Even if you really love your job, you are unlikely to want to stay on it longer than necessary. Or, for certain reasons, you still want to? And if the employer asks or insists about it?
When is overtime unacceptable and when is it acceptable? In what cases is it impossible to refuse a “tempting offer”? How to pay for additional labor and properly document it?
What is overtime?
At each enterprise, a certain working regime is organized, providing for the duration of work and rest time. It is reflected in internal regulations. The duration of the working day is strictly regulated by the law on labor protection, the time of work shifts is also determined. Sometimes a general record of working hours is kept, summed up during the week or month. Any work that goes beyond these limits, initiated by the employer, is called overtime.
The Labor Code of the Russian Federation speaks of the nuances of exceeding the established temporary work standards in Art. 99, and remuneration for such work is paid in accordance with Art. 152.
What extra work is not overtime
An important nuance is that the initiative of overtime work should come from the employer. If a particularly zealous employee decides to stay at his favorite job of his own free will, his additional work will not be taken into account and paid according to the requirements of the law for overtime work (Letter of Rostrud dated 03/18/2008 No. 658-6-0).
Overtime is also not recognized as work performed in the regime of irregular working hours.
IMPORTANT! Overtime cannot be a permanent practice in the enterprise, it can be resorted to only if necessary and from time to time.
Permission required!
In order for an employee to work longer than required by the established work schedule or shift duration, or exceed the total number of hours for the billing period, the employer must first ask for consent. Before you think about involving your subordinates in overtime work, you should obtain permission:
- a trade union organization protecting the rights of workers, or a representative of this body;
- the employee in writing.
Reasons to work extra
Just like that, the employer is not entitled to ask the employee to stay at work and work overtime. For work in the Labor Code, the employment contract and other legislative acts, special time is stipulated, and no one is allowed to violate this regime without a reason. However, at times there are unforeseen cases or special circumstances when overtime work is necessary. The law provides for the following reasons that may force an employer to introduce overtime work:
- when the work was not completed during the working day for technical reasons or force majeure, and it is necessary to complete it in order to avoid potential property damage or threat to health or life;
- if overtime work is a temporary "hands on call" associated with the repair or installation of equipment, without which a large number of people will not be able to perform their duties;
- no breaks can be allowed in the work, and the next shift did not appear on time: he must immediately be replaced by another competent worker, even if his shift has already come to an end.
Let them work if they are allowed by doctors
Some categories of workers, even if they agree to work overtime, cannot be involved in it without a positive medical opinion. Order of the Ministry of Health and Social Development of Russia No. 411n dated May 02, 2012 requires that a certificate of the absence of contraindications to additional work for health reasons be issued:
- disabled workers at the enterprise;
- working mothers of children under 3 years of age.
IMPORTANT! In addition to the authorization of the medical document and consent, these categories of employees are required to confirm in the form of a handwritten signature that they are aware of the right to refuse to work overtime.
Above temporary norms - under no circumstances!
The law defines those employees who under no circumstances can be involved in additional workload. Even with consent, you cannot ask or oblige to work overtime:
- women expecting a baby;
- subordinates in respect of which a student agreement is currently in force;
- persons under the age of 18;
- other categories of workers for whom such a restriction is due to federal laws and the Labor Code of the Russian Federation.
EXCEPTION! Staying at work beyond the time limit is acceptable for underage employees if they:
- belong to creative professions;
- work in the media field;
- appear on television;
- busy in a performance, circus performance, show;
- participate in the exhibition of any works.
These types of activities are enshrined in the list of professions and positions approved by the Government Decree Russian Federation No. 252 dated April 28, 2007
Overtime Shortened
The law provides for certain categories of jobs for which the duration of the working day is less than for all other workers. This is not a reduction, but the norm. In this case, if such employees work overtime, such work will be considered to be the excess of this particular norm (Article 92 of the Labor Code of the Russian Federation). These categories include:
- employed under 18 years of age (depending on age, they can be employed 24-35 hours a week);
- disabled workers of groups 1 and 2 - can work up to 35 hours a week;
- employees in hazardous work of the 3rd and 4th degree (according to the assessment of special working conditions) - up to 36 hours a week;
- women employed in the Far North;
- teachers and doctors (Articles 333, 350 of the Labor Code of the Russian Federation).
