This is a temporary rule that, if approved, will be valid only during the current year. Now the document was submitted for consideration to the Russian tripartite Commission.
In particular, it explains when it may be applied such measure as simple. This measure can be applied only to employees who are not subject to restrictive measures related to special circumstances.
“Temporary suspension of work caused by the circumstances specified in article 72.2 of the Labour code of the Russian Federation, in particular, epidemic or any exceptional cases threatening life or normal vital conditions of all population or its part is idle for reasons beyond the control of the employer and the employee, and is paid at the rate of not less than two thirds of the tariff rate, salary (official salary) calculated Pro rata downtime.
If simple is not associated with the prevention of the epidemic, as is the downtime caused by the employer, it shall be paid in the amount of not less than two-thirds of the average wage of the employee,” the document reads.
with respect To employees who are subject to restrictive measures introduced simple can not be. The officially established holidays, wages should correspond to that employee would receive if he worked these days in full.
Workers are paid a piece rate, in the period of restrictive measures is rewarded a fee determined by the local normative act of the employer. The procedure and conditions for assignment incentive payments prescribed in the normative acts of the employer or are determined by the collective or employment contracts.
Employees who are not subject to the restrictive measures, the payment is made in regular size. Salary will not be delayed, citing special conditions. In order for people to be able to her in time, employees of HR departments and accounts departments have to come to work and time to make the accruals and payments to staff.
In the case of paid annual leave beyond the approved vacation schedule vacation pay is made within the period established by agreement of the parties. If the holiday fell on non-working days, it will not be renewed. But by agreement of the parties it can be moved to another date. Temporary disability in connection with the quarantine is not a basis for extension or postponement of the vacation.
the Termination of the employment relationship with the employee, who is subject to the restrictive measures implemented on the initiative of the worker (at own will) or by agreement of the parties.
In case of reduction of number or staff of contractors��of ICA, if the deadline for notification during the period of restrictive measures, the dismissal is made in the next following end of this period working day.
If you change the conditions of the labour contract, mode of operation, at the initiative of the employer, including the introduction of a mode of incomplete working day (shift) and (or) incomplete working week, notification shall be made no later than two weeks.
the Employee may be transferred without his consent for three months to another job with the same employer: to prevent or mitigate the impact of epidemics or any exceptional circumstances; in cases of downtime or substitution of a temporarily absent employee. This translated into jobs requiring lower qualifications is allowed only with the written consent of the employee.
for these transfers, the wage worker is on the job, but not below average earnings on former work.
workers can send to udalenku, but only in the presence of technical and institutional capacity to carry out the work. Priority to work remotely transferred pregnant women, parents with young children, people with disabilities.
To change the modes of working time issued a corresponding order (order) of the employer on the basis of statements of employees, which reflects the start and end times of work, working hours other (if necessary) conditions. If you want to combine udalenku and work in the office, a schedule of work and this condition is reflected in the order on transition to remote work, with whom you must acquaint the worker under a list.
informs the worker about the end remote operation (if the date is specified in the order) is installed at the employer’s way of interacting, but not later than three working days prior to returning to the office.
Wages in the period of remote operation in the preservation of the responsibilities which fall on the employee, not decreasing.
