (part 2 of article 121 of the Labor Code of the Russian Federation):
- Absence of an employee at work without good reasons;
— leave to care for a child until he reaches the age established by law.

The length of service, which gives the right to additional annual paid leave for work with harmful (dangerous) working conditions, includes only the time actually worked under the appropriate conditions (part 3 of article 121 of the Labor Code of the Russian Federation).

Vacation experience affects the end of the next working year. If an employee, for example, took a long vacation at his own expense, the end of the working year will shift by more than 14 calendar days.

If the last day of the working year is moved to a later date, the number of calendar days of annual paid leave that an employee can claim changes. If the vacation period is not interrupted, then at the end of the working year, the employee will be able to take 28 calendar days off. Otherwise, he is entitled to less vacation days. How to calculate them? There is no specific methodology for this. In practice, two options are used.

First option. First you need to determine the number of full months that are included in the vacation period for a particular working year. For each of them, the employee is entitled to 2.33 vacation days (28 calendar days: 12 months). The difficulty arises when calculating vacation days that an employee is entitled to for an incompletely worked month of the working year. In this case, you can apply another calculation method.

Second option. It makes it possible to more accurately calculate the number of vacation days to which the employee is entitled at a certain moment. The calculation is based not on the basis of calendar months, but on the basis of calendar days. The number of calendar days falling on the time worked during the working year is determined. In a fully worked working year - 365 (366) calendar days. During this time, the employee is entitled to 28 calendar days of vacation. If in the working year there were periods excluded from the vacation period, then the employee has the right to a smaller number of calendar days of vacation. For example, 326 calendar days out of 365 possible, falling on the time worked in the working year, give the right to 25 calendar days from the start (28 calendar days: 365 calendar days x 326 calendar days). Consider an example.

EXAMPLE 3.

K.S. Bublikov joined Slasti LLC on May 2, 2007. In June 2008, he was on unpaid leave for 20 calendar days.

From May 2, 2009, the employee plans to go on vacation. It is necessary to determine how many calendar days of vacation the employee is entitled to as of May 1, 2009, inclusive, if he used the vacation for the first working year in full.

SOLUTION. The employee's first working year ended on May 1, 2008. During this period, he used his annual paid leave in full.

Now we need to find out when the second working year ends. If K.S. Bublikov did not take unpaid leave in 2008, the second working year would have ended on May 1, 2009. But in this situation, the working year will shift by six calendar days (20 calendar days - 14 calendar days). That is, 14 calendar days of vacation at their own expense are not excluded from the length of service. Thus, for the period from May 2, 2008 to May 1, 2009, the employee's vacation period will be 359 calendar days. days (365 calendar days - 6 calendar days).

For one calendar day of hours worked in the second working year, the employee earned 0.0767 vacation days (28 calendar days : 365 calendar days). Therefore, for 359 calendar days, the employee is entitled to 27.54 calendar days of vacation (359 calendar days x 0.0767 days). In fact, an employee can be granted 27 calendar days of vacation, since he has not yet earned 0.46 days (1 day - 0.54 days) by the specified date.

Vacation time is increasing

The duration of the vacation planned for the next calendar year depends not only on the date of occurrence of the relevant right and the vacation period. To the calculated duration of annual paid leave, the number of calendar days of leave not used by the employee for the previous period should be added.

In addition, it must be taken into account that some employees are entitled to additional paid holidays (Articles 116-119, 173-176 and 350 of the Labor Code of the Russian Federation). According to Part 2 of Article 120 of the Labor Code, when calculating the total duration of annual paid leave, additional paid holidays are added to the annual basic paid leave. This means that the total duration of paid leave is indicated in the start schedule.

HOLIDAY TIME CHOOSE BY EMPLOYEE

For some employees, the employer is obliged to provide leave at any time convenient for them (even before the expiration of six months from the start of work for this employer). The list of such persons is given in the table on page 1, page 2.

WE CONSIDER THE SPECIFIC ACTIVITIES OF THE ORGANIZATION

As a rule, employees want to rest in the summer or early autumn. But when drawing up a vacation schedule, the employer must not only take into account the wishes of employees, but also ensure the continuous operation of the organization. For this reason, the manager has the right to evenly distribute the employees of the organization from the start-up throughout the year. He can establish that during each month no more than 8.33% of the staff (100%: 12 months) can be on vacation, or apply another basis for the distribution of the start time of vacations. It makes sense to establish a certain order of vacations among employees of related professions (positions) of one unit, for example, among shop assistants, department specialists, workers of the same specialty of a separate workshop (section).

We take into account the wishes of employees

In some cases, when preparing the schedule, the employer has the opportunity to take into account the wishes of employees regarding vacation planning.

The form in which employees can express their wishes regarding the start date of the vacation, dividing it into parts and transferring it is not legally established, therefore personnel service resolves this issue on its own. You can ask the employee to write a statement indicating the expected start date of the vacation in any form. This is convenient when the number of employees in the organization is small (up to 20 people) (see sample application).

The immediate supervisor of the employee must put his visa on the application.

In an organization with a large number of employees, it is more convenient to draw up a vacation planning sheet for each department. It must provide for free columns in which employees can state their wishes (see sample statement).

