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Forum of the community of HR specialists HR-League > Labor legislation and personnel records management > HR documentation > Full-time - rate and part-time, how to write?

View Full Version: Full-time - rate and half-time, how to write?

Dear colleagues, help me figure it out, otherwise I'm completely confused.
I had a dispute with the director about staff positions.
In my view, everything should look like this:

And the director tells me that in the regular state everything should look like this:
in the column the number of staff units - 1, in the column salary - 700 UAH (for example), and in the column wage fund - 700 UAH. , but by order, we accept a person for 0.5 rates and already in the accounting department it will be clear that we are paying 350 UAH, and this should not be displayed in the state.
And then he added, well, I don’t know for sure, find out from someone, and then we’ll decide how to do it right)))

Help, please, otherwise I'm already exhausted from the staff 🙁

If in our company only 0.5 rates are provided for a certain position, that is, 0.5 staff unit, then it will be written in the staffing table - in the column the number of staff units - 0.5, in the column salary - 700 UAH (for example), and in the column wage fund - 350 UAH.
Better yet, just wonderful! res It is welcome to read competently.
Poskukayte on this portal at the library of articles, yes, I got a shrug of ShR there.

Everything you present is correct. If you have provided 0.5 rates, then write in regular. If you do what your director thinks is right, you will have a vacancy, albeit 0.5 staff unit. And, in principle, you must notify the central lock about this, because. for these vacant 0.5 rates, for example, a disabled person, or a student, or any registered unemployed person who corresponds to this position and agrees to work part-time can be accepted. Talk about it with your director, I think he will agree that you are right. 🙂

such for the vіdpovіdі…. [email protected], and how to understand your words: "It's good, it's just wonderful! It's good to read literate information"? Tse in direct rozumіnі, chi figuratively? 😆

It’s just that your thought is more important to me 🙂 I think correctly, why is it better to just joke around? 😕

Tuchka, I wrote schiro - you think right. :handshake:
Here, in a different way - on the forum srazok ShR with a pardon to yourself in the column, as you need (in a row according to the plumbing plumbing). 🙄 http://hrliga.com/uploads/930_pic1.jpg Well, well... and fahіvtsі have mercy. 😐

Thank you for your help, [email protected], 🙂

I have repeatedly read in the terms of the regular layout that it is necessary to show 0.5 rates, the top salary, and the fund - one half.
And I have food - like I have two accountants working on a rate, and one - on a half.

Rules for filling out the staffing table

Should I show 1.5 stakes?

Tatyana K.

06.02.2009, 15:18

Yakshcho you have three accountants and all work for 0.5 tbsp. - the same 1.5.
In addition, two accountants work at a higher rate, and one at 0.5 is equal to 2.5.

For maximum winnings in sports betting, it should be taken into account that the highest odds for both pre-match and LIVE bets are offered by the 1XBET bookmaker, which can be easily seen by visiting its website.

Handicap is an initial advantage deliberately provided by the bookmaker to one of the parties in the competition in order to equalize the chances of winning with different strengths and capabilities of the competitors, in order to equalize the odds.

You can learn more about what a handicap in football is here.

Handicap +0.5 (plus 0.5) in football

A bet with a handicap of +0.5 (a bet with a handicap of +0.5) is equivalent to a bet that the team on which it is made will not lose. Those.

Half-time staffing sample

the player who made such a bet will be satisfied with the victory of the team on which the bet was made with a +0.5 handicap (with any score), or a draw. In other words, a bet with a +0.5 handicap is the equivalent of a double chance bet: 1X (“the first one will not lose”) or X2 (“the second one will not lose”).

To calculate a bet with a handicap, you must add the handicap (if the handicap is positive) or subtract (if the handicap is negative) to the total number of goals of the team on which such a bet is made. In this case, the number of goals of the other team remains unchanged. According to the score obtained in this way, a calculation is made - which of the teams won, taking into account the handicap. (If the result calculated with the handicap turns out to be a draw, then the bet amount will be returned to the player. But for the handicap +0.5, as well as -0.5, -1.5, -2.5, +1.5, +2.5, the bet will either win or lose in any outcome, because . a draw outcome according to the results of calculation with such odds is impossible).

