The norm of working hours according to the Labor Code of the Russian Federation. Norms of working hours and the procedure for their calculation for certain categories of workers

Work time- part of the calendar time spent on the production of products or the performance of a certain amount of work and services.

Working time is an indirect cost estimate. For an individual worker, working time is usually measured in hours and days. For a set of employees - in man-days, man-hours. A worked man-day is considered the day on which the employee came to work and started it. Man-hour worked is the hour of actual work of one employee. In fact, a man-hour counted as worked does not always consist of 60 minutes of work. Small breaks in work are identified with the help of timekeeping and photographs of the working day.

The concept of working time and its duration is used, as a rule, in economic and legal aspects. In the legal aspect, working time is the time established by law or on its basis, during which employees, in accordance with the rules of internal labor regulations, must perform the work assigned to them or other labor duties.

Working hours should be distinguished from actual hours worked.

• Firstly, the actual time worked is the time during which the employee actually participates in the labor process;
• Secondly, remuneration should be made for the actual time worked spent on the performance of any labor operations. It can coincide, be more or less than working time;
• Thirdly, in contrast to the actual violation of the working hours, labor legislation provides for the imposition of certain sanctions.

Normal working hours workers at enterprises, institutions, organizations may not exceed 40 hours per week. This rule applies to employees of all enterprises, regardless of the form of ownership, except for those for whom, in order to protect their health, reduced working hours are provided.

The regulation of working time in a number of industries has its own characteristics. These features are reflected in government decrees, departmental and local regulations.

Employees have a five-day work week with two days off. The duration of daily work is determined by the internal regulations or shift schedules of the enterprise. However, if the introduction of a five-day working week is impractical due to the nature of production and working conditions, a six-day working week with one day off is established.

On the eve of public holidays, the working hours of employees, except for those for whom reduced working hours are established, are reduced by one hour for both a five-day and a six-day working week.

On the eve of the weekend, the duration of work with a six-day working week cannot exceed 6 hours.

Half-holiday

Along with normal working hours, labor legislation provides for reduced working hours, part-time work, irregular working hours.

Reduced hours of work is established for certain categories of workers and is determined, as a rule, by working conditions, age, physiological characteristics and a number of other factors. So, for workers aged 16 to 18, the working time is set to no more than 36 hours per week; at the age of 15 to 16 years - no more than 24 hours a week; for students aged 14 to 15 working during the holidays - no more than 24 hours a week; for workers employed in jobs with harmful working conditions - no more than 36 hours per week.

Reduced hours of work no more than 36 hours per week) is also established for a number of categories of workers provided for in the list of industries, workshops, professions and positions with harmful working conditions, for example, for cooks working at the stove, confectioners directly employed at confectionery ovens; for persons combining work with education in educational institutions, etc.

In addition, reduced working hours are established for certain categories of workers whose work is associated with increased intellectual and nervous tension (teachers, lecturers, educators and other pedagogical workers - 18 - 36 hours a week); for women working in rural areas (36-hour week); for disabled people of groups I and II, regardless of the enterprises they work at, a 36-hour work week is established.

Under part-time work refers to working time that is at least 1 hour shorter than the established shift duration, and part-time working week is understood to mean working time that is at least 1 day shorter than the established working week duration.

Both part-time work and part-time work week are established by agreement between employees and the administration when they are hired, as well as during work. Payment is made in proportion to the hours worked or depending on the output (revenue).

However, if the initiative to establish part-time work or its cancellation comes from the employer, he is obliged to notify the employee about this two months in advance, since working conditions change significantly.

Part-time work does not entail any restrictions on the duration of annual leave, the calculation of seniority and other labor rights for employees.

It should be borne in mind that part-time work is different from reduced. The main difference is in wages. So, if during part-time work, work is paid, as already mentioned, in proportion to the hours worked or with piecework pay depending on output, then with reduced working time, remuneration is made in full, established by law for certain working conditions or categories of workers.

For management, administrative and managerial, economic personnel, as well as for persons whose working hours due to the peculiarities of their working conditions cannot be accurately recorded, an irregular working day may be established. These include heads of enterprises, their deputies, etc.

