Approximate form Labor contract with a city worker (village) _____________ "____"___________20___ The enterprise (full official name), hereinafter referred to as the “Enterprise”, represented by _______________________, acting on the basis of the (position, full name) charter, on the one hand, and _______________________________________ (full name). ) hereinafter referred to as the “Employee”, on the other hand, have entered into this contract as follows: 1. Subject of the contract 1.1.______________________________ is hired by the enterprise as ______________________________________________________; (profession) for the position ________________________________________________ (cross out what is not necessary) to perform job duties__________________________________________ ________________________________________________________________________________; ( brief description) 2. Duration of the contract 2.1. The contract is concluded between the Enterprise and the Employee for a period of __________ years (months) and is valid from "___"_____________20___ to "___"_____________20___; for an indefinite period; for the duration of the work stipulated by this Contract (delete what is unnecessary). 3. General conditions contract 3.1. By concluding this contract, the Employee takes into account that the Enterprise is _________________________________________________________________________ _________________________________________________________________________ (brief description of the enterprise, institution, organization) 3.2. When performing his direct labor duties in accordance with this Contract, the Employee will proceed from the Charter (Regulations) of the Enterprise. 3.3. The employee reports directly to the manager, ____________________ _________________________________________________________________________ (name of the structural unit) as well as to the Director of the Enterprise. 3.4. The employee is a full member labor collective The enterprise participates with the right of casting vote in the activities of its general meeting (conference). 3.5. An employee has the right to express a personal opinion on any issue of the Company’s activities. 3.6. The employee has the right, if necessary, to familiarize himself with the internal labor regulations of the Enterprise, the collective agreement and labor legislation. 3.7. The employee is guaranteed the unhindered exercise of the right to form a trade union. Discrimination against an Employee in terms of time and rest time, wages and other essential working conditions due to his participation in a trade union is not permitted. 4. Obligations of the parties 4.1. The employee undertakes: a) to perform the following work in accordance with his profession, specialty, qualification (position): _____________________ b) during the validity of the contract, achieve the following results_______ _______________________________________________________________________; (or run in in full program attached to this Contract and forming an integral part thereof). c) conscientiously, timely, at a high professional level and accurately fulfill their labor duties, comply with the internal labor regulations of the Enterprise, use all working hours for productive work, refrain from actions that interfere with other employees performing their job duties; d) take care of the safety of equipment, raw materials, finished products and other property of the Enterprise, as well as property of other employees; e) promptly and accurately execute the orders of the Director of the Enterprise and the immediate supervisor; f) by order of the Director of the enterprise, go on business trips; g) not to disclose scientific, technical and other commercial and confidential information obtained during work without the consent of the immediate supervisor; h) immediately notify the administration of the Enterprise about violations of production technology, failure to comply with labor standards, cases of theft and damage to the property of the Enterprise. 4.2. The Enterprise undertakes: a) to provide the Employee with work in accordance with the terms of this Contract; b) provide the Employee with the working conditions necessary for him to perform his duties under this Contract, including providing the employee with the necessary technical and material resources in good condition; c) equip workplace The Employee with the following equipment__________ __________________________________________________________________________ (computer, copier, printer, etc.) d) provide the Employee with the following special clothing, special shoes and other equipment personal protection ___________________ __________________________________________________________________________ organize proper care of these products; e) comply with labor legislation and labor protection rules; f) ensure conditions of remuneration, norms of working time and rest time in accordance with this Contract and current legislation; g) ensure that the Employee improves his qualifications and grows his professional skills through own funds in _____________ __________________________________________________________________________ (form of advanced training) for _____________________________________ year (months); h) ensure the safety of personal property, tools, and vehicles of the employee on the territory of the enterprise; i) provide a car for business trips or pay compensation when using a personal car for business purposes in the following order__________________________________________________________ ________________________________________________________________________ j) in the event of the death of the Employee or the onset of disability during the performance of work duties, continue to pay until the expiration of the contract to his family or him an amount equal to the average earnings received by the Employee during work under the Contract; k) ensure that the introduction of new technology and equipment does not worsen working conditions; take the necessary measures to protect the health and safety of the Employee when working with new equipment and in new conditions. All costs under this sub-clause are borne by the Enterprise. 