An example of calculating a bet with a +0.5 handicap:

Napoli vs Roma. Part of the betting line with handicap odds will look like this

This means that bets on Napoli with a handicap of +0.5 are accepted with odds of 2.20.

Let's say a bet was made on Napoli, taking into account the Handicap A1 (+0.5). (In order to place a bet on the bookmaker's website, you need to hover over the field with odds, in this case 2.20, and click on it, and then enter the amount of the bet in the field that opens and confirm the bet). If the game ends with Napoli winning with any score or in a draw, then such a bet will win, and if Roma wins with any score, it will lose. And her calculation, for example, if the match ends in a draw, with a score of 1:1, will be as follows:

1) The number of goals of the team on which the bet is made, taking into account the handicap, is determined:

1(real number of Napoli goals) +0.5 (handicap value) = 1.5 (number of Napoli goals according to the calculation result);

2) The number of goals of the other team (in our example, this is Roma) does not change, in this example it is equal to 1.

3) Thus, the result calculated taking into account the +0.5 handicap for this match will be 1.5:1 in favor of Napoli.

This means that the bet on Napoli, taking into account the +0.5 handicap, with the match score 1:1, wins and the player who made it receives a win in the amount of the bet multiplied by the odds. So, for example, at a bet of 1000 rubles, the winnings will be 1000 rubles. x 2.20 = 2200 rubles.

Below is shown, How is the bet with a +0.5 handicap calculated? according to the most common results in football:

Consider a football match Team 1 - Team 2.

When betting taking into account the handicap (+0.5) on Team 1 (F1 (+0.5)), depending on the result of the match, it will be calculated as follows: result 1:0, 2:0, 3:0, 2: 1, 3:1, 3:2, 0:0, 1:1, 2:2 - winning the bet; 0:1, 0:2, 0:3, 1:2, 1:3, 2:3 - losing the bet.

Those. the player in this case is satisfied with the victory of Team 1 with any score or a draw. In case of any loss by Team 1, the H1(+0.5) bet will be lost.

When betting taking into account the handicap (+0.5) on Team 2 (F2(+0.5)), depending on the result of the match, it will be calculated as follows: result 1:0, 2:0, 3:0, 2:1, 3:1, 3:2 - loss of the bet; 0:0, 1:1, 2:2, 0:1, 0:2, 0:3, 1:2, 1:3, 2:3 wins the bet.

Those. the player in this case is satisfied with the victory of Team 2 with any score or a draw. In case of any loss by Team 2, the H1(+0.5) bet will be lost.

Everything said above about bets with a handicap of +0.5 in football also applies to similar bets in other sports (for example, tennis with a handicap by games, volleyball by points, hockey by goals, handball by goals, etc.).

Other related articles:

Handicap -0.5 (minus 0.5)

Handicap in football betting

Handicap in hockey

handicap in basketball

handicap in tennis

The number of units in the staffing table - what is it?

staffing

(Form N T-3)

It is used to formalize the structure, staffing and staffing of the organization in accordance with its Charter (Regulations). The staff list contains a list of structural units, the names of positions, specialties, professions, indicating qualifications, information on the number of staff units.

When filling in column 4, the number of staff units for the relevant positions (professions) for which the content of an incomplete staff unit is provided for, taking into account the peculiarities of part-time work in accordance with applicable law Russian Federation, is indicated in the appropriate proportions, for example 0.25; 0.5; 2.75 etc.

In column 5 "Tariff rate (salary), etc." the monthly salary is indicated in ruble terms at the tariff rate (salary), tariff scale, percentage of revenue, share or percentage of profit, labor participation rate (KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in in accordance with the current legislation of the Russian Federation, collective agreements, labor contracts, agreements and local regulations of the organization.