For employees with irregular working hours the basic provisions of normal working hours apply. They can be involved in work beyond the established working hours only in individual cases, when the work performed requires it, without additional payment. The procedure for compensation for overtime for workers with irregular working hours may be established in collective agreements or in local acts of the head of the enterprise.

Overtime is considered work in excess of the established working hours, and they, as a rule, are not allowed, except for exceptional cases provided for by law (Article 99 of the Labor Code). Work is recognized as overtime, regardless of whether it was part of the employee's normal duties or the employee performed another task entrusted to him by the administration.

Overtime work can be applied only with the consent of the employee and should not exceed 4 hours for each employee for two consecutive days and 120 hours per year.

When working at night from 10 pm to 6 am) the established duration of work (shift) is reduced by one hour. Employees with a reduced working day, when working at night, are not further reduced working hours.

The following are not allowed to work at night: pregnant women and women with children under the age of three; workers and employees under the age of 18 and some other categories of workers (Article 96 of the Labor Code).

The duty of workers at enterprises and institutions is established to ensure control over compliance with the order and prompt resolution of some issues related to this. They are introduced after the end of the working day, on weekends and holidays in exceptional cases and only in agreement with the trade union body. The duration of duty or work together with duty may not exceed the normal length of the working day. Employees should not be allowed to be on duty more than once a month.

Duty on holidays is compensated by the provision of a day off of the same duration as the duty for the next ten days. Upon dismissal of an employee who has not received time off for duty, time off is provided until dismissal.

It is not allowed to compensate for duty with money, an increased amount of time off (for example, two days off for one day of duty) and lengthening the leave, as well as summing up days off in order to use them in a row.

It is prohibited to involve adolescents, pregnant women, nursing mothers, mothers with children under 12 years of age, and the disabled on duty on weekends and holidays.

Labor law provides two main types: weekly and summed. When weekly, the time spent by the employee during each calendar week is taken into account, when summarized, the time worked during a certain calendar period as a whole (month, quarter, year). Aggregated accounting of working time for a monthly or quarterly period is allowed only in cases where it is not possible to determine the weekly length of working time.

Establishing the duties and rights of employees and the employer, each of the employees hopes to perform their labor function at the specified time, hoping to spend their free time, focusing on their personal needs. Since the employer often seeks the opposite result, the state decided to resolve possible problems with the help of labor law, indicating the norms of working hours. Actually, the issues of legal regulation formed the labor law.

The norm of working time clearly defines the number of hours that an employee must work, and is reflected in employment contracts, collective agreements, and other regulations.

The employment contract or also determines the accounting period: the employee works out the set time according to the shift schedule. The graphs are different accordingly.

The norm of working time, specified by the legislation, provides for the following types of time accounting: daily accounting, weekly accounting and summarized accounting. Weekly accounting is appropriate when the law directly normalizes and sets the weekly (or daily) length of time for work. The duration of daily work is reflected in the schedules, taking into account a certain weekly norm. Cumulative accounting is appropriate when the weekly or daily norm of work time cannot be clearly established (varies).

Summarized accounting, as a rule, involves shift work. Therefore, shift schedules must be drawn up in advance. The drawn up schedules are brought to the attention of the personnel working at the enterprise at least a month before they are put into effect. This type of accounting is used on rotational shifts, for employees of water or railway transport, as well as for organizations that work continuously.

The resulting overtime (or, conversely, shortcomings) are regulated in a specific accounting period and cannot be compensated for by reducing other shifts or providing a separate day off (rest) according to other schedules (however, employers often still go for such violations).

Processing is overtime work. If the actual duration of work does not coincide with the planned shift schedule, the processing of some days is compensated by the reduction of other days and vice versa, but only within the accounting period. The general monthly standard of working hours should remain unchanged.

With summarized records of hours worked, the shift schedule cannot be revised.

When constructing a rotation schedule, additional) are not taken into account. If the total number of hours worked by an employee from the beginning of accounting time to dismissal exceeds the standard length of previously established working hours in a particular period, then processing should be recognized as overtime and paid additionally.

The monthly norm of working time for certain periods should be calculated according to the schedule of a five-day working week, together with days off, and based on the duration of work at eight hours on a normal day and seven hours on a pre-holiday day with a working week of forty hours. With a working week of up to forty hours in general, and five should not be reduced.

