An employment contract with a mechanic. Job description and duties of a tractor driver Labor contract with a tractor driver, a machine operator

All organizational aspects, rights, obligations and working conditions of employees at the enterprise contain such a document as job description... It is developed on the basis of labor protection laws and takes into account all the nuances of a particular profession.

Tractor driver profession

A tractor driver is a person who fully maintains and operates tractor-type equipment. With development Agriculture this profession becomes more in demand and relevant.

Depending on the power of the driven tractor and official duties to work with him, tractor drivers are divided into categories: 3, 4, 5, 6, 7 and 8.

Document structure

The standard instruction can be modified at some points, depending on the category and type of technique. But, in general, it has one structure and content.

This section contains basic moments concerning the profession of a tractor driver, what he should know and be able to do. It contains the following items:

1. Tractor driver profession status.
2. Who the employee reports to.
3. What serves as a guide for him in his work, what regulations, orders and instructions are applied.
4. What a tractor driver should know, brands and types of tractors, their device, what to do in case of breakdown and in case of an emergency. Also how to organize workplace, hygiene rules, who needs to report any misunderstandings.
5. What kind of work should the tractor driver perform.
6. Information on taking safety briefings and first aid.

Job responsibilities

The section contains all duties of the employee what he should do, what kind of work to do and what is in his area of ​​responsibility. For instance, the tractor driver is obliged:

• drive a tractor;
• inspect equipment, refuel and lubricate with oil as necessary, that is, provide proper care;
• in case of breakdowns, repair the tractor;
• upon detection of defects, draw up appropriate inventories and statements;
• start work only in overalls and after admission medical worker To her.

Rights

In addition to duties, the employee has and rights protecting his interests and providing comfort. Tractor driver's rights:

1. To create decent working conditions and a good workplace.
2. To provide all the necessary tools, protective equipment and protective clothing.
3. To provide communication with the management to communicate any information regarding its activities.
4. Make suggestions for improving production.
5. If you find any malfunctions, breakdowns or in the absence necessary tools the tractor driver can refuse to work on this technique.
6. The management is obliged to inform about projects and plans that relate to the activities of the employee, if he wants to know them.

A responsibility

Since the activities of the tractor driver are related to the property of the organization, it is labor contract, according to which he receives payment for his work and gets acquainted with his duties, that is he is responsible for his actions... It can be both material and administrative or criminal, depending on the oppositions committed.

The tractor driver is responsible for:

• refusal or improper performance of work duties;
• violation of the established rules of the internal order of the organization;
• violation of established fire safety rules;
• violation of the established rules of labor protection;
• negligent attitude to the provided tools and materials, their storage in violation of the rules;
• loss or theft of work equipment;
• damage to property, working equipment, both accidentally and intentionally.

By virtue of the exception, if the employee violated any rule for the first time, it did not entail serious consequences, he can be reprimanded and material punishment... In cases of serious or systematic violations, the type of responsibility is determined, the corresponding punishment and dismissal are established.

In order to correctly and in fact assess how well the tractor driver does his job, whether it is worth encouraging, rewarding or promoting him in position, his work is assessed. This is done by following criteria:

1. The amount of work done by an employee for a certain period of time.
2. The quality of this work, the efficiency of its implementation, the invention of new approaches to speed up production.
3. Handling the technician and equipment, respect for her.
4. Compliance with all the rules and regulations established at the enterprise, no violations.

Working conditions

When concluding an agreement between an employee and an employer, familiarization with the working conditions is mandatory:

• working day schedule;
• number of shifts per month;
• negotiation of additional shifts and hours, payment for them;
• the possibility of business trips and business trips;
• system of rewards and punishments;
• opportunity for career growth.

Procedure for the development and approval of instructions

Job description is an obligatory document, it is developed by an employee of the personnel department and a person responsible for labor protection. After drawing up it, the manager gets acquainted with the instructions and gives his approval.

Despite the same structure of the document, for each profession they develop their own job description, affecting all the nuances. Some firms practice such a moment as creating a job description for each employee individually.

Without familiarization with the job description and signature, the tractor driver does not have the right to start his labor duties.

Peculiarities

Depending on the type of activity of the work, the profession of the tractor driver is divided into several types, which have their own some features:

• tractor driver-driver of agriculture;
• wheeled tractor driver;
• tractor driver.

A tractor driver of this category performs agricultural work... He has a wider range of responsibilities, since he supervises lower-rank tractor drivers. He also focuses on tractors, trucks, transportation and loading.

Duties of the tractor driver:

• undergo a medical examination before the shift;
• work in special protective clothing;
• regularly undergo safety training and observe it in work;
• monitor all equipment under his control and under the control of tractor drivers under his control;
• monitor the condition of the crop, report any problems noticed;
• upon detection of sick pets, provide them medical assistance and report to whomever it is necessary.

Wheeled tractor

A wheeled tractor differs in that it has four large wheels, each of which has a drive. For agricultural work, it will not be very suitable, since under heavy weight and the presence of wheels unsuitable for soft ground, it will only damage the sown field. Such a tractor is best used for work with heavy traction and off-road conditions.

A tractor driver working on a wheeled tractor is also responsible for the safety and condition of the machinery.

The tractor driver participates in field work, making manual work much easier. He does jobs such as watering and planting seeds, plowing the land and many others. In his main job responsibilities includes:

• management of working equipment;
• farm work related to loading and unloading;
• work in the fields related to plowing, planting, watering, fertilizing;
• study of all safety techniques, rules of work in this area;
• repair and maintenance of equipment entrusted to him, refueling and lubrication.

Professional standards

As for other professions, for the tractor driver there are developed special professional standards , which clearly describe the direction of work, all labor functions, knowledge and skills related to a particular category. You can get acquainted with them directly through the Ministry of Labor of the Russian Federation.

In order to receive a decent wage, it is necessary to work in accordance with the requirements of the employer. To do this, you always need to competently study your job description, and the work will bring more pleasure, because there will be much fewer problems with it, and the trust in the employee will increase significantly.

1. SUBJECT OF THE EMPLOYMENT CONTRACT

1.1. The employee is accepted by the Employer to perform work in the position of c.

1.2. The employee is obliged to start working from "" 2020.

1.3. This employment contract comes into force from the moment it is signed by both parties and is concluded for an indefinite period.

1.4. Work under this contract is the main one for the Employee.

1.5. The place of work of the Employee is at:.

2. RIGHTS AND OBLIGATIONS OF THE PARTIES

2.1. The employee reports directly to the General Director.

2.2. The employee is obliged:

2.2.1. Perform the following job duties: .

2.2.2. Observe the Internal Labor Regulations established by the Employer, production and financial discipline, conscientiously treat the performance of their duties specified in clause 2.2.1. of this employment contract.

2.2.3. Protect the property of the Employer, observe confidentiality, do not disclose information and information that is a commercial secret of the Employer.

2.2.4. Do not give interviews, do not hold meetings and negotiations concerning the activities of the Employer, without the permission of his management.

2.2.5. Observe the requirements of labor protection, safety measures and industrial sanitation.

2.2.6. Contribute to the creation of a favorable business and moral climate at work.

2.3. The employer undertakes:

2.3.1. Provide the Employee with work in accordance with the terms of this employment contract. The Employer has the right to demand from the Employee to perform duties (work) not stipulated by this employment contract, only in cases stipulated by the labor legislation of the Russian Federation.

2.3.2. Ensure safe working conditions in accordance with the requirements of the Safety Rules and Labor Laws of the Russian Federation.

2.3.3. Pay for the Work of the Employee in the amount established in clause 3.1. of this employment contract.

2.3.4. To pay bonuses, remunerations in the manner and on the terms established by the Employer, to provide material assistance, taking into account the assessment of the personal labor participation of the Employee in the work of the Employer in the manner prescribed by the Regulations on remuneration and other local acts of the Employer.

