Providing leave on holidays: instructions for personnel officers

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Svetlysheva Olga Yurievna , teacher of the Center in the direction of Personnel Management and Personnel Management

From this article you will learn how to properly book a vacation during the holidays.

• How to keep track of holidays while on vacation
• How can an employee correctly write a vacation application if the vacation days fall on holidays?
• What is the procedure for issuing an order to grant leave on holidays?

In practice, there are situations when an employee’s next vacation falls on holidays. In this case, it should be remembered that under certain circumstances the employee has the right to use longer rest. In this material we will talk about the rules for granting annual leave on holidays that are in force, as well as about taking into account holidays on vacation.

general information

In order for an employee to go on vacation, guaranteed to him by labor legislation and lower regulations, orders are used in office work, listed in a unified form in Resolution of the State Statistics Committee of January 5, 2004 No. 1.
IMPORTANT. An order to grant leave to an employee acts as a mandatory document. After all, they are used in accounting when calculating the amount paid to an employee for vacation days; marks are made in the employee’s personal card, Form No. T-2, and in his personal account.

How many days before vacation is a vacation order issued? The document is drawn up in advance, no later than two weeks before the day of the vacation.

This period is stipulated by law so that the employee knows about the impending event in advance and can prepare for it.

It is also recommended to notify the employee of the upcoming vacation.

It’s better not to wait until the last minute and take care of completing the document in advance.

It is also worth mentioning that payments to the employee are made three days before the upcoming vacation.

The content of the order on granting leave to an employee is unified, which, however, does not prevent organizations from changing its structure and approving it independently within the institution. If only the logic of the order was not violated. The rest of the document is open to corrections and changes.

REFERENCE. Forms T-6 and T-6a differ due to the letter “A”, which indicates the group orientation of the order. The absence of a letter implies that the order is drawn up for one person.

Order form: its preparation and completion

An order is drawn up in a specialized structural unit (usually in the personnel department). Responsibility for its development rests either with an employee of this department or with a person authorized to deal with personnel issues.

The details used in the unified form include:

1. Employee's full name.
2. Employee personnel number.
3. Structural subdivision.
4. The position held by the employee.
5. Type of leave (annual basic paid).
6. Type of leave (additional paid).
7. Vacation period (from...to).
8. Duration of vacation (total in calendar days).
9. Vacation start/end date (from...to).

Also, do not forget about such details as the “registration number”, which is placed opposite the name of the type of document.

The document is registered in accordance with the rules established in a particular organization.

An order for annual paid leave is signed by the head of the organization.

The employee is introduced to this document; after the manager’s signature, he must leave his signature.

ATTENTION. A seal is not required for a document to gain legal force and significance. After all, a seal is a means of confirming the authenticity of a signature only if the document is sent to a third-party organization. In all other cases, the use of printing is not advisable.

When filling out the order form, pay attention to the following columns:

1. Work period. This phrase refers to a time period that guarantees the employee annual paid leave. Such a period is a working year, calculated from the moment the employee joins the company.
2. Duration of annual basic paid leave. The duration of leave is regulated by Articles 115 and 120 of the Labor Code of the Russian Federation. From these articles one can deduce the statutory holiday period of 28 days, and also conclude that there is no upper limit. One more point: weekends do not count towards vacation, but are transferred.
3. Duration of annual additional paid leave. Turning to Article 116 of the Labor Code of the Russian Federation, it is important to note: only categories of employees designated by law are entitled to additional leave. More information about these categories can be found in the above article.
4. Total duration of vacation. The number of days is indicated, which is the sum of the number of days of main and additional leave (if any).

Sample orders

The order is drawn up in accordance with Labor legislation or in any form. Depends on the type of vacation.

Paid annually

Regular paid leave (28 days) is mandatory for all employed people. Additionally, an instruction is issued on the approval of the vacation schedule, according to which the priority of the company’s employees to go on vacation is established.

ATTENTION! The period taken into account is the year from the date of registration of the person, and not the calendar year.

