When the next annual vacation plan is drawn up. Local acts of the enterprise. Main principles of work

The vacation schedule is one of the mandatory local documents in every organization, the availability of which is often checked by labor inspectors. And now, when the calendar year is almost coming to an end, you can gradually begin to work on its compilation. Therefore, it's time to remind employers how the vacation schedule is drawn up, by whom it is approved, whether it is necessary to familiarize the employees of the organization with it, whether everyone should be included there, whether it is possible to make changes to it and how.

A vacation schedule, as already mentioned, should be in every organization. According to Art. 123 of the Labor Code of the Russian Federation a vacation schedule is a document that defines the procedure for granting vacations and is mandatory for both the employer and employees. The schedule must be drawn up annually two weeks before the onset of the calendar year.

Employee wishes when scheduling

It should be noted here that there are quite a few categories of workers to whom the employer is obliged to provide vacation at a convenient time for them and, accordingly, take into account their wishes when drawing up a vacation schedule. It:

• workers under the age of 18 ( Art. 267 of the Labor Code of the Russian Federation);
• persons working part-time ( Art. 286 of the Labor Code of the Russian Federation);
• female workers taking maternity leave ( Art. 260 of the Labor Code of the Russian Federation);
• employees who have adopted a child (children) under the age of three months ( Art. 122 of the Labor Code of the Russian Federation);
• husbands while their wives are on maternity leave ( Art. 123 of the Labor Code of the Russian Federation);
• one of the working parents (guardian, trustee) to accompany a child under the age of 18 who enrolls in educational programs of secondary vocational education or higher education, located in another locality ( Art. 322 of the Labor Code of the Russian Federation);
• nn. "B" clause 3 of the Resolution of the Central Committee of the CPSU, the Council of Ministers of the USSR dated 01.22.1981 No. 235 "On measures to strengthen state assistance to families with children");
• Heroes of Socialist Labor and full holders of the Order of Labor Glory ( Art. 6Federal Law dated 09.01.1997 No. 5-FZ "On the provision of social guarantees to Heroes of Socialist Labor and full holders of the Order of Labor Glory");
• Heroes of the Soviet Union, Heroes Russian Federation and full holders of the Order of Glory ( Art. eightRF Law of 15.01.1993 No. 4301-1 "On the status of Heroes of the Soviet Union, Heroes of the Russian Federation and full holders of the Order of Glory");
• war invalids, participants of the Great Patriotic War, war veterans, military personnel who passed military service v military units who were not part of the active army, in the period from June 22, 1941 to September 3, 1945, at least six months, servicemen awarded orders or medals of the USSR for service in the specified period, persons awarded the sign "Resident of besieged Leningrad", persons who worked during the Great Patriotic War at the facilities air defense, the construction of defensive structures and other military facilities within the rear borders of active fronts ( Art. fourteen- 19 of the Federal Law of 12.01.1995 No. 5-ФЗ "On Veterans");
• spouses of military personnel - they are granted leave at their request simultaneously with the leave of military personnel ( Art. elevenFederal Law of 27.05.1998 No. 76-FZ "On the status of military personnel");
• citizens exposed to radiation due to nuclear tests at the Semipalatinsk test site ( Art. 2Federal Law of 10.01.2002 No. 2-FZ "On social guarantees to citizens exposed to radiation as a result of nuclear tests at the Semipalatinsk test site");
• citizens exposed to radiation as a result of the disaster at the Chernobyl nuclear power plant ( Art. fourteenRF Law of 15.05.1991 No. 1244-1 "On social protection of citizens exposed to radiation as a result of the disaster at the Chernobyl nuclear power plant");
• persons awarded with the badge "Honorary Donor of Russia" ( Art. elevenRF Law of 09.06.1993 No. 5142-1 "On the donation of blood and its components");
• women with two or more children under the age of 12 ( p. 3 the above Resolutions of the CPSU Central Committee, USSR Council of Ministers "On measures to strengthen state aid to families with children").

Form and rules for filling out the schedule

Column 1 of the unified form indicates the name structural unit according to the staffing table.

Column 2 - the position (specialty, profession) of the employee also according to the staffing table.

In column 3 - the name of the employee.

Column 4 - personnel number.

Column 5 - the number of calendar days due to the employee vacation.

Column 6 - the planned vacation date.

At the time of approval of the schedule, these fields should be completed. The column "Document number" indicates its serial number in accordance with the numbering adopted in the organization for such documents, and in the column "Date of drawing up" - the date of drawing up. The schedule is signed by the head of the personnel department and approved by the head of the organization. However, due to Art. 123 of the Labor Code of the Russian Federation the approval of the vacation schedule is carried out taking into account the opinion of the elected body of the primary trade union organization, and if there is a trade union in the organization, the employer must send the draft schedule to the elected body of the primary trade union organization. This body, no later than five working days from the date of receipt of the draft vacation schedule, sends the employer a reasoned opinion on the draft in writing.

If the reasoned opinion of the trade union does not contain agreement with the vacation schedule or contains proposals for its improvement, the employer may agree with it or is obliged, within three days after receiving the opinion, to conduct additional consultations with the trade union in order to reach a mutually acceptable solution. If no agreement is reached, a protocol of disagreements is drawn up, after which the employer has the right to approve a vacation schedule, which the trade union can appeal to the relevant state labor inspectorate or to the court, or initiate a collective labor dispute procedure.

Upon receipt of a complaint (application) by an elected body of a primary trade union organization, the State Labor Inspectorate is obliged to conduct an inspection within one month from the date of receipt of the complaint (application) and, in the event of a violation, issue an order to the employer to cancel the vacation schedule, which is mandatory ( Art. 372 of the Labor Code of the Russian Federation).

On the account of the opinion of the elected trade union body, a note is made on the vacation schedule and the date and number of such a document (protocol) are indicated.

Please note: since the vacation schedule must be approved no later than two weeks before the onset of the calendar year, you should start drawing up the schedule a little earlier, while taking into account the time for agreement with the trade union.

Whether to bring the approved vacation schedule to the attention of employees is not established by law. However, we believe that this should be done. In addition, either in the vacation schedule itself, or in the familiarization sheet, a column should be provided for marking employees about their familiarization with the schedule. But this procedure does not relieve the employer of the obligation to notify the employee, against signature, of the start time of the vacation two weeks before the start of the vacation. An example of filling out the vacation schedule is given on page 43.

We also note that when drawing up a vacation schedule, it is necessary to take into account the provisions Art. 122 of the Labor Code of the Russian Federation, according to which paid leave should be provided to the employee annually. In this case, the right to use leave for the first year of work arises from the employee after six months of his continuous work with this employer. By agreement of the parties, the employee may be granted a paid leave before the expiration of six months. Leave for the second and subsequent years of work may be granted at any time of the working year in accordance with the order of granting annual paid leave established by the employer.

The nuances of filling

So, in addition to the annual paid leave, legislation provides additional vacations for persons employed in work with harmful and (or) dangerous working conditions, persons whose work is of a special nature, workers with irregular working hours, persons working in the regions of the Far North and equivalent areas, as well as in other cases provided for Labor Code and other federal laws ( Art. 116 of the Labor Code of the Russian Federation).

In addition, for family reasons and other valid reasons, an employee, upon his written application, may be granted leave without retention. wages (Art. 128 of the Labor Code of the Russian Federation).

Additional leave is also granted combining work with study (study leave) ( Art. 173 - 176 of the Labor Code of the Russian Federation).

We answer the first question. Column 5 "Number of calendar days" of the vacation schedule indicates the total number of calendar days of annual paid vacation, which consists of main and additional vacation. Since the use of unpaid leave or study leave is a right, and not an obligation of the employee, they are not reflected in the schedule either. Such vacations are provided only on the basis of two documents - the employee's application (certificate-call for study leave) and the order of the employer.

Information on the number of days of additional leave that is provided to the employee is indicated in column 10 "Note".