2.3.5. Carry out compulsory social insurance of the Employee in accordance with the current legislation of the Russian Federation.

2.3.6. To pay in case of production necessity in order to improve the qualifications of the Employee, his training.

2.3.7. To familiarize the Employee with the labor protection requirements and the Internal Labor Regulations.

2.4. The employee has the following rights:

• the right to provide him with the work specified in clause 1.1. this employment contract;
• the right to timely and full payment wages;
• the right to rest in accordance with the terms of this employment contract and legal requirements;
• other rights granted to employees by the Labor Code of the Russian Federation.

2.5. The employer has the right:

• to encourage the Employee in the manner and in the amount stipulated by this labor agreement, collective agreement, as well as the terms of the legislation of the Russian Federation;
• to bring the Employee to disciplinary and material liability in cases stipulated by the legislation of the Russian Federation;
• exercise other rights granted to him by the Labor Code of the Russian Federation.

3. CONDITIONS OF EMPLOYEE PAYMENT

3.1. For completing job responsibilities The official salary is set for the employee in the amount of rubles per month.

3.2. When performing work of various qualifications, combining professions, working outside the normal working hours, at night, on weekends and non-working holidays, etc. The employee is paid the appropriate additional payments:

3.2.1. Work on weekends and non-working holidays is paid in double size.

3.2.2. An employee who performs for the same employer, along with his main job, stipulated by the employment contract, additional work for another profession (position) or an acting temporarily absent employee without being relieved of his main job, an additional payment is made for combining professions (positions) or performing the duties of a temporarily absent employee in the amount determined by an additional agreement to this contract.

3.2.3. Overtime work is paid for the first two hours of work not less than one and a half times, for the next hours - not less than double. At the request of the Employee overtime work instead of the increased pay, it can be compensated by the provision of additional rest time, but not less than the time worked overtime.

3.3. Downtime due to the fault of the employer, if the Employee warned the employer in writing about the start of the downtime, shall be paid in the amount of at least two-thirds of the Employee's average salary. Downtime for reasons beyond the control of the employer and the Employee, if the Employee warned the employer in writing about the start of the downtime, is paid in the amount of at least two-thirds of the tariff rate (salary). Downtime due to the fault of the Employee is not paid.

3.4. The conditions and amounts of incentives paid by the Company to the Employee are established in the collective labor agreement.

3.5. The employer pays wages to the Employee in accordance with the "Regulations on remuneration" in the following order:.

3.6. Deductions can be made from the employee's salary in cases provided for by the legislation of the Russian Federation.

4. MODE OF WORKING TIME AND REST TIME

4.1. The employee is assigned a five-day working week with a duration of 40 (forty) hours. The days off are Saturday and Sunday.

4.2. During the working day, the Employee has a break for rest and meals from hour to hour, which is not included during working hours.

4.3. Work of the Employee in the position specified in clause 1.1. the contract is carried out under normal conditions.

4.4. The employee is granted annual leave of 28 calendar days. Leave for the first year of work is granted after six months of continuous work in the Company. In cases stipulated by labor legislation, at the request of the Employee, leave may be granted before the expiration of six months of continuous work in the Company. Vacation for the second and subsequent years of work may be provided at any time of the working year in accordance with the order of granting annual paid vacations established in this Company. ...

4.5. For family reasons and other valid reasons, the Employee, upon his application, may be granted short-term leave without pay.

5. EMPLOYEE SOCIAL INSURANCE

5.1. The employee is subject to social insurance in the manner and under the conditions established by the current legislation of the Russian Federation.

6. WARRANTIES AND COMPENSATIONS

6.1. For the period of validity of this agreement, the Employee is subject to all guarantees and compensations provided for by the labor legislation of the Russian Federation, local acts of the Employer and this agreement.

7. LIABILITY OF THE PARTIES

7.1. In the event of non-fulfillment or improper fulfillment by the Employee of his duties specified in this agreement, violation of labor legislation, the Employer's internal labor regulations, other local regulations of the Employer, as well as causing material damage to the Employer, he bears disciplinary, material and other liability in accordance with the labor legislation of the Russian Federation.

7.2. The Employer bears material and other liability to the Employee in accordance with the current legislation of the Russian Federation.

7.3. In the cases provided for in the law, the Employer is obliged to compensate the Employee for moral damage caused by the unlawful actions and (or) inaction of the Employer.

8. TERMINATION OF THE AGREEMENT

8.1. This employment contract may be terminated on the grounds provided for by the current labor legislation of the Russian Federation.

8.2. The day of termination of the employment contract in all cases is the last day of work of the Employee, except for cases when the Employee did not actually work, but he retained his place of work (position).

9. FINAL PROVISIONS

9.1. The terms of this employment contract are confidential and cannot be disclosed.

9.2. The terms of this employment contract are binding legal force for the parties from the moment it is signed by the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.

9.3. Disputes between the parties arising from the performance of an employment contract are considered in the manner prescribed by the current legislation of the Russian Federation.

9.4. In all other respects that are not provided for by this employment contract, the parties are guided by the legislation of the Russian Federation governing labor relations.

9.5. The Agreement is drawn up in two copies with equal legal force, one of which is kept by the Employer, and the other - by the Employee.

10. LEGAL ADDRESSES AND PAYMENT DETAILS OF THE PARTIES

Employer Yur. address: Postal address: INN: KPP: Bank: Settlement / account: Correspondent / account: BIK:

Worker Registration: Postal address: Passport series: Number: Issued by: By: Phone:

11. SIGNATURES OF THE PARTIES

Employer _________________

Worker _________________

1. The Subject of the Agreement

1.1. The employee is hired as a mechanic.

1.2. This agreement is an agreement (underline as required):

at the main place of work;

2. Term of the contract

2.1. This agreement is concluded for an indefinite period.

3. Rights and obligations of the Employee

3.1. The employee has the right to:

3.1.1. Providing him with work as stipulated by the employment contract.

3.1.2. A workplace that meets the conditions stipulated by state standards of organization and occupational safety and the collective agreement.

3.1.3. Complete reliable information on working conditions and labor protection requirements at the workplace.

3.1.4. Personal data protection.

3.1.5. Working hours in accordance with applicable law.

3.1.6. Time relax.

3.1.7. Pay and work rationing.

3.1.8. Receipt of wages and other amounts due to the Employee, on time (in case of delay in the payment of wages for a period of more than 15 days - to suspend work for the entire period until the payment of the delayed amount with the notice of the Employer in writing, except as provided for in Article 142 Labor Code of the Russian Federation).

3.1.9. Guarantees and compensations.

3.1.10. Professional training, retraining and advanced training.

3.1.11. Labor protection.

3.1.12. Association, including the right to form and join trade unions to protect their labor rights, freedoms and legitimate interests.

3.1.13. Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement.

3.1.14. Conducting collective bargaining and the conclusion of collective agreements and contracts through their representatives, as well as information on the implementation of the collective agreement, agreements.

3.1.15. Protection of their labor rights, freedoms and legal interests by all means not prohibited by law.

3.1.16. Resolution of individual and collective labor disputes, including the right to strike, in accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws.

3.1.17. Compensation for harm caused to the Employee in connection with the performance of his job duties, and compensation for moral harm in the manner established by the Labor Code of the Russian Federation, other federal laws.

3.1.18. Compulsory social insurance in cases stipulated by federal laws.

3.2. The employee is obliged:

3.2.1. Ensure trouble-free and reliable operation of all types of equipment, their correct operation, timely high-quality repair and Maintenance, carrying out works on its modernization and increasing the efficiency of equipment repair maintenance.