The administrative act for the next vacation is drawn up according to the regulations:

1. Number and date of compilation.
2. Full last name, first name, patronymic of the employee.
3. Position and structural unit.
4. Point “A” indicating the duration of rest.
5. Point “B”, which duplicates the previous entry.
6. Signatures with transcripts from the head of the organization and the employee.

If a person takes out regular and additional leave at the same time, this is recorded in lines “A” and “B”. Column “B” indicates the total number of days of rest.

A sample order for annual paid leave can be downloaded from the link.

Without salary

This type is issued as standard, but is not subject to payment. It is drawn up in agreement with the boss, who has the right to refuse. Except in cases where the reason for the application was the death of a close relative, a wedding or the birth of a child.

To apply for leave without pay, a corresponding application from the employee is required.

A sample form for filling out an order for vacation at your own expense is provided at the link.

Review from vacation

Recall from vacation is possible if urgent tasks arise in the work process. Done with the written consent of the employee to interrupt the vacation.

The withdrawal order is drawn up in a free form, indicating the number of unused days and the period when they will be reimbursed.

A sample order for revocation is available here.

How many days in advance is a vacation order issued?

All officially employed persons have the right to annual leave. This period of time is paid in accordance with the average salary, and the employee must retain the job.

At the same time, there are several types of leave: annual, additional, without pay plans, as well as leave for study, child care, pregnant women and women who have just given birth.

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Knowing all the nuances regarding rest will help you plan your work life wisely and avoid unforeseen situations.

According to the Labor Code of the Russian Federation, all employees have the right to vacation for a period of 28 calendar days. People in certain professions with more difficult working conditions compared to other professions are entitled to additional leave.

According to the law, the enterprise draws up a plan for all vacations. It is established within the company according to the planned profit, established priority and other factors.

The deadline for drawing up the rest order for all employees must be no later than 2 weeks before the end of the calendar year. The employer is obliged to allow his employees to rest on time. Workers must follow the sequence specified in the schedule.

Each employee must review the schedule and sign it. Based on such a plan, a vacation notice is drawn up and sent to the employee for signature no later than 2 weeks before the start of his vacation. In this case, the employee does not have to write a leave application. The basis for the order is the vacation schedule and notification.

There are certain groups of employees who can take unscheduled leave. For example, combat veterans. In this case, employees already write a leave application.

Any employee can reschedule his planned vacation dates by agreement with the employer. In this case, the basis for granting leave will be his personal statement. The procedure in this case is as follows:

1. the employee writes a statement,
2. a decree is issued on the employee's leave,
3. the manager sends an order to the accounting department to accrue vacation pay,
4. At least 3 days before the start of the vacation, the employee is credited with money.

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In this case, the employer can establish internal rules of the enterprise, which stipulate the deadlines for submitting all documents from employees.

The law does not stipulate the exact time for filing an application.

When writing an application, an employee should take into account the fact that after reviewing his request, management must issue an order, and on the basis of the order, the accounting department must pay vacation pay. In this case, the deadline for accruing money must be no later than 3 days before the start of the employee’s vacation.

Outside the plan, employees may request time off while maintaining their job in the following cases:

• an employee may submit a request for several days of rest without pay with a good reason,
• a number of persons (such as retired active workers, disabled people) can go on unpaid leave when it is convenient for them,
• women who are about to go on maternity leave in the near future, or who have just returned to work from maternity leave,
• persons under 18 years of age,
• if a person has just adopted a baby.

In all these cases, the employee’s rest is formalized by order based on his written application.

If an employee resigns on his own initiative, he can write an application for leave, after which his dismissal will follow. It is worth noting that the employer has the right to both accommodate the employee and provide him with days of rest, and has the opportunity to accrue monetary compensation to him.

Upon dismissal for labor misconduct, vacation or compensation is not provided.

In case of registration of paid leave with subsequent dismissal of an employee, the procedure is as follows:

1. The employee submits a leave application to the HR department addressed to the director of the company. In this case, the schedule may no longer be observed.
2. Next, a letter of resignation is written.

If an employee has unpaid days of basic or additional vacation, they can be summed up.

The employer has the right to provide partial monetary compensation. The deadline for filing applications in this case is determined by the date of dismissal.