WE MAKE A HOLIDAY SCHEDULE

The schedule is compiled according to the unified form No. T-7, approved by the Decree of the State Statistics Committee of Russia No. 1 dated 05.01.2004.

Information on the timing of the distribution of vacations for employees of all structural divisions for the calendar year is reflected in the schedule by months in accordance with the Instructions for the Application and Completion of the Forms of Primary Record Documentation for Recording Labor and its Payment, approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1.

The vacation schedule must be approved no later than two weeks before the start of the calendar year (part 1 of article 123 of the Labor Code of the Russian Federation). Thus, the schedule for 2009 is no later than December 17, 2008.

The schedule is signed by the heads of the personnel service and structural divisions and approved by the head of the organization or an authorized person.

If the organization has a trade union body, the schedule must be coordinated with it without fail (part 1 of article 123 of the Labor Code of the Russian Federation). The procedure for taking into account the opinion of the elected body of employees is established in Article 372 of the Labor Code.

The schedule storage period is one year (Article 356 section 8 of the List of standard management documents generated in the activities of organizations, indicating the storage periods, approved by the Federal Archive of October 06, 2000).

What types of vacations are reflected in the schedule

Additional annual paid holidays. In addition to the main annual holidays, the schedule reflects additional annual paid holidays.

Please note: additional unpaid leave is not reflected in the schedule. The categories of persons entitled to such leave are listed in Article 263 of the Labor Code.

Non-vacation holidays. Vacations that were not used by employees during the current year, including those transferred to the next year, are also taken into account when drawing up the schedule.

Vacation granted to external part-time workers. The possibility of accounting for such holidays in the schedule in the Labor Code is not mentioned. But if the external part-time worker reports the start date of the vacation at the main job, then the personnel department will take this into account when drawing up the schedule, and the employer will be able to decide when to grant vacation to other employees.

We fill out the form No. T-7

At the stage of vacation planning, the personnel officer fills out only columns 1-6 of form No. T-7.

The names of positions in column 2 are indicated in accordance with the staffing table. If the organization does not assign personnel numbers to employees, column 4 is not filled out.

Columns 7, 8 and 9 are filled in by hand as employees go on vacation. In column 7, marks are made after the actual end of the vacation. Column 8 indicates the document on the basis of which the vacation is transferred (personal statement of the employee, order of the manager to postpone the vacation due to operational necessity, etc.).

See an example of filling out a vacation schedule.

Please note: the vacation schedule should reflect the vacation time of all employees without exception, including those who have the right to leave at any time convenient for them. The start date for the vacation of such employees is indicated in column 6 of the schedule, and its change is recorded in columns 8 and 9.

INTRODUCING EMPLOYEES WITH THE HOLIDAY SCHEDULE

The employer is obliged not later than two weeks before the start of the vacation to notify the employee against signature (part 3 of article 123 of the Labor Code of the Russian Federation). In order for the employee to plan his vacation in advance, the approved vacation schedule can also be brought to his attention in one of the following ways.

Make additions to Form No. T-7. To inform employees about the start of the vacation, the vacation schedule can be supplemented with column 11, in which employees will put marks that they know the start date of the vacation.

See sample order to amend the form "Vacation schedule".

Compose a notice. You can also inform employees about the start date of annual paid leave using a notice (familiarization sheet) drawn up in any form. Such a notification will be an annex to the vacation schedule (see sample notification).

WE MAKE CHANGES TO FORM No. T-7

According to part 2 of article 123 of the Labor Code, the approved start-up schedule is mandatory for both the employer and employees. However, by agreement of the parties, the start date of the vacation can be changed.

Each change must be reflected in the appropriate columns of Form No. T-7. Changes are made with the permission of the person who approved the schedule, or a person authorized by him.

Changing the start date of the vacation at the initiative of the employee

Changing the date. If the employee is not satisfied with the vacation time set in the schedule, he can ask the employer to change it. In this case, the employee must write a statement in any form. If the head agrees to postpone the vacation, he puts his resolution on the application. See sample application for postponement of leave at the initiative of the employee.

Breaking the vacation apart. Sometimes an employee does not want to use all 28 calendar days of vacation, but prefers to break the vacation into parts.

In this case, the employee must also write an application in any form, on the basis of which the necessary changes are made to the vacation schedule.

We issue an order. Based on the employee's application, the head of the organization issues an order either to amend the vacation schedule, or to amend the order to grant the employee another annual paid leave.

The order must specify:
— on what basis is the vacation postponed (at the request of the employee, in connection with his illness, etc.);
- How long does it take?

Please note: in some cases, the order of the head to postpone or extend the vacation is not needed. These include (part 1 of article 124 of the Labor Code of the Russian Federation):
—temporary incapacity for work of an employee that occurred during vacation;
— fulfillment by the employee of public duties during the vacation, if the law provides for exemption from work for this.

We make changes to the schedule. To reflect the transfer of vacations in the current calendar year in the form No. T-7, columns 8-9 are used.

The details of the order of the head to change the start date of the vacation are indicated in column 8 "Basis for the postponement of the vacation" of the schedule.