3.2.2. Carry out technical supervision over the condition and repair of protective devices on mechanical equipment, buildings and structures of the workshop.

3.2.3. Organize training calendar plans(schedules) of inspections, checks and repairs of equipment, applications for centralized execution of major overhauls, for obtaining materials, spare parts, tools, etc. necessary for scheduled preventive and current repairs, drawing up passports for equipment, specifications for spare parts and other technical documentation.

3.2.4. Participate in the acceptance and installation of new equipment, work on certification and rationalization of workplaces, modernization and replacement of ineffective equipment with high-performance ones, in the introduction of mechanization tools for heavy manual and labor-intensive work.

3.2.5. Organize accounting of all types of equipment, as well as those that have worked out their depreciation period and are obsolete, prepare documents for their cancellation.

3.2.6. To study the operating conditions of equipment, individual parts and assemblies in order to identify the causes of their premature wear, to analyze the causes and duration of downtime associated with the technical condition of the equipment.

3.2.7. To develop and implement progressive methods of repair and restoration of units and parts of mechanisms, as well as measures to increase the service life of equipment, reduce its downtime and increase the shift, prevent accidents and industrial injuries, reduce the labor intensity and cost of repairs, and improve its quality.

3.2.8. Prepare lifting mechanisms and other objects of state supervision for presentation to state supervision authorities.

3.2.9. To carry out technical management of the lubricant-emulsion economy, to introduce progressive rates of consumption of lubricants and cleaning materials, to organize the regeneration of used oils.

3.2.10. Participate in checking the workshop equipment for technical accuracy, in establishing the optimal operating modes of the equipment, contributing to its effective use, in the development of instructions for technical operation, equipment lubrication and maintenance, and for the safe conduct of repair work.

3.2.11. Consider rationalization proposals and inventions concerning the repair and modernization of equipment, give opinions on them, ensure the implementation of the accepted proposals.

3.2.12. Organize accounting of the performance of work on the repair and modernization of equipment, control their quality, as well as the correctness of spending material resources released for these purposes.

3.2.13. Ensure compliance with the rules and regulations of labor protection, environmental safety requirements during repair work.

3.2.14. Supervise the employees of the enterprise's divisions who repair the equipment and maintain it in good working order.

3.3. The employee must know:

3.3.1. Resolutions, orders, orders, methodological, normative materials for the organization of repair of equipment, buildings, structures.

3.3.2. Organization of a repair service at the enterprise.

3.3.3. Unified system scheduled preventive maintenance and rational operation technological equipment.

3.3.4. Prospects for the technical development of the enterprise.

3.3.5. Specifications, design features, purpose, modes of operation and rules of operation of the equipment of the enterprise.

3.3.6. Organization and technology of repair work.

3.3.7. Methods of installation, adjustment and adjustment of equipment.

3.3.8. Fundamentals of the production technology of the company's products.

3.3.9. The procedure for drawing up passports for equipment, operating instructions, lists of defects, specifications and other technical documentation.

3.3.10. Rules for the delivery of equipment for repair and acceptance after repair.

3.3.11. Organization of lubricant and emulsion facilities.

3.3.12. Requirements rational organization labor during the operation, repair and modernization of equipment.

3.3.13. Advanced domestic and overseas experience repair service at the enterprise.

3.3.14. Fundamentals of economics, organization of production, labor and management.

3.3.15. Fundamentals of Labor Law.

3.3.16. Fundamentals of Environmental Legislation.

3.3.17. Labor protection rules and regulations.

3.4. The employee must have a higher professional (technical) education and work experience in the specialty in engineering and technical positions for at least 3 years or secondary vocational (technical) education and work experience in the specialty in engineering and technical positions for at least 5 years.

4. Rights and obligations of the Employer

4.1. The employer has the right:

4.1.1. Conduct collective bargaining and bargaining.

4.1.2. To reward the Employee for conscientious and effective work.

4.1.3. Require the Employee to fulfill his job duties and respect the property of the Employer and other employees, to comply with the rules of the organization’s internal labor regulations.

4.1.4. Bring the Employee to disciplinary and material liability in the manner prescribed by the Labor Code of the Russian Federation, other federal laws.

4.1.5. Adopt local regulations.

4.2. The employer is obliged:

4.2.1. Comply with laws and other regulations, local regulations, collective bargaining agreements, agreements and employment contracts.

4.2.2. Ensure occupational safety and conditions that meet occupational health and safety requirements.

4.2.3. Provide the Employee with equipment, tools, technical documentation and other means necessary for the performance of his job duties.

4.2.4. To pay in full the salary due to the Employee within the time limits established by the Labor Code of the Russian Federation, the collective agreement, the organization's internal labor regulations, and this agreement.

4.2.5. Carry out compulsory social insurance of the Employee in the manner prescribed by federal laws.

4.2.6. Compensate for harm caused to the Employee in connection with the performance of his labor duties, as well as compensate for moral damage in the manner and on the conditions established by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts.

5. Warranties and compensations

5.1. The Employee is fully covered by the benefits and guarantees established by legislation, local regulations.

5.2. Damage caused to the Employee by injury or other damage to health associated with the performance of his job duties is subject to compensation in accordance with the labor legislation of the Russian Federation.

6. Regime of work and rest

6.1. The employee is obliged to perform the labor duties provided for in clause 1.1, paragraph 3 of this contract, during the time established in accordance with the internal labor regulations, as well as in other periods of time that, in accordance with laws and other regulatory legal acts, relate to the worker time.

6.2. The employee is assigned a 40-hour working week with a standardized working day.

6.3. The Employer is obliged to provide the Employee with time for rest in accordance with the current legislation, namely:

- breaks during the working day (shift);

- daily (inter-shift) vacation;

- days off (weekly continuous vacation);

- non-working holidays;

6.4. The employer is obliged to provide the Employee with annual paid leave with a duration of:

- main vacation ____________ calendar days (at least 28 days);

- additional vacation _____________________ days.

7. Terms of remuneration

7.1. The Employer is obliged to pay the Employee's labor in accordance with laws, other regulatory legal acts, collective agreements, agreements, local regulations and an employment contract.

7.5. The employer is obliged to pay wages to the Employee (underline the necessary):

- in the place where he is performing work;

- by transfer to the bank account specified by the Employee.

8. Types and conditions of social insurance

8.1. The employer is obliged to carry out social insurance of the Employee provided for by the current legislation.

9. Responsibilities of the parties

9.1. The party to the employment contract that caused the damage to the other party will compensate for this damage in accordance with applicable law.

10. Duration of the contract

10.1. This agreement comes into force from the date of its official signing by the Employee and the Employer and is valid until its termination on the grounds established by law.

10.2. The date of signing this agreement is the date indicated at the beginning of this agreement.

11. Procedure for resolving disputes

Disputes arising between the parties in connection with the execution of this agreement are resolved in the manner prescribed by the labor legislation of the Russian Federation.

12. Final provisions

12.2. Each of the parties to this agreement owns one copy of the agreement.

12.3. The terms of this agreement can be changed by mutual agreement of the parties. Any changes to the terms of this agreement are formalized in the form of an additional agreement signed by the parties, which is an integral part of this agreement.