For example, the calculation of working hours for January 2013:

Calendar days - 31 in total;

Working days - total 17;

Days off - 14 in total (including holidays).

January hours of work:

1) 136 hours (if there are 40 hours in a working week);

2) 122.4 hours (if there are 36 hours in a working week);

3) 81.6 hours (if there are 24 hours in a working week).

A job seeker must know his rights. To know them, you need to read the Labor Code of the Russian Federation. But many, of course, firstly, are too lazy to do it. Secondly, they trust the leader, thirdly, they find employment in order to work, receive a salary, they do not care about the allotted time. As a result, they do not know how many hours of time, according to labor legislation, one can work per month. A person can work every day for several hours, a huge amount of processing is obtained per month, the salary remains unchanged.

Management is required by law to tell the employee his rights, but in reality this does not happen. Also, no employer allows an employee to read the laws. Before hiring an employee, the management explains all the details of work at the enterprise. Schedule, work on weekends, holidays - paid at what rate and so on. That is, the employee needs to know exactly how many hours according to the labor code per month he must work, and the rest of the additional ones are paid separately.

Be sure to conclude an employment contract, it includes all the duties of the employee, management. The employee undertakes to work for the prescribed time, not to skip, the manager undertakes to pay wages at the appointed time. The contract also specifies how many hours a person will work per day according to labor law.

What data is included in the contract:

hourly rates;

Working conditions;

Other important information.

In the example of an employment contract, you see, in clause 1.4 it is indicated that the labor legislation of the Russian Federation fully applies to the employee. This means that all standards will be observed by the employer.

How much should a person work

According to the law, 40 hours per week per month 160. These are the norms. How many hours of time according to the labor code do you get per day? Eight hours. These are the norms that must be observed, while a person can work less than this time, but no more. If an employee agrees with the employer that he will work, for example, 8 hours plus one more hour a day, then payment is made for 60 minutes. double processing. If a person earns 100 rubles per hour, then he receives 200 rubles per hour of processing.

If an employee works at the enterprise from 8 am to 10 pm, then he must work for two days, in three, only in this way the employer will not violate the Labor Code.

How many hours should a 16 year old work? According to the Labor Code per week, working time does not exceed 24. For the disabled, a schedule of 35 is also provided. If an employee leaves on a day off, he receives double payment. That is, having worked a legal shift with a salary of 800 rubles a day, on a day off he receives 1,600 rubles.

Employers often break the law. This must be stopped. If you know the laws, you can avoid problems.

If after reading this article you have not received a definitive answer, seek quick help:

The Labor Code establishes the norm of working time, which applies to the vast majority of hired personnel, at 8 hours, respectively, 40 hours are already recruited per week. The ratio of working days to days off is taken as standard - 5/2.

However, compliance with these norms and schedules is not always possible. It is no coincidence that the labor legislation itself already provides exceptions to this general rule, due to the specifics of the activities of different industries. Let's consider the differences in the norm of the working day under the Labor Code for employees of certain industries and determine how the personnel department should correctly reflect this fact in their employment contracts and local acts of the company.

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What is working hours

It means the amount of time during which the labor duties prescribed in the contract with the employee are performed. It is by no means employers and not even the Ministry of Labor that set the standards, which can be assumed. They are enshrined in the Order of the Ministry of Health and Social Development dated August 13, 2009 No. 588n. The basis for calculating the norms for each month, quarter or year is the so-called normal working hours, prescribed in Art. 91 of the Labor Code of the Russian Federation:

• a week of 5 working days and two non-working days;
• the duration of the working day is 8 hours;
• shortened to 7 hours working day before the holiday.

Therefore, in order to calculate how much it will be per month, it is necessary to multiply the number of working days in it by 8, and then subtract from the result those hours by which the pre-holiday days are reduced (if, of course, they exist in this month).

Every year, the Ministry of Health and Social Development draws up special calendars, where it is reflected by year, and it may differ slightly, due to the different number of days off.

Norm of working hours with reduced and part-time weeks

In addition to normal working hours, the Labor Code introduces the concepts of shortened and. Such time standards are established for certain categories of workers. Since the duration of the working day and week is reduced for them, the monthly norm of working time also changes accordingly.