If the employee did not use part of the vacation in the previous year, the unused calendar days of vacation are included in the total number of calendar days. If, by agreement between the employer and the employee, the vacation is divided into parts, column 5 indicates the number of calendar days in each part, and column 6 indicates the start date (or start and end) of each part of the vacation.

For your information

The employer should remember that it is prohibited to fail to provide annual paid leave for two consecutive years, as well as to fail to provide annual paid leave to employees under the age of 18 and persons employed in jobs with harmful and (or) hazardous working conditions ( h. 4 tbsp. 124 of the Labor Code of the Russian Federation).

Due to the fact that the vacation schedule is drawn up before the beginning of the calendar year and is valid for the whole year, the question arises about the employees who will be hired during this year: how should they be included in the vacation schedule and should this be done?

Since there is no obligation to include new employees in the vacation schedule, the employer makes a decision independently. In this case, you can draw up additional vacation schedules or provide vacation only on the basis of an employee's application. It is better to prescribe the specific procedure in the local act of the organization.

The situation is similar with external part-timers... The employer may include them in the vacation schedule, or may not include them, which is more expedient, since according to Art. 286 of the Labor Code of the Russian Federation annual paid vacations for part-time workers are provided simultaneously with the main job leave. To do this, the part-time worker provides a vacation application and attaches to it a copy of the vacation order or an extract from the vacation schedule at the main place of work.

At the same time, if at part-time work the duration of the employee's annual paid leave is less than at the main place of work, then the employer, at the request of the employee, provides him with unpaid leave of the corresponding duration.

Vacation schedule changes

note

If the employee was not paid for the time of the annual paid leave in a timely manner, or the employee was warned of the start time of this vacation later than two weeks before its start, then the employer, upon a written application from the employee, is obliged to postpone the annual paid leave for another period agreed with the employee ( h. 2 tbsp. 124 of the Labor Code of the Russian Federation).

Thus, changes in the vacation schedule can be mainly related to the dates of the vacation or its duration. In these cases, columns 1 to 6 remain the same, and changes are made to columns 8 to 10.

For example, if the vacation schedule does not indicate a specific date of leaving on vacation, but only a month, the employee writes a statement indicating a specific date, the details of which are reflected in column 10, and in column 7 they write a specific date for the start of the vacation. The rest of the columns are not filled in.

If the vacation is postponed at the request of the employee, the record will look like this:

If the vacation is postponed due to the employee's illness, which occurred before or during the vacation, the date on which the vacation is postponed is determined by the manager, taking into account the employee's wishes. The entry will be like this:

For your information

If sick leave is extended, no entries are made in the schedule.

When the leave is postponed in connection with the departure of the employee on maternity leave, the following entry should be made:

If the employee goes on maternity leave and does not want to use the annual leave, the record will be as follows:

Records on the transfer of leave in connection with production needs, recall from vacation, as well as in connection with the provision of leave with subsequent dismissal are made by analogy, in column 8 the relevant documents (statements, orders) are indicated, in column 9 - the date of transfer, in column 10 - the reasons for the transfer.

If the employee quit, but for unused vacation received compensation, the entry will be as follows:

Summing up, let's once again draw the employer's attention to the main points.

(name of company)

Every employee of the company is legally entitled to annual leave. In order to avoid stopping the enterprise, if all employees of the same profile express a desire to relax at the same time, make up vacation schedule... This guarantees employees respect for their rights and at the same time protects the interests of management. Until what date should you schedule your 2018 vacations? How to fill in and approve it? We will tell you and give a sample that you can download.

What is a Vacation Schedule

The schedule is a prioritized schedule of annual paid vacations. This ensures that the required number of employees stay at the workplace while the rest of them are resting.

On the Internet, you can easily find a vacation schedule with a sample filling for 2018. But downloading and printing, and then using it at your enterprise is not enough. This document is drawn up with a certain frequency and frequency established by the Labor Code of the Russian Federation. The vacation schedule is a document that is monitored by the labor inspectorate and, occasionally, by the tax authorities.

Annual vacation schedule: rules for registration and changes

When scheduling a vacation, there are certain rules that must be followed. It is approved once a year. And there are certain restrictions on changing it. So, there you can only make adjustments in terms of time, if there is a need for that and a documentary basis in the form of an order for the organization, signed directly by the head. Thus, the order must be coordinated with the administration of the enterprise and the trade union cell (if any).

In a collective agreement or other normative act, the maximum number of people simultaneously resting from one unit must be spelled out. This is done to avoid downtime and to ensure that the workflow is not damaged.

Not later than December of each year, the company draws up a vacation schedule for the next calendar period. In 2017, this document must be approved no later than December 17 - exactly two weeks before the upcoming 2018. This procedure is spelled out in the Labor Code.

Questionnaires

When drawing up a vacation schedule, a sample of which is presented below, company management should take into account the wishes of employees. In this case, they must take into account the features labor process... To do this, you can draw up a questionnaire in which employees will write when they want to go on vacation in 2018.

Even employees who are going to leave, go on maternity leave or parental leave will have to plan annual vacations. If employees find it difficult to choose a vacation period, then ask them to write approximate dates. You cannot leave blank lines in the chart. Later, employees will be able to agree with the management of the transfer of vacation days. Explain to employees what vacation days they need to schedule on the questionnaire. ...

What are they for?

The schedule must be created in any enterprise, regardless of the number of employees. Labor Code states that such a document is mandatory for employees and their managers, since it gives certain guarantees and forces them to comply with the law. Moreover, it reflects the sequencing of vacations, which prevents further disagreements and disputes. In case of non-compliance with the Labor Code of the Russian Federation in this matter, labor inspectors have the right to impose a fine on the company's management.

Typically, the schedule is drawn up by the management of the company together with the personnel department.

Rights of certain categories of citizens

For most employees, the main annual leave lasts 28 calendar days (Article 115 of the Labor Code of the Russian Federation). But some employees, such as people with disabilities and minors, need to be given more days. So, the leave of a minor employee is 31 calendar days (Article 267 of the Labor Code of the Russian Federation), and a disabled employee - 30 calendar days a year (Article 23 of the Federal Law of November 24, 1995, No. 181-FZ).

Warn employees that they can break up the vacation. But at least one part of the vacation must be at least 14 calendar days (Article 125 of the Labor Code of the Russian Federation).

When figuring out the question of how to draw up a vacation schedule, you should know the features of the law that protects the rights of certain categories of citizens who can get vacation at any time convenient for them. These include, in particular:

• women with two or more children under the age of 12. This category of employees has the right to demand vacation in the summer;
• spouses whose wives are on maternity leave;
• part-time workers (along with rest on the main job);
• employees under the age of 18;
• the wives or husbands of military personnel have the right to go on paid leave together with their spouses, etc.

Annual vacation schedule: Labor Code of the Russian Federation and compilation rules

The schedule is a local act in which information is entered on the vacations of employees of structural divisions. Moreover, any department has its own schedule for its employees. This scheme is considered optimal for any enterprise: management is engaged in scheduling, taking into account the needs of the department in a certain amount employees.

The HR department is usually responsible for adjusting the schedule. In addition, he is obliged to take into account the interests of the privileged categories of employees. Then an order is issued on the vacation schedule, with a sample of which it is necessary to familiarize the heads of departments.

After the correction, the personnel officers send the corrected schedules for discussion to the staff, whose wishes regarding the vacation were initially not met and therefore the deadlines were moved. Heads of departments are also considering a revised version, since there are situations when it is necessary to have specific employees at their workplaces. certain time of the year.

When transferring and adjusting leave for one employee, the schedules of several more persons are often shifted. Therefore, it is necessary to agree on all those affected by the changes.

Considering all this, when the vacation schedule for the next year is drawn up, it is necessary to foresee the possibility of correction in advance and allow enough time for this issue in order to have time to approve the schedule on time.