In the case where an employee resigns as a result of liquidation or bankruptcy of the company, the procedure changes slightly:

1. A notice is issued regarding the reduction of staff unit. This document must be issued at least 2 weeks before the date of dismissal;
2. The employee reads the order and signs it;
3. Next, the employee writes a vacation application;
4. Based on the application, the HR department issues an order to provide the employee with annual paid leave;
5. The human resources department issues a second order to terminate the staff unit;
6. The employee signs both orders.

The time for filing an application is not specified by law. However, this document must be drawn up during the period after receipt of notice of dismissal and before the date of the last working day. Otherwise, the employee will receive a financial payment.

In order to apply for leave for your employee, there are several standard documents. First of all, this is the vacation schedule (Form No. T-7). Next comes the vacation order (forms No. T-6, No. T-6a). And finally, a note calculating vacation pay (according to form No. T-60).

So, Rostrud decided that all these forms are optional from January 1, 2013 (letter dated February 14, 2013 No. PG/1487-6-1). And it doesn’t matter here that they were approved by the State Statistics Committee of Russia not for accounting purposes, but in order to implement the requirements of the Labor Code of the Russian Federation.

Thus, from January 1, 2013, all commercial organizations have the right to use forms of primary documents for recording labor and wages, developed by them independently.

The main thing is that they contain those mandatory details that are provided for in paragraph 2 of Article 9 of the Federal Law of December 6, 2011 No. 402-FZ. But you can, of course, continue to use the standard ones, modifying them somewhat. This is what we advise you to do.

Vacation schedule

The vacation schedule must be approved no later than two weeks before the start of the year (Article 123 of the Labor Code of the Russian Federation). That is, you need to sign the schedule for 2014 no later than December 17, 2013. However, this can be done a little later.

The main thing is to put the correct date on the document. If you don’t draw up a schedule at all, there is a risk of running into a fine under Article 5.27 of the Code of the Russian Federation on Administrative Offences. The amount of the fine is from 30,000 to 50,000 rubles.

Even worse, the company's activities may be suspended for up to 90 days.

Moreover, this document is not just a formality. The Labor Code of the Russian Federation obliges strict adherence to the deadlines given in it.

Of course, at the end of the year, not all employees can say exactly when they plan to rest in 2014. Please indicate estimated vacation dates. The main thing is not to leave empty lines in the chart!

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The labor inspectorate is well aware that it is almost impossible to strictly adhere to pre-planned vacation dates. Employees may have a hundred reasons to reschedule their vacation throughout the year. And management often suggests changing the rest periods. In addition, the employee may be recalled from vacation. In each of these situations, the vacation schedule is inevitably disrupted.

To avoid quibbles, it is important to complete the documents correctly. Most often, the issue of postponing vacation is resolved by agreement of the parties. But in any case, changes will need to be made to the vacation schedule.

After which you need to either draw up an order to postpone the vacation, or immediately issue an order for vacation.

Indicate the details of one of these documents and the new start date of the vacation in the vacation schedule in columns 8 and 9 (if we are talking about standard form No. T-7). Moreover, it does not matter on whose initiative the vacation is postponed.

What if the vacation starts later than planned? Warn the employee: he must inform the employee of his desire to reschedule the vacation before the scheduled start date for the vacation.

Ask him to write a special statement with new periods of rest.

Leave order

When an employee goes on vacation, you need to draw up an order granting vacation to an employee (standard form No. T-6) or several employees (standard form No. T-6a). In general, the unified form of this document is quite convenient, so there is no point in abandoning it.

However, in the order, indicate only information about the leave that you provide to the employee. That is, all other lines (about additional, at your own expense and other vacations) can be deleted from the order.

And instead of this, if necessary, you can add another additional line to section A. This is in case the employee added the unused balance of last year’s vacation to the days of rest that he takes this year. The order is signed by the manager, the employee must be familiarized with the order upon signature.

This is due to the fact that standard form No. T-6 does not allow issuing one order when an internal part-time worker goes on leave. In particular, in this form the required details are:

• position of the employee going on vacation;
• the period for which the employee is granted leave.

But in this case there is no point in drawing up your own single document.