The shortened version of the working day is always paid in full, since for those employees in whose favor it is established, it will be considered standard. Eases are associated either with the specifics of the conditions (harmful or dangerous), or with the physiological characteristics of a person. working time under 16 is limited to 24 hours per week. Well, if a teenager earns money in addition to studying at school, then the norm is halved - up to 12 hours.

• in industries recognized as harmful and dangerous - 36 hours;
• for the disabled - 35 hours (only 1 and 2 groups).

Part-time work, as well as a week, have a slightly different specificity. Payment under such a schedule will be less, only for the hours actually worked. Unlike the shortened one by virtue of the law, an incomplete week can be provided by agreement of the employee with his management. You cannot refuse such a request:

• pregnant women;
• the child's parent;
• an employee who takes care of a sick relative who needs care.

Summarized accounting of working hours

Not all companies work according to the standard five-day schedule. Continuous cycle production or the service sector bring their workers to work every day. The duration of the shift may well be longer than the 8 hours prescribed by the Labor Code of the Russian Federation, and days off do not always coincide with the generally accepted ones.

In order not to violate the interests of employees, if it is impossible to follow the norm of a standard 40-hour week, time is recorded according to a different scheme - summarized. With it, not a week is taken as the accounting period, but a much longer period of time, the maximum will be a year. The choice of a convenient period is made by the employer independently, depending on the work schedule.

With this account, the possible processing in one week will be fully compensated by a large number of days of rest in another. in one of the weeks, the worker may get overtime. That is, no overtime work, the norm of working hours for the selected period will simply be worked out. But the personnel officer should definitely be reminded that with this approach, it is necessary to count the hours of day and night shifts separately, since increased pay is due for night work.

How to fix working hours

The definition of which normal is used as generally accepted is given in the Labor Code itself. At the same time, it says that for a particular employee, working hours and his regime are also regulated by:

• industry agreement (or intersectoral);
• collective agreement with the employer;
• direct labor contract.

All of these acts, in particular, may well provide for an increase in the work week shortened by law. For example, for employees of industries recognized as harmful. But, in any case, the week should not violate the rules on the limit for all 40 hours, and the average norm of working time per day exceeded, albeit with consent, necessarily provides for compensation - monetary.

The Labor Code also sets limits for employees in certain areas of activity. Let's say that the norm of working time for pedagogical workers is only 36 hours, but with a six-day week (Article 333 of the Labor Code of the Russian Federation). The norm of the working time of a polyclinic doctor consists not only of conducting an appointment at the workplace, but also of the duration of home duty, when urgent calls are possible.

Fixing the norms of working hours in local acts

Everything related to the working time, including its norms, is fixed in various kinds of local acts, that is, internal documents of the employing company. The beginning of work, the length of the day, the number and time of breaks, other features of the regime, are first of all reflected in the PVTR - Internal Labor Regulations. Each employee who is registered for work gets acquainted with them against signature at the time of signing the employment contract.

The approval of such a document, as well as additions or any changes, including those relating to the introduction of a summarized or other accounting of hours worked, necessarily occur with the participation of an elected body representing employees. Most often this becomes the trade union committee, but not necessarily.

The time period chosen as the accounting period or the hourly rate of working time, if they differ from those indicated by the Labor Code, must be prescribed in agreements or a collective agreement (acts of social partnership).

Another document that is required for summary accounting is a shift schedule. It is always drawn up in advance, and at least a month before the start of its action, it is presented to employees for familiarization.

Although the Labor Code does not directly mention this, it would be logical to draw up a schedule of all shifts at once for the accounting period, even if it is equal to a year. This is necessary so that both the employee and his manager can make sure that there are no overtime hours and can make plans for rest.

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Reflection of the norm of time in the employment contract

The Labor Code obliges the employer to indicate in the employment contract only if it differs for a particular employee from that generally accepted in the organization. Therefore, if for individual positions the norm of working time per day is different than for all other employees, it also becomes an individual condition of the employment contract and must be reflected in it.

The wording in this case depends on how the accounting of working hours is kept. For example, with a shortened week, this could be a specific indication: "7 hours a day for a 35-hour work week" or "6 hours a day for a six-day work week." If the records are summarized, this should also be indicated: “normal hours of work 36 hours per week with a summarized account of working hours and an accounting period of one year”, etc.

