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Mode and schedule of work: all the principles of the correct organization of the work schedule. Rolling work schedule How to establish new regime rules in the organization: order and documents

Labor of employees in different areas economic activity involves absolutely diverse schedules of their involvement in the work process. If office workers work, as a rule, in the conditions of a five- or six-day work week, then, for example, the service sector requires a completely different regime. A schedule is drawn up for each employee, which may include night work, and shifts, and "floating" days off. In the meantime, it is impossible to draw up a schedule, guided only by the employer's and employee's own wishes - there are a lot of rules that are enshrined in labor legislation.

What is the mode of work, what elements does it consist of

Hours worked - the basis for remuneration for employees with a time-based payment condition

The labor law obliges the employer to keep a strict record of working time for each employee, because it is for the time (with the exception of rather rare cases of piecework) that the work is paid. The mode of labor is determined primarily by law, and secondly by the employer in agreement with the trade union and the employee, the rules for the distribution of time. The Labor Code of the Russian Federation contains a section on labor time, a separate chapter of which (Chapter 16) regulates the regime.

Working hours according to the Labor Code of the Russian Federation can be represented by several varieties in terms of their duration: normal, reduced and incomplete. In addition, special varieties are night work, overtime work, opportunity work. irregular day. The main difference between part-time and reduced hours is their payment - the first means payment in proportion to the time worked, the second - regardless of the time worked. Night and overtime work are paid at an increased rate, irregular working hours, as a rule, are compensated extra days annual vacation period.

The elements of the working time regime are those positions that, in accordance with the law, must be determined when forming the regime for each worker. Among these main positions, the Labor Code of the Russian Federation calls:

the duration (number of working days) of the week (for example, five-day or six-day, incomplete, indicating the number of days, etc.);
the presence of a condition on irregular working hours;
duration of daily work - the number of hours of a working day or shift with an exact indication of their beginning and end, time frames for breaks;
number of shifts per day;
rules for alternating working and free days (for example, “two workers in two days off”, etc.).

How and by what documents the labor regime is determined

The work schedule for each individual employee must be negotiated with him in advance - when concluding an employment agreement. In general, for an organization in the context of structural units or positions, the mode of operation is determined in the rules of internal work schedule.

PVTR is a local NPA of an organization that determines the main points of relations between a team of employees and an employer - the rules for hiring and terminating labor relations, the powers and obligations of the parties to an employment agreement in the course of work, General terms regarding the regime of working time, etc. PWTR are approved by the employer in agreement with the trade union organization, with this document, each employee upon conclusion labor contract must be notified in writing.

In the PWTR, the working time regime of an organization can be reflected in the following way:

establishing the duration of the work week and specific daily work time frames for certain groups of positions (for example, “For departments: Management, Human Resources, legal service, Accounting, Office - a five-day working week, the beginning of the working day - 8:00, the end of the working day - 17:00, a break for rest and food - from 13:00 to 14:00 ");
establishing for certain positions the conditions for an irregular working day, indicating the amount of compensation in the form of additional days (at least three) of leave in accordance with Art. 119 of the Labor Code of the Russian Federation (for example, “For positions: Director, Deputy Director, driver - an irregular working day is established with compensation in the form of 4 days of an additional vacation period annually”);
establishing a work schedule for individual departments and positions (for example, “For the sales department, a work schedule is established in compliance with the labor standard for a five-day 40-hour work week”);
establishing a summarized accounting of working hours for individual positions (for example, “For the position“ Seller ”a summarized accounting of working hours is established, the accounting period is a quarter”);
establishing a flexible work schedule, a night (equivalent to daytime) work regime, a shift schedule, dividing the working day into parts for certain categories of workers (for example, “For the position of“ Cashier ”it is established shift work work, in which the third shift, which falls at night, is equated to daytime work).

The labor agreement must contain a section on the working regime. For employees whose position involves working on a regular five- or six-day work week, the agreement specifies the exact work schedule. For those who will work according to the schedule, with a summarized account, with an irregular working day, with an incomplete labor time, with the division of the day into parts, etc. these circumstances must be reflected in the said agreement. Cases of establishing an unspecified working time regime are illegal, such a violation may entail liability for the employer under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation with all the ensuing consequences (fines and other sanctions).