13. Signatures of the parties

Source - "Office work in personnel service: study guide "," Prospectus "

Labor contract N ___
with tractor operator

__________ "___" __________ ____

We will refer to __ hereinafter
(name or full name)
"Employer", represented by ___________________________________________________,
(position, full name of authorized representative)
acting ___ on the basis of ________________________________________, with one
(document confirming authority)
parties, and ________________________________________, hereinafter referred to as
(Full name, passport data)
"Employee", on the other hand, has entered into this Employment Contract
(hereinafter referred to as the Agreement) as follows:

1. General Provisions

1.1. The Employer undertakes to provide the Employee with work in accordance with the specified labor function (position) provided for in this Agreement, to provide working conditions, to pay the Employee for his labor in a timely manner and in full, and the Employee undertakes to personally fulfill the specified in this Agreement labor function, comply with the employer's internal labor regulations.
1.2. Work under this Agreement is the main one for the Employee.
1.3. The employee is hired as a tractor operator-combine operator.
1.4. The Employee's place of work is ________________ (indicate district, region).
1.5. Working conditions - field.
Climatic conditions - ________________________________________.
1.6. Additional conditions and benefits established for the Employee (for example, free meals, housing, etc.): _____________________________.
1.7. An employee is hired for the period from "___" __________ ____ (beginning of sowing) to "___" __________ ____ (end of harvest).

2.1. In order to verify the compliance of the Employee with the work entrusted to him, the Employee is established a test with a duration of __ (______) months from the date of commencement of work.
2.2. The period of probation does not include the period of temporary incapacity for work and other periods when the Employee was actually absent from work.
2.3. If the test result is unsatisfactory, the Employer has the right to terminate this Agreement before the expiration of the test period, notifying the Employee about this in writing no later than __ (______) days, indicating the reasons that served as the basis for recognizing the Employee as having failed the test.
2.4. If the test result is unsatisfactory, the termination of this Agreement is made without payment of severance pay.
2.5. If the test period has expired, and the Employee continues to work, then he is considered to have passed the test and the subsequent termination of this Agreement is allowed only on a general basis.
2.6. If during the test period the Employee comes to the conclusion that the job offered to him is not suitable for him, then he has the right to terminate this Agreement under on their own by notifying the Employer about this in writing __ (____) days in advance.

3. Rights and obligations of the parties

3.1. The employee has the right:
3.1.1. To receive, in accordance with the established procedure, information and documents necessary for the performance of official duties.
3.1.2. Favorable organizational, technical and other conditions necessary for the performance of official duties.
3.1.3. Acceptance within the limits of their competence for the position held necessary decisions, participation in the preparation of decisions in accordance with official duties.
3.1.4. Making proposals to the management to improve production activities.
3.1.5. Development and improvement of the level of qualifications.
3.2. The employee is obliged:
3.2.1. Perform their labor duties in good faith, which include:
- control of the harvester;
- harvesting crops;
- filling the harvester with fuel and lubricating the harvester and all trailed devices;
- identification and elimination of malfunctions in the work of the combine;
- production of current repairs and participation in all other types of repairs of the serviced combine and trailers.
3.2.2. Follow the orders and orders of the Employer.
3.2.3. Observe the rules of record keeping, the procedure for working with information constituting a commercial secret, not to disclose information constituting confidential information (commercial secret).
3.2.4. Maintain a qualification level sufficient for the performance of their duties.
3.2.5. Comply with the internal labor regulations of the Employer.
3.2.6. Observe technological discipline, labor protection and safety requirements.
3.2.7. Take care of the property of the Employer and other employees, take measures to prevent damage that may be caused to the Employer.
3.2.8. Upon dismissal in full, transfer to the Employer all documentary and other professional information available to him, without leaving copies, draft records, working documents related to his work with the Employer, and return to the Employer the technical means provided to them, if they were provided, in the proper form.
3.2.9. After the termination of the employment relationship with the Employer, not to disclose the confidential information (commercial secret) of the Employer known to him.
3.3. The employer has the right:
3.3.1. Involve the Employee, if necessary, to participate in production meetings.
3.3.2. Conduct periodic certification of the Employee.
3.3.3. Require the Employee to provide complete information about his personal data.
3.3.4. Bring the Employee to disciplinary and material responsibility.
3.3.5. Require the Employee to fulfill his or her labor duties stipulated by labor legislation, this Agreement, internal labor regulations, other local regulations of the Employer and job descriptions, as well as compliance with labor discipline, working hours and rest.
3.4. The employer is obliged:
3.4.1. Provide the Employee with the necessary conditions for the proper performance of his job duties.
3.4.2. Do not create obstacles for the Employee in the exercise of their labor rights.
3.4.3. Provide the Employee with all guarantees and compensation provided for by this Agreement and labor legislation.
3.4.4. When hiring, familiarize the Employee with his local regulations and other documents that define the Employee's labor rights and obligations.
3.4.5. Pay insurance premiums and other compulsory payments in the manner and amount that are determined by federal laws.

4. Mode of work and rest

4.1. The mode of work and rest is established by this Agreement and the internal labor regulations.
4.2. The employee is set to _______-hour working day with ______-day working week with ______ day off (s) days (day) - _______________________.
Start time of the working day: ___ hours ___ minutes.
The end of the working day: ___ hours ___ minutes.
Lunch break time: from ___ hours ___ minutes to ___ hours ___ minutes.
4.3. For family reasons and other valid reasons, the Employee, on the basis of his written application, may be granted unpaid leave for a duration determined by agreement of the parties.

5.1. The employee is paid a salary of ______ (______________) rubles per month.
5.2. Wages for each month of work are paid twice a month: the first part - on the ___ day of the current (estimated) month, the second part - on the ___ day of the next month.
If the day of payment coincides with a day off or a non-working holiday, the payment of wages is made on the eve of this day.
5.3. Wages are paid at the location of the Employer or in another place specified by him (or by transferring Money to the Employee's bank account).
5.4. The Employer for high performance in work has the right to pay bonuses to the Employee in the manner and in the amount determined by the Employer.

6.1. For non-performance or improper performance By the employee through his fault of the duties assigned to him in accordance with this Agreement, the Employee may be brought to disciplinary responsibility by the Employer in accordance with the procedure established by the Labor Code Russian Federation.
In accordance with the Labor Code of the Russian Federation, the Employer has the right to apply the following disciplinary sanctions for non-fulfillment or improper fulfillment by the Employee of the labor duties assigned to him / her:
- remark;
- reprimand;
- dismissal.
6.2. For the damage caused to the Employer, the Employee bears financial responsibility in the cases, in the amount and in the manner provided for by the Labor Code of the Russian Federation.

7. Modification and termination of this Agreement

7.1. Any changes and additions to the terms of this Agreement, with the exception of cases directly provided for in it, are formalized by additional agreements, which, after their signing by the parties, become an integral part of it.
7.2. This Agreement may be terminated at the initiative of any of its parties on the grounds and in the manner established by the Labor Code of the Russian Federation.

8. Special conditions

8.1. Confidential information (commercial and official secret) is any information, regardless of the form of its presentation, concerning the Employer's clients, financial issues, sources and methods of obtaining orders for the Employer to carry out activities, ways of doing business, transactions made or completed, business correspondence, as well as other information , which became known to the Employee in connection with the performance of his official duties.
8.2. For disclosure by the Employee of information constituting an official or commercial secret (confidential information), the Employer has the right to bring the Employee to responsibility.
8.3. Relations between the parties not regulated by this Agreement are governed by the labor legislation of the Russian Federation.
8.4. Disputes and disagreements that have arisen between the parties, including on issues that are not reflected in the text of this Agreement, are resolved by agreement of the parties or in the manner prescribed by law.

9. Final provisions

9.1. This Agreement comes into force from the moment it is signed by the parties.
9.2. This Agreement is made in two copies of equal legal force, one for each of the parties.
9.3. The receipt by the Employee of a copy of this Agreement must be confirmed by the Employee's signature on the copy of this Agreement kept by the Employer.