When you can't refuse overtime
In Art. 99 of the Labor Code of the Russian Federation lists circumstances that do not require the consent of subordinates to work in excess of time limits. When the unexpected happens, you need to act quickly and consistently, regardless of time: this is the responsibility of every employee. It is necessary to do everything in their power, without looking at the clock, in the following situations:
- eliminating the results of man-made disasters, industrial accidents, the consequences of natural disasters;
- performing actions designed to prevent an emergency;
- when an accident occurred with publicly necessary communications, such as communications, transport, water supply, heating, gas, electricity, etc.;
- it is necessary to act immediately due to the imposition of a state of emergency or martial law;
- something happened that endangered life and health or created abnormal conditions for the life of a significant part of the population (famine, natural disasters, epidemics, animal attacks, and other similar situations).
Overtime but working hours
Despite the special situation, it is impossible to allow the health of the worker to be undermined by work in excess of the established norms. You can not force a person to work additionally longer than 2 days in a row for 4 hours. During the year, such overtime hours should not accumulate more than 120.
The employer is obliged to carefully calculate the number of hours worked by his employees in excess of the measure. In the table, which takes into account work time, for this type of labor there is a special code (letter "C" or digital "04").
Price for extra labor
The amounts that are supposed to be paid to employees for their overtime employment can be established by the employer and formalized by internal regulations. Of course, you can not set them lower than required by law:
- for the first and second hour of overtime work - one and a half times the amount of payment;
- for the subsequent time - doubled.
If the overworked employee has such a desire, then instead of a financial reward, he will be able to receive additional rest for the time that he worked above the norm, or even longer if his superiors do not mind.
FOR YOUR INFORMATION! If an employee is issued an employment contract for an irregular working day, he is not entitled to additional amounts, since such work is provided by the provision of one more vacation.
If overtime payments are calculated by processing the total working hours for a weekly or monthly billing period, then the first two hours, providing for one and a half pay, are considered separately for each time period.
For example, if an employee worked 20 hours of overtime during the week, he will be paid 7 x 2 = 14 hours in one and a half times, and the remaining 6 hours in double.
Despite the fact that “overtime” is not a permanent type of payment, according to accounting documents it passes as part of the salary of employees, therefore it is subject to personal income tax, contributions to extra-budgetary funds are also paid from it.
Recommendations for employers on registration of overtime work
- Do not forget to ask for the consent of the employee to work overtime and clarify the opinion of the trade union organization.
- Do not disregard the testimony of a medical report if it prohibits such work.
- Reflect in the collective agreement and employment contracts the mode of attracting and paying overtime.
- Mark the schedule for attracting employees to overtime exits in a special journal. Overtime per year must not exceed the legal 120 hours.
- Document all relations with the employee in writing: issue an order for overtime, indicating in it the amount of compensation and the time of processing, take the written consent from the employee.
To date, to draw up between the employer and the employee, regulating working conditions, is a fairly simple procedure. However, such a document has many nuances and certain subtleties.
For example, the right of the employer to require the employee to continue to perform his work duties for a period of time longer than a normal working day. In this case, the employee automatically raises the question of whether how much overtime work should not exceed.
Dear readers! Our articles talk about typical ways to resolve legal issues, but each case is unique.
If you want to know how to solve exactly your problem - contact through the online consultant on the right or call by phone free consultation:
Article 99 of the Labor Code of the Russian Federation contains information on the conditions that give the employer the right to include an employee in the work process during overtime.
The first paragraph of article 99 describes cases when this can be done with the consent of the employee in writing, and in the second, when an individual is obliged to go out overtime even in the absence of consent on this.
As an additional source, we advise you to be guided by article number 152, also located in the Labor Code, in which you can read about payment rules labor to individuals who perform their labor duties overtime.
What is overtime?
If the employee has completed his work shift, the duration of which has come to an end, and the employer insists that the employee continue to work for some more period of time, then the mode of such work is called overtime.
Its total duration for each employee is limited four hours for a total period of two consecutive business days.
Whether work on weekends and holidays is considered overtime, read ours.
All hours that were worked out in volumes exceeding the daily norm are subsequently summed up. After that, on the basis of the received figure, a cash bonus to wages is calculated. In some cases, for such hours, an employee can be provided right of rest.
The exact amount of the amount of the monetary allowance, which is due to individuals for overtime work, must be previously agreed with the employer and then spelled out in an employment agreement or a collective agreement. Sometimes the amount of payment is entered into the local documents of the organization.
Download a sample collective agreement for free.
What are the restrictions?