If during the accounting period the employee falls ill, then he will fulfill the norm for the accounting period. The employer cannot force him to work off the missed time. He is obliged to exclude these hours from the employee's norm for the current month. Payment is made for the hours actually worked, and allowance is accrued for missed days. But for this, the employee must confirm the respectfulness of the absence of work with a document - a sick leave.

The norm of working hours for certain categories of workers

Protecting the rights of workers whose work involves high intensity and intensity or is associated with the impact on the body of harmful and dangerous factors, legislators establish work time standards that differ from the generally accepted ones. The Labor Code, in particular, provides for other time frames for the following categories of workers:

• minors;
• disabled people of 1 and 2 groups;
• teachers;
• physicians;
• with harmful or dangerous working conditions of the 3rd and 4th degree;
• shift workers, etc.

Working hours in medicine

For medical workers, the Labor Code reduces the normal one by one hour, that is, up to 39 hours (Article 350 of the Labor Code of the Russian Federation). However, the length of the working day and week for each individual employee depends on his specialty and position. This issue is regulated by Decree of the Government of the Russian Federation No. 101 of 2003. In it, the norm of the working day of a doctor, as well as other medical staff, can be equal to from 24 to 36 hours:

• The smallest, only 24 hours, will be the working week for those whose activities are related to gamma radiation;
• Employees of the bureau of forensic examination and anti-tuberculosis organizations (dispensaries, clinics, departments) work 30 hours a week;
• A working week lasts 33 hours for doctors employed in outpatient appointments (in polyclinics, first-aid posts, dispensaries, offices, etc.), working in physiotherapy rooms and dental clinics;
• Employees of all other medical institutions, including psychiatric, AIDS, etc., must work 36 hours a week.

In addition to the shortened working week, doctors are entitled to additional paid leave. Its duration depends on working conditions and is established by the collective agreement.

Working hours in education

The norm of hours of working time of education workers is reduced in comparison with the generally accepted one to 36 hours. Such a shortened week relies on:

• the teaching staff of universities;
• teachers;
• educational psychologists;
• social educators;
• Methodists;
• educators-librarians;
• senior leader;
• tutors;
• teachers of physical education and life safety.

• up to 30 hours for senior educators;
• until 20:00 for teachers-defectologists and speech therapists;
• up to 24 hours for accompanists and music directors.

A feature of the rationing of the work of teachers will be not only the reduction of the working week for them, but also the allocation of a special norm of hours of pedagogical (educational work). As a rule, it is set for one rate - 18 hours for school teachers and teachers of additional education. And up to 720 hours per year for the teaching staff of universities and colleges.

Features of normalization of working time for other categories of workers

For underage employees, always and weeks compared to other employees. Accordingly, the norm of time worked per month, year, etc. is also reduced. The Labor Code does not prohibit them from combining secondary education and hired work under an employment contract, but in this case, the norm of time provided for by law is reduced for them by half during the academic year.

A number of restrictions are set for workers such as drivers. Even if the organization has a shift schedule, the continuous duration of their work should not exceed 10 hours. The accounting period when calculating working time is always taken equal to a month. And only in those regions where transportation is characterized by seasonality, it can be extended up to six months.

It is interesting to regulate the working regime of remote workers. Since they do not work on the territory of the employer, he is deprived of the opportunity to control the development of the norm of time, and, accordingly, overtime work.

The legislators left this moment to the discretion of the most distant employee, who has the right to plan the mode and time of work independently. Due to the specifics of the organization of work, a number of norms relating to labor protection do not apply to such workers. In this, their relationship with the employer is similar to those that arise under the GPC agreement.

To determine the norms of working time, modern labor legislation uses a combination of centralized and differentiated regulation, which is characteristic of this particular branch of law. The norms of the law establish a minimum level of guarantees common to all that protects the rights of workers.

Moreover, for those who, due to age or characteristics of the profession, do not have the opportunity to work out such a norm, it is legally reduced. At the same time, each employer, in agreement with employees through their representatives, has the right to establish other standards. But on condition that they do not worsen the existing state of affairs and do not harm the health of employees.