Column 10 "Note" the employee of the personnel service fills out if:
- in the current year, the employee was not granted leave (part 3 of article 124 of the Labor Code of the Russian Federation);
- the employee was recalled from vacation and part of it is transferred to the next year (part 2 of article 125 of the Labor Code of the Russian Federation);
— the leave to the employee was extended (part 1 of article 124 of the Labor Code of the Russian Federation).

In this case, in column 10, the personnel officer indicates the grounds for recall from vacation, its postponement or extension.

Changing the vacation schedule at the initiative of the employer

The order in which vacations are granted can also be changed at the initiative of the employer, if, for example, an employee's vacation in the current working year may adversely affect the work of the organization (part 3 of article 124 of the Labor Code of the Russian Federation).

In order for the employer's actions to change the schedule to be lawful, he must:
— obtain the written consent of employees (part 2 of article 125 of the Labor Code of the Russian Federation) (see the sample application for the employee's consent to postpone the vacation);

- issue an order or order on the postponement of vacations (see sample order).

Please note: the employer is obliged to provide the employee with the unused part of the vacation at any time convenient for him during the current working year or add it to the vacation for the next working year (part 2 of article 125 of the Labor Code of the Russian Federation).

And now consider an example of filling out the vacation schedule for 2009.

EXAMPLE 4.

Pastoral LLC employs nine people. When planning vacations for 2009, the HR specialist found out the following:
- none of the employees of the organization has the right to additional leave;
— there are no employees who have the right to leave at any time convenient for them;
- due to production needs Chief Accountant E.A. Ovechkina in 2008 was on vacation for only 14 calendar days;
—general manager I.V. Pastukhov and manager of the telephone sales department E.L. Krolikova decided to break the annual vacation into parts, so their names are included in the schedule twice.

During 2009:
— marketer A.N. Gorny fell ill during his vacation, and on the basis of a sick leave, his vacation was extended by five days;
— head of the customer service department I.R. Baranov wrote a statement about the postponement of leave for family reasons;
— freight forwarder V.O. Ruchev was recalled from vacation due to production needs.

There is no elected trade union body in Pastoral LLC, therefore the line reflecting its opinion is not filled in. Additional column 11 is not included in the schedule. What should the holiday schedule look like at the end of 2009?

SOLUTION. Consider how you need to fill out the vacation schedule during the year. Note that the employees got acquainted with the start date of the holidays by signing the notice. This document was attached by the personnel officer to the schedule. The vacation schedule for employees of Pastoral LLC is shown in the table.

For 2019, in order to avoid complaints and fines from the state labor inspector? In the article, we offer you a practical guide on how to correctly form a vacation schedule, a sample of filling out 2019, download a standardized document form.

Vacation schedule: Labor Code of the Russian Federation on mandatory requirements

The issues of granting certain types of vacations to employees are considered by the norms of Chapter 19 of the Labor Code of the Russian Federation.

Basic and additional holidays are provided to employees according to the vacation schedule, the maintenance of which is imputed to the employer by the norms of Art. 123 of the Labor Code of the Russian Federation. According to the provisions of this article:

the presence of a schedule is mandatory for the employer and employee;

the formation of the schedule for the next working year is carried out no later than two weeks before the end of the current year;

the schedule is formed taking into account the wishes and in agreement with the employees and the trade union (if any).

The absence of a schedule threatens the employer with a fine under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation: 1-5 thousand rubles. for individual entrepreneurs and officials, 30-50 thousand rubles. for legal entities.

The vacation schedule for 2014 must be approved no later than December 17, 2013. You will learn how to collect information from employees about desired vacations for the next year; how to systematize and connect them; in what form to draw up a vacation schedule (after all, the unified form No. T-7 of the State Statistics Committee is no longer mandatory); in what order the information in the schedule is filled in and how they are then adjusted if employees actually go on vacation not at the planned periods.

But the most common type of leave, which applies to all employees, is annual paid leave. Everyone in your organization should (ideally) take annual paid leave in the following year. It is clear that most want to relax in the summer. But they can’t all go on vacation at once - someone needs to stay and maintain the organization’s performance. So we have to agree among ourselves: who goes this summer, and who next, in what order the interchangeable employees will go on vacation, having time to transfer cases to each other, and so that it is as convenient as possible for everyone. The results of such agreements are recorded in the vacation schedule, which must be drawn up for the next year no later than 2 weeks before it starts (in 2013, the approval date for the vacation schedule for 2014 should be no later than December 17). It should be taken into account that:

• first, the prepared draft schedule must be approved by the elected trade union body of your organization, if any (see the date marked with number 1 in Example 6);
• then the document is signed by the head of the personnel service (number 2) and
• only after that it is approved by the head of the organization (number 3).

Although the dates of registration of these details may coincide.

If the organization does not have a vacation schedule or it was created in violation of the current legislation, then the employer may be held administratively liable in accordance with Art. 15.27 of the Code of Administrative Offenses of the Russian Federation (we will talk about its sanctions later).

Who will not be able to get into the vacation schedule?

Annual paid leave is granted to all employees working under an employment contract, regardless of the period for which it is concluded (indefinite or fixed-term). Seasonal workers and those employees whose labor relations are registered part-time are also entitled to it.

Persons with whom a civil law contract has been concluded are not granted annual paid leave, since labor legislation and other acts containing norms labor law, do not apply to them (Article 11 of the Labor Code of the Russian Federation).