Columns 6 - 8 "Surcharges" show incentive and compensatory payments (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern allowances, allowances for a scientific degree, etc.), as well as those introduced at the discretion of the organization (for example, related to the regime or working conditions).

If it is impossible for the organization to fill in columns 5 - 9 in ruble terms due to the use of other wage systems (tariff-free, mixed, etc.) in accordance with the current legislation of the Russian Federation, these columns are filled in the appropriate units of measurement (for example, in percentages, coefficients, etc. .).

Approved by an order (instruction) signed by the head of the organization or a person authorized by him.

Changes to the staffing table are made in accordance with the order (instruction) of the head of the organization or a person authorized by him.

Part-time staffing sample

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The document is not mandatory, but desirable: a sample of the HOA staffing table

Now you can immediately make an online payment for a subscription to the magazine 'Practitioner'. Remember me on this computer Forgot your password? Write the answer in more detail for each column of the staff. Unistaff Payroll Solutions Newbie Posts: An employer is required to establish a part-time shift or part-time work week at the request of a pregnant woman, a parent of a guardian, a caregiver with a child under the age of fourteen, a disabled child under the age of eighteen, and a person exercising caring for a sick family member in accordance with a medical certificate issued in accordance with the procedure established federal laws and other regulatory legal acts of the Russian Federation. If part-time work is set for a specific period determined by agreement of the parties, then the wording of the additional agreement may be as follows: The specific working hours are also indicated here, that is, the duration of the working week, the start and end times of the working day, breaks, etc. The agreement is drawn up in two copies and signed by the employee and the employer. Then one copy is handed over to the employee, about which a mark is affixed on the copy of the employer, certified by the signature of the employee, art. No changes are provided for in the staffing table, the number of staff units is indicated there, but the number of hours worked by each employee for each working day in the month is entered in the time sheet. For more than 15 years, Unistaff Payroll Solutions has been successfully operating in the business process outsourcing market, specializing in the provision of payroll and HR services. SetContent content ; elsewindow. Unsubscribe from messages from the forum. The opinion of the forum administration may not coincide with the opinion of the forum participants. The forum administration is not responsible for messages posted by forum members.

Is it possible to set a rate of 0.5 units in the staffing table ...

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Answer to the question:

1. The salary must be indicated in full (as in column 5 of the staffing table), but with the reservation of proportional payment, which is expressly indicated in Art. 93 of the Labor Code of the Russian Federation. According to Art. 68 of the Labor Code of the Russian Federation, the order must fully comply with the employment contract. Accordingly, in the order, the salary must be indicated in full.

If 0.5 or 0.1 positions are enough for you, you should indicate in the staffing table as follows:

Unified form No. T-3
Approved by resolution
Goskomstat of Russia
dated January 5, 2004 No. 1

If, hiring a part-time worker or just working part time You in column 5 will reduce the salary to 20,000 rubles (example with technical director), then the proportion will need to be calculated from the salary of 20,000 rubles, and for 0.5 rates he will receive only 10,000 rubles

If the full duration of the working day for the position is 40 hours, then working at 0.5 rates means that the employee must work 20 hours a week. At the same time, the mode of work of an employee in your situation obviously differs from the general mode in the organization, and therefore it must be described in employment contract worker. Such conclusions follow from Art. 57, 100 of the Labor Code of the Russian Federation. You still have to determine the work mode of the employee.

The employee’s remuneration in both the employment contract and the order should be reflected as follows: indicate the full salary (as in column 5 of the staffing table) for the position and the clause that remuneration is made in proportion to the time actually worked, and if necessary, indicate in brackets (0.5 or 0.1 rates). This follows from Art. 57, 129, 93 of the Labor Code of the Russian Federation. Thus, the accrual of both wages and bonuses will be proportional to you.