In accordance with the current legislation of the Russian Federation, overtime work can be assigned not all categories of individuals.
Certain rules have also been adopted regarding the length of such a day and some installations of an additional nature. For this reason, we invite you to familiarize yourself with with current restrictions regarding overtime work:
- A ban has been introduced on engaging in work, the duration of which is longer than the generally accepted norm of the working day, employees who are in position, individuals under the age of majority, as well as some other groups of individuals, a ban on overtime work, which is established with the help of other federal laws.
- There are some restrictions on the involvement of individuals who are disabled due to disability, as well as for employees with children who have not yet reached the age of three.
In order to assign overtime hours for this group of people, you must first familiarize yourself with their right to refuse from such labor, and then receive from them a signature on the corresponding document.
Then follows issue consent, indicating that the employee belonging to this category of persons does not object to overtime involvement.
And as a final step, employees must provide certificate from a medical institution, which confirms the fact that the state of health allows the employee to perform his duties.
The employer does not have the right to engage an employee overtime if he does not have the consent of the latter, and also the reason for engaging is not included in the list of reasons described in the first and second parts of Article 99 of the Labor Code.
Moreover, this rule applies absolutely all categories individuals.
Number of overtime hours per month
For the majority of persons performing their labor duties in overtime mode, the question of whether the employer’s actions to attract them is legal is quite relevant, as well as, How many hours of overtime can you work in a month?
Article number 91 of the Labor Code establishes the norm for the duration of the working day on the territory of the Russian Federation, which is 40 hours a week. Thus, all the time during which an individual works at the initiative of the employer more than the specified norm, is considered for him overtime.
It should also be noted that if an individual is delayed at the workplace not at the direction of the employer, but at his own request, then this time is not considered overtime.
However, for a certain group of employees shortened program working hours:
- For employees, individuals with the first and second groups of disability, as well as workers working in conditions that pose a risk to life and danger to health (Article 92 of the Labor Code).
- For employees performing their labor duties in the northern part of Russia (Article 320), for individuals working as teachers (Article 333) and employees involved in the physical, psychological and social health of a person (Article 350).
For the above employees, with the help of an employment contract, a special duration of overtime work process is established, which slightly less than the generally accepted weekly norm equal to 40 hours.
Consider the calculation of the maximum allowable number of overtime hours per month, using a specific example.
A certain Novikov Petr Vasilievich, working as a subway driver, has been working for five days a week, and on the terms of the same number of hours for each shift, and rests for two days.
Therefore, dividing the number of the generally accepted hourly rate (40 hours) by 5 shifts, we get that the duration of one working day for him is 8 ocloc'k.
For technical reasons, employee Novikov was late every shift for 2 hours, which just did not contradict the maximum allowable hourly rate established by Article 99 of the current code (the maximum number of hours for two working days in a row is 4 hours).
In January 2017, he worked 22 shifts and each of them was delayed by the maximum allowable number of hours, equal to the number 2. Multiplying this number by 22 days, we get that 44 hours is the maximum number of hours that a Novikov employee can work in a month in accordance with the provisions of the Labor Code.
What is the maximum allowed number of hours per year?
Russian law, namely 56 articles of the Labor Code, a certain norm of the maximum number of hours per year is established.
It is 120 hours for one employee.
To ensure that this annual norm does not exceed the limit, the employees who hold administrative positions in the organization for which the employee works are responsible.
Their duties include the implementation of the calculation, strict control and fixation of the amount of time during which an individual works in overtime at the initiative of the employer.
Thus, if an employee has already been involved in overtime work, for 5 months in the number of hours equal to the number 24 per each per month, the employer no longer has the right to offer him overtime for that year.
Since the product of the monthly number of hours exceeding the norm of the working day (24 hours) and the number of months when the employee went overtime, just equals 120 hours, which is the maximum number of overtime hours per year by law.
Cumulative duration of time
As you know, not all organizations conduct the same type of activity, and there is a whole list of professions for which special work schedule.
For example, for professions such as a librarian, an office worker, a salesperson, a real estate consultant, and some other similar activities, it is quite easy for an employer to set the exact number of hours per shift.
Thus, if an employee works on a six-day schedule, then given the fact that the maximum amount of working time per week is 40 hours, the duration of his shift should not exceed six and a half hours.
However, there are also such professions, the type of activity of which does not allow introducing clear limits for the duration of one work shift for workers. These include persons working as security guards, firefighters, policemen, doctors, and so on.
