Finally, all the interviews and tests are over, and you are hired for the job you want. The final completion of recruitment is the conclusion of an employment agreement with the employer. The employment agreement form does not have an officially approved form, therefore, as a rule, each employer uses its own form. However, drawing up such an agreement requires mandatory consideration of the provisions of the Labor Code of the Russian Federation. The sample provided will help the employee take into account possible nuances when signing it.
Employment agreement form
The conclusion of a labor agreement between an employee and an employer is primarily aimed at streamlining the relationship between the parties, as well as at fixing the most important points characterizing work activity with a particular employer. For this purpose, a document is drawn up in written form.
Legislator highlighting important points, enhances their significance and calls them essential (or mandatory) conditions of the employment agreement. Next we will reveal them.
And at this stage, the first conclusion that the employee must remember is that contract of employment- is a written document that is considered concluded if essential conditions are present in it.
The employment contract offered to the employee for signing is filled out by the employer on the company’s letterhead according to a model previously developed by him.
At the same time, when filling out the employment agreement form, you must always remember the mandatory conditions and, if necessary, supplement it or, conversely, exclude unnecessary ones.
Essential terms of the employment agreement
The employment agreement is concluded in simple written form in two copies. One of the copies remains in the employee’s hands, the second copy is kept in the HR department of the employer. The agreement must be signed no later than three days from the date of commencement of work in the company. Indeed, in the event of any dispute or conflict with the employer, it is this document that is intended to help resolve and exhaust mutual claims.
Before the employee signs the employment agreement, it should be carefully read to ensure that the form contains all the essential conditions and their compliance with the agreements previously reached during the interview.
The main essential or, as they are also called, mandatory conditions of any employment agreement are:
- place of work. This indicates the place of work in the parent company, or in the case of employment in a branch of the company or its representative office, you must provide information about this, including the address of the location;
- position (profession, specialty) for which the employee is hired, in accordance with staffing table companies. This section of the agreement is sometimes called the “employment function.” The work performed must correspond to the position for which the employee is hired;
- start date of work, that is, the day from which the employee directly begins to perform work duties. Here, it is important to distinguish this date from the date of conclusion of the employment agreement, which may not coincide with the start date of work. If the contract is fixed-term, that is, concluded for a certain period, then its validity period must be fixed;
- the amount of official salary, other conditions of remuneration;
- work schedule including work time and rest time;
- description of the nature of the work (in the office, traveling, etc.);
- condition on the probationary period (which cannot exceed general rule three months);
- other conditions depending on working conditions.
If, when signing the proposed employment agreement form, the employee discovers conditions that do not correspond to the agreements or do not reflect the mandatory working conditions, then before signing the agreement it is necessary to ask the employer to make the necessary changes.
Employment contract with an employee is an agreement between the employer (company or individual entrepreneur) and an employee (individual), under which the hired person undertakes to perform certain work, and the employer is obliged to provide the employee with work, pay on time wages and create working conditions that comply with legislation.
An employment contract with an employee can only be terminated by mutual consent of the employer and employee, or if one of the parties fails to fulfill its obligations. Termination of an employment contract cannot be carried out if the employee is on vacation, sick leave, etc.
The employment contract is drawn up in two copies - one for each party to the employment agreement.
According to latest changes In Russian legislation, a sample employment contract must include the following details:
- Employee's name
- employer details
- job title and responsibilities of the employee
- employer's responsibilities
- working conditions
- date and place of drawing up the agreement, signatures of the parties
Standard employment contract - sample
EMPLOYMENT AGREEMENT No. ______
"Romashka" LLC, hereinafter referred to as the "Employer", represented by Director Pyotr Evgenievich Sergeev, acting on the basis of the Charter, on the one hand, and Klara Gennadievna Ivanova, hereinafter referred to as the "Employee", on the other hand, have entered into this agreement as follows:
1. THE SUBJECT OF THE AGREEMENT
1.1. In accordance with the terms of this agreement, the Employee undertakes to perform work as a manager in compliance with the current legislation of the Russian Federation, internal documents of the Company, including internal labor regulations (mode, volume and work schedule), and the Employer undertakes to pay the Employee wages and ensure working conditions, provided for by labor legislation and this agreement.
1.2. The contract regulates labor and other relations between the Employee and the Employer. The contracting parties acknowledge that their rights and obligations are regulated by this Agreement and the norms of the current legislation of the Russian Federation.
1.3. Work under this agreement is the main place of work for the Employee.
1.4. Start date: 04/15/2016
1.5. The employee reports directly to the director, whose instructions are within job description are mandatory for the Employee.
2. GENERAL PROVISIONS
2.1. Based on this agreement, the Employee is appointed to a position and begins his duties from the moment the relevant order is signed.
2.2. The Employee is assigned the responsibilities specified in the job description.
2.3. When carrying out legal relations within the framework of this agreement, the parties are guided by the principles:
Conscientious fulfillment by the Employee of his job responsibilities as a subject of civil law relations;
Assistance to the Employee from the higher management bodies of the Employer in the exercise of his official rights and duties, ensuring proper working conditions and compliance by the Employer with the terms of this agreement and the provisions of the current legislation of the Russian Federation;
The Employee is a staff member of the Employer and exercises his rights and obligations, guided by current legislation and this agreement.
2.4. When exercising his official rights and fulfilling his duties, the Employee must act in the interests of the Employer proactively, wisely and with integrity, and avoid violations of the law, financial and labor discipline, strive to improve work efficiency within their competence.