5. Remuneration 5.1. For the conscientious performance of job duties during the monthly working hours, the Employee is guaranteed payment of an official salary (tariff rate) in the amount of _____________ rubles per month (per hour). The official salary (tariff) increases depending on the cost of living index determined by law. 5.2. An employee has the right to receive various allowances, additional payments, bonuses, and other remunerations based on the results of his activities in accordance with the remuneration system in force at the Enterprise. 5.3. The employee is established the following remuneration based on the results of work for the month (quarter) according to the following indicators and in the amount: 1)_________________________________________________________________ ________________________________________________________________________________; 2)_________________________________________________________________ ________________________________________________________________________________; 3)_________________________________________________________________ ________________________________________________________________________________; 5.4. The employee is paid a remuneration based on the results of work for the year in the amount of _______ rubles. 6. Working time and rest time 6.1. The employee is given a standard (non-standard) working day. 6.2. The monthly working hours are ___________. The normal working hours should not exceed 8 (4) hours per day. A break for rest and food is not included in working hours. Overtime beyond the normal working day is paid at double the rate for each hour. 6.3. The start and end times of the working day, as well as breaks for rest and food, are determined by the Internal Labor Regulations of the Enterprise and orders of managers. 6.4. Normal duration working week As a rule, should not exceed 41 (20.5) hours per week. Overtime beyond the normal working week is paid at double the rate for each hour. Days off are provided to the Employee in accordance with the internal labor regulations of the Enterprise. 6.5. Overtime in excess of the normal working hours is allowed, as necessary, but the duration of working hours during the accounting period (_ month) should not exceed the normal number of working hours (_ hours). 6.6. Night time is considered to be from 10 pm to 6 am. Night work is paid at time and a half. 7. Vacation 7.1. The employee has the right to annual basic leave of _______ calendar days. Depending on the results of his work, he may be granted additional leave. For annual leave, financial assistance is paid in the amount of __ _______ rubles. 8. Social insurance and social security 8.1. During the period of validity of the Contract, the employee is subject to social insurance and social security in accordance with the current legislation on labor and social security. 8.2. In case of permanent loss of ability to work (disability) as a result of an accident at work, the employee is paid, in addition to the one established by law, a one-time benefit in the amount of ______ salary. 8.3. In case of disability due to illness or as a result of an accident not related to production, the Employee is paid a one-time benefit in the amount of _________ salary. 8.4. In the event of the death of an Employee during the validity period of the contract, his family is paid in addition to the benefit established by law in the amount of __________________ salaries. 8.5. In case of temporary loss of ability to work, the employee is paid for the cost of medications and paid services medical institutions, in the amount of ____ _________________. 9. Social services 9.1. Social services for the Employee are provided by the management of the Enterprise in accordance with the decision general meeting labor collective and at the expense of funds allocated for these purposes. 9.2. The employee is provided with the following services and benefits for social services, not established by current legislation: - payment of a one-time allowance for annual leave in the amount of___ ______________; - annual provision to the Employee and his family members of a voucher to a sanatorium or rest home with the employee paying ______ percent of the cost of the voucher; - provision of an apartment to the Employee on the terms of____________________ _______________________________________________________________________. 10. Modification, continuation and termination of the contract 10.1. Changing the terms of the contract, its extension and termination is possible by agreement of the parties at any time. 10.2. Upon expiration of the Contract, it is terminated. This rule does not apply to cases where labor relations are in fact continuing and none of the parties has demanded their termination. In this case, the Contract is extended for the same period and with the same conditions. 