Let's say that in December 2013 your organization approves the vacation schedule for 2014, and new employees are hired in January 2014 or later. In 2014, they will have only the first year of work in your organization - the holidays of these particular employees in the schedule cannot be reflected in its preparation. Therefore, the algorithm for processing documents for the provision of annual paid leave has 2 options (see Scheme 1):

• to provide leave for the 2nd and subsequent years of work with this employer on the basis of the approved vacation schedule and
• for the 1st year of work - based on the employee's application and with the approval of the management (in non-standard cases that could not be planned in advance in the vacation schedule, for example, when transferring vacation for long-term employees, its new dates are also determined according to this algorithm).

Scheme 1

A set of documents for registration of annual paid leave

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Key Aspects

Annual basic paid leave is provided to employees duration 28 calendar days(Article 115 of the Labor Code of the Russian Federation). And non-working holidays falling on the period of annual paid leave are not included in the number of its calendar days (Article 120 of the Labor Code of the Russian Federation). Therefore, many try to "capture" such days on their vacation (see Example 1).

Example 1

Non-working days and holidays are not included in the vacation period

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Suppose an employee takes a vacation of 14 calendar days starting from 03/03/2014. The vacation period is highlighted in orange on the calendar.

If this period did not include a holiday, then a person would have to go to work on 03/17/2014 on Monday.

But March 10 is a non-working day (International Women's Day was transferred to it from March 8, which falls on Saturday in 2014), so it is not included in the number of 14 calendar days and a person can go to work a day later - on Tuesday 03/18/2014 .

But at the same time, you have to be very careful. To extend your vacation due to holidays, it is better to indicate in the application not only the vacation period (its start and end dates), but also the number of calendar days. In this case, you should write: “I ask you to provide me with another vacation from 03/03/2014 to 03/17/2014 inclusive for 14 calendar days.”

The labor legislation provides for categories of employees who have a different vacation duration:

• disabled people - at least 30 calendar days;
• teaching staff- from 42 to 56 calendar days;
• employees under the age of 18 - 31 calendar days (Article 267 of the Labor Code of the Russian Federation);
• employees who have concluded an employment contract for up to 2 months receive paid leave or compensation upon dismissal at the rate of 2 working days for 1 month of work (Article 291 of the Labor Code of the Russian Federation);
• seasonal workers - 2 working days for each month of work (Article 295 of the Labor Code of the Russian Federation).

As a general rule, an employee has the right to leave if he has worked in the organization continuously for at least 6 months. Moreover, the Labor Code of the Russian Federation does not provide for the provision of incomplete annually paid leave, that is, in proportion to the hours worked. It is provided in full, the established duration (letter of Rostrud dated December 24, 2007 No. 5277-6-1). Thus, if an employee, having worked for six months, asks for a vacation in the amount of 28 calendar days, which are due for a whole year of work, the employer must give it.

The right to the next 28 calendar days of vacation arises for the employee after the start of the 2nd working year, and not from January 1 of the next calendar year. This procedure is enshrined in Art. 122 of the Labor Code of the Russian Federation, because the working year begins from the day a person enters work on the basis of employment contract(this is illustrated in Example 2). However, leave for the 2nd and subsequent years of work may be granted at any time of the year in accordance with the order in which annual paid leaves are granted, established in the schedule of a particular employer.

Example 2

Determine the year of work with a particular employer

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The employee was hired on 08/01/2010, then the years of his work in this organization will look like this (as a general rule, if there are no exceptions provided for in Article 121 of the Labor Code of the Russian Federation):

To calculate the length of service, giving the right to annual paid leave, one should be guided by Art. 121 of the Labor Code of the Russian Federation. At the same time, if any periods of time, in accordance with this article, are not included in the length of service for vacation, then the end of the working year is postponed by the number of days of absence of the employee excluded from the length of service for vacation.

Example 3

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The length of service giving the right to the annual basic paid leave includes the time of unpaid leave granted at the request of the employee, not exceeding 14 calendar days during the working year.

If an employee's total duration of unpaid leave during the working year was 19 calendar days, then when calculating the length of service giving the right to annual paid leave, calendar days starting from the 15th day are not taken into account. Such clarifications are given in the letter of Rostrud dated June 14, 2012 No. 854-6-1.

At the same time, by agreement of the parties Paid leave can be granted to an employee even before the expiration of 6 months of work..

In addition, the employer is obliged to provide it to a number of categories of employees at their request in any case (Article 122 of the Labor Code of the Russian Federation):

• women - before maternity leave or immediately after it;
• employees under the age of 18;
• employees who have adopted a child (children) under the age of 3 months;
• in other cases stipulated by federal laws.

As for women going on maternity leave, regardless of the length of service, they are granted annual paid leave at their request. To do this, a woman needs to write an application and attach documents confirming pregnancy, and the employer is obliged to provide such leave (letter of Rostrud dated 03/18/2008 No. 659-6-0).

It should be remembered that it is prohibited not to provide annual paid leave for two consecutive years, as well as the failure to provide annual paid leave to employees under the age of 18 and employees employed in work with harmful and (or) dangerous working conditions (Article 124 of the Labor Code of the Russian Federation).