10. Details and signatures of the parties

Employer: Employee:
____________________________________ ________________________________
(name of legal entity) (full name)
Legal / postal address: _______ Address: _________________________
___________________________________ ________________________________
TIN / KPP ___________________________ Passport data: _____________
PSRN ______________________________ ________________________________
Phone: __________ Fax: _________ Phone: _______________________
Email address: __________ Email address: _______
Bank details: _____________ Account ___________________________
___________________________________
(option:
___________________________________
(FULL NAME.)
The address: ____________________________
___________________________________
Passport data: ________________
___________________________________
Telephone: __________________________
E-mail address: __________
Check _____________________________)

_______________/______________ ___________________________
(Full name) (signature) (signature)

———————————
Information for information:
According to the Federal Law of 06.04.2015 N 82-FZ "On Amendments to Certain Legislative Acts of the Russian Federation regarding the abolition of the obligation to seal business entities" from 07.04.2015 business companies are not required to have a seal.

General Provisions

After signing the agreement, the parties have mutual rights and obligations, which they must strictly observe. According to him, the citizen undertakes to work and obey the working order in force in the organization, and the employer undertakes to provide the citizen with the work specified in the document and pay wages on time.

Before concluding an employment contract, the employer is obliged to familiarize the future employee with the organization's local regulations, job descriptions, work hours, terms of remuneration. After that, the completed contract forms are signed, an order is issued to hire a person and a corresponding entry is made in his work book.

Sample employment contract with an employee (2019)

Employment contract, form

The meaning of an employment contract

According to Art. 37 of the Constitution of the Russian Federation, each citizen can independently choose their type of activity and specialty. Work must be carried out in conditions that do not contradict the requirements of safety and hygiene. And the remuneration must be paid by the employer on time and in full twice a month.

The contract, completed and signed by the parties, is the fundamental legal fact that determines the emergence, change and termination of the service relationship between the employer and the employee. It establishes the legal connection between the worker and the employer and is a combination of legal regulations, which regulate the service relationship between the parties who signed the document. A sample employment contract with an employee in 2019 can be downloaded in our article.

It is necessary to distinguish an employment contract from contracts of a civil nature (contract, author's, performance of a certain type of work). Despite their similarities, they differ in the following dimensions:

• the subject of an employment contract is the employee's labor. The final result (book, painting, project) becomes the subject of civil law contracts;
• an employment contract involves the personal performance of work, it cannot be redirected to another performer. In civil law, this obligation must be enshrined in the text of the document itself;
• with an employment contract, the employee must obey the internal rules of the organization. There is no such obligation in civil law;
• in an employment contract, the employer must create normal and safe working conditions. Under civil law, the employee independently organizes his workplace.

Types of employment contracts

Most often, an employment contract with employees (a completed sample can be viewed in our material) is concluded for an indefinite period of time, that is, it does not specify the validity period of the document. But in some cases, it may set a time frame depending on the nature of the work or the conditions in which it will be performed. Such cases are considered in Part 1 of Article 59 of the Labor Code of the Russian Federation.

By expiration date:

• prisoners for an indefinite period;
• prisoners for a specified period (no more than 5 years).

It should be noted that a fixed-term employment contract may become an indefinite one. If, after the expiration of the time specified in it, the employee continues to work, the document loses its urgency and is considered concluded for an indefinite period. At the same time, a new, unlimited, contract can be omitted.

At the same time, an open-ended contract can become urgent, but this must be justified by paragraphs of Art. 59 of the Labor Code of the Russian Federation. To transfer, you need to terminate the previous one and conclude a new contract for a certain period.

By the nature of the working relationship:

• at the main place of employment;
• at a part-time job (part-time job is impossible without concluding an employment contract, this is the main condition for this type of employment);
• temporary work (if the nature of the work requires it to be completed in less than 2 months. It can also be when replacing an employee who is on sick leave);
• short-term contract;
• with seasonal workers;
• with employees working from home;
• on the state (municipal) service.

It must be borne in mind that labor legislation and other legal acts related to labor relations do not apply to certain categories of citizens, provided that they are not employers or their representatives:

• military personnel in the performance of their military duties;
• persons working on the basis of civil contracts;
• other persons established by the Federal Law (Article 11 of the Labor Code of the Russian Federation).

By type of employer:

• agreements concluded with organizations - legal entities and individual entrepreneurs;
• contract with an individual. In this case, the employer is an individual without registration of an individual entrepreneur. Most often, these employers enter into a contract with service personnel.

Sample employment contract (2019)

Depending on the legal status employee:

• signed with minor citizens;
• prisoners with persons who carry out family responsibilities;
• issued with foreigners;
• signed with stateless persons.

By the nature of working conditions, the division is as follows:

• in normal working conditions;
• taking into account employment at night;
• prisoners with citizens working in the regions of the Far North and in territories equated to them;
• in conditions of work in hazardous production.

Types of employment contracts depending on the amount of work performed:

• about the main job;
• about part-time work.

In the first case, the employee works for the employer full-time throughout the working day. Here he also has a work book.

In the second, a person works in his free time from the main work. Such labor cannot last more than four hours a day. The document signed with the employee indicates that the work performed is precisely part-time. Such a document can be concluded both at the main place of employment and with another employer. In this case, it is possible to conclude contracts for part-time work with an unlimited number of employers, except for the exceptions established by the legislation of the Russian Federation.

It is not allowed to conclude part-time contracts with persons under 18 years of age, as well as with those whose main work is classified as heavy or carried out in harmful conditions labor, if the combination implies the same characteristics.

Of particular note are the contracts concluded with senior executives. When compiling them, there are some features, in comparison with other categories of workers, which need to be paid special attention to.

Form of employment contract

Let's answer the question: in what form is the contract concluded? For this, a standard form is used, approved by the Decree of the Government of the Russian Federation No. 858 of August 27, 2016.

The 2019 employment contract (you can download a sample in our article) is drawn up in writing in two copies. Each copy is signed by the director and employee. One is transferred to the employee, the second is kept by the employer. As a sign of receipt of a copy, the employee must personally sign the document kept by the employer.

If the employee starts work with the knowledge of the employer, the contract is considered concluded, even if it was not drawn up in writing. Despite this, the document must be drawn up and signed within three days. The form of an employment contract with an employee (2019) can be downloaded for free in our material.

Also, for some professions, the employment contract form can be downloaded at the end of the article.

Parties to an employment contract

The parties are the employee and the employer.

The employee is individual, who is 16 years old. The law does not prohibit the signing of a contract with 14-year-olds. But some conditions must be met:

• work should be easy;
• not to disrupt the educational process;
• the consent of the official representative, most often they are the parents of the teenager.

If you need a child younger age, for example, for a role in a movie or theater, then in addition to the previous conditions, there must be the consent of the guardianship authorities. And also proof that the work will not cause physical or psychological and moral harm to the child.

The employer is a legal or natural person who is not prohibited from entering into employment contracts.

According to article 57 of the Labor Code of the Russian Federation, the document must contain the following information:

• FULL NAME. the employee and the name of the employing company;
• passport details of the employee (and employer, if he is an individual);
• TIN of the employer;
• date and place of signing the employment contract.

Mandatory for inclusion in the document are information concerning the professional activity of a person:

• place of work. This is usually the organization itself. If the organization has structural units, then the place of work is the division that is indicated in the employment contract;
• position according to the staffing table;
• the date of commencement of work (if a fixed-term contract is concluded, the period of its validity is indicated);
• terms of remuneration (including the wage rate, additional payments, allowances and incentive payments);
• mode of work and rest. If they differ from the general rules established in the organization, then they should be discussed with the applicant for the job;
• guarantees provided by an employment contract;
• the nature of the work;
• working conditions at the workplace.

It may also include the rights and obligations of the employee and the employer, established by the Labor Code and internal regulations of the organization.