If the total number of hours worked by an employee overtime is calculated not for a weekly period, but for a slightly longer period, then this method of fixing overtime hours is called summarized.
However, the number of overtime hours at the same time must comply with the norms established by law. It is necessary to establish summarized accounting with the help of certain documents.
The employer is required to issue a document in writing fixing the conditions of overtime work, its duration, schedule, as well as the duration of the accounting period for which the hours worked in excess of the norm are counted.
Time tracking - examples
Now we propose to move on to illustrative examples regarding the accounting for time worked overtime.
Consider the most primitive example showing how hours worked in excess of the norm for professions are kept. with clear time frames set for one business day. In this case, accounting is kept for a week and can be scheduled by day:
Monday The employee worked an eight hour shift.
Tuesday- the employee worked for an eight-hour shift and after it for another hour.
Wednesday Thursday Friday- the employee completed the daily amount of work in eight hours and stayed at work for another two hours.
Saturday Sunday- official holidays prescribed by the terms of the employment contract.
Since 40 hours is the maximum number of working hours per week, minus two days off, the normal length of one day is 8 ocloc'k. The rest of the time is overtime, summing up the hours worked in excess of the norm, we find that their total number in this case is equal to the figure seven.
Now let's move on to the example of the summarized overtime accounting, only we will consider not a weekly period, but a certain accounting period:
September. For 4 weeks, a total of 170 hours were worked, so multiplying 40 by 4 weeks, we get that the maximum number of hours is 160. So 10 hours is overtime.
October. For 4 weeks, the employee worked for 180 hours and one shift (8 hours) fell on an official holiday. Such a shift must be included in the weekly rate. Then, subtracting the number 160 from 188, we get that the duration of overtime is 28 hours.
After that, in order to carry out the summed accounting procedure, it is simply enough to add up the overtime hours for September and October. By doing this, we get 38 overtime hours for a given settlement period.
The accounting procedure must be carried out by administrative employees working in the same organization as the employee who works overtime.
A video clip will help you deal with the nuances of overtime work:
It happens that the employer is forced to involve employees in work outside the established working hours for them, for example, in the evenings with a normal 8-hour working day or on weekends. Such work is (Article 97 of the Labor Code of the Russian Federation):
- or overtime;
- or work on irregular working hours.
Let's talk about overtime hours and see what is the allowable amount of overtime for each employee.
Processing under the Labor Code
Overtime hours are work performed by an employee (Article 99 of the Labor Code of the Russian Federation):
- firstly, at the initiative of the employer;
- secondly, outside the duration of daily work (shift) established for the employee, and with the summarized accounting of working time - in excess of the normal number of working hours for the accounting period.
As you can see, in order to recognize overtime work, both conditions must be met. For example, if an employee performs some work at the end of his working day on his own initiative, then such work is not overtime and should not be paid as overtime (Letter of the Ministry of Labor of 05.03.2018 N 14-2 / B-149). In addition, for such work, the employer is not obliged to provide the employee with additional days of rest (Letter of Rostrud dated 03/18/2008 N 658-6-0).
Note that involvement in overtime work should not be systematic (Letter of Rostrud dated 07.06.2008 N 1316-6-1). That is, the employer must initially plan the work of employees so as not to include processing in the work schedule.
How many hours per month can you work under the Labor Code
The duration of overtime work should not exceed 4 hours for each employee for 2 consecutive days. There is another restriction: overtime work should not exceed 120 hours per year for each employee (Article 99 of the Labor Code of the Russian Federation).
In cases where a summarized accounting of working hours is established for an employee, it is important to consider the following. The employer determines the accounting period in the internal labor regulations: a month, a quarter or another period up to a year (Article 104 of the Labor Code of the Russian Federation). The norm of working hours for the accounting period must be equal to the norm established for the corresponding category of employees, but not exceed 40 hours per week. And only at the end of the accounting period it will be clear whether any work was overtime for the employee and whether it should be paid additionally.
For example, for an employee, the accounting period is a quarter. The norm of working hours with a 40-hour working week in the first quarter of 2020 is 456 hours. Suppose a person worked 458 hours during this period. So 2 hours should be paid as overtime. We talked about overtime pay with a summarized accounting of working time.
And it is important to know the following. Even if the number of overtime hours worked by an employee is more than the maximum specified by the Labor Code, the employer must still pay for such processing in full (Determination of the Constitutional Court of December 19, 2019 N 3363-O).