That is, you need to apply for leave separately for each position. It's like you're sending two different people on vacation.

Orders. When to issue orders. Procedure for registration and accounting.

In their activities, non-profit organizations, like other organizations, regardless of their organizational and legal form, powers, structure and number, have administrative documents.

One of the main types of administrative document in the organization’s documentation support department is an order (instruction).

This article will consider: what types of orders there are, how they are drawn up, what regulations govern their execution, how long these orders should be stored in the organization, and in case of liquidation, transferred to the central archive.

Types of orders. Shelf life.

The main purpose of the order is to solve the main and operational tasks facing the organization.

An order is a legal act adopted solely by the head of an organization to resolve personnel, organizational, economic and other issues.

There are 3 types of orders (instructions):

– orders (instructions) on core activities;

– orders (instructions) for personnel;

– orders (instructions) on administrative and economic issues.

For each type of orders (instructions) different storage periods are established:

– storage period “permanently” – for orders (instructions) on the main (core) activity;

– term “75 (50) years” – for orders (instructions) regarding personnel;

– storage period “5 years” – for orders (instructions) on administrative and economic issues and a group of orders (instructions) on personnel.

Direct execution, including orders, is regulated by GOST R.7.0.97-2016 System of standards for information, library and publishing (SIBID). Organizational and administrative documentation. Documentation requirements.

Orders (instructions) are issued on a standard document form with a certain set of details. It is mandatory to undergo the registration procedure within the calendar year. Depending on the purpose and storage period, they are registered separately from each other. Serial registration numbers are assigned to orders (instructions) separately within each group.

Letter indices may be added to the registration numbers of orders for personnel:

– orders (instructions) for personnel with a shelf life of “75 years” (reception, transfer, dismissal, etc.) are indicated by the letter index “l/s” (for example, No. 1-l/s);

– orders (instructions) for personnel with a shelf life of “5 years” (short-term business trips, annual paid vacations, vacations in connection with training, disciplinary sanctions, duty) are indicated by the letter index “k” (for example, No. 1-k).

Issues regarding the introduction of letter indices when registering orders (instructions) should be resolved in the organization’s office management instructions.

Orders (instructions) are grouped into cases by type and chronology with related applications:

– orders (instructions) for core activities are grouped separately from orders (instructions) for personnel;

– orders (instructions) regarding personnel are grouped into files in accordance with the established retention periods.

Orders on main activities.

An order (instruction) on the main (core) activity is a legal act issued by the head of an organization to ensure the main (core) activity of the organization.

Orders (instructions) on the main (core) activities formalize the authority of the organization in relation to the subordinate network of organizations.

Orders (instructions) on the main (core) activities are issued for the purposes of:

– execution of legislative, regulatory legal acts and other decisions of higher management bodies;

– carrying out its own executive and administrative activities related to the performance of the functions and tasks of the organization.

Issues in orders with the main activities are determined by the organization’s charter.

Orders (instructions) on the main (core) activities of the organization:

– approval of staffing schedules, regulations of structural units, job descriptions (job regulations) of employees, work plans, reports on the activities of the organization;

– local legal acts are approved (instructions, rules, procedures, regulations, lists and others);

– issues of financing the organization’s activities, implementation of state and departmental programs, logistics, scientific and technical policy, information and documentation support are regulated;

– the procedure (mode) of work, control, decisions and instructions on the organization of work, organizational events (conducting thematic courses, advanced training courses, seminars, round tables), work results, implementation of special programs, results of audits, inventory of property (fixed assets) are drawn up ) and others;

– collegial and advisory bodies, control (audit) bodies, scientific, expert, methodological, advisory bodies (committees, commissions, councils) are created;

– the procedure for holding competitions for filling vacant positions, organizing military registration, employee reservations, a set of measures for civil defense, labor protection, etc. are determined;

– issues of delegation of powers, distribution of areas of responsibility, granting rights (for example, electronic signature), coordination of certain types of activities are regulated;

– appointments to positions of heads of subordinate organizations are formalized;

– the creation, renaming, reorganization, liquidation, change of departmental subordination of the institution, and the formation of branches are formalized;

– other issues are regulated if there is authority.

