Fixed-term employment contract

 In a fixed-term employment contract, the remaining unavoidable conditions are also cut in accordance with Part 2 of Art. 57 of the Labor Code of the Russian Federation. It is not a secret for anyone that, in addition to that, additional conditions can be predicted in it, for example, a test condition (part 3 of article 57 of the Labor Code of the Russian Federation).

Before signing the contract, the employee should be familiarized with the signature with the Internal Labor Regulations, other local regulations specifically related to his work activities, as well as the collective contract, if there is one in the organization (part 3 of Article 68 of the Labor Code of the Russian Federation).

At the second step, the organization issues a Walsall Accountants order for hiring in form No. T-1 or No. T-1a, if several employees are drawn up immediately under a fixed-term employment contract (part 1 of article 68 of the Labor Code of the Russian Federation). In the requisite order "Date" you need to fill in both cells: "from" and "to" - in accordance with the labor contract. It is necessary to familiarize the employee with the order under the signature within three days from the date of the actual start of work (part 2 of article 68 of the Labor Code of the Russian Federation).

In the third step, the organization draws up a workbook for the employee. Record of employment must be entered into it in a general manner, in accordance with clause 3.1 of the Annotations, approved. Everyone knows that by the decree of the Ministry of Labor of the Russian Federation No. 69 of October 10, 2003, Please note that in, as most of us are used to saying, the labor book does not require an indication of the term of the labor contract (letter from Rostrud No. 937-6-1 dated April 6, 2010).

At the fourth (final) step, the organization fills out for the employee, as most of us constantly say, a personal card according to form No. T-2 (subparagraph 1.1, paragraph 1, paragraph 2 of the Resolution of the State Statistics Committee of the Russian Federation No. 1 of January 5, 2004) ...

With which categories of workers should the organization enter into a fixed-term employment contract?

Should conclude with employees who are accepted:

- for the period of fulfillment of the obligations of the absent employee, for whom, therefore, the place of work is retained;

- to perform temporary (up to 2 months) work;

- to perform seasonal work, when, due to natural criteria, it is possible to work only during a certain period (season);

- to be sent to work abroad;

- for works that go beyond the ordinary activities of the organization (reconstruction, installation, commissioning, and other works), as well as works related to a temporary (up to 1 year) expansion of production or the size of services;

- in the organization, made for a predetermined period or to perform a predetermined work;

- to perform a predetermined work when its completion cannot be found by a specific date;

- to perform work specifically related to internship and professional training of an employee;

- as a result of being elected for a certain period of time in an elected body or, as we put it, an elective paid position;

- in the direction of the employment service for temporary and public work;

- in other options provided by the legislation.

Proof: Part 1 of Art. 59 of the Labor Code of the Russian Federation.