10.3. The Contract is subject to early termination at the initiative of the Employee in the event of: a) his illness or disability preventing the performance of work under the Contract; b) violation by the management of the Enterprise of labor legislation or this Contract; c) other valid reasons_______________________________________________ _______________________________________________________________________ 10.4. The contract before its expiration can be terminated at the initiative of the Enterprise on the following grounds: a) changes in the organization of production and labor (liquidation of the Enterprise, reduction in the number or staff of employees, changes in working conditions, etc.); b) discovered inconsistency of the Employee with the work performed in the absence of guilty actions on his part; c) guilty actions of the Employee (systematic failure to perform work duties without good reason, absenteeism, showing up at work while drunk and other violations labor discipline, disclosure of trade secrets, violation of paragraphs. 12.3 of this Contract, theft, etc.) 10.5. Dismissal at the initiative of the Enterprise is carried out on the basis of the corresponding conclusion of the head of the structural unit of the Enterprise, in compliance with the requirements of labor legislation. 11. Compensation upon termination of the contract 11.1. Upon termination of the Contract on the grounds provided for in clause 10.3 sub. a) and b) clause 10.4 The employee is paid severance pay in the amount of average monthly earnings. Upon termination of the Contract on the grounds provided for in subpara. a) clause 10.4, the Employee also retains his average monthly earnings for the period of job search during the second and third months from the date of dismissal, if he has registered with the employment service as a job seeker within 10 calendar days after dismissal . 11.2. Subject to termination of the contract (by good reasons) along with the payments provided for by the current legislation and this Contract, the Employee is also paid a one-time benefit in the amount of _____________ rubles. 12. Special conditions 12.1. The enterprise serves as the main place of work for the Employee; The employee is hired to work for the Enterprise on a part-time basis (cross out what is not necessary). 12.2. Labor functions activities not arising from this Contract may be carried out by the Employee within the Enterprise only with the consent of the head of the structural unit and the director of the Enterprise. 12.3. The Employee does not have the right to perform, under contracts with other enterprises and organizations, work related to _______________________ _______________________________________________, under this Contract (a brief description of the Employee’s labor function), as well as to engage in any other type of activity in other enterprises and organizations, if this may cause economic or other damage To the enterprise. Failure to comply with this clause is sufficient grounds for dismissal of the Employee. 12.4. The Enterprise pays the Employee a one-time benefit in the amount of _______ rubles within _____ days after the conclusion of the Contract. The benefit is not a form of remuneration. 12.5. The Company pays the Employee _______ rubles monthly. 12.6. All materials created with the participation of the Employee and on the instructions of the Enterprise are the property of the Enterprise. 12.7. The Parties undertake not to disclose the terms of this Contact without mutual consent. 12.8. The terms of this Contract may be changed only by agreement of the parties. 12.9. The parties are responsible for fulfilling their obligations under this Contract in accordance with current legislation. 12.10. Disputes arising between the parties to the Contract are resolved in accordance with the procedure established by current legislation. 12.11. In all other respects not provided for in this Contract, the parties are guided by the norms of the Labor Code of the Russian Federation and the Charter (Regulations) of the Enterprise. 13. Other conditions 13.1. This Contract is drawn up in two copies: one for each of the parties and is considered valid only if there are signatures of both parties: the Employee and the Enterprise, certified by the seal of the latter. 13.2. Addresses and details of the parties: Enterprise__________________________________________________________ (postal address and bank details) Employee___________________________________________________________ (residence address, year of birth, passport details: _______________________________________________________________________ series, number, by whom and when issued, presence of children) _____________________ (full name) _____________________ (full initials) for the Enterprise Employee MP
A contract is a special form of regulation of labor relations, which has been transformed into an individual agreement between the employee and the employer, where the dominant role belongs to the agreement of the parties, but within the framework of current legislation.
A contract as an agreement is a written agreement between two parties on working conditions and the amount of remuneration, but not lower than the minimum prescribed by law, on measures social protection, responsibility, etc.
Each of the parties to the labor relationship at the stage of establishing contractual terms has equal rights, regardless of the types of ownership and organizational and legal forms of the enterprise.
History of contract transformation
You should not identify contract work with work under an employment contract. Since 2002, in Russia these are different documents and different legal relationships.
The term “contract” appeared in the Labor Code of the Russian Federation in 1990 and was considered as a synonym for an employment contract.
But from February 1, 2002, significant changes and additions were made to the Labor Code, as a result of which the word “contract” was excluded from the Chapter on the Employment Contract.