Overtime and a crazy work schedule have long become the norm. Employers do not always fulfill their obligations. The question of how many hours a week a woman should work becomes uncomfortable. But the Labor Code of the Russian Federation for workers in all industries provides benefits regarding the length of the working day, week and provides for additional payments for hours spent at work overtime. All employers are required to comply with the Labor Code of the Russian Federation, regardless of the form of ownership and the status of the enterprise, including individual entrepreneurs.

The legislation takes into account that almost all household chores fall on the shoulders of wives, mothers and grandmothers - it's like a free second shift after the main job for money. According to the Labor Code of the Russian Federation, women are granted benefits in the duration of the working day and week.

The employer is obliged to take into account all the time spent at work. Every hour must be recorded. Looking at the time sheet, you can find out how many hours a week or month a particular woman works. Strict fixation of working hours will help to fairly calculate salaries and bonuses, and will also allow you to determine who is owed extra money.

The length of stay in production should not exceed 40 hours for workers in all industries. An exception may be such a profession as, where the work schedule is not standardized, and the specifics of work do not allow setting a strict framework for staying at work.

When drawing up an employment contract, the employer is obliged to take into account all the nuances associated with possible overtime hours and follow the law. Before signing, it is better for a potential employee to study all the points in order to prevent possible problems.

Accounting for hours worked

The authorities are obliged to accurately and timely take into account the time worked by a woman. This is usually done by compiling a time sheet every month if the salary is accrued once during this calendar period.

Information is entered into the document based on the facts of exit or absence from the enterprise, as well as the number of working hours. Days of sick leave, vacations, or other cases of non-attendance at the enterprise are recorded with special characters. Such a time sheet will allow accounting staff to fairly accrue money based on hours worked, take into account overtime, holidays and other overtime.

Drawing up a work schedule

The required work schedule must be specified in the employment contract. Before embarking on activities, a woman must see in what mode she will have to work. The employment contract requires information about additional payment for going to work outside the established shifts, on holidays.

The standard working week under current legislation is 40 hours. This time is required to be divided by the number of expected shifts at the discretion of the authorities. Sometimes the time actually spent at work does not coincide with the established norms. The production need may be such that 40 hours per week is not enough to distribute shifts. All excesses must be recorded and paid at an increased rate.

Rest time must be taken into account - for example, after a 12-hour shift, the employee must have at least 42 free hours. This is necessary for a full recovery of strength and is especially important when working that requires additional care, work in a high-risk mode, hard physical labor, harmful industries.

In some cases, with a shortage of staff, an enhanced work schedule may be temporarily introduced. Such a regime should provide for all necessary additional payments, but overtime work established by law should not exceed 4 hours a day or 14 hours a week.

Benefits for mothers and pregnant women

Carrying and giving birth to a child is a serious test. A pregnant woman is considered healthy, but hard work in full-time employment may not be available. How many hours a pregnant woman should work, the legislation provides for consideration by the expectant mother herself. It is also possible to switch to another, easier activity. The opportunity to choose in such a crucial period makes life easier, helps to maintain health, focus on your condition and raising your baby.

There are bosses who refuse to enter into an agreement with pregnant women, mothers of small children, or simply because of the youth of the applicant (“He will still go on maternity leave”). This is illegal and can be appealed through the court (Article 64 of the Labor Code of the Russian Federation). Also, pregnant women, when applying for a job, cannot be set at the first stages of work for a probationary period.

The mother of a child under 14 years of age has the right to ask for a light work week. The same benefit is provided for pregnant workers, parents of disabled children under 18 years of age. A woman can ask for the establishment of part-time work when drawing up a contract or in connection with the frequent illnesses of the baby later (Article 93). The administration is obliged to satisfy this request. Remuneration is assigned in accordance with the number of fixed working hours or output, if the work is associated with a percentage of the resulting product of labor. With a lighter work regime, an incomplete day or a week, the length of service is accrued under normal conditions; this also does not affect the duration of annual leave.