3. RIGHTS AND OBLIGATIONS OF THE PARTIES
1.1. The employee is obliged:
1.1.1. conscientiously perform their job duties in accordance with the job description;
1.1.2. comply with internal labor regulations;
1.1.3. strive to improve the results of financial and economic activities, maintaining them at the level necessary for the development of the organization and the social sphere;
1.1.4. ensure the proper condition and reliability of the Employer’s internal documents, drawn up by him in the process of work in accordance with the established procedures and standards;
1.1.5. ensure compliance of the Employer’s current activities with the requirements of the current legislation of the Russian Federation;
1.1.6. observe labor discipline;
1.1.7. comply with labor protection and occupational safety requirements;
1.1.8. treat the property of the Employer and other employees with care;
1.1.9. ensure compliance with established labor standards;
1.1.10. ensure implementation of management decisions;
1.1.11. do not transfer to funds without the consent of management mass media and other third parties materials related to the activities of the Employer either under one’s own name or under a pseudonym;
1.1.12. not to allow disclosure of information constituting a trade secret;
1.1.13. to keep secret for the entire duration of this agreement and 3 years after its termination or termination the data that became known to him during his work in the organization and is a trade secret:
Legal, technical and special documentation prepared and available to the Employer, including statistical information;
Information related to financial transactions of both the Employer itself and its business partners and clients, as well as scientific, technical, legal, business and other types of documentation that are the property of the Employer;
Information about the amount of wages of the organization’s employees;
All information about the company's clients.
1.1.14. while working under this agreement, do not provide services to other organizations or persons if this may cause a violation of confidentiality or go against the interests of the Employer;
1.1.15. immediately inform your immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, or the safety of the Employer’s property.
1.2. The employee has the right to:
1.2.1. conclusion, amendment and termination of an employment contract in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws;
1.2.2. providing him with work stipulated by this employment contract;
1.2.3. workplace, corresponding to the conditions provided for by state standards and labor safety;
1.2.4. timely and full payment of wages;
1.2.5. rest provided by establishing normal working hours, providing weekly days off, non-working days holidays, paid annual leave;
1.2.6. complete reliable information about working conditions and labor protection requirements in the workplace;
1.2.7. professional training, retraining and advanced training in the manner established by this Labor Code of the Russian Federation and other federal laws;
1.2.8. protection of your labor rights, freedoms and legitimate interests by all means not prohibited by law;
1.2.9. compensation for harm caused to an employee in connection with the performance of his job duties, and compensation for moral damage in the manner established by the Labor Code of the Russian Federation and other federal laws;
1.2.10. compulsory social insurance in cases provided for by federal laws.
1.3. The employer is obliged:
1.3.1. comply with laws and other regulatory legal acts, local regulations, and the terms of this employment contract;
1.3.2. provide the Employee with work stipulated by the employment contract;
1.3.3. ensure labor safety and conditions that meet occupational safety and health requirements;
1.3.4. provide the Employee with equipment, tools, technical documentation and other means necessary to perform his job duties;
1.3.5. provide the Employee with support and assistance when carrying out activities aimed at increasing the efficiency of the organization;
1.3.6. pay the full amount of wages due to the Employee within the time limits established by this employment contract;
1.3.7. carry out compulsory social insurance of the Employee in the manner established by federal laws;
1.3.8. compensate for damage caused to the Employee in connection with the performance of their labor duties, as well as compensate for moral damage in the manner and on the terms established by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts;
1.3.9. perform other duties provided for by current federal legislation and this employment contract.
1.4. The employer has the right:
1.4.1. conclude, amend and terminate employment contracts with the Employee in the manner and under the conditions established by the Labor Code of the Russian Federation and other federal laws;
1.4.2. encourage the Employee for conscientious, effective work;
1.4.3. require the Employee to perform his labor duties and careful attitude to the property of the Employer and other employees, compliance with the internal labor regulations;
1.4.4. exercise control over the proper compliance by the Employee with the requirements of the legislation of the Russian Federation and internal documents of the Employer;
1.4.5. if necessary, apply to the Employee both incentive measures and measures disciplinary sanctions in the manner prescribed by current legislation;
1.4.6. in order to improve the efficiency of the organization, give the Employee mandatory instructions;
1.4.7. involve the Employee in disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws.
You can download the full text of the employment contract from the link below:
Download the employment contract form
When applying for a job, do not forget to prepare an order for employment and make an appropriate entry in work book.
Employment contract- an agreement between the employer and the employee, according to which the employer undertakes to provide the employee with work according to the specified labor function, to ensure the working conditions provided for labor legislation and other regulatory and legal acts containing labor law norms, collective agreements, agreements, local regulations and this agreement, pay the employee wages in a timely manner and in full, and the employee undertakes to personally fulfill the requirements of this agreement labor function, comply with the internal labor regulations in force for this employer.
The parties to the employment contract are the employer and the employee.
Based on the concluded employment contract, an order for employment is issued, a duly certified copy of which the employer is obliged to issue to the employee upon his request.
General provisions
Duties of the parties
Salary
Work and rest hours
Responsibility of the parties
Grounds for termination of an employment contract
Additional terms
Employment contract form
The employment contract is concluded in writing, drawn up in two copies, each of which is signed by the parties. One copy of the employment contract is given to the employee, the other is kept by the employer. The employee's receipt of a copy of the employment contract must be confirmed by the employee's signature on the copy of the employment contract kept by the employer.
An employment contract that is not formalized in writing is considered concluded if the employee began work with the knowledge or on behalf of the employer or his representative. When an employee is actually admitted to work, the employer is obliged to draw up an employment contract with him in writing no later than three working days from the date the employee is actually admitted to work.
Duration of the employment contract
Employment contracts can be concluded:
1) for an indefinite period;
2) for a certain period of not more than 5 years (fixed-term employment contract)
If the employment contract does not stipulate its validity period, then the contract is considered to be concluded for an indefinite period.
In the event that neither party has requested termination of a fixed-term employment contract due to its expiration and the employee continues to work after the expiration of the employment contract, the condition on the fixed-term nature of the employment contract loses force and the employment contract is considered concluded for an indefinite period.
Entry into force of the employment contract
The employment contract comes into force from the day it is signed by the employee and the employer. The employee is obliged to begin performing his job duties on the date specified in the employment contract.
If the employee does not start work on the start date, the employer has the right to cancel the employment contract. A canceled employment contract is considered unconcluded.
Employment test
When concluding an employment contract, by agreement of the parties, it may include a condition for testing (probationary period) the employee in order to verify his compliance with the assigned work. The absence of a probationary clause in the employment contract means that the employee was hired without a trial.
The probationary period cannot exceed 3 months, and for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other separate structural divisions of organizations - 6 months. When concluding an employment contract for a period of two to six months, the trial period cannot exceed 2 weeks. The probationary period does not include the period of temporary incapacity for work of the employee and other periods when he was actually absent from work.