A section on working hours must be included in the contract

How to establish new regime rules in an organization: order and documents

If an employee gets acquainted with the already existing regime for a separate position when hiring by signing an employment agreement and a mark on reading the PWTR, then changing the current regime is somewhat more complicated.

The decision to change the PVTR can be issued in the form of an order

The order of the procedure is as follows:

To begin with, the manager must make an informed decision about which positions or structural units the new rules are introduced for.
Then, according to all the rules for changing the local regulatory legal acts, the corresponding changes are made to the PWTR (the project must be agreed with the trade union within five days, then signed by the head).
On the basis of the changed PWTR, each employee who is affected by the changes is warned about a change in the essential working conditions (a notice against signature should be given no later than a month before the issuance of the order). In case of refusal to continue the employment relationship under the changed conditions, the employee must be dismissed after the expiration of the notice period.
Within the prescribed period (one month after notifying employees), an order is issued for the enterprise to change the regime for specific employees (at this stage, they must be listed by name). Each worker gets acquainted with the order against signature.
On the day the administrative document is issued, each employee concludes additional agreement to the contract, changing the conditions for the working time regime.
From the date specified in the additional agreement and order, the new mode with its new documentary design (for example, with scheduling).

Work schedule as a document that regulates the individual mode of work on a daily basis

The work schedule is one of the most important documents for organizing the work of those employees who do not work according to the general (production) calendar. So, the schedule every day regulates the time of coming to work, leaving work, the time of breaks, and even assigned to the employee workplace.

The schedule is drawn up, as a rule, for one month, however, this period is not regulated by law. Therefore, depending on the circumstances and characteristics production process the document can be drawn up for a week, and for a quarter, and for a year.

A graph, as a document, can be drawn up:

simultaneously for all employees of the enterprise;
for employees of one structural unit;
for a certain group of employees from different structural divisions;
separately for one employee.

Form and conventions

In the shift schedule, it is enough to indicate only the designation of the shift

In case of summarized accounting, the graph must contain columns reflecting the sum of hours per month, per quarter (depending on the accounting period)

Scheduling and Approval Process

The procedure for drawing up and approving a schedule in an organization can be regulated either by a local regulatory legal act or by order of the head. The persons responsible for the maintenance, endorsement and approval of the document are determined by designating them in these documents and entering the corresponding item in the job description.

As a rule, the schedule is drawn up by the person responsible for this in the structural unit (department, service), endorsed by the head of the structural unit, a representative of the personnel department and the trade union, and approved by the head of the enterprise or his deputy in charge of the relevant area of activity.

The schedule can be drawn up both manually (by means of standard means Office with output on paper), and in specialized software systems (for example, "1C: Personnel and Salary", SAP, etc.).

Schedule Requirements

When scheduling work, the employer is in a situation where it is necessary to comply with a lot of rules, requirements and interests. First of all, these are the requirements of labor legislation that protects the rights, interests and even health of the employee:

The duration of daily work should not exceed the established Art. 94 of the Labor Code of the Russian Federation of limits (special boundaries are established for minor employees, disabled people, workers in harmful unsafe conditions).
The number of working hours per week must not exceed the production calendar(40 hours - by general rule). For those who have a summarized accounting for the accounting period, it is imperative to comply with the norm of hours of this accounting period (quarter, month, etc.).
Shifts, predominantly at night, should be reduced by 1 hour.
After a shift lasting more than 24 hours, the same or more rest period is provided.
If the condition for dividing the working day into parts is not established for the employee, his lunch break (or the sum of several during the day) should not last more than two hours.
The minimum lunch break is 30 minutes. It is obligatory to establish daily, if the agreement of the parties and the PWTR does not provide for the employee to eat in parallel with work. The lunch break is not paid.
It is forbidden to work during two shifts following one after the other.
Hours falling on the period of illness or vacation of an employee are also taken into account in his monthly (quarterly) rate. In other words, the employee is not required to complete the actually missed hours to the norm.
It is impossible to exceed the limits established by Art. 99 of the Labor Code of the Russian Federation for overtime work (no more than four hours in a two-day working period, no more than one hundred and twenty hours a year), etc.