After the correction and approval of the new schedule, it is re-sent to the personnel department, where a consolidated schedule for the entire organization is drawn up. This work is carried out after the order on drawing up a vacation schedule has been signed. Cm. " ".

Features of small firms

In small organizations, a preliminary survey of employees is practiced, where they can express their wishes regarding the time of year for their vacation. But in order to avoid big disagreements, labor inspectors still give recommendations not to be content with a verbal questioning, but to document it with the signature of each employee. This will confirm that he does not mind the proposed vacation time. The preliminary form of the vacation schedule for 2018 is available on the Internet, but such a completed document is in any case subject to further agreement with the head. Below we will also provide an example of a completed schedule for the coming year.

Important points and legal requirements

When scheduling, it is not enough just the wishes of the employees. The legislation of the Russian Federation obliges to take into account the following points.

Work experience

Separate categories of employees

They have the right to go on paid leave regardless of their length of service. Employees under 18, women before or after maternity leave, adoptive parents of children under 3 months old are eligible for this category. When scheduling, it is easy to include minors and hired pregnant women. All other cases imply the need to coordinate the situation with the administration, when an employee, whose work experience has not reached six months, wants to go on vacation. The Labor Code will tell you how to draw up a vacation schedule correctly. It states that paid rest is not given to employees as an advance payment, that is, until the expiration of 6 months of work at the enterprise.

Additional annual leave

They are assigned to certain categories of citizens whose work is associated with hazardous production or hazardous working conditions. Such types of vacation must also be included in the vacation schedule, the form of which is given in this article. The experience that allows you to use such a vacation includes the actual period worked, therefore the possibility of obtaining such a vacation in advance is not possible.

Two vacations

Those who were hired at the end of the calendar year have the opportunity to receive two leaves. For example, if an employee is registered for work in November, then he has the right to go on vacation in June, but before the end of the year to take another vacation for the next year. Such an opportunity must be foreseen by drawing up a vacation schedule on a form, which can be downloaded on the Internet.

Vacation order

It is established in accordance not only with the wishes of the employees, but, first of all, taking into account the interests of the workers, having the right to priority leave at any time of the year. When preparing an order to approve a vacation schedule for 2018, it is necessary to draw up a list of such employees in order to initially take into account their requirements

Part-time employees

They have the right to demand leave at a time that is approved for another job. To do this, they should provide a supporting document.

Employees who did not take leave of the previous year

They have the right to choose any convenient period for their vacation, and their wishes are reflected in the schedule in the first place.

Employees entering universities and their parents

Entering a university (secondary school) or being a parent of a 9th or 11th grader, employees can choose the time of vacation at their discretion. This especially applies to residents of the Far North, if their children are planning to enroll in studies in other regions. To accompany the child, the parent can take full or partial leave during the exams.

Vacation duration

A standard vacation in our country lasts 28 days. It can be increased in case of additional vacations. In addition, there are certain professions whose employees are entitled to longer leave. This includes educators social workers, state and municipal employees, judges, prosecutors, police officers, customs officials, rescue services, etc.

Vacation Schedule: Sample 2018

Often, personnel officers believe that it is enough to draw up vacation schedules in an arbitrary manner. But this is not true, because this document is referred to as accounting documentation. Therefore, the unified form T-7 "Vacation Schedule" is more appropriate for enterprises. It should be drawn up strictly, observing the law.

A correctly completed form is also important for the financial component of the enterprise, since vacation pay will be paid on the basis of this document.

Inconvenience comes when it is necessary to break the rest into parts. The accepted model for filling out the vacation schedule in the T-7 form does not provide for such actions, and each employer solves such a problem individually. For example, he can use additional lines or add a special column for the employee's signature.

Schedule approval

The completed vacation schedule for 2018 must be signed by the head of the personnel department. And in her absence, another authorized employee, for example, the chief accountant. After that, the head of the organization finally approves the completed document. From this moment on, the document is mandatory for both the employer and his employees. Therefore, they need to be familiarized with the vacation schedule.

Advice

Familiarize employees with the vacation schedule for 2018 under signature. This way you will protect yourself from the fact that the employee refuses to go on vacation within the time period set for him.

• ask the employee to sign opposite the date of his intended leave in the form of the schedule itself in the "Note" field;
• attach an information sheet to the vacation schedule, in which each employee will indicate the date of acquaintance with the document and sign.

Many people are interested in the question: is it necessary to separately make a sample order on the approval of the vacation schedule?

You need to keep the vacation schedule for a year (clause 693 of the List, approved by Order of the Ministry of Culture of Russia dated 25.08.2010 No. 558).

Alteration

The employer cannot predict all possible personnel movements for the year ahead. For example, the dismissal of employees, the transfer of vacation or recall from it. Therefore, making various changes to the vacation schedule is inevitable.

To reflect the changes, columns 7-10 of the unified form of the vacation schedule (form T-7) are used:

• column 7 reflects the actual date of the employee's departure on vacation;
• column 8 indicates the document on the basis of which the planned start date of the vacation was transferred. Such a document, for example, can serve as an employee's statement with a request to postpone vacation, endorsed by the head (Article 124 of the Labor Code of the Russian Federation);
• in column 9 you need to indicate the expected date of the vacation. For example, if an employee decided to postpone his leave to the period when his wife will be on maternity leave;
• column 10 reflects various notes.

By the way, it makes sense to supplement the vacation schedule for 2018 with the column "I have been acquainted with the changes", in which employees will sign after making adjustments to this document.

Making additions

It happens that after the approval of the vacation schedule for the next year, new employees are hired. In such a situation, the Labor Code does not oblige the employer to make any additions to the already approved vacation schedule. Those. newly arranged employees may be granted leave only on the basis of their application. However, no one forbids supplementing the approved vacation schedule with information about the vacations of new employees. You can do this by approving an additional vacation schedule that contains information about the planned vacation start date for new employees only.

A responsibility

The absence of a vacation schedule threatens the employer with a fine (part 1 of article 5.27 of the Code of Administrative Offenses of the Russian Federation):

• from 30,000 rubles. up to 50,000 rubles for the organization itself, from 1000 rubles. up to 5000 rubles - for officials (for example, director or personnel officer);
• from 1000 rubles. up to 5000 rubles for individual entrepreneurship employers.

All working people have the right to paid annual leave. But so that all employees do not go on vacation at the same time, it is necessary to plan the rest of the staff.

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How to get the right vacation schedule in 2019? Until the end of the current year in due date it is necessary to draw up and approve the vacation schedule for the next year.

In the absence of this document, the labor inspectorate may impose an administrative penalty on the employer. How is the vacation schedule drawn up correctly in 2019?

General aspects

According to Article 123 of the Labor Code of the Russian Federation, a vacation schedule is required for both employers and employees.

Many organizations do not set vacation schedules, allowing employees to take leave as agreed with management.

But in such a situation, the rights of workers are violated. It becomes impossible to plan the rest and organize it in advance.

In some cases, it becomes very difficult to get a vacation, especially if most of them want to go on vacation right away.

One of these is the employer's observance of the established procedure for granting the prescribed leave.

In the absence of an approved schedule, labor inspectors have the right to fine the guilty person.

What it is

A vacation schedule is a special schedule of regular annual vacations, which are provided with pay and in mandatory.

This ensures a guaranteed stay at the workplace of the required number of personnel for the period when some of the employees are resting.

How to draw up a vacation schedule correctly? To draw up a vacation schedule, there are some rules that must be followed by all means.

So the schedule must be approved once a year. It can be changed throughout the year, but there are certain restrictions.

Thus, adjustments are made only line by line, if this is due to the current need and is confirmed accordingly.

The order must be coordinated with the administration of the organization and the trade union, if any.

When drawing up a vacation schedule, it is necessary to take into account the wishes of employees, specifying the approved deadlines. At the same time, the peculiarities of the workflow are certainly taken into account.

The vacation schedule refers to documents that are primarily checked by employees of the Federal Labor Inspectorate.

In the absence of a document, the organization faces administrative punishment in accordance with.