There is no hiring test for:
persons elected through a competition to fill the relevant position, conducted in the manner established by labor legislation and other legal acts containing labor law norms;
pregnant women and women with children under the age of one and a half years;
persons under the age of eighteen;
persons who have graduated from state accreditation educational institutions primary, secondary and higher professional education and those entering work for the first time in the acquired specialty within one year from the date of graduation from the educational institution;
persons elected to elective positions for paid work;
persons invited to work by way of transfer from another employer as agreed between employers;
persons concluding an employment contract for a period of up to two months;
other persons in cases provided for by this Code, other federal laws, and a collective agreement.
Result of the pre-employment test
If the test result is unsatisfactory, the employer has the right to terminate the employment contract with the employee before the expiration of the test period by warning him in writing no later than three days in advance, indicating the reasons that served as the basis for recognizing this employee as having failed the test. The employee has the right to appeal the employer's decision in court.
If the test result is unsatisfactory, the employment contract is terminated without taking into account the opinion of the relevant trade union body and without payment of severance pay.
If the probation period has expired and the employee continues to work, then he is considered to have passed the test and subsequent termination of the employment contract is allowed only on a general basis.
If during the probationary period the employee comes to the conclusion that the work offered to him is not suitable for him, then he has the right to terminate the employment contract according to at will, warning the employer about this in writing three days in advance.
Documents presented when concluding an employment contract
passport or other identity document;
work book, with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;
insurance certificate of state pension insurance;
military registration documents - for those liable for military service and persons subject to conscription for military service;
a document on education, qualifications or special knowledge when applying for a job that requires special knowledge or special training.
When concluding an employment contract for the first time, a work book and an insurance certificate of state pension insurance are issued by the employer.
What else can be included in an employment contract?
We have already examined the main issues usually reflected in an employment contract. But in practice, additional conditions may be included in the employment contract, for example:
the need to coordinate with the organization any additional paid activities;
on combining positions;
on the performance of the duties of a certain official during his absence;
about undergoing retraining;
about the employee’s obligation to provide truthful information about himself (including before concluding a contract, for example, during the admission interview);
on maintaining trade secrets;
about not causing damage to the reputation or creditworthiness of the employer;
prohibition of accepting gifts from clients;
on the prohibition to enter into competition with the employer during the contract, and sometimes for a fixed period after the end of the employment contract.
Real life is much more complex and varied than any schemes. You may be offered a probationary period without any legal registration or with a contract that looks like an employment contract, but is not one. Another typical situation is when a significant part of the promised remuneration is not reflected in any way in the documents recording the employment relationship.
In real life, a person entering a job often has to make a compromise between what he wants and what he actually wants. And, unfortunately, sometimes you have to pay for it yourself Negative consequences these compromises. Remember your labor rights and responsibilities!
SAMPLE EMPLOYMENT AGREEMENT
EMPLOYMENT AGREEMENT No. ________
"____"______________200____ Petrozavodsk
LLC "Firm" (Firm) represented by director Ivanov I.I., acting on the basis of the Charter, hereinafter referred to as the "Employer", on the one hand, and citizens ________________________________________________________________________________, hereinafter referred to as "Employee", on the other hand, have entered into this agreement on the following :
GENERAL PROVISIONS.
1.1. An employee is hired by Firma LLC at the address: Petrozavodsk, Lenin Ave., 38 for the position ___________________________________________________________________
1.2. The employee is obliged to start work from “____”_______________200___.
1.3. The employee is given a probationary period of ____________months.
The probationary 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 has passed the test continues to work without any additional registration.
If the test result is unsatisfactory, the Employee is released (dismissed) from work on the basis of an order from the Employer.
1.4. During 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 job duties specified in the job description.
2.1.2. Maintain labor, production and financial discipline and conscientiously perform their job duties specified in clause 2.1.1 of this employment contract.
2.1.3. Obey the internal labor regulations, including observing the daily routine established in the institution.
2.1.4. Treats the Employer's property with care, including equipment and office equipment in his use, and ensures the safety of the documentation entrusted to him.
2.1.5. Do not disclose during the period of employment with the Employer, as well as in the subsequent year after dismissal, data that is a trade secret of the Employer and confidential information obtained in the course of one’s employment.
2.1.6. Carry out efficiently and in a timely manner the instructions, tasks and instructions of the director of the institution given by him in accordance with his competence.
2.1.7. Comply with labor protection, safety and industrial sanitation requirements.
2.1.8. Contribute to the creation of a favorable production and moral climate, the development of corporate relations in the Employer’s workforce.
2.1.9. If you change the information entered in the T-2 form card (family composition, passport data, residential and registration address, contact phone number, etc.), inform the Employer within 2 days.
2.2. The employee has the right:
2.2.1. Meet with regulatory documents 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 of state standards 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. To timely and in full payment of wages in accordance with their position, qualifications, conditions, complexity of work and quality of work performed.
2.3. The employer undertakes:
2.3.1. Comply with the terms of this employment contract, the requirements of the Labor Code of the Russian Federation and laws regulating 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 wages stipulated by this employment contract and other payments due to the Employee on time.
2.3.4. Provide guarantees and compensation established by the current legislation of the Russian Federation and the Republic of Kazakhstan.
2.3.5. In the prescribed manner, make entries in the Employee’s work book, store it and issue it to the Employee on the day of dismissal.
2.3.6. Ensure the protection of the Employee’s personal data contained in their personal files and other documents from unlawful use or loss.
2.4. The employer has the right:
2.4.1. Require the Employee to conscientiously perform work duties and comply with internal labor regulations.
2.4.2. Encourage him for conscientious and effective work.
2.4.3. In case of production necessity, recall the Employee from next vacation with subsequent reimbursement of unused vacation days.
2.4.4. Bring the Employee to disciplinary or financial 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 there is a need to carry out professional training, retraining, advanced training in educational institutions of professional higher and further education at the expense of the Employer.
3. REMUNERATION
3.1. The employee is set, in accordance with the staffing table, an official salary according to the ________ wage category of the unified tariff scale (UTS) for the remuneration of employees of municipal institutions.