Accordingly, now contract work has been transformed from labor to civil law relations, and the contract is concluded with separate categories workers.
Features of contract work
1) Contract work deprives workers of the guarantees provided for by labor legislation. Employees with whom they have entered into a work contract can only count on a fixed payment for their work and compliance with the working conditions included in the contract (for example, a social package, additional financial motivation). But during the period while the employee was working under a contract: - is not included in the total length of service,
- no entry is made in the work book,
- no deductions are made to social funds, which means that the employer does not provide any guarantees and does not owe anything to the employee in such cases as: sick leave, paid leave, maternity leave, liquidation of the enterprise, dismissal, etc.
- formally, the employee is not even considered a full member of the team and is not always subject to the internal labor regulations or work regime of the organization; accordingly, he does not bear disciplinary liability in case of improper performance of his duties.
2) There is a certain list of professions, labor relations with which are regulated exclusively by contract. This category includes:
- Heads of federal state enterprises.
- Troupes of circuses, theaters, art groups.
- Military personnel, athletes.
- Also general practice It is customary to enter into contracts with non-resident employees.
3) A contract, as a type of related civil law agreement related to labor relations, can take the following forms:
- Contract agreement.
- Contract of assignment.
- Contract for paid services.
- Other forms of contracts the subject of which is: the employee’s performance of a certain labor function in the overall labor process of the organization, payment for the final result of labor, the fulfillment in any way of obligations assumed.
In general, contract work is appropriate in the following cases:
1) To hire a part-time employee.
2) To perform one-time work.
3) To be able to use “flexible” employment, when paid working time alternates with time off at your own expense.
4) In any other cases when employment contract impossible to conclude based on the specifics of the work.
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The concept of “contract” or “agreement” is quite often found in labor and federal legislation as a definition related to labor relations. Initially, agreements were oral agreements between interested parties. And contracts implied the written signing of a document stipulating all the terms of the transaction or employment relationship.
In the Soviet Union, no special distinction was made between these concepts. But in the new Russian labor legislation the word "contract" was replaced in all its references by "agreement".
IN in a broad sense This word contract can be considered both an oral and a written transaction. There is practically no legal difference between an agreement and a contract. However, there are still differences, and they are associated with the wording that is used in legal and regulatory frameworks.
The definition of a contract can be found in Article 56 of the Labor Code.
According to such a written agreement, the employer and employee undertake certain obligations and at the same time receive rights, also enshrined in the document. For example, the manager undertakes to ensure timely payment and working conditions in the workplace that meet all requirements.
And the employee must not violate the internal regulations of the organization or enterprise, and also treat his job responsibilities.
The concept of “contract” no longer appears in modern labor legislation, although it can still be found in certain thematic articles and books. This concept has been abolished in the Labor Code since 2002.
This concept cannot be confused with those concluded on 
limited period! Contracts can be either fixed-term or fixed-term. For example, this document is signed with employees of law enforcement and military departments. And at the same time, it regulates open-ended employment relationships.
There is no prohibition in the legislation on signing contracts regulating labor relations. Accordingly, a document with this name is considered legal (although it does not appear in the Labor Code). This is evidenced by numerous departmental orders and regulations.
This document defines the rights and obligations of interested parties, indicates salary amounts, prescribes rules for remuneration of employees and others. important conditions.
What are the differences?
The Civil and Budget Code indicates a contract as the main type of document required when concluding a transaction if one of the interested parties is the state. It clearly states the procedure for concluding and the conditions under which the transaction takes place. For example, such a document is concluded based on the results of a tender for the supply of goods for municipal needs.
But this type of contract in its legal status is close to (according to the Federal Law number 44, article 3, paragraph eight). 
The Tax Code classifies contracts in the sphere of foreign trade relations(Article 165 of the Tax Code). If a deal is concluded to export goods outside the Customs Union, a corresponding contract is signed. Such a document allows the interested party to obtain significant tax benefits(zero rate). Use of the agreement in similar cases will be inappropriate, since signing the agreement will lead to problems with the tax service.
Thus, the difference between contracts and agreements lies in the origin of the concepts themselves and the status of the interested parties signing the agreement.