According to generally accepted rules, when creating a schedule, the employer must take into account the wishes of the employee, although this is not strict.

When planning vacations, the employer must determine which vacations to display in the schedule and which not. It also establishes how many vacation days are due to this or that employee.

If unified documentation continues to be used, then the vacation schedule is created in the T-7 form. At the same time, a single general form is drawn up for employees of all structural units.

The fifth column of the form displays the duration of the annual leave in calendar days. The sixth column contains information about the start date of the vacation period.

It is undesirable to display the date of the end of the vacation in the schedule, since the vacation period may be lengthened due to sick leave or the inclusion of holidays.

It is common practice to indicate only a specific month in the chart, without displaying a specific date. Is it possible not to reflect the start date of the vacation?

The legality of such actions is attested The Supreme Court ().

In this case, the date is agreed with the employee. But still the absence exact date fraught with difficulties regarding the advance notice of the employee.

The employee must be notified of the start of the vacation at least two weeks in advance, and the issuance of a proper order three days in advance.

Until what date do you need to form

When should the vacation schedule be drawn up? By approving the vacation schedule must be at least two weeks before the coming calendar year.

Moreover, the schedule must be fully agreed upon before that. So for 2019, the vacation schedule is approved no later than 12/17/2016.

All employees of the organization get acquainted with the drawn up and approved schedule. The employer has the right to independently choose the procedure for acquaintance.

Video: finding the answer. Features of scheduling vacations

For example, you can ask each employee to put their signature against the date of the approved vacation.

You can also attach an information sheet to the schedule, in which each employee will indicate the date of acquaintance and sign.

If the vacation is divided into parts

Allowed leave is not always fully utilized. This can be determined by both the desire of the employee and the production need.

In this case, it is permissible to divide the vacation into parts (). Such an agreement is secured in different ways.

An employee can submit an application for dividing the vacation, and the manager will endorse him with a visa “I agree”. A vacation sharing agreement can also be drawn up.

Based on the agreement reached, the vacation schedule is adjusted. When vacation is divided into parts, several lines are filled in the schedule for one employee.

They display the beginning and duration of each holiday part. Special attention deserves a vacation outside.

For them, vacation is planned on a par with regular employees. Previously, the part-time worker is asked for the date of his vacation at the main place of employment.

Regardless of the dates indicated in the schedule, the part-time worker is obliged to receive leave at the same time as the leave at the main place of work ().

Sample document

What exactly needs to be displayed in the vacation schedule? The content will be something like this:

• a list of all employees with whom the employment contract was signed;
• the number of vacation days for each employee;
• estimated start date of the vacation period;
• the possibility of dividing the vacation into parts.

The approved schedule displays the following changes throughout the year:

FAQ

Among the frequently asked questions are such as changes in the schedule when postponing vacations, hiring new employees, due to production needs.

So, when transferring the vacation date, you do not need to change the vacation schedule. It is enough to make Additional information in columns for notes.

When new employees are hired, an application is created for the approved order.

In it, on the basis of an application from an employee and a proper order, a vacation schedule for a new employee is approved.

When postponing the vacation for production needs, it is necessary to obtain consent from the employee and move the vacation by order of the manager with adjustments to the current schedule.

Possibilities of 1C

You can draw up a vacation schedule on a computer using special software. For example, by using the 1C "Salary and Management" program.

This program provides for the document "Vacation Schedule". It is located in the "Personnel" tab.

The formation process will be as follows:

You can also create a vacation order in 1C. To do this, in the "Personnel accounting" tab, select the document "Vacation". Then a new document is added to the "Organization Holidays" journal.

Using the "Fill" button, "Fill according to the vacation schedule" is selected. In this case, the period for which the document is filled in is configured.

In the tabular part of the document, information is entered on the basis of the vacation schedule drawn up to the wound. All that remains is to print the document and certify it with the signature of the manager.

Do small organizations need

In small organizations, a preliminary survey of employees is practiced about the desired time for the prescribed vacation.

However, in order to avoid disagreements, one should not be limited to oral conversation, it is advisable to obtain written consent from each employee with the date of the approved vacation.

At the same time, a schedule is often not drawn up, and employees go on vacation in agreement with the management.

But no matter how small the organization is, the absence of a vacation schedule becomes a violation of labor laws.

The rules regarding the availability of a vacation schedule do not depend on the size of the enterprise and the number of its staff.

How to make up for 14 days

Vacation can be divided into parts. Leave is divided by agreement of the parties. The number of vacation parts is not limited by the legislator.

But at the same time, there is an approved norm that when dividing the vacation period, at least one of its parts must be fourteen days.

Thus, if the parties do not mind sharing the vacation, then the schedule indicates separately the start and end dates of each vacation.

In this case, one part is necessarily equal to fourteen days, and the remaining part is divided into as many parts as the parties decide.

It is important that the employer does not have the right to divide the vacation into unilaterally... Regardless of the length of the vacation period, it does not include weekends.

The vacation schedule is important element document flow of an economic entity. It must be drawn up before the start of the new reporting year, which will allow planning the activities of the work collective in advance, as well as excluding the possibility of subordinates going on vacation at the same time and, consequently, stopping the work process.

The concept of a vacation schedule, its purpose

The vacation schedule is considered an integral part of the company's internal workflow. With its help, the permanence of labor activity is maintained within the organization. That is, the production process is not interrupted by the massive absence of employees. For rest, they are given a certain period each year in turn.

The quality of such a schedule determines the coherence of work not only within the working team, but also directly in the management apparatus.

Based on Art. 123 of the Labor Code of the Russian Federation, the vacation schedule is a mandatory document... However, it is not specified for the enterprise of what form of ownership it is necessary. In practice, it does not constitute only individual entrepreneurs who carry out entrepreneurial activity in a single person. It is assumed that while the individual entrepreneur is working alone, he plans his own schedule. At the same time, the possibility of conflict situations is objectively excluded.

In other cases, for example, for enterprises where they work a large number of workers, a schedule is needed.

In addition to harming the stability and continuity of business, the lack of a schedule also entails holding the firm accountable.

Contents of the order on approval of the vacation schedule in 2019

The scheduling and execution of the schedule should begin with a study of the special instructions on the organization's personnel policy. In case of its absence, the alternative is the publication of the corresponding order of the administration. It should reflect the following points:

1. Information about the responsible subordinate for scheduling: his name and position. Often, it is an employee of the personnel department or management apparatus.
2. The time allotted for the procedure for agreeing the frequency of vacations with the employees of the organization.
3. The date at the time of which the head of a department or unit must bring together employees' wishes regarding vacations in a single table and calculate the frequency production process your unit.
4. The date when the schedule should be prepared in advance and provided to the manager for review and approval.

The order, as an internal document of the organization, is registered in a standard manner.

General rules for scheduling vacations

To solve the problem of drawing up a document and saving time, employees of the personnel department use the regulated form of the T-7 vacation schedule.

Initially, the employee responsible for the formation analyzes the wishes of the company's employees, during which the desired dates are compared and the possibility of assigning a vacation to them. In this case, the number of preferential subordinates is immediately taken into account, whose right to receive a vacation in the desired period is primary.

After such distribution, the preliminary draft schedule is transferred to the heads of departments. Those, in turn, must agree on vacation periods with each subordinate personally. The possibility of dividing the rest into parts is also being considered. If an employee wishes to use it, each period is also subject to a separate entry in the document.

Then the employee of the personnel service receives the corrected information on vacations considered in the divisions and draws up a repeated, corrected, schedule, which will be submitted for approval to the management apparatus.

The schedule should include all types of vacations, that is, main, additional, and also reflect those periods that were not used by employees in the previous year. It is legally established that the basic period of annual rest is 28 calendar days. There are also preferential categories of workers whose vacation can be extended.

The document must be fully prepared two weeks before the end of the reporting year, that is, in practice, on December 17.