3.2. The employee is given a bonus in the amount of:
percentage bonus for work in the Far North and equivalent areas ______%.
regional coefficient to wages _____%.
3.3. Monthly bonus in the amount of ______% of the official salary.
3.4. Payment of bonuses, allowances, additional payments and provision of financial 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. WORK AND REST MODE. granting leave
4.1. The employee is assigned a 36-hour work 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 to work on a day off and a non-working holiday is carried out with the written consent of the Employee by written order of the Employer with the agreement of another day of rest.
4.4. The employee is annually granted regular leave with pay for a duration of 28 calendar days.
Leave for the first year of work is granted after six months of continuous work with the Employer. In cases provided for by the Internal Labor Regulations, at the request of the Employee, leave may be granted until the expiration of six months of continuous work with the Employer.
Vacation for the second and subsequent years of work is provided in accordance with the priority of vacations, according to the vacation schedule approved by the Employer, drawn up taking into account the wishes of employees about the time of the proposed vacation until January 5 of each calendar year.
4.5. Replacement of regular leave with monetary compensation is not permitted, except in cases of dismissal of an Employee who has not used the granted leave.
4.6. The employee is granted additional leave for work in areas equivalent 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 with monetary compensation.
4.7. Part of the annual paid leave exceeding 28 calendar days, not used in the current year, can be replaced by monetary compensation upon the written application of the employee in the year following the current one.
4.8. For family reasons and other valid reasons, the Employee, at his request, may be granted short-term leave without pay.
5. RESPONSIBILITY OF THE PARTIES
5.1. In case of failure or improper performance by the Employee of his duties specified in this agreement, violation of labor legislation, internal labor regulations, as well as causing material damage to the institution, he bears disciplinary, financial and other liability in accordance with current legislation.
6. GROUNDS FOR TERMINATION OF AN EMPLOYMENT CONTRACT
6.1. Termination of this employment contract occurs in accordance with current labor legislation, as well as in the event of violation of the obligations assumed by the parties.
6.2. The contract may be terminated:
by agreement of the parties;
at the initiative of the Employee, on the grounds provided for in Art. 80 of the Labor Code of the Russian Federation (by written warning to the Employer two weeks before termination);
at the initiative of the Employer, in the following cases:
health status in accordance with a medical report;
insufficient qualificationsrepeated failure by the Employee to fulfill his labor duties without good reason, if he has received a disciplinary sanction;
a single gross violation of labor duties by the Employee;
disclosure by the Employee of a trade secret that became known to him in connection with the performance of his job duties;
committing the perpetrators actions by the Employee, directly servicing monetary or commodity values, if these actions give rise to a loss of confidence in him on the part of the Employer;
submission by the Employee to the Employer of forged documents or knowingly false information when concluding an employment contract;
on other grounds provided for in Art. 81 Labor Code of the Russian Federation;
in the event of a change in significant working conditions and (or) violation by the Employer of its obligations under this Agreement;
in other cases provided for by law Russian Federation.
liquidation of the enterprise;
reduction in the number or staff of the enterprise;
inconsistency of the Employee with the position held or the work performed as a result of:
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 Employer’s instructions 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 in writing.
7.4. The agreement comes into force from the moment it is signed by the parties.
7.5. The agreement is drawn up in two copies. 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, have equal legal force.
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.
Employment contract- an agreement between the employer and the employee, according to which the employer undertakes to provide the employee with work for a specified labor function, provide working conditions, pay the employee wages on time and in full, and the employee undertakes to personally perform this labor function and comply with the internal rules in force in the organization labor regulations.
Parties- employer and employee.
The employment contract is concluded in writing, in two copies, which are signed by the parties. One copy of the agreement is given to the employee, the other is kept by the employer.
1) place of work (structural unit);
2) start date of work;
3) the name of the position, specialty, profession indicating qualifications in accordance with the staffing table or a specific labor function. If the performance of work in certain positions, specialties or professions is associated with the provision of benefits or restrictions, then the names of such positions, specialties and professions must correspond to the names and requirements specified in the qualification reference books;
4) rights and obligations of the employee;
5) rights and obligations of the employer;
6) characteristics of working conditions, compensation and benefits to employees for working in difficult, harmful or dangerous conditions;
7) work and rest schedule (if for a given employee it differs from general rules in the organization);
8) terms of remuneration (size of the tariff rate or official salary of the employee, additional payments, allowances and incentive payments);
9) types and conditions of social insurance.
An employment contract may contain conditions on probation, on non-disclosure of secrets protected by law (state, official, commercial and other), on the employee’s obligation to work after training for at least a specified period if the training was at the expense of the employer, and other conditions that do not worsen the provisions employee compared to the Labor Code of the Russian Federation.
The terms of an employment contract can only be changed by written agreement of the parties.
An employment contract can be concluded with citizens over 16 years of age (in some cases - 15 years of age).
Employment contracts can be concluded:
1) for an indefinite period;
2) for a certain period - no more than 5 years (fixed-term employment contract).
Fixed-term employment contract consists in cases where the employment relationship cannot be established for an indefinite period, taking into account the nature of the work to be performed or the conditions of its implementation.
Concluding an employment contract is process of hiring as an employee.
Hiring is carried out on the principle of selecting personnel based on business qualities, and unreasonable refusal to hire is prohibited.
The conclusion of an employment contract is allowed for 9 persons who have reached the age of 16 years, 15 years - in cases of receiving basic general education or leaving a general education institution in accordance with federal law. With the consent of one of the parents (guardian, trustee) and the assessment and trusteeship body, an employment contract can be concluded with students who have reached the age of 14 to perform light labor in their free time from school that does not harm their health and does not disrupt the learning process.
Employment test:
When concluding an employment contract, a test may be provided for the employee to check his suitability for the assigned work.
The probationary clause must be specified in the employment contract. If there is no probation clause in the employment contract, this means that the employee was hired without a trial.