Otherwise, the employer is threatened with sanctions in accordance with Art. 5.27 of the Code of Administrative Offenses of the Russian Federation:

• a fine for officials ranges from 1,000 to 5,000 rubles, and for a repeated violation - disqualification for a period of 1 to 3 years;
• a fine for individual entrepreneurs - from 1000 to 5000 rubles or an administrative suspension of activities for up to 90 days;
• fine for legal entities- from 30,000 to 50,000 rubles or administrative suspension of activities for up to 90 days.

By agreement of the parties vacation can be divided into two parts, one of which (any in order) cannot be less than 14 calendar days. At the same time, it is not legally established how many parts a vacation can be divided into. Therefore, if an agreement is reached between the employee and the employer, then the duration of a separate part of the vacation can be any (at least two days).

Pay attention to the following position Federal Service on Labor and Employment of the Russian Federation, set out in the letter dated July 17, 2009 No. 2143-6-1 (hereinafter referred to as the Letter):

• the employer does not have the right to independently resolve the issue not only of dividing the annual paid leave into parts, but also of the duration of these parts (in particular, it is mandatory to require the employee to include days off on vacation), this issue is resolved only by agreement of the parties to the employment contract;
• thus, when an employee is granted part of the vacation, for example, lasting 2 calendar days (Thursday and Friday), in accordance with his application, days off are not included in it (on vacation).

But in practice, very often this situation occurs when the employer, providing vacation for 5 calendar days (from Monday to Friday), without fail adds 2 more calendar days (Saturday and Sunday) to them. In total, it turns out that the employee goes on vacation for 7 calendar days (and the precious 28 days of vacation for a person are melting before our eyes).

If you need arguments to protect your rights regarding the duration of the vacation, you can use the above Letter in your defense.

How to take into account the opinions of employees?

The vacation schedule is compiled for all structural units for the year. When compiling it, the provisions of the legislation of the Russian Federation, the features of the organization's activities and the wishes of employees are taken into account. We emphasize that the wishes of employees are taken into account to the extent possible (the legislator clearly stipulated whose requests and in what cases become mandatory for the employer, for example, the spouse of a military man must be granted leave at the same time as her husband).

To make it easier to collect the wishes of employees, you can develop an application form or questionnaire for them, on which it is easier to display the opinions of the coordinating persons and the decision of the manager. It is better to make a questionnaire:

• Option 1 - for the vacation of each employee - a separate questionnaire:
  • the employee expresses his intention;
  • then it is evaluated by the immediate supervisor, who knows the situation in the department as a whole, and, if necessary, corrects the requested vacation period. Not only the immediate supervisor, but also managers of a higher level or related departments can enter their opinion on the questionnaire;
  • the opinion of the highest-ranking leader (if there are several of them on the questionnaire) is final,
  • if it differs from the employee’s initial request for his vacation, then it is important that the employee reflects in writing on this sheet his acquaintance (or better, consent) to the changes, affixing the date and signature;
• Option 2 - information on vacations of all employees of the department is collected on sheet 1: each has its own line in the table.

You can make a questionnaire of any kind, based on the developments we have proposed. If you have completed documents in your hands, from which you can see who wants to go on vacation when, this means that you have done work to take into account the opinions of employees when preparing the vacation schedule(this is exactly what the Labor Code of the Russian Federation requires from the employer).

When the wishes of all employees are collected in a table of one document or in separate questionnaires, it is easier for the manager to analyze the information and see which wishes are easily achievable, and which ones are mutually exclusive and require adjustment.

The result of the analysis is entered into the draft vacation schedule.

How to schedule vacations?

We remind you that form No. T-7 of the vacation schedule was approved by the Decree of the State Statistics Committee of Russia No. 1 dated January 5, 2004. But in connection with the entry into force of the Federal Law No. 402-FZ dated December 6, 2011 “On Accounting”, according to his art. 9, forms of primary accounting documents commercial organization now claims its head, they only have to contain required details listed in this article.

In practice, it is easier to use the time-tested and familiar form No. T-7 and approve it in the organization (if necessary, correct it a little).

How to complete the schedule?

The tabular part of the graph (we are talking about the usual form No. T-7) can be compiled as in alphabetical order, as well as in chain of command. It is possible to accept the filling order in order of scheduled vacation dates. The column "Number of calendar days" indicates the total number of calendar days of annual paid leave, while summing up the main and additional holidays.

Vacation includes not only basic and additional paid vacation, but also calendar days not used by the employee for previous periods. At the same time, annual leave for previous working periods (which could not be taken earlier) can be provided either as part of the vacation schedule for the next calendar year, or by agreement between the employee and the employer (both algorithms are shown in the Scheme). Such clarifications are given by Rostrud in a letter dated 01.03.2007 No. 473-6-0.

But it should be remembered that according to Art. 124 Labor Code of the Russian Federation annual paid leave must be used no later than 12 months after the end of the working year for which it is granted.

At the time of approval, columns 1 to 6 must be filled in the tabular part of the vacation schedule: structural subdivision, position (specialty, profession) staffing, FULL NAME., Personnel Number(if assigned), the number of planned vacation days and the planned start date (see Example 4).

The following columns (7-10) are filled in as employees use their vacation. So, the actual vacation date (column 7) is filled in after it ends.