If December 17 falls on a day off, the schedule must be ready on the last working day before the designated date (15 or 16, respectively).

The procedure for drawing up a vacation schedule in 2019 for privileged employees

Beneficial employees of the organization include:

• minor subordinates (persons under 18);
• disabled people;
• subjects engaged in pedagogical activities;
• employees of government agencies;
• part-time workers;
• spouses of military personnel;
• the husbands of those women who are on maternity leave or parental leave.

Based on Art. 267 of the Labor Code of the Russian Federation, underage employees of the company can take annual leave for a period of 31 calendar days.

Based on Art. 23 ФЗ №181 "On social protection of disabled people in the Russian Federation", people with special needs must rest for more than 30 days annually. At the same time, the maximum vacation limitation is not indicated in the article.

In accordance with Art. 334 of the Labor Code of the Russian Federation, as well as PP No. 724 dated 01.10.2002, the frequency of planned leave of employees engaged in teaching activities ranges between 42 and 56 calendar days. The specific number of days of rest depends on the position, as well as the type of organization in which the citizen is employed ( preschool, school, etc.).

In the Federal Law No. 79 of July 27, 2004. vacation is fixed in length from 30 to 35 calendar days per year for employees of government agencies. The specific number of days off also depends on the position and place of work.

Based on Art. 286 of the Labor Code of the Russian Federation, employees who combine two jobs are also entitled to annual leave in both organizations. However, personnel workers of both entities need to make sure that the holidays of the part-time employee coincide in time.

Based on Art. 11 ФЗ №76, the leave of the military husband and wife must coincide in time.

Based on Art. 123 of the Labor Code of the Russian Federation, men whose wives are on leave in connection with the birth of a child are also entitled to privileges in the matter of choosing a period of rest - in this case, an employee can choose a vacation during the maternity leave of his wife.

The procedure for registration of additional vacations in the schedule

Based on Art. 116 of the Labor Code of the Russian Federation, citizens carrying out their labor activities in conditions dangerous and / or harmful to their health and / or life have the right to additional annual rest. Also, citizens who work at an irregular pace, residents of the Far North and some other private categories provided for by law have the right to such leave.

In addition, any employer, based on their financial and practical considerations, can provide their subordinates with additional leave. To do this, the manager needs to draw up a collective agreement on the issue of additional rest for employees, taking into account the opinion of the trade union body. So, when calculating the total rest period, additional days are included in the main vacation, the total number of which is displayed in the graph.

For employees who have just started their labor activity, the right to go on vacation after 6 months is legally enshrined permanent work in a specific organization (Article 122 of the Labor Code of the Russian Federation). However, with the consent of the employer, this period may be reduced.

The procedure for making changes to the approved vacation schedule

Based on Art. 123, art. 124 of the Labor Code of the Russian Federation, making changes to the vacation schedule is possible in the following cases:

1. The subordinate expressed a desire to postpone the planned rest. To do this, he needs to draw up a statement in which he should disclose the reasons for this decision. It is also necessary to indicate the desired period for making adjustments to the documents.
2. The employee got sick. If there is evidence of a certain period of disability of a citizen, the manager must recalculate his days of rest.
3. Urgent work responsibilities. If a company receives a large order for the release of products, in which a specific employee must be directly involved, the manager may invite him to write an application for postponing the vacation. If the employee agrees to carry out this amount of work, and then go on vacation, he draws up a corresponding statement.

The introduction of changes is formalized by the corresponding order "On Amendments to the Vacation Schedule". After that, the revised document is published again with all the innovations taken into account.

Nuances of scheduling vacations

Often, employees of an organization plan their vacation in part, dividing 28 days (or another period) into several periods. When planning free time in this way, you need to rely on Art. 125 of the Labor Code of the Russian Federation. It fixes the position according to which, at least one part of the employee's vacation must be 14 or more days. This period was established after medical research, which showed that the physical and mental state of a person after strenuous work is restored within at least two weeks.

In addition, such a division is possible only by agreement between the employer and the subordinate. If the manager agrees with him, he needs to confirm his decision by signing in the schedule or the corresponding order.

Different organizations implement the above in different ways:

1. If an employee acts as a volunteer, he needs to send a corresponding statement to the head. It is submitted until the approval of the vacation schedule. In case of consent, the manager puts a mark on the application, confirming it with the date and signature.
2. When the boss acts as a volunteer, he must provide the subordinate with a copy of the draft schedule, based on which the employee can familiarize himself with the proposed division of vacation. If there is no objection, the employee signs the date and signature in the appropriate column.
3. An additional column "I have read, agree" is added to the chart table. In these columns, employees will indicate their agreement with the division of leave into periods.

Opinions about the latter method are mixed. If all employees agree with the proposed vacation option and put down their signatures, and one subordinate flatly refused, the schedule must be fully adjusted.

The employer does not have the right to force a subordinate to give his consent to the division of vacation in installments.

The employer's responsibility for the absence of a vacation schedule

Since the presence of such a document is mandatory, its absence is contrary to the law, that is, it is an offense in the field of labor legislation. Based on Art. 5/27 of the Code of Administrative Offenses of the Russian Federation, administrative responsibility for such a misconduct is due to the following:

• the official is given a warning, and a fine from 1 to 5 thousand rubles is imposed;
• Individual entrepreneurs are punished with a fine from 1 to 5 thousand rubles.

We are talking only about those individual entrepreneurs who have hired employees.

• legal entity the person will receive a fine from 30 to 50 thousand rubles.

Also, responsibility can be strengthened in case of repeated commission of an offense:

• for officials, the fine will be from 10 to 20 thousand rubles, while they can be removed from their posts for a period of 1 to 3 years;
• Individual entrepreneur will be charged a fine of 10 to 20 thousand rubles;
• legal entity the person will be charged with a fine of 50 to 70 thousand rubles.

Thus, the question of how to draw up a vacation schedule for 2019 is being addressed by the consistent work on the distribution of labor resources. The document is mandatory and guarantees the stability of the production process, as well as ensures the legality of the activities carried out. In addition, it greatly facilitates the management of the work process and will not allow it to be interrupted due to the absence of workers.

Posted On 25.04.2018

Federal Law of 27.05.1998 N 76-FZ "On the status of military personnel");

• women before or immediately after maternity leave, as well as at the end of parental leave (Article 260 of the Labor Code of the Russian Federation);
• employees whose wives are on maternity leave (Article 123 of the Labor Code of the Russian Federation).

When drawing up a vacation schedule, information about the planned vacation is primarily requested from such employees, since their wishes must be taken into account without fail. However, even if the vacation of an employee belonging to the listed categories was planned in the schedule, during the year he may change his mind and write an application for a vacation on a different date. In this case, the employer will be obliged to accommodate the employee and postpone his vacation. 6.

Attention
Familiarize employees with the vacation schedule for 2018 under signature. This way you will protect yourself from the fact that the employee refuses to go on vacation within the time period set for him.

• ask the employee to sign opposite the date of his intended leave in the form of the schedule itself in the "Note" field;
• attach an information sheet to the vacation schedule, in which each employee will indicate the date of acquaintance with the document and sign.

Many people are interested in the question: is it necessary to separately make a sample order on the approval of the vacation schedule? Answer: no, it is not necessary, because the head of the section "Approve" leaves a signature, which acts as an order. Consequently, there is no urgent need for an additional order.

Also see "Order on approval of the vacation schedule in the form of T-7". You need to keep the vacation schedule for a year (clause 693 of the List, approved by

Vacation scheduling: step-by-step instructions and sample

Ultimately, a document is drawn up for the organization as a whole, which in turn can be fragmented into specific departments or services. The schedule is drawn up for the organization as a whole, without splitting, if the number of employees of the company is small. See also the video on the method of scheduling vacations. Convenience by law. Getting started scheduling planned vacations, an employee of the personnel department should remember that individual members of the work collective have the right to choose the time and duration of their vacation.