According to Article 96 of the Labor Code, mothers, guardians and fathers of babies under 3 years old, single parents can work on the night shift only with their written permission, if their health condition allows. The employer has no right to independently change their schedule, to force them to work at night. Engaging disabled women, mothers of small children in overtime hours without written consent is also prohibited by Article 99. The employer is obliged to notify workers in writing of their right to refuse additional work and take a signature from them that they are familiar with this right. Few people know about this law, but it gives women advantages and will not allow employers to force employees to spend extra time at work.

Pregnant women at work are required to be transferred to lighter work, to reduce their production rate after providing a certificate of their condition from a doctor and a written application. The average salary remains the same (Article 254). In case of ignoring the application, the expectant mother may not go to production until her request is satisfied. In the same place with difficult conditions, the authorities have no right to force a woman to work. The benefit also applies to mothers of children under 1.5 years old. The previous salary is maintained until the baby grows up.

Working hours for all women

The 40-hour work week is legally established for everyone. And how many hours a day should an ordinary woman work? According to article 100 of the Labor Code, the mode of labor shifts takes into account the standard duration of the working week. Typically, employers divide the number of hours by the number of working days. There are 5, 6-day weeks, as well as work schedules with a shift or sliding mode. Scheduled breaks, start time of the working day are taken into account. For example, with a 5-day week, the length of the day will be 8 hours with one hour break for eating or rest.

Shift and flexible work schedule

The management of the production with a shift schedule is obliged to ensure that the number of shifts does not violate the legally established 40 hours. That is, there should not be more than 4 12-hour shifts - the rest is considered overtime work. When drawing up the schedule, the authorities must take into account the ratio of weekends and weekdays so that the employee has time to rest. It is impossible to set shifts one after another with a 12-hour working day with a break between shifts of less than a day.

Pre-holiday shifts under the standard schedule are getting shorter by an hour so that people can prepare for the upcoming event.

If you have to work on a daily schedule, after the shift, the employer must provide at least 3 days off. Opinions differ on how to qualify daily shifts: some bosses believe that they are dealing with a flexible schedule, and there are supporters of the definition of "shift work".

A sliding or flexible schedule determines the duration of shifts and the number of days off by prior agreement of the parties when drawing up an employment contract. Shift work implies a strict distribution of labor time in order to make more constructive use of equipment, and also if the production need does not allow setting a legally acceptable daily schedule.

Information about the mode of labor activity must be provided when applying for a job. Information about changes to the schedule must be given to employees no later than one month before its entry into force. It is forbidden to force an employee to work 2 shifts in a row. If a replacement employee does not come to work, her colleague can be asked to work overtime for no more than 4 hours.

An increase in wages for night hours is provided: the duration of such a shift should be shorter by an hour with a shift work schedule. Under flexible hours, the night shift is not shortened, which is more beneficial for the employer. Accounting for working time according to the standard 40-hour work week with a daily schedule is not possible. The employer is obliged to ensure that the amount of time worked does not exceed the allowable norm for a longer period (month, quarter), and the duration of the accounting time should not exceed a year.

Overtime will be all hours worked in excess of standard hours based on the norm of 40 hours per week. Overtime is paid in the first 2 hours in the amount of 1.5 times the regular salary. With longer additional work, the payment doubles.

Holiday work is paid extra. According to article 153 of the Labor Code, employees are required to pay money at a double rate. The number of overtime and additional hours cannot be more than 16 per week and 4 per day.

How many hours a woman should work per month is determined according to the 40-hour work week. This number is multiplied by the number of weeks in the month.

Norm of hours of work in rural areas for women

Women's labor in the countryside cannot be called easy. It requires a large investment of physical strength, and in addition to work duties, a woman has to take care of her own garden, house, and children. Village workers are entitled to a benefit in reducing working time to 36 hours. This law was passed in 1990. This rule applies to all enterprises located and registered in the village. Worked above the norm is subject to additional payment in accordance with the regulation on overtime work.

For rural teachers, these 36 hours include not only lessons taught, but also checking homework, compiling manuals, etc.

The position, place of residence and salary of the employee herself do not affect the application of this law. If a woman works in an enterprise that is listed in the city, but actually operates in the village, this rule is invalid - the usual week of 40 hours applies to her.

conclusions

A woman can work 40 hours a week - this is the legal norm. Exceeding the amount of working time is possible in industries with a shift or staggered schedule. Pregnant women are not allowed to work overtime and at night.