As mentioned above, the concept of “contract” cannot be confused with a fixed-term type agreement. According to the validity period, contracts concluded to regulate labor relations can have both a limited (fixed-term) and unlimited (indefinite) period of validity.
Figuratively speaking, a contract is general concept, and a contract is just a type of such agreement, used in certain situations.
For example, a contract may confirm the fact of hiring law enforcement officers, civil servants or career military personnel (contract service). In the case of , contract is used instead of agreement. The Law on Civil Servants directly states that a contract is concluded between the employer and the future employee of a state organization (Article 23 of the mentioned Law).
Or certain services or work may be performed under a contract. In this case, the contract is close in legal meaning to a civil law type contract. Such a contract has a certain duration and can't be. Its termination occurs based on the reasons specified in the document. And the employer has the right to additional incentives for the employee for excellent performance of his duties (the amount of incentive remuneration and the procedure for its payment are also specified in the contract).
Service contracts and employment contracts: differences
Service contracts are signed by the employer or his representative and 
a citizen entering the service (Federal Law No. 79, adopted in June 2004). Service can be civil, carried out in various government organizations and structures, as well as military (or equivalent) carried out in the army, security forces, fire and rescue units (in the Ministry of Emergency Situations).
The main differences between such a document and the contract concluded between employers and employees can be seen in the table:
In the process of hiring a person, the employer must offer the person being hired to sign a document that would contain the rights and obligations of both parties. In most cases, the future employee is asked to sign an employment contract open-ended contract, but in some cases - a contract. Assuming that These are synonyms; many people are deeply mistaken and, as a result, fall into a legal “trap”.
It is precisely in order to avoid subsequent problems in relations with the employer and not to spoil your reputation through litigation, and it is worth considering what the difference is between these two types of documents.
Why does such a question arise?
The whole point is that a contract is a much more rigid document, than a contract. “Contract” translated from Latin means “deal,” which emphasizes its specificity. The contract presupposes the assignment of obligations established on paper to the employer and employee, failure to fulfill which gives the injured party the full right to apply to court for damages.
The agreement in this sense is more likely symbolic meaning and contains only general statements of rights and obligations. The document confirms that the employee is actually employed in the organization, and other aspects of his work are regulated by the Labor Code of the Russian Federation.
Thus, the signed contract significantly limits the employee’s actions, not allowing, for example, to resign at will, which, of course, is not to everyone’s liking. This is why you should pay attention to whether you are given a contract or agreement to sign when applying for a job, especially if you do not intend to stay in this organization for years.
Differences between contract and agreement
An employment contract gives the employee the right to leave his job at any time (of course, by notifying his superiors one month in advance) and does not contain information about the terms of employment, that is, it is unlimited. There is no need to renew the employment contract. At the same time the contract strictly fixes the terms and is usually concluded for a period from 1 to 5 years. After this time, the employee may be asked to renew the contract, that is, sign a new one, or refused if the qualifications, education or perhaps age do not allow the employee to perform his job effectively and achieve the goals set by the organization.
The company is not obliged to inform the employee about the reasons for its refusal, just as the employee does not have to explain, why he no longer wants to work at this place of work, however, they are obliged to inform each other about their intentions two weeks before the expiration of the contract. In this regard, the company and the employee have equal rights.
At the same time, if one or the other party wants to terminate cooperation early, this will be impossible. The contract must be worked out to the end, therefore, the company will be obliged to pay the employee his salary for the entire period fixed on paper, in any case. In the opposite situation, if the employee himself does not want to work for the company anymore, this will most likely lead to a lawsuit and a fine.
Finally, another difference is that the contract regulates not only the period for which the employee is hired, but also other important points, such as:
- conditions under which an employer can terminate a contract unilaterally. In this way, firms insure themselves against incompetence or indiscipline of employees. A similar condition could be, for example, a low grade during professional certification;
- amount of compensation, which the person wishing to terminate the contract must pay to the other party. It is also likely that the amount of compensation for non-compliance with other clauses of the contract will be specified;
- sum financial liability employee for possible damage (damage to equipment, theft);
- employee incentive measures to increased productivity, for example, an increase in the hourly rate or additional vacation days.