Of course, when forming the schedule, the operating mode of the enterprise, the load standards, and the interests of the employee himself are taken into account.

Familiarization of employees

The employer is obliged to familiarize the employees with the work schedule no later than one month before the day it comes into effect - this is a direct requirement of Art. 103 of the Labor Code of the Russian Federation. Violation of this deadline threatens with administrative liability.

In order to avoid violating the requirements of the law, it is necessary to start drawing up a schedule no later than one and a half months before the start of the accounting period. For example, the schedule for December should be drawn up before October 15 in order to have time to agree on it, approve and familiarize all employees (after all, some of them may be on vacation or on sick leave at the time of familiarization, but this circumstance is not an excuse in case of violation of familiarization terms).

How to change the established working time schedule

Since the work schedule is established by agreement of both parties to labor relations, then any of them can become the initiator of its change. Changing the regime (as a more general, permanent concept) at the initiative of the employer is described in the section on establishing the labor regime at the enterprise. A change in the schedule, as a one-time event or an event relating to one employee, occurs:

or by adjusting an already drawn up schedule (document), if the employee is set to work according to the schedule;
or by amending the employment agreement - if the employee works according to the regime fixed in this document (that is, according to the usual production calendar).

In the first case, the scheduler, at the request of the employee or own initiative(due to operational need) draws up a corrective schedule, endorses and approves it according to the usual procedure for preparing this document.

You can change the working hours both for a group of employees and for one of them (for example, at his request due to family circumstances)

In the second case, at the request of the employee, an order is prepared to change the working hours - this is enough if the schedule changes for up to two weeks. If the period of changing the working regime is longer, it is necessary to conclude an additional agreement to the contract.

If the work schedule changes for more than two weeks, it is necessary to conclude an additional agreement to the employment contract

Establishing a work schedule and scheduling for employees is one of the employer's primary tasks in the field of organizing the labor process. And this is no easy matter. The schedule must correspond not only to the production needs of the company, but also to the conditions defined by the legislator. In addition, it is extremely important to familiarize employees with the schedule in time in order to avoid possible sanctions from government agencies exercising control in the field of labor relations.

I have a higher legal education, work experience in court, bank, at an enterprise. Despite the fact that my main specialization is criminal law and procedure, all my professional activity related to business law, ranging from personnel issues to lending problems. For a long time I have been writing reviews of foreign and domestic media on business topics.

Mechanical movement is represented graphically. The dependence of physical quantities is expressed using functions. designate

Graphs of uniform motion

Time dependence of acceleration. Since the acceleration is equal to zero during uniform motion, the dependence a(t) is a straight line that lies on the time axis.

Dependence of speed on time. The speed does not change with time, the graph v(t) is a straight line parallel to the time axis.

The numerical value of the displacement (path) is the area of the rectangle under the speed graph.

Path versus time. Graph s(t) - sloping line.

The rule for determining the speed according to the schedule s(t): The tangent of the slope of the graph to the time axis is equal to the speed of movement.

Graphs of uniformly accelerated motion

Dependence of acceleration on time. Acceleration does not change with time, has a constant value, graph a(t) is a straight line parallel to the time axis.

Speed versus time. With uniform motion, the path changes, according to a linear relationship. in coordinates. The graph is a sloping line.

The rule for determining the path according to the schedule v(t): The path of the body is the area of the triangle (or trapezoid) under the velocity graph.

The rule for determining the acceleration according to the schedule v(t): The acceleration of the body is the tangent of the slope of the graph to the time axis. If the body slows down, the acceleration is negative, the angle of the graph is obtuse, so we find the tangent of the adjacent angle.

Path versus time. With uniformly accelerated movement, the path changes, according to

Some enterprises, for objective reasons, cannot organize their work in such a way as to provide employees with days off on the same days. Then you have to change the mode of work for the entire staff or specific employees. One option would be a sliding mode.

It is necessary to distinguish between working on a staggered schedule and flexible or shift work. There are important differences that relate not only to accounting for hours worked, but also to remuneration for work. Therefore, it is important to know the features of a rolling schedule, the nuances of its preparation, as well as legal ways to transfer an employee to it.