In addition, additional conditions may be included in the employment contract:

• about the probationary period;
• on non-disclosure of commercial secrets;
• on non-disclosure of secrets protected by law;
• on the types and conditions of additional insurance for the employee;
• on the employee's obligation to work for a certain period after training, which was carried out at the expense of the employer;
• about liability and others.

This data must contain an employment contract (sample 2019, you can download the form in our material). The completed document is signed by the parties. An administrative fine may be imposed for non-compliance with the rules for drawing up a contract by a labor inspector in case of checking personnel documentation.

If it is necessary to make changes to it, the new information can be formalized in the form of an additional agreement.

The structure of the employment contract

As a rule, the document consists of several sections, each of which spells out the rights and obligations of the employer and the employee. Typically, a contract contains the following sections:

1. Data of the parties: name of the organization, address, full name. head, full name applicant for the position, his contact details.
2. Further, it usually contains an indication of the position and division of the enterprise where the applicant will work.
3. The next paragraph of the employment contract is a description of the rights and obligations of the parties. The duties of the employee, which he must perform in accordance with the job description developed at the enterprise, are stipulated here. As well as the responsibilities of the employer. These include paying salaries on time, providing a subordinate with a safe workplace, inventory, and so on.
4. The next section regulates the modes of work and rest. The rate of remuneration and internal regulations are specified.
5. There may be a section with additional terms that do not fall into the main parts of the agreement.
6. At the end, the signatures of the parties and the date are put.

If at the conclusion of the contract some information or conditions from those listed by us were not included, this is not a basis for declaring it invalid or a reason for termination. The document must be supplemented with missing information. They can be entered either in the text itself, or indicated in a separate agreement of the parties. The supplementary agreement must also be drawn up in duplicate and signed by each of the parties.

Termination of an employment contract

An employment contract can be terminated at the initiative of the employee, that is, at his own request, and at the initiative of the employer.

Termination at the initiative of the employee occurs when writing a letter of resignation. Usually, in this case, no difficulties arise, in contrast to the termination of the working relationship at the initiative of the employer.

Termination of the employment contract by the employer is permitted before the end probationary period with three days' notice in writing. If the probationary period was passed successfully, then the termination of the employment contract can only be in the following cases:

• liquidation of an enterprise;
• staff reduction;
• repeated failure of the employee to fulfill his duties, as well as repeated appearance at the workplace in a state of alcoholic, drug and other intoxication;
• theft, embezzlement, deliberate damage to property;
• other cases defined by Art. 81 of the Labor Code of the Russian Federation.

Keeping an employment contract

After filling out the form of the employment contract, it remains only to sign it, expressing agreement with all the conditions specified in the document. As we already wrote, it is compiled in two copies, one of which is given to the hands of a newly minted employee, and the second remains in the organization. The signed document is kept in the personnel department.

The contract must be kept in the organization for 75 years, in accordance with clauses 656, 657 of the List of standard documents approved by Order of the Ministry of Culture of the Russian Federation No. 558 dated 08.25.2010, or until the enterprise is liquidated.

As a rule, hiring an employee is accompanied by the conclusion of an employment contract. All relations related to the conclusion, amendment and termination of an employment contract are regulated.

Features of drawing up a document

An employment contract is an agreement between the employer and the employee, according to which the employer undertakes to provide work, provide working conditions and pay for it on time, and the employee undertakes to perform the work for which he was hired, observing the rules of the order established by the employer -.

In an employment contract in mandatory should contain the following information:

1. Full name of the employee and employer, if the employer is entity, name of company.
2. Employee's passport data - number and date of issue.
3. TIN of the organization.
4. Data of the person who signed the contract on behalf of the enterprise, and the documents on the basis of which he was granted the right to sign this document.
5. Date and place of the conclusion of the contract.
6. The place of work is indicated without fail if hiring is carried out in a branch located in another locality.
7. The date of commencement of work is indicated only in the case of a fixed-term employment contract.
8. Remuneration for labor, namely, the salary according to the wage scale, allowances, bonuses and other incentive payments.
9. The mode of work and rest is indicated on a mandatory basis only if it differs from the general rules of the enterprise for which the employee is employed.
10. If the working conditions at the enterprise are dangerous or harmful to the health of the employee, then the contract must contain his guarantees and compensation provided for work in hazardous or hazardous production.
11. Conditions due to the nature of the work performed - traveling, mobile, etc.
12. Working conditions.
13. Conditions for concluding a binding agreement social insurance employee.

This information is mandatory, but their absence cannot be the basis for terminating the employment contract. The missing information is entered into the contract itself, and the missing conditions are entered into the annex to the contract -.

Form of contract

An employment contract must be concluded in writing and signed in two copies, one of which remains with the employee, and the second is kept by the employer. Issuance of a copy of the agreement is certified by the employee's signature on the copy of the employer's agreement.

Important! If the employment contract has not been drawn up in writing, but the employee has begun to perform his duties with the knowledge and permission of the employer, then such an agreement is considered concluded -.

Probation

A probationary period for employment can be established only by agreement of the parties. If there are no conditions for a probationary period in the contract, then the employee is considered hired without probation -.

If an employee was hired without signing an employment contract, then the condition for his testing can be established by a separate agreement concluded before the start of work.

During the probationary period, the employee has all the rights provided for by legislation, regulations, agreements and contracts containing labor law norms.

A probationary period cannot be assigned:

1. Minors.
2. Pregnant women, as well as women with a child under the age of one and a half years.
3. Persons who have passed the competition to fill the relevant position.
4. To persons who have received higher education for state programs and those applying for a job for the first time - within 1 year after they receive their diploma.
5. Employees who received a translation job, which was agreed with the management of the organization.
6. Employees in an elective position.
7. Employees who have entered into an agreement for a period not exceeding 2 months.

A probationary period for ordinary employees cannot be assigned more than 3 months. For managers, chief accountants and their deputies, as well as heads of branches and representative offices, the maximum probationary period is 6 months.

If the term of the employment contract does not exceed six months, then the probationary period cannot exceed 2 weeks. The trial period does not include the period when the employee is on sick leave, as well as the period of his absence from work.

Documents required to conclude a contract

When hiring, the employer has the right to require the following documents:

• Passport, or a document replacing it.
• Labor book.
• Insurance certificate.
• If a person is liable for military service, then a military registration document.
• Certificate of education and qualifications.
• Criminal record certificate.
• Additional documents due to the specifics of the work.

Important! When applying for a job, it is prohibited by law to require additional documents that are not provided for by the Labor Code of the Russian Federation, Federal Laws, as well as presidential decrees and Government decrees.

If a person first gets a job, then the employer draws up the work book himself. If the book has been lost, then the employer is obliged to replace it at the written request of the employee.

The contract is considered concluded from the date of its signing. The employee is obliged to commit to the implementation of his duties from the date specified in the contract. If the date has not been determined by the agreement, then the next day after the signing of the agreement.

If the employee does not take up his duties on the day established by the contract, then the employer has the right to cancel the contract. The canceled contract is considered invalid -.

Completed sample document

Employment contract No. ________

_____________ "____" ______________ 201__

LLC Firma represented by the director ____________________________, acting on the basis of the Charter, hereinafter referred to as the "Employer", on the one hand, and citizens _______________________________________________________________________, hereinafter referred to as _____, hereinafter referred to as the "Employee", on the other hand, have entered into this agreement on the following:

1. General Provisions.

1.1. An employee is hired at Firma LLC at the address: ___________________________________________ for the position of __________________________________________________________________.