If we hire an employee for this position (0.5 units), then we take into account the following features of admission:

Employment contract and order :

When hiring, the parties have the right to agree on the establishment of part-time work for the employee. Part-time work is a special case of part-time work. Thus, both the part-time employee and the main employee can work part-time.

Consider an example when you are ready to accept an employee at 0.5 rates:

In this case, you set the employee part-time when hiring. Working at 0.5 rates actually means that the employee will work 20 hours 00 minutes per week (if the full working week is 40 hours). With a uniform distribution of working time by day, we get: when working on a five-day week - 4 hours a day. The employee's work schedule must be reflected in the employment contract without fail (Articles 57, 100 of the Labor Code of the Russian Federation). An employee can also have an individual schedule, in which he will have different working days in different weeks or different beginning and end of the working day on different days. In the time sheet, you reflect the time actually worked by the employee, including a fractional number.

In general, the employment contract will be the same, with the exception of 2 points.

1. It is necessary to describe the work mode of the employee, for example: “ ».

In accordance with Federal Law No. 125-FZ of June 18, 2017 “On Amending the Labor Code of the Russian Federation” does not need to establish a break for rest and meals with such a short working day (4 hours or less).

2. Make a clarification to the paragraph regarding remuneration: “The employee has been monthly salary 40,000 rubles.(forty thousand rubles 00 kopecks). Wage charged depending on hours worked". You can also specify the share of the rate: “The employee is set monthly salary of 40,000 rubles. (forty thousand rubles 00 kopecks). Salary is calculated based on hours worked (0.5 rate)»

The order for employment must comply with the text of the employment contract (Article 68 of the Labor Code of the Russian Federation)

This is what the job application will look like:

Details in the materials of the System Personnel:

1. Situation: How to reflect the salary in the employment contract if the employee works part-time

The salary in the employment contract must be reflected in full.

The official salary should be understood as a fixed amount of remuneration of an employee for the performance of his labor duties of a certain complexity for a calendar month, excluding compensation, incentives and social payments (). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire standard of working time established for this category of employees (.

Thus, for an employee working part-time, the salary in the employment contract is reflected in full, and paid in part upon actual working. In an employment contract, the condition on the procedure for remunerating an employee may have the following wording: “The employee is set a salary of 30,000 rubles per month. Wages are calculated in proportion to hours worked.

Nina Kovyazina, Deputy Director of the Department of Medical Education and Personnel Policy in Health Care of the Ministry of Health of Russia

With respect and wishes for comfortable work, Tatyana Kozlova,

Expert Systems Personnel

Good evening, Inessa.

Before the approval of the staffing table, an order is issued on the introduction of staff units with the name of these units and their number.

The number of staff units is determined not by the number of employees, but by the volume of the working week. So, if an employee in a certain position will work 40 hours, then 1 staff unit is introduced.

If 20 hours - 0.5 staff units.

In the staffing table, there can be completely different fractional volumes of staff units, because this volume is determined by the needs of the organization.

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Is it possible to enter an incomplete rate in the staffing table. For example, 0.5 rates for the position-manager.

Answer

Answer to the question:

Yes, you can.

The employer has the right to determine the structure and number of employees of the organization independently, taking into account the characteristics of the activities and needs of the organization. The organization uses the staffing table to draw up the staffing.

If the employer establishes incomplete staff positions for the position, then he can indicate the number of staff positions in the appropriate shares in the staff list. For example, 0.25; 0.5; 1.75, etc. (section 2 of the instructions approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1). This situation is possible if the employee works part-time or part-time. In such cases, his work is paid in proportion to the hours worked (Article 93 of the Labor Code of the Russian Federation). And the number of hours that an employee must work is proportional to the size of the rate that he takes. For example, if an employee works two days a week, 8 hours a day, with a standard work duration of 40 hours a week and 8 hours a day, his rate will be 0.4 - 16 hours of work divided by the weekly rate of 40 hours. Similarly, 0.25 is calculated; 0.5; 0.75; 0.8 rates, etc.