Sliding schedule according to the Labor Code of the Russian Federation

According to the Labor Code of the Russian Federation (Article 100), an entrepreneur can establish one of 4 types for personnel working week.

Five days of work, two days off on the same days for everyone, usually at the end of the week.
Six working days with one fixed day off for all staff (most often Sunday, but other days of the week are also possible).
Working week with an incomplete number of hours (not for the entire team).
Flexitime.

There is no separate section of the Labor Code of the Russian Federation devoted to a rolling schedule, but it is mentioned in the context of the types of workweek in Article 100.

sliding mode they call such a schedule in which rest days are not fixed, move and fall on any day, including public holidays; at the same time, the total duration of the accounting period (week, month, quarter) should be identical to the usual schedule.

INFORMATION NOTE! Flexible work schedule is regulated by art. 102 of the Labor Code of the Russian Federation, and work in shifts - Art. 103 of the Labor Code of the Russian Federation.

Sliding schedule: specifics

What does the expression "chart slides" mean? Within the framework of such a regime, the days intended for rest “move” along the calendar. This does not happen randomly or at the choice of the employee, but is fixed in advance by a plan. For example, in one week the employee rests on Wednesday and Friday, and the next - on Tuesday and Thursday.

Remains relevant in sliding mode time tracking, summing up the hours worked for a particular period selected for accounting. The time cycle for which working hours will be added up is set individually at each enterprise, which is fixed in the local regulations of the company: it is legitimate to choose a week, month, quarter or even a year for this purpose.

IMPORTANT! The amount of time worked cannot exceed the amount of hours provided for by law, that is, 40 per week in terms of the accounting period. If the hours worked, which turned out to be less due to the fault of the scheduler (the employee is “underloaded”), the rate must still be paid in full.

Drawing up a rolling schedule

An employee cannot be imposed a certain mode of work without his consent. Possible options lawful application of a staggered schedule provides for the goodwill of the employee and his consent to this form of employment. Let's consider them.

Flexible scheduling for employment. If a person is hired for a job that is characterized by a rolling schedule, his right is to agree to such working conditions or not. He should read about this feature of his future regime in employment contract. By signing this document, he thereby assumes the obligation to comply with the schedule established for him.
Installing a sliding schedule. It happens that the mode of transferring days off is caused by production necessity, then the authorities must notify the employee about this and obtain his consent in writing. The change of the schedule is carried out by drawing up an additional agreement to the employment contract.
Appointment of working days and days off. In the sliding mode, the schedule is drawn up for the period selected by the accounting period. For preliminary acquaintance of employees with it, it is no longer necessary to observe certain deadlines. It is sufficient if the schedule is known before the accounting period. The employee no longer has the power to change it at his own discretion or refuse to go to the workplace on any days. However, in order to avoid conflicts and difficult situations, it is advised to acquaint the staff with the upcoming regime in advance, preferably a month in advance.

Everyone has a day off, and you have a work schedule

If your schedule is rolling, forget that usually the weekend falls on the weekend. It may turn out this way, or it may not - it all depends on how the schedule was planned. If Saturday or Sunday turned out to be intended for work, nothing can be done, this is a feature of a rolling schedule. They are considered regular workdays and are paid accordingly. An additional day of rest is not provided. The employee does not have the right to refuse to go to his workplace on this day.

FOR YOUR INFORMATION! Some types of employees, such as mothers of toddlers under three years of age, have advantages over work schedules. But not in those cases when their signature is under the consent to the sliding mode: there are no exceptions for them, that is, they will have to work on any day of the week that turned out to be working according to the schedule.

And what about the holidays?

Official non-working days adopted within the country are also by no means always days off for workers on a sliding regime.

Art. 113 of the Labor Code of the Russian Federation prohibits assigning work on these days, however, there are exceptions to this law:

the inability to suspend work due to production needs;
work related to servicing people, provided for by the relevant list (for example, transport employees, doctors, emergency responders, etc.);
the signature of the employee himself, indicating his consent (taking into account the opinion of the trade union).

If an employee with a staggered schedule falls on a public holiday, they will have to work it out. But the status of a holiday cannot be canceled, so it should be paid at a double rate or provide an additional day off on some other day (by agreement).