There is no hiring test:
1) for persons applying for work through a competition for filling the corresponding position, held in the manner prescribed by law;
2) for pregnant women;
3) for persons under the age of 18;
4) for persons who have graduated from educational institutions of primary, secondary and higher vocational education and enter work in the acquired specialty within a year after receiving the education document;
5) for persons elected (selected) to an elective position for paid work;
6) for persons invited to work as a transfer from another employer as agreed between the employers;
7) in other cases provided for by the Labor Code of the Russian Federation, the laws of the Russian Federation and the collective agreement. The trial period cannot be more than 3 months. For heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices and other separate structural divisions of organizations - 6 months.
When hiring for seasonal work, the trial cannot exceed 2 weeks.
The probationary period does not include the period of temporary incapacity for work of the employee and other periods when he was actually absent from work.
The test results are assessed by the employer. If the test result is satisfactory, then the employment relationship continues; if the test result is unsatisfactory, the employer has the right to terminate the employment contract with the employee on the basis of Art. 71 Labor Code of the Russian Federation.
If the test result is unsatisfactory, the employer may terminate the employment contract with the employee before the expiration of the test period by notifying him in writing no later than 3 days in advance, indicating the reasons that served as the basis for recognizing the employee as having failed the test. The employee has the right to appeal the employer's decision in court.
If the test result is unsatisfactory, the employment contract is terminated without taking into account the opinion of the trade union body and without payment of severance pay.
If the probation period has expired and the employee continues to work, then he is considered to have passed the test, and subsequent termination of the employment contract is possible on a general basis.
If during the probationary period the employee decides that the job is not suitable, he has the right to terminate the employment contract at his own request, giving 3 days’ notice in writing.
Article 65 of the Labor Code of the Russian Federation determines list of documents that a citizen presents to the employer when concluding an employment contract:
1) passport or other identity document.
The passport can be replaced by another document identifying the citizen:
a) birth certificate - for persons under 16 years of age;
b) a foreign passport - for citizens permanently residing abroad who are temporarily in the territory of the Russian Federation;
c) identification card - for military personnel (officers, warrant officers, midshipmen);
d) military ID - for soldiers, sailors, sergeants and foremen doing military service by conscription or contract;
e) a certificate of release from places of imprisonment - for persons released from places of imprisonment;
f) other documents issued by internal affairs bodies identifying the citizen;
2) work record book, with the exception of cases when an employment contract is concluded for the first time or the employee starts working on a part-time basis;
3) insurance certificate of state pension insurance;
4) military registration documents - for those liable for military service and persons subject to conscription military service.
When hiring, the employer has the right to demand from citizens who are in the reserve military tickets (temporary certificates issued in place of military tickets), and from citizens subject to conscription for military service - certificates of citizens subject to conscription for military service; 5) a document on education, qualifications or special knowledge - when applying for a job that requires special knowledge or special training. Taking into account the specifics of the work, the employer has the right to demand submission of additional documents:
1) medical report on health status;
2) certificates from the Federal Tax Service regarding the provision of information on property status. In some cases, when hiring, citizens must undergo a mandatory medical examination and provide the employer with a medical certificate. In accordance with Art. 266 of the Labor Code of the Russian Federation, persons under the age of 18 are hired only after a preliminary compulsory medical examination and subsequently, until they reach the age of 18, are subject to a compulsory medical examination annually. A medical certificate must be presented to persons applying for work in public catering, trade, food industry, work directly related to the movement of vehicles, etc.
Prohibited demand from a person applying for a job documents not required by law.
Employment history- a document of the established form, which is the main confirmation of the employee’s work activity and length of service.
An employer (except for an individual employer) is obliged to keep a work book for each employee who has worked in an organization for more than 5 days, if the work in this organization is the main one for the employee.
The form, procedure for maintaining and storing work books, as well as the procedure for producing work book forms and providing them to employers are established by Decree of the Government of the Russian Federation of April 16, 2003 No. 225 “On work books”.
Work records are kept in Russian, and on the territory of a republic within the Russian Federation that has established its own state language, along with the Russian language, they can also be kept in the state language of that republic.
During work, the work book is kept by the employer and is given to the employee upon dismissal on the day of dismissal.
The registration of a work book for an employee hired for the first time is carried out by the employer in the presence of the employee no later than a week from the date of hiring.
1) last name, first name, patronymic, date of birth - on the basis of a passport or other identity document;
2) education, profession, specialty -
based on educational documents,
Entries about work performed, transfer to another permanent job, qualifications, dismissal, as well as awards made by the employer are entered into the work book on the basis of an order no later than a week. Upon dismissal, entries are made on the day of dismissal and must correspond to the text of the order. All entries are made without abbreviations and have a serial number.
Information about penalties is not entered into the work book (except for dismissal).
The employer is obliged, upon a written application from the employee, no later than 3 days from the date of its submission, to issue the employee with a copy of the work book or a certified extract from the work book.
The employer is obliged to familiarize each entry made about work performed, transfer to another permanent job and dismissal to its owner against a signature in his personal card.
At the request of the employee, information about part-time work is entered into the work book at the place of main work.
Entries in the work book about the reasons for termination of the employment contract must be made in strict accordance with the wording of the Labor Code of the Russian Federation or federal laws and with reference to the relevant article and paragraph of the Labor Code of the Russian Federation.
The work book is issued to the employee on the day of dismissal. If there is a delay due to the fault of the employer or an incorrect entry is made, the employer is obliged to compensate the employee for the earnings he did not receive during the delay.
§ 8. Employment agreements (contracts)
An employment contract is one under which an employee undertakes to personally perform a certain labor function or work in a certain specialty, qualification, position, subject to internal labor regulations, and the employer undertakes to pay him wages and provide working conditions provided for by labor legislation, a collective agreement and agreement of the parties . The parties to the contract are the employee and the employer. Any organization that is a legal entity or individual entrepreneur can act as an employer.
Mandatory conditions mean such conditions, in the absence of an agreement under which the employment contract is not considered concluded and does not give rise to an employment relationship. Additional conditions do not affect the existence of the employment contract. This classification reflects the different scope of rights and obligations assumed by the parties when concluding it.
The mandatory terms of an employment contract include the following. 1.
Conditions about the place of work. The place of work is understood as an enterprise located in a certain area where the employee will exert his labor efforts (settlement) with an indication of the structural unit. A subsequent change of place of work by the employer without the consent of the employee is not permitted. 2.