This is stipulated in the legislation. At the same time, an employee who claims to be granted leave unconditionally at a convenient time for him must provide documents confirming his right to use the privilege.

How to schedule vacations?

The duration of the main annual paid leave, as a rule, is 28 calendar days (Article 115 of the Labor Code of the Russian Federation). However, it should be borne in mind that some categories of workers are entitled to extended leave (workers under 18, disabled people, teaching staff, civil servants);

• annual additional paid leave. Such leave should be provided, for example, to workers employed in jobs with harmful and hazardous working conditions, workers with irregular working hours, working in the Far North and in other cases provided for by law (Art.

How to make a vacation schedule - possible mistakes and their solutions

Estimated start date of the vacation Here you can reflect both a specific date and simply the month in which the employee will go on vacation. True, if only the month is indicated, the employee will then need to write a vacation application indicating a specific date. If the date is indicated in the vacation schedule initially, and the employee goes on vacation clearly according to the schedule, then such a statement will not have to be written. By the way, if only the month of vacation is marked in your schedule, then we recommend fixing in the local regulatory act (LNA) that the statement an employee must submit a vacation with an indication of a specific start date no later than two weeks before going on vacation.

Firstly, this is necessary so that the employer has time to notify the employee about the upcoming vacation (Article 123 of the Labor Code of the Russian Federation). And, secondly, so that the accounting department has time to calculate and pay vacation pay in a timely manner (Article 136 of the Labor Code of the Russian Federation).

On vacation - on schedule, or why do you need a vacation schedule

They are added 3 extra days to the main vacation.

• Adolescents under the age of majority are granted 31 calendar days of annual leave.
• The specifics of the enterprise How to draw up a vacation schedule in accordance with the specifics of the enterprise? When dealing with this business, you need to take into account the production and financial capabilities of the enterprise. For example, you cannot send the entire accounting department or sales department on vacation at the same time. This will disrupt the normal functioning of the organization. The same applies to workers directly involved in the production process. The schedule of planned vacations should be drawn up in such a way that the enterprise continues to work in a normal mode and to produce products.

Vacation scheduling: rules and common mistakes

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• 1 What is a vacation schedule
• 2 Annual vacation schedule: rules for registration and changes
• 3 Questionnaires
• 4 Why are
• 5 Rights of certain categories of citizens
• 6 Annual vacation schedule: Labor Code of the Russian Federation and compilation rules
• 7 Features of small firms
• 8 Important points and legal requirements
• 9 Vacation Schedule: Sample 2018
• 10 Schedule approval
• 11 Making changes
• 12 Making additions
• 13 Liability

What is a Vacation Schedule A schedule is a prioritized annual paid vacation schedule. This ensures that the required number of employees stay at the workplace while the rest of them are resting.

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That is, the employer has the right, at its discretion, to distribute the vacations of employees, taking into account the needs of the production process or the nature of the activity (seasonality). For example, if winter period- “out of season” for products (works, services), then the employer can schedule employee vacations for this period. However, in order to exclude conflicts and disagreements with employees, it is better to provide for all such features of granting vacations in a local normative act (provision on internal labor regulations or collective agreements).

In most cases, employers meet their employees halfway and, if possible, take into account their wishes for the dates of the upcoming vacation.

How to schedule vacations

You can do this by approving an additional vacation schedule that contains information about the planned vacation start date for new employees only. Responsibility The absence of a vacation schedule threatens the employer with a fine (part 1 of article 5.27 of the Administrative Code of the Russian Federation):

• from 30,000 rubles. up to 50,000 rubles for the organization itself, from 1000 rubles. up to 5000 rubles - for officials (for example, director or personnel officer);
• from 1000 rubles. up to 5000 rubles

Vacation schedule

How to make up for 14 days The vacation can be divided into parts. Leave is divided by agreement of the parties. The number of vacation parts is not limited by the legislator. But at the same time, there is an approved norm that when dividing the vacation period, at least one of its parts must be fourteen days.
Thus, if the parties do not mind sharing the vacation, then the schedule indicates separately the start and end dates of each vacation. In this case, one part is necessarily equal to fourteen days, and the remaining part is divided into as many parts as the parties decide. It is important that the employer does not have the right to share the vacation unilaterally.

Regardless of the length of the vacation period, it does not include weekends. Given that the negotiation and adjustment process can take a long time, it is necessary to start scheduling in advance.

Civil Procedure Law

Vacation schedule is a table that contains information on the dates of granting annual paid leave to employees of structural divisions of the organization.

How to schedule vacations

When drawing up a vacation schedule, it is necessary to take into account that, according to the labor legislation of the Russian Federation, the duration of the annual paid vacation is 28 calendar days. An employee has the right to use it after 6 months of continuous work in this organization. The duration of the annual paid leave may be increased due to unused days holidays in the past year or due to additional paid holidays for some categories of workers.

The vacation schedule is drawn up by an employee of the personnel service annually no later than two weeks before the onset of a new calendar year and approved by the director of the enterprise or an authorized person, certified by the signature of the head of the personnel service, taking into account the opinion of the elected trade union body (if any).

We draw up a vacation schedule

The unified form No. T-7, approved by the Resolution of the State Statistics Committee of the Russian Federation of 05.01.2004 No. 1, is used as a blank for the vacation schedule.

At the planning stage, before the beginning of the calendar year, only 1-6 columns of the vacation schedule table are filled in: the structural unit in which the employee works, his position according to the staffing table, full name, employee number (if any), the number of calendar days of vacation and the planned date start of vacation.

The employee must be familiarized with the vacation schedule against signature no later than two weeks before its start. You can add column 11 to the table for the lists of employees, or draw up a familiarization sheet in any form and attach it to the vacation schedule.

If the employee is not satisfied with the start date of the vacation or he wants to break it up into parts, the employee can write an application for the postponement of the vacation and sign it with the manager. On its basis, an order is issued and adjustments are made to the vacation schedule. Also, the vacation date can be changed at the initiative of the manager in connection with production needs. In this case, an order is issued to postpone the vacation and changes in the vacation schedule are also displayed.

Columns 7-10 are filled in as employees go on vacation during the year.
The 7th column indicates the actual start date of the vacation (it may coincide with the planned one or differ if circumstances change and the vacation is postponed).
The 8th column contains information about the document - the basis for the transfer of leave (statement or order of the head).
The 9th column indicates the date of the alleged postponed vacation.
The 10th column of the vacation schedule contains a description of the reason for not providing, postponing or extending the vacation.

Download the vacation schedule. Sample filling and form

Similar articles

Whose opinion should be taken into account when drawing up

The vacation schedule (Labor Code of the Russian Federation, article 123) establishes the sequence of vacations for employees in the organization. The document is approved by order of the head for a calendar year two weeks before its occurrence and is mandatory for both the employer and the employee.

The employer can take into account the opinion of all employees, but there are categories whose opinion is taken into account.

These include:

• women with two or more children under the age of 12, as well as other employees (including guardians) raising such children;
• employees under the age of 18 (Article 267 of the Labor Code of the Russian Federation);
• parents (including adoptive parents, guardians or trustees) who are raising a disabled child under the age of 18 (Article 262.1 of the Labor Code of the Russian Federation);
• Heroes of Socialist Labor and full holders of the Order of Labor Glory, participants in the Great Patriotic War, war invalids, war veterans, including those with disabilities (Articles 6, 14-19 of the Law of January 12, 1995 No. 5-FZ);
• Heroes of the Soviet Union, Heroes of the Russian Federation and full holders of the Order of Glory (clause 3 of article 8 of the Law of the Russian Federation of January 15, 1993, No. 4301-1);
• honorary donors of the USSR and Russia (p.

  What you need to know for the correct vacation scheduling

• affected by Chernobyl disaster and other accidents associated with any types of nuclear installations (sub. 1, part 3, article 15 of the RF Law of May 15, 1991, No. 1244-1).