A superficial acquaintance can lead to the employee finding himself in truly enslaving conditions. The agreement is often standard form, containing template information.
Is the contract even legal?
This question may also arise given that this term does not appear in Labor Code Russian Federation since 2002. However The law does not establish prohibitions on concluding contracts, and, as you know, what is not prohibited is permitted. The word “contract” is still used in one case without fail. We are talking about state and municipal orders, which are executed primarily in contract form.
There are several reasons why a contract is used:
- The conditions for municipal and state orders are greatly limited by the provisions of the Law on Placement of Orders. The contract is inappropriate, if only because the principle of its freedom is severely limited by the legislator.
- Concluding a government contract requires passing such important procedures from a legal point of view as auctions and bidding.
- Funding comes from government sources, which again is what the term “contract” indicates.
Thus, the concept of “contract” fully reflects the specifics of government orders.
Treaty or contract: practice of leading countries
While Russia uses both contract and agreement when hiring personnel, other countries have different policies. The contract system is very developed in the USA, which is a consequence new economy. Leading management experts suggest that the contract system is the future due to increasing labor mobility.
All fewer people remains committed to his AlmaMater, trying to gain as many diverse experiences as possible. The same experts determined that the optimal period of work in one place is 3 years, after which the employee begins to lose efficiency and needs a shake-up. Wall Street firms have long used such a system, trading their financial analysts with each other.
The attitude is different in Japan, where lifetime employment is practiced. Contracts are practically not used in Japan, because when hired, the employee is asked to sign an open-ended contract, violation of the terms of which is condemned by society. This system is a tribute to centuries-old Japanese traditions.
In any case, you need to pay attention to the contents of the paper that is signed when applying for a job. However, in the case of a contract, you should be more attentive to detail and careful.
with an employee in a person acting on the basis, hereinafter referred to as " Enterprise", on the one hand, and gr. , passport: series, No., issued, residing at: , hereinafter referred to as “ Worker", on the other hand, hereinafter referred to as the "Parties", have entered into this agreement, hereinafter " Agreement”, about the following:1. SUBJECT OF THE AGREEMENT
1.1. is hired by the company as a ; for a position to perform job duties;
2. CONTRACT TERM
2.1. The contract is concluded between the Enterprise and the Employee for a period of one year and is valid from “” 2019 to “” 2019; for an indefinite period; for the duration of the work stipulated by this Contract (delete what is unnecessary).
3. GENERAL CONDITIONS OF THE CONTRACT
3.1. By concluding this contract, the Employee takes into account that the Company is a...
3.2. When performing his direct labor duties in accordance with this Contract, the Employee will proceed from the Charter (Regulations) of the Enterprise.
3.3. The employee reports directly to the manager, as well as to the Director of the Enterprise.
3.4. The employee is a full member of the Enterprise’s workforce and participates with a casting vote in the activities of its general meeting (conference).
3.5. An employee has the right to express a personal opinion on any issue of the Company’s activities.
3.6. The employee has the right, if necessary, to familiarize himself with the internal labor regulations of the Enterprise, the collective agreement and labor legislation.
3.7. The employee is guaranteed the unhindered exercise of the right to form a trade union. Discrimination against an Employee in terms of time and rest time, wages and other essential working conditions due to his participation in a trade union is not permitted.
4. OBLIGATIONS OF THE PARTIES
4.1. The employee undertakes:
- perform the following work in accordance with your profession, specialty, qualification (position): ;
- during the contract period, achieve the following results;
- conscientiously, timely, at a high professional level and accurately perform their job duties, comply with the internal labor regulations of the Company, use all working time for productive work, refrain from actions that interfere with other employees performing their job duties;
- take care of the safety of equipment, raw materials, finished products and other property of the Enterprise, as well as the property of other employees;
- timely and accurately execute the orders of the Director of the Enterprise and immediate supervisor;
- by order of the Director of the enterprise, go on business trips;
- not to disclose scientific, technical and other commercial and confidential information obtained during work without the consent of the immediate supervisor;
- immediately notify the administration of the Enterprise about violations of production technology, failure to comply with labor standards, cases of theft and damage to property of the Enterprise.