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Condition on the start date of work. This is the date from which the contract comes into force and rights and obligations arise. Usually this point is established at the conclusion of the contract, but if it is absent, the period of work is calculated from the moment of actual admission to work. 3.
Labor function condition. The nature of specific labor operations that an employee will have to perform may change. It is important that they are all within the specialty, qualification, position or type of work performed, determined upon entry to work. So, if the driver is entrusted with loading and unloading transported cargo, he may object, since this type of activity does not relate to his specialty. The performance of other labor functions in addition to those stipulated in the contract may become mandatory for the employee only on the basis of an additional agreement with the employer. 4.
Salary clause. When paying employees, both tariff rates, salaries, and a non-tariff system can be used. The type, remuneration system, tariff rates, bonuses, and other incentive payments are determined by the enterprise independently.
5. Other conditions provided for by legislative and corporate acts.
Additional terms of the employment contract also depend on the discretion of the parties. The only requirement for additional conditions is that they must not contradict legislation and other regulations, in particular corporate ones. They can be very diverse both in nature and purpose. Among them are the following.
1. Condition regarding the validity period of the employment agreement. Employment contracts are concluded: a) for an indefinite period; b) for a specified period of not more than five years.
An employment contract for an indefinite period is an ordinary employment contract, the conclusion of which allows the application of a full set of guarantees of the legal status of the employee, provided for by the Labor Code of the Russian Federation. That is why working under this employment contract is the best option for the employee.
A fixed-term employment contract (often also called a contract) is concluded for a period of no more than five years. For some time now, many organizations have begun to practice concluding this particular type of contract. However, it is important to remember that in this case, in many respects legal status employee is getting worse. Firstly, the employee, having concluded such an agreement, seems to veto dismissal at his own request. Such a contract, at the initiative of the employee, can be terminated only in the event of his illness or disability, which prevents the performance of work under the contract, violation by the administration of labor legislation, a collective or labor agreement, and for other valid reasons. Secondly, the continuation of relations with the employee after the expiration of the period specified in the contract depends entirely on the will of the administration. She can use her right to conclude another contract to put pressure on the employee, forcing him, for example, to vacate office premises, etc. Therefore, the legislator established that a fixed-term employment contract can be concluded only in cases where labor relations cannot be established on for an indefinite period, taking into account the nature of the work to be performed, or the conditions for its implementation, or the interests of the employee, as well as in cases directly provided for by law. Therefore, if a conflict arises with the administration, an employee on a fixed-term contract has a chance to defend his rights in court, citing the illegality of the employer’s introduction of a contract employment system.
A type of fixed-term contract is a contract for the duration of certain work. Its peculiarity is that it is impossible to determine the exact expiration date of the employment contract. But nevertheless, it must indicate specific events or actions, the probability of which the parties have no doubt and the occurrence of which terminates the employment relationship (for example, the closure of a summer health camp). 2.
Test condition. This condition may be provided for by the parties in order to verify the qualifications of the employee in accordance with the assigned work. It must be specified in the order and cannot exceed three months in duration, and for managers - six. This period does not include sick time and other periods when the employee was absent from work due to good reason. 3.
Operating mode conditions. As a rule, the employee submits to the general work schedule, if one is established by the employer at the enterprise. But in relation to him, an individual work schedule, part-time work, non-attendance days, flexible working hours, a working day divided into several parts, etc. can be determined. It is important that his work week did not exceed 40 hours. 4.
Conditions for transportation to work. Typically, this condition plays a large role if the place where the work is performed is located at a considerable distance, as in road construction, or when the working day begins (or ends) too early (or too late), for example, for transport drivers, or when the work involves traveling and is required to reimburse travel costs, and in other cases. In the normal nature of work, this condition is usually not discussed. 5.
Condition on non-disclosure of secrets protected by law (state, official, commercial and other).
Conditions for the provision of housing. We can talk about the provision of temporary or permanent housing, in the future or in the present, capital housing or not related to such, separate or in a communal apartment, on credit or with full payment, etc. This condition is so important that usually employees insist on detailed written documentation.
7. Condition on the obligation to work for a certain period after training (if the training was carried out at the expense of the employer).
The list of additional conditions can be continued. The needs, interests, and capabilities of the parties can be very different, and they have the right to resolve all issues related to them independently. However, both mandatory and additional terms of the employment contract should not worsen the situation of workers in comparison with labor legislation.
An employment contract is considered concluded if the parties have agreed on all its essential (basic, mandatory) terms. Such an agreement must be recorded in writing (in duplicate) and documented in an employment order, on which the employee’s signature is required.
The administration is obliged to require that applicants for work provide, in addition to a passport, a work book. For part-time workers, work books are kept at the place of their main job. They contain information about the employee, the work performed, as well as incentives and awards for success at work. Penalties are not entered into the work book. Entries about the reasons for dismissal in the work book must be made in strict accordance with current legislation and with reference to the relevant article, paragraph of the law.
In practice, employment agreements are very common. Their legal nature is heterogeneous. This can be either an employment contract or a contract agreement. Both types of contracts involve the performance of certain work by the citizen’s personal labor and for remuneration, but their legal consequences are different. If the agreement is accompanied by the inclusion of an employee in the enterprise team to perform a certain labor function or any individual assignment, if he obeys the internal labor regulations, including complying with the mandatory instructions of officials regarding his work activities, then most likely there is an employment contract. It is more difficult to answer the question of what type of contract is concluded if the employee performs work from home, such as an editor. If he is on the staff of the relevant employer and his work is not one-time, but systematic, we can talk about concluding an employment contract.
In a civil contract, the customer is more interested in the final result of the work performed, which corresponds to the terms of the contract, pays only for it and does not bear other property obligations in relation to the contractor. The latter also bears the risk of being unable to provide the final result of the work for objective reasons, while in labor relations This risk is borne by the employer (entrepreneur). When performing work under a contract, the contractor is not included in the staff of the relevant organization and is not subordinate to it labor regime and organizes his work independently, and the customer has no right to interfere with his economic activity(for example, repairing a car, apartment, setting up, servicing complex household appliances and etc.).