Columns 8 and 9 (the document-the basis for the postponement of the vacation and the new date of its start) are filled in on the basis of the order to postpone the vacation within the same year. If the vacation was not provided at all or shifted to another year, then such information is reflected in the last 10th column "Note". Other information may also be entered here, for example, why the employee has more than 28 calendar days of annual leave or why he is given less than 28 calendar days of leave in a given year.

How to notify employees about upcoming vacation?

The employer is obliged to notify the employee against the signature of the start time of the vacation no later than 2 weeks before it starts (Article 123 of the Labor Code of the Russian Federation). To do this, you can create a log that reflects the fact of the notification.

In some organizations, immediately familiarize all employees with vacation schedule after its approval, but the inspection authorities are skeptical of this option - after all, if a person has a vacation in November 2014, and notifies him by familiarizing himself with the schedule at the end of 2013, then he may well forget about it. By the way, the obligation to acquaint employees with the vacation schedule of an organization or department is not established at the legislative level. Such a decision can be made within the organization by adding an additional column to the vacation schedule, where employees will sign the familiarization under their vacation data - and here it is important:

• next to the signature on familiarization put the date of familiarization;
• familiarize employees with the schedule not immediately after its approval, but each separately 2-3 weeks before the start date of his vacation.

Thus, they will be notified in a timely manner of the start time of their vacation.

The third way of notification is to send a separate document to the employee no later than two weeks before his vacation. This option has a number of advantages over the previous ones:

• the employee receives information about himself and does not see "extra";
• if a person’s circumstances have changed and he would like to postpone his vacation, then he will be able to reflect this in this document;
• moreover, it is possible to develop a notification form in such a way as to notify the direct supervisor of the future "vacationer" about the vacation, who will also be able to assess the prospects for the imminent loss of a fighter and have time to make their own adjustments;
• whoever initiated the postponement of the vacation, the other party should be able to indicate their position in writing.

After all, the approved vacation schedule is mandatory for both the employee and the employer. Therefore, the possibility of derogating from it in most cases is permissible only with the consent of both parties (unless a special procedure is prescribed by the legislator for this case, because an employee, for example, may be necessary for the organization to eliminate the consequences of an accident at work that threaten the life and health of other members of the team) .

When is the best time to go on vacation in 2014?

To lengthen your vacation, you can choose the dates of your vacation so that they adjoin weekends and non-working holidays, or “capture” holidays (as in Example 1). Therefore, many are trying to "attach" to the vacation such long holidays as May or New Year's.

But here you need to understand what is more important to you. In months generous with holidays, the amount of vacation pay will be less than in others. Let's see this clearly:

Example 5

The ratio of the cost of a working day and a vacation day in different months of 2014

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Let's say the salary of an employee is 40,000 rubles. and it works full billing period. Then it is easy to calculate the cost of his working day, as well as the average daily earnings for vacation pay. Let's use the data in the following table. For example, in January:

• the cost of a working day: 40,000.00 rubles. / 17 working days of the month = 2,352.94 rubles;
• vacation day cost: 40,000.00 rubles. × 12 months / 12 months × 29.4 = 1,360.54 rubles.

The difference between these two indicators (see the last column) shows in which month, going on vacation, the employee loses more.

The smaller the deviation between the cost of a working day and the cost of a vacation day, the less the employee loses by going on vacation that month.

The scheduling of employee vacations for the coming calendar year with the signature of the head is carried out in each organization no later than two weeks before January 1. This rule is laid down in the 123rd article of the Labor Code. That is, for example, 12/17/2016 is the last date of its approval when drawing up a vacation schedule for 2017.

What does it contain

Its purpose is to reflect information on the distribution of paid annual leave for each of the employees. Such data are planned for the entire calendar year on a monthly basis. The personnel service is engaged in the development of the schedule, which takes a lot of time from its specialists.

The organization of the procedure for collecting and processing the necessary information may be different. In some organizations this work is entrusted to a specialist specifically allocated for this, in others duties are distributed differently. Each of the employees of the personnel department is in charge of specific divisions.

Drawing up a vacation schedule is a responsible procedure. It is necessary to take into account a large number of factors - from the wishes of the employees themselves regarding the current deadlines to the important needs of the production process. At the same time, it is necessary to monitor compliance with labor laws. It is possible and necessary to reflect the order and all the nuances and conditions regarding this issue in the main local acts of the organization. That is, they must be spelled out on the pages of the collective agreement or PWTR.

Vacation schedule order: sample and main content

The procedure for filling out such a schedule must be described in detail in the instructions regarding questions personnel office work. If she is not there, work should begin with the issuance of an appropriate order - on drawing up a vacation schedule. What does it have to contain?

1. Full name of the specialist who is responsible for preparing this document.

2. Terms of coordination with employees of their specific wishes regarding the dates of the start of the vacation of each.

3. The day by which the head of the structural unit settles the above wishes with the plans for the production work of each department.

4. Deadline for submitting the draft schedule to management for approval.

Below we offer a look at a sample of scheduling vacations in the form of an appropriate order.