In organizations that have a large volume of orders (instructions) on the main activity, for the purpose of carrying out an operational search, it is allowed to separate orders (instructions) on the main activity into separate groups (for example, orders (instructions) on conducting internal audits, control measures, state (municipal) procurement , environmental assessment and others).

In organizations that are not sources of acquisition of state and municipal archives, the shelf life of orders (instructions) for permanent storage cannot be less than 10 years. In accordance with the current legislation in the field of archival affairs, until the organization carries out an examination of the value of documents in the prescribed manner, the destruction of documents is prohibited.

Orders (instructions) on administrative and economic issues

Orders (instructions) on administrative and economic issues are issued by the management of the organization (responsible and authorized persons) in the following areas of activity:

– on compliance with the internal regulations of activities (for example, an order (instruction) on establishing access control in the organization; on admission to office premises during non-working hours and on weekends; on violation of internal labor regulations);

– on the operation of buildings and premises (for example, an order (instruction) on the use and disposal of property; on leasing premises; on property insurance; on sanitary and hygienic treatment of premises);

– on transport services and internal communications (for example, an order (instruction) on the allocation of vehicles; on the consumption of fuels and lubricants; on the provision of communication means for conferences, meetings; on the operation of communication means; on the organization of protection of communication networks);

– on ensuring the security of the organization (for example, an order (instruction) on the organization of fire protection of the organization; on improving the technical and anti-terrorist strength of the organization; on security activities; on the design and operation of technical means).

Orders (instructions) containing issues of the main activity and instructions of an administrative and economic nature relate to the main activity and are stored permanently (for example, an order (instruction) on the preparation and holding of a conference may contain an instruction to the head of the relevant department on organizing transport services for the participants of the event).

Orders (instructions) for personnel.

Orders (instructions) for personnel (shelf life – “75 years”)

Orders (instructions) for personnel document the labor relations between employer and employee, which are regulated by the Labor Code of the Russian Federation and other regulatory legal acts. These orders (instructions) formalize the order of organization by the employer and the facts of the employee’s implementation of labor functions relating to the terms of the employment contract.

These orders (instructions) will further serve as the legal basis for satisfying the social and legal requests of citizens regarding seniority, wages, and awards.

Orders (instructions) for personnel are issued:

– hiring (transfer, relocation, combination, filling a vacant position);

T-1-Order-for-employment

T-5-Order-for-transfer-to-another-job

Order-on-transfer-to-remote-work-due-to-COVID

– dismissal (termination of the employment contract);

T-8-Order-of-dismissal

– certification, increase in class (grade), assignment of title (rank);

(samples can be found on the official websites of departments and departments)

– change of surname (first name, patronymic) in accounting documents;

Order-to-change-the-surname-in-credentials

– encouragement (declaration of gratitude, awarding a certificate, etc.) (it should be noted that orders (instructions) on awarding third-party organizations and their employees for significant contributions to solving the problems facing the awarding organization should be classified as orders (instructions) on the main activity) ;

T-11-Order-of-encouragement

– remuneration, establishment of an increase to the official salary (for combinations, special nature of work, length of service, etc.), bonuses for employees (at the same time, orders (instructions) on bonuses for inventions and rationalization proposals are documents of permanent storage);

– provision of leaves to employees:

T-5-Order-on-vacation

1. with difficult, harmful and dangerous working conditions;

2. child care;

3. without maintaining maintenance (salary) (for example, for family reasons and other valid reasons; working old-age pensioners; working disabled people ; in cases of marriage registration; for preparing and defending final qualifying work and passing final state exams and other grounds provided for labor legislation);

– sending workers on long-term domestic and foreign business trips, business trips for workers with difficult, harmful and dangerous working conditions;

T-9-Order-on-command

– investigations of occupational poisonings, diseases, accidents;

– student internship, if during this period the students were paid wages and paid insurance contributions to the Pension Fund of the Russian Federation (if wages were not paid, then these orders are documents of permanent storage).