In the field of application of labor, labor contracts are also used. Within the meaning of labor legislation, “employment agreement” and “contract” are synonymous concepts, but in practice they still differ.
A contract is a commercial agreement regarding the purchase and sale of labor and its use. Usually it is concluded with an employee who has unique, special abilities to perform a certain job. The contract allows you to individualize working conditions, taking into account the characteristics of the employee’s qualifications, his business qualities, specifics of performing the work. It characterizes all stages of work performance, the rights and obligations of the employee and the employer.
A contract differs from an employment contract in the following ways: 1)
the contract always has a special written form; 2)
the contract clearly describes the mutual rights and obligations of the parties, social guarantees. It is not the labor function that is determined, but the subject of the contract, for example, the management of an enterprise, marketing, i.e., a system of measures to study the market and promote the corporation’s goods to it. Sometimes the effective characteristics of an employee’s work are indicated (for example, a certain percentage of profitability, corporate profitability, etc.); 3)
the condition of payment under the contract is purely the result of an agreement, although when reaching an agreement on this issue, the situation on the labor market is taken into account (for example, today there are clearly not enough marketing specialists), the individual qualities of the employee (for example, a marketing specialist has sufficient work experience in large commercial firms); 4)
the contract also stipulates the condition of wage indexation; 5)
the contract is concluded for a certain period, usually not exceeding five years; 6)
the contract may establish special measures of liability for failure to fulfill duties (for example, dismissal if the employee does not achieve the stipulated results, full compensation by the employee for damage caused to the enterprise as a result of his work, regardless of the form of guilt, etc.).
The contract can be concluded both with full-time employees and with those whose work activity in this organization is not the main place and type of work. Parallel contracts, for example for auditing, may be entered into with several employees. One person can work under several contracts at once. Contracts can be concluded with an employee on the staff of the enterprise to perform combined work and payment for the work performed. The contract stipulates the period for which it is concluded and indicates the amount and source of contributions for insurance.
general provisions (names of the parties, details, validity period, conditions of the probationary period); 2)
subject of the contract (name of the work performed); 3)
responsibilities of the employer (information, technical support for the employee, library day or private day, advanced training); 4)
procedure for acceptance and evaluation of work; 5)
remuneration (payment terms, advance payments, incentive payments); 6)
working hours (flexible schedule, work in certain hours, weekends, vacations and the procedure for their provision, payment procedure); 7)
social guarantees (additional payments for vacation, sick leave, old age, obligation to find employment upon completion of work, medical, sanatorium and resort services, transport services, payment for housing, provision of housing, repayment of a loan from a housing construction cooperative, etc.); 8) obligations of the parties to fulfill the terms of the contract and liability for their violation (disciplinary sanctions, reduction of bonuses, compensation for material damage, termination of the contract); 9)
conditions for termination or extension of an employment contract (termination - in case of violation of the terms of the contract, liquidation of the enterprise, expiration of the term, signing of the work acceptance certificate, agreement of the parties; extension - if the work is not completed, suspended for reasons beyond the control of the parties, specified in the contract, in case of illness, etc.); 10)
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procedure for resolving disputes.
It appears that labor contract in the understanding that is used in practice, it combines elements of both an employment contract and a civil contract.
Agreement between employer and employee
Agreement between employer and employee
The parties to the employment contract are the employer and the employee. Labor - an agreement between an employer and an employee, according to which the employer undertakes to provide the employee with work for a designated labor function, to ensure working conditions provided for by law and other regulations, to pay the employee wages on time and in full, and the employee, for his part, undertakes to personally fulfill the labor function defined by this agreement, comply with the internal labor regulations in force of the employer.
Employment contract
An agreement between an employer and an employee, according to which the employer undertakes to provide the employee with work for a specified job function
One copy of the employment contract is given to the employee, the other is kept by the employer.
Receipt of a copy of the employment contract must be confirmed by the employee’s signature on a copy of the employment contract kept by the employer. An employment contract that is not formalized in writing is considered concluded if the employee began work with the knowledge or on behalf of the employer or his representative.
Agreement between employer and employee
I’ve cooked up something, but I’m afraid I won’t finish writing something or something else. Possible You have entered into similar agreements, please look at the text and tell me if it is written in normal language and maybe something else needs to be added Scroll: Text of the agreement AGREEMENT BETWEEN EMPLOYER AND EMPLOYEE.
Kirov “___” ____________ 20___ Kirov regional state secondary school autonomous institution"Lyceum", hereinafter referred to as the "Employer", represented by Director Dolgikh, acting on the basis of the Charter, on the one hand, and Suvorov, hereinafter referred to as the "Employee", on the other hand, have entered into this agreement as follows: 1.
Employment contract with an employee working for an employer - an individual
These articles indicate the features of highlighting labor employer- an individual in separate species employment contracts. When concluding an employment contract with an individual employer, the employee undertakes to perform work not prohibited by the Labor Code of the Russian Federation or other federal law, as determined by this contract.
For undefined period; for a certain period of no more than 5 years (fixed-term employment contract), unless a different period is established by the Labor Code and other federal laws. Parties to the employment contract of the employer - an individual The parties to the employment contract of the employer - an individual are the employee and the employer.
draw up an employment contract with the employee in writing; pay insurance premiums and other obligatory payments in the manner and amounts determined by federal laws; issue insurance certificates of state pension insurance for persons entering work for the first time. Given the legal status of the employer, the law imposes certain requirements on its relations with its employees.
How to draw up an agreement?
The agreement necessarily takes into account the interests of both parties (in the paragraphs “Rights and Responsibilities”), and also describes the range of their responsibilities, which must ensure the rights of the other party. If one of the parties to the agreement fails to fulfill its obligations, it is considered unfulfilled, that is, the party whose rights are infringed during the execution or failure to fulfill the agreement has the right to file a claim against the other party in the judicial authorities.
Contract agreement When concluding a contract agreement, you must clearly understand what this document will give you for business or your daily life.
Employment contract sample 2015
In other words, employment contracts are essentially agreements between employees and employers, according to which both parties have mutual obligations and rights.