At the same time, in the general case, the legislation does not establish any restrictions on the breakdown of one rate into parts (Articles 93, 284 of the Labor Code of the Russian Federation). An exception is provided only for part-time workers, they can take up to 0.5 rates.

Thus, the employer, based on the needs of the organization, can independently decide to introduce him 1 rate or 0.5 rates in the staffing table. If the organization plans to accept a part-time job for 0.5 rates and not accept anyone else in this position for the rest of the rate, then only 0.5 rates for this position can be entered into the staffing table.

Details in the materials of the System Personnel:

1. Situation: How to fill out the staffing form

Tip: in order to protect yourself from the claims of inspectors, do not set different salaries for the same positions in the staffing table.

Same means same official duties. At the same time, it is necessary to observe the principle of equal pay for work of equal value (Article 22 and Part 2 of Article 132 of the Labor Code of the Russian Federation). in employment contracts and job descriptions employees can be assigned different levels of work, different rights and obligations, different levels of responsibility. However, it is better to name the positions differently, using the words “senior”, “junior”, “leader”, etc.

Answer to the question:

Yes, you can.

Column 4 indicates the number of units by position, including a fractional number: 0.5; 0.25; 0.1 etc.

In column 5, you must indicate the full salary for the position at the rate.

At the same time, work at 0.5 rates means work on a part-time basis

If the full duration of the working day for the position is 40 hours, then working at 0.5 rates means that the employee must work 20 hours a week. At the same time, the work regime of an employee in your situation obviously differs from the general regime in the organization, and therefore it must be described in the employee's employment contract. Such conclusions follow from Art. 57, 100 of the Labor Code of the Russian Federation.

If, taking into account the labor standards for the position, you do not need a full unit to perform certain work, then in the staffing table you can provide for column 4 and fractional indicators, including 0.5 units. This is established in section 1 of the instructions approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1.

The employee’s remuneration in both the employment contract and the order should be reflected as follows: indicate the full salary (as in column 5 of the staffing table) for the position and the clause that remuneration is made in proportion to the time actually worked, and if necessary, indicate in brackets (0.5 rates). This follows from Art. 57, 129, 93 of the Labor Code of the Russian Federation. Thus, the accrual of both wages and bonuses will be proportional to you.

In the staffing table in column 4, you must indicate the number of units for the position (0.5), in column 5 - indicate the full salary for the position, and in column 9 you will receive the amount of proportional wages (column 4 x (column 5 + colum 6 + column 7 column 8) or payroll for this position, taking into account the number of employees.

Unified form No. T-3
Approved by resolution
Goskomstat of Russia
dated January 5, 2004 No. 1

If we hire an employee for this position (0.5 units), then we take into account the following features of admission:

Employment contract and order :

When hiring, the parties have the right to agree on the establishment of part-time work for the employee. Part-time work is a special case of part-time work. Thus, both the part-time worker and the main employee can work part-time (at 0.5 rates)

Consider an example when you are ready to accept a part-time worker at 0.5 rates (to simplify calculations):

In this case, you set the employee part-time when hiring. Working at 0.5 wages actually means that the employee per week will work 20 hours 00 minutes per week (if the full working week is 40 hours). With a uniform distribution of working time by day, we get: when working on a five-day week - 4 hours. The employee's work schedule must be reflected in the employment contract without fail (Articles 57, 100 of the Labor Code of the Russian Federation). In the time sheet, you reflect the time actually worked by the employee as a fractional number: 4 hours. But an employee may also have an individual schedule, in which on some days he works more, and on other days he does not work.

In general, the employment contract will be the same, with the exception of 3 points.

1. It is necessary to describe the mode of work of the employee, for example: “The employee is assigned part-time work (20 hours a week) - part time (4 hours)

The employee is set a 5-day work week with 2 days off - Saturday and Sunday. The start time is 09:00, the end time is 13:00.