1.2. The employee is obliged to start work from "____" _______________ 201 ___.

1.3. The employee is assigned a probationary period of ____________ months.

The trial period does not include the period of temporary disability and other periods when the Employee, with the permission of the Employer, was absent from work for valid reasons, as well as absence from work without a valid reason (absenteeism).

The employee who passes the test continues to work without any additional registration.

If the test result is unsatisfactory, the Employee is released (fired) from work on the basis of the order of the Employer.

1.4. During the probationary period, the Employee is fully subject to the labor legislation of the Russian Federation.

1.5. This agreement is concluded for an indefinite period.

1.6. Work for the Employer is the Employee's main place of work.

2. Obligations of the parties

2.1. The employee undertakes:

2.1.1. Perform the job duties specified in the job description.

2.1.2. Observe labor, production and financial discipline and conscientiously treat the performance of their duties specified in clause 2.1.1 of this employment contract.

2.1.3. Obey the rules of the internal work schedule, including following the daily routine established in the institution.

2.1.4. Carefully treats the property of the Employer, including the equipment and office equipment in his use, to ensure the safety of the documentation entrusted to him.

2.1.5. Not to disclose during the period of work with the Employer, as well as in the next year after dismissal, data that are a trade secret of the Employer and confidential information obtained in the course of their employment.

2.1.6. To fulfill in a high quality and timely manner the instructions, tasks and instructions of the director of the institution, given to him in accordance with his competence.

2.1.7. Observe the requirements for labor protection, safety and industrial sanitation.

2.1.8. Contribute to the creation of a favorable industrial and moral climate, the development of corporate relations in labor collective The employer.

2.1.9. When changing the information entered in the card (family composition, passport data, address of residence and registration, contact phone number, etc.), inform the Employer within 2 days.

2.2. The employee has the right:

2.2.1. Meet with regulatory documents The Employer, regulating the activities of the Employee.

2.2.2. For the provision of work stipulated by this agreement.

2.2.3. To a workplace that meets the conditions state standard and labor safety.

2.2.4. For annual paid vacations (main and additional) in accordance with the Labor Code of the Russian Federation and the vacation schedule.

2.2.5. On timely and full payment of wages in accordance with their position, qualifications, conditions, labor complexity and quality of work performed.

2.3. The employer undertakes:

2.3.1. Comply with the terms of this employment contract, the requirements and laws governing the work of employees.

2.3.2. Provide the Employee with the conditions necessary for safe and effective work, equip his workplace in accordance with labor protection and safety regulations.

2.3.3. Pay the wages stipulated by this employment contract and other payments due to the Employee within the established time frame.

2.3.4. Provide guarantees and compensations established by the current legislation of the Russian Federation and the Republic of Kazakhstan.

2.3.5. In accordance with the established procedure, make entries in the Employee's work book, keep it and give it to the Employee on the day of dismissal.

2.3.6. Ensure the protection of the personal data of the Employee contained in their personal files and other documents from their unlawful use or loss.

2.4. The employer has the right:

2.4.1. Demand from the Employee the conscientious performance of labor duties, compliance with the rules of the internal labor schedule.

2.4.2. Encourage him for conscientious and effective work.

2.4.3. In the event of an industrial need to recall the Employee from the next vacation with the subsequent reimbursement of unused vacation days.

2.4.4. Bring the Employee to disciplinary or material liability in cases of improper performance of duties and causing material damage to the Employer in accordance with federal laws, laws of the Republic of Kazakhstan and internal labor regulations.

2.4.5. If necessary, carry out vocational training, retraining, advanced training in educational institutions professional higher and additional education at the expense of the Employer.

3. Remuneration

3.1. The employee is established in accordance with staffing table, the official salary for the ________ category of remuneration of the unified wage scale (UTS) for the remuneration of employees of municipal institutions.

3.2. The employee is set a bonus in the amount of:

• percentage allowance for work in the Far North and equivalent areas ______%.
• regional coefficient to wages _____%.

3.3. Monthly premium in the amount of ______% of the official salary.

3.4. Payment of bonuses, allowances, additional payments and the provision of material assistance is carried out within the limits of the wage fund approved for the current year.

3.6. The procedure and conditions for bonuses are established by the “Regulations on material incentives for employees of the institution.

4. Mode of work and rest. Granting leave

4.1. The employee is set the duration of the working 36 hour week - 5 days with two days off (Saturday and Sunday).

4.2. The start and end times of the working day, rest breaks are determined by the internal labor regulations.

4.3. Involvement of the Employee in work on a day off and a non-working holiday is carried out with the written consent of the Employee on the written order of the Employer with the approval of another day of rest.

4.4. The employee is annually granted regular leave with the preservation of wages for 28 calendar days.

Leave for the first year of work is granted after six months of continuous work with the Employer. In the cases provided for by the Internal Labor Regulations, at the request of the Employee, leave may be granted before the expiration of six months of continuous work with the Employer.

Leave for the second and subsequent years of work is provided in accordance with the order of granting leave, in accordance with the vacation schedule approved by the Employer, drawn up taking into account the wishes of employees about the time of the proposed vacation.

4.5. Replacement of the next vacation monetary compensation is not allowed, except in cases of dismissal of the Employee who did not use the granted leave.

4.6. The employee is granted additional leave for work in areas equated to the regions of the Far North in the amount of 16 calendar days.

At the request of the employee, additional leave can be replaced by monetary compensation.

4.7. The part of the annual paid leave exceeding 28 calendar days not used in the current year can be replaced with monetary compensation at the written request of the employee in the next year after the current year.

4.8. For family reasons and other valid reasons, the Employee, upon his application, may be granted short-term leave without pay.

5. Responsibility of the parties

5.1. In case of non-fulfillment or improper fulfillment by the Employee of his duties specified in this contract, violation of labor legislation, internal labor regulations, as well as causing material damage to the institution, he bears disciplinary, material and other liability in accordance with the current legislation.

6. Grounds for termination of the employment contract

6.1. Termination of this employment contract takes place in accordance with the current labor legislation, as well as in case of violation by the parties of their obligations.

6.2. The contract can be terminated:

• by agreement of the parties;
• at the initiative of the Employee, on the grounds provided for (by written notice to the Employer two weeks before termination);
• at the initiative of the Employer, in the following cases:
• liquidation of the enterprise;
• reduction of the number or staff of employees of the enterprise;
• inconsistency of the Employee with the position held or the work performed as a result of:
• state of health in accordance with a medical report;
• insufficient qualifications
• repeated failure An employee without good reason job responsibilities, if he has disciplinary action;
• one-time gross violation of labor duties by the Employee;
• disclosure by the Employee of commercial secrets that have become known to him in connection with the performance of his labor duties;
• commission of guilty actions by the Employee directly serving monetary or commodity values, if these actions give rise to the loss of confidence in him on the part of the Employer;
• submission by the Employee to the Employer of forged documents or deliberately false information when concluding an employment contract;
• on other grounds provided;
• in case of change essential conditions labor and (or) violation by the Employer of its obligations under this Agreement;
• in other cases stipulated by the legislation of the Russian Federation.

7. Special conditions

7.1. An employee does not have the right to perform other paid work during working hours under an employment contract with another Employer.

7.2. All materials created with the participation of the Employee on the instructions of the Employer are the property of the Employer and cannot be transferred to other persons without his consent.

7.3. The terms of this Agreement can be changed only by agreement of the parties and must be made in writing.

7.4. The contract comes into force from the moment it is signed by the parties.

7.5. The agreement has been drawn up in duplicate. The first is kept by the Employer, the second is kept by the Employee. Both copies signed by both parties and certified by the seal of the Employer are equally valid.

7.6. The parties undertake not to disclose the terms of the contract and not to transfer it to third parties, classifying this as disclosure of official secrets.