Main principles of work

What requirements must be taken into account when scheduling vacations? He is obliged to imply the features of production, compliance with the technology of work and the principle of interchangeability of employees. The possibilities for this are laid down by the Labor Code of the Russian Federation. In order to avoid disagreements and disputes, the order of vacations with the procedure for determining it is mandatory prescribed in a collective agreement or other regulatory local act. For example, it is mandatory to indicate the impossibility of simultaneously leaving the head of the unit and his deputy on vacation.

Depending on the specifics of the organization, the provision of annual leave only for certain months can be recorded at the documentary level. For example, they come to schools only in the summer, otherwise the learning process can be disorganized. There are situations when it is convenient to send most of the team to rest at once. This is often associated with seasonal ups and downs in the work of a particular production.

But in most cases, the best option is a relatively even distribution of vacations throughout the calendar year.

Where to begin?

What are the basic rules for scheduling vacations? The personnel service usually deals with the preparation of its project in organizations. For convenience, special forms are used. V modern conditions generally accepted computer programs for scheduling holidays. At the preliminary stage, information on the use of their employees for the past period is analyzed with the determination of the possible number of days of rest for the current year. The presence of employees belonging to preferential categories and entitled to priority in the queue is specified.

Then the data on employees is transferred to the management of individual departments. Their task is to clarify the opinion of the employee when drawing up the vacation schedule (each personally) regarding the date of departure or the possibility of division into parts. Such wishes should be reasonably coordinated with the work plans of the unit during the year, on the basis of which the optimal sequence is developed. Thus, all departments settle their own projects.

Having collected the results together, the personnel department is preparing, on their basis, a consolidated vacation schedule for the entire organization, which is then submitted for approval to management.

What is required to be included

This includes paid annual leave - basic and additional, as well as those calendar days that have remained unused by employees in the current year. The standard duration of the main vacation is 28 days (calendar). Some categories of employees who work according to the law use vacations of a longer duration. Who are we talking about?

Minor (under 18 years old) employees, according to Article 267 of the Labor Code, enjoy the right to a vacation of 31 calendar days. Disabled leave, according to the 23rd article of the Federal Law No. 181, concerning issues social protection this category must not be shorter than 30 days. and other teachers - from 42 to 56 days (in all cases we are talking about calendar days) depending on the type of educational institution ( Kindergarten, school) and positions. This provision is regulated by Article 334 of the Labor Code of the Russian Federation, as well as by special Government Decree No. 724, adopted in 2002.

The rights provide for rest for 30-35 days annually on the basis of Federal Law No. 79, adopted in 2004.

About additional holidays

Above we talked about the main annual paid holidays. In addition, according to Article 116 of the Labor Code of the Russian Federation, there are also additional holidays. Those who are employed in hazardous and hazardous work(or having a special character), work in abnormal conditions, in areas of the Far North, etc., as well as in some other specific cases specified by law.

Each of the employers, taking into account their financial and production capabilities, has the full right to establish additional leave for employees own initiative. The procedure for such a procedure, as well as the standard rules for scheduling vacations, is approved by the collective agreement, taking into account the opinion of the trade union organization. When calculating the total duration, the days of additional holidays are summed up with the main ones and reflected in the schedule.

About preferential categories

When compiling it, one should not forget that the organization may have employees who have the right to leave at a time that is convenient for them. You should start scheduling directly with these people. To whom does such a privilege shine?

1. Minors under the age of 18 (according to Art. No. 267 of the Labor Code).

2. Part-time workers (leaves at the main job and additional work must coincide in time - article 286 TK).

3. husband and wife in this case must match - article 11 of the Federal Law No. 76 on the status of military personnel).

4. Women before or immediately after maternity leave, or at the end of leave given for long-term care of a child - Article No. 260 TK.

5. To those employees whose wives use maternity leave - Article 123 TK.

Even after coordinating all the dates and terms with representatives of the above categories, the manager must be prepared for the situation when one of them changes during the year decision and apply for leave from another date. In this case, the boss does not have the right to refuse.

The procedure for scheduling vacations in individual cases

Employees can plan vacations in whole or in parts. Sharing it, one should adhere to the requirements of Article 125 of the Code. They are as follows: at least one of the parts must be equal to 14 calendar days or more. The reason is simple and related to concern for the health of citizens. The recovery period after hard work during the year for a person is at least two weeks.

Another nuance is that such a division into parts of vacation time is possible only by agreement between the employee and management. If one of them is against, you cannot split the vacation. The head confirms his consent to such a separation by signing the schedule or order of vacations. And where exactly the other party signs - the employee - is not regulated by law. Individual organizations use different methods to obtain this confirmation.

1. When the initiative to share a vacation is the work of an employee, an application is submitted to him asking for it. This is done before the date the schedule is to be approved. If the employer agrees, a resolution "permit" is affixed to the application with a date and signature.

2. In a situation of initiative on the part of management, when developing a vacation schedule, the employer may offer the employee to divide the main vacation into the required number of parts, indicating the start and end dates of each of them. If the initiative meets with understanding, the subordinate will have to confirm - "I have read and agree" - in the same way, with his own signature, its transcript and the current date. This form of reaching agreements is in line with legally accepted norms. But this method requires some time.