Employee Benefits

On holidays, if they turned out to be working, employees with special statuses have the right to refuse to work:

disabled people;
mothers of children up to three years of age.

For them, it is better to plan the working hours so that they do not have to work in official holidays. But if for some reason it is difficult, and they themselves do not mind going on a work shift on such a day, this is possible, if it is not contraindicated for them for health reasons. At the same time, the authorities must enlist their signature on the document that they are aware of their right to refuse.

ATTENTION! An additional order, which is usually issued to attract employees to work on holidays, is not needed in this case: its role is played by a signed agreement on a rolling schedule or its establishment under an employment contract.

Flexible, changeable or sliding

In business and personnel practice, these concepts often cause confusion and confusion.

We see that they are regulated by various articles of the Labor Code, which means that they have serious differences in documenting, payment and accounting approach.

Comparison with flexible schedule

Sometimes the terms "flexible" and "sliding" charts are used interchangeably. In some legislative acts, especially those that have not undergone significant changes since Soviet times, this is directly reflected in the title, for example, Decree of the USSR State Committee for Labor and the Secretariat of the All-Union Central Council of Trade Unions dated 06.06.1984 No. 1701 / 10-101 “On approval of the Regulations on the procedure and conditions for the application of a sliding (flexible) work schedule for women with children.”

However, these two types of graphs cannot be identified. It would be more correct to say that any is a sliding one, but not any sliding schedule is necessarily flexible.

Sliding and changeable graphics

The shift schedule is characterized by continuous production and a work shift of several shifts per day. The output in this mode also shifts, which is the reason why it is confused with the moving one. But with a shift schedule, the weekend shift occurs when the total accounting of working time for the accounting period shows processing (part 3 of article 111 of the Labor Code of the Russian Federation).

Differences between a sliding schedule and a flexible and shift schedule

Main distinctive features these three types of organization of working time are given in table 1.

№	Base	Flexitime	Flexible schedule	Shift work
1.	Start and end of the working day	According to work schedule	Can be rescheduled at the discretion of the employee	According to shift schedule
2.	Holiday work	Full-time, if it falls on the schedule, is usually paid	In agreement with the employee	Paid at double rate or compensated for extra days off
3.	Time tracking	Total - for reporting period should not exceed the number of hours established by the Government.
4.	Introduction to the chart	There are no specific time frames	Negotiated between employee and employer	Not less than a month
5.	Is it possible to refuse to work on a certain day	It is forbidden	Can	Can be replaced by another working day (“swap shifts”)

The vacation schedule is a mandatory and necessary thing for both the employer and the employee himself.
Without it, it is difficult to plan production, take into account the number of products produced and, in general, the growth of the enterprise.

Therefore, employers make up their employees. Sometimes vacation falls on an undesirable time for the employee. It happens, and often. The employer explains - production necessity.

There are two sides of the issue for the employee - on the one hand, everything is bad, and on the other, there is nothing accidental, because you can spend a wonderful vacation in winter! This is for those who are unable to shift their schedule. But is it possible for an employee to transfer his to another time, is it possible to provide it to an employee not on schedule.

Unscheduled vacation is possible. You just need to reach an agreement on a new start date for the holiday with your employer. Communication has not yet been canceled.

Is it possible to provide unscheduled leave?

There is a general rule - the next vacation is provided to each employee at any time of the year, according to the vacation schedule agreed and approved by this employer.

There are exceptions:

a newly settled person has the right to leave after six months,
women before maternity leave
youth under 18,
special cases provided for by federal law.

Granting unscheduled leave to newly employed

In a situation where you got a job, and the vacation schedule has already been drawn up, you can still rest after six months, write an application for a vacation, get the employer's signature and relax. If you need to rest before this time, just agree on this with your employer and go on vacation!

Other cases of granting unscheduled leave

If you have an “Honorary Donor of Russia” badge, if you are under 18 years old, you cannot be denied leave at the time you need, despite the fact that the schedule has already been drawn up and your name is there.

If you are a part-time worker, then by law you have the right to leave at the same time as the leave at your main place of work. This requires communication with management and a statement explaining the reasons.

They will also provide leave at the same time as the maternity leave of the wife. This is also written into the legislation.