The contract provides the employee with social guarantees, and from this point of view, it is more beneficial than the civil contract, and the employer is guaranteed high-quality performance of the required part of the work. According to the latest changes in Russian legislation, the form must have the following details: first name, patronymic and last name of the employee; information about the employer who entered into the contract; name of the position and duties of the employee; duties of the employer; TIN of the employer; working conditions, identification documents of the employer and employee; date and place of preparation, signatures of the parties General Responsibilities parties to the agreement are given in Article 56 of the Labor Code of the Russian Federation, and the mandatory list of data required to be reflected in the agreement is in Article 57 of the Labor Code of the Russian Federation.
The employer uses the employee's property
If an agreement is reached, the employee is entitled to compensation, as well as reimbursement of expenses associated with their use. This norm is established in Article 188 of the Labor Code.
The amount of compensation for the use of employee property in the interests of the employer is not established by law, except when it comes to cars and motorcycles. We will write about them in the upcoming issues of the magazine.
Employment contract with the employee
This document legally establishes the rights and obligations between the employer and employee. The terms of the employment contract must not contradict the code of the Russian Federation.
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Agreement between employer and employee
56 of the Labor Code of the Russian Federation).
The employment contract shall indicate: surname, name, patronymic of the employee and the name of the employer or surname, name, patronymic of the employer - an individual who entered into an employment contract. At the same time, a change in the owner of the organization’s property is not a basis for terminating employment contracts with other employees of the organization (with the exception of the heads of the organization, his deputies and chief accountants, who can be dismissed within three months from the date of the change of owner).
The nuances of concluding an employment contract
67 Labor Code(TC), an employment contract must be concluded in writing, drawn up in two copies (one for the employee, the other for the employer), each of which is signed by the parties.
The definition of labor given in Art. 56 of the current Labor Code differs from the definition given in Art.
15 of the “old” Labor Code in that the new edition emphasizes the obligation to perform work personally (one of the main differences between civil law and contract relationships) and the employer’s obligation to pay wages on time and in full. Based on the validity period, the following types of labor contracts are distinguished: unlimited (concluded for an indefinite period) fixed-term (validity period is determined in the contract itself).
If the employment contract does not specify the duration of its validity, the contract is considered to be concluded for an indefinite period.
General provisions
Thus, as a general rule, citizens have the legal capacity to enter into a contract at the age of 16, and only in exceptional cases can persons 15 years of age be hired.
To prepare young people for industrial work, it is allowed to employ students in general education institutions to perform light work that does not cause harm to health in their free time from school after they reach 14 years of age. The content of an employment agreement (contract) consists of a set of conditions that determine the mutual rights and obligations of the parties (employee and employer).
The main (most) part of the rights and obligations is regulated by labor legislation (LLC). The other (smaller) part of the terms of the contract is determined by agreement of the parties (personally the employee and the enterprise, i.e.
Agreement between an employee and an employer on the use of the employee’s personal vehicle for production (official) purposes
The employee, according to his position, works _______________, and due to _______________, the Employer cannot provide his own vehicle. 3. Compensation to the Employee for the use of personal vehicle for production (official) purposes is _____ (__________) rubles per working day.
4. Costs of fuels and lubricants, Maintenance and vehicle repairs are/are not included in the compensation (if not included, the Employer reimburses the Employee for the specified costs based on the submission of the relevant documents). 5.
Interested in an employment agreement between employer and employee?
These articles indicate the features of separating the employment contract of an employer - an individual into a separate type of contract.
When concluding an employment contract with an individual employer, the employee undertakes to perform work not prohibited by the Labor Code of the Russian Federation or other federal law, as determined by this agreement. For undefined period; for a specified period of not more than 5 years ( fixed-term contract), unless a different period is established by the Labor Code and other federal laws.
General provisions
See comments to Article 56.1 of the Labor Code of the Russian Federation
Agency labor is prohibited.
Agency labor is labor performed by an employee at the order of the employer in the interests, under the management and control of an individual or legal entity that is not the employer of the employee.
Peculiarities of labor regulation of workers sent temporarily by the employer to other individuals or legal entities under an agreement on the provision of labor to workers (personnel), are established by Chapter 53.1 of this Code.
Information about changes:
Federal Law No. 421-FZ of December 28, 2013 introduced amendments to Article 57 of this Code, which come into force on January 1, 2014.
Article 57. Contents of the employment contract
See Encyclopedias and other comments to Article 57 of the Labor Code of the Russian Federation
The employment contract specifies:
surname, name, patronymic of the employee and name of the employer (surname, name, patronymic of the employer - an individual) who entered into an employment contract;
information about documents proving the identity of the employee and the employer - an individual;
taxpayer identification number (for employers, with the exception of employers - individuals who are not individual entrepreneurs);
information about the employer’s representative who signed the employment contract and the basis on which he is vested with the appropriate powers;
place and date of conclusion of the employment contract.
The following conditions are mandatory for inclusion in an employment contract:
place of work, and in the case when an employee is hired to work in a branch, representative office or other separate structural unit of the organization located in another area - place of work indicating the separate structural unit and its location;
labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications; specific type of work assigned to the employee). If, in accordance with this Code and other federal laws, the performance of work in certain positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then the name of these positions, professions or specialties and qualification requirements they must comply with the names and requirements specified in the qualification reference books approved in accordance with the procedure. established by the Government of the Russian Federation, or the relevant provisions of professional standards;
the date of commencement of work, and in the case where a fixed-term employment contract is concluded, also the period of its validity and the circumstances (reasons) that served as the basis for concluding a fixed-term employment contract in accordance with this Code or other federal law;
terms of remuneration (including the size of the tariff rate or salary (official salary) of the employee, additional payments, allowances and incentive payments);
working hours and rest hours (if for a given employee it differs from the general rules in force for a given employer);
guarantees and compensation for work under harmful and (or) dangerous working conditions, if the employee is hired under appropriate conditions, indicating the characteristics of working conditions at the workplace;
conditions that determine, in necessary cases, the nature of the work (mobile, traveling, on the road, other nature of work);
working conditions in the workplace;
condition on compulsory social insurance of the employee in accordance with this Code and other federal laws;