4.2. The enterprise undertakes:
- provide the Employee with work in accordance with the terms of this Contract;
- provide the Employee with the working conditions necessary for him to fulfill his duties under this Contract, including providing the employee with the necessary technical and material means in good condition;
- equip the Employee’s workplace with the following equipment;
- provide the Employee with the following special clothing, special shoes and other personal protective equipment and organize proper care of these equipment;
- comply with labor legislation and labor protection rules;
- ensure conditions of remuneration, norms of working time and rest time in accordance with this Contract and current legislation;
- ensure that the Employee improves his qualifications and grows his professional skills at his own expense during the year;
- ensure the safety of personal property, tools, vehicles employee on the territory of the enterprise;
- provide a car for business trips or pay compensation when using a personal car for business purposes in the following order;
- in the event of the death of the Employee or the onset of disability while performing his job duties, continue to pay until the expiration of the contract to his family or to him an amount in the amount of the average earnings received by the Employee during work under the Contract;
- ensure that the introduction of new technology and equipment does not worsen working conditions; take the necessary measures to protect the health and safety of the Employee when working with new equipment and in new conditions.
5. REMUNERATION
5.1. For conscientious performance of labor duties during the monthly working hours, the Employee is guaranteed payment of an official salary (tariff rate) in the amount of rubles per month. The official salary (tariff) increases depending on the cost of living index determined by law.
5.2. The employee has the right to receive various allowances, additional payments, bonuses, and other remunerations based on the results of his activities in accordance with the remuneration system in force at the Enterprise.
5.3. The employee is established the following remuneration based on the results of work for the month (quarter) according to the following indicators and in the amount: .
5.4. The employee is paid a remuneration based on the results of work for the year in the amount of rubles.
6. WORKING TIME AND REST TIME
6.1. The employee is given a normalized (non-standardized) working day.
6.2. The monthly working hours are . Normal working hours should not exceed 8 (4) hours per day. A break for rest and food is not included in working hours. Overtime beyond the normal working day is paid at double the rate for each hour.
6.3. The start and end times of the working day, as well as breaks for rest and food, are determined by the Internal Labor Regulations of the Enterprise and orders of managers.
6.4. The normal working week should generally not exceed 41 (20.5) hours per week. Overtime beyond the normal working week is paid at double the rate for each hour. Days off are provided to the Employee in accordance with the internal labor regulations of the Enterprise.
6.5. It is allowed, as necessary, to overwork in excess of the normal working hours, but the duration of working hours during the accounting period (month) should not exceed the normal number of working hours (hours).
6.6. Night time is considered to be from 10 pm to 6 am. Night work is paid at time and a half.
7. VACATION
7.1. The employee has the right to annual basic leave of calendar days. Depending on his performance, he may be granted additional leave. Financial assistance in the amount of rubles is paid for annual leave.
8. SOCIAL INSURANCE AND SOCIAL SECURITY
8.1. During the period of validity of the Contract, the Employee is subject to social insurance and social security in accordance with the current legislation on labor and social security.
8.2. In case of permanent loss of ability to work (disability) as a result of an accident at work, the employee is paid, in addition to the one established by law, a lump sum benefit in the amount of salary.
8.3. In case of disability due to illness or as a result of an accident not related to production, the Employee is paid a one-time benefit in the amount of salary.
8.4. In the event of the death of an Employee during the validity period of the contract, his family is paid in addition to the salary allowance established by law.
8.5. In case of temporary loss of ability to work, the employee is paid the cost of medications and paid services from medical institutions in the amount of .
9. SOCIAL AND HOUSEHOLD SERVICES
9.1. Social services for the Employee are provided by the management of the Enterprise in accordance with the decision of the general meeting of the workforce and at the expense of funds allocated for these purposes.
9.2. The employee is provided with the following services and benefits for social services, not established by current legislation:
- payment of a one-time benefit for annual leave in the amount of;
- annual provision to the Employee and his family members of a voucher to a sanatorium or rest home with the employee paying a percentage of the cost of the voucher;
- provision of an apartment to the Employee on the terms .