3. In the form of the schedule, an additional column is introduced - "I have read and agree" - and the lines provided for the signatures of employees with decoding. By signing, the employee confirms the absence of claims on vacation dates and the facts of his possible division into "pieces". Thus, working time is saved.

note

This method is ubiquitous, but there are some nuances. It cannot be called completely correct. Let's say the signatures of all employees except one have been received. With a categorical refusal to force his leadership has no right. We will either have to draw up a new schedule, or take care of collecting the signatures of all the rest again. That is, this method is rather doubtful from the point of view of the law.

In some organizations, the internal regulations already contain a clause on granting vacations twice a year (each equal to 14 calendar days). By default, the employee's signature is assumed when reading this document as consent to such a separation. But Article 8 of the Labor Code of the Russian Federation regards this as a deterioration in the position of the worker. The fact is that the PVTR is an organization, and expresses only the will of the leader, but is not an agreement of the parties labor relations. This status does not change and taking into account the opinion of the representatives of the trade union.

About newcomers, part-timers and mothers with children

What should you know about newly hired employees? The right to paid leave arises after six months of continuous activity in this place(122nd article of the Labor Code). By agreement with the employer, this period may be reduced. For a certain category of workers (minors, part-time workers, etc.), it does not depend on the length of service in this organization.

How to plan It's not that easy. Sometimes there is no information about the time of departure of such an employee on vacation at the main place. Most often this happens if the procedure for developing schedules in both organizations is carried out simultaneously. Since the obligation of simultaneous provision is strictly regulated, the timing of the vacation schedule will have to be planned, focusing on the words of the employee. And you should be prepared for a possible postponement of the date.

Should the schedule contain the names of employees on parental leave? In many organizations, it includes the names of all Women sitting with babies, the law does not oblige to include it, but it does not prohibit it either. In fact, it is unrealistic to plan the next vacations of this category in advance. After all, each of the workers enjoys the right to interrupt the leave of absence and return to official duties at any convenient moment.

In addition, there is no information on when this employee will want to exercise the right to annual leave. Therefore, such cases should always be considered on a case-by-case basis.

What about past years?

How to deal with unused vacations? Are they on the schedule or not? Can days not used for 2 years really "burn out"? According to the Letter of Rostrud No. 473-6-0 of 2007, such holidays are included in the general schedule or are provided at the request of the employee. It is more convenient if they are reflected when drawing up a vacation schedule for the 2017 (or any other) calendar year, as this will make it possible to visualize the state of affairs with accumulated unused rest days in the context of the entire organization.

According to the law, employees should be sent on vacation annually. Cases of transferring them to the next year are among the exceptions. Such "overdue" leave must be granted no later than 12 months after the end of the year for which it is due (Article 124). That is, drawing up a vacation schedule for 2017 implies entering into it the entire "debt" on rest days to employees for 2016.

It is prohibited to refuse to grant vacations for two years in a row, and privileged categories (minors and those working in hazardous, harmful conditions) is supposed to rest annually. "Burn" vacation can not. The rights of the employee to it are preserved, but the manager, if the fact of such savings is checked by the labor inspectorate, can be seriously punished.

Written in pen...

At the end of the procedure for approving the vacation schedule, it is mandatory for execution. This means that the authorities do not have the right to postpone the deadlines specified in the document without a particularly good reason. And the employee undertakes to use the days assigned to him according to what is written. If there is a need for any deviations, any of them is drawn up by an appropriate order with a note on the reason in the schedule.

If an employee is accepted after the approval of the document, he is sent to rest on the basis of additional order on scheduling vacations or on a personal application.

Design - what are the features?

The form of the vacation schedule can be developed by the organization independently, taking into account the requirements of Article 9 of the Federal Law No. 402 "On Accounting". It contains a list of details of primary accounting documents that are required. It is most convenient to take the T-7 (unified form) as a basis when drawing up a vacation schedule. If necessary, extra information can be removed from there, and additional columns added. For example, in the absence of a trade union body, the column on taking into account its opinion can be deleted.

The name of the organization, each structural unit, all positions, full names of employees are given in full, without abbreviations. In the case of granting holidays in parts, a separate line is allocated for each of them. The document is signed by the chief personnel officer and approved by the management of the organization. The date of scheduling is required. The opinion of the trade union body is taken into account if it is available at the enterprise.

Let's take care of people

Is it necessary for each employee to become familiar with the schedule? In this case, there is no consensus among labor law experts. Some of them refer such a schedule to local acts with the need to familiarize everyone under signature. Others agree that this is not necessary.

In practice, in most organizations, drawing up a vacation schedule still involves the collection of signatures of employees under it - in order to inform the latter. The schedule is usually placed in a public place on the information stand.

Notes to it may contain any information necessary personnel workers. For example - the reasons for the postponement of vacations, etc. It is customary to store the original document in the personnel department. A copy is usually provided to financial services for the purposes of accounting for the assessment and planning of material reserves for the payment of vacation pay. the rest structural divisions, as a rule, extracts from the schedule are issued for the convenience of organizing production activities.

The period of storage of such a document is one year after the end of the current calendar period. Its absence at the enterprise is fraught with administrative liability, as it is considered a violation. Article 5.27 of the Code of Administrative Offenses of the Russian Federation imposes a penalty for this in the form of a fine from one to five thousand rubles. ( officials) or 30,000-50,000 rubles. (legal).