Orders (instructions) for personnel (shelf life – “5 years”)

These orders (instructions) for personnel (storage period - “5 years”) formalize labor relations that promptly regulate the performance of labor functions by the employee:

– on the provision of annual paid leave (on recall from leave) and leave in connection with training;

– on providing financial assistance;

– on duty on weekends and holidays;

– about short-term domestic and foreign business trips;

– about disciplinary sanctions;

– on the announcement of a competition for inclusion in the personnel reserve, on inclusion in the personnel reserve, on exclusion from the personnel reserve.

Transfer and subsequent storage of orders (instructions) for personnel during the liquidation of the organization. Where to look for your documents if the organization no longer exists.

Documents with a permanent storage period, documents on personnel with a storage period of 75 years, and documents with a temporary storage period (up to 10 years), the storage period of which has not expired, must be sent to the state or municipal archive.

All organizations, including non-profit ones, must transfer documents upon liquidation of an organization, regardless of their organizational and legal form.

The requirement to transfer temporary storage documents to archival storage is contained in Federal Law No. 125-FZ of October 22, 2004 “On archiving in the Russian Federation.”

In particular, in paragraph 10 of Art. 12 of the law establishes: “During the liquidation of non-governmental organizations, including as a result of bankruptcy, archival documents, documents on personnel, as well as archival documents whose temporary storage periods have not expired, formed in the process of their activities and included in the Archive Fund of the Russian Federation, transferred by the liquidation commission (liquidator) or bankruptcy trustee in an orderly manner for storage in the appropriate state or municipal archive on the basis of an agreement between the liquidation commission (liquidator) or bankruptcy trustee and the state or municipal archive.”

The storage periods for documents are determined in accordance with the new List of standard management archival documents generated in the course of the activities of state bodies, local governments and organizations, indicating storage periods, approved by order of the Federal Archival Agency dated December 20, 2019. No. 236 “On approval of the List of standard management archival documents generated in the process of activities of state bodies, local governments and organizations, indicating their storage periods.”

The procedure for transferring documents.

If there is a company that is a legal successor, then the documents must be transferred into its “good hands”

If there is no such company, then a similar procedure applies to a higher organization, which by law will receive the entire “paper inheritance”.

If there is neither a legal successor nor a higher organization, the documents are transferred “for temporary storage to a specialized archive (center) of personnel documents, and in its absence, to the state archive”

For example, in Moscow - on the basis of a resolution dated December 25, 2007. No. 1123-PP “On the implementation of priority areas for the development of archival affairs in the city of Moscow”, there are archival centers entrusted with the functions of storing archival documents of Moscow organizations.

If there are no such centers in the subject, you will have to contact the state or municipal archive.

When preparing materials for this article, materials from the following services were used:

https://docs.cntd.ru/; https://www.mos.ru/; – https://base.garant.ru/

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Changes

Once a document is approved by the manager, it cannot be changed. Even before the document has acquired legal force, changes can be made to it. But not after publication.

The only possible option in such a situation is to cancel one document and replace it with another. For example, if an employee expressed a reasonable desire to reschedule a vacation in a statement, then the original order is replaced with a new one. The same applies to drawing up a settlement note.

IMPORTANT. As has already been mentioned more than once, the structure of the document itself can be modified and redesigned to suit your own needs. But it is impossible to make changes to a ready-made document registered and signed by the head. This rule is immutable for everyone.

Vacation order date

Vacation schedule

The key official paper recording the granting of leave is a special approved and unified form T-6. This order is issued by the manager.

At the local level, orders are handled by authorized officials, for example, the head of the personnel department.

FILESOrder for leave in form T-6 .docOrder for leave in form T-6 .xlsOrder for leave in form T-6 .doc (completed sample)

Let us pay attention to the standards in accordance with which orders for employee leave are issued. All relevant documents should be drawn up according to the existing template.

An employee of the personnel department or any other authorized person fills out the order form. Then the form must be submitted for approval.

For a document to be valid, it must be certified by the signature of the head of the organization or department.

There is also a list of papers attached to the order. The following official papers are prepared:

• note-calculation;
• vacation schedule;
• a statement from the employee himself, where he writes about his desire to receive leave.