10. CHANGE, CONTINUATION AND TERMINATION OF THE CONTRACT
10.1. Changing the terms of the contract, its extension and termination is possible by agreement of the parties at any time.
10.2. Upon expiration of the Contract, it is terminated. This rule does not apply to cases where the employment relationship actually continues and neither party has requested its termination. In this case, the Contract is extended for the same period and with the same conditions.
10.3. The Contract is subject to early termination at the Employee’s initiative in the following cases:
- his illness or disability preventing him from performing work under the Contract;
- violations by the management of the Enterprise of labor legislation or this Contract;
- other valid reasons;
10.4. The contract before its expiration may be terminated at the initiative of the Enterprise on the following grounds:
- changes in the organization of production and labor (liquidation of the Enterprise, reduction in the number or staff of employees, changes in working conditions, etc.);
- discovered inconsistency of the Employee with the work performed in the absence of guilty actions on his part;
- guilty actions of the Employee (systematic failure to fulfill work duties without good reason, absenteeism, appearing at work while intoxicated and other violations of labor discipline, disclosure of trade secrets, violation of clause 12.3 of this Contract, committing theft, etc.).
10.5. Dismissal at the initiative of the Enterprise is carried out on the basis of the corresponding conclusion of the head of the structural unit of the Enterprise, in compliance with the requirements of labor legislation.
11. COMPENSATION UPON TERMINATION OF THE CONTRACT
11.1. Upon termination of the Contract on the grounds provided for in clause 10.3 and clause 10.4, the Employee is paid severance pay in the amount of average monthly earnings. Upon termination of the Contract on the grounds provided for in clause 10.4, the Employee also retains his average monthly earnings for the period of job search during the second and third months from the date of dismissal, if he has registered with the employment service as a job seeker within 10 calendar days after dismissal .
11.2. Subject to termination of the contract (for good reasons), along with the payments provided for by current legislation and this Contract, the Employee is also paid a one-time benefit in the amount of rubles.
12. SPECIAL CONDITIONS
12.1. The enterprise serves as the main place of work for the Employee; The employee is hired to work for the Enterprise on a part-time basis (cross out what is not necessary).
12.2. Labor functions not arising from this Contract may be performed by the Employee within the Enterprise only with the consent of the head of the structural unit and the director of the Enterprise.
12.3. The employee does not have the right to perform work related to this Contract under contracts with other enterprises and organizations, as well as engage in any other type of activity in other enterprises and organizations if this may cause economic or other damage to the Enterprise. Failure to comply with this clause is sufficient grounds for dismissal of the Employee.
12.4. The Company pays the Employee a one-time benefit in the amount of rubles within days after the conclusion of the Contract. The benefit is not a form of remuneration.
12.5. The Company pays the Employee monthly rubles.
12.6. All materials created with the participation of the Employee and on the instructions of the Enterprise are the property of the Enterprise.
12.7. The Parties undertake not to disclose the terms of this Contact without mutual consent.
12.8. The terms of this Contract may be changed only by agreement of the parties.
12.9. The parties are responsible for fulfilling their obligations under this Contract in accordance with current legislation.
12.10. Disputes arising between the parties to the Contract are resolved in accordance with the procedure established by current legislation.
12.11. In all other respects not provided for in this Contract, the parties are guided by the norms of the Labor Code of the Russian Federation and the Charter (Regulations) of the Enterprise.
13. OTHER TERMS
13.1. This Contract is drawn up in two copies: one for each of the parties and is considered valid only if there are signatures of both parties: the Employee and the Enterprise, certified by the seal of the latter.
14. LEGAL ADDRESSES AND PAYMENT DETAILS OF THE PARTIES
Enterprise Legal address: Postal address: INN: KPP: Bank: Cash/account: Correspondent/account: BIC:
Worker Registration: Postal address: Passport series: Number: Issued by: By: Telephone:
15. SIGNATURES OF THE PARTIES
Enterprise _________________
Worker _________________