What to show in the chart

The document must indicate the positions held by employees in structural divisions, their personnel numbers, the duration of vacation in calendar days. It should be noted that the number of days for employees may be different, since it consists of:

• the main vacation, which, according to the Labor Code of the Russian Federation, is, as a rule, 28 days, but for some categories of citizens (disabled people, civil servants, pedagogical workers) this figure is usually higher;
• additional (for example, for employees engaged in work with harmful and hazardous working conditions, working in the Far North, etc.);
• rest days that were not used by the employee and were carried over to the next working year.

Registration rules

It is necessary to start the process of drawing up the document in advance, before the set two-week deadline for its approval. The procedure for preparation, approval and approval is best fixed in a local legal act(internal labor regulations or a separate order), which will reflect:

• responsible for the compilation (most often - the head of the personnel department);
• responsible for structural divisions for providing the personnel department with information on the desired periods of rest for employees;
• the timing of the provision of such information.

Information from each department can be provided in the form of memoranda or tables indicating the periods of rest for each employee. After providing information on all departments, the person responsible for compiling brings all the data into one table, personally signs the completed form and issues an order signed by the head of the organization.

Download the vacation schedule form, form T-7

Below you can download a free vacation schedule, form T-7.

Download vacation schedule for 2018, Excel

If you prefer Exel, you can use this program to schedule vacations, the T-7 form in Exel format is presented below.

Changes and cancellation

It should be remembered that the drawn up vacation schedule is, first of all, a plan that may not coincide with the actual course of work in the organization. If the planned dates ultimately do not coincide with the actual ones, you need to make changes to the schedule. To do this, it is required to receive from the employee an application for transfer, on the basis of which an order is issued. When making changes, you must indicate the start date of the transferred rest, and you can also indicate the reason for the transfer.

This is how it looks in the document.

Changes are made if:

• temporary disability of an employee during rest;
• recall from it;
• if the provision of rest to an employee in the current working year may adversely affect the normal course of work of the organization.

Cancellation of the vacation schedule after its approval is no longer possible, but all additions (for example, for new employees) can be drawn up in the form of attachments.

Whether to acquaint personnel with this document

Since this document is binding on both parties to the employment relationship, all employees must familiarize themselves with it under their signature. In a self-developed form, you can provide a column for review, and if you use the T-7 form, then make a separate standard sheet familiarization with the order.

Vacation schedule storage period

Clause 693 "The list of standard administrative archival documents generated in the course of the activities of state bodies, local governments and organizations, indicating the storage time", approved by Order of the Ministry of Culture dated 25.08.2010 No. 558 says that such a document is stored for one year. This term is counted from January 1 of the year for which it is approved. That is, the schedule for 2018 must be approved in 2017, and stored until January 1, 2019.

Annual schedule for all times.

He who rests well works well. Every year a vacation schedule is drawn up in an organization that respects itself and its employees. Someone has special programs, someone draws graphics in Word. But Excel is best for any kind of charting. Vacation schedules are no exception. Why you need a schedule is understandable. Rest is free time from work, and work and the workload on staff need to be planned.

Therefore, having planned a vacation, we get a work schedule. At the same time, it is necessary to take into account the load on the departments during the year, so that in the season of intense work everyone is in full combat readiness. And so that everyone in one department does not end up at the resort at once.

We draw up the schedule for a year, so we enter the year in figures in the schedule and list all employees by last name, position and department. We also add to the table the remainder of the vacation days from the previous year:

Now, in the area where we will write the vacation days, we narrow and merge the cells so that seven columns have one week of the year. In cell F4, we determine the Monday from which the calendar in our schedule will begin by the formula = CONCATENATE ("01."; "01."; B1) -IF (WEEKDAY (CONCATENATE ("01."; "01."; B1) ; 2) = 1; 7; WEEKDAY (CONCATENATE ("01."; "01."; B1); 2) -1).

In the first line, define the ordinal number of the week of the year = CONCATENATE (WEEK NUMBERS (L4; 21); "week").

Vacation schedule

In the third line, we define the day of the beginning and end of this week = CONCATENATE (DAY (F4); "-"; F2).

In this case, you have to go to a little trick and use the second line, in which we define the day of the end of the current week = CONCATENATE (DAY (L4); ""; IF (MONTH (L4) = 1; "Jan"; IF (MONTH (L4) = 2; "Feb"; IF (MONTH (L4) = 3; "Mar"; IF (MONTH (L4) = 4; "Apr"; IF (MONTH (L4) = 5; "May"; IF (MONTH (L4) ) = 6; "Jun"; IF (MONTH (L4) = 7; "Jul"; IF (MONTH (L4) = 8; "Aug"; IF (MONTH (L4) = 9; "Sep"; IF (MONTH (L4) = 10; "oct"; IF (MONTH (L4) = 11; "Nov"; IF (MONTH (L4) = 12; "dec"; "???"))))))))) )))). This is so difficult because in one cell you cannot define a different format for values ​​that are concatenated to get the value of that cell.

To understand how many working days in a particular week, we put down the corresponding values ​​in the fifth line:

At the end of the schedule, we put down the number of allocated vacation days, summing up all the days for the year. And also we calculate the remainder of the unallocated vacation, taking into account the remainder for the last year:

Now it remains to enter the number of vacation days in the appropriate cell and conditionally format them so that the information looks clear. As a result, we got a graph on one sheet of an Excel workbook. At the same time, the schedule is universal, since only by changing the year in cell B1, we get automatically recalculated values ​​in rows 1, 2, 3 and 4 - weeks, periods of the week, days of the year. It remains only to prescribe the number of working days per week in accordance with the production calendar adopted by the government at the end of the year. We look at the result:

lightboxretroplaning

We got a visual vacation schedule for the whole organization on one sheet. It is now quite easy to plan the work of staff for the year ahead.

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Vacation schedule

The order of the provision of paid vacations is determined in accordance with the vacation schedule. The vacation schedule is compulsory for both the employer and the employee. This local regulatory act is approved by the head of the enterprise alone, without issuing a special order, taking into account the opinion of the representative body of employees (if there is such a body) no later than two weeks before the onset of the calendar year in which it is planned to grant vacations. When scheduling vacations, it must be borne in mind that the vacation should not begin earlier than the working year for which it is granted.

The vacation schedule has a unified form N T-7, approved by the Decree of the State Statistics Committee of Russia N 1, OKUD code - 0301020.

The vacation schedule is made on an A4 format letterhead and has a tabular form, the columns of which include:

The names of structural divisions, located in the same order as they are presented in the staffing table;

Job titles (specialties, professions) in accordance with the staffing table;

Surname, name, patronymic of the employee;

Personnel number of the employee;

Number of calendar days of vacation;

Vacation date - planned and actual.

In the Instructions for the use and filling out of unified forms of documentation for accounting for labor and its payment, approved by Resolution of the State Statistics Committee of Russia No. 1, there is no explanation of how the date should be indicated. In some organizations, in the "planned" column, they write the month when the employee will be granted vacation, and in the "actual" column they write the date of the first day of the vacation; in others, they put down the start and end dates of the vacation, in the third, in the "planned" column they write the start and end dates of the vacation, presented from the structural divisions, and in the "actual" column, they put down the vacation dates set by the organization's management. There may be other options as well.

In the Instructions for filling out unified forms, it is indicated that the schedule is used to reflect information on the time of distribution of annually paid vacations for employees of all structural divisions of the enterprise for a calendar year by months. Vacation schedules are drawn up in structural divisions, and then combined into a consolidated vacation schedule of the enterprise. Further in the document are the columns containing information about the transfer of leave. In column 8, put down the basis (document), in accordance with which the vacation is transferred; in column 9 "Date of the proposed vacation" the dates of the beginning and end of the vacation, presented on the basis of the document-basis, are put down. Column 10 "Notes" can be filled in at the discretion of the employer.

Typically, the vacation schedule is drawn up in duplicate. One copy is handed over to the HR officer in charge of providing vacations, the second to the accounting department.