Overtime work under harmful working conditions
Workers employed in jobs with harmful working conditions are assigned a reduced 36-hour work week. Can they work overtime? According to the general rules, it is possible if the following conditions are met (Article 99 of the Labor Code of the Russian Federation):
- employees have given written consent to perform overtime work, or this is an exceptional case of engaging in overtime work, when the consent of the employee is not required;
- overtime work must not exceed the maximum duration given above.
The legislation allows the employer in emergency situations to involve the employee to work outside the normal working hours, but only according to the rules established in the Labor Code of the Russian Federation. Work outside the normal working hours at the initiative of the employer is considered overtime.
Overtime work is work performed by an employee at the initiative of the employer outside the established working hours, daily work (shift), as well as work in excess of the normal number of working hours for the accounting period. Overtime is not considered to be work that is performed within the framework of an irregular working day, part-time or beyond part-time work.
Involvement in overtime work may be carried out by the employer with the written consent of the employee in the following cases: 1)
in the performance of work necessary for the defense of the country, as well as to prevent a production accident or eliminate the consequences of a production accident or natural disaster; 2)
when performing socially necessary work on water supply, gas supply, heating, lighting, sewerage, transport, communications - to eliminate unforeseen circumstances that disrupt their normal functioning; 3)
if necessary, perform (finish) the work begun, which, due to an unforeseen delay due to the technical conditions of production, could not be performed (completed) during the normal number of working hours, if the failure to perform (non-completion) of this work may entail damage or destruction of the property of the employer, state or municipal property or endanger the life and health of people; 4)
in the performance of temporary work on the repair and restoration of mechanisms or structures in cases where their failure may cause the cessation of work for a significant number of employees; 5)
to continue work if the replacement employee does not appear, if the work does not allow a break. In these cases, the employer is obliged to immediately take measures to replace the shift with another employee.
In other cases, involvement in overtime work is allowed with the written consent of the employee and taking into account the opinion of the elected trade union body of this organization.
It is not allowed to involve in overtime work: -
pregnant women; -
employees under the age of 18; -
Restrictions on overtime work are allowed: -
disabled people; -
women with children under the age of three.
The involvement of these categories of workers is allowed with their written consent and provided that such work is not prohibited to them for health reasons in accordance with a medical report and the employer has informed them in writing of the right to refuse overtime work.
Overtime work must not exceed four hours for each employee on two consecutive days and 120 hours on
year. The employer is obliged to ensure that overtime work performed by each employee is accurately recorded.
Overtime work is paid for the first two hours of work at least one and a half times, for subsequent hours - at least twice the amount. Specific amounts of payment for overtime work may be determined by a collective agreement or an employment contract. At the request of the employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.
Russian law provides for certain hours for overtime work. Violation of the standards is subject to administrative punishment. Sanctions can be applied both to the employer and to the enterprise or institution itself. It is customary to call overtime hours the time period that goes beyond the staffing schedule provided for by law and the Ministry of Health.
What is meant by overtime
Modern law operates with concepts work time And overtime working hours. According to the first term, the working week of employees should not exceed 40 hours. Traditionally, it lasts 5 days with an eight-hour load. However, the threshold of 40 hours can be reduced to 36 or even 24 hours, which is regulated by Art. No. 91 TK.
Quite often, the performance of professional tasks requires going beyond the above standards. This gives grounds to state the fact of a planned adjustment of the regular regime.
There are two options for its implementation:
- irregular shift;
- overtime work.
An irregular shift is rarely relevant for all staff. More often it is practiced for individual members of the team that are involved in specific jobs and positions. The duties of each such employee are necessarily reflected in the local documentation.
In particular, the employer must, by an official order, designate a set of official and professional duties, the performance of which requires going beyond the staffing table. This is more of an exception than a generally accepted rule.
But "overtime" can apply to the entire team, which is provided for by the Labor Code. Industry legislation clarifies and adapts regulations to each specific enterprise or to production conditions.
The regulation is implemented:
- Ministerial Order No. 139 of 2005;
- Law No. 181 of 1995 (it lists the rights and social guarantees of disabled people involved in production);
- by order of the customs service No. 2529 of 2011.
Overtime work should not exceed the standards specified in these resolutions and orders.
What kind of work is considered overtime
Any professional activity that goes beyond regular time standards has a root cause. For example, it can be provoked by extreme situations at the enterprise. As a rule, any unscheduled activity is initiated by the employer or the administration. Moreover, the circumstances that provoke unscheduled work can be so non-standard that it (work) does not always have to be supported by the consent of the staff.