Remember! The employee is obliged to notify of the need for leave in advance. A specific deadline is also defined: the information is provided by the employee at least 15 days before the first day of the proposed vacation. Calendar days are taken into account.

There are a number of other documents that can be attached to the order in the T-6 form.

• Child's birth certificate.
• Help-call from an educational institution.
• Certificate of work experience.
• Certificate of incapacity for work.
• Certificate of death of a close relative. It is needed if time off is provided to organize a funeral.

Now we will look in detail at how to correctly compose an order. First of all, the date of preparation is indicated, you need to write down the number of this official document, enter the name of the organization or department.

Orders begin with the wording “provide leave.” It is indicated who exactly goes on vacation. In the dative case the surname, first name, and patronymic of the employee are written. For example: Vakhrusheva Maria Nikolaevna.

Then, in the appropriate fields, write down the name of the department and the position held by the employee. Indicate his specialty, profession.

Then you need to pay attention to the line where the specific working period is indicated. Lines A, B, C should be filled out in accordance with the type of vacation planned. We have the Labor Code of the Russian Federation. According to it, any employee has the opportunity to rest every year, while receiving monetary compensation, for 28 calendar days.

The issue is resolved by the manager individually if the employee has not worked for 12 months. For example, bosses are often ready to give their subordinates paid time off if they have worked for at least 6 months. Then this must be indicated under the letter B.

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Then all that remains is to sign the document. The order is certified with signatures not only by the manager, but also by the employee himself. The document is sent to the accounting department, human resources department, so it must be prepared in two copies.

It is very important to issue such an order correctly, since it plays a big role not only for reporting, but also for accounting. It is necessary to confirm that the employee is going on vacation on his own initiative and agrees to take a vacation at his own expense. In this case, the average salary is not paid, that is, the organization does not need to compensate for downtime.

It is worth noting that it is advisable for organizations to protect themselves in advance from the likely claims of employees. It is important to have adequate proof that the employee voluntarily asked for unpaid leave. Experts advise thinking about the employee’s application form.

Some companies practice filling out applications for unpaid leave on forms that have already been developed and printed. And the employee only has to sign the finished document. This is not a very good solution.

Sometimes problems arise with such statements in the future, and employees file claims for compensation for downtime and moral damages, citing the invalidity of the statement. A signature is easy to forge, but it is more difficult to verify and confirm its authenticity.

Please note that leave at your own expense can be provided simply at will, as well as for any valid reasons. When an order is issued, it must be written in column B: rest is provided, but payments and salary retention are not provided.

Remember that here it is also extremely important to correctly fill out the order. A pregnant employee not only gets the opportunity to rest in accordance with it, but also has the right to monetary compensation. This right is regulated by the Labor Code of the Russian Federation.

The very fact of pregnancy, the upcoming birth of a child is not yet a reason for rest, because everything must be officially confirmed, a corresponding application must be registered, and an order must be issued.

An order for the leave of a pregnant woman is drawn up in form T-6 based on a set of papers. The expectant mother must first submit an application in which she asks to be given maternity leave and to receive cash payments. An official document indicating the planned date of birth of the child is also required.

You need a corresponding certificate from a medical institution - a antenatal clinic, as well as a certificate of incapacity for work. Any expectant mother will receive such documents without any problems at the institution where her pregnancy is being carried out.

Let's consider a few important points. Pay attention to the name of the vacation. It is customary to call it maternity leave, but you need to use the official name given in the Labor Code: maternity leave. This wording fits into line B.

Often women decide to use the period of annual leave that they have left. You can apply for both vacations in one document T-6. In column A they write about the main leave, and then enter in line B the data about maternity leave, after which in line C they summarize the information about the two periods of rest.

A young mother has the opportunity to take a break from work to care for her child. The leave will be paid until the child is one and a half years old. The right to take leave at your own expense remains for up to three years. Payments are not due for one and a half years.

Point B is filled in. The last, first day of rest is reflected, the total period is indicated in calendar days.

When both parents are not on vacation, the grandparent can arrange the vacation. In this case, documents must be provided from both parents from their places of work to record that they did not use their opportunities to rest and care for the child.