If there are structural divisions at the enterprise with a large number of employees, it is advisable to make a copy for each division to familiarize all employees with the schedule against receipt. The schedule of vacations in the personnel service is stored in a separate file, its storage period is one year.

When drawing up a vacation schedule, the provisions of the current legislation, the specifics of the company's activities and the wishes of employees are taken into account. The employee's desire to go on another vacation at a specific time period is recorded in his vacation application; the manager can agree with him or reject him.

How to Schedule Yearly Vacations for Dummies

The head expresses his opinion in the resolution on the statement.

Leave for part-time workers is granted simultaneously with leave at the main place of work, even if the part-time worker has not worked for six months.

If, when scheduling vacations for individual employees, the right to vacation has not yet come, six months are also taken into account. For individual employees, the length of service that gives the right to leave does not matter.

It is necessary to take into account the opinion of employees who, for a number of reasons, did not take leave or part of it in the previous year. If the company has employees who intend to enter educational establishments or already studying, it is advisable to find out their wishes and needs about the time of granting leave.

It is convenient for an enterprise that employee vacations should be distributed evenly throughout the year, if possible. For this, the calculation takes into account the monthly vacation from 10 to 30% of employees of a particular division and the enterprise as a whole. This percentage decreases during the periods of the greatest production activity and accordingly increases in other periods of the current calendar year. At enterprises located in the Far North and equivalent areas, the percentage of employees on vacation at the same time may be 50% or more. The main thing is to ensure the normal operation of the enterprise, i.e. production, financial plans... With regard to the implementation of production plans, the personnel department preliminarily agrees with the organization and remuneration department, as well as with the planning and economic department, the number of employees required to fulfill the planned scope of work.

In order for the enterprise to remain manageable even in the midst of the holiday season, it is necessary to provide for the sequence of departure of executives and, accordingly, the presence of deputy workers at their workplaces.

When drawing up a schedule, it is necessary to agree with the financial department or the main accounting department on the formation of reserves for paying for vacations, since the lack of funds necessary to pay vacation pay to employees may affect the procedure for granting vacations.

If the procedure for granting vacations stipulated by the collective agreement or internal labor regulations differs from that established by law (towards improvement), then their provisions must also be taken into account.

In practice, the vacation schedules approved by the employer are announced to employees against receipt even before the start of the new working year. Thus, employees are notified in advance by personal signature of the date of their annual paid leave.

Extracts from the schedule, certified by the head of the personnel department, are sent for review to the structural divisions of the enterprise. Notifying employees in advance of the upcoming vacation time reduces the risk of possible misunderstandings between the parties.

In addition, you can warn the employee about the start of the vacation using a special document - notification, notice, etc. If the order for the granting of annual paid leave is issued at the enterprise no later than two weeks before the start of the vacation, then drawing up a notification (notice) is impractical, since the unified form of the order (order) on granting leave contains a familiarization visa for the employee.

Due to operational needs, the employee may be recalled from vacation.

The recall of an employee from vacation is allowed only with his consent.

The unused part of the leave must be provided to the employee at a time convenient for him during the current working year or added to the leave for the next working year. In this case, the corresponding changes are made to the vacation schedule.

The employer does not have the right to make changes to the approved vacation schedule on his own initiative without the consent of the employees. So, in exceptional cases when the granting of leave to an employee in the current working year may adversely affect the work of the organization, it is allowed, with the consent of the employee, to postpone the vacation to the next working year. In this case, the leave must be used no later than 12 months after the end of the working year for which it is granted. Failure to provide annual paid leave for two consecutive years is prohibited.

Annual paid leave must be extended or postponed to another period determined by the employer, taking into account the wishes of the employee, in the following cases:

Temporary disability of an employee;

The performance by the employee during the annual paid leave of public duties, if for this labor legislation exemption from work is provided;

In other cases provided for by labor legislation, local regulations.

Vacation for minors and employees engaged in work with harmful and (or) dangerous working conditions cannot be transferred to the next year.

Sometimes the employee himself asks to postpone the rest time to another, later period.

If given production environment any changes in the vacation schedule are undesirable, the employer has the right to completely legal grounds refuse the employee such a request. The vacation schedule may be subject to change in other cases, for example, when an employee leaves the job and wants to use all previously unused vacation. If the initiator of the transfer of leave is an employee, then an appropriate statement is required from him, on which the head of the structural unit where the employee works and the head of the enterprise put his resolution.

If, after the approval of the vacation schedule, new employees were admitted to the organization, then either the corresponding changes are made to the vacation schedule, or an additional vacation schedule is drawn up, in which the priority is set taking into account the consolidated schedule.

The vacation is automatically extended for the corresponding number of days. The employee is obliged to notify the employer about the extension of the vacation. It is also possible to issue an order to extend the vacation.

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The Sheremetyevo trade union of flight personnel began to receive requests from pilots regarding the employer's proposal to postpone or reduce vacation from three to two weeks in the summer.

It is necessary to go to the personnel department and take a vacation order in paper form (certified extract) or take a picture of the document and seek its execution.

Unfortunately, the airline does not take into account the accumulated pilot fatigue, the planned summer rest with families and, most importantly, the vacation schedule for 2018 approved in December 2017, which is mandatory for both the employee and the employer.

So in accordance with Art. 123 of the Labor Code of the Russian Federation, the priority of granting paid vacations is determined annually in accordance with the vacation schedule approved by the employer, taking into account the opinion of the elected body of the primary trade union organization no later than two weeks before the onset of the calendar year.

The vacation schedule is compulsory for both the employer and the employee.

The employee must be notified of the start time of the vacation against signature no later than two weeks before its start.

In accordance with Art.

How to Schedule T-7 Vacations Correctly

124 of the Labor Code of the Russian Federation, annual paid leave must be extended or postponed to another period determined by the employer, taking into account the wishes of the employee, in the following cases:

temporary disability of an employee;

fulfillment by the employee during the annual paid leave of public duties, if for this purpose the labor legislation provides for exemption from work;

in other cases stipulated by labor legislation, local regulations.

If the employee was not paid in a timely manner for the period of the annual paid vacation or the employee was warned about the start time of this vacation later than two weeks before its start, then the employer, upon the employee's written application, is obliged to postpone the annual paid vacation for another period agreed with the employee.

In exceptional cases, when the granting of leave to an employee in the current working year may adversely affect the normal course of work of the organization, individual entrepreneur, it is allowed, with the consent of the employee, to postpone the vacation to the next working year. In this case, the vacation must be used no later than 12 months after the end of the working year for which it is granted - under the conditions of flight work, this provision of article 124 of the Labor Code of the Russian Federation is impracticable and inapplicable!

If the airline officially addresses you with a request to postpone the vacation, we suggest that you contact ShPLS, where we will give recommendations on writing an official refusal to postpone the annual paid vacation.

In addition, we draw your attention to the fact that the vacation schedule is placed in the ACCORD system and the employer can change it, the system is such that you have looked at the document - it means that you have read and agreed. Therefore, we recommend making a print screen from the PC screen of the vacation schedule. If, in the end, it turns out that the schedule was changed before your vacation, you must send an application to the personnel department to provide a certified copy of the approved vacation schedule for 2018.

And it is necessary to write an application for the provision of vacation in accordance with the vacation schedule and notify of the refusal to transfer the vacation.

To the personnel department of PJSC "Aeroflot - Russian Airlines"

From ______________________________

address ______________________________

Tel. _______________________________

Personnel Number ____________________

STATEMENT

I ask you to provide me with annual paid leave for the period from "___" ______2018 to "___" ________2018 in accordance with Art. 123 of the Labor Code of the Russian Federation and the vacation schedule approved at the end of 2017.

I do not give my consent to postpone my vacation due to accumulated fatigue, my flight hours in 6 months amounted to _______ hours, the vacation was planned and agreed in the vacation schedule for 2018 in December 2017, I purchased tickets for a vacation with my family, and therefore the postponement vacation is not possible.