Work employees must be accompanied by appropriate documentation. In addition to the employment contract, the company has job regulations, regulations, rules and other documents. On this page free resource contains information on the official regulation of the tractor driver's duties. Job description of a tractor driver will allow the employer and employee to determine the framework of permissible behavior, determine the issues of responsibility, payment, and other mandatory points.

In order to work as a tractor driver, a person must undergo appropriate training and receive driver's category for driving a tractor. Beyond management knowledge vehicle, the tractor driver must have a rough idea of ​​the device, and repair minor breakdowns on his own. Since the tractor has a complex technical structure and is a heavy mechanical unit, the tractor operator is obliged to use the unit in accordance with these parameters. Official paper can fix the features of a specific function with certain loads, towing devices.

Mandatory points of the job description of the tractor driver

• Approval by the management in the upper right corner: signature, transcript and seal;
• Position title;
• Basic concepts, terms. Here it is permissible to enter the full name;
• Obligations, limits of permitted behavior;
• Mode of operation, exceptional moments of regulation;
• Payment, rest time;
• Other items, at the discretion of the parties;
• At the bottom there is a mark about acquaintance.

In addition to the basic provisions, the instructions may contain the specific characteristics of the cultivated soil, soil, crops, methods of harvesting, cultivation, weeding. Planting and harvesting, snow clearing in winter are the most common activities of a tractor driver in countryside... The powers of a tractor driver in an urban environment are often limited to activities at construction sites.

Other related news:

(signature) (initials, surname)

"___" _________20__

1. General Provisions

1.1. Tractor driver of agricultural production is

workers and reports directly to ____________________________________.

(name of the manager's position)

1.2. The tractor driver of agricultural production should know:

- the device of tractors and agricultural mounted and trailed implements and other machines aggregated with them;

- rules of technical maintenance and current repairs for them;

- agrotechnology for the cultivation of crops and agrotechnical requirements for different types performed mechanized work, and the rules for their production;

- ways of identifying and eliminating malfunctions of serviced tractors and agricultural machines;

- rules for loading, stowing, slinging and unloading various goods;

- labor protection rules, safety measures and fire-prevention measures when working on tractor units, self-propelled and other machines;

- methods and techniques for the safe performance of work;

- the device and rules for the operation of mechanization tools used on farms and complexes;

- rules for using personal protective equipment;

- the requirements for the quality of work performed, for the rational organization of work in the workplace;

- the procedure for notifying the manager of all shortcomings discovered during work;

- rules for providing first (pre-medical) aid to victims of injury, poisoning and sudden illness;

- Internal labor regulations;

- rules of labor protection, industrial sanitation and personal hygiene, fire safety;

(types, names and details of other acts and documents)

1.3. A tractor driver-driver of agricultural production of a higher grade must be able to perform work corresponding to the complexity of their execution by workers of lower qualifications, as well as supervise tractor-driver of agricultural production of a lower category.

2.1. Before the start of the working day (shift), the tractor driver of agricultural production:

1) undergoes a pre-shift (preventive) medical examination in accordance with the established procedure;

2) receives a production assignment;

3) undergoes, if necessary, instruction on labor protection;

4) takes a shift;

5) checks the serviceability of devices, tools, inventory, etc. personal protective equipment;

2.2. In the process of work, the tractor driver-machinist of agricultural production:

1) performs work for which he has been instructed and authorized to work;

2) uses overalls, safety footwear and other personal protective equipment;

3) receives instructions from the immediate supervisor on the implementation of the task, safe techniques and methods of work;

4) complies with the rules for the use of technological equipment, devices and tools, methods and techniques for the safe performance of work;

5) identifies sick animals and provides them with first aid;

6) immediately notify the immediate supervisor of all shortcomings discovered during work;

7) complies with the requirements of personal hygiene and industrial sanitation;

2.3. During the working day (shift), the tractor driver-driver of agricultural production:

1) manages tractors in a unit with trailed and mounted implements, self-propelled and other agricultural machines in accordance with the requirements and rules of production when carrying out work in crop production, animal husbandry, fodder production, protected ground, caring for perennial plantations, in agricultural and hydro reclamation, grassland and forestry;

2) performs loading and unloading, transport and stationary work on tractors;

3) regulates the mechanisms of tractors, mounted and trailed implements, self-propelled and other machines;

4) carries out daily technical maintenance, current repairs;

5) participates in all types of repair of serviced tractors and agricultural machines;

6) by order of the immediate supervisor, performs work corresponding to the complexity of their execution by workers of lower qualifications;

2.4. At the end of the working day (shift), the tractor driver of agricultural production:

1) brings devices, tools into proper condition, transfers them to storage;

2) removes dirt from workwear and safety footwear, if necessary, places it for drying and storage;

3) submits the established reporting;

4) performs an inspection (self-examination);

When fulfilling his duties, the tractor driver of agricultural production has labor rights provided for by an employment contract concluded with the employee, the Internal Labor Regulations, local regulations, the Labor Code of the Russian Federation and other acts of labor legislation.

4.1. A tractor driver in agricultural production is subject to disciplinary liability in accordance with Article 192 of the Labor Code of the Russian Federation for improper performance through his fault of the duties listed in this instruction.

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4.2. The tractor driver-driver of agricultural production is financially responsible for ensuring the safety of the inventory items entrusted to him.

4.3. A tractor driver-driver of agricultural production for committing offenses in the course of his activities, depending on their nature and consequences, is brought to civil, administrative and criminal liability in the manner prescribed by law.

5. Final provisions

5.1. Familiarization of the employee with this instruction is carried out when

hiring (before signing an employment contract).

The fact of familiarization of the employee with this instruction is confirmed

(by painting on the acquaintance sheet, which is an integral part of this

instructions (in the log of familiarization with instructions); in a copy

instructions kept by the employer; in another way)

Work is highly regulated instructions... 2. Requirements for individual.) And locksmith profession. TRACTORIST —DRIVERAGRICULTURALPRODUCTION 1. general characteristics profession. bodies, enterprises, institutions, official persons and citizens;.

02 Tractor driver —driveragriculturalproduction Initial professional education — Tractor driver —driveragriculturalproduction categories. resources, instructions... Recommended. general and official duties of military personnel.

carried out in accordance with Instruction on the procedure for the implementation of the experimental. next. Official duties of pedagogical. security agricultural works "(qualification" Tractor driver —driveragriculturalproduction »).

gas welding works); 110800.02 Tractor driver —driveragriculturalproduction; 262019.03 Tailor ;. college claims official duties of employees. activity. Reports, development instructions. guidelines, seminars.

"; in the professions of primary vocational education " Tractor driver —driveragriculturalproduction"," Seller, controller-cashier "," Master. including - not provided for in officialinstructions and by state. This in turn.

Sample employment contract with a machine operator (tractor driver)

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Set 2013-08-14 10:45:19 +0400 in the topic " Labor law»From Moscow

A sample of an employment contract with a machine operator (tractor driver) help to find a sample of an employment contract with a machine operator (tractor driver). preferably taking into account the following features. the employer is an individual entrepreneur (head of the kfkh), an employee - for carrying out agricultural operations on a tractor (plowing, cultivation, etc.).

Replies (1)

This lawyer is from Moscow
2013-08-14 10:45:19 +0400 Inform the administration

You may not find employment contracts by name. take an ordinary sample and earn extra money under your conditions in accordance with the articles of the shopping mall of the Russian Federation. founded - Article 57 of the Labor Code of the Russian Federation.

• A man who worked as a machine operator. Has the right to retire earlier - A person who has worked as a machine operator. Does he have the right to retire earlier? Further
  1 answer. Moscow Viewed 179 times. Asked 2012-10-13 14:27:25 +0400 in the topic "Pensions and social protection"