According to the procedure for engaging in overtime work, the approval of personnel is not important for:
The administration has the right not to request the approval of staff to work overtime during the state of emergency. Finally, personnel are involved in unscheduled work not after, but before an approaching natural disaster to minimize the impact of the elements.
In addition, circumstances may arise in the workplace or enterprise that are not associated with increased danger, but require the involvement of personnel to work outside the time limits.
The employer or the administration must obtain the written consent of the employees, if necessary:
- carrying out repair work on equipment that has lost its functionality;
- the logical completion of a professional task that was not completed due to technical circumstances (at the same time, failure to complete this task is fraught with material damage to the enterprise or it is associated with a potential hazard to human health);
- restoration of working mechanisms, if their dysfunction is fraught with the suspension of the production process.
The employer also has the right to involve an employee in overtime work in case of non-appearance of his partner during a continuous production cycle. This situation is also fraught with a stop of the production process.
The administration does not always have to require the consent of every member of the collective. In especially urgent situations related to repair work at the factory, the involvement of workers in overtime work is allowed with the approval of the trade union.
Mothers with dependent children under 3 years of age may be involved in unscheduled work in excess of staff standards only with their written consent. The same provision applies to employees with disabilities. However, under no circumstances are pregnant women and members of the team who have not reached the age of majority allowed to "overtime".
Duration of unscheduled work
The duration of extracurricular employment is regulated by Art. No. 99/6 TK. In it, in particular, it is indicated that it should not exceed 4 hours for two shifts in a row. The maximum duration of overtime work per year should not exceed 120 hours in total.
Accounting for time beyond the staffing table is carried out in several ways.
It can be carried out:
- weekly;
- by the day;
- summed method.
If the enterprise uses a summarized processing accounting method, then a quarter, year or month can be taken for the billing period. Less often, the calculation of time goes on half a year.
The cumulative method is relevant if the employer cannot ensure that daily working hours are recorded. This, for example, is typical for personnel involved in performing tasks remote from the main place of work. The same technique is used for shift workers.
In each case, this indicator changes. However, with quarterly or annual accounting for overtime, the duration of processing should not exceed 4 hours for two shifts in a row. For a year, this value should also not exceed 120 hours in total, as with daily accounting.
Overtime: documentary base
There is no strict documentation for registration of "out-of-class". But the nuances of documentation are specified in Art. No. 99 TK.
The procedure for engaging in overtime work includes the written consent of the team members or the approval of the trade union. As a rule, the document is prepared in advance and, if necessary, it is simply offered to employees for signature. In what form to obtain consent, the employer decides.
Often practiced painting workers directly on the order. But under suddenly arising family circumstances, a person may refuse to perform overtime work after he signed the order.
In practice, this will mean the fact that the employee is familiar with the content of the order, but not his consent to processing. Therefore, it is more rational to prepare special notices that would indicate the beginning and end of unscheduled work.
There should also be a special place for the signature of the employee, who not only familiarized himself, but would also give his consent. No signature on the notice means no consent. As a motivating moment, the employer may, in the notification, inform about the option of remuneration for overtime.
The order for the enterprise should reflect the motives for attracting staff to overtime work and social guarantees for each member of the team. It also necessarily lists all the circumstances that have become the reason for attracting workers to overtime assignments. In addition, the order specifies full list employees involved, indicating the personnel number of each and their position.
The order for the enterprise should reflect the time period during which overtime work will be carried out. Bringing its content to the entire team is mandatory.
On specialized services on the network, a ready-made order form is offered, which is enough to download and use at the enterprise.
How overtime is paid
Regardless of the intensity of the work shift associated with extreme production circumstances, the personnel department must scrupulously record the hours of processing of each employee in the time sheet.
The employer may offer employees material remuneration or provide an additional day of rest. However, an additional day off is possible only if the employee himself expresses a desire for such a method of compensation. In the vast majority of cases, material payment is practiced.
According to existing regulations, overtime is paid as follows:
- one and a half size from the main rate - for the first 2 hours;
- double size - for the rest of the time.
Additional accruals can be paid separately or added to wages.
Thus, registration of unscheduled work in excess of the regular regime requires not only the diligence of the staff, but also the responsibility of the employer for organizing this type of activity and subsequent compensation.