In accordance with Federal Law No. 125-FZ of June 18, 2017 “On Amending the Labor Code of the Russian Federation” does not need to establish a break for rest and meals with such a short working day (4 hours or less).

2. Make a clarification to the paragraph regarding remuneration: “The employee has been monthly salary 20,000 rubles hours worked". You can also specify the share of the rate: “The employee is set monthly salary 20,000 rubles. Salary is calculated based on hours worked (0.5 rate)»

3. If the employee is accepted as a part-time worker, then it must be indicated that he is accepted as a part-time worker.

The order for employment must comply with the text of the employment contract (Article 68 of the Labor Code of the Russian Federation)

This is what the job application will look like:

Details in the materials of the System Personnel:

1.Situation:Is it possible to divide the bet into parts - 0.75, 0.25, 0.1, etc. or is there some kind of framework

In the general case, there is no framework in the law to divide one bet into parts. The only exception is part-time workers, they can take up to 0.5 rates.

Work in a position during standard working hours - 40 hours a week is considered one full rate (Article 91 of the Labor Code of the Russian Federation). That is, the rate is the ratio of the hours that the employee worked per week to the norm of working hours that the employee must work for a full salary.

The employer has the right to determine the structure and number of employees of the organization independently, according to the characteristics and needs. To draw up the staffing of the organization, use the staffing table. If the employer establishes incomplete staff positions for the position, then he can indicate the number of staff positions in the appropriate shares in the staff list. For example 0.25; 0.5; 1.75, etc. (section 1 of the instructions approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1). This is possible if the employee works part-time or part-time, then his work is paid in proportion to the time worked (Article 93 of the Labor Code of the Russian Federation). And the number of hours that an employee must work is proportional to the size of the rate that he takes. For example, if an employee works two days a week, 8 hours a day, with a standard work duration of 40 hours a week and 8 hours a day, his rate will be 0.4 - that is, 16 hours divided by a weekly rate of 40 hours. Similarly, 0.25 is calculated; 0.5; 0.75; 0.8 rates, etc. In the general case, the law does not indicate the framework for how to break one rate into parts (Articles 93, 284 of the Labor Code of the Russian Federation). The only exception is part-time workers, they can take up to 0.5 rates.

Thus, a part-time employee can be accepted at any fraction of the rate, such as 0.1; 0.25; 0.5; 0.75, etc. And a part-time employee can be accepted for any share of the rate up to 0.5 of the rate, for example, 0.1; 0.3; 0.4. But he cannot set, for example, 0.6 or 0.8 rates.

Nina Kovyazina

© Material from KSS "Kadry System"
Ready-made solutions for the personnel service at vip.1kadry.ru
Copy date: 11/08/2017

2. Situation: How to reflect the salary in the employment contract if the employee works part-time

The salary in the employment contract must be reflected in full.

The official salary should be understood as a fixed amount of remuneration for an employee for the performance of labor duties of a certain complexity for a calendar month, excluding compensation, incentives and social payments (Article 129 of the Labor Code of the Russian Federation). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire norm of working time established for this category of employees (Article 57 of the Labor Code of the Russian Federation).

Employees with part-time work do not work out a monthly rate, therefore they are paid only a part of the salary established in the employment contract for the month. This part is determined in proportion to the hours worked or depending on the amount of work performed. This is stated in part 2 of article 93 of the Labor Code of the Russian Federation and explained in the letter of Rostrud dated June 8, 2007 No. 1619-6.

Thus, for an employee working part-time, the salary in the employment contract is reflected in full, and paid in part upon actual working. In an employment contract, the condition on the procedure for remunerating an employee may have the following wording: “The employee is set a salary of 30,000 rubles per month. Wages are calculated in proportion to hours worked.

Nina Kovyazina, Deputy Director of the Department of Medical Education and Personnel Policy in Health Care of the Ministry of Health of Russia

With respect and wishes for comfortable work, Tatyana Kozlova,

Expert Systems Personnel

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