If you do not need a vacation in full, you can divide it into several parts, one of which is at least 14 days. In this case, you also need a statement from the employee and the consent of the manager is required. If there is no agreement, then you will rest completely and according to the schedule.

Thus, the employee must notify the vacation twice: first, when drawing up the main vacation schedule, where he signs opposite his vacation date, and the second time in writing, no later than two weeks before the start date. The purpose of this action is to remind the employer and employee of the start date of the vacation.

Further, the employee acts in a certain way - it is written in the usual way - I ask you to provide, from __ to __, for the next annual paid leave. On an extraordinary, if the vacation is not on schedule, then an application is written asking for a postponement and an explanation of the reason - for example, for family reasons. And then: date of writing, signature. A sample application for the transfer of vacation can be downloaded.

Didn't find the answer to your question in the article?

When organizing labor, especially continuous or without days off, for many areas of activity the best option is a rolling work schedule - it should be distinguished both from the standard working week and from shift work. At the same time, it is necessary to take into account many nuances so that the resulting rolling work schedule according to the Labor Code of the Russian Federation does not violate the established legislative norms - this can happen especially often during the work mode. Everyone should know how to organize a sliding work schedule HR specialist or an employer who intends to use such a time-sharing scheme.

What is a rolling work schedule according to the Labor Code of the Russian Federation

Directly in the norms of the Labor Code of the Russian Federation legal regulation staggered work schedule is practically not provided by its provisions directly. Thus, a direct mention of a rolling schedule in the Labor Code of the Russian Federation is only in the text of Article 100 of the Labor Code of the Russian Federation, which regulates the establishment of separate working hours. Nevertheless, this method of organizing working time is quite popular among many employers, as it allows you to optimize the human resource when it is limited, and the establishment of a shift work schedule or work in the standard working week is not cost-effective.

By itself, a rolling work schedule implies the absence of fixed days off per week or strictly fixed work shifts. So, the most commonly used sliding schedule is 2/2 - two days of work after two days off. At the same time, the duration of the work shift can be set both in the amount of a standard eight hours, and in the format of a 10-hour or 12-hour work shift.

Accordingly, the legal regulation of a staggered work schedule in terms of labor law relies primarily on the use of the mode . This method of organizing labor is considered in the provisions of Article 104 of the Labor Code of the Russian Federation and has a number of certain limitations. At the same time, it must be understood that such a method of establishing the mode of operation cannot lead to actual processing by employees in excess of the standard of working hours for the accounting period under consideration.

Often, a staggered schedule means working in a flexible working time mode, regulated by the provisions of Article 102 of the Labor Code of the Russian Federation. However, in practice, a sliding schedule has a number of specific differences from a flexible one, which will be discussed below.

Why do we need a rolling work schedule - the feasibility of using it

A staggered schedule is most commonly used when an organization cannot afford or does not need to implement full shift work or a standard five-day or six-day work week. To better understand the mechanisms of work of this method of organizing work, you can simply consider examples of professions in which it is used most often:

Sellers. In most stores there is no need to establish a 24 hour shift schedule, but at the same time there is a need to ensure work throughout the week without days off. At the same time, the length of the working day usually exceeds the standards of 8 hours established for the standard five-day week. Therefore, a staggered work schedule is best suited in this situation.
Guards. The principle of work and organization of work of such employees is also almost similar to work in stores. Security is always needed at the enterprise during its operation, however, for round-the-clock security, there is usually no need for such a large staff of personnel as during active work.
Telecom operators and consultants. Often it is necessary to provide consulting support and the presence of an employee on the phone throughout the week, but not the entire duration of the day. In this case, a staggered work schedule can also help.

Having considered the main specialties, we can conclude that a rolling work schedule is relevant in cases where it is not possible to use other organizational mechanisms labor activity employees, including if they are simply not feasible from an economic point of view. It should be noted that the rolling work schedule for managers and highly qualified specialists is not suitable in most cases and most often it is most relevant for line employees of the organization.

