Hiring under a fixed-term employment contract

 The organization does not constantly need employees on an unchanging basis - often incidents dictate to the employer the need to establish labor matters with a limited duration.

For example, to replace a temporarily absent employee or to perform a predetermined job, after the completion of which there is no need for personnel. A fixed-term employment contract is just concluded only in the options provided for by law, and with the justification of the prerequisites for which this particular type of labor relations was chosen. Let's talk now about the design features, as we say, of such a contract.

What is the procedure for issuing an employee under a fixed-term employment contract?

At the first step, the Small Business Accountants in Walsall organization concludes an employment contract with the employee. As strange as it may seem, but in the contract, it is imperative to indicate the period of its action, as well as the incidents (prerequisites) that served as the basis for concluding a contract for a certain period in accordance with the legislation (part 3 of article 58, paragraph 4 of part 2 of the article . 57 Labor Code of the Russian Federation). It is not a secret for anyone that the term can, therefore, be set in the form of a specific date (if it is known at the time of the conclusion of the contract) or an indication of a specific event. For example, the wording of the timing and circumstances might be:

- "a fixed-term employment contract was concluded for a period from May 11, 2012 to May 11, 2013 to carry out work that goes beyond the usual activities of the employer (reconstruction of production facilities), part 1 of article 59 of the Labor Code of the Russian Federation";

- "a fixed-term employment contract was concluded for the duration of the fulfillment of the obligations of the absent employee, for whom, in accordance with labor legislation, the place of work is retained - HR specialist Olga Petrovna Sergeeva, who is on parental leave, until she leaves the specified leave, Part 1 of Art. 59 of the Labor Code of the Russian Federation ".

As you know, during the conclusion of an urgent labor contract, a certain date of termination is not always known. For example, if a citizen is accepted to fulfill the obligations of a temporarily absent employee (paragraph 2 of part 1 of article 59 of the Labor Code of the Russian Federation), from time to time it is impossible to set the exact date of the last employee to work.

In the case of admission to perform predetermined or seasonal work (paragraphs 4, 8, part 1 of article 59 of the Labor Code of the Russian Federation), it is also difficult to find the moment of the end of the work or season with an accuracy of the day. It is also possible that in this case, the expiration date of the employment relationship in the contract and the order for employment, write down not a date, but an indication of a certain event. For example, "before the signing of the acceptance certificate for the audit of accounting", "before the end of the harvest season (June-October)." So it is really possible to avoid, as usual, possible inconsistencies in time between the actual completion of work and the date established by the documentary.