Differences between a sliding schedule and a flexible schedule

Since many employers are often confused with a sliding one, it is necessary to distinguish between these modes of work in advance. However, they do have common features, which include the following features:

Use of the summarized accounting of working hours. In both flexible and staggered work arrangements, it is assumed that the legal framework that ensures the functioning of the summarized working time records is used.
General legal restrictions. The principles envisaged by the legislation, prohibiting excess volumes of work and requiring payment for overtime work in an increased amount, have the same effect on these methods of organizing working time.
Ability to create non-standard work schedules. Both flexible work hours and rolling work allow you to organize work time within the legal framework in many different ways.

However, the key differences between these methods of setting the work schedule seriously distinguish them from each other. Some of the differences between a flexible work schedule and a flexible work schedule include:

One-sidedness. In the case of a flexible work schedule, it is enough for the employee to agree to the terms of the employment contract, after which the employer will have the right to use the provisions provided for by it and local regulations ways to change it that do not contradict the law. At the same time, a flexible work schedule implies the obligatory achievement of an agreement between the parties to the contract for each possible change in the schedule, and not only the employer, but also the employee can initiate such a change.
Scope of application. Flexible working hours are usually used in cases where setting a fixed schedule is difficult by the very nature of the work, for example - for employees repair services or utility workers, as well as senior staff. At the same time, a rolling work schedule is used when it is necessary to organize a stable, but non-standard working hours for ordinary employees.
fixation mechanisms. The rolling schedule implies the possibility of constant and advance planning of the employee's work schedule for any period of time up to one year, while the flexible work schedule usually changes much more often and involves fixing the entire working time after the fact.

What is the difference between staggered and shift work

Shift work can also often be confused with staggered work. However, there are even more differences in these types of organization of working hours than in the case of flexible working hours. In particular, sliding hours differ from shift hours primarily in the following aspects:

How to set a staggered work schedule - example in the form of 2/2 for 12 hours

To establish a rolling work schedule in an organization, you can consider the sequence of actions using the example of a two-day 12-hour work. So, the sliding work schedule 2/2 for 12 hours is one of the most popular among Russian employers. In this case, the employer should be guided by the following step-by-step guidance:

Creation of local regulations that would regulate the working hours at the enterprise. The legislation does not provide for a special form for such acts, the main thing is that their provisions are understandable and communicated to the knowledge of employees. In addition, the accounting period must be specified - it must not exceed one year and be less than one week.
Registration of an employment contract with an employee with the obligatory mention of the presence of a rolling schedule. At the same time, it is not necessary to indicate the work shifts directly in the employment contract in this case - it is enough to establish a reference to the current local regulatory documents.
Directly creating a graph. An example of a rolling work schedule under the Labor Code of the Russian Federation may look quite simple - you need to take a month and mark working days and days off for each specific employee in the 2/2 mode.
Correction of working hours. The standards for using a sliding work schedule of 2/2 to 12 hours assume, with a summarized accounting of working time, the presence of a certain overtime for each of the employees. This is due to the fact that as a result, one working week will account for 42 hours of work with a maximum of 40 hours allowed. Therefore, several additional holidays should be provided for during one accounting period.

Sliding work schedule under the Labor Code of the Russian Federation and restrictions on its application

As mentioned earlier, the legislation establishes certain restrictions on work regimes, which are also applicable to the staggered work schedule under the Labor Code of the Russian Federation. First of all, they should include a ban on loading workers in excess of established standards. That is, to exceed the figure of 40 working hours per week.

However, these standards do not have to take into account only one working week, but can be calculated for the entire initial accounting period, subject to the indicated pattern. This should also take into account national and regional mandatory days off.

If the legislation provides for a shorter working week in hours for certain categories of the population or types of work, then it should also be taken into account when maintaining a summarized record of working hours for a rotating work schedule.

Also, it is necessary to remember not only to ensure that employees have the right to work no higher than the established limits, but also to comply with the requirements regarding their rest. Thus, workers on a rolling schedule must have at least one continuous rest period of 42 hours during one working week. In addition, if the duration of one work shift exceeds 4 hours, it must also be provided to employees and.

If, when summing up the results of the summarized working time, employees have overtime, it should be considered overtime and paid at an increased rate.

Another important nuance affecting the issues of maintaining a summarized record of working time is the activity of employees in hazardous or harmful conditions. This situation requires the employer to use, in relation to the said employees, accounting periods for calculating working hours